Chino City Council
July 18, 2023

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1052311890000 $175.23
1052311900000 $175.23
1052321030000 $175.23
1052321040000 $175.23
1052321050000 $175.23
1052321060000 $175.23
1052321070000 $175.23
1052321080000 $175.23
1052321090000 $175.23
1052321100000 $175.23
1052321110000 $175.23
1052321120000 $175.23
1052321130000 $175.23
1052321140000 $175.23
1052321150000 $175.23
1052321160000 $175.23
1052321170000 $175.23
1052321180000 $175.23
1052321190000 $175.23
1052321200000 $175.23
1052321210000 $175.23
1052321220000 $175.23
1052321230000 $175.23
1052321240000 $175.23
1052321250000 $175.23
1052321260000 $175.23
1052321270000 $175.23
1052321280000 $175.23
1052321290000 $175.23
1052321300000 $175.23
1052321310000 $175.23
1052321320000 $175.23
1052321330000 $175.23
1052321340000 $175.23
1052321350000 $175.23
1052321360000 $175.23
1052321370000 $175.23
1052321380000 $175.23
1052321390000 $175.23
1052321400000 $175.23
1052321410000 $175.23
1052321420000 $175.23
1052321430000 $175.23
1052321440000 $175.23
1052321450000 $175.23
1052321460000 $175.23
1052321470000 $175.23
1052321480000 $175.23
1052321490000 $175.23
1052321500000 $175.23
1052321510000 $175.23
1052321520000 $175.23
1052321530000 $175.23
1052321540000 $175.23
1052321550000 $175.23
1052321560000 $175.23
1052321570000 $175.23
1052321580000 $175.23
1052321590000 $175.23
1052321600000 $175.23
1052321610000 $175.23
1052321620000 $175.23
1052321630000 $175.23
1052321640000 $175.23
1052321650000 $175.23
1052321660000 $175.23
1052321670000 $175.23
1052321680000 $175.23
1052321690000 $175.23
1052321700000 $175.23
1052321710000 $175.23
1052321720000 $175.23
1052321730000 $175.23
1052351030000 $175.23
1052351040000 $175.23
1052351050000 $175.23
1052351060000 $175.23
1052351070000 $175.23
1052351080000 $175.23
1052351090000 $175.23
1052351100000 $175.23
1052351110000 $175.23
1052351120000 $175.23
1052351130000 $175.23
1052351140000 $175.23
1052351150000 $175.23
1052351160000 $175.23
1052351170000 $175.23
1052351180000 $175.23
1052351190000 $175.23
1052351200000 $175.23
1052351210000 $175.23
1052351220000 $175.23
1052351230000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1052351240000 $175.23
1052351250000 $175.23
1052351260000 $175.23
1052351270000 $175.23
1052351280000 $175.23
1052351290000 $175.23
1052351300000 $175.23
1052351310000 $175.23
1052351320000 $175.23
1052351330000 $175.23
1052351340000 $175.23
1052351350000 $175.23
1052351360000 $175.23
1052351370000 $175.23
1052351380000 $175.23
1052351390000 $175.23
1052351400000 $175.23
1052351410000 $175.23
1052351430000 $175.23
1052351440000 $175.23
1052351450000 $175.23
1052351460000 $175.23
1052351470000 $175.23
1052351480000 $175.23
1052351490000 $175.23
1052351500000 $175.23
1052351510000 $175.23
1052351520000 $175.23
1052351530000 $175.23
1052351540000 $175.23
1052351550000 $175.23
1052351560000 $175.23
1052351570000 $175.23
1052351580000 $175.23
1052351590000 $175.23
1052351600000 $175.23
1052351610000 $175.23
1052351620000 $175.23
1052351630000 $175.23
1052351640000 $175.23
1052351650000 $175.23
1052351660000 $175.23
1052351670000 $175.23
1052351680000 $175.23
1052351690000 $175.23
1052351700000 $175.23
1052351710000 $175.23
1052351720000 $175.23
1052351730000 $175.23
1052351740000 $175.23
1052351750000 $175.23
1052351760000 $175.23
1052351770000 $175.23
1052351780000 $175.23
1052351790000 $175.23
1052351800000 $175.23
1052351810000 $175.23
1052351820000 $175.23
1052351830000 $175.23
1052601030000 $175.23
1052601040000 $175.23
1052601050000 $175.23
1052601060000 $175.23
1052601070000 $175.23
1052601080000 $175.23
1052601090000 $175.23
1052601100000 $175.23
1052601110000 $175.23
1052601120000 $175.23
1052601130000 $175.23
1052601140000 $175.23
1052601150000 $175.23
1052601160000 $175.23
1052601170000 $175.23
1052601180000 $175.23
1052601190000 $175.23
1052601200000 $175.23
1052601210000 $175.23
1052601220000 $175.23
1052601230000 $175.23
1052601240000 $175.23
1052601250000 $175.23
1052601260000 $175.23
1052601270000 $175.23
1052601280000 $175.23
1052601290000 $175.23
1052601300000 $175.23
1052601310000 $175.23
1052601320000 $175.23
1052601330000 $175.23
1052601340000 $175.23
1052601350000 $175.23
1052601360000 $175.23
1052601370000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1052601380000 $175.23
1052601390000 $175.23
1052601400000 $175.23
1052601410000 $175.23
1052601420000 $175.23
1052621050000 $175.23
1052621060000 $175.23
1052621070000 $175.23
1052621080000 $175.23
1052621090000 $175.23
1052621100000 $175.23
1052621110000 $175.23
1052621120000 $175.23
1052621130000 $175.23
1052621140000 $175.23
1052621150000 $175.23
1052621160000 $175.23
1052621170000 $175.23
1052621180000 $175.23
1052621190000 $175.23
1052621200000 $175.23
1052621210000 $175.23
1052621220000 $175.23
1052621230000 $175.23
1052621240000 $175.23
1052621250000 $175.23
1052621260000 $175.23
1052621270000 $175.23
1052621280000 $175.23
1052621290000 $175.23
1052621300000 $175.23
1052621310000 $175.23
1052621320000 $175.23
1052621330000 $175.23
1052621340000 $175.23
1052621350000 $175.23
1052621360000 $175.23
1052621370000 $175.23
1052621380000 $175.23
1052621390000 $175.23
1052621400000 $175.23
1052621410000 $175.23
1052621420000 $175.23
1052621430000 $175.23
1052621440000 $175.23
1052621510000 $175.23
1052621520000 $175.23
1052621530000 $175.23
1052621540000 $175.23
1052621550000 $175.23
1052621560000 $175.23
1052621570000 $175.23
1052621580000 $175.23
1052621590000 $175.23
1052621600000 $175.23
1052621610000 $175.23
1052621620000 $175.23
1052621630000 $175.23
1052621640000 $175.23
1052621650000 $175.23
1052621660000 $175.23
1052621670000 $175.23
1052621680000 $175.23
1052621690000 $175.23
1052621700000 $175.23
1052621710000 $175.23
1052621720000 $175.23
1052621730000 $175.23
1052621740000 $175.23
1052621750000 $175.23
1052621760000 $175.23
1052621770000 $175.23
1052621780000 $175.23
1052621790000 $175.23
1052621800000 $175.23
1052621810000 $175.23
1052621820000 $175.23
1052621830000 $175.23
1052621840000 $175.23
1052621850000 $175.23
1052621860000 $175.23
1052621870000 $175.23
1052621880000 $175.23
1052621890000 $175.23
1052621900000 $175.23
1052621910000 $175.23
1052641070000 $175.23
1052641080000 $175.23
1052641090000 $175.23
1052641100000 $175.23
1052641150000 $175.23
1052641160000 $175.23
1052641170000 $175.23
1052641180000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1052641190000 $175.23
1052641200000 $175.23
1052641210000 $175.23
1052641220000 $175.23
1052641230000 $175.23
1052641240000 $175.23
1052641250000 $175.23
1052641260000 $175.23
1052641270000 $175.23
1052641280000 $175.23
1052641290000 $175.23
1052641300000 $175.23
1052641310000 $175.23
1052641320000 $175.23
1052641330000 $175.23
1052641340000 $175.23
1052641350000 $175.23
1052641380000 $175.23
1052641390000 $175.23
1052641400000 $175.23
1052641410000 $175.23
1052641420000 $175.23
1052641430000 $175.23
1052641440000 $175.23
1052641450000 $175.23
1052641460000 $175.23
1052641470000 $175.23
1052641480000 $175.23
1052641490000 $175.23
1052641500000 $175.23
1052641510000 $175.23
1052641520000 $175.23
1052641530000 $175.23
1052641540000 $175.23
1052641550000 $175.23
1052641560000 $175.23
1052641570000 $175.23
1052641580000 $175.23
1052641590000 $175.23
1052641600000 $175.23
1052641610000 $175.23
1052641620000 $175.23
1052641630000 $175.23
1052641640000 $175.23
1052641650000 $175.23
1052641660000 $175.23
1052641670000 $175.23
1052641680000 $175.23
1052641690000 $175.23
1052641700000 $175.23
1052641710000 $175.23
1052641720000 $175.23
1052641750000 $175.23
1052641760000 $175.23
1052641770000 $175.23
1052641780000 $175.23
1052641790000 $175.23
1052641800000 $175.23
1052641810000 $175.23
1052641820000 $175.23
1052641830000 $175.23
1052641840000 $175.23
1052641850000 $175.23
1052641880000 $175.23
1052641900000 $175.23
1052641910000 $175.23
1053021040000 $175.23
1053021050000 $175.23
1053021080000 $175.23
1053021090000 $175.23
1053021100000 $175.23
1053021110000 $175.23
1053021120000 $175.23
1053021130000 $175.23
1053021140000 $175.23
1053021150000 $175.23
1053021160000 $175.23
1053021170000 $175.23
1053021180000 $175.23
1053021190000 $175.23
1053021200000 $175.23
1053021210000 $175.23
1053021220000 $175.23
1053021230000 $175.23
1053021240000 $175.23
1053021250000 $175.23
1053021260000 $175.23
1053021270000 $175.23
1053021280000 $175.23
1053021290000 $175.23
1053021300000 $175.23
1053021310000 $175.23
1053021320000 $175.23
1053021330000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053021340000 $175.23
1053021350000 $175.23
1053021360000 $175.23
1053021370000 $175.23
1053021380000 $175.23
1053021390000 $175.23
1053021400000 $175.23
1053021410000 $175.23
1053021420000 $175.23
1053021430000 $175.23
1053021440000 $175.23
1053021450000 $175.23
1053021460000 $175.23
1053021470000 $175.23
1053021480000 $175.23
1053021490000 $175.23
1053021500000 $175.23
1053021510000 $175.23
1053021520000 $175.23
1053021530000 $175.23
1053021540000 $175.23
1053021550000 $175.23
1053021560000 $175.23
1053021570000 $175.23
1053021580000 $175.23
1053021590000 $175.23
1053021600000 $175.23
1053021610000 $175.23
1053021620000 $175.23
1053021630000 $175.23
1053021640000 $175.23
1053021650000 $175.23
1053021660000 $175.23
1053021670000 $175.23
1053021680000 $175.23
1053021690000 $175.23
1053021700000 $175.23
1053021710000 $175.23
1053021720000 $175.23
1053021730000 $175.23
1053021780000 $175.23
1053021790000 $175.23
1053021800000 $175.23
1053021810000 $175.23
1053021820000 $175.23
1053021830000 $175.23
1053021840000 $175.23
1053021850000 $175.23
1053021860000 $175.23
1053021870000 $175.23
1053021880000 $175.23
1053021890000 $175.23
1053021900000 $175.23
1053021910000 $175.23
1053021920000 $175.23
1053021930000 $175.23
1053031030000 $175.23
1053031040000 $175.23
1053031050000 $175.23
1053031060000 $175.23
1053031070000 $175.23
1053031080000 $175.23
1053031090000 $175.23
1053031100000 $175.23
1053031110000 $175.23
1053031120000 $175.23
1053031130000 $175.23
1053031140000 $175.23
1053031150000 $175.23
1053031160000 $175.23
1053031170000 $175.23
1053031180000 $175.23
1053031190000 $175.23
1053031200000 $175.23
1053031210000 $175.23
1053031220000 $175.23
1053031280000 $175.23
1053031290000 $175.23
1053031300000 $175.23
1053031310000 $175.23
1053031320000 $175.23
1053031330000 $175.23
1053031340000 $175.23
1053031350000 $175.23
1053031360000 $175.23
1053031370000 $175.23
1053031380000 $175.23
1053031390000 $175.23
1053031400000 $175.23
1053031410000 $175.23
1053031420000 $175.23
1053031430000 $175.23
1053031440000 $175.23
1053031450000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053031460000 $175.23
1053031470000 $175.23
1053031480000 $175.23
1053031490000 $175.23
1053031500000 $175.23
1053031510000 $175.23
1053031520000 $175.23
1053031530000 $175.23
1053031540000 $175.23
1053031550000 $175.23
1053031560000 $175.23
1053031570000 $175.23
1053031580000 $175.23
1053031590000 $175.23
1053031600000 $175.23
1053031610000 $175.23
1053031620000 $175.23
1053031630000 $175.23
1053031640000 $175.23
1053031650000 $175.23
1053031660000 $175.23
1053031670000 $175.23
1053031680000 $175.23
1053031690000 $175.23
1053031700000 $175.23
1053031710000 $175.23
1053031720000 $175.23
1053031730000 $175.23
1053031740000 $175.23
1053031750000 $175.23
1053031760000 $175.23
1053031770000 $175.23
1053031780000 $175.23
1053031790000 $175.23
1053031800000 $175.23
1053031810000 $175.23
1053031820000 $175.23
1053031830000 $175.23
1053031840000 $175.23
1053031850000 $175.23
1053031860000 $175.23
1053031870000 $175.23
1053031880000 $175.23
1053031890000 $175.23
1053031900000 $175.23
1053031910000 $175.23
1053031920000 $175.23
1053031930000 $175.23
1053031940000 $175.23
1053031950000 $175.23
1053031960000 $175.23
1053031970000 $175.23
1053031980000 $175.23
1053041060000 $175.23
1053041070000 $175.23
1053041080000 $175.23
1053041090000 $175.23
1053041100000 $175.23
1053041110000 $175.23
1053041120000 $175.23
1053041130000 $175.23
1053041140000 $175.23
1053041150000 $175.23
1053041160000 $175.23
1053041170000 $175.23
1053041180000 $175.23
1053041190000 $175.23
1053041200000 $175.23
1053041210000 $175.23
1053041220000 $175.23
1053041230000 $175.23
1053041240000 $175.23
1053041250000 $175.23
1053041260000 $175.23
1053041270000 $175.23
1053041280000 $175.23
1053041320000 $175.23
1053041330000 $175.23
1053041340000 $175.23
1053041350000 $175.23
1053041360000 $175.23
1053041370000 $175.23
1053041380000 $175.23
1053041390000 $175.23
1053041400000 $175.23
1053041410000 $175.23
1053041420000 $175.23
1053041430000 $175.23
1053041440000 $175.23
1053041450000 $175.23
1053041460000 $175.23
1053041470000 $175.23
1053041490000 $175.23
1053041500000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053041510000 $175.23
1053041520000 $175.23
1053041530000 $175.23
1053041540000 $175.23
1053041550000 $175.23
1053041560000 $175.23
1053041570000 $175.23
1053041580000 $175.23
1053041590000 $175.23
1053041600000 $175.23
1053041610000 $175.23
1053041620000 $175.23
1053041630000 $175.23
1053041640000 $175.23
1053041650000 $175.23
1053041660000 $175.23
1053041670000 $175.23
1053041680000 $175.23
1053041690000 $175.23
1053041700000 $175.23
1053041710000 $175.23
1053041720000 $175.23
1053041730000 $175.23
1053041740000 $175.23
1053041750000 $175.23
1053041760000 $175.23
1053041770000 $175.23
1053041780000 $175.23
1053041790000 $175.23
1053041800000 $175.23
1053041810000 $175.23
1053041820000 $175.23
1053041830000 $175.23
1053041840000 $175.23
1053041850000 $175.23
1053041860000 $175.23
1053041870000 $175.23
1053041880000 $175.23
1053231050000 $175.23
1053231060000 $175.23
1053231070000 $175.23
1053231080000 $175.23
1053231090000 $175.23
1053231100000 $175.23
1053231110000 $175.23
1053231120000 $175.23
1053231130000 $175.23
1053231140000 $175.23
1053231150000 $175.23
1053231160000 $175.23
1053231170000 $175.23
1053231180000 $175.23
1053231210000 $175.23
1053231220000 $175.23
1053231230000 $175.23
1053231240000 $175.23
1053231250000 $175.23
1053231260000 $175.23
1053231270000 $175.23
1053231280000 $175.23
1053231290000 $175.23
1053231300000 $175.23
1053231320000 $175.23
1053231330000 $175.23
1053241030000 $175.23
1053241040000 $175.23
1053241050000 $175.23
1053241060000 $175.23
1053241070000 $175.23
1053241080000 $175.23
1053241090000 $175.23
1053241100000 $175.23
1053241110000 $175.23
1053241120000 $175.23
1053241130000 $175.23
1053241140000 $175.23
1053241150000 $175.23
1053241160000 $175.23
1053241170000 $175.23
1053241180000 $175.23
1053241190000 $175.23
1053241200000 $175.23
1053241210000 $175.23
1053241220000 $175.23
1053241230000 $175.23
1053241240000 $175.23
1053241250000 $175.23
1053241260000 $175.23
1053241270000 $175.23
1053241280000 $175.23
1053241290000 $175.23
1053241300000 $175.23
1053241310000 $175.23
1053241320000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053241330000 $175.23
1053241340000 $175.23
1053241350000 $175.23
1053241360000 $175.23
1053241370000 $175.23
1053241380000 $175.23
1053241390000 $175.23
1053241400000 $175.23
1053241410000 $175.23
1053241420000 $175.23
1053241430000 $175.23
1053241440000 $175.23
1053241450000 $175.23
1053241460000 $175.23
1053241470000 $175.23
1053241480000 $175.23
1053241490000 $175.23
1053241500000 $175.23
1053241510000 $175.23
1053241520000 $175.23
1053241530000 $175.23
1053241540000 $175.23
1053241550000 $175.23
1053241560000 $175.23
1053241570000 $175.23
1053241580000 $175.23
1053241590000 $175.23
1053241600000 $175.23
1053241610000 $175.23
1053241620000 $175.23
1053241630000 $175.23
1053241640000 $175.23
1053241650000 $175.23
1053241660000 $175.23
1053241670000 $175.23
1053261050000 $175.23
1053261060000 $175.23
1053261070000 $175.23
1053261080000 $175.23
1053261090000 $175.23
1053261100000 $175.23
1053261110000 $175.23
1053261120000 $175.23
1053261130000 $175.23
1053261140000 $175.23
1053261150000 $175.23
1053261160000 $175.23
1053261170000 $175.23
1053261180000 $175.23
1053261190000 $175.23
1053261200000 $175.23
1053261210000 $175.23
1053261220000 $175.23
1053261230000 $175.23
1053261240000 $175.23
1053261250000 $175.23
1053261260000 $175.23
1053261270000 $175.23
1053261280000 $175.23
1053261290000 $175.23
1053261300000 $175.23
1053261310000 $175.23
1053261320000 $175.23
1053261330000 $175.23
1053261340000 $175.23
1053261350000 $175.23
1053261360000 $175.23
1053261370000 $175.23
1053261380000 $175.23
1053261390000 $175.23
1053261400000 $175.23
1053261430000 $175.23
1053261440000 $175.23
1053261450000 $175.23
1053261460000 $175.23
1053261470000 $175.23
1053261480000 $175.23
1053261490000 $175.23
1053261500000 $175.23
1053261510000 $175.23
1053261520000 $175.23
1053261530000 $175.23
1053261540000 $175.23
1053261550000 $175.23
1053261560000 $175.23
1053261570000 $175.23
1053261580000 $175.23
1053261590000 $175.23
1053261600000 $175.23
1053261610000 $175.23
1053261620000 $175.23
1053261630000 $175.23
1053261640000 $175.23
1053261650000 $175.23

APN Levy Amount APN Levy Amount
CC08SP82 - LMD 83-2 020
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053261660000 $175.23
1053261670000 $175.23
1053261680000 $175.23
1053261690000 $175.23
1053261700000 $175.23
1,227 $215,007.21

APN Levy Amount APN Levy Amount
CC08SP83 - LMD 83-2 022
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1014621290000 $20.53
1014621300000 $20.53
1014621310000 $20.53
1014621320000 $20.53
1014621330000 $20.53
1014621340000 $20.53
1014621350000 $20.53
1014621360000 $20.53
1014621370000 $20.53
1014621380000 $20.53
1014621390000 $20.53
1014621400000 $20.53
1014621410000 $20.53
1014621420000 $20.53
1014621430000 $20.53
1014621440000 $20.53
1014621450000 $20.53
1014621460000 $20.53
18 $369.54

APN Levy Amount APN Levy Amount
CC08SP84 - LMD 83-2 024
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1013361260000 $102.82
1013361270000 $102.82
1013361280000 $102.82
1013361290000 $102.82
1013361300000 $102.82
1013361310000 $102.82
1013361320000 $102.82
1013361330000 $102.82
1013361340000 $102.82
1013361350000 $102.82
1013361360000 $102.82
1013361370000 $102.82
1013361380000 $102.82
1013361390000 $102.82
1013361400000 $102.82
1013361410000 $102.82
1013361420000 $102.82
1013361430000 $102.82
1013361440000 $102.82
1013361450000 $102.82
20 $2,056.40

APN Levy Amount APN Levy Amount
CC08SP85 - LMD 83-2 025
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1028501010000 $41.68
1028501020000 $41.68
1028501030000 $41.68
1028501040000 $41.68
1028501100000 $41.68
1028501110000 $41.68
1028501260000 $41.68
1028501310000 $41.68
1028501320000 $41.68
1028501330000 $41.68
1028501340000 $41.68
1028501350000 $41.68
1028511010000 $41.68
1028511020000 $41.68
1028511030000 $41.68
1028511040000 $41.68
1028511050000 $41.68
1028511060000 $41.68
1028511070000 $41.68
1028511080000 $41.68
1028511210000 $41.68
1028511220000 $41.68
1028511230000 $41.68
23 $958.64

APN Levy Amount APN Levy Amount
CC08SP86 - LMD 83-2 026
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019451180000 $53.89
1 $53.89

APN Levy Amount APN Levy Amount
CC08SP87 - LMD 83-2 027
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020351200000 $16.66
1020351210000 $16.66
1020351220000 $16.66
1020351230000 $16.66
1020351240000 $16.66
1020351250000 $16.66
1020351260000 $16.66
1020351270000 $16.66
1020351280000 $16.66
1020351290000 $16.66
1020351300000 $16.66
1020351310000 $16.66
1020351320000 $16.66
1020351330000 $16.66
14 $233.24

APN Levy Amount APN Levy Amount
CC08SP88 - LMD 83-2 028
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021071140000 $240.86
1 $240.86

APN Levy Amount APN Levy Amount
CC08SP89 - LMD 83-2 029
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019481170000 $67.30
1019481180000 $67.30
1019481190000 $67.30
1019481200000 $67.30
1019481210000 $67.30
1019481220000 $67.30
1019481230000 $67.30
7 $471.10

APN Levy Amount APN Levy Amount
CC08SP90 - LMD 83-2 030
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1028491010000 $55.76
1028491020000 $55.76
1028491030000 $55.76
1028491040000 $55.76
1028491050000 $55.76
1028491060000 $55.76
1028491070000 $55.76
1028491080000 $55.76
8 $446.08

APN Levy Amount APN Levy Amount
CC08SP91 - LMD 83-2 031
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020561130000 $111.34
1020561140000 $111.34
2 $222.68

APN Levy Amount APN Levy Amount
CC08SP92 - LMD 83-2 032
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1025111060000 $125.75
1025111070000 $125.75
1025111080000 $125.75
3 $377.25

APN Levy Amount APN Levy Amount
CC08SP93 - LMD 83-2 033
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022471040000 $642.15
1 $642.15

APN Levy Amount APN Levy Amount
CC08SP94 - LMD 83-2 034
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021361410000 $105.47
1021361420000 $105.47
1021361430000 $105.47
1021361440000 $105.47
4 $421.88

APN Levy Amount APN Levy Amount
CC08SP95 - LMD 83-2 036
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016301210000 $136.86
1016311190000 $136.86
2 $273.72

APN Levy Amount APN Levy Amount
CC08SP96 - LMD 83-2 037
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021021230000 $97.00
1021021240000 $97.00
1021021250000 $97.00
1021021260000 $97.00
1021021270000 $97.00
5 $485.00

APN Levy Amount APN Levy Amount
CC08SP97 - LMD 83-2 038
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022441090000 $367.91
1 $367.91

APN Levy Amount APN Levy Amount
CC08SP98 - LMD 83-2 039
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016191060000 $40.39
1016191070000 $40.39
1016191080000 $40.39
1016191090000 $40.39
1016191100000 $40.39
1016191110000 $40.39
1016191120000 $40.39
1016191130000 $40.39
1016191140000 $40.39
1016191150000 $40.39
1016191160000 $40.39
1016191170000 $40.39
1016191180000 $40.39
1016191190000 $40.39
1016191200000 $40.39
1016191210000 $40.39
1016191220000 $40.39
1016191230000 $40.39
1016191240000 $40.39
1016191250000 $40.39
1016191260000 $40.39
1016191270000 $40.39
1016191280000 $40.39
1016191290000 $40.39
1016191300000 $40.39
1016191310000 $40.39
1016191320000 $40.39
1016191330000 $40.39
1016191340000 $40.39
1016191350000 $40.39
1016191360000 $40.39
1016191370000 $40.39
1016191380000 $40.39
1016191390000 $40.39
1016191400000 $40.39
1016191410000 $40.39
1016191420000 $40.39
1016191430000 $40.39
1016191440000 $40.39
1016191450000 $40.39
1016191460000 $40.39
1016191470000 $40.39
1016191480000 $40.39
1016191490000 $40.39
1016191500000 $40.39
1016191510000 $40.39
1016191520000 $40.39
1016191530000 $40.39
1016191540000 $40.39
1016191550000 $40.39
1016191560000 $40.39
1016191570000 $40.39
1016191580000 $40.39
1016191590000 $40.39
1016191600000 $40.39
1016191610000 $40.39
1016191620000 $40.39
1016191630000 $40.39
1016191640000 $40.39
1016191650000 $40.39
1016191660000 $40.39
1016191670000 $40.39
1016191680000 $40.39
1016191690000 $40.39
1016191700000 $40.39
65 $2,625.35

APN Levy Amount APN Levy Amount
CC08SP99 - LMD 83-2 041
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019111270000 $67.83
1019111280000 $67.83
1019111290000 $67.83
1019111300000 $67.83
1019111310000 $67.83
1019111320000 $67.83
1019111330000 $67.83
1019111340000 $67.83
1019111350000 $67.83
1019111360000 $67.83
1019111370000 $67.83
1019111380000 $67.83
1019111390000 $67.83
1019111400000 $67.83
1019111410000 $67.83
1019111420000 $67.83
1019111430000 $67.83
1019111440000 $67.83
1019111450000 $67.83
1019111460000 $67.83
1019111470000 $67.83
1019111480000 $67.83
1019111490000 $67.83
1019111500000 $67.83
1019111510000 $67.83
1019111520000 $67.83
1019111530000 $67.83
1019111540000 $67.83
1019111550000 $67.83
1019111560000 $67.83
1019111570000 $67.83
1019111580000 $67.83
1019111590000 $67.83
1019111600000 $67.83
1019111610000 $67.83
1019111620000 $67.83
1019111630000 $67.83
1019111640000 $67.83
1019111650000 $67.83
1019111660000 $67.83
1019122010000 $67.83
1019122020000 $67.83
1019122030000 $67.83
1019122040000 $67.83
1019122050000 $67.83
1019122060000 $67.83
1019122070000 $67.83
1019122080000 $67.83
1019122090000 $67.83
1019122100000 $67.83
1019122110000 $67.83
1019122120000 $67.83
1019122130000 $67.83
1019122140000 $67.83
1019122150000 $67.83
1019122160000 $67.83
1019122170000 $67.83
1019122180000 $67.83
1019122190000 $67.83
1019122210000 $67.83
1019122220000 $67.83
1019122230000 $67.83
1019122240000 $67.83
1019122250000 $67.83
1019122260000 $67.83
1019122270000 $67.83
1019122280000 $67.83
1019122290000 $67.83
1019122300000 $67.83
1019122310000 $67.83
1019122320000 $67.83
1019122330000 $67.83
1019122340000 $67.83
1019122350000 $67.83
1019122360000 $67.83
1019122400000 $67.83
1019122410000 $67.83
1019122420000 $67.83
1019122430000 $67.83
1019122440000 $67.83
1019122450000 $67.83
1019122460000 $67.83
1019123010000 $67.83
1019123020000 $67.83
1019123030000 $67.83
1019123040000 $67.83
1019123050000 $67.83
1019123060000 $67.83
1019123070000 $67.83
1019123080000 $67.83
1019123090000 $67.83
1019123100000 $67.83
1019123110000 $67.83
1019123120000 $67.83

APN Levy Amount APN Levy Amount
CC08SP99 - LMD 83-2 041
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019123130000 $67.83
1019123140000 $67.83
1019123150000 $67.83
1019123160000 $67.83
1019123170000 $67.83
1019123180000 $67.83
1019123190000 $67.83
1019123200000 $67.83
1019123210000 $67.83
1019123220000 $67.83
1019123230000 $67.83
1019123240000 $67.83
1019123250000 $67.83
1019123260000 $67.83
1019123270000 $67.83
1019123280000 $67.83
1019123290000 $67.83
1019123300000 $67.83
1019123310000 $67.83
1019123320000 $67.83
1019123330000 $67.83
1019123340000 $67.83
1019123350000 $67.83
1019123360000 $67.83
1019123370000 $67.83
1019123380000 $67.83
1019123390000 $67.83
1019123400000 $67.83
1019123410000 $67.83
1019123420000 $67.83
1019123430000 $67.83
1019123440000 $67.83
1019123450000 $67.83
1019123460000 $67.83
128 $8,682.24

APN Levy Amount APN Levy Amount
CC08SL01 - LMD 83-2 042
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1015511280000 $86.65
1015511290000 $86.65
2 $173.30

APN Levy Amount APN Levy Amount
CC08SL02 - LMD 83-2 043
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019531140000 $59.36
1019531150000 $59.36
2 $118.72

APN Levy Amount APN Levy Amount
CC08SL03 - LMD 83-2 045
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022451030000 $61.86
1022451060000 $61.86
1022451070000 $61.86
1022461040000 $61.86
1022461050000 $61.86
1022461090000 $61.86
6 $371.16

APN Levy Amount APN Levy Amount
CC08SL04 - LMD 83-2 046
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1014591160000 $294.63
1014591170000 $294.63
1014601190000 $294.63
1014601200000 $294.63
4 $1,178.52

APN Levy Amount APN Levy Amount
CC08SL05 - LMD 83-2 048
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016091120000 $25.65
1016091130000 $25.65
1016091140000 $25.65
1016091150000 $25.65
1016091160000 $25.65
1016091170000 $25.65
1016091180000 $25.65
1016091190000 $25.65
1016091200000 $25.65
1016091210000 $25.65
10 $256.50

APN Levy Amount APN Levy Amount
CC08SL06 - LMD 83-2 049
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020441010000 $233.68
1 $233.68

APN Levy Amount APN Levy Amount
CC08SL07 - LMD 83-2 050
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019461120000 $29.71
1019461130000 $29.71
1019461140000 $29.71
1019461150000 $29.71
1019461160000 $29.71
1019461170000 $29.71
1019461180000 $29.71
1019461190000 $29.71
1019461200000 $29.71
1019461210000 $29.71
1019461220000 $29.71
1019461230000 $29.71
1019461240000 $29.71
1019461250000 $29.71
1019461260000 $29.71
15 $445.65

APN Levy Amount APN Levy Amount
CC08SL08 - LMD 83-2 051
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016011120000 $49.48
1016011130000 $49.48
1016011140000 $49.48
3 $148.44

APN Levy Amount APN Levy Amount
CC08SL09 - LMD 83-2 052
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016592080000 $125.75
1016592090000 $125.75
1023051090000 $125.75
3 $377.25

APN Levy Amount APN Levy Amount
CC08SL10 - LMD 83-2 053
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021051020000 $21.10
1021051030000 $21.10
1021051040000 $21.10
1021051060000 $21.10
1021051100000 $21.10
1021051110000 $21.10
1021051120000 $21.10
1021051130000 $21.10
1021051140000 $21.10
1021051150000 $21.10
1021051160000 $21.10
1021051170000 $21.10
1021051180000 $21.10
1021051190000 $21.10
1021051200000 $21.10
1021051210000 $21.10
1021051220000 $21.10
1021051230000 $21.10
1021051260000 $21.10
1021051270000 $21.10
1021051280000 $21.10
21 $443.10

APN Levy Amount APN Levy Amount
CC08SL11 - LMD 83-2 054
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016421200000 $25.69
1016421210000 $25.69
1016421220000 $25.69
1016421230000 $25.69
1016421240000 $25.69
1016421250000 $25.69
1016421260000 $25.69
1016421270000 $25.69
1016421280000 $25.69
1016421290000 $25.69
1016421300000 $25.69
1016421310000 $25.69
1016421320000 $25.69
1016421330000 $25.69
1016421340000 $25.69
15 $385.35

APN Levy Amount APN Levy Amount
CC08SL12 - LMD 83-2 055
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020341080000 $74.23
1 $74.23

APN Levy Amount APN Levy Amount
CC08SL13 - LMD 83-2 057
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1014601090000 $49.95
1014601100000 $49.95
1014601110000 $49.95
1014601120000 $49.95
1014601130000 $49.95
1014601140000 $49.95
1014601150000 $49.95
1014601160000 $49.95
1014611720000 $49.95
1014611730000 $49.95
1014611740000 $49.95
1014611750000 $49.95
1014611780000 $49.95
1014611790000 $49.95
1014611800000 $49.95
15 $749.25

APN Levy Amount APN Levy Amount
CC08SL14 - LMD 83-2 059
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021111080000 $47.25
1021111090000 $47.25
1021111100000 $47.25
1021111110000 $47.25
1021111120000 $47.25
1021111130000 $47.25
1021111140000 $47.25
7 $330.75

APN Levy Amount APN Levy Amount
CC08SL15 - LMD 83-2 061
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1015271100000 $153.29
1015281270000 $153.29
1015281280000 $153.29
3 $459.87

APN Levy Amount APN Levy Amount
CC08SL16 - LMD 83-2 062
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1025211230000 $95.56
1025211260000 $95.56
1025211280000 $95.56
3 $286.68

APN Levy Amount APN Levy Amount
CC08SL17 - LMD 83-2 063
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1015391470000 $202.70
1 $202.70

APN Levy Amount APN Levy Amount
CC08SL18 - LMD 83-2 064
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016443150000 $346.63
1016443160000 $346.63
1016443170000 $346.63
1016443180000 $346.63
4 $1,386.52

APN Levy Amount APN Levy Amount
CC08SL19 - LMD 83-2 065
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021032060000 $93.35
1 $93.35

APN Levy Amount APN Levy Amount
CC08SL20 - LMD 83-2 067
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020371200000 $108.80
1020371210000 $108.80
1020371220000 $108.80
1020371230000 $108.80
1020371240000 $108.80
1020371250000 $108.80
6 $652.80

APN Levy Amount APN Levy Amount
CC08SL21 - LMD 83-2 069
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1013351320000 $146.98
1013351330000 $146.98
1013351340000 $146.98
1013351350000 $146.98
1013351360000 $146.98
1013351370000 $146.98
1013351380000 $146.98
1013351390000 $146.98
8 $1,175.84

APN Levy Amount APN Levy Amount
CC08SL22 - LMD 83-2 070
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021231050000 $12.93
1021231060000 $12.93
1021231070000 $12.93
1021231080000 $12.93
1021231090000 $12.93
1021231100000 $12.93
1021231110000 $12.93
1021231120000 $12.93
1021231130000 $12.93
1021231140000 $12.93
1021231150000 $12.93
1021231160000 $12.93
12 $155.16

APN Levy Amount APN Levy Amount
CC08SL23 - LMD 83-2 074
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022031020000 $271.72
1022082030000 $271.72
1022082040000 $271.72
1022082070000 $271.72
1022082110000 $271.72
1022082120000 $271.72
1022082130000 $271.72
1022082150000 $271.72
1022082180000 $271.72
1022082190000 $271.72
1022082200000 $271.72
1022082210000 $271.72
1022082220000 $271.72
1022082230000 $271.72
1022251050000 $271.72
1022251060000 $271.72
1022251070000 $271.72
1022251080000 $271.72
1022251090000 $271.72
1022251100000 $271.72
1022251110000 $271.72
1022251120000 $271.72
1022251130000 $271.72
1022251140000 $271.72
1022251150000 $271.72
1022251160000 $271.72
1022261080000 $271.72
1022261090000 $271.72
1022271160000 $271.72
1022271170000 $271.72
1022271180000 $271.72
1022271190000 $271.72
1022271200000 $271.72
1022271210000 $271.72
1022381040000 $271.72
1022391150000 $271.72
1022391160000 $271.72
1022391170000 $271.72
1022391180000 $271.72
1022391190000 $271.72
1022391200000 $271.72
1022391210000 $271.72
1022401060000 $271.72
1022401070000 $271.72
1022571070000 $271.72
1022571080000 $271.72
1022571090000 $271.72
1022571100000 $271.72
1022581040000 $271.72
49 $13,314.28

APN Levy Amount APN Levy Amount
CC08SL24 - LMD 83-2 076
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016091220000 $200.95
1 $200.95

APN Levy Amount APN Levy Amount
CC08SL25 - LMD 83-2 078
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1015324090000 $62.87
1015324100000 $62.87
2 $125.74

APN Levy Amount APN Levy Amount
CC08SL26 - LMD 83-2 079
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021101230000 $12.56
1021101240000 $12.56
1021101250000 $12.56
1021101260000 $12.56
1021101270000 $12.56
1021101280000 $12.56
1021101290000 $12.56
1021101300000 $12.56
1021101310000 $12.56
1021101320000 $12.56
1021101330000 $12.56
1021101340000 $12.56
1021101350000 $12.56
1021101360000 $12.56
1021101370000 $12.56
1021101380000 $12.56
16 $200.96

APN Levy Amount APN Levy Amount
CC08SL27 - LMD 83-2 080
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022101060000 $420.30
1022101100000 $420.30
1022101110000 $420.30
1022101120000 $420.30
1022101130000 $420.30
1022101140000 $420.30
1022101150000 $420.30
1022111060000 $420.30
1022111070000 $420.30
1022111080000 $420.30
1022111090000 $420.30
1022111120000 $420.30
1022111130000 $420.30
1022111140000 $420.30
1022111150000 $420.30
1022121120000 $420.30
1022231040000 $420.30
1022241050000 $420.30
1022241060000 $420.30
1022241070000 $420.30
1022411050000 $420.30
1022421090000 $420.30
1022421120000 $420.30
1022421130000 $420.30
1022421160000 $420.30
1022421170000 $420.30
1022421180000 $420.30
1022421200000 $420.30
1022421210000 $420.30
1022421220000 $420.30
1022421230000 $420.30
1022421240000 $420.30
1022431090000 $420.30
1022561020000 $420.30
34 $14,290.20

APN Levy Amount APN Levy Amount
CC08SL28 - LMD 83-2 082
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019601110000 $97.78
1019601120000 $97.78
1019601130000 $97.78
1019601140000 $97.78
1019601150000 $97.78
1019601160000 $97.78
1019601170000 $97.78
1019601180000 $97.78
1019601190000 $97.78
1019601200000 $97.78
1019601210000 $97.78
1019601220000 $97.78
1019601230000 $97.78
1019601240000 $97.78
1019601250000 $97.78
1019601260000 $97.78
1019601270000 $97.78
1019601280000 $97.78
1019601290000 $97.78
1019601300000 $97.78
1019601310000 $97.78
1019601320000 $97.78
1019601330000 $97.78
1019601340000 $97.78
1019601350000 $97.78
1019601360000 $97.78
1019601370000 $97.78
1019601380000 $97.78
1019601390000 $97.78
1019601400000 $97.78
1019601410000 $97.78
1019601420000 $97.78
1019601440000 $97.78
1019601460000 $97.78
1019601480000 $97.78
1019601500000 $97.78
1019601520000 $97.78
1019601540000 $97.78
38 $3,715.64

APN Levy Amount APN Levy Amount
CC08SL29 - LMD 83-2 086
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1015382020000 $123.63
1015382030000 $123.63
2 $247.26

APN Levy Amount APN Levy Amount
CC08SL30 - LMD 83-2 087
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022141260000 $314.26
1022141270000 $314.26
2 $628.52

APN Levy Amount APN Levy Amount
CC08SL31 - LMD 83-2 088
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021111170000 $18.29
1021111180000 $18.29
1021111190000 $18.29
1021111200000 $18.29
1021111210000 $18.29
1021111220000 $18.29
1021111230000 $18.29
1021111240000 $18.29
8 $146.32

APN Levy Amount APN Levy Amount
CC08SL32 - LMD 83-2 089
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020511030000 $258.17
1 $258.17

APN Levy Amount APN Levy Amount
CC08SL33 - LMD 83-2 090
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1025211160000 $165.68
1025211240000 $165.68
1025211290000 $165.68
3 $497.04

APN Levy Amount APN Levy Amount
CC08SL34 - LMD 83-2 091
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020571070000 $206.85
1 $206.85

APN Levy Amount APN Levy Amount
CC08SL35 - LMD 83-2 093
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020551540000 $61.85
1020551550000 $61.85
1020551560000 $61.85
1020551570000 $61.85
1020551580000 $61.85
5 $309.25

APN Levy Amount APN Levy Amount
CC08SL36 - LMD 83-2 094
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021031220000 $34.54
1021031250000 $34.54
2 $69.08

APN Levy Amount APN Levy Amount
CC08SL37 - LMD 83-2 095
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1014361050000 $64.11
1014361280000 $64.11
1014361290000 $64.11
1014621470000 $64.11
1014621480000 $64.11
1014621490000 $64.11
1014621500000 $64.11
1014621510000 $64.11
8 $512.88

APN Levy Amount APN Levy Amount
CC08SL38 - LMD 83-2 096
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021061050000 $108.73
1021061060000 $108.73
1021061070000 $108.73
3 $326.19

APN Levy Amount APN Levy Amount
CC08SL39 - LMD 83-2 097
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022521330000 $105.71
1022521340000 $105.71
2 $211.42

APN Levy Amount APN Levy Amount
CC08SL40 - LMD 83-2 098
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019201040000 $76.27
1019201050000 $76.27
1019201060000 $76.27
1019201070000 $76.27
1019201080000 $76.27
1019201090000 $76.27
1019201100000 $76.27
1019201110000 $76.27
1019201120000 $76.27
1019201130000 $76.27
1019201140000 $76.27
1019201150000 $76.27
1019201160000 $76.27
1019201170000 $76.27
1019201180000 $76.27
1019201190000 $76.27
1019201200000 $76.27
1019201210000 $76.27
1019201220000 $76.27
1019201230000 $76.27
1019201240000 $76.27
1019201250000 $76.27
1019201260000 $76.27
1019201270000 $76.27
1019201280000 $76.27
1019201290000 $76.27
1019201300000 $76.27
1019201310000 $76.27
1019201320000 $76.27
1019201330000 $76.27
1019201340000 $76.27
1019201350000 $76.27
1019201360000 $76.27
1019201370000 $76.27
1019201380000 $76.27
1019201390000 $76.27
1019201400000 $76.27
1019201410000 $76.27
1019201420000 $76.27
1019201430000 $76.27
1019201440000 $76.27
1019201450000 $76.27
1019201460000 $76.27
1019651010000 $76.27
1019651020000 $76.27
1019651030000 $76.27
1019651040000 $76.27
1019651050000 $76.27
1019651060000 $76.27
1019651070000 $76.27
1019651080000 $76.27
1019651090000 $76.27
1019651100000 $76.27
1019651110000 $76.27
1019651120000 $76.27
1019651130000 $76.27
1019651140000 $76.27
1019651150000 $76.27
1019651160000 $76.27
1019651170000 $76.27
1019651180000 $76.27
1019651190000 $76.27
1019651200000 $76.27
1019651210000 $76.27
1019651220000 $76.27
1019651230000 $76.27
1019651240000 $76.27
1019651250000 $76.27
1019651260000 $76.27
1019651270000 $76.27
1019651280000 $76.27
1019651290000 $76.27
1019651300000 $76.27
1019651310000 $76.27
1019651320000 $76.27
1019651330000 $76.27
1019651340000 $76.27
1019651350000 $76.27
1019651360000 $76.27
1019651370000 $76.27
1019651380000 $76.27
1019651390000 $76.27
1019651400000 $76.27
83 $6,330.41

APN Levy Amount APN Levy Amount
CC08SL41 - LMD 83-2 099
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021071150000 $98.73
1021071160000 $98.73
2 $197.46

APN Levy Amount APN Levy Amount
CC08SL42 - LMD 83-2 100
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022491050000 $129.97
1022501040000 $129.97
1022501050000 $129.97
1022501060000 $129.97
1022501070000 $129.97
1022501080000 $129.97
6 $779.82

APN Levy Amount APN Levy Amount
CC08SL43 - LMD 83-2 101
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1023051100000 $61.96
1 $61.96

APN Levy Amount APN Levy Amount
CC08SL44 - LMD 83-2 102
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019202010000 $117.37
1019202020000 $117.37
1019202030000 $117.37
1019202040000 $117.37
1019202050000 $117.37
1019202060000 $117.37
1019202070000 $117.37
1019202080000 $117.37
1019202090000 $117.37
1019202100000 $117.37
1019202110000 $117.37
1019202120000 $117.37
1019202130000 $117.37
1019202140000 $117.37
1019202150000 $117.37
1019202160000 $117.37
1019202170000 $117.37
1019202180000 $117.37
1019202190000 $117.37
1019202200000 $117.37
1019202210000 $117.37
1019202220000 $117.37
1019202230000 $117.37
1019202240000 $117.37
1019202250000 $117.37
1019202260000 $117.37
1019202270000 $117.37
1019202280000 $117.37
1019202290000 $117.37
1019202300000 $117.37
1019202310000 $117.37
1019202320000 $117.37
1019202330000 $117.37
1019202340000 $117.37
1019202350000 $117.37
1019202360000 $117.37
1019202370000 $117.37
1019202380000 $117.37
1019202390000 $117.37
1019652010000 $117.37
1019652020000 $117.37
1019652030000 $117.37
1019652040000 $117.37
1019652050000 $117.37
1019652060000 $117.37
1019652070000 $117.37
1019652080000 $117.37
1019652090000 $117.37
1019652100000 $117.37
1019652110000 $117.37
1019652120000 $117.37
1019652130000 $117.37
1019652140000 $117.37
1019652150000 $117.37
1019652160000 $117.37
1019652170000 $117.37
1019652180000 $117.37
1019652190000 $117.37
1019652200000 $117.37
1019652210000 $117.37
1019652220000 $117.37
1019652230000 $117.37
1019652240000 $117.37
1019652250000 $117.37
1019652260000 $117.37
1019652270000 $117.37
1019652280000 $117.37
1019652290000 $117.37
1019652300000 $117.37
1019652310000 $117.37
1019652320000 $117.37
1019652330000 $117.37
1019652340000 $117.37
1019652350000 $117.37
1019652360000 $117.37
1019652370000 $117.37
1019652380000 $117.37
1019652390000 $117.37
1019652400000 $117.37
1019652410000 $117.37
1019652420000 $117.37
1019652430000 $117.37
1019652440000 $117.37
1019652450000 $117.37
1019652460000 $117.37
1019652470000 $117.37
1019652480000 $117.37
1019652490000 $117.37
88 $10,328.56

APN Levy Amount APN Levy Amount
CC08SL45 - LMD 83-2 103
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053251210000 $332.60
1053251220000 $332.60
1053251230000 $332.60
1053251240000 $332.60
1053251250000 $332.60
1053251260000 $332.60
1053251270000 $332.60
1053251280000 $332.60
1053251290000 $332.60
1053251300000 $332.60
1053251310000 $332.60
1053251320000 $332.60
1053251330000 $332.60
1053251340000 $332.60
14 $4,656.40

APN Levy Amount APN Levy Amount
CC08SL46 - LMD 83-2 104
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021061020000 $148.11
1 $148.11

APN Levy Amount APN Levy Amount
CC08SL47 - LMD 83-2 105
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016381790000 $30.94
1016381800000 $30.94
1016381810000 $30.94
1016381820000 $30.94
1016381830000 $30.94
5 $154.70

APN Levy Amount APN Levy Amount
CC08SL48 - LMD 83-2 106
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1025092020000 $82.17
1 $82.17

APN Levy Amount APN Levy Amount
CC08SL49 - LMD 83-2 107
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1022521350000 $97.29
1 $97.29

APN Levy Amount APN Levy Amount
CC08SL50 - LMD 83-2 108
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020281280000 $2,430.12
1020283270000 $2,430.12
1020283280000 $2,430.12
3 $7,290.36

APN Levy Amount APN Levy Amount
CC08SL51 - LMD 83-2 109
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021621030000 $238.62
1021621040000 $238.62
1021621050000 $238.62
1021621060000 $238.62
1021631010000 $238.62
1021631020000 $238.62
6 $1,431.72

APN Levy Amount APN Levy Amount
CC08SL52 - LMD 83-2 110
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1015342200000 $12.74
1015342210000 $12.74
1015342220000 $12.74
1015342230000 $12.74
4 $50.96

APN Levy Amount APN Levy Amount
CC08SL53 - LMD 83-2 111
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020571090000 $143.28
1020571100000 $143.28
1020571110000 $143.28
3 $429.84

APN Levy Amount APN Levy Amount
CC08SL54 - LMD 83-2 112
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1052611030000 $199.82
1052611040000 $199.82
1052611050000 $199.82
1052611060000 $199.82
1052611070000 $199.82
1052611080000 $199.82
1052611090000 $199.82
1052611100000 $199.82
1052611110000 $199.82
1052611120000 $199.82
1052611130000 $199.82
1052611140000 $199.82
1052611150000 $199.82
1052611160000 $199.82
1052611170000 $199.82
1052611180000 $199.82
1052611190000 $199.82
1052611200000 $199.82
1052611210000 $199.82
1052611220000 $199.82
1052611230000 $199.82
1052611240000 $199.82
1052611250000 $199.82
1052611260000 $199.82
1052611270000 $199.82
1052611280000 $199.82
1052611290000 $199.82
1052611300000 $199.82
1052611310000 $199.82
1052611320000 $199.82
1052611330000 $199.82
1052611340000 $199.82
1052611350000 $199.82
1052611360000 $199.82
1052611370000 $199.82
1052611380000 $199.82
1052611390000 $199.82
1052611400000 $199.82
1052611410000 $199.82
1052611420000 $199.82
1052611430000 $199.82
1052611440000 $199.82
1052611450000 $199.82
1052611460000 $199.82
1052611470000 $199.82
1052611480000 $199.82
1052611490000 $199.82
1052611500000 $199.82
1052611510000 $199.82
1052611520000 $199.82
1052611530000 $199.82
1052611540000 $199.82
1052611550000 $199.82
1052611560000 $199.82
1052611570000 $199.82
1052611580000 $199.82
1052611590000 $199.82
1052611600000 $199.82
1052611610000 $199.82
1052611620000 $199.82
1052611630000 $199.82
61 $12,189.02

APN Levy Amount APN Levy Amount
CC08SL55 - LMD 83-2 113
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1052601430000 $229.24
1052601440000 $229.24
1052601450000 $229.24
1052601460000 $229.24
1052601470000 $229.24
1052601480000 $229.24
1052601490000 $229.24
1052601500000 $229.24
1052601510000 $229.24
1052601520000 $229.24
1052601530000 $229.24
1052601540000 $229.24
1052601550000 $229.24
1052601560000 $229.24
1052601570000 $229.24
1052601580000 $229.24
1052601590000 $229.24
1052601600000 $229.24
1052601610000 $229.24
1052601620000 $229.24
1052601630000 $229.24
1052601640000 $229.24
1052601650000 $229.24
1052601660000 $229.24
1052601670000 $229.24
1052601680000 $229.24
1052601690000 $229.24
1052601700000 $229.24
1052601710000 $229.24
1052601720000 $229.24
1052601730000 $229.24
1052601740000 $229.24
1052601750000 $229.24
1052611660000 $229.24
1052611670000 $229.24
1052611680000 $229.24
1052611690000 $229.24
1052611700000 $229.24
1052611710000 $229.24
1052611720000 $229.24
1052611730000 $229.24
1052611740000 $229.24
1052611750000 $229.24
1052611760000 $229.24
1052611770000 $229.24
1052611780000 $229.24
1052611790000 $229.24
1052611800000 $229.24
1052611810000 $229.24
1052611820000 $229.24
1052611830000 $229.24
1052611840000 $229.24
1052611850000 $229.24
1052611860000 $229.24
1052611870000 $229.24
1052611880000 $229.24
1052611890000 $229.24
1052611900000 $229.24
1052611910000 $229.24
1052611920000 $229.24
1052611930000 $229.24
61 $13,983.64

APN Levy Amount APN Levy Amount
CC08SL56 - LMD 83-2 114
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053631030000 $304.11
1053631040000 $304.11
1053631050000 $304.11
1053631060000 $304.11
1053631070000 $304.11
1053631080000 $304.11
1053631090000 $304.11
1053631100000 $304.11
1053631110000 $304.11
1053631120000 $304.11
1053631130000 $304.11
1053631140000 $304.11
1053631150000 $304.11
1053631160000 $304.11
1053631170000 $304.11
1053631180000 $304.11
1053631190000 $304.11
1053631200000 $304.11
1053631210000 $304.11
1053631220000 $304.11
1053631230000 $304.11
1053631240000 $304.11
1053631250000 $304.11
1053631260000 $304.11
1053631270000 $304.11
1053631280000 $304.11
1053631290000 $304.11
1053631300000 $304.11
1053631310000 $304.11
1053631320000 $304.11
1053631330000 $304.11
1053631340000 $304.11
1053631350000 $304.11
1053631360000 $304.11
1053641010000 $304.11
1053641020000 $304.11
1053641050000 $304.11
1053641060000 $304.11
1053641070000 $304.11
1053641080000 $304.11
1053641090000 $304.11
1053641100000 $304.11
1053641110000 $304.11
1053641120000 $304.11
1053641130000 $304.11
1053641140000 $304.11
1053641150000 $304.11
1053641160000 $304.11
1053641170000 $304.11
1053641180000 $304.11
1053641190000 $304.11
1053641200000 $304.11
1053641210000 $304.11
1053641220000 $304.11
1053641230000 $304.11
1053641240000 $304.11
1053641250000 $304.11
1053641260000 $304.11
1053641270000 $304.11
1053641280000 $304.11
1053641290000 $304.11
1053641300000 $304.11
1053641350000 $304.11
1053641360000 $304.11
64 $19,463.04

APN Levy Amount APN Levy Amount
CC08SL57 - LMD 83-2 115
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016081140000 $113.60
1016081150000 $113.60
1016081160000 $113.60
1016081170000 $113.60
1016081180000 $113.60
1016081190000 $113.60
1016081200000 $113.60
1016081210000 $113.60
1016081220000 $113.60
1016081230000 $113.60
1016081240000 $113.60
1016081250000 $113.60
1016081260000 $113.60
1016081270000 $113.60
1016081280000 $113.60
1016081290000 $113.60
1016081300000 $113.60
1016081310000 $113.60
1016081320000 $113.60
1016081330000 $113.60
1016081340000 $113.60
1016081350000 $113.60
1016081360000 $113.60
1016081370000 $113.60
1016081380000 $113.60
1016081390000 $113.60
1016081400000 $113.60
1016081410000 $113.60
1016081420000 $113.60
1016081430000 $113.60
1016081440000 $113.60
1016081450000 $113.60
1016081460000 $113.60
1016081470000 $113.60
1016081480000 $113.60
1016081490000 $113.60
1016081500000 $113.60
1016081510000 $113.60
38 $4,316.80

APN Levy Amount APN Levy Amount
CC08SL58 - LMD 83-2 117
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1028202210000 $78.11
1028202250000 $78.11
1028202290000 $78.11
1028202300000 $78.11
1028202310000 $78.11
1028202320000 $78.11
1028202330000 $78.11
1028202340000 $78.11
1028202350000 $78.11
1028202360000 $78.11
1028202370000 $78.11
1028202380000 $78.11
1028202400000 $78.11
1028202410000 $78.11
1028202420000 $78.11
1028202430000 $78.11
1028202440000 $78.11
1028202450000 $78.11
1028202460000 $78.11
1028202470000 $78.11
1028202500000 $78.11
1028202510000 $78.11
1028202520000 $78.11
1028202530000 $78.11
24 $1,874.64

APN Levy Amount APN Levy Amount
CC08SL59 - LMD 83-2 118
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016281110000 $152.62
1 $152.62

APN Levy Amount APN Levy Amount
CC08SL60 - LMD 83-2 119A
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020421220000 $7.35
1020421230000 $7.35
1020421240000 $7.35
1020421250000 $7.35
1020421260000 $7.35
1020421270000 $7.35
1020421280000 $7.35
1020421290000 $7.35
1020421300000 $7.35
1020421310000 $7.35
10 $73.50

APN Levy Amount APN Levy Amount
CC08SL61 - LMD 83-2 120
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016071510000 $116.31
1016081090000 $116.31
2 $232.62

APN Levy Amount APN Levy Amount
CC08SL62 - LMD 83-2 121
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020431140000 $225.30
1 $225.30

APN Levy Amount APN Levy Amount
CC08SL63 - LMD 83-2 122
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1025151090000 $269.40
1025151100000 $269.40
1025151120000 $269.40
1025151140000 $269.40
1025151160000 $269.40
5 $1,347.00

APN Levy Amount APN Levy Amount
CC08SL64 - LMD 83-2 123
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021061080000 $58.19
1 $58.19

APN Levy Amount APN Levy Amount
CC08SL65 - LMD 83-2 124
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020441050000 $34.64
1020441060000 $34.64
2 $69.28

APN Levy Amount APN Levy Amount
CC08SL66 - LMD 83-2 125
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021121070000 $42.33
1021121100000 $42.33
1021121110000 $42.33
3 $126.99

APN Levy Amount APN Levy Amount
CC08SL67 - LMD 83-2 126
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021011220000 $73.51
1021011230000 $73.51
1021011240000 $73.51
3 $220.53

APN Levy Amount APN Levy Amount
CC08SL68 - LMD 83-2 127
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1020461260000 $28.64
1020461270000 $28.64
1020461280000 $28.64
1020461290000 $28.64
1020571120000 $28.64
1020571130000 $28.64
1020571140000 $28.64
1020571150000 $28.64
1020571160000 $28.64
1020571170000 $28.64
1020571180000 $28.64
1020571190000 $28.64
12 $343.68

APN Levy Amount APN Levy Amount
CC08SL69 - LMD 83-2 128
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1051503010000 $34.99
1051503020000 $34.99
1051503030000 $34.99
1051503040000 $34.99
1051503050000 $34.99
1051503060000 $34.99
1051503070000 $34.99
1051503080000 $34.99
1051503090000 $34.99
1051503100000 $34.99
1051503110000 $34.99
1051503120000 $34.99
1051503130000 $34.99
1051503140000 $34.99
1051503150000 $34.99
1051503160000 $34.99
1051503170000 $34.99
1051503180000 $34.99
1051503190000 $34.99
1051503200000 $34.99
1051503210000 $34.99
1051503220000 $34.99
1051503230000 $34.99
1051503240000 $34.99
1051503250000 $34.99
1051503260000 $34.99
1051503270000 $34.99
1051503280000 $34.99
1051503290000 $34.99
1051503300000 $34.99
1051503310000 $34.99
1051503320000 $34.99
1051503330000 $34.99
1051503340000 $34.99
1051503350000 $34.99
1051503360000 $34.99
1051503370000 $34.99
1051503380000 $34.99
1051503390000 $34.99
1051503400000 $34.99
1051503410000 $34.99
1051503420000 $34.99
1051503430000 $34.99
1051503440000 $34.99
1051503450000 $34.99
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1051503470000 $34.99
1051503480000 $34.99
1051503490000 $34.99
1051503500000 $34.99
1051503510000 $34.99
1051503520000 $34.99
1051503530000 $34.99
1051503540000 $34.99
1051503550000 $34.99
1051503560000 $34.99
1051503570000 $34.99
1051503580000 $34.99
1051503590000 $34.99
1051503600000 $34.99
1051632010000 $34.99
1051632020000 $34.99
1051632030000 $34.99
1051632040000 $34.99
1051632050000 $34.99
1051632060000 $34.99
1051632070000 $34.99
1051632080000 $34.99
1051632090000 $34.99
1051632100000 $34.99
1051632110000 $34.99
1051632120000 $34.99
1051632130000 $34.99
1051632140000 $34.99
1051632150000 $34.99
1051632160000 $34.99
1051632170000 $34.99
1051632180000 $34.99
1051632190000 $34.99
1051632200000 $34.99
1051632210000 $34.99
1051632220000 $34.99
1051632230000 $34.99
1051632240000 $34.99
1051632250000 $34.99
1051632260000 $34.99
1051632270000 $34.99
1051632280000 $34.99
1051632290000 $34.99
1051632300000 $34.99
1051632310000 $34.99
1051632320000 $34.99
1051632330000 $34.99
1051632340000 $34.99

APN Levy Amount APN Levy Amount
CC08SL69 - LMD 83-2 128
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1051632350000 $34.99
1051632360000 $34.99
1051632370000 $34.99
1051632380000 $34.99
1051632390000 $34.99
1051632400000 $34.99
1051632410000 $34.99
1051632420000 $34.99
1051632430000 $34.99
1051632440000 $34.99
1051632450000 $34.99
1051632460000 $34.99
1051632470000 $34.99
1051632480000 $34.99
1051632490000 $34.99
1051632500000 $34.99
1051632510000 $34.99
1051632520000 $34.99
1051632530000 $34.99
1051632540000 $34.99
1051632550000 $34.99
1051632560000 $34.99
1051632570000 $34.99
1051632580000 $34.99
1051632590000 $34.99
1051632600000 $34.99
1051632610000 $34.99
1051632620000 $34.99
1051632630000 $34.99
1051632640000 $34.99
1051632650000 $34.99
1051632660000 $34.99
1051632670000 $34.99
1051632680000 $34.99
1051632690000 $34.99
1051632700000 $34.99
1051632710000 $34.99
1051632720000 $34.99
1051632730000 $34.99
1051632740000 $34.99
1051632750000 $34.99
1051632760000 $34.99
1051632770000 $34.99
1051632780000 $34.99
1051632790000 $34.99
1051632800000 $34.99
1051632810000 $34.99
1051632820000 $34.99
1051632830000 $34.99
1051632840000 $34.99
1051632850000 $34.99
1051632860000 $34.99
1051632870000 $34.99
147 $5,143.53

APN Levy Amount APN Levy Amount
CC08SL70 - LMD 83-2 129
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1021501030000 $25.79
1021501040000 $25.79
1021501050000 $25.79
1021501060000 $25.79
1021501070000 $25.79
1021501080000 $25.79
1021501090000 $25.79
1021501100000 $25.79
1021501110000 $25.79
1021501120000 $25.79
1021501130000 $25.79
1021501140000 $25.79
1021501150000 $25.79
1021501160000 $25.79
1021501170000 $25.79
15 $386.85

APN Levy Amount APN Levy Amount
CC08SL71 - LMD 83-2 130
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1053451030000 $413.74
1053451040000 $413.74
1053451050000 $413.74
1053451060000 $413.74
1053451070000 $413.74
1053451080000 $413.74
1053451090000 $413.74
1053451100000 $413.74
1053451110000 $413.74
1053451120000 $413.74
1053451130000 $413.74
1053451140000 $413.74
1053451150000 $413.74
1053451160000 $413.74
1053451170000 $413.74
1053451180000 $413.74
1053451190000 $413.74
1053451200000 $413.74
1053451210000 $413.74
1053451220000 $413.74
1053451230000 $413.74
1053451240000 $413.74
1053451250000 $413.74
1053451260000 $413.74
1053451270000 $413.74
1053451280000 $413.74
1053451290000 $413.74
1053451300000 $413.74
1053451310000 $413.74
1053451320000 $413.74
1053451330000 $413.74
1053451340000 $413.74
1053451350000 $413.74
1053461040000 $413.74
1053461050000 $413.74
1053461060000 $413.74
1053461070000 $413.74
1053461080000 $413.74
1053461090000 $413.74
1053461100000 $413.74
1053461110000 $413.74
1053461120000 $413.74
1053461130000 $413.74
1053461140000 $413.74
1053461150000 $413.74
1053461160000 $413.74
1053461170000 $413.74
1053461180000 $413.74
1053461190000 $413.74
1053461200000 $413.74
1053461210000 $413.74
1053461220000 $413.74
1053461230000 $413.74
1053461240000 $413.74
1053461250000 $413.74
1053461260000 $413.74
1053461270000 $413.74
1053461280000 $413.74
1053461290000 $413.74
1053461300000 $413.74
1053461310000 $413.74
1053461320000 $413.74
1053461330000 $413.74
1053461340000 $413.74
1053461350000 $413.74
65 $26,893.10

APN Levy Amount APN Levy Amount
CC08SL72 - LMD 83-2 131
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1016201500000 $33.58
1016201510000 $33.58
1016201520000 $33.58
1016201530000 $33.58
1016201540000 $33.58
1016201550000 $33.58
1016201560000 $33.58
1016201570000 $33.58
1016201580000 $33.58
1016201590000 $33.58
1016201600000 $33.58
1016201610000 $33.58
1016201620000 $33.58
1016201630000 $33.58
1016201640000 $33.58
1016201650000 $33.58
1016201660000 $33.58
1016201670000 $33.58
1016201680000 $33.58
19 $638.02

APN Levy Amount APN Levy Amount
CC08SL73 - LMD 83-2 132
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1025151210000 $335.65
1025151220000 $335.65
1025151230000 $335.65
3 $1,006.95

APN Levy Amount APN Levy Amount
CC08SL74 - LMD 83-2 133
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
1019461300000 $32.43
1019461310000 $32.43
1019461320000 $32.43
3 $97.29

APN Levy Amount APN Levy Amount
CC08SL74 - LMD 83-2 133
CITY OF CHINO LMD 83-2
Fiscal Year 2023-24 Assessment Roll
3,804 $442,871.06
Parcel Count Levy Amount

604

MEMORANDUM

CITY OF CHINO

PUBLIC WORKS DEPARTMENT

CITY COUNCIL MEETING DATE: JULY 18, 2023

TO: LINDA REICH, CITY MANAGER
FROM: MICHELLE DAWSON, INTERIM DIRECTOR OF PUBLIC WORKS

SUBJECT
..titl e
Award of Contract for City Park Restrooms Restoration.
..end

RECOMMENDATION
..recommendation
1) Appropriate $496,782.55 to the program 3607220, with a corres ponding year end General Fund transfer to Fund 360; 2) award a contract in the amount of $538,985.55 to New Millennium Construction Services, Inc. , Chino Hills, CA , for the restoration of City park restrooms; 3) authorize $107,797 for extraordinary work, for a total contract amount not -to-exceed $646,782.55; and 4) authorize the City Manager to execute the necessary documents on behalf of the City.

..body

FISCAL IMPACT
Requires an appropriation in the amount of $496,782.55 to Fund 360 with a corresponding year end transfer from the General Fund 100. Funds in the amount of $150,000 are included in the FY 2023-2024 Public Parks and Building Site program 3607220-43580.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Positive City Image

Revenue:

Expenditure: 3607220-43580
Transfer In: 3601000-50000 Transfer Out:1001000-40001
605
CITY COUNCIL MEETING DATE: JULY 18, 2023
SUBJECT: AWARD OF CONTRACT FOR CITY PARK RESTROOMS RESTORATION.

PAGE: 2

BACKGROUND
The City’s Public Works Department, Services Division oversees and maintains 14 public park restroom facilities. Maintenance operations consist of morning inspections, including removal of debris and graffiti, a mid -day inspection that includes light cleaning with restocking of supplies, and a final dusk inspection with a full sanitized wash down and restocking of supplies . In addition, staff continues to indicate on the daily inspection report the aging/deterioration of each restroom’s fixtures, interior paint, and flooring.

City staff rec ommends that each of the facilities listed below receive repairs consisting of replacing all fixtures, including, but not limited to ; toilets, urinals, sinks, hand dryers, mirrors, paint, and floor resurfacing in Fiscal Year 202 3-24. Accessibility deficie ncies related to these items will also be addressed as part of the project.

1 Villa Park 7 Transit Center
2 Heritage Park 8 Shady Grove Park
3 Liberty Park 9 Ayala Park - A
4 Mountain View Park 10 Ayala Park - B
5 Cypress Trails Park 11 Ayala Park - C
6 New Community Garden

Two remaining parks (Walnut Park and Ayala Park Site D ) are scheduled for a complete renovation by the Community Services Parks and Facilities Division in Fiscal Year 2023 -24.

Monte Vista Park renovation was completed during Fiscal Year 2021-22.

ISSUES/ANALYSIS
On May 22, 2023, staff published a formal Notice of Inviting Bids (IFB 2023-7007) via the City’s PlanetBids website and locally in the Chino Champion Newspaper on May 27 and June 3, 2023, for restoration of City park restrooms. On June 13, 2023, at 10:00 AM, the City received three (3) sealed proposals, which were ranked as follows:

COMPANY NAME CITY BID AMOUNT
New Millennium Construction Services, Inc. Chino Hills $ 538,985.55 Houalla Enterprises, Ltd. Newport Beach $ 703,690.00
MLC Construction, Inc. Corona $ 1,145,250.00

The low bidder, New Millennium Construction Services, Inc., Chino Hills, CA, is pro perly licensed and deemed the lowest responsible bidder with a total bid amount of $538,985.55.

Therefore, staff recommends that City Council award a contract to New Millennium Construction Services, Inc., Chino Hills, CA, in the amount of $538,985.55 for the restoration of City park restrooms. Additionally, staff recommends that City Council approve $107,797 for extraordinary work for a total contract amount not-to-exceed $646,782.55.

Attachment:

606
CITY COUNCIL MEETING DATE: JULY 18, 2023
SUBJECT: AWARD OF CONTRACT FOR CITY PARK RESTROOMS RESTORATION.

PAGE: 3

NMCS - Park Restrooms Fixtures - Agreement (New)
607

01225.0006/515653.2

Contract No.:

Approved:

AGREEMENT

“RESTORATION OF CITY PARK RESTROOMS”

THIS AGREEMENT is made and entered into this 18th day of July, 2023 by and between THE CITY OF CHINO, a municipal corporation, hereinafter called “City”, and New Millennium Construction Services, Inc., hereinafter called “Contractor”.

WITNESSETH, that the parties hereto mutually agree as follows:

ARTICLE I: For and in consideration of the payments and agreements hereinafter mentioned to be made and performed by City, Contractor agrees to perform and complete all of the work for the project entitled “Restoration Of City Park Restrooms” in a good and workmanlike manner in accordance with all plans and specifications therefor, to furnish at Contractor’s sole cost and expense all tools, equipment, labor, and materials necessary therefor, except such materials and equipment as are expressly stipulated to be furnished by City, and to do everything required by the Contract Documents.

ARTICLE II: Contractor shall be responsible for furnishing all labor, materials, equipment, tools, and services, furnishing and removing all plants, temporary structures, tools, and equipment, and doing everything required by this Agreement and by the Contract Documents. Contractor shall also be responsible for all losses and damages arising out of the performance of the Work, from the action of the elements, or from any unforeseen difficulties that may arise during the prosecution of the Work until its acceptance by City; for all risks of every description associated with the Work; and for all expenses resulting from the suspension or discontinuance of the Work.

City shall pay Contractor, and Contractor shall receive, for completing the Work in accordance with the requirements of the Contract Documents and in full compensation therefor, the price named in the Bid Proposal. Subject to any additions or deductions that may be made by change order or amendment, and any penalties or damages that may be assessed against Contractor, Contractor shall receive a total contract amount of Five Hundred Thirty-Eight Thousand Nine Hundred Eighty-Five Dollars and Fifty-Five Cents ($538,985.55) for completion of the contract work. In addition, City may, but is not required t o, pay to Contractor an amount up to One Hundred Seven Thousand Seven Hundred Ninety -Seven Dollars and Zero Cents ($107,797.00) for completion of unanticipated work approved in writing by the City’s Representative for a total contract amount not -to-exceed Six Hundred Forty Six Thousand Seven Hundred Eighty-Two Dollars and Fifty-Five Cents ($646,782.55) (the “Contract Sum”), unless additional compensation is approved pursuant to Article II.

ARTICLE III: The City hereby employs said Contractor to perform the work according to the terms of this Agreement for the above-mentioned price(s), and agrees to pay the same at the time, in the manner, and upon the conditions stipulated in the Contract Documents; and the said parties for themselves, their heirs, executo rs, administrators, successors and assignees, do hereby agree to the full performance of the covenants herein contained.

ARTICLE IV: Contractor shall begin work within five (5) calendar days after receiving a Notice to Proceed from the City and all work shall be completed by June 30, 2025. If the work is not completed within said time period, liquidated damages shall apply. 608

01225.0006/515653.2

ARTICLE V: The Notice Inviting Bids, the Summary of Work, the Instructions to Bidders, the Bid Documents, the Required Post-Bid Documents, the General Provisions, the Special Provisions, the Technical Specifications, and all other drawing, plans, or specifications for the Work (collectively, “Contract Documents”) are hereby incorporated in to and made part of this Agreement.

ARTICLE VI: Contractor shall indemnify, defend with legal counsel approved by City, and hold harmless City, its officers, officials, employees and volunteers from and against all liability, loss, damage, expense, cost (including without limitation reasonable legal counsel fees, expert fees and all other costs and fees of litigation) of every nature arising out of or in connection with Contractor's negligence, recklessness or willful misconduct in the performance of work hereunder or its failure to comply with any of its obligations contained in this Agreement, except such loss or damage which is caused by the sole or active negligence or willful misconduct of the City. In instances where City is shown to have been actively negligent and where City’s active negligence accounts for only a percentage of the liability involved, the obligation of Contractor will be for that entire portion or percentage of liability not attributable to the active negligence of City. Should conflict of interest principles preclude a single legal counsel from representing both City and Contractor, or should City otherwise find Contractor’s legal counsel unacceptable, then Contractor shall reimburse the City its costs of defense, including without limitation reasonable attorneys’ fees, expert fees and all other costs and fees of litigation. The Contractor shall promptly pay any final judgment rendered against the City (and its officers, officials, employees and volunteers) with respect to claims determined by a trier of fact to have been the result of the Contractor’s negligent, reckless or wrongful performance. It is expressly understood and agreed that the foregoing provisions are intended to be as broad and inclusive as is permitted by the law of the State of California and will survive termination of this Agreement.

ARTICLE VII: No officer or employee of the City shall have any financial interest in this Agreement nor shall any such officer or employee participate in any decision relating to the Agreement which affects his fina ncial interest or the financial interest of any corporation, partnership or association in which he is interested, in violation of any State statute or regulation.

Similarly, Contractor warrants that it has not paid or given and will not pay or give any third party any money or other consideration for obtaining this Agreement.

ARTICLE VIII: This Agreement shall be interpreted, construed and governed both as to validity and to performance of the parties in accordance with the laws of the State of California. Legal actions concerning any dispute, claim or matter arising out of or in relation to this Agreement shall be instituted in the Superior Court of the County of San Bernardino, State of California, or any other appropriate court in such county, and Consultant covenants and agrees to submit to the personal jurisdiction of such court in the event of such action. In the event of litigation in a U.S.

District Court, venue shall lie exclusively in the Central District of California, in the County of San Bernardino, State of California.

ARTICLE IX: Waiver by any party to this Agreement of any term, condition, or covenant of this Agreement shall not constitute a waiver of any other term, condition, or covenant. Waiver by any party of any breach of the provisions of this Agreement shall not constitute a waiver of any other provision or a waiver of any subsequent breach or violation of any provision of this Agreement.

Acceptance by City of any work or services by Contractor shall not constitute a waiver of any of the provisions of this Agreement. No delay or omission in the exercise of any right or remedy by a non-defaulting party on any default shall impair such right or remedy or be construed as a 609

01225.0006/515653.2
waiver. Any waiver by either party of any default must be in writing and shall not be a waiver of any other default concerning the same or any other provision of this Agreement.

ARTICLE X: No officer or employee of the City shall be personally liable to the Contractor, or any successor in interest, in the event of any default or breach by the City or for any amount which may become due to the Contractor or to its successor, or for breach of any obligation of the terms of this Agreement.

ARTICLE XI: The terms of this Agreement shall be construed in accordance with the meaning of the language used and shall not be construed for or against either party by reason of the authorship of this Agreement or any other rule of construction which might otherwise apply.

ARTICLE XII: In the course of its work under this Agre ement, the Contractor, its agents and employees shall be bound by and comply with all applicable federal, state and local laws and requirements.

ARTICLE XIII: The persons executing this Agreement on behalf of the parties hereto warrant that (i) such party is duly organized and existing, (ii) they are duly authorized to execute and deliver this Agreement on behalf of said party, (iii) by so executing this Agreement, such party is formally bound to the provisions of this Agreement, and (iv) the entering into this Agreement does not violate any provision of any other Agreement to which said party is bound.

[SIGNATURES ON FOLLOWING PAGE]

610

01225.0006/515653.2
IN WITNESS WHEREOF, the parties hereto have caused this contract to be executed on the day and year first above written.

Approved as to Form: Approved as to Content:

City Attorney Michelle Dawson,
Interim Director of Public Works

CONTRACTOR

Dated: By:

(Signature)
Name:
(Please Type or Print Name)
Title:
(Please Type or Print Title)

CITY OF CHINO

Dated:

Linda Reich, City Manager

ATTEST:

Natalie Gonzaga, City Clerk

Date

611

MEMORANDUM

CITY OF CHINO

PUBLIC WORKS DEPARTMENT

CITY COUNCIL MEETING DATE: JULY 18, 2023

TO: LINDA REICH, CITY MANAGER
FROM: AMER JAKHER, SPECIAL PROJECTS ADMINISTRATOR

SUBJECT
..titl e
Citywide Pavement Rehabilitation Project – Phase 1 Pilot Program. ..end

RECOMMENDATION
..recommendation
Receive presentation from staff and provide direction regarding the Citywide Pavement Rehabilitation Project – Phase 1.

..body

FISCAL IMPACT
This action is a pilot program and will be budgeted and tracked by the City’s Capital Improvement Program. There will be various funding sources.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above furthers the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:

 Positive City Image
 Financial Stability
 Responsible Long-Range Planning

Revenue:

Expenditure:

Transfer In: Transfer Out:
612
CITY COUNCIL MEETING DATE: JULY 18, 2023
SUBJECT: CITYWIDE PAVEMENT REHABILITATION PROJECT - PHASE 1 PILOT PROGRAM.

PAGE: 2

BACKGROUND
At the June 20, 2023 City Council Meeting, the City Council provided direction to staff to explore additional road improvements based on the City’s Pavement Management Program. At that meeting, the City Council was advised that funding necessary to ensure City roads are maintained at an acceptable level, and to improve roads that have fallen into an un acceptable state, would require additional funding in the amount of approximately seven million dollars per year.

On July 6, 2023, the Capital Improvement Program (CIP) team presented the Citywide Pavement Rehabilitation Project – Phase 1, to the City Council Infrastructure Committee. At that meeting staff proposed a pilot program that will address road maintenance concerns and accessibility improvements based on the Pavement Management Program recommendations.

ISSUES/ANALYSIS
The City Council has demonstrated their commitment to ensuring the safety of our residents by pursuing an aggressive street improvement project schedule and indicating a desire to commit necessary funds to achieve this goal. In order for the CIP team to tackle the rehabilitation of City streets and the inclusion of accessibility improvements, the Infrastructure Committee and CIP team are recommending a pilot program targeting areas within the City with projects that will address both asphalt repair and ramp installation needs.

It can take approximately 18 months for a pavement rehabilitation project to be properly designed; construction time can be an additional six to eight months to complete. To accelerate these pavement rehabilitat ion projects and reduce costs, the CIP team is proposing this pilot program to coordinate design and build efforts and separate the concrete work and asphalt work. In addition, the City currently has existing ramp designs that can be utilized at many intersection locations throughout Chino, thereby further reducing the design lead time for this project.

613

MEMORANDUM

CITY OF CHINO

HUMAN RESOURCES DEPARTMENT

CITY COUNCIL MEETING DATE: JULY 18, 2023

TO: LINDA REICH, CITY MANAGER
FROM: GERIANN KINGSLAN, DIRECTOR OF HUMAN RESOURCES

SUBJECT
..titl e
Memorandums of Understanding, Compensation and Salary Adjustments. ..end

RECOMMENDATION
..recommendation
1) Adopt Resolution No. 2023 -051 approving the Memorandums of Understanding with the:

Chino Police Professional Employee’s Association (CPPEA); American Federation of State, County and Municipal Employees (AFSCME); Chino City Hall Confidential Employee Association (CCHCEA); Teamsters Loc al 1932 Professional, Technical, and Clerical Unit (Teamsters) and amendments to the compensation and terms and conditions of employment referenced for other employees of the City of Chino ; 2) Adopt Resolution No. 2023 -052 approving the Classification and Compensation Schedules; 3) Approve a total appropriation in the amount of $1,568,666 to the various funds listed below in the fiscal impact; and 4) Authorize the City Manager to execute all necessary documents on behalf of the City. ..body

FISCAL IMPACT
Requires an appropriation from the funds listed: General Fund 100 in the amount of $170,015; Water Fund 520 in the amount of $8,365, Employees Services Fund 640 in the amount of $1,376,816; Equipment Management Fund 660 in the amount of $5,270 and various other funds totaling $8,200 on file with Budget. There are enough reserves of fund balance in each of the funds mentioned above.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Responsible Long-Range Planning

Revenue:

Expenditure: Various program accounts
Transfer In: Transfer Out:
614
CITY COUNCIL MEETING DATE: JULY 18, 2023
SUBJECT: MEMORANDUMS OF UNDERSTANDING, COMPENSATION AND SALARY ADJUSTMENTS.

PAGE: 2

BACKGROUND
On June 30, 2023, the collective bargaining agreements with non -sworn labor associations expired. In anticipation of this, designated City management staff and labor representatives engaged in good faith meeting and conferring over compensation and terms and conditions of employment. Throughout this process, City representatives sought direction from the City Council for authority to respond to proposals with consideration also given to the needs of the entire eligible workforce. The outcome was positive, with the City and the Associations agreeing on competitive salary and benefit packages designed to attract and retain highly qualified personnel.

ISSUES/ANALYSIS
Survey data, collected from 11 surrounding public agencies, was compared again st the proposals submitted by the bargaining units. In addition, consideration of recruitment and retention challenges, operational needs, and fiscal analysis of entering into two -year labor agreements within the City’s new two -year budget cycle represente d sound financial planning.

This also applied when factoring in all affected employees and aligning identified Council/Executive Management benefits. Moreover, it fully conformed with the parameters established by City Council.

If adopted, Resolution No. 2023-051 will provide all non-sworn employees with:
 A 4% Cost of Living Adjustment in July 2023; and funds equivalent to the HMO Medical/Dental/Vision Family Coverage cost in December 2023.  A 4% Cost of Living Adjustment in July 2024; and funds equivalent to the HMO Medical/Dental/Vision Family Coverage cost as of December 2024.  Other benefit changes specific to classifications.

If adopted, Resolution 2023-052 will provide a Classification and Salary Schedule that reflects any changes in Department name, position title, and salary ranges.

Attachments:

Resolution 2023-051 MOU Approvals, Attachment 1 CPPEA - MOU 2023_24, Attachment 2 AFSCME- MOU 2023_24, Attachment 3 Confidential - MOU 2023_24, Attachment 4 Teamsters - MOU 2023_24, Attachment 5 Benefits Sum Exec 2023_24, Attachment 6 Benefits Smry UnrepMgt 2023_24, Attachment 7 Benefits Smry DDir 2023_24, Attachment 8 Benefits Summary Council 2023_24, Attachment 9 Benefits Summary PTE 2023_24, Resolution 2023- 052 Salary Tables, Attachment 1 Salary Table Jul 2023 - PT, Attachment 2 Salary Table Jul 2023 - FT - Non Mgmt, Attachment 3 Salary Table Jul 2023 - FT - Mgmt 615

RESOLUTION NO. 2023-051

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,

CALIFORNIA, ADOPTING THE MEMORANDUM OF UNDERSTANDING AND AMENDING PORTIONS OF RESOLUTION NOS. 85-52, 85-53 AND 85-54 AND

SUBSEQUENT RESOLUTIONS PERTAINING TO COMPENSATION FOR

EMPLOYEE POSITION CLASSI FICATIONS REPRESENTED BY THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION; AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES; CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION; TEAMSTERS LOCAL 1932 PROFESSIONAL, TECHNICAL, AND CLERICAL UNIT; EXECUTIVE MANAGEMENT; UNREPRESENTED MANAGEMENT; DEPUTY DIRECTORS;

ELECTED OFFICIALS AND PART-TIME EMPLOYEES

WHEREAS, the City Council of the City of Chino adopted Resolution Nos. 85-52, 85-53 and 85- 54 and subsequent resolutions to establish changes to salaries, benefits, and terms and conditions of employment for City employees; and

WHEREAS, compensation has been revised for classifications represented by the Chino Police Professional Employee’s Association, American Federation of State, County and Mun icipal Employees, Chino City Hall Confidential Employee Association, Teamsters Local 1932 Professional, Technical, and Clerical Unit; and

WHEREAS, compensation has been revised for Executive Management, Unrepresented Management, Deputy Directors, Elected Officials, Part-time Employees; and

WHEREAS, the wages, hours and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Memorandums of Understanding , Summaries of Benefits and Agreements; and

WHEREAS, one or more of the following agreed upon changes to wages, hours and terms and conditions of employment may regard subject matter previously set forth in City Resolutions, Memorandums of Understanding , Agreements and Summaries of Benefits, or have become prevailing practices which have developed over time; and

WHEREAS, to the extent that any of the following changes address subject matters already codified in City Resolutions, Memorandums of Understanding, Agreements, Summaries of Benefits, or defined by prevailing practices, it is the intent of the City that said codified wages, hours, and terms and conditions of employment and those matters defined by prevailing practices, continue in full force and effect subject to modifications described herein.

NOW, THEREFORE BE IT RESOLVED the City Council of the City of Chino does hereby adopt the attached M emorandums of Understanding and Summaries of Benefits that have been updated to reflect changes as approved effective with the pay period which includes July 1, 2023. All provisions apply only to those individuals who are employed by the City of Chino on the day following adoption of this Resolution.

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SECTION 1. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE PROFESSIONAL EMPLOYEES’ ASSOCIATION.

A) TERM - July 1, 2023 to June 30, 2025.

B) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges effective with the pay period including July 1, 2024.

C) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit Bank change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

D) BILINGUAL PAY – Effective July 1, 2023, Bilingual Pay is $240/month for all members.

E) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

F) COURT STANDBY PAY – Will be paid at two (2) hours of straight time/day.

G) CRIME ANALYSTS – Crime Analysts assigned to the Real Time Crime Center will be provided a 45 minute paid meal period within a 10-12 hour shift.

H) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

I) DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

J) EMOTIONAL SUPPORT CANINE HANDLER – Will be provided four (4) hours/week for dedicated care and maintenance of canine.

K) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

L) HOLIDAY CLOSURE – The City reserves the right to close non -safety facilities between Christmas Eve and New Year’s Day.

M) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.

N) ON-CALL PAY – Will be paid at two (2) hours of straight time/day.

O) SALARY ADJUSTMENTS – Salary for PUBLIC SAFETY DISPATCHERS will be ranked equal to the number three (3) salary for this position among the Council adopted survey cities.

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Resolution No. 2023-051

P) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the prior em ployer did not compensate the employee for Sick Leave hours in this amount or greater.

Q) TRAINING PAY – Will be paid at one and one-half (1.5) hours of straight time per each shift served as a Training Officer.

R) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

SECTION 2. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES.

A) TERM - July 1, 2023 to June 30, 2025.

B) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges effective with the pay period including July 1, 2024.

C) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit Bank change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

D) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for an additional $50/month of Bilingual Pay if bilingual skills are used on an ongoing and consistent basis.

E) CERTIFICATE PAY – Effective July 1, 2023, certificate pay will be provided at $200/each/year; and Commercial Driver’s License will qualify employee for a lump sum payment of $250/year.

F) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

G) DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

H) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

I) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

J) HOLIDAY CLOSURE – The Cit y reserves the right to close non -safety facilities between Christmas Eve and New Year’s Day.

K) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.
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L) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for Sick Leave hours in this amount or greater.

M) TOOL ALLOWANCE – Effective July 1, 2023, the tool allowance is $1,500/year.

N) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

O) WORK BOOTS /WORK SHOES – Effective July 1, 2023 , the work boot s/work shoes allowance is $300/year.

SECTION 3. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION.

A) TERM - July 1, 2023 to June 30, 2025.

B) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges effective with the pay period including July 1, 2024.

C) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as e arned. Benefit Bank change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

D) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for an additional $50/month of Bilingual Pay if bilingual skills are used on an ongoing and consistent basis.

E) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

F) DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

G) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

H) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

I) HOLIDAY CLOSURE – The City reserves the right to close non -safety facilities between Christmas Eve and New Year’s Day.

J) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.

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K) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for Sick Leave hours in this amount or greater.

L) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

SECTION 4. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE TEAMSTERS LOCAL 1932 PROFESSIONAL, TECHNICAL, AND CLERICAL UNIT.

A) TERM - July 1, 2023 to June 30, 2025.

B) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges effective with the pay period including July 1, 2024.

C) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit Bank change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

D) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for an additional $50/month of Bilingual Pay if bilingual skills are used on an ongoing and consistent basis.

E) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

F) DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

G) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

H) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

I) HOLIDAY CLOSURE – The City reserves the right to close non -safety facilities between Christmas Eve and New Year’s Day.

J) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.

K) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for sick leave hours in this amount or greater.

L) WORK BOOTS/ WORK SHOES – Effective July 1, 2023 , the work boot s/work shoes allowance is increased to $300/year.
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M) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

SECTION 5. PROVISIONS APPLICABLE TO EXECUTIVE MANAGEMENT.

A) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges effective with the pay period including July 1, 2024.

B) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit Bank change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

C) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for an additional $50/month of Bilingual Pay if bilingual skills are used on an ongoing and consistent basis.

D) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

E) DEFERRED COMPENSATION PLAN – City contribution of $700/month.

F) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

G) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

H) HOLIDAY CLOSURE – The City reserves th e right to close non -safety facilities between Christmas Eve and New Year’s Day.

I) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.

J) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for Sick Leave hours in this amount or greater.

K) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

SECTION 6. PROVISIONS APPLICABLE TO UNREPRESENTED MANAGEMENT CLASSIFICATIONS.

A) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges 621

Resolution No. 2023-051

effective with the pay period including July 1, 2024.

B) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit Bank change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

C) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for an additional $50/month of Bilingual Pay if bilingual skills are used on an ongoing and consistent basis.

D) CERTIFICATE PAY – Qualifying employees maintaining a CASp are eligible to recei ve $100/month.

E) COMMERCIAL DRIVER’S LICENSE – Effective July 1, 2023 possession will qualify eligible employee with $250/year.

F) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

G) COURT APPEARANCE AND STAND -BY COMPENSATION – Stand-by will be paid at straight time for two (2) hours per day.

H) DEFERRED COMPENSATION PLAN – City contribution of $250/month.

I) DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

J) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

K) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

L) HOLIDAY CLOSURE – The City reserves the right to close non -safety facilities between Christmas Eve and New Year’s Day.

M) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.

N) SALARY ADJUSTMENTS – Salary for PUBLIC SAFETY DISPATCHER SUPERVISOR will be adjusted in an amount commensurate with the percentage adjustment applied to the Public Safety Dispatcher position. POLICE RECORDS SUPERVISOR position will be retitled POLICE RECORDS & EVIDENCE SUPERVISOR a nd receive a salary adjustment retroactive to July 2021 to reflect new area of responsibility.

O) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the p rior employer did not compensate the employee for Sick Leave hours in this amount or greater.

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Resolution No. 2023-051

P) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

Q) WORK BOOTS/ WORK SHOES – Effective July 1, 2023 , t he work boot s/work shoes allowance for eligible employees is $300/year.

SECTION 7. PROVISIONS APPLICABLE TO DEPUTY DIRECTOR CLASSIFICATIONS.

A) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to base wages/salary ranges for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to base wages/salary ranges effective with the pay period including July 1, 2024.

B) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit Ban k change will become effective December 1, 2023 and will be re -evaluated for new rates to become effective December 1, 2024.

C) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for an additional $50/month of Bilingual Pay if bilingual skills are used on an ongoing and consistent basis.

D) CERTIFICATE PAY – Qualifying employees will be paid in the same manner as the American Federation of State, County and Municipal Employees (AFSCME) employees. Qualifying employees maintaining a CASp are eligible to receive $100/month.

E) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.

F) DEFERRED COMPENSATION PLAN – City contribution of $410/month.

G) DISABILITY PROGRAM – Benefit period will not exceed five (5) years.

H) HOLIDAY – Day before Christmas and day before New Year’s holiday observance are added as City Holidays. Both of these days are currently designated as ½ day holidays.

I) HOLIDAY CLOSURE – The City reserves the right to close non -safety facilities between Christmas Eve and New Year’s Day.

J) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation.

K) SICK LEAVE HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for Sick Leave hours in this amount or greater.

L) TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

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SECTION 7. PROVISIONS APPLICABLE TO ELECTED OFFICIALS.

A) BENEFIT BANK - The total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision for family coverage. Unused portions of the Benefit Bank will be paid out as earned. Benefit Bank change will become effective December 1, 2023 and will be re-evaluated for new rates to become effective December 1, 2024.

B) DEFERRED COMPENSATION PLAN – City contribution of $700/month.

SECTION 8. PROVISIONS APPLICABLE TO PART-TIME CLASSIFICATIONS.

A) COST OF LIVING ADJUSTMENT (COLA) - A 4% COLA will be applied to hourly rate of pay for all represented classifications, effective with pay period including July 1, 2023; and a 4% COLA will be applied to hourly rate of pay effective with the pay period including July 1, 2024.

B) COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation. Part-time employees working an average of 30 or more hours/week are eligible to participate.

C) HIRING INCENTIVE – For difficult to fill positions, a new employee may be eligible to receive a one -time payment at time of hire and at one (1) year anniversary with outstanding performance.

D) HOLIDAY – Day before Christmas and day before New Year’s will be recognized as ½ day (5 hours) holidays for qualified employees.

E) LONGEVITY PAY – Employees are eligible for a one -time lump sum payout upon reaching 20 years’ of service with the City of Chino, and at each five (5) year interval thereafter until separation. Part -time employees are eligible for one -half (1/2) of the full -time payout amounts.

F) WORK BOOTS/ WORK SHOES – Effective July 1, 2023 , eligible employees will receive $150/year.

SECTION 9. PROVISIONS APPLICABLE TO ALL CLASSIFICATIONS.

A) CLEAN UP LANGUAGE – Add/modify language to applicable policies and Memorandums of Understanding for compliance with State and Federal laws and regulations.

B) SAVINGS CLAUSE - Should any clause in any adopted Memorandum of Understanding or Summary of Benefits be held invalid by law and/or a court of competent jurisdiction, or entity with Legal Standing, then only that clause will be stricken and the remainder of the Memorandum of Understanding or Summary of Benefits will be in full force and effect. The City and the affected employee association will immediat ely commence to negotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.
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Resolution No. 2023-051

APPROVED AND ADOPTED THIS 18th day of July, 2023.

________________________________
EUNICE M. ULLOA, MAYOR

ATTEST:

_____________________________

NATALIE GONZAGA, CITY CLERK

CITY OF CHINO

ATTACHMENTS:

Memorandum of Understanding for:

1. Chino Police Professional Employees Association

2. American Federation of State, County and Municipal Employees

3. Chino City Hall Confidential Employee Association

4. Teamsters Local 1932 Professional, Technical, and Clerical Unit

Summary of Benefits for:

5. Executive Management

6. Unrepresented Management

7. Deputy Director

8. Elected Officials

9. Part-Time Employees

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Resolution No. 2023-051

State of California )
County of San Bernardino ) ss.

City of Chino )

I, NATALIE GONZAGA, City Clerk of the City of Chino, do hereby certify that the forgoing Resolution was duly adopted by the City Council at a regular meeting held on the 18th day of July 2023, by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK

626
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
3 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA) (A RECOGNIZED EMPLOYEE ASSOCIATION)

This Memorandum of Understanding (MOU) is entered into with references to the following facts:

A. The Chino Police Professional Employees Association, hereinafter referred to as “CPPEA”, is the recognized employee organization for all regular, non-sworn, full-time Chino Police employees in the City of Chino, hereinafter re ferred to as the “City”. These employees are collectively referred to as the “employees”. The current positions of CPPEA can be found in the current Classification and Compensation Schedule – Non-Management Positions.

Crime Analyst
Crime Prevention & Community Outreach Specialist
Police Records Technician
Police Service Officer
Police Services Administrative Secretary
Police Services Clerk Typist I/II
Property and Evidence Technician
Public Safety Dispatcher I/II
Senior Police Records Technician

B. In the interest of maintaining harmonious re lations between the Ci ty and the employees, authorized representatives of the City and CPPEA have met and conferred in good faith, exchanging various proposals concerning wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in CPPEA.

C. The authorized representatives of the City and CPPEA have reached mutual agreement on wages, hours and other terms and conditions of employment for these employees.

THEREFORE, the City and the CPPEA agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2023 through and including June 30, 2025. (Note: The provisions of this Memorandum of Unders tanding apply only to those individuals who are employed with the City of Chino on the day following the adoption of a formal resolution by City Council approving this MOU.)

1. ACTING PAY:

The City will grant Acting after an employee has worked in a higher classification for 20 consecutive work days or 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager.

627
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
4 Subject to the conditions noted above, qualifyin g employees will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.

2. ADDITONAL DUTY PAY:

Afforded to an employee who ta kes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.

3. ASSOCIATION MATTERS:

A 250 copy per month photocopy account is establ ished for association business. Copies exceeding 250 per month will be paid to the City at the current per-copy charge. Association members are provided with 24 hours per fiscal year to attend to training or other related business in the interest of the CPPEA, when authorized by the City and the CPPEA. The hours do not accumulate or carry over from fiscal year to fiscal year.

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION:

The City amends its language as found in Resolution 85-53 to read as follows:

A Decertification petition alleging that the incumbent recognized employee organization no longer represents a majority of employees in the recognized unit must be filed with the Director of Human Resources/Risk Management no later than six (6) months (180 days) prior to the expiration of the Memorandum of Understanding then in effect. A Decertification Petition must be filed by two (2) or more employees or their re presentative, or an employee organization, and will contain the following information and documentation declared by the duly authorized signatory under penalty of perjury to be true, correct and complete:
a) The name, address and telephone number of the petitioner(s) and a designated representative authorized to receive notices or requests for further information. b) The name of the established represented unit and the incumben t recognized employee organization sought to be decertified as the representative of that unit. c) Proof that the incumbent recognized employee organization no longer represents more than fifty percent (50%) of the empl oyees in the represented unit, and any other relevant and material facts, including verification that more than fifty percent (50%) of the represented unit no longer desire to be represented by the recognized employee organization.

Such proof will be submitted for verification to the Director of Human Resources/Risk Management. All signatures on the Decertification Petition will indicate the date when signed by the employees. All signatures on the Petition will be obtained within 30 days prior to filing the Decertification Petition with the Director of Human Resources/Risk Management.

If an accompanying Request for Recognition is filed, and decertification of the incumbent recognized employee organization is made, such documentation will also determine the wishes of employees as to the question of representation.

628
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
5 5. BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for family coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates become effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

See also Regular Rate of Pay Section of this MOU.

6. BEREAVEMENT LEAVE:

The City will provide a non-accruin g bank of five (5) days (50 hour s) for the bereavement of an immediate family member. An “immediate family member” is defined as a spouse; domestic partner; parent; sibling; child; step-child; mothe r-in-law; father-in-law; brother-in-law; sister-in- law; daughter-in-law; son-in-law; grandparent or grandchild.

7. BILINGUAL PAY:

Employees are eligible to receive a $240 per month (paid over 24 pay periods) for verbal fluency is provided to employees if they de monstrate their conversational sk ill in any language other than English the Department Direct or deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Departme nt to determine employees’ proficiency.

Testing and its frequency are at the discreti on of the City. An employee must pass the City’s competency examination to be eligible for bilingual pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by their Department Director. Eligibility for the opportunity to test for bilingual pay is sole ly at the employee’s Department Director’s discretion and is not subject to administra tive appeal or challe nge. The Department Director will make their recommendation ba sed on an assessment of the need for the employee to use bilingual skills on-the-job. In the event that an employee is approved for bilingual pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination ma y be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

8. BREAKS AND LUNCH FOR CRIME ANALYSTS, POLICE RECORDS

TECHNICIAN, POLICE SERVICE O FFICER, PROPERTY AND EVIDENCE TECHNICIAN, AND PUBLIC SAFETY DISPATCHER I AND II:

Public Safety Dispatchers I and II, Crime Analysts when assigned to the Real Time Crime Center and Police Service Officers will be provided with a 45 minute pa id meal period within a 10-12 hour shift. For remaini ng classifications, this be nefit will only apply to employees hired on or before July 1, 1998.

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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
6 Employees will be provided with a 20-minute paid break time during any period of overtime worked in which between a minimum of five (5) consecutive hours and up to a maximum of seven (7) consecutive hours are worked. Any member working an overtime shift of seven (7) consecutive hours or more is entitled to receive one (1) 45-minute meal pe riod. The meal period is paid for Public Safety Dispatchers I and II, Police Servic e Officers, Crime Analysts when assigned to the Real Time Crime Center and those employees hired on or before July 1, 1998 .

During each of these paid leave times Public Safety Dispatchers I and II assigned to the Communications Center, Crime Analysts when assigned to the Real Time Crime Center and Police Service Officers will remain on an on-call status.

9. CALL BACK PAY:

Employees who are not on stand- by and who are called back to work during their off-duty hours will receive two (2) hours minimum pay at one and one-half (1 ½) times their regular rate.

10. COMPENSATORY TIME:

Administrative Secretary and Clerk Typist:

Employees may accrue a maximum of 40 hours of Compensato ry Time off, w ith the exception noted below. Each employee has the option of electing to convert any, or all, accrued Compensatory Time off hours to pa y at the hourly rate existing at the time of distribution.

Compensatory Time converted will be paid with the second paycheck in November of each year.

Upon separation from employment, accrued Compensatory Time off will be converted to cash at the then existing base hourly rate.

All positions not listed above – Two (2) Compensatory Time banks, each consisting of 80 hours, are established:
 Compensation Bank No. 1: This bank provides for the accrual of 80 hours of Compensatory Time to be paid out only upon separation from employment. The first 80 hours of Compensatory Time earned by an em ployee are recorded in this account. No annual buy back of this time is provided.
 Compensation Bank No. 2: This bank provide s for the accrual of up to 80 hours of Compensatory Time for use as time off only. This time may not be sold back to the City.

Overtime hours in excess of 80 in this account will be paid to employees in salary at one and one-half (1 ½) times the employee’s regular rate of pay.

11. COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

12. COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

For any part-time position that receives a mandated wage increase (due to the minimum wage law), the full-time position will receive the same increase.
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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
7 13. COURT APPEARANCE COMPENSATION:

Employees who are subpoenaed to appear in court during their off-duty hours are compensated at one and one-half (1-½) times their hourly rate of pay with a 2-hour minimum guarantee.

Employees who receive two (2) separate subpoena s to appear for the morning and afternoon sessions on the same day will receive two (2), 2-hour minimum guarantees. Time spent during all courtroom recesses, including cour t lunch recesses will be consid ered time worked for purposes of computing compensation. Hours spent in cour t beyond the two (2), 2- hour guarantees will be compensated on an hour-per-hour basis with the exception of travel time. Employees who do not exercise the option to verify that a case is scheduled and who report to the court will be compensated for their appearance.

14. COURT STAND-BY COMPENSATION:

Off duty personnel who are placed on stand-by for a possible court appearance will be paid at their straight time rate for two (2) hours per day.

15. COURT TRAVEL:

Employees who are subpoenaed to and appear in a court outside the local area (the local area being defined as Pomona and Rancho Cucamonga) during off duty hours will be paid, at a straight time rate, compensatory time off for tr avel time. The travel time is to be calculated from the Chino Police Department to the court and return.

16. DEATH BENEFIT:

Employees are provided with $100,000 in life insurance coverage, payable to beneficiary(ies) on file in Human Resources/Risk Management at time of death.

In the event of an employee’s death, their beneficiary(ies) will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for re tirement using the definition in CalPERS, then Sick Leave Time will be paid to the employees’ beneficiary(ies) at 100% cash out of the accrued Sick Leave on record.

In the event of an employee’s death where such death is defined by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

17. DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.

“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within 3 years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan "catch-up" provisions and allowances as de fined in federal and state law. To the extent 631
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
8 allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prio r to an employee's planned retirement date, the conversion of accrued Sick Leave, Vacation, Floating Holiday, Sick Leave Conversion, Compensatory Time hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 catch-up" shall normally be distributed over an employee's last three (3) years prior to their planne d retirement date.

However, based on the total amount of "457 catch-up" contributions available to the employee, accumulated Sick Leave hours, and the employee's designated retirement date, "457 catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 catch-up" privileges available to them, and be enrolled in the City-sponsored 457 Deferred Compensation Plan.

“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will adva nce employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being elig ible to receive 100% Sick Leav e pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.

“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.

632
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
9 The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or Compensato ry Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch- up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.

Employees may use accrued Si ck, Floating Holiday, Sick Leave Conversion, Compensatory Time and/or accrued Vacation Leave to contribute this additional amount.

Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.

18. DIRECT DEPOSIT:

All employees will be required to have funds direc tly deposited into an account they established for deposit of their payroll checks.

19. DISABILITY:

Full-time, non-probationary employees are eligible for a City-f unded Short/Long-term disability plan which provides for salary continuation effective on the 41 st consecutive calendar day of
disability at a rate of 100% of the employee’s base salary, with a provision to continue regular benefits and benefit accruals. On the 61st consecutive calendar day of disability, salary continuation is paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will not exceed five (5) years.

20. DISCIPLINARY APPEAL PROCEDURE:

Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

21. EMOTIONAL SUPPORT CANINE HANDLER:

Provide handler for emotional support canine, four (4) work hours per week for the dedicated care and maintenance of canine.

22. FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

633
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
10 23. FLOATING HOLIDAY TIME:

Employees are provided with 35 hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service). This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to 35 hours of Floating Holiday Time, one time per fiscal year, in a set number of hours, payable at th e employee’s existing base rate of pay at the time of request.

Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of 10 working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee wi ll be responsible to pay back the City within 14 calendar days from the date of separation.

24. HIRING INCENTIVE
Per Resolution 2022-40, the City will pay new-hire lateral Dispatchers (non-entry level) an incentive of $5,000 upon hire, and an additiona l $5,000 upon successfully passing the probation period.

25. HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

a) Pertaining to Administrative Secretary and Clerk Typist:

When a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday.

When a holiday falls on a Sunday, the following Monday will be recogni zed as the holiday.

Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pay for that holiday.

In any instance where a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours will be deposited within an account in the employee’s name. The employee is required to initiate contact with their supervisor in writing to request authorization to utilize these banked holiday hours. The requested time off must be utilized within the equivalent of 90 days after said hours appear in the employees’ leave bank.

If the employee fails to make a written request to utilize the banked holiday hours in accordance with the 90 days’ time restrict ion, then the banked holiday hour s will be stricken from the 634
Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
11 employee’s account and the employee will be entitled to no cash or other compensation in lieu thereof.

However, if the above-described written holiday utilization request is rejected by a supervisor, then the above-described 90 day period will be extended by 60 calendar days from the date that the 90
th day expired. In such case, the empl oyee will make the request for holiday utilization as described above. Rejection by supervision during the 60 calendar days extension period described herein will result in additiona l 60 calendar day’s extension until use of the holiday time is either granted and utilized, or stricken from the employee’s account as authorized herein.

However, in any instance where the employee has made a proper and timely written request to utilize a holiday, with said request being denied as described herein, the employee will not be compelled by supervision to utilize the holiday on a day which is unacceptable to the employee.

When an employee separates fr om City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation the accumulated holiday will be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

In any instance where an employee works on a holiday, the employee may:
i. Be paid holiday hours at straight time and bank hours worked as compensatory time at overtime hours.
ii. Be paid holiday hours at straight time and be paid hours worked at overtime rate.

b) Pertaining to all positions other than those li sted in paragraph (a) herein – Employees are credited with 155 holiday hours (observed City holidays plus Floating Holiday Time) at the beginning of each fiscal year. Employees have the option of converting Holiday Time to cash or to accumulated time off. Holiday time converted to cash pursuant to exercise of the above option, will be compensated at the current ba se hourly rate. Any holidays converted to accumulated time off must be utilized during the fiscal year, and there will be no option to carry unused accumulated holiday time from one fiscal year to another. Employees who have unused holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused holiday time.

Employees may receive payment for holidays in one lump sum, in a check separate from their regular payroll check, upon written request to the City’s Finance Department, at any time throughout the year. Requests submitted with time sheets will be paid with the next regular payroll check distribution. Holiday pay will be cal culated at the pay rate at the time of cash out.

Special compensation will be reported according to PERS requirements and guidelines.

Except for employees retiring from the City, employees who use or receive pay for observed City holidays and subsequently terminate their empl oyment with the City, w ill be responsible to reimburse the City for hours used beyond those which would have normally accrued during that period of time in the fiscal year.
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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
12 26. HOLIDAY CLOSURE:

Pertaining to Administrative Secretary and Clerk Typist:

The City reserves the right to close non-safety fac ilities between Christmas Eve and New Year's Day.

Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to advance Vaca tion time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holiday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.

27. JURY DUTY:

Employees are compensated for jury service of 10 work days per fiscal year. A “work day” will be defined as a regularly scheduled day of work for the employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one (1) hour of actual work time.

28. LEAVE APPROVAL:

Employees are guaranteed to receiv e approval from supervisor(s) fo r paid leave of not less than 80 hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscal year to be deducted from the employee’s accrued leave time on record.

29. LIFE INSURANCE:

Employees are provided with $100,000 in life insurance coverage.

See also Death Benefit Section of this MOU.

30. LONGEVITY PAY:

Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time payment upon adoption of this Memorandum of Understanding if having already reached one of the anniversaries above. For example, if an employee has worked for the City for 31 years, employee would r eceive a one-time payment of $2,000. Upon reaching their 35 year anniversary, employee would receive Longevity Pay of $2,500.

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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
13 31. MILEAGE REIMBURSEMENT:

Only employees authorized by their Department Director and who have provided the required vehicle insurance verification are eligible to receive mileage reim bursement. The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

32. ON-CALL PAY
See Standby Pay section of this MOU.

33. OVERTIME:

For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be counted as hours worked. Overti me hours are paid at the rate of one and one-half (1-½) times the employee’s base rate of pay unless otherwise specified in this Memorandum of Understanding.

See also Regular Rate of Pay Section of this MOU.

34. OVERTIME COMPENSATION:

Mandatory overtime will be all overtime which is as signed; this rate will be at one and one-half (1-½) times the employee’s hourly rate. Employees who work beyond two (2) consecutive shifts within a 24 hour period will be comp ensated at two (2) times the employee’s regular base rate of pay commencing on the 17th consecutive hour of work.

See also Regular Rate of Pay Section of this MOU.

35. PRISONER TRANSPORTATION PAY:

See Special Assignment Pay section of this MOU.

36. RECRUITMENT INCENTIVE
For recommendation resulting in sworn Officer hire as follows:
 $2,000 @ Hire plus $500 @ completion of probation for entry level  $4,000 @ Hire plus $1,000 @ completion of probation for lateral.

For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

37. REGULAR RATE OF PAY:

For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to th e following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
 Acting Pay
 Additional Duty Pay
 Unused portions of the Benefit Bank actually received as cash  Bilingual Pay
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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
14  Longevity Pay
 Special Assignment/Pay
 Standby Pay
 Training Pay
 Uniform Cleaning Allowance

For purposes of calculating the total hours actually worked in the work period, all hours taken as leave during the work period will continue to be deducted from total number of hours actually paid.

See also Overtime and Overtime Compensation Sections in this MOU.

38. REHIRE POLICY:

An employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact, rehired late r than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary pe riod that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have their seniority level and leave accrual rates set based upon the number of years of service with the City of Chino prior to their resignation.

Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly ra te existing upon rehire.

Sick Leave on record at the time of separation that was not compensated for, will be reinstated.

39. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE:

An employee is limited to 30 calendar days from service of an adverse document in which to respond to said document placed in their Perso nnel File. If the empl oyee, or the employee’s representative, requires additional time to prepare a response, either party may, in writing, notify the Director of Human Resources/Risk Management and an additional 30 days extension will be granted.

40. RETIREMENT:

Retirement Plans – The City has a three-tier retirement plan as follows:

A. Employees hired before the contract amendment with CalPERS effective October 16, 2011 will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at age 55 Plan, with a 3-year average final compensation.

C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan, with a 3-year average final compensation.

Member Contribution to PERS
Members will contribute the employee rate of contributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and PERS guidelines:
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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
15 A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

32. SALARY ADJUSTMENT:

All adjustments to an employee’s salary will be ma de at the start of the pay period in which the salary adjustment becomes effective.

Public Safety Dispatcher – will receive a one-time adjustment to current base salary range in order to place this classification in line with the number three (3) position among the salary survey cities.

42. SCHEDULE
A. CHANGING OF DAYS OFF FOR TRAINING PURPOSES:

Employees will not be subjected to non-voluntary splitting of their days off to accommodate departmental training needs.

B. EMERGENCY SCHEDULE:

The City reserves the right to waive the seniority criteria and determine shift work scheduling and vacations as is necessary and desirable for the needs of the service, under emergency and/or temporary situations. (Refer to Seniority section)
C. FLEXIBLE TIME SCHEDULING:

The City allows employees the ability to utilize a flexible time (flex time) work schedule.

Scheduling is developed/administered departmentally with the department director serving as ultimate approver of schedules.

34. SENIORITY:

The City and non-sworn employees of the Chino Police Department agree to use seniority as the method of determining shift work schedules and vacation.

Seniority will be determined by hire date with Chino Police Department. If two (2) new personnel (any job class or rank) are hired at the same time, at the same step, for the same position, then City payroll numbers (determined alphabetically) will determine seniority with the lowest number being senior.

For added clarification, the City reserves the right to waive the seniority criteria and determine shift work scheduling and vacations as is necessa ry and desirable for the needs of the service, under emergency and/or temporary situations.

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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
16 35. SEPARATION FROM CITY:

At the discretion and approval of the Department Director, empl oyees may be allowed to extend their last day of employment through the use of leave time one (1) pay period beyond that day on which the employee actually reports to work.

36. SICK LEAVE:

Upon hire, employees will be credited with 30 hours or three (3) days of Sick Leave, whichever is greater, which can be used following the comp letion of 90 days of continuous full-time employment. Following the 90
th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month up to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment for any Sick Leave hours for time missed from work.

37. SICK LEAVE HIRING INCENTIVE:

For difficult to fill positions, a new employee may be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for these Sick Leave hours at this amount or greater.

38. SICK LEAVE BUY-BACK:

At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at th e time of separation. This benefit is contingent upon non-retirement, non-disc iplinary separation, and completion of five (5) years of full-time City service. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave Converted to Compensation 5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City will buy-back Sick Leave at 100% for any service or disability retirement following five (5) years of continuous full-time service with the City as the final employer.

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Memorandum of Understanding
CPPEA July 1, 2023 – June 30, 2025
17 39. SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule:

A
Sick Leave
Days (10 hours)
Earned

B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
Hours limit converted
To Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0+64+56 = 120 hrs
11 days (110 hrs) 1 da y (10 hrs) 7 da ys (56 hrs) 10+56+54 = 120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 da ys (48 hrs) 20+48+52 = 120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30+40+50 = 120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 da ys (32 hrs) 40+32+48 = 120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50+24+46 = 120 hrs 6 days (60 hrs) 6 da ys (60 hrs) 2 da ys (16 hrs) 60+16+44 = 120 hrs Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to another. Personal Leave that is not used will be credited to Sick Leave at the end of the fiscal year if said credited hours do not exceed the 1,080 hours Sick Leave limit.

40. SICK LEAVE PROGRAM
Employees with a Sick Leave accumulation in excess of 960 hours on the last pay period in June, may convert up to 56 hours of sick leave to cash. Payment shall be calcu lated at the employee’s hourly base rate and paid in the final payroll check of each fiscal year.

41. SPECIAL ASSIGNMENTS:

Employees will be subject to mandatory transf ers into “Special Assignments” to meet the operational needs of the City. Trai ning will be provided, as needed, to assist in the transition of acquiring new duties and responsibi lities. If an employee has a sp ecific concern relative to the “Special Assignment” they have been chosen to fill, a discussion will be held that may include the affected employee, their representative, the Director of Human Resources/Risk Management and any other relevant party.

An employee will experience no ch ange in compensation if the “Special Assignment” is deemed to be set at a lower pay grade than the employee is currently earning. If an employee is placed in a position at a higher pay grade than the employee is currently earning, this will be deemed to be “Acting Duty” and will be compensated in accord ance with the City’s Rules regarding “Acting Duty” status. The period over which “Acting Duty ” can be continued will not be limited by the timeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed on probationary status. The length of time to be wo rked in “Special Assignment” is undetermined; however, an employee, or their representative, may periodically request a status report as to the anticipated continuation of their “Special Assignment” job.

An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment” (i.e., not performing at a satisfactory level or bette r) will not be subject to termination if said substandard performance is based on a lack of job skill or a disability. 641
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18 42. SPECIAL ASSIGNMENT PAY:

An additional $100 per month (paid over 24 pay peri ods) will be paid to Police Service Officers whose additional duties include prisoner transportation.

43. STANDBY PAY:

Two (2) hours for each day of the week, including weekends and holidays, will be paid at straight time, in pay or Compensatory Time off at the em ployee’s option, to employees required to be on Standby duty as authorized by the Department Director or a designated representative.

44. TRAINING PAY
Employees holding the position classification of Crime Analyst, Crime Prevention & Community Outreach Specialist, Police Records Technician, Sr. Police Records Technician, Police Service Officer, Property and Evidence Technician and P ublic Safety Dispatcher I/II who are formally designated to act as a Training Officer, actually supervising a trainee, and doing so for no less than 50% of the Training Officer’s regularly scheduled shift, will earn one and 1/2 (1 ½ ) hours of pay for each shift served as a Training Officer. This pay will have no limiting effect on the receipt of overtime by the training employee when overtime is authorized by the supervisor.

45. TUITIONADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition A dvancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.

The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotion into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Indivi duals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds adva nced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Co lleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and School s (NEASC) or an institution listed on the Higher Learning 642
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19 Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institu tion are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the e ducational institution attended does not provide the employee with verification of completion or grad es or receipts within this 60 calendar days timeframe, th e employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employ ee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial 60 calendar days or at the end of the extension of an additional 60 cale ndar days (to 120 calendar days total), the City will have the right to automatically make a pa yroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.

46. TUITION REIMBURSEMENT – ENHANCED PROGRAM
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal y ear in order to verify the number of employees making application for the enhan ced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources Department/Risk Management no later than May 1 of each year in order to participate in this Enhanced Program.

It shall remain the in dividual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

47. UNIFORM CLEANING ALLOWANCE:

Employees holding the position classification of Crime Prev ention & Community Outreach Specialist, Crime Analyst, Poli ce Records Technician, Sr. Polic e Records Technician, Police Service Officer, Property and Evidence Technician, and Public Safety Dispatcher I and II will be provided with a uniform cleanin g allowance of $770 per year. Payment for the total uniform cleaning allowance will be made one (1) time per year. This payment may be in a deposit separate from the employee’s regular paycheck and will be provided at the time of distribution of the second payroll check in August of each year. If assignment is made to a non-uniformed unit prior to the end of the fiscal year, the employee will be resp onsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.

48. VACATION LEAVE:

Maximum accrual of Vacation is 400 hours. U pon separation from City employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less 643
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20 than six (6) months of City service are ineligible to receive Vacation Leave Conversion. It is the responsibility of employees to schedule Vacation ti me off for rest and rec uperation in order that earned Vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6-24 12 Da ys (120 hours)
25-48 15 Da ys (150 hours)
49-108 18 Da ys (180 hours)
109-120 19 Da ys (190 hours)
121 + 20 Da ys (200 hours)

49. VACATION LEAVE BUY-BACK:

At separation or retirement, 100% of accrued Vacation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back.

50. VACATION LEAVE CONVERSION:

Employees who have accrued a minimum of 120 hours of Vacation Leave may convert a maximum of 80 hours of Vacation Leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half the numbe r of accrued leave hours requested, excluding Sick Leave, must have been taken as time off. Usage requirement waived for “activated” military personnel.

51. WORKERS’ COMPENSATION PROGRAM:

Whenever an employee of the City is disabled wh ether temporarily or permanently by injury or illness arising out of, and in the course of their duties, the employee will be compensated as follows: On the first, second, and third day of the injury, employees will use accrued Sick Leave, Vacation Leave, Floating Holiday Leave, and/ or Compensatory Time off for full salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current m onthly salary, less any a pplicable deductions (i.e ., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days, the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is requir ed, the first, second, and third da ys’ salary is paid by the City through the Workers’ Compensation program.

52. WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a ten percent (10%) premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit;
 That neither a “Notice of Cla im” nor “Application for Adjudi cation of Claim” will have been filed or served against the City of Chino;
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21  That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City;
 That the injured employee and the City have employed the guidance of the State Department of Industrial Rela tions Office of Information a nd Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

53. SAVINGS CLAUSE:

Should any clause in this Memorandum of Understanding be held invalid by law and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Memorandum of Understanding will remain in fu ll force and effect. Th e City and CPPEA will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision.

However, no such replacement is mandated.

54. MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered by this Agreement and presently enjoyed by the employees will remain in full force and effect during the term of this Agreement unless mutually agreed to the contrary by both the City and CPPEA or determined by law and/or by a court of competent jurisdiction to be unlawful.

55. IMPLEMENTATION:

The terms of this Memorandum of Understanding are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented up on adoption by the City Council.

CPPEA proposals for the next Agreement are due to the City no later than April 15 of each year.

Signatures on following page.

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22 Leah Green, Employee Representative Linda Reich City Manager Chino Police Professional Employees City of Chino
Association (CPPEA)

D a t e D a t e

Fernando Pelaez, Employee Representative Geriann Kingslan, Director of Human Chino Police Professional Employees Resources/Risk Management Association (CPPEA) City of Chino

D a t e D a t e
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3 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL

EMPLOYEES (AFSCME)/CHINO PUBLIC WORKS SERVICES
[A RECOGNIZED EMPLOYEE UNION]

This Memorandum of Understanding (MOU) is entered into with references to the following facts:

A. The American Federation of State, County and Municipal Employees, hereinafter referred to as “AFSCME”, is the recognized employee organi zation for all regular, full-time Services employees in the City of Chino, hereinafter referred to as the “City”. The current positions of the AFSCME can be found in the current Cl assification and Compensation Schedule – Non- Management Positions.

Building Maintenance Supervisor
Building Maintenance Worker
Customer Service Representative
Customer Service Representative Lead
Equipment Mechanic
Equipment Mechanic Lead
Facilities Worker
Maintenance Lead Worker
Maintenance Worker
Recycled Water Coordinator
Water Distribution Lead Operator
Water Distribution Operator
Water Quality Technician
Water Systems Operator

B. In the interest of maintaining harmonious re lations between the Ci ty and the employees, authorized representatives of the City and A FSCME have met and conferred in good faith, exchanging various proposals concerning wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in AFSCME.

C. The authorized representatives of the City and AFSCME have reached mutual agreement on wages, hours and other terms and conditions of employment for these employees.

THEREFORE, the City and AFSCME agree that wages, hours, and te rms and conditions of employment will be applied as follows for the period of July 1, 2023, through and including June 30, 2025. (Note: The provisions of this Memorandum of Understanding apply only to those individuals who are employed with the City of Chino on the day following the adoption of a formal resolution by City Council approving this MOU.)

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4 1. AB119 UNION INFORMATION:

City and AFSCME District – Council 36 (AFSCME) agree to the following:
 City will provide at leas t ten calendar days’ notice to AFSCME of new employee orientation.
 AFSCME will be provided up to 30 minutes at the new employee orientation to speak with new employees.
 City will provide AFSCME electronic copy of name, hire date, salary, email, home address, and cell phone number of all new bargaining unit employees within 30 days of hire.  Upon request, provide name, salary, hire date, email, home address and cell phone number for all bargaining unit employees .
 Upon notification, the City shall deduct Union dues from pay of employees represented by Union.

2. ACTING PAY
The City will grant Acting Pay after an employee has worked in a higher classification for 20 consecutive work days or for 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be 5% above the employee’s current base sa lary rate or “A” Step of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager.

Subject to the conditions noted above, a qualifying employee will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive workdays or 20 non-consecutive work days in a 90 calendar day period. The employee will then receive Acting Pay retroactive to the first day of serving in the acting capacity.

3. ADDITIONAL DUTY PAY:

Afforded to an employee who ta kes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.

4. BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of me dical, dental, and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for family coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates become effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

Also see Regular Rate of Pay Section in this MOU.

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July 1, 2023 – June 30, 2025

5 5. BEREAVEMENT LEAVE:

A non-accruing bank of five (5) days (50 hours) for the bereavement of an “immediate family member” is provided. An “immediate family member” is defined as a spouse, domestic partner, parent, step-parent, si bling, child, step-child, mother-in-la w, brother-in-law, sister-in-law, daughter-in-law, son-in-law, father-in-law, grandparent, step-grandparent, grandchild, or any other relative residing within the employee’s home.

6. BILINGUAL PAY:

Employees are eligible to receive a $100 allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English that their Department Dire ctor deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Departme nt to determine employees’ proficiency.

Testing and its frequency are at the discreti on of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by their Department Director. Eligibility for the opportunity to test for Bilingual Pay is sole ly at the employee’s Department Director’s discretion and is not subject to administra tive appeal or challe nge. The Department Director will make their recommendation ba sed on an assessment of the need for the employee to use bilingual skills on-the-job. In the event that an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination ma y be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

An additional $50 bilingual allowance per month may be granted if the employee’s Department Director determines that the employee uses bilingua l skills on an ongoing and consistent basis.

The Department Director makes this determination and there is no right of appeal.

7. CALL BACK TO DUTY:

See Standby Pay and Call Back to Duty Compensation Section in this MOU.

8. CERTIFICATION:

Certification compensation is provided with the approval of employee’s supervisor. In order to qualify, there must be a requireme nt/relation to the employee’s j ob classification. Certification compensation will be provided on a fiscal year ba sis, with submittal of proper documentation by employee to supervisor. Certification compensation will be prorated if an employee receives the certificate in the middle of the fi scal year, transfers to another assignment where such certificate does not apply to new assignment or terminates employment with the City in the middle of the fiscal year. Compensation may be received for cer tifications other than those listed below if the certification is required or is deemed desirable by the employee’s supervisor, and the additional compensation does not exceed any maximums established below.

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July 1, 2023 – June 30, 2025

6 WATER
Employees will be compensated for qualifying California State Water Treatment/ Distribution/ Quality Certificates as shown below. This bene fit applies to any employee in the Water Section, and to any employee in the Servi ces Unit who obtains certificati on and is granted placement on the Duty Call-out Roster. If the employee leaves the Water Section or removes themself (if not assigned to the Water Section) from the Duty Call-out Roster prior to the expiration of 12 months, after receipt of Water Certification compensation, then the City has the right to prorate the Water Certification compensation over 12 months an d to deduct these fund s from the employee’s paycheck. The maximum Certification Pay for employees assigned to the Water Division will be equal to $200 per certificate per year for a tota l of 13 certificates or $2,600 per fiscal year as follows:

1. Water Distribution Certificates D1 – D5 (total 5) compensated at $200 per certificate per year

2. Water Treatment Certificates T1 – T5 (total 5) compensated at $200 per certificate per year

3. Water Quality Certificates (total 3 and must possess at least 2) compensated at $200 per certificate per year
a. San Bernardino County Department of Pub lic Health, Division of Environmental Health Services Certified Backflow Prevention Device Tester. b. American Water Works Association (California/Nevada Section) Backflow Prevention Tester.
c. American Water Works Association (Calif ornia/Nevada Section) Cross Connection Control Specialist.

EQUIPMENT MECHANIC AND LEAD EQUIPMENT MECHANIC
Possession of any of the following certificates will qualify an employee in this classification for $200 per certificate per year for up to a maximum of eight (8) certifications or $1,600 per fiscal year as follows:

1. ASE Automobile Suspension and Steering.

2. ASE Automobile Brakes.

3. ASE Automobile Heating and Air Conditioning.

4. Heavy Truck Preventative Maintenance.

5. Master Class/eight (8) certificates (A1-A8 and T1–T8)

QUALIFIED PESTICIDE APPLICATOR
Possession of a Qualified Applicator certificate is allowed, for up to a maximum of 3 employees, for $200 per fiscal year.

COMMERCIAL DRIVER’S LICENSE
In addition to any certification noted above, posse ssion of a California Class “A”, Class “B” or Class “C” with Hazmat endorseme nt driver’s license and worki ng in a position requiring this license will qualify an employee for $250 per fiscal year.

Also see Training for Commercial Driver License section in this MOU.

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July 1, 2023 – June 30, 2025

7 9. CLASS AND COMPENSATION STUDY:

The City has conducted a class a nd compensation study for the barg aining unit and is finalizing results. The City and AFSCME will meet and confer to discuss results and implementation upon its completion with adjustments in salary being retroactive to July 2021.

10. COMPENSATORY TIME:

Employees may accrue a rolling maximum of 40 hours of Compensatory Time off. Each employee has the option of electing to convert any, or all, accrued Compensatory Time off hours to pay at the hourly rate existing at the time of distribution. Accrued Compensatory Time may be converted to cash twice annually, in the first paycheck in April and/or the second paycheck in November of each year. Upon separation from employment, accumulated compensatory time off will be converted to cash at the then existing base hourly rate.

An employee may take Compensatory Time off subject to approval by the Department Director or their designee. If an employee has provided reas onable notice, the time off will not be denied unless it would be unduly disruptive to the Department to grant the request. Reasonable notice is defined as seven (7) days in advance. A request to use Compensatory Time off without reasonable notice may still be grante d within the discretion of the supe rvisor or manager responsible for considering the request.

Employees will be eligible to earn Compensatory Time only when working overtime within their assigned Department. All Overti me earned outside of the employe e’s assigned Department will be paid.

11. COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

12. COST OF LIVING ADJUSTMENT (COLA):

Increase to employee’s base wages/salary ranges as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4% For any part-time position that receives a mandated wage increase (due to the minimum wage law), the full-time position will receive the same increase.

13. DEATH BENEFIT:

Employees are provided with $100,000 in life insuran ce coverage, payable to beneficiary on file in the Human Resources/Risk Management Department at time of death.

In the event of an employee’s death, their benefi ciary will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave time will be paid out at the rate established by years of service. If the employee would have been e ligible for retirement using the definition in CalPERS, Sick Leave will be paid to the empl oyee’s beneficiary(ies) at 100% cash out of the employee’s accrued Sick Leave on record.
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July 1, 2023 – June 30, 2025

8 In the event of an employee’s death where such death is defined by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

14. DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.

“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three (3) years of their planne d retirement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law.

To the extent allowed by fede ral and state law and the City 's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrued Sick/Vacation/Floating Holiday/Sick Leave Conversion/Compensatory Time hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 Catch-up" shall normally be distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of "457 Catch-up" contributions available to the employee, accumulated sick leave hours, and the employee's designated retirement date, "457 Catch-up" contributions may occur over a shor ter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 Catch-up" privileges available to them, and be enrolled in the City- sponsored 457 Deferred Compensation Plan.

“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will adva nce employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being elig ible to receive 100% Sick Leav e pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be 652
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July 1, 2023 – June 30, 2025

9 a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.

“Catch-up” hours advanced will be counted towards the employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or Compensato ry Time) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch- up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.

Employees may use accrued Sick Leave, Floating Holiday, Sick Leave Conversion, Compensatory Time and/or accrued Vacation Leave to contribute this additional amount.

Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.

15. DIRECT DEPOSIT:

All employees will have funds dir ectly deposited into an account they established for deposit of their payroll checks.

16. DISABILITY:

Full-time, non-probationary employees are eligible for a City-f unded Short/Long-term disability plan which provides for salary continuation effective on the 41 st consecutive calendar day of
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July 1, 2023 – June 30, 2025

10 disability at a rate of 100% of the employee’s base salary. On the 61st consecutive calendar day of disability, salary continuation is paid at a rate of up to 66-2/3% of salary at time of disability, with a provision to continue regular benefits and bene fit accruals. The entire benefit period will not exceed five (5) years.

17. DISCIPLINARY APPEAL PROCEDURE:

Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

18. FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

19. FLOATING HOLIDAY TIME:

Employees are provided with 35 hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service). This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to 35 hours of Floating Holiday Time, one time per fiscal year, in one set number of hours, payable at th e employee’s existing base rate of pay at the time of request.

Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of 10 working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed-out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee wi ll be responsible to pay back the City within 14 calendar days from the date of separation.

20. HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

When a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. When a holiday falls on a Sunday, the following Monday will be recognized as the holiday. Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pay for that holiday.

654
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

11 When a City-designated holiday is observed on an employee’s scheduled day off, holiday hours will be credited to the employee. The employee is required to initiate contact with their supervisor in writing to request authorization to utilize these banked holiday hours. The requested time off must be utilized within the equiva lent of 90 days after said hours appear in the employees’ leave bank.

If the employee fails to make a written request to utilize the banked holiday hours in accordance with the 90 days’ time restri ction, then the banked holiday hours will be stricken from the employee’s account and the employ ee will be entitled to no cash or other compensation in lieu thereof.

However, if the above-described written holiday ut ilization request is reje cted by a supervisor, then the above-described 90 day pe riod will be extended by 60 calendar days fr om the date that the 90
th day expired. In such case, the employee will make the request for holiday utilization as described above. Rejection by supervision during the 60 calendar days extension period described herein will result in additional 60 calendar days’ extension until use of the holiday time is either granted and utilized, or stricken from the employee’s account as authorized herein.

However, in any instance where the employee ha s made a proper and timely written request to utilize a holiday, with their request being denied as described herein, the employee will not be compelled by supervision to utilize the holiday on a day which is unacceptable to the employee.

When an employee separates from City employm ent (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday will be converted to cash at the hourly rate exis ting at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

In any instance where an employee works on a holiday, the employee may:
a) Be paid holiday hours at stra ight time and bank hours worked as compensatory time at overtime hours.
b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.

21. HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to advance Vacation time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holiday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director. 655
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

12 22. JURY DUTY:

Employees are compensated for jury service of 10 work days per fiscal year. A “work day” is defined as a regularly scheduled day of work for the employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one (1) hour of actual work time.

23. LABOR-MANAGEMENT COMMITTEE:

Beginning in 2016, on or about January and Jul y, AFSCME representatives, Human Resources staff, and supervisors of the Public Works Depart ment will meet to discuss issues affecting the AFSCME membership. Labor-Management meetings will not be mandatory; both parties agree that meetings will be held only if there are viable issues to discuss.

24. LIFE INSURANCE:

Employees are provided $100,000 in life insurance coverage. Also see Death Benefit Section in this MOU.

25. LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time payment upon adoption of this Memorandum of Understanding if having already reached one of the anniversaries above. For example, if an employee has worked for the City for 31 years, employee would receive a one-time payment of $2,000. Upon reaching their 35 year anniversary, employee would receive Longevity Pay of $2,500.

26. LUNCH BREAK (EXTENDED):

Four (4) times per year, at the Department Dir ector’s discretion, employees who elect to attend City designated events will be authorized to receive a 1-hour lunch break (i.e., regular 30 minute unpaid lunch break plus an ad ditional 30 minute lunch break with no time de ducted from the employee’s accrued leave account). One of the four times per year in whic h this benefit will be provided has been pre-authorized for use by AFSCME for attendance by employees at a AFSCME meeting. AFSCME will provide the Department Director with 14-calendar days written advance notice of the date of the AFSCME meeting.
656
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

13 27. MILEAGE REIMBURSEMENT:

Only employees authorized by their Department Director and who have provided the required vehicle insurance verification are eligible to receive mileage reim bursement. The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

28. OVERTIME:

Overtime will be paid for hours worked in excess of forty (40) hours in a seven (7) day work week.*

*Also see Regular Rate of Pay and Work Schedule Sections in this MOU.

29. RECRUITMENT INCENTIVE
For recommendation resulting in sworn Officer new hire as follows:
 $2,000 @ hire + $500 @ completion of probation for entry level.  $4,000 @ hire + $1,000 @ completion of probation for lateral.

For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

30. REGULAR RATE OF PAY:

For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to th e following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
 Acting Pay
 Additional Duty Pay
 Unused portions of the Benefit Bank received as cash
 Bilingual Pay
 Certification Pay
 Commercial Driver’s License Pay
 Longevity Pay
 Special Assignments Pay
 Standby Pay
 Work Boots and Work Shoes

For purposes of calculating the total hours actually worked in the work period, all hours taken as leave during the work period will continue to be deducted from total number of hours actually paid.

657
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

14 See also Overtime and Work Schedule Sections of this MOU.

31. REHIRE POLICY:

An employee who resigns from City employment a nd at the time of resignation is eligible for rehire, and who is, in fact, rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any ne wly hired employee. The only exception will be that any employee rehired will have their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to their resignation.

Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. This buy back will be at the hourly rate existing upon rehire. Sick Leave on record at the time of separation that was not compensated for, will be reinstated.

32. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE:

An employee is limited to 30 calendar days from service of an adverse document in which to respond to said document placed in their Perso nnel File. If the empl oyee, or the employee’s representative, requires additional time to prepare a response, either party may, in writing, notify the Director of Human Resources/Risk Management and an additional 30 days extension will be granted.

33. RETIREMENT:

Retirement Plans – The City has a three-tier retirement plan as follows:

A. Employees hired before the contract ame ndment with CalPERS, effective October 16, 2011, will continue to be eligible for the 2.7% at age 55 Plan with the single highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS, effective October 16, 2011, will be enrolled in the 2% at age 55 Plan with a 3-year average final compensation.

C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan with a 3-year average final compensation.

Member Contribution to CalPERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and PERS guidelines:

A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 658
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

15 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

34. SAFETY INCENTIVE PROGRAM:

For any 3-month period, using the quarters of July – September; October – December; January – March; and, April – June, that eligible employees, as a group, experience no work-related illness or injury, except for that requiring first aid treatment, affected employees will be credited with paid time off equal to five (5) hours. This paid time off will be placed in a leave bank which may be used at a time of the employe e’s choosing within a one (1) year period. Any hours remaining in this leave bank after a one (1) year period will be removed from the records without further consideration. This leave bank is not eligible to be converted to cash at any time. . Injuries that arise out of no-fault by the City employee will not affect this incentive. “No fault” will be determined by the Director of Human Resources/Risk Management after reviewing recommendations from the Deputy Director of De velopment Services and/ or the Public Works Services Manager.

35. SALARY ADJUSTMENT:

All adjustments to an employee’s salary will be ma de at the start of the pay period in which the salary adjustment becomes effective.

36. SEPARATION FROM CITY:

At the discretion and approval of the Department Director, empl oyees may be allowed to extend their last day of employment through the use of leave time one (1) pay period beyond that day on which the employee actually reports to work.

37. SICK LEAVE:

Upon hire, employees will be credited with 30 hours or three (3) days of Sick Leave, whichever is greater, which can be used following the comp letion of 90 days of continuous full-time employment. Following the 90
th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month up to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not rece ived, the employee will not receive payment of any Sick Leave hours for time missed from work.

38. SICK LEAVE HIRING INCENTIVE:
659
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

16 For difficult to fill positions, a new employee may be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for these Sick Leave hours at the amount proposed or greater.

39. SICK LEAVE BUY-BACK:

At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at th e time of separation. This benefit is contingent upon non-retirement, non-disc iplinary separation, and completion of five (5) years of full-time City service. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave Converted to Compensation 5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City will buy back accrued Sick Leave at 100% for any service or disability retirement following five (5) years of continuous full-time service with the City as the final employer.

40. SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule:

A
Sick Leave Days
(10 hours) Earned
B
Annual Sick Leave
Days (10 hours) used
C
Personal Leave Days
(8 hours) Conversion
D
Up to 56 hours of
Sick Leave in excess
of 960 hours limit
Converted to Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0+64+56=120 hrs
11 days (110 hrs) 1 da y (10 hrs) 7 da ys (56 hrs) 10+56+54=120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 da ys (48 hrs) 20+48+52=120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30+40+50=120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 da ys (32 hrs) 40+32+48=120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50+24+46=120 hrs 6 days (60 hrs) 6 da ys (60 hrs) 2 da ys (16 hrs) 60+16+44=120 hrs

Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to another. Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the 1,080 hours Sick Leave limit.

41. SICK LEAVE PROGRAM:

Employees having in excess of 960 hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of 960 hours, up to a maximum of 56 hours. 660
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

17 42. SPECIAL ASSIGNMENTS:

Employees will be subject to mandatory transf ers into “Special Assignments” to meet the operational needs of the City (e xcepting positions re quiring an official Police Background be conducted, which remain subject to voluntary transf er). Training will be provided, as needed, to assist in the transition of acqui ring new duties and responsibilities. If an employee has a specific concern relative to the “Special Assignment” they have been chosen to fill, a discussion will be held that may include the affe cted employee, their representa tive, the Director of Human Resources/Risk Management and any other relevant party.

An employee will experience no ch ange in compensation if the “Special Assignment” is deemed to be set at a lower pay grade than the employee is currently earning. If an employee is placed in a position at a higher pay grade than the employee is currently earning, this will be deemed to be “Acting Duty” and will be compensated in accord ance with the City’s Rules regarding “Acting Duty” status. The period over which “Acting Duty ” can be continued will not be limited by the timeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed on probationary status. The length of time to be worked in a “Special Assignment” is undetermined; however, an employee, or their representative, may periodically request a status report as to the anticipated continuation of their “Special Assignment” job.

An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment” (i.e., not performing at a satisfactory level or bette r) will not be subject to termination if said substandard performance is based on a lack of job skill or a disability.

43. STANDBY PAY AND CALL BACK TO DUTY COMPENSATION:

Three (3) hours of straight time compensation per 24 hour s of Standby duty are provided.

Employees who are required to be on Standby duty will be paid at one and one-half (1-1/2) times their hourly base rate of pay with a two (2) hour minimum guarantee for actual time worked in response to a Call Back while on Standby duty. A maximum of 30 minutes driving time each way is included within actual time worked.

On City-designated holidays, the employees w ill be paid four (4) hours of straight time compensation per 24 hours of Standby duty and paid at one and one-half (1-1/2) times their hourly base rate of pay with a four (4) hour minimum guarantee. A maximum of 30 minutes driving time each way is included within actual time worked.

Pre-scheduled service checks, authorized by the De partment Director or their designee, will be paid at the rate of one and one-half (1-1/2) times and has no effect on the Standby pay. Work hours for pre-scheduled service checks will not include time spent in traveling to and from the worksite unless a duty vehicle has been assigned for purposes of responding to Call Back.

44. TOOL ALLOWANCE:

Employees holding the position cl assification of Equipment M echanic and Lead Equipment Mechanic will receive reimbursement for replacem ent tools or specialty tools approved by their 661
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

18 supervisor prior to the purchase of the tool. Em ployees are required to submit a receipt for reimbursement. Employee may receive reimbursement of up to a maximum of $1,500 per fiscal year.

45. TRAINING FOR COMMERCIAL DRIVER LICENSE:

Employees who must keep a Class “A”, Class “B” or Class “C” with Hazmat Endorsement, also known as a Commercial Drivers’ License, as part of their job requirements will be provided with training by the City. The determination as to whether training will be provided onsite or elsewhere during regular work hours at the C ity’s expense, will be solely at the discretion of the City. The City takes no responsibility for the employee pa ssing the necessary tests to qualify for a Commercial Driver’s License and provision of this benefit does not guarantee an employee regular placement in a position if the employee does not qualify and obtain a Commercial Driver’s License prior to the end of their probationary period.

46. TUITION ADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional de velopment course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authori zed to cover any amou nt of any employee’s educational expenses.

The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotion into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Indivi duals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and Univ ersity Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Asso ciation of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an instituti on listed on the Higher Learning Commission (HLC). Other accreditations ma y be eligible upon review by the Human Resources/Risk Management Department.

Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health fees, “gym” fees and other miscellaneous fees, whether billed as 662
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

19 “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In th e event that the educational institution attended does not provide the employee with verification of completion or grades or receipts within this 60 calendar days timeframe , the employee is responsible to notify the Dire ctor of Human Resources/Risk Management, in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of ei ther the initial 60 calendar days or at the end of the extension of an additional 60 calendar days (to 120 calendar days total), the City will have the right to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.

47. TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year in order to verify the number of employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1 of each year in order to participate in this Enhanced Program.

It shall remain the individua l employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

48. UNIFORMED PERSONNEL:

Refer to attached Exhibit A for eligibility. Employees agree to accept only those uniforms needed and to return any unused uniforms to the City. Shir ts, pants, sweatshirts, jackets and hats shall be returned to the employee’s Department supervisor for replacement as needed.

Also see Work Boots & Work Shoes Section in this MOU.

49. UNION BUSINESS:

Union members are provided with 24 hours of paid leave per fiscal year, to attend training or other related business in the interests of AFSCME, at times authorized by the City. In years during which negotiations for a successor MOU occurs, an additional 6 hours for a total of 30 hours of paid leave will be made available to AFSCME members. These hours do not accumulate and cannot be carried over from one fiscal year to the next.

50. UNION REPRESENTATION – REQUEST FOR DECERTIFICATION:

The City will amend its language as found in Resolution 85-53 to read as follows:
663
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

20 A Decertification petition alleging that the incumbent recognized employee organization no longer represents a majority of employees in the recognized unit must be filed with the Director of Human Resources/Risk Management no later than six (6) months (180 days) prior to the expiration of the Memorandum of Understanding then in effect. A Decertification Petition must be filed by two (2) or more employees or their re presentative, or an employee organization, and will contain the following information and documentation declared by the duly authorized signatory under penalty of perjury to be true, correct and complete:
a. The name, address and telephone number of the petitioner(s) and a designated representative authorized to receive notices or requests for further information. b. The name of the established represented unit and the incumben t recognized employee organization sought to be decertified as the representative of that unit. c. Proof that the incumbent recognized employee organization no longer represents more than 50% of the employees in the re presented unit, and any other re levant and mate rial facts, including verification that more than 50% of the represented unit no longer desire to be represented by the recognized employee organization.

Such proof will be submitted for verification to the Director of Human Resources/Risk Management. All signatures on the Decertification Petition will indicate the date when signed by the employees. All signatures on the Petition will be obtained within one month (30 days) prior to filing the Decertification Petition with the Director of Human Resources/Risk Management.

If an accompanying Request for Recognition is filed, and decertification of the incumbent recognized employee organization is made, such documentation will also determine the wishes of employees as to the question of representation.

51. VACATION LEAVE:

Maximum accrual of Vacation is 400 hours. U pon separation from City employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave Conversion. It is the responsibility of employees to schedule Vacation ti me off for rest and rec uperation in order that earned Vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6-24 12 da ys p/year (10.0000 hours p/month)
25-48 15 da ys p/year (12.5000 hours p/month)
49-108 18 da ys p/year (15.0000 hours p/month)
109-120 19 da ys p/year (15.8333 hours p/month)
121+ 20 da ys p/year (16.6666 hours p/month)

52. VACATION LEAVE BUY BACK:

At separation or retirement, 100% of accrued V acation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back.

664
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

21 53. VACATION LEAVE CONVERSION:

Employees who have accrued a minimum of 120 hours of Vacation Leave may convert a maximum of 80 hours of Vacation Leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) mont hs prior to date of conversion, half the number of accrued leave hours requested excluding Sick Leave, must have been taken as time off. Note: usage requirement will be waived for “activated” military personnel.

54. WORK BOOTS AND WORK SHOES:

All employees covered under this agreement will receive a $300 allowance in their first paycheck in January. These funds will be used by the employee for the purchase of safety-rated work boots or work shoes. Employees are required to w ear and maintain work boots/work shoes in conformance with OSHA regulations and City appearance standards.

55. WORK SCHEDULE:

The City shall establish work schedules as may be necessary for efficient and economical provision of services for the public and to make such adju stments in work schedules as are, from time to time, required.

The Fair Labor Standards Act defines a work pe riod as a regularly recurring period of 168 hours in seven consecutive 24-hour periods. The 7-day work period need not coincide with the calendar week. For purposes of this Agreement, the 7-day work period begins at midnight each Monday and ends at 11:59 pm the following Sunday.

Employees of this Union shall work a forty (40) hour work week under either a 4/10, 9/80 or 5/40 schedule.
 Employees assigned a 4/10 work schedule shall work four (4) consecutive work days of ten (10) working hours each excluding the meal period, followed by three (3) consecutive days off.
 Employees assigned a 9/80 work schedule shall work eight (8) work days of nine (9) hours each, and one (1) day of eight (8) hours, exclusive of the meal period. The designated Fair Labor Standards Act (FLSA) workweek shall begin exactly four hours after the start of their 8-hour shift on the day of the week that corresponds with the employee’s alternating regular day off.
 Employees assigned a 5/40 work schedule shall work a week of five (5) consecutive work days of eight (8) hours each within a seven (7) day period and two (2) cons ecutive days off.

Also see Overtime and Regular Rate of Pay Sections in this MOU.

56. WORKERS’ COMPENSATION PROGRAM:

Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, their duties the employee will be compensated as follows: On the first, second, and third day of th e injury employees will use accrued Sick Leave, 665
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

22 Vacation Leave, Floating Holiday Leave, and/ or Compensatory Time off for full salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current m onthly salary, less any a pplicable deductions (i.e ., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days the City will credit the employee for the first 3 days of Sick Leave used.

If hospitalization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.

57. WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
 That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will have been filed or served against the City of Chino.
 That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
 That the injured employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by st atutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

58. SAVINGS CLAUSE:

Should any clause in this Memorandum of Understanding be held invalid by law and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Memorandum of Understanding will remain in full force and effect. The City and AFSCME will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision.

However, no such replacement is mandated.

59. MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered by this Agreement and presently enjoyed by the employees will remain in full force and effect during the term of this agreement unless mutually agreed to the contrary by both th e City and AFSCME or determined by law and/or a court of competent jurisdiction to be unlawful.

60. IMPLEMENTATION:
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AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

23 The terms of this Memorandum of Understanding are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented up on adoption by the City Council.

AFSCME proposals for the next agreement are requested to be served on the City by no later than April 15 of each year.

Signatures on following page.
667
AFSCME
Memorandum of Understanding
July 1, 2023 – June 30, 2025

24 Alex Banuelos, President Linda Reich, City Manager AFSCME Local 3183 City of Chino

D a t e D a t e

Kevin Korcok, Vice President Geria nn Kingslan, Director of HR/RM AFSCME Local 3183 City of Chino

Date Date

Andy Llamas, Treasurer
AFSCME Local 3183

Date

Ross Aragon IV, Member
AFSCME Local 3183

Date

Luis Schmidt
AFSCME D.C. 36 Representative

Date
668
EXHIBIT A ‐ UNIFORMS FOR AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) Eligible Positions Maintenance Worker
Water Distribution Operator
Water Quality Technician
Water Systems Operator
Asst. Water Utilities Supervisor
Maintenance Lead Worker
Water Distribution Lead Operator
Lead Equipment Mechanic
Equipment Mechanic
Customer Service Rep.

Lead Customer Service Rep.

Bldg. Maintenance Worker
Facilities Worker
Description of Required
Uniforms
Combination of up to 10 shirts or
button up rental uniform shirts;
duty personnel may have up to 12
shirts and 1 extra jacket.

Combination of up to 10
shorts/long pants;  1 regular hat; 1
summer hat;  1 sweatshirt; 1
jacket.  Color to be determined by
department.

Combination of up to 10 shirts or button
up rental uniform shirts; duty personnel
may have up to 12 shirts and 1 extra
jacket .  Combination of up to 10
shorts/long pants;  1 regular hat; 1
summer hat; 1 sweatshirt; 1 jacket.

Color to be determined by department.

Combination of up to 10 shirts or
button up rental uniform shirts;
combination of up to 10
shorts/long pants; 1 regular hat;
1 sweatshirt; 1 jacket.  Color to
be determined by department.

Combination of up to 5 polo shirts
(long sleeve and short sleeve
button down shirts or other City
approved shirts) with logo on left
sleeve, first name on right lapel
and title on left lapel.  Combination
of up to 5 shorts/long pants; 1
straw hat or hat per fiscal year to
be replaced upon supervisor's
approval; 1 sweatshirt; 1 jacket
with City logo on left sleeve and
color to be determined by
department.

Combination of up to 5 shirts or
9 rental shirts (which include
polo shirts or rental uniform
shirts) with logo on left sleeve,
first name on right lapel, and title
on left lapel.  Combination of up
to 9 flat front Dickie or similar
style shorts, uniform long pants
or cargo shorts for work‐related
purposes; up to 4  hats; 1
sweatshirt and 1 jacket with City
logo on left sleeve and color to
be determined by department.

T‐Shirt Long Sleeve or Short
Sleeve (City‐owned) Up to 10* per fiscal year  Up to 9* per fiscal year Up  to 10 per fiscal year N/A Up to 10 grey shirts per fiscal year
Button Up Uniform Shirt Up  to 10* per fiscal year  At least 1 and up to 10* per fiscal year Up to 10 per fiscal year N/A Up  to 9 per fiscal year Polo Shirt (City‐owned) Up  to 5 per fiscal year N/A N/A Up  to 5 per fiscal year Up  to 5 per fiscal year Combination Pants/Shorts Up  to 10 per fiscal year  Up to 10 per fiscal year Up  to 10 per fiscal year Up  to 5 per fiscal year Up  to 9 per fiscal year Hats 2  per fiscal year 2  per fiscal year 1  as needed 1  per fiscal year Up  to 4 per fiscal year Sweatshirt (City‐owned) 1  per fiscal year 1  per fiscal year 1 per fiscal year 1 as needed 1  as needed Jackets (City‐owned) 1  as needed 1  as needed 1  as needed 1  as needed 1  as needed Short‐Sleeve Button Down Shirts N/A N/A N/A Up  to 5 per fiscal year N/A Long‐Sleeve Button Down Shirts N/A N/A N/A Up  to 5 per fiscal year N/A Grey T‐Shirt Short Sleeve N/A N/A N/A Up  to 5 per fiscal year N/A Grey T‐Shirt Long Sleeve N/A N/A N/A Up  to 5 per fiscal year N/A Raingear, gloves, safety glasses
and safety sunglasses (Non‐
PERSable)
1 of each per fiscal year 1  of each per fiscal year 1  of each per fiscal year N/A 1  of each per fiscal year *Duty Personnel may have up to a total of 12 shirts (t‐shirts and uniformed shirts combined) and 1 jacket. 669

Memorandum of Understanding
CONFIDENTIAL July 1, 2023 June 30, 2025

3 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION (A RECOGNIZED EMPLOYEE ASSOCIATION)

This Memorandum of Understanding (MOU) is entered into with references to the following facts:

A. The Chino City Hall CONFIDENTIAL Employee A ssociation, hereinafter referred to as the “CONFIDENTIAL,” is the recognized employ ee organization for all regular, full-time CONFIDENTIAL, non-management employees w ithin City Hall in the City of Chino, hereinafter referred to as the “City,” who ar e assigned to the City Manager’s office, Human Resources/Risk Management Department, Finance Department/Payroll Division, Administrative Secretaries reporting to a Department Director and all Management Assistants assigned to Finance, Community Services, Parks & Recreation and the Administration Departments. The positions in CONFIDENTI AL Association are designated as such in the City’s Classification and Compensation Schedule. Non-Management Positions.

Administrative Secretary – Community Services Department Administrative Secretary – Development Services Department Administrative Secretary – Finance Department
Administrative Secretary – Human Resources/Risk Management Department Deputy City Clerk – Administration Department
Executive Assistant to the City Council – Administration Department Human Resources Specialist – Human Resources/Risk Management Department Human Resources Technician – Human Resources/Risk Management Department Information Technology Specialist – Administration Department Management Assistant – Various Departments
Payroll Clerk – Finance Department
Payroll Supervisor – Finance Department
Payroll Technician – Finance Department
Records Technician – Administration Department
Secretary To The City Council – Administration Department

B. In the interest of maintaining harmonio us relations between the City and the CONFIDENTIAL, authorized representatives of the City and CONFIDENTIAL have met and conferred in good faith, exchanging various pr oposals concerning wages, hours, and other terms and conditions of employme nt of the employees which are within the scope of law for represented employees in CONFIDENTIAL.

C. The authorized representatives of the City and CONFIDENTIAL have reached mutual agreement on wages, hours and other terms and conditions of employment for these employees.

THEREFORE, the City and CONFIDENTIAL agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2023, through and including June 30, 2025. (Note: The provisions of this Memorandum of Understanding apply only to those 670

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4 individuals who are employed with the City of Chino on the day following the adoption of a formal resolution by City Council approving this MOU).

1. ACTING PAY:

The City will grant Acting Pay after an employee has worked in a higher classification for 20 consecutive work days or for 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be 5% above the employee’s current base sa lary rate or “A” Step of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager.

Subject to the conditions noted above, qualifyin g employees will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work da ys or 20 non-consecutive work days in a 90 calendar day period. The employee will receive Acting Pay re troactive to the first day of serving in the acting capacity.

2. ADDITIONAL DUTY PAY:

Afforded to an employee who ta kes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.

3. ASSOCIATION MATTERS:

A 250 copy per month photocopy account is estab lished for CONFIDENTIAL business. Copies exceeding 250 per month will be paid to the C ity by CONFIDENTIAL at the current per-copy charge. Association members are provided 24 hours per fiscal year to be used to attend to training or other related business in the interest of CONFIDENTIAL, at times authorized by the City.

These hours do not accumulate or carry over from one fiscal year to the next.

CONFIDENTIAL is allowed to use City Hall as its corporate headquarters (mailing address and meetings). Permission must be obtained from the City Manager for any association fundraising activity conducted on City of Chino property.

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION:

The City amends its language as found in Resolution 85-53 to read as follows:

A Decertification petition alleging that the incumbent recognized employee organization no longer represents a majority of employees in the recognized unit must be filed with the Director of Human Resources no later than six (6) months (180 days ) prior to the expiration of the Memorandum of Understanding then in effect. A Decertificati on Petition must be filed by two (2) or more employees or their representativ e, or an employee or ganization, and will co ntain the following information and documentation declared by the duly authorized signatory under penalty of perjury to be true, correct and complete:
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5 a) The name, address and telephone number of the petitioner(s) and a designated representative authorized to receive notices or requests for further information. b) The name of the established represented unit and the incumben t recognized employee organization sought to be decertified as the representative of that unit. c) Proof that the incumbent recognized employee organization no longer represents more than fifty percent (50%) of the empl oyees in the represented unit, and any other relevant and material facts, including verification that more than fifty percent (50%) of the represented unit no longer desire to be represented by the recognized employee organization.

Such proof will be submitted for verification to the Director of Human Resources/Risk Management. All signatures on the Decertification Petition will indicate the date when signed by the employees. All signatures on the Petition will be obtained within one month (30 days) prior to filing the Decertification Petition with the Director of Human Resources/Risk Management.

If an accompanying Request for Recognition is filed, and decertification of the incumbent recognized employee organization is made, such documentation will also determine the wishes of employees as to the question of representation.

5. BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible depe ndents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the rate e qual to Kaiser), dental and vision coverage for family coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates become effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

6. BEREAVEMENT LEAVE:

The City will provide a non-accruin g bank of five (5) days (50 hour s) for the bereavement of an immediate family member. An “immediate family member” is defined as a spouse; domestic partner; parent; sibling; child; step-child; mothe r-in-law; father-in-law; brother-in-law; sister-in- law; daughter-in-law; son-in-law; grandparent or grandchild.

7. BILINGUAL PAY:

Employees are eligible to receive a $100 Bilingual allowance per month (paid over 24 pay periods) for verbal fluency in any langua ge that the Department Direct or deems necessary other than English, including sign language, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Departme nt to determine employees’ proficiency.

Testing and its frequency are at the discreti on of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by their Department Director. Eligibility for the opportunity to test for Bilingual Pay is sole ly at the employee’s Department Director’s discretion and is not subject to administra tive appeal or challe nge. The Department 672

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6 Director will make his/her recommendation based on an asse ssment of the need for the employee to use bilingual skills on-the-job. In the event that an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination ma y be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

An additional $50 bilingual allowance per month may be granted if the employee’s Department Director determines that the employee uses bilingua l skills on an ongoing and consistent basis.

The Department Director makes this determination and there is no right of appeal.

8. COMPENSATORY TIME:

Employees may accrue a maximum of 40 hours of Compensatory T ime off. Each employee has the option of electing to convert any, or all, accrued Compensatory Time off hours to pay with the second paycheck in November of each year at the hourly rate existing at that time. Upon separation from this bargaining unit, accrued Compensatory T ime off will be converted to cash at the then existing base hourly rate.

Employees will only be eligible to earn Compen satory Time when working overtime in their regularly assigned assignment. All other overtime earned will be paid.

9. COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

10. COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

For any part-time position that receives a mandated wage increase (due to the minimum wage law), the full-time position will receive the same increase.

11. DEATH BENEFIT:

Employees are provided with $100,000 in life insuran ce coverage, payable to beneficiary on file in the Human Resources/Risk Management Department at time of death.

In the event of an employee’s death, their benefi ciary will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave time will be paid out at the rate established by years of service. If the employee would have been e ligible for retirement using the definition in CalPERS, Sick Leave will be paid to the empl oyee’s beneficiary(ies) at 100% cash out of the employee’s accrued Sick Leave on record.

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7 In the event of an employee’s death where such death is defined by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

12. DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.

“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three (3) years of their planne d retirement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law.

To the extent allowed by fede ral and state law and the City 's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrued Si ck Leave/Vacation/Sick Leave Conversion/ Floating Holiday Compensatory Time leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 Catch-up" shall normally be dist ributed over an employe e's last three (3) years prior to their planned retirement date. However, based on the total amount of "457 Catch-up" contributions available to the employee, accumulated sick leave hours, and the employee's designated retirement date, "457 catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 Catch-up" privileges available to him/her, and be enrolled in the City-sponsored 457 Deferred Compensation Plan.

“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will adva nce employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being elig ible to receive 100% Sick Leav e pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The 674

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8 employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.

“Catch-up” hours advanced will be counted towards the employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or compensato ry Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.

Employees may use accrued Sick Leave hour s and/or accrued Va cation Leave hours to contribute this additional amount.

Contributions to deferred compensation progra m will be discontinued while an employee is receiving Workers’ Compensation payments.

13. DIRECT DEPOSIT
All employees will have funds dir ectly deposited into an account they established for deposit of their payroll checks.

14. DISABILITY:

Full-time, non-probationary employees are eligible for a City-f unded Short/Long-term disability plan which provides for salary continuation effective on the 41 st consecutive calendar day of
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9 disability at a rate of 100% of the employee’s base salary, with a provision to continue regular benefits and benefit accruals. On the 61st consecutive calendar day of disability, salary continuation is paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will not exceed five (5) years.

15. DISCIPLINARY APPEAL PROCEDURE:

Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

16. FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

17. FLOATING HOLIDAY TIME:

Employees are provided with 35 hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service). This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to 35 hours of Floating Holiday Time, one time per fiscal year, in one set number of hours, payable at th e employee’s existing base rate of pay at the time of request.

Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of 10 working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning or separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed-out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee wi ll be responsible to pay back the City within 14 calendar days from the date of separation.

18. HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

When a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. When a holiday falls on a Sunday, the following Monday will be recognized as the holiday. Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pay for that holiday.
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10 When a City-designated holiday is observed on an employee’s scheduled day off, holiday hours will be credited to the employee. The employee is required to initiate contact with their supervisor in writing to request authorization to utilize thes e banked holiday hours. The requested time off must be utilized within the equiva lent of 90 days after said hours appear in the employees’ leave bank.

If the employee fails to make a written request to utilize the banked holiday hours in accordance with the 90 days’ time restri ction, then the banked holiday hours will be stricken from the employee’s account and the employee will be entitled to no cash or other compensation in lieu thereof.

However, if the above-described written holiday ut ilization request is reje cted by a supervisor, then the above-described 90 day pe riod will be extended by 60 calendar days fr om the date that the 90
th day expired. In such case, the employee w ill make the request for holiday utilization as described above. Rejection by supervision during the 60 calendar days extension period described herein will result in additional 60 calendar days exte nsions until use of the holiday time is either granted and utilized, or stricken from the employee’s account as authorized herein.

However, in any instance where the employee ha s made a proper and timely written request to utilize a holiday, with said request being denied as described herein, the employee will not be compelled by supervision to utilize the holiday on a day which is unacceptable to the employee.

When an employee separates from City employm ent (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday will be converted to cash at the hourly rate exis ting at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

In any instance where an employee works on a holiday, the employee may:
a) Be paid holiday hours at straight time and bank hours worked as compensatory time at overtime rate.
b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.

19. HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to advance Vacation time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holiday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.

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11 20. JURY DUTY:

Employees are compensated for jury service of 10 work days per fiscal year. A “work day” will be defined as a regularly scheduled day of work for the employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one (1) hour of actual work time.

21. LIFE INSURANCE:

Employees are provided with $100,000 in term life insurance coverage.

Also see Death Benefit Section in this MOU.

22. LONGEVITY PAY:

Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time payment upon adoption of this Memorandum of Understanding if having already reached one of the anniversaries above. For example, if an employee has worked for the City for 31 years, employee would receive a one-time payment of $2,000. Upon reaching their 35 year anniversary, employee would receive Longevity Pay of $2,500.

23. MILEAGE REIMBURSEMENT:

Only employees authorized by their Department Director and who have provided the required vehicle insurance verification are eligible to receive mileage reim bursement. The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

24. OVERTIME:

For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a workweek will be counted as hours worked. Overtime hours are paid at the rate of one and one-half (1-1/2) times the employee’s base rate of pay unless otherwise specified in this Memorandum of Understanding.

Employees working Household Hazardous Waste or another assignment outside of their regularly assigned Department must seek their supervisor’s approval prior to working the outside assignment; the employee may be paid for overtime or accrue compensatory time.

Also see Regular Rate of Pay Section in this MOU.
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12 25. RECRUITMENT INCENTIVE
For recommendation resulting in sworn Officer hire as follows:
 $2,000 @ Hire + $500 @ completion of probation for entry level.  $4,000 @ Hire + $1,000 @ completion of probation for lateral.

For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

26. REGULAR RATE OF PAY
For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to th e following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
 Acting Pay
 Additional Duty Pay
 Unused portions of the Benefit Bank actually received as cash  Bilingual Pay
 Longevity

For purposes of determining the total hours actually worked in the work period, all hours taken as leave are deducted from total number of hours paid.

See also Overtime Section of this MOU.

27. REHIRE POLICY:

An employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, a nd who is, in fact, rehired la ter than six (6) months after the effective date of resignation and then employed in their former classification or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary pe riod that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have their seniority level and leave accrual rates set based upon the number of years of service with the City of Chino prior to their resignation.

Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly ra te existing upon rehire.

Sick Leave on record at the time of separation that was not compensated for, will be reinstated.

28. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE:

An employee is limited to 30 calendar days from service of an adverse document in which to respond to said document placed in their Perso nnel File. If the empl oyee, or the employee’s representative, requires additional time to prepare a response, either party may, in writing, notify 679

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13 the Director of Human Resources/Risk Management and an additional 30 days extension will be granted.

29. RETIREMENT:

Retirement Plans – The City has a three-tier retirement plan as follows:

A. Employees hired before the contract amendment with CalPERS effective October 16, 2011, will continue to be eligible for the 2.7% at 55 Plan, with the singl e highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.

Employees hired on or after January 1, 2013, will be enrolled in the is 2% at age 62 (PEPRA) Plan with a 3-year average final compensation.

Member Contribution to CalPERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to PERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and PERS guidelines:

A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

30. SALARY ADJUSTMENT:

All adjustments to an employee’s salary will be ma de at the start of the pay period in which the salary adjustment becomes effective.

31. SCHEDULE:

The City allows employees the ability to utilize a flexible time (flex time) work schedule.

Scheduling is developed/administer ed departmentally with the De partment Director serving as ultimate approver of schedules.

32. SEPARATION FROM CITY:

At the discretion and approval of the Department Director, empl oyees may be allowed to extend their last day of employment through the use of leave time one (1) pay period beyond that day on which the employee actually reports to work.

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14 33. SICK LEAVE:

Upon hire, employees will be credited with 30 hours or three (3) days of sick Leave, whichever is greater, which can be used following the comp letion of 90 days of continuous full-time employment. Following the 90 th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month up to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not rece ived, the employee will not receive payment of any Sick Leave hours for time missed from work.

34. SICK LEAVE HIRING INCENTIVE:

For difficult to fill positions, a new employee may be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for sick leave hours at the amount proposed or greater.

35. SICK LEAVE BUY-BACK:

At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at th e time of separation. This benefit is contingent upon non-retirement, non-disc iplinary separation, and completion of five (5) years of full-time City service. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave Converted to Compensation 5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City will buy-back Sick Leave at 100% for any service or disability retirement following five (5) years of continuous full-time service with the City as the final employer.

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15 36. SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned sick leave accrual benefits for one (1) full fiscal year, sick leave may be converted to personal leave in accordance with the following schedule:

A
Sick Leave
Days (10 hours)
Earned

B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
Hours limit converted
To Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0+64+56 = 120 hrs
11 days (110 hrs) 1 da y (10 hrs) 7 da ys (56 hrs) 10+56+54 = 120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 da ys (48 hrs) 20+48+52 = 120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30+40+50 = 120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 da ys (32 hrs) 40+32+48 = 120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50+24+46 = 120 hrs 6 days (60 hrs) 6 da ys (60 hrs) 2 da ys (16 hrs) 60+16+44 = 120 hrs

Personal leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to another. Personal leave th at is not used will be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the 1,080 hours Sick Leave time.

37. SICK LEAVE PROGRAM:

Employees having in excess of 960 hours of accumulated sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of 960 hours, up to a maximum of 56 hours.

38. TUITIONADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional de velopment course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authori zed to cover any amou nt of any employee’s educational expenses.

The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotion into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Indivi duals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

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16 A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and Univ ersity Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Asso ciation of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an instituti on listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, pa rking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the instit ution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In th e event that the educational institution attended does not provide the employee with verification of completion or grades or receipts within this 60 calendar days timeframe , the employee is responsible to notify the Dire ctor of Human Resources/Risk Management, in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of ei ther the initial 60 calendar days or at the end of the extension of an additional 60 calendar days (to 120 calendar days total), the City will have the right to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.

39. TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year in order to verify the number of employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1 of each year in order to participate in this Enhanced Program.

It shall remain the individua l employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

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17 40. VACATION LEAVE:

Maximum accrual of Vacation is 400 hours. U pon separation from City employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave Conversion. It is the responsibility of employees to schedule Vacation ti me off for rest and rec uperation in order that earned Vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6 mos – 24 mos of service: 12 da ys p/year (10.0000 hours p/month) 25 mos – 48 mos of service: 15 da ys p/year (12.5000 hours p/month) 49 mos – 108 mos of service: 18 da ys p/year (15.0000 hours p/month) 109 mos – 120 mos of service: 19 da ys p/year (15.8333 hours p/month) 121 or more months of service: 20 da ys p/year (16.6666 hours p/month)

41. VACTION LEAVE BUY BACK
At separation or retirement, 100% of accrued V acation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back.

42. VACATION LEAVE CONVERSION:

Employees who have accrued a minimum of 120 hours of Vacation Leave may convert a maximum of 80 hours of Vacation Leave to pay per fiscal year. Six (6) months prior to date of conversion, half the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of convers ion. Note: usage requirement waived for “activated” military personnel.

43. WORKERS’ COMPENSATION PROGRAM:

Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, their duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick Leave, Vacation Leave, Floating Holiday Leave, and/ or Compensatory Time off for full salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current m onthly salary, less any a pplicable deductions (i.e ., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is requir ed the first, second, and third da ys’ salary is paid by the City through the Workers’ Compensation program.

44. WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a ten percent (10%) premium benefit payment provided the following occurs:
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18  That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit;
 That neither a “Notice of Cla im” nor “Application for Adjudi cation of Claim” will have been filed or served against the City of Chino;
 That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City; and
 That the injured employee and the City have employed the guidance of the State Department of Industrial Rela tions Office of Information a nd Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

45. SAVINGS CLAUSE:

Should any clause in this Memorandum of Understanding be held invalid by law and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Memorandum of Understanding will remain in full force and effect. The City and CONFIDENTIAL will immediately commence to ne gotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.

46. MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered by this Agreement and presently enjoyed by the employees will remain in full force and effect during the term of this Agreement unless mutually ag reed to the contrary by both the City and CONFIDENTIAL or determined by law and/or by a court of competent jurisdiction to be unlawful.

47. IMPLEMENTATION:

The terms of this Memorandum of Understanding are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented up on adoption by the City Council.

CONFIDENTIAL proposals for the next Agreement are requested to be served on the City by no later than April 15 of each year.

Signatures on following page.

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CONFIDENTIAL July 1, 2023 June 30, 2025

19 ________________________________________ _________________________ Elizabeth Espinoza, Employee Representative

CONFIDENTIAL
Linda Reich, City Manager
City of Chino

____________________ ____________________
Date Date

________________________________________ _________________________ Rosa Olguin, Employee Representative

CONFIDENTIAL
Geriann Kingslan
Director of Human Resources/
Risk Mana
gement

____________________ ____________________
Date Date

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Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

3 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE TEAMSTERS LOCAL 1932

PROFESSIONAL, TECHNICAL AND CLERICAL UNIT
(A RECOGNIZED EMPLOYEE UNION)

This Memorandum of Understanding (MOU) is entered into with references to the following facts:

A. The Teamsters Local 1932 Professional, Technical and Clerical Unit, hereinafter referred to as the “Teamsters PTC Unit”, is the recognized em ployee organization for al l regular, full-time Professional, Technical and Clerical employees in the City of Chino, hereinafter referred to as the “City.” These employees are collectively re ferred to as the “employees.” The current positions of the Teamsters PTC Unit can be found in the current Classification and Compensation Schedule – Non-Management Positions.

Account Clerk I/II/III (Except PD)
Accountant
Accounting Technician
Administrative Secretary (Except PD)
Asst. Homeless Outreach Coordinator
Assistant Planner
Assistant Project Coordinator
Billing Supervisor
Building Inspector
Cable TV Associate
Cable TV Production Coordinator
Case Manager I/II
Clerical Aide
Clerk Typist I/II
Code Compliance Inspector
Code Compliance Technician
Community Services Coordinator
Community Services Specialist
Community Services Supervisor
Engineering Aide
Engineering Technician
Environmental Technician
Executive Assistant
Executive Secretary
Homeless Outreach Coordinator
Management Aide
Permit Processing Specialist
Permit Technician
Planning Technician
Plans Examiner
Police Academy Trainee
Police Recruit
Public Works Inspector
Public Works Lead Inspector
Senior Accountant
Senior Building Inspector
Storekeeper
Storekeeper Aide

B. In the interest of maintaining harmonious re lations between the Ci ty and the employees, authorized representatives of the City and the Teamsters PTC Unit have met and conferred in good faith, exchanging various proposals concerning wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in the Teamsters PTC Unit.

C. The authorized representatives of the City a nd the Teamsters PTC Unit have reached mutual agreement on wages, hours and other terms and conditions of employment of the employees.

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Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

4 THEREFORE, the City and the Teamsters PTC Unit agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2023, through and including June 30, 2025. (Note: The provisions of this Me morandum of Understanding apply only to those individuals who ar e employed with the City of Ch ino on the day following the adoption of a formal resolution by City Council approving this MOU).

1. ACTING PAY:

The City will grant Acting Pay after an employee has worked in a higher classification for 20 consecutive work days or for 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be 5% above the employee’s current base sa lary rate or “A” Step of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager.

Subject to the conditions noted above, qualifyin g employees will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work da ys or 20 non-consecutive work days in a 90 calendar day period. The employee will receive Acting Pay re troactive to the first day of serving in the acting capacity.

See also Special Assignment Section of this MOU.

2. ADDITIONAL DUTY PAY:

Afforded to an employee who ta kes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.

3. ASSOCIATION MATTERS/UNION STEWARD RELEASE TIME:

A 250 copy per month photocopy account is established for Teamsters PTC Unit business. Copies exceeding 250 per month will be paid to the City by the Teamsters PTC Unit at the current per- copy charge. Association members are provided 24 hour s per fiscal year to be used to attend to training or other related business in the interest of the Teamsters PTC Unit, at times authorized by the City and the Teamsters PTC Unit. These hours do not accumulate or carry over from one fiscal year to the next.

The Association is allowed to use City Hall as its corporate headquarters (mailing address and meetings). Permission must be obtained from the City Manager for any Association fund raising activity conducted on City of Chino property.

Two (2) hours per month of releas e time will be provided to up to four (4) Union Stewards to attend Union meetings. Advance no tice of not less than two (2) wo rk days must be provided to the employee’s supervisor that time from work is needed to attend Union business.

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Teamsters PTC Unit July 1, 2023 - June 30, 2025

5 Teamster Local 1932 shall notify the City’s Human Resources/Risk Management Department of the names of the Union Stewards.

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION:

The City amends its language as found in Resolution 85-53 to read as follows:

A Decertification petition alleging that the incumbent recognized employee organization no longer represents a majority of employees in the recognized unit must be filed with the Director of Human Resources/Risk Management no later than six (6) months (180 days) prior to the expiration of the Memorandum of Understanding then in effect. A Decertification Petition must be filed by two (2) or more employees or their re presentative, or an employee organization, and will contain the following information and documentation declared by the duly authorized signatory under penalty of perjury to be true, correct and complete:
a) The name, address and telephone number of the petitioner(s) and a designated representative authorized to receive notices or requests for further information. b) The name of the established represented unit and the incumben t recognized employee organization sought to be decertified as the representative of that unit. c) Proof that the incumbent recognized employee organization no longer represents more than fifty percent (50%) of the empl oyees in the represented unit, and any other relevant and material facts, including verification that more than fifty percent (50%) of the represented unit no longer desire to be represented by the recognized employee organization.

Such proof will be submitted for verification to the Director of Human Resources/Risk Management. All signatures on the Decertification Petition will indicate the date when signed by the employees. All signatures on the Petition will be obtained within one month (30 days) prior to filing the Decertification Petition with the Director of Human Resources/Risk Management.

If an accompanying Request for Recognition is filed, and decertification of the incumbent recognized employee organization is made, such documentation will also determine the wishes of employees as to the question of representation.

5. BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible depe ndents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the rate e qual to Kaiser), dental and vision coverage for family coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates become effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

See also Regular Rate of Pay Section in this MOU.

6. BEREAVEMENT LEAVE:

The City will provide a non-accruin g bank of five (5) days (50 hour s) for the bereavement of an immediate family member. An “immediate family member” is defined as a spouse; domestic 689

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Teamsters PTC Unit July 1, 2023 - June 30, 2025

6 partner, parent; sibling; child; step-child; mothe r-in-law; father-in-law; brother-in-law; sister-in- law; daughter-in-law; son-in-law; grandparent or grandchild.

7. BILINGUAL PAY:

Employees are eligible to receive a $100 allowance per month (except eligible Code Compliance Inspectors who receive $160 per m onth) paid over 24 pay period s for verbal fluency in any language other than English that their Department Director de ems necessary, in cluding sign language, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Departme nt to determine employees’ proficiency.

Testing and its frequency are at the discreti on of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by their Department Director. Eligibility for the opportunity to test for Bilingual Pay is sole ly at the employee’s Department Director’s discretion and is not subject to administra tive appeal or challe nge. The Department Director will make his/her recommendation based on an asse ssment of the need for the employee to use bilingual skills on-the-job. In the event that an employee is approved for bilingual pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination ma y be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

An additional $50 bilingual allowance per month may be granted if the employee’s Department Director determines that the employee uses bilingua l skills on an ongoing and consistent basis.

The Department Director makes this determination and there is no right of appeal.

8. CALL BACK BENEFIT FOR INSPECTORS:

Employees in the classifications of Code Comp liance Inspector, Building Inspector and Public Works Inspector who are called back to work during their off-duty hours are paid on an hour-per- hour basis at the rate of 1-1/2 t imes the employee’s base rate of pay for actual time worked, with a minimum guarantee of 2 hours pay. Time spent in travel in an assigned City vehicle is considered time worked. Work time does not include time spent in traveling to and from the work site unless a City vehicle has been assigned for purposes of responding to Call Back. The cost for this benefit is to be covered in total in fee charges paid by contractors and developers requesting special after- hours and weekend inspections.

9. CALL BACK TO WORK:

In the event that an employee in the classification of Building Inspector, Public Works Inspectors, or Code Compliance Inspector is needed to perform a site inspection outside of regularly scheduled work hours and the employee indicates that he/she is disinterested in performing such work, a qualified management employee w ill be sought to pe rform the inspection. If no management employee is available, and a work urgency, business or safety issue necessitates the need for a site 690

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7 inspection outside of regularly scheduled work hours, then the Building Inspector, Public Works Inspectors, or Code Compliance Inspector may be ordered back to perform work as needed.

10. CERTIFICATION PAY:

Qualifying employees are eligible to receive $100 allo wance per month (paid over 24 pay periods) if they have a current Certified Access Specialist (CASp) certificate.

11. COMPENSATORY TIME:

Employees may accrue a maximum of 40 hours of Compensatory T ime off. Each employee has the option of electing to convert any, or all, accrued Compensatory Time off hours to pay with the second paycheck in November of each year at the hourly rate existing at that time. Upon separation from this bargaining unit, accrued Compensatory T ime off will be converted to cash at the then existing base hourly rate.

Employees will only be eligible to earn Compen satory Time when working overtime in their regularly assigned assignment. All other overtime earned will be paid.

12. COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

13. COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

For any part-time position that receives a mandated wage increase (due to the minimum wage law), the full-time position will receive the same increase.

14. DEATH BENEFIT:

Employees are provided with $100,000 in life insuran ce coverage, payable to beneficiary on file in the Human Resources/Risk Management Department at time of death.

In the event of an employee’s death, their benefi ciary will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for retirement using the definition in CalPERS (5 year’s of CalPERS se rvice and at least age 50), Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cashout of the employee’s accrued Sick Leave on record.

In the event of an employee’s death where such death is defined by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

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8 15. DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.

“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three (3) years of their planne d retirement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law.

To the extent allowed by fede ral and state law and the City 's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrued Si ck, Vacation, Floating Holiday, Sick Leave Conversion, Compensatory Time hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 catch-up" shall normally be distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of "457 Catch-up" contributions available to the employee, accumulated sick leave hours, and the employee's designated retirement date, "457 catch-up" contributions may occur over a shorte r period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 Catch-up" privileges available to them, and be enrolled in the City-sponsored 457 Deferred Compensation Plan.

“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the fina l employer and either a qualified service or disability retirement. The City will advance employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being eligible to recei ve 100% Sick Leave pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will select the amoun t of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.

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9 The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.

“Catch-up” hours advanced will be counted for the employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vaca tion Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vaca tion Leave Conversion. The employee will continue to accrue Vacation L eave hours at the normal rate wh ile participa ting in this program.

“Catch-up”– Other Leave Banks
In order to participate, the employee will se lect the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/ or Compensatory Time) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum c ontribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, Compensatory and/or accrued Vacation Leave hours to contribute this additional amount.

Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.

16. DIRECT DEPOSIT:

All employees will have funds dir ectly deposited into an account they established for deposit of their payroll checks.

17. DISABILITY:

Full-time, non-probationary employees are eligible for a City-f unded Short/Long-term disability plan which provides for salary continuation effective on the 41 st consecutive calendar day of
disability at a rate of 100% of the employee’s base salary. On the 61st consecutive calendar day of 693

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

10 disability, salary continuation is paid at a rate of up to 66-2/3% of salary at time of disability with a provision to continue regular benefits and bene fit accruals. The entire benefit period will not exceed five (5) years.

18. DISCIPLINARY APPEAL PROCEDURE:

Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

19. FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

20. FLOATING HOLIDAY TIME:

Employees are provided with 35 hours of Floating Holiday Time in July of each year (prorated for new-hires following completion of six (6) months of full-time/continuous service). This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to 35 hours of Floating Holiday Time, one time per fiscal year, in one set number of hours, payable at th e employee’s existing base rate of pay at the time of request.

Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of 10 working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning or separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed-out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee wi ll be responsible to pay back the City within 14 calendar days from the date of separation.

21. HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

When a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. When a holiday falls on a Sunday, the following Monday will be recognized as the holiday. Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pay for that holiday.

694

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

11 In any instance where a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours will be deposited within an account in the employee’s name. The employee is required to initiate contact with their supervis or in writing to request authorization to utilize these banked holiday hours. The requested time off must be utilized within the equivalent of 90 days after said hours appear in the employees’ leave bank.

If the employee fails to make a written request to utilize the banked holiday hours in accordance with the 90 days’ time restri ction, then the banked holiday hours will be stricken from the employee’s account and the employee will be entitled to no cash or other compensation in lieu thereof.

However, if the above-described written holiday ut ilization request is reje cted by a supervisor, then the above-described 90 day pe riod will be extended by 60 calendar days fr om the date that the 90
th day expired. In such case, the employee w ill make the request for holiday utilization as described above. Rejection by supervision during the 60 calendar days extension period described herein will result in additional 60 calendar days exte nsions until use of the holiday time is either granted and utilized, or stricken from the employee’s account as authorized herein.

However, in any instance where the employee ha s made a proper and timely written request to utilize a holiday, with their request being denied as described herein, the employee will not be compelled by supervision to utilize the holiday on a day which is unacceptable to the employee.

When an employee separates from City employm ent (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday will be converted to cash at the hourly rate exis ting at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

In any instance where an employee works on a holiday, the employee may:
a) Be paid holiday hours at straight time and bank hours worked as compensatory time at overtime rate.
b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.

22. HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to advance Vacation time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holiday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director. 695

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

12 23. JURY DUTY:

Employees are compensated for jury service of 10 work days per fiscal year. A “work day” will be defined as a regularly scheduled day of work for the employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one (1) hour of actual work time.

24. LEAVE APPROVAL:

Employees are guaranteed to receiv e approval from supervisor(s) fo r paid leave of not less than 80 hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscal year to be deducted from the employee’s accrued leave time on record.

25. LIFE INSURANCE:

Employees are provided with $100,000 in life insurance coverage. Also see Death Benefit Section of this MOU.

26. LONGEVITY PAY:

Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time payment upon adoption of this Memorandum of Understanding if having already reached one of the anniversaries above. For example, if an employee has worked for the City for 31 years, employee would receive a one-time payment of $2,000. Upon reaching their 35 year anniversary, employee would receive Longevity Pay of $2,500.

27. MILEAGE REIMBURSEMENT:

Only employees authorized by their Department Director and who have provided the required vehicle insurance verification are eligible to receive mileage reim bursement. The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

28. OVERTIME:

For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be counted as hours worked. Overti me hours are paid at the rate of one and one-half (1-1/2) times the employee’s base rate of pa y unless otherwise specified in this Memorandum of Understanding.

Also see Regular Rate of Pay Section this MOU.
696

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

13 29. RECRUITMENT INCENTIVE
For recommendation resulting in sworn Officer hire as follows:
 $2,000 @ Hire + $500 @ completion of probation for entry level.  $4,000 @ Hire + $1,000 @ completion of probation for lateral.

For recommendation resulting in hire of public safety dispatcher or public safety dispatch supervisor:
 $2,000 at hire + $500 at time of completion of probation.

30. REGULAR RATE OF PAY:

For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to th e following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
 Acting Pay
 Additional Duty Pay
 Unused portions of the Benefit Bank actually received as cash  Bilingual Pay
 Certification Pay
 Longevity Pay
 Special Assignments Pay
 Stand by Pay
 Work Boots & Work Shoes

For purposes of calculating the total hours actually worked in the work period, all hours taken as leave during the work period will continue to be deducted from total number of hours actually paid.

Also see Overtime Section in this MOU.

31. REHIRE POLICY:

An employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, a nd who is, in fact, rehired la ter than six (6) months after the effective date of resignation and then employed in their former classification or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary pe riod that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have their seniority level and leave accrual rates set based upon the number of years of service with the City of Chino prior to their resignation.

Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly ra te existing upon rehire.

Sick Leave on record at the time of separation that was not compensated for, will be reinstated. 697

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

14 32. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE:

An employee is limited to 30 calendar days from service of an adverse document in which to respond to said document placed in their Perso nnel File. If the empl oyee, or the employee’s representative, requires additional time to prepare a response, either party may, in writing, notify the Director of Human Resources/Risk Management and an additional 30 days extension will be granted.

33. RETIREMENT:

Retirement Plans – The City has a three-tier retirement plan as follows:

A. Employees hired before the contract amendment with CalPERS effective October 16, 2011, will continue to be eligible for the 2.7% at 55 Plan, with the singl e highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.

C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan with a 3-year average final compensation.

Member Contribution to CalPERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and CalPERS guidelines:

A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

34. SAFETY INCENTIVE FOR PUBLIC WORKS INSPECTORS:

All Public Works Inspectors (PWI), upon completion of safety training, will be eligible for a safety incentive. For any three (3) month period, usin g the quarters of July – September; October – December; January – March; April – June, that all PWI as a group do not experience any work- related illness or injury, except for that requiring fi rst aid treatment, will qualify the group to receive one-half day off within thirty (30) days af ter the end of the quarte r. Affected employees will receive paid time off equal to five (5) hours. This paid time off will be placed in a leave bank which may be used at a time of the employee’s choosing within a one (1) year period. Any hours remaining in this leave bank after a one (1) year period will be removed from the records without further consideration. This leave bank is not eligible to be convert ed to cash at any time. This incentive is tied to the American Federatio n of State, County a nd Municipal Employees (AFSCME). Should any member of AFSCME expe rience a work-related illness or injury, PWIs 698

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

15 will not be eligible for the one-half day off. Injuries that arise out of no-fault by the City employee will not affect this incentive. “No fault” will be determined by the Director of Human Resources/Risk Management after reviewing r ecommendations from th e Deputy Director of Development Services and/or the Public Works Services Manager.

35. SALARY ADJUSTMENT:

All adjustments to an employee’s salary will be ma de at the start of the pay period in which the salary adjustment becomes effective.

36. SCHEDULE:

Flexible Time Scheduling
The City allows employees the ability to utilize a flexible time (flex time) work schedule.

Scheduling is developed/administer ed departmentally with the De partment Director serving as ultimate approver of schedules.

37. SEPARATION FROM CITY:

At the discretion and approval of the Department Director, empl oyees may be allowed to extend their last day of employment through the use of leave time one (1) pay period beyond that day on which the employee actually reports to work.

38. SICK LEAVE:

Upon hire, employees will be credited with 30 hours or three (3) days of Sick Leave, whichever is greater, which can be used following the comp letion of 90 days of continuous full-time employment. Following the 90
th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not rece ived, the employee will not receive payment of any Sick Leave hours for time missed from work.

39. SICK LEAVE HIRING INCENTIVE:

For difficult to fill positions, a new employee may be credited with up to 200 hours of Sick Leave so long as the prior employer did not compensate the employee for these Sick Leave hours at this amount proposed or greater.

40. SICK LEAVE BUY-BACK:

At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at th e time of separation. This benefit is contingent 699

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

16 upon non-retirement, non-disc iplinary separation, and completion of five (5) years of full-time City service. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave Converted to Compensation 5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City will buy-back sick leave at 100% for any service or disabi lity retirement following five (5) years of continuous full-time service with the City as the final employer.

41. SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule:

A
Sick Leave
Days (10 hours)
Earned

B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
Hours limit converted
To Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0+64+56 = 120 hrs
11 days (110 hrs) 1 da y (10 hrs) 7 da ys (56 hrs) 10+56+54 = 120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 da ys (48 hrs) 20+48+52 = 120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30+40+50 = 120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 da ys (32 hrs) 40+32+48 = 120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50+24+46 = 120 hrs 6 days (60 hrs) 6 da ys (60 hrs) 2 da ys (16 hrs) 60+16+44 = 120 hrs

Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to another. Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the 1,080 hours Sick Leave limit.

42. SICK LEAVE PROGRAM:

Employees having in excess of 960 hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of 960 hours, up to a maximum of 56 hours.

43. SPECIAL ASSIGNMENTS:

Employees will be subject to mandatory transf ers into “Special Assignments” to meet the operational needs of the City (e xcepting positions re quiring an official Police Background be conducted, which remain subject to voluntary transfer). Training will be provided, as needed, to assist in the transition of acquiring new duties and responsibilities. If an employee has a specific concern relative to the “Special Assignment” they have been chosen to fill, a discussion will be 700

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

17 held that may include the affe cted employee, their representa tive, the Director of Human Resources/Risk Management and any other relevant party.

An employee will experience no ch ange in compensation if the “Special Assignment” is deemed to be set at a lower pay grade than the employee is currently earning. If an employee is placed in a position at a higher pay grade than the employee is currently earning, this will be deemed to be “Acting Duty” and will be compensated in accord ance with the City’s rules regarding “Acting Duty” status. The period over which “Acting Duty ” can be continued will not be limited by the timeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed on probationary status. The length of time to be worked in a “Special Assignment” is undetermined; however, an employee, or their representative, may periodically request a status report as to the anticipated continuation of their “Special Assignment” job.

An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment” (i.e., not performing at a satisfactory level or bette r) will not be subject to termination if said substandard performance is based on a lack of job skill or a disability.

44. STANDBY PAY:

One (1) hour for each day of the week, including w eekends and holidays, will be paid at straight time, in pay or compensatory time off at the employee’s option, to employees required to be on Standby duty as authorized by their Department Director or a designated representative.

45. TUITION ADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional de velopment course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authori zed to cover any amou nt of any employee’s educational expenses.

The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotion into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Indivi duals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and Univ ersity Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Asso ciation of Colleges and Schools Commission on 701

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

18 Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an instituti on listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, pa rking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the instit ution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In th e event that the educational institution attended does not provide the employee with verification of completion or grades or receipts within this 60 calendar days timeframe , the employee is responsible to notify the Dire ctor of Human Resources/Risk Management, in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of ei ther the initial 60 calendar days or at the end of the extension of an additional 60 calendar days (to 120 calendar days total), the City will have the right to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.

46. TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year in order to verify the number of employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1 of each year in order to participate in this Enhanced Program.

It shall remain the individua l employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

47. UNIFORMS FOR CODE COMPLIANCE IN SPECTORS, BUILDING INSPECTORS,

PUBLIC WORKS INSPECTORS, COMM UNITY SERVICES STAFF AND
STOREKEEPER:

Uniforms will be provided for employees in the position classifications of Code Compliance Inspector, Building Inspector, Public Works Inspector, Community Services Staff and Storekeeper. Employees agree to accept only t hose uniforms needed and to return any unused uniforms to the City. Refer to Exhibit A for eligibility. Shirts, pants, sweatshirts, jackets and hats shall be returned to the employee’s Department supervisor for replacement as needed. 702

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

19 A “bulletproof vest” will be provided to Code Compliance Inspectors upon request.

See also Work Boots and Work Shoes.

48. VACATION LEAVE:

Maximum accrual of Vacation is 400 hours. Upon termination of employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave Convers ion. It is the responsibility of employees to schedule Vacation ti me off for rest and rec uperation in order that earned vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6 – 24 months 12 da ys p/year (10.0000 hours p/month)
25 – 48 months 15 da ys p/year (12.5000 hours p/month) 49 – 108 months 18 da ys p/year (15.0000 hours p/month) 109 – 120 months 19 da ys p/year (15.8333 hours p/month) 121 or more months 20 da ys p/year (16.6666 hours p/month)

49. VACATION LEAVE BUY BACK:

At separation or retirement, 100% of accrued V acation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back.

50. VACATION LEAVE CONVERSION:

Employees who have accrued a minimum of 120 hours of Vacation Leave may convert a maximum of 80 hours of Vacation Leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) mont hs prior to date of conversion, half the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off. Note: usage requirement waived for “activated” military personnel.

51. WORK BOOTS AND WORK SHOES:

Eligible employees (Public Works Inspectors, Bu ilding Inspectors, Envir onmental Technicians, Code Compliance Inspectors, and Storekeepers) will receive a $300 allowance in their first paycheck in January. These funds will be used by the employee for the purchase of safety-rated work boots or work shoes. This compensation is not reportable to PERS as special compensation.

52. WORKERS’ COMPENSATION PROGRAM:

Whenever any employee of the City is disabled whether temporarily or permanently, by injury or illness arising out of, and in the course of, their duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick Leave, Vacation Leave, Floating Holiday Leave, and/ or Compensatory Time off for full salary continuance.

703

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

20 Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current m onthly salary, less any a pplicable deductions (i.e ., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is requir ed the first, second, and third da ys’ salary is paid by the City through the Workers’ Compensation program.

53. WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a ten percent (10%) premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit;
 That neither a “Notice of Cla im” nor “Application for Adjudi cation of Claim” will have been filed or served against the City of Chino;
 That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City; and
 That the injured employee and the City have employed the guidance of the State Department of Industrial Rela tions Office of Information a nd Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

54. SAVINGS CLAUSE:

Should any clause in this Memorandum of Understanding be held invalid by law and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Memorandum of Understanding will remain in full fo rce and effect. The City and the Teamsters PTC Unit will immediately commen ce to negotiate for the purpos e of replacing any invalid or illegal provision. However, no such replacement is mandated.

55. MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered by this Agreement and presently enjoyed by the employees will remain in full force and effect during the term of this Agreement unless mutually agreed to the contrary by both the City and the Teamsters PTC Unit or determined by law and/or a court of competent jurisdiction to be unlawful.

56. IMPLEMENTATION:

The terms of this Memorandum of Understanding are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented up on adoption by the City Council.

704

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

21 Teamsters PTC Unit proposals for the next Agreemen t are due to the City no later than April 15 of each year.

Signatures on following page.

705

Memorandum of Understanding
Teamsters PTC Unit July 1, 2023 - June 30, 2025

22 ________________________________________ _________________________ Juan Delgado, Labor Relations Representative
Teamsters Local 1932
Professional, Technical and Clerical Unit
Linda Reich, City Manager
City of Chino

____________________ ____________________
Date Date

________________________________________ _________________________ Jorge Cruz, Employee Representative
Teamsters Local 1932
Professional, Technical and Clerical Unit
Geriann Kingslan
Director of Human Resources/
Risk Mana
gement

____________________ ____________________
Date Date

________________________________________

706

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT

The positions of Executive Management are:

City Manager
Assistant City Manager
Director of Community Services, Parks & Recreation
Director of Development Services
Director of Finance
Director of Human Resources/Risk Management
Director of Public Works

Excerpts from relevant State statutes, City C ouncil Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

ACTING PAY:

The City will grant Acting Pay after an employee has worked in a higher classification for 20 consecutive work days or for 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the proce ssing of a Personnel Action Form (PAF). Acting Pay will be 5% above the employee’s current base salary rate or “A” Step of the Acting position Classification, whichever is greate r, unless otherwise au thorized by the City Manager

Subject to the conditions noted above, a qualifying employee will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work da ys or 20 non-consecutive work days in a 90 calendar day period. The employee w ill then receive Acting Pay retroactive to the first day of serving in the acting capacity.

Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:

Afforded to an employee who ta kes on a significant number of extra assignments in an area different than their regularly as signed responsibilities. An em ployee performing this type of work for a period of time greater than two (2) w eeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the City Manager.

Source: Resolution No. 97-62

ANNUAL PHYSICAL/WELLNESS:

Up to $450 may be provided to employees fo r reimbursement toward the cost of gym membership, an annual physical, or related out-o f-pocket medical expenses. Employees must submit an invoice from the medical provider or proof of gym membership to receive reimbursement.

Source: Resolution Nos. 2001-76, 2006-021

BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible depe ndents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family 707

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coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates beco me effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050

BEREAVEMENT LEAVE:

Employees are provided with a non-accruing bank of five (5) days (50 hours) for bereavement of an immediate family member. An "immediate fa mily member" for purposes of this policy will include the following: spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in -law, father-in-law, grandparent, step-grandparent, gran dchild, or any other relative residing within the employee's home.

Source: Resolution Nos. 87-83, 2000-47, 2000-69, 2001-76, 2019-050

BILINGUAL PAY:

Employees are eligible to receive a $100 allowa nce per month (paid over 24 pay periods) for verbal fluency in any language other than English that the City Manager deems necessary including sign language, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Department to determine empl oyees’ proficiency.

Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. City Manager Approval: To be eligible to ta ke the City’s competency examination, an employee must be recommended by the City Ma nager. Eligibility fo r the opportunity to test for Bilingual Pay is solely at the City Manager’s discretion a nd is not subject to administrative appeal or challenge. The C ity Manager will make their recommendation based on an assessment of the need for the employee to use bilingual skills on-the-job. In the event that an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination may be made by the City Manager that bili ngual skills are no longer required for use on- the-job and this benefit will be removed from the employee with no right of appeal.

An additional $50 bilingual allowance per month may be granted if the City Manager determines that the employee uses bili ngual skills on an ongoing and consistent basis. Upon recommendation and approval by the City Manager, an additional $50 per month may be granted for this benefit for the recommended employee. The City Manager makes this determination and there is no right of appeal.

Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025

COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

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COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

DEATH BENEFIT:

Employees are provided with $250,000 in life insuran ce coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.

In the event of an employee’s death, their benefi ciary will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for retirement using CalPERS definition, Sick Leave will be paid out to the employee’s beneficiary(ies) at 100% cash out of the employees accrued Sick Leave on record.

In the event of an employee de ath, and such death is define d by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

Source: Resolution No. 2000-047, 2000-069

DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program. A cont ribution of $700 per month is ma de into the City’s selected plan for each employee each month.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 98-40, 2005-008

“Catch-up” Provision
Pursuant to federal and state law, employe es attaining the minim um age of 47, who are within three (3) years of their planned reti rement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law. To the extent allowed by federa l and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conve rsion of accrued Sick, Vacation, Floating Holiday, Sick Leave Conversion, Management Leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 Catch- up" shall normally be distribute d over an employee's last three (3) years prior to their planned retiremen t date. However, based on the total amount of "457 Catch-up" contributions available to the employee, accumulated sick leave hours, and the employee's designated reti rement date, "457 Catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to pa rticipate, the employee must be within three (3) years of thei r planned retirement date, ha ve "457 Catch-up" privileges available to them, be enrolled in the City-sponsored 457 Deferred Compensation Plan.

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“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will adva nce employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being elig ible to receive 100% Sick Leav e pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will se lect the amount of Sick Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave bala nce would then decrease commensurately with the amount of funds withdrawn.

The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch-up” hours advanced will be counted towards to the employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vaca tion Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee maintaining their Vacation Leav e maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the employee will se lect the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or Management Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximu m contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same 710

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calendar year. Employees may use accrued Sic k, Floating Holiday, Sick Leave Conversion, Management and/or accrued Vacation Leave contribute this additional amount.

Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.

Source: Resolution Nos. 98-09, 98-40, 2019-050

DEFINED CONTRIBUTION PLAN - 401(a):

This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allo wed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pr e-tax contributions in one of th e established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per pa rticipating employee.

An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.

Source: Resolution Nos. 2003-001, 2004-074

DIRECT DEPOSIT:

All employees will have funds dir ectly deposited into an account they established for deposit of their payroll checks.

Source: Resolution No. 2019-050

DISABILITY:

The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits a nd benefit accruals during the “buy- down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disabili ty will be at a rate of 100% of the employee’s base salary.

Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.

Source: Resolution No. 86-59

FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

Source: Resolution No. 2009-043, 2017-049

FLOATING HOLIDAY TIME:

Employees are provided w ith 35 hours of Floating Holiday Time in July of each year (prorated for new hires following completion of 6 months of full-time/continuous service). This time off is used by the employee with the approval of the City Manager.

Employees may cash-out up to 35 hours of Floating Holiday Time, one (1) ti me per fiscal year, in a set number of hours, payable at the employ ee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash- 711

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out (requires minimum of 10 worki ng days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed-out in excess of those they qualify for ar e owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the empl oyee will be responsible to pay back the City within 14 calendar days from the date of separation.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 97-62, 2000-47, 2000-69, Administrative Policy-Floating Holiday Time

HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pa y for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.

Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050

HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to adva nce Vacation time, which will be earned by the employee in the future, to thos e employees who request it and who do not have any current Vacation, Floating Holiday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.

HOLIDAY TIME COMPENSATION BANK:

When a City-designated holiday is observed on an employee’s scheduled day off, holiday hours will be deposited within a holiday time comp ensation bank. Holiday hours will be utilized within 90 days after said hours appear in the employees’ leave bank.

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Accrued holiday hours, which have not been utilized within the time restriction described herein, will be removed from the records without further compensation.

If an employee’s written request to use the holid ay time is denied, then the above described 90 day time period will be extended by 60 days from the date that the 90 th day expired. An
additional concurrent 60 day extension may be approved until use of the holiday time is both granted and utilized, or stricken from the employee’s account.

Employees who have properly and timely initiated a written request to utilize a holiday, with said request being denied as describe d herein, will not be compelled to utilize the holiday hours on a day which is unacceptable to the employee.

The only circumstance in which an accumulated holiday will be converted to cash, is where the employee separates from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation. In such case, the accumulated holiday will be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

Source: Resolution No. 2016-047

JURY DUTY:

The policy of the City is no employ ee will be compensated for jury service in excess of ten (10) working days during any fiscal ye ar. A “working day” will be de fined as a regularly scheduled day of work for the affected employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided ther e is an opportunity for at least one (1) hour of actual work time.

Source: Resolution No. 96-86, 2019-050

LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

The City will pay the employee cost of the re newal fee for Registration as a Professional Engineer in the State of California. If the employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.

Source: Resolution No. 91-102

LIFE INSURANCE:

Employees are provided with a total of $250,000 in life insurance coverage. Also see Death Benefits section.

Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69

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LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time paym ent upon adoption of this Memorandum of Understanding if having already reached one of th e anniversaries above. For example, if an employee has worked for the City for 31 years, employee would receive a one-time payment of $2,000. Upon reaching their 35 year anniversary, employee would receive Longevity Pay of $2,500.

MANAGEMENT LEAVE:

Employees are provided with 90 Management Leave hours in the first pay period of July of each fiscal year. Management Leave is non-accruing and will not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated management leave benefit.

Time taken as management leave must be pre-approved by the City Manager prior to its use.

Employees may cash out up to 70 hours of Management Leave per fi scal year at their current base rate of pay at any time throughout the fisc al year by making notifica tion of request to cash out to the Finance Department. Any unused Mana gement Leave on record at the ending date of the final payroll in June w ill be cashed out, up to 70 hours maximum. Any remaining Management Leave at that time will be removed from the employee’s leave bank.

Up to an additional 60 hours of Management Leav e may be granted by the City Manager with a corresponding ability to cash out these hours for any employee who demonstrates committing an extraordinary amount of time beyond their normal work schedule to the job.

Except for employees retiring from the City, employees resigning/separating from employment will have Management Leave credited on a pr orated basis (7.5 hours per month), and amounts used/cashed out in excess of thos e they qualify for are owed back to the City upon separation.

The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within 14 calendar days from the date of separation.

Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave

MEDICARE CONTRIBUTION:

The City will pay the cost of the employee portion of the Medicare Tax.

Source: Resolution No. 98-40

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MILITARY LEAVE:

Under certain conditions, employees ordered to active duty may receive wa ge continuation and benefits for up to one year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.

Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66

PERFORMANCE EVALUATION:

Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire.

Salary adjustments will be based on individual performance and contribution.

Source: Resolution No. 97-62

PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):

Employees are limited to 30 calen dar days from service of an adverse document in which to respond to said document placed in his/her Personne l File. If the affected employee, or the affected employee's representative, requires add itional time to prepare a response, either party may, in writing, notify the Direct or of Human Resources/Risk Management and an additional 30 days extension will be granted.

Source: Resolution No. 2000-47

RECRUITMENT INCENTIVES
For recommendation resulting in Sworn Officer hire:
 $2,000 at hire + $500 upon completion of probation for entry level.  $4,000 at hire + $1,000 upon completion of probation for lateral.

For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

NOTE: The City Manager and Director of Human Resources/Risk Management are not eligible for this benefit.

Source: Resolution Nos. 2006-021, 2007-056, 2013-046

REHIRE POLICY:

Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former cl assification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period that any new hire would otherwise se rve and will be subject to all terms and conditions of employment applicab le to any newly hired employee. The only exception will be that any employee rehired will ha ve their leave accrual rates determined based upon the number of years of service with the City of Chino prior to their resignation.

Any employee rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation from employment. Said buy back will be at the hourly base pay rate existing upon rehire . Sick Leave on record at the time of separation that was not compensated for, will be reinstated.

Source: Resolution Nos. 96-86, 97-62
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RETIREMENT:

The City has a three-tier retirement benefit as follows:

A. Employees hired before the contract ame ndment with CalPERS effective October 16, 2011 will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at age 55 Plan, with a 3-year average final compensation.

C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan, with a 3-year average final compensation.

Member Contribution to PERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and PERS guidelines:

A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054, California Public Employee Pension Reform Act of 2013 (PEPRA)
RETIREMENT HEALTH SAVINGS (RHS) PLAN:

Department Director and Assistant City Manager
A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of employee contributions only.

Beginning January 1, 2021, employee will contribute $25 per pay period on a pre-tax basis.

Upon separation or retirement, em ployees will contribute 50% of all qualifying accrued Sick Leave to the plan.

Source: Resolution No. 2007-049

SALARY ADJUSTMENTS:

All adjustments to an employee's sa lary will be made at the start of the pay period in which the salary adjustment becomes effective.

Source: Resolution Nos. 97-62, 2000-47, 2000-69, Employee Handbook

SEPARATION FROM CITY:

At the discretion and approval of the City Manager, employees may be allowed to extend their last day of employment through the use of leave time one (1 ) pay period beyond that day on which the employee actually reports to work.

Source: Resolution No. 97-62

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SEVERANCE:

Should the City Manager elect to terminate em ployment without cause, the City shall, upon effective date of such termina tion, and with signature on Waiver and Release Agreement pay to the employee, severance in the am ount equal to four (4) months of base monthly salary, less applicable deductions and excluding deferred compensation or the value of any other benefits.

Source: Resolution Nos. 2009-036A, 2019-050

SICK LEAVE:

Upon hire, employees will be credited with 30 hour s or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of 90 days of continuous full-time employment. Following the 90
th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month up to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes fro m full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or re tirement from the C ity, any Sick Leave usage requested will require a doctor’s note or certification. If docum entation is not received, the employee will not receive payment of any Sick Leave hours for time missed from work.

Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination

SICK LEAVE BUY BACK:

At separation of employment th e City may buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly ba se rate of pay at the time of separation. Th is benefit is contingent upon non-retirement, non-disciplinary separation, and completion of a minimum of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement fo llowing five (5) years of full-time em ployment with the City as the final employer. The percentages may be adjusted in accordance with the Reti rement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.

Source: Resolution Nos. 85-54, 87-83, 2007-56

SICK LEAVE CONVERSION TO COMPENSATION:

Employees who have accrued in excess of 320 hours of Sick Leave as of the final pay period in June of each year will have the option of annually converting up to 40 hours to compensation, for 717

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hours in excess of 320 hours, calcula ted at their base rate of pay. Sick Leave Conversion is paid in the final payroll check of each fiscal year.

Source: Resolution No. 87-83

SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule:

A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 da ys (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 da ys (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 da ys (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 da ys (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs

Personal Leave may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the 1,080 hours Sick Leave limit.

Source: Resolution No. 86-59, 91-102

SICK LEAVE HIRING INCENTIVE:

New employees may be eligible to be credited with up to 200 hours of Sick Leave from their prior employer so long as the prior employer did not compensate the employee for these Sick Leave hours at the amount proposed or greater.

SICK LEAVE PROGRAM:

Employees having in excess of 960 hours of accumu lated Sick Leave on the last pay period in June will be paid in the final paycheck of th e fiscal year, an amount computed at the then existing hourly rate for each hour in excess of 960 hours, up to a maximum of 56 hours.

Source: Resolution Nos. 87-83, 91-102

TUITION ADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional de velopment course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition A dvancement Form must be received by the Human Resources/Risk Management Department fo r review and approval before and advance will be provided. Budgeted funds must be availa ble to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.

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The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotio n into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Asso ciation of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an instituti on listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, pa rking and registration/enrollment fees. All required fees such as health-related fees, “g ym” fees and other misce llaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City w ith verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the da te of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the educational institution attended does not provi de the employee with verificati on of completion or grades or receipts within this 60 calendar days timefra me, the employee is responsible to notify the Director of Human Resources/Risk Management , in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) a nd receipts for expenses at the end of either the initial 60 calendar days or at th e end of the extension of an a dditional 60 calendar days (to 120 calendar days total), the City will have the righ t to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.

Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054

TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of th e fiscal year in order to verify the number of employees making application fo r the enhanced benefit. Employees must submit a tuition 719

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reimbursement invoice to the Hu man Resources/Risk Management Department no later than May 1 of each year in order to participate in this Enhanced Program.

It shall remain the individua l employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

Source: Resolution No. 96-86, 2015-054

VACATION LEAVE:

Maximum accrual of Vacation is 400 hours. Upon termina tion of employment, accrued Vacation will be paid at the employee’s then ex isting hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave buy back. It is the responsibility of employees to schedule Vacati on time off for rest a nd recuperation in order that earned Vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6 – 24 12 da ys p/year (10.0000 hours p/month)
25 – 48 15 da ys p/year (12.5000 hours p/month)
49 – 108 18 da ys p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)

Vacation leave will be taken at a time approved by the City Manager with due regard for the wishes of the employee and pa rticular regard for the needs of the City. Unless otherwise provided by Department rules, em ployees must submit vacation requests to th eir supervisor at least seven (7) calendar days prior to the intende d start of vacation. No person will be permitted to work for compensation for the City during his/ her vacation except with prior approval of the City Manager or designated representative. In the event that one or more City holidays fall within an annual vacation leave, the holidays w ill not be charged as vacation leave; however, extension of the vacation leave for the period of such holiday(s) is subject to approval of the City Manager.

Source: Resolution Nos. 85-54, 86-59, 2005-008

VACATION LEAVE BUY BACK:

At separation or retirement, 100% of accrued V acation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Hea lth Savings Plan elections and provisions for affected individuals, per IRS regulations.

Source: Resolution Nos. 85-54, 2005-008

VACATION LEAVE CONVERSION:

Employees may convert a maximum of 120 hours of Vacation Leave to pa y per fiscal year.

Employees may convert leave to pay in April and/ or November of each year, calculated at the employee’s hourly base rate of pa y at the time of conve rsion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.
*This usage requirement is waived for “active” military personnel. 720

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Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021

VEHICLE ALLOWANCE:

Employees not assigned a City vehicle will be provided with $500 per month for vehicle allowance.

Source: Resolution Nos. 86-59, 87-83, 89-195, 91-102, 2005-008, 2013-046

WORKERS’ COMPENSATION PROGRAM:

Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday and/or Management Leave for full salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to ex ceed 12 months. If the di sability extends for a period beyond 14 calendar days th e City will credit the employee for the first three (3) days of Sick Leave used. If hosp italization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.

Source: Labor Code section 4850; Resolution No. 85-54

WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
 That neither a “Notice of Claim” nor “App lication for Adjudicati on of claim” will have been filed or served against the City of Chino.
 That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
 That the injured employee and the City have employed the guidance of the State Department of Industrial Rela tions Office of Information and Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of lega l counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

Source: Resolution No. 97-62

SAVINGS CLAUSE:

Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.

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MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered herein and presently enjoyed by the employees will remain in full force and effect unless determined by law and/or a court of competent jurisdiction to be unlawful or amended by City Council.

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Ma nager of the City of Chino and will only be implemented upon adoption by the City Council. 722

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Management positions can be found in the curre nt Classification and Co mpensation Schedule – Management Positions. Excerpts from relevant State statutes, City Council Resolutions, and Administrative Policies are f ound in this document, and are or ganized alphabetically by subject matter.

ACTING PAY:

The City will grant Acting after an employee has worked in a higher classification for 20 consecutive work days or 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager

Subject to the conditions noted above, qualifyin g employees will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work days or twenty (20) non- consecutive work days in a nine ty (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.

Source: Resolution No. 97-62

ADDITIONAL DUTY PAY:

Additional Duty Pay may be provided to employ ees who are formally a ssigned the duties of a higher-level class for an extended period of time, anticipated to be in excess of two (2) weeks.

Such assignment will be confirmed by the processing of a Personne l Action Form by the employee’s Department Director. Additional Duty Pay will be granted as a percentage increase to the employees existing base salary only, and will not be less than the amount equal to the entry level salary of the higher level class fo r which the employee is performing duties, nor exceed the maximum salary at the top of the range of said class.

Source: Resolution No. 97-62

BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible depe ndents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates beco me effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks as earned.

Source: Resolutions Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050

BEREAVEMENT LEAVE:

Employees are provided with a non-accruing bank of five (5) days (50 hours) for bereavement of an immediate family member. An “immediate fa mily member” for purposes of this policy will 723

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include the following: spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in -law, father-in-law, grandparent, step-grandparent, gran dchild, or any other relative residing within the employee’s home.

Source: Resolution Nos. 2000-47, 2000-69, 2001-76, 2019-050

BILINGUAL PAY:

Employees are eligible to receive a $100 allowance per m onth (except for eligible Police Records & Evidence Supervisor and Public Sa fety Dispatch Supervisor who receive $240 allowance per month and eligib le Supervising Code Complianc e Inspector who receive $160 allowance per month) (paid over 24 pay periods) for verbal fluenc y in any language, other than English, that the Department Director deems necessary, including sign language , under the
following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Department to determine empl oyees’ proficiency.

Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approva l: To be eligible to take the City’s competency examination, an employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the employee to use bilingu al skills on-the-job. In the event that an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination may be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

An additional $50 Bilingual allowance per month may be granted if the employee’s Department Director determines that the employee uses bilingual skills on an ongoing and consistent basis.

Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025

CERTIFICATE PAY
If a professional certificate is required as part of an employees’ job, it will be paid for in the same manner and subject to the same limits as American Federation of State, County and Municipal Employees (AFSCME) employees.

Certified Access Specialist (CASp) – Qualifying employees are eligible to receive $100 per month (paid over 24 pay periods) if they possess a current CASp certificate.

COMMERCIAL DRIVER’S LICENSE
Employees who are required to maintain their Cl ass “A”, Class “B” or Class “C” with Hazmat endorsement driver’s license are eligible to receive $250 per fiscal year.

Source: Resolution No. 2007-060

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COMPENSATORY TIME:

Public Safety Dispatch Supervisor & Police Records & Evidence Supervisor – Two (2) Compensatory Time banks, each consisting of 80 hours, are established:
 Compensation Bank No. 1: This bank provides for the accrual of 80 hours of Compensatory Time to be paid out only upon separation from employment. The first 80 hours of Compensatory Time earned by an em ployee are recorded in this account. No annual buy back of this time is provided.
 Compensation Bank No. 2: This bank provide s for the accrual of up to 80 hours of Compensatory Time for use as time off only. This time may not be sold back to the City.

Overtime hours in excess of 80 in this account w ill be paid to employees in salary at one and one-half (1 ½) times the employee’s regular rate of pay.

COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

COURT APPEARANCE AND STAND-BY COMPENSATION:

Off-duty employees in the positi on of Police Records & Evidence S upervisor and Public Safety Dispatch Supervisor who are pla ced on stand-by for a possible court appearance will be paid at their straight time rate for two (2) hours per day spent on stand-by.

Source: Resolution No. 2005-008

DEATH BENEFIT:

Employees are provided with $100,000 in life insuran ce coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.

In the event of an employee’s death, their benefi ciary will receive payment of all unused Leave time at 100% except Sick Leave. Sick Leave Time will be paid ou t at the rate established by years of service. If the employee would have b een eligible for retirement using the CalPERS definition, Sick Leave will be paid to the empl oyee’s beneficiary(ies) at 100% cash-out of the employee’s accrued Sick Leave on record.

In the event of an employee death, if said such death is defined by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

Source: Resolution No. 2000-047, 2000-069

DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a 725

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payroll deduction program. A c ontribution of $250 per month is ma de into the City’s plan for each employee. Loans are permitted.

Source: Resolution Nos. 86-59, 87-83, 98-40
“Catch-up” Provision
Pursuant to federal and state law, employe es attaining the minim um age of 47, who are within three (3) years of their planned reti rement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law. To the extent allowed by federa l and state law and the City's deferred compensation plan administrator, the City will allow, during the 3 years prior to an employee's planned retirement date, the conve rsion of accrued Sick, Vacation, Sick Leave Conversion, Management, Floating Holiday/Compensatory and Holiday Leave hours to cash contribution at the employee's base rate of pay in effect at th e time of conversion. Leave conversion contributions for the "457 Catch-up" shall normally be distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of "457 catch-up" contributions available to the employee, accumulated Sick Leave hours, and the employee's designated re tirement date, "457 Catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 catch- up" privileges available to them, be en rolled in the City-sponsored 457 Deferred Compensation Plan.

“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will adva nce employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being elig ible to receive 100% Sick Leav e pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will se lect the amount of Sick Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave bala nce would then decrease commensurately with the amount of funds withdrawn.

The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.

“Catch-up” hours advanced will be counted towards the employee’s Sick Leave bank for the Sick Leave Program calculation.

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“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the be ginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vaca tion Leave balance would then decrease commensurately with the amount of funds withdrawn.

The employee maintaining their Vacation Leav e maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the em ployee will select th e amount of other leav e (this may be Sick Leave Conversion, Management, Floating Holid ay, Compensatory Time and/or Holiday Leave) to be transferred into deferred compensation at the begi nning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximu m contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Si ck, Vacation, Management, Floating Holiday, Compensatory Time leave hours to contribute this additional amount.

Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.

Source: Resolution Nos. 98-09, 98-40, 2019-050

DEFINED CONTRIBUTION PLAN - 401(a):

This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allo wed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pr e-tax contributions in one of th e established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per pa rticipating employee.

An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.

Source: Resolution Nos. 2003-001, 2004-074

DIRECT DEPOSIT
All employees will have funds dir ectly deposited into an account they established for deposit of their payroll checks.

Source: Resolution No. 2019-050

DISABILITY:

The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, non-probationary employees, with a buy-down program to be effective 727

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on the 41 st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disabil ity coverage periods. Salary continuation effective on the 41 st consecutive calendar day of disability will be at a rate of 100% of the employee’s base salary . Effective on the 61 st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.

Source: Resolution No. 86-59

DISCIPLINARY APPEAL PROCEDURE:

The City Manager will no longer serve as the Hearing Officer.

Source: Resolution No. 98-40, 2005-008

FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 – Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

Source: Resolution No. 2009-043, 2017-049

FLOATING HOLIDAY TIME:

Employees are provided w ith 35 hours of Floating Holiday Time in July of each year (prorated for new hires following completion of 6 months of full-time/continuous service). This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to 35 hours of Floating Holiday Time, one (1) ti me per fiscal year, in a set number of hours, payable at the employ ee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash- out (requires minimum of 10 worki ng days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the empl oyee will be responsible to pay back the City within 14 calendar days from the date of separation.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 97-62, 2000-47, 2000-69, Administrative Policy-Floating Holiday Time

HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

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Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pa y for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.

Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050

HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to adva nce Vacation time, which will be earned by the employee in the future, to thos e employees who request it and who do not have any current Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.

HOLIDAY PAY:

Public Safety Dispatch Supervisors & Police Re cords and Evidence Supervisors – credited with 155 holiday hours (observed City holidays plus Floating Holiday Time) at the beginning of each fiscal year. These positions have the option of converting holiday time to cash or to accumulated time off. Holiday time converted to cash pursu ant to exercise of the above option, will be compensated at the current base hourly rate. Any holidays converted to accumulated time off must be utilized during the fisc al year, and there will be no op tion to carry unused accumulated holiday time from one fiscal year to another. Any unused holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last payda y of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused holiday time.

Upon written request to the City’s Finance Department, payment of holidays will be made in a check separate from the regular payroll check at any time throughout the year. Holiday pay will be calculated at the pay rate at the time of cash-out. Special compensation will be reported in accordance with applicable sections of the Calif ornia Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.

Except for retiring from the City, Holiday leave tim e used or received in cash in excess of those which would have normally accrue d during that period of time in the fis cal year for observed City holidays, will reimburse the City upon termination of their employment.

Source: Resolution No. 96-86, 2016-047

HOLIDAY TIME COMPENSATION BANK:

When a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compen sation bank. Holiday hours shall be utilized within 90 days after said hours appear in the employees’ leave bank. 729

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Accrued holiday hours, which have not been utilized within the time restriction described herein, shall be removed from the records without further compensation.

If an employee’s written request to use the holid ay time is denied, then the above described 90 day time period shall be extended by 60 cal endar days from the date that the 90 th day expired.

An additional concurrent 60 calendar day extension may be approved until use of the holiday time is both granted and utilized, or stricken from the employee’s account.

Employees who have properly and timely initiated a written request to utilize a holiday, with said request being denied as described herein, shall not be compelled to utilize the holiday hours on a day which is unacceptable to the employee. The only circumstance in which an accumulated holiday shall be converted to cash, is where th e employee separates from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation. In such case, the ac cumulated holiday shall be convert ed to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

Source: Resolution No. 2016-047

JURY DUTY:

It is the policy of the City that no employee be compensated for jury service in excess of ten (10) working days during any fiscal y ear. A “working day” shall be defined as a regularly scheduled day of work for the affected employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided ther e is an opportunity for at least one hour (1) of actual work time.

Source: Resolution No. 96-86, 2019-050

LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

The City shall pay the employee cost of the re newal fee for Registrati on as a Professional Engineer in the State of California. If the employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.

Source: Resolution No. 91-102

LIFE INSURANCE:

Employees are provided with a total of $100,000 in life insurance coverage.

See also Death Benefit Section in this Summary of Benefits.

Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69

LUNCH (PAID):

Public Safety Dispatch Supervisors and Poli ce Records & Evidence Supervisors will receive a paid lunch break..

Source: Resolution No. 96-86
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LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time paym ent upon adoption of this Memorandum of Understanding if having already reached one of th e anniversaries above. For example, if an employee has worked for the City for 31 years, employee would receive a one-time payment of $2,000. Upon reaching their 35 year anniversary, employee would receive Longevity Pay of $2,500.

MANAGEMENT LEAVE:

With exception of Public Safety Dispatch Supervisors and Police Records and Evidence Supervisors, who earn overtime , employees are provided with 60 Management Leave hours in the first pay period in July of each fiscal year . Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated management leave benefit.

Up to 30 hours of Management Leave may be ca shed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the final payroll in June (this payroll pe riod does not extend into July). Any unused Management Le ave on record at the ending date of the final payroll in June will be cashed out, up to 30 hours maximum.

Up to an additional 60 hours of Management Leav e may be granted by the City Manager with a corresponding ability to cash-out these hours fo r any employee who demonstrates they are committing an extraordinary amount of time beyond their normal work schedule to the job.

Except for employees retiring from the City, employees resigning/separating from employment will have Management Leave credited on a prorat ed basis (5 hours per month), and amounts used/cashed out in excess of thos e they qualify for are owed back to the City upon separation.

The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within 14 calendar days from the date of separation.

Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave

MILEAGE REIMBURSEMENT:

The City shall use the standard rate establishe d by the Internal Revenue Service to calculate reimbursement for mileage.

Source: Resolution No. 96-86

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MILITARY LEAVE:

Under certain conditions, employees ordered to active duty may receive wa ge continuation and benefits for up to one year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
(Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66

OVERTIME:

Public Safety Dispatcher Supervisor and Police Records & Evidence Supervisors – are eligible to earn overtime hours. For purpos es of overtime computati ons, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be count ed as hours worked.

Overtime hours are paid at the rate of one and one-half (1-½) times the employee’s base rate of pay unless otherwise specified in this Summary of Benefits.

Also see Regular Rate of Pay Section in this Summary of Benefits.

PERFORMANCE EVALUATION:

Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire.

Salary adjustments will be based on individual performance and contribution.

Source: Resolution No. 97-62

PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):

An employee is limited to 30 calendar days from service of an adverse document in which to respond to said document placed in his/her Personne l File. If the affected employee, or the affected employee’s representative, requires additio nal time to prepare a response, either party may, in writing, notify the Direct or of Human Resources/Risk Management and an additional 30 days extension will be granted.

Source: Resolution No. 2000-47

RECRUITMENT INCENTIVES:

For recommendation resulting in Sworn Officer hire:
 $2,000 at hire + $500 upon completion of probation for entry level.  $4,000 at hire + $1,000 upon completion of probation for lateral.

For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

NOTE: Any Police Department personnel who are as signed to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this bene fit unless the recommendation for hi re is made independent of his/her duties as a Recruitment Te am Member, i.e., outside of the work hours in which he/she is formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire.

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established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.

Source: Resolution Nos. 2006-021, 2007-056, 2013-046

REGULAR RATE OF PAY
Public Safety Dispatcher Supervisor and Police Records & Evidence Supervisors For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to th e following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
 Acting Pay
 Additional Duty Pay
 Unused portions of the Benefit Bank actually received as cash  Bilingual Pay
 Longevity
 Uniform Clothing/Cleaning Allowance

For purposes of determining the total hours actually worked in the work period, all hours taken as leave are deducted from total number of hours paid.

See also Overtime section of this Summary of Benefits.

REHIRE POLICY:

Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former cl assification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall serve the same probationary period that any new hire would otherwise serve and shall be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception shall be that any employee rehired shall have th eir seniority level and leave accrual rates determined based upon the number of y ears of service with the City of Chino prior to the resignation.

Employees rehired by the City under the City’s Re hire Policy will be allowed to buy back any time cashed out at time of separation. Said buy b ack shall be at the hourly rate existing upon rehire. Sick Leave on record at the time of separation that was not co mpensated for will be reinstated.

Source: Resolution Nos. 96-86, 97-62

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RETIREMENT:

The City has a three-tier retirement benefit as follows:

A. 2.7% at age 55 if hired befo re October 17, 2011, with the single highest year final compensation.

B. 2% at age 55, if hired on or after Oct ober 17, 2011, with a 3-ye ar average final compensation.

C. 2% at age 62 (PEPRA), if entering CalPERS membership on or after January 1, 2013, with a 3-year average final compensation.

Member Contribution to PERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to PERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and PERS guidelines:

A. 2.7% at 55, if hired before October 17, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 17, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054 and California Public Employee Pension Reform Act of 2013 (PEPRA)

RETIREMENT HEALTH SAVINGS (RHS) PLAN:

A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of employee contributions only.

Beginning January 1, 2021, employees will contribu te $25 per pay period on a pre-tax basis.

Upon separation or retirement, em ployees will contribute 50% of all qualifying accrued Sick Leave to the plan.

Source: Resolution No. 2007-049

SALARY ADJUSTMENTS:

All adjustments to an employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.

Public Safety Dispatch Supervisor – will receiv e a one-time adjustment to current base salary range commensurate with the percentage adjustment applied to Public Safety Dispatcher.

Police Records & Evidence Supervisor - will receive a one-time increase to current base salary range, retroactive to July, 2021 to reflect evidence control, formerly carri ed out by the rank of Lieutenant.

Source: Resolution Nos. 2000-47, 2000-69, Employee Handbook 734

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SEPARATION FROM CITY:

At the discretion and approval of the Department Director, empl oyees may be allowed to extend their last day of employment through the use of leave time one (1) pay period beyond that day on which the employee actually reports to work.

Source: Resolution No. 97-62

SICK LEAVE:

Upon hire, employees will be credited with 30 hour s or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of 90 days of continuous full-time employment. Following the 90
th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month up to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes fro m full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or re tirement from the C ity, any Sick Leave usage requested will require a doctor’s note or certification. If docum entation is not received, the employee will not receive payment for any Sick Leave hours for time missed from work.

Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination

SICK LEAVE BUY BACK:

At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at th e time of separation. This benefit is contingent upon non-retirement, non-disc iplinary separation, and completi on of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:

Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement fo llowing five (5) years of full-time em ployment with the City as the final employer. The percentages may be adjusted in accordance with the Reti rement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.

Source: Resolution Nos. 85-54, 87-83, 2007-56

SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule. 735

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A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 da y (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50 + 24 + 46 = 120 h rs 6 days (60 hrs) 6 da ys (60 hrs) 2 da ys (16 hrs) 60 + 16 + 44 = 120 hrs

Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. C onverted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the 1,080 hours Sick Leave limit.

Source: Resolution Nos. 86-59, 91-102

SICK LEAVE HIRING INCENTIVE:

New employees may be eligible to be credited with up to 200 hours of Sick Leave from their prior employer so long as th e prior employer did not compensate the employee for Sick Leave hours at this amount or greater.

SICK LEAVE PROGRAM:

Employees having in excess of 960 hours of accumu lated Sick Leave on the last pay period in June will be paid in the final paycheck of th e fiscal year, an amount computed at the then existing hourly rate for each hour in excess of 960 hours, up to a maximum of 56 hours.

Source: Resolution Nos. 87-83, 91-102

TUITION ADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional de velopment course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition A dvancement Form must be received by the Human Resources/Risk Management Department fo r review and approval before and advance will be provided. Budgeted funds must be availa ble to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.

The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotio n into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no 736

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matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Asso ciation of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an instituti on listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, pa rking and registration/enrollment fees. All required fees such as health-related fees, “g ym” fees and other misce llaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City w ith verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the da te of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the educational institution attended does not provi de the employee with verificati on of completion or grades or receipts within this 60 calendar days timefra me, the employee is responsible to notify the Director of Human Resources/Risk Management , in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) a nd receipts for expenses at the end of either the initial 60 calendar days or at th e end of the extension of an a dditional 60 calendar days (to 120 calendar days total), the City will have the righ t to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.

Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054

TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of th e fiscal year in order to verify the number of employees making application fo r the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Hu man Resources/Risk Management Department no later than May 1 of each year in order to participate in this Enhanced Program.

It shall remain the individua l employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

Source: Resolution No. 96-86, 2015-054

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UNIFORM CLOTHING/CLEANING ALLOWANCE:

Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors – The City shall provide to affected employees a clothing/cleaning allowance of $770 per year. Payment for the total uniform cleaning allowance will be made one time per year. This payment will be in a check separate from the employee’s regular paycheck and will be provided at the time of distribution of the second payroll check in August of each year. If assignment is made to a non- uniformed unit prior to the end of the fiscal year, the employee wi ll be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.

The amount of reportable compensation for uniforms shall not exceed $770 per year. Non- uniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the employee’s option, th e annual allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually by each employee.

Source: Resolution No. 2006-021
Also see Work Boots and Work Shoes in this Summary of Benefits.

VACATION LEAVE:

Maximum accrual of Vacation is 400 hours. Upon termina tion of employment, accrued Vacation will be paid at the employee’s then ex isting hourly rate of pay. New employees with less than six (6) months of City service are inelig ible to receive Vacation Leave Buy Back. It is the responsibility of employees to schedule Vacati on time off for rest a nd recuperation in order that earned vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6 – 24 12 da ys p/year (10.0000 hours p/month)
25 – 48 15 da ys p/year (12.5000 hours p/month)
49 – 108 18 da ys p/year (15.0000 hours p/month)
109 – 120 19 da ys p/year (15.8333 hours p/month)
121+ 20 da ys p/year (16.6666 hours p/month)

Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the employee and particular regard for the needs of the C ity. Unless otherwise provided by Department rules, em ployees must submit vacation requests to th eir supervisor at least seven (7) calendar days prior to the intende d start of vacation. No person will be permitted to work for compensation for the City during his/ her vacation except with prior approval of the City Manager or designated representative. In the event that one or more City holidays fall within an annual Vacation Leave, the holidays w ill not be charged as Vacation Leave; however, extension of the Vacation Leave fo r the period of such holiday(s) is subject to approval of the City Manager.

A temporary increase in the total Vacation hours accrued (in exce ss of 400 hours) may be approved by the Department Director and notificat ion to the Finance Department to affect this temporary exception.

Source: Resolution Nos. 85-54, 86-59, 2005-008

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VACATION LEAVE BUY BACK:

At separation or retirement, 100% of accrued V acation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Hea lth Savings Plan elections and provisions for affected individuals, per IRS regulations.

Source: Resolution No. 86-59, 2005-008

VACATION LEAVE CONVERSION:

Employees who have accumulated a minimum of 120 vacation hours may convert a maximum of 80 hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prio r to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.

*This usage requirement is waived for “active” military personnel.

Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021

WORK BOOTS / WORK SHOES
Supervising Building Inspector and Supervisi ng Code Compliance Insp ector - will receive a $300 allowance in their first paycheck in Januar y. These funds will be used by the employee for the purchase of safety-rated wo rk boots or work shoes. Employe es are required to wear and maintain work boots/work shoes in conformanc e with OSHA regulations and City appearance standards.

Source: Resolution No. 2016-047

WORKERS’ COMPENSATION PROGRAM:

Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to ex ceed 12 months. If the di sability extends for a period beyond 14 calendar days th e City will credit the employee for the first three (3) days of Sick Leave used. If hosp italization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.

Source: Labor Code section 4850; Resolution No. 85-54

WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
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 That neither a “Notice of Claim” nor “App lication for Adjudicati on of claim” will have been filed or served against the City of Chino.
 That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
 That the injured employee and the City have employed the guidance of the State Department of Industrial Rela tions Office of Information and Assistance to resolve any outstanding issues or misunderstandings.

Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of lega l counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

Source: Resolution No. 97-62

SAVINGS CLAUSE:

Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.

MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered herein and presently enjoyed by the employees will remain in full force and effect unless determined by law and/or a court of competent jurisdiction to be unlawful or amended by City Council.

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Ma nager of the City of Chino and will only be implemented upon adoption by the City Council.

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SUMMARY OF BENEFITS

DEPUTY DIRECTORS

The positions of at-will Deputy Directors are:

Deputy City Manager (incumbent not at-will)
Deputy Director of Community Services, Parks & Recreation Deputy Director of Development Services (incumbent not at-will) Deputy Director of Finance
Deputy Director of Human Resources/Risk Management
Deputy Director of Public Works

Excerpts from relevant State statutes, City C ouncil Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

ACTING PAY:

The City will grant Acting after an employee has worked in a higher classification for 20 consecutive work days or 20 non-consecutive work days in a 90 calendar day period. To receive Acting Pay, an employee must be fo rmally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager

Subject to the conditions noted above, qualifyin g employees will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work days or twenty (20) non- consecutive work days in a nine ty (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.

Source: Resolution No. 97-62

ADDITIONAL DUTY PAY:

Additional Duty Pay may be provided to employ ees who are formally a ssigned the duties of a higher-level class for an extended period of time, anticipated to be in excess of two (2) weeks.

Such assignment will be confirmed by the processing of a Personne l Action Form by the employee’s Department Director. Additional Duty Pay will be granted as a percentage increase to the employees existing base salary only, and will not be less than the amount equal to the entry level salary of the higher level class fo r which the employee is performing duties, nor exceed the maximum salary at the top of the range of said class.

Source: Resolution No. 97-62

BENEFIT BANK:

Employees are provided with a Be nefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible depe ndents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage. Benefit bank change will become effective December 1, 2023. The Benefit Bank amount will be adjusted when new rates beco me effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

Source: Resolutions Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 741

SUMMARY OF BENEFITS

DEPUTY DIRECTORS
Created June, 2023 2
2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050

BEREAVEMENT LEAVE:

Employees are provided with a non-accruing bank of five (5) days (50 hours) for bereavement of an immediate family member.

An "immediate family member" for purposes of th is policy will include the following: spouse, domestic partner, parent, step-par ent, sibling, child, step-child, mother-in-law, brother-in-law, sister-in-law, daughte r-in-law, son-in-law, father-in-la w, grandparent, step-grandparent, grandchild, or any other relative residing within the employee's home.

Source: Resolution Nos. 2000-47, 2000-69, 2001-76, 2019-050

BILINGUAL PAY:

Employees are eligible to receive a $100 allowa nce per month (paid over 24 pay periods) for verbal fluency in any language, other than E nglish, that the Department Director deems necessary, including sign language
, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Department to determine empl oyees’ proficiency.

Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approva l: To be eligible to take the City’s competency examination, an employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the employee to use bilingu al skills on-the-job. In the event that an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination may be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

An additional $50 Bilingual allowance per month may be granted if the employee’s Department Director determines that the employee uses bilingual skills on an ongoing and consistent basis.

In the event that an employee is approved fo r bilingual pay, then late r changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determ ination may be made by the employee’s Department Director that bili ngual skills are no l onger required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025

CERTIFICATE PAY
If a professional certificate is required as part of an employees’ job, it will be paid for in the same manner and subject to the same limits as the American Federation of St ate, County and Municipal Employees (AFSCME) employees.

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Certified Access Specialist (CASp) – Qualifying employees are eligible to receive $100 per month (paid over 24 pay periods) if they possess a current CASp certificate.

COMPUTER LOAN PROGRAM
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

DEATH BENEFIT:

Employees are provided with $100,000 in life insurance coverage, payable to beneficiary(ies) on file in Human Resources/Risk Management Department at time of death.

In the event of an employee’s death, their bene ficiary(ies) will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have b een eligible for retirement using the definition in CalPERS, Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cash out of the employee’s accrued Sick Leave on record.

In the event of an employee de ath, and such death is define d by the Workers’ Compensation system as an industrial death, the employee’s bene ficiary(ies) will receive 100% cash-out of the employee’s accrued sick leave on record.

Source: Resolution No. 2000-047, 2000-069

DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available to all employees, providing ta x-deferred savings to serve as a retirement suppl ement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.

City Contribution
The City-paid contribution to deferred compensa tion is $410 per month. The contribution will be placed in a deferred compensation account selected by the City. Loans are permitted.

Source: Resolution Nos. 86-59, 87-83, 98-40
“Catch-up” Provision
Pursuant to federal and state law, employe es attaining the minim um age of 47, who are within 3 years of their planne d retirement date, may take a dvantage of the 457 Deferred Compensation Plan "catch-up" provisions and allowances as defined in federal and state law.

To the extent allowed by fede ral and state law and the City 's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrue d Sick, Vacation, Sick Leave Conversion, Management, and Floating Holiday Leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 743

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catch-up" shall normally be distributed over an employee's la st three (3) years prior to their planned retirement date. However, based on the total amount of "457 catch-up" contributions available to the employee, accumulated Sick Leave hours, and the employee's designated retirement date, "457 catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within 3 years of their planned retirement date, have "457 catch-u p" privileges available to them, be enrolled in the City- sponsored 457 Deferred Compensation Plan.

“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of 5 years of service with the City as the final employer a nd either a qualified se rvice or disability retirement. The City will adva nce employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.

In the event an employee separates for any reason other than service or disability retirement from the City prior to being elig ible to receive 100% Sick Leav e pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.

In order to participate, the employee will se lect the amount of Sick Leave they want transferred into deferred compensation at the be ginning of each of the 3 years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance wo uld then decrease comm ensurately with the amount of funds withdrawn.

The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the Sick Leave Program calculation.

“Catch-up”– Vacation Leave
In order to participate, the employee will se lect the amount of Vacation Leave they want transferred into deferred compensation at the be ginning of each of the 3 years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave ba lance would then decrease commensurately with the amount of funds withdrawn.

The employee maintaining their Vacation Leav e maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.

“Catch-up”– Other Leave Banks
In order to participate, the em ployee will select th e amount of other leav e (this may be Sick Leave Conversion, Management, an d/or Floating Holiday leave hour s) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a 744

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selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.

“Age 50+ Catch-up”
In the calendar year and employee attains age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Si ck, Vacation, Management, and/or Floating Holiday leave hours to contribute this additional amount.

Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.

Source: Resolution Nos. 98-09, 98-40, 2019-050

DEFINED CONTRIBUTION PLAN -- 401(a):

This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allo wed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pr e-tax contributions in one of th e established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per pa rticipating employee.

An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.

Source: Resolution Nos. 2003-001, 2004-074

DIRECT DEPOSIT
All employees will have funds dir ectly deposited into an account they established for deposit of their payroll checks.

Source: Resolution No. 2019-050

DISABILITY:

The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, non-probationary employees, with a buy-down program to be effective on the 41st calendar day of disabili ty, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disabil ity coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.

Source: Resolution No. 86-59

FLEXIBLE BENEFITS SPENDING PLAN:

A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

Source: Resolution No. 2009-043, 2017-049

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FLOATING HOLIDAY TIME:

Employees are provided w ith 35 hours of Floating Holiday Time in July of each year (prorated for new hires following completion of 6 months of full-time/continuous service). This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to 35 hours of Floating Holiday Time, one (1) ti me per fiscal year, in a set number of hours, payable at the employ ee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash- out (requires minimum of 10 worki ng days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the empl oyee will be responsible to pay back the City within 14 calendar days from the date of separation.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 97-62, 2000-47, 2000-69, Administrative Policy-Floating Holiday Time

HOLIDAYS:

The City has designated 12 ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pa y for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.

Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050

HOLIDAY CLOSURE:

The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accru ed Vacation, Floating Holidays, Sick Leave Conversion or remain in an unpaid leave status during this period.

The City shall have the discretion to adva nce Vacation time, which will be earned by the employee in the future, to thos e employees who request it and who do not have any current Vacation, Floating Holiday, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.

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Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.

HOLIDAY TIME COMPENSATION BANK:

When a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compen sation bank. Holiday hours shall be utilized within 90 days after said hours appear in the employees’ leave bank.

Accrued holiday hours, which have not been utilized within the time restriction described herein, shall be removed from the records without further compensation.

If an employee’s written request to use the holid ay time is denied, then the above described 90 day time period shall be extended by 60 cal endar days from the date that the 90 th day expired.

An additional concurrent 60 calendar day extension may be approved until use of the holiday time is both granted and utilized, or stricken from the employee’s account.

Employees who have properly and timely initiated a written request to utilize a holiday, with said request being denied as described herein, shall not be compelled to utilize the holiday hours on a day which is unacceptable to the employee. The only circumstance in which an accumulated holiday shall be converted to cash, is where th e employee separates from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation. In such case, the ac cumulated holiday shall be convert ed to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.

Source: Resolution No. 2016-047

JURY DUTY:

It is the policy of the City that no employee be compensated for jury service in excess of ten (10) working days during any fiscal y ear. A “working day” shall be defined as a regularly scheduled day of work for the affected employee.

For all jury service, employees ar e required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided ther e is an opportunity for at least one hour (1) of actual work time.

Source: Resolution No. 96-86, 2019-050

LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

The City shall pay the employee cost of the re newal fee for Registrati on as a Professional Engineer in the State of California. If the employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.

Source: Resolution No. 91-102
LIFE INSURANCE:

Employees are provided with a total of $100,000 in life insurance coverage.

See also Death Benefit section.
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Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69

LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $1,000 paid in a lump sum at time of anniversary.  25 years of service - $1,500 paid in a lump sum at time of anniversary.  30 years of service - $2,000 paid in a lump sum at time of anniversary.  35 years of service - $2,500 paid in a lump sum at time of anniversary.  40 years of service - $3,000 paid in a lump sum at time of anniversary.  45 years of service - $3,500 paid in a lump sum at time of anniversary.

Employees will receive a one-time payment if currently having met one of the anniversaries above. For example, if an em ployee has worked for the City for 31 years, the employee would receive a one-time payment of $2,000. Upon reaching their 35 ye ar anniversary, the employee would receive Longevity Pay of $2,500.

MANAGEMENT LEAVE:

Employees are provided with 60 Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shal l not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated Management Leave benefit.

Up to 30 hours of Management Leave may be ca shed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the second payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the second payroll in June will be cashed out, up to 30 hours maximum.

An additional 60 hours of Management Leave may be granted by the Department Director with a corresponding ability to convert these hours to cash.

Except for employees retiring from the City, employees resigning/separating from employment will have Management Leave credited on a prorat ed basis (5 hours per month), and amounts used/cashed out in excess of thos e they qualify for are owed back to the City upon separation.

The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within 14 calendar days from the date of separation.

Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave

MILEAGE REIMBURSEMENT:

The City shall use the standard rate establishe d by the Internal Revenue Service to calculate reimbursement for mileage.

Source: Resolution No. 96-86

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MILITARY LEAVE:

Under certain conditions, employees ordered to active duty may receive wa ge continuation and benefits for up to one year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
(Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66

PERFORMANCE EVALUATION:

Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire.

Salary adjustments will be based on individual performance and contribution.

Source: Resolution No. 97-62

PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):

An employee is limited to 30 calendar days from service of an adverse document in which to respond to said document placed in his/her Personne l File. If the affected employee, or the affected employee’s representative, requires additio nal time to prepare a response, either party may, in writing, notify the Direct or of Human Resources/Risk Management and an additional 30 days extension will be granted.

Source: Resolution No. 2000-47

RECRUITMENT INCENTIVES:

For recommendation resulting in Sworn hire:
 $2,000 at hire + $500 upon completion of probation for entry level;  $4,000 at hire + $1,000 upon completion of probation for lateral.

For recommendation resulting in hire of Public Safe ty Dispatcher or Public Safety Dispatcher Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

NOTE: Any Police Department personnel who are as signed to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this benefit unless the recomm endation for hire is made independent of their duties as a Recruitment Team Member, i.e., outside of the work hours in which they are formally assigned to serve in th e capacity of “Recruiter”. In or der to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire.

Upon the Chief’s review and approval of this s ubmission, in complianc e with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.

Source: Resolution Nos. 2006-021, 2007-056, 2013-046

REHIRE POLICY:

Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in his or her former cl assification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall serve 749

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the same probationary period that any new hire would otherwise serve and shall be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception shall be that any employee rehired shall have th eir seniority level and leave accrual rates determined based upon the number of y ears of service with the City of Chino prior to the resignation.

Employees rehired by the City under the City’s Re hire Policy will be allowed to buy back any time cashed out at time of separation. Said buy b ack shall be at the hourly rate existing upon rehire. Sick leave on record at the time of separation that was not compensated for will be reinstated.

Source: Resolution Nos. 96-86, 97-62

RETIREMENT:

Retirement Plans – The City has a three-tier retirement plan as follows:

A. Employees hired before the contract amendment with CalPERS effective October 16, 2011, will continue to be eligible for the 2.7% at 55 Plan, with the single highest year final compensation.

B. Employees hired on or afte r the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.

C. Employees hired on or af ter January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan with a 3-year average final compensation.

Member Contribution to CalPERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and CalPERS guidelines:

A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalP ERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compensation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054 and California Public Employee Pension Reform Act of 2013 (PEPRA)

RETIREMENT HEALTH SAVINGS (RHS) PLAN:

A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of employee contributions only.

Employees will contribute $25 per pay period on a pre-tax basis. Upon separation or retirement, employees will contribute 50% of all qualifying accrued Sick Leave to the plan.

Source: Resolution No. 2007-049

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SALARY ADJUSTMENTS:

All adjustments to an employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.

Source: Resolution Nos. 2000-47, 2000-69, Employee Handbook

SEPARATION FROM CITY:

At the discretion and approval of the Department Director, empl oyees may be allowed to extend their last day of employment through the use of leave time one (1) pay period beyond that day on which the employee actually reports to work.

Source: Resolution No. 97-62

SICK LEAVE:

Upon hire, employees will be credited with 30 hour s or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of 90 days of continuous full-time employment. Following the 90
th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue 10 hours of Sick Leave per month to a maximum accrual of 1,080 hours.

If an employee changes status (e.g. changes fro m full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.

Upon notice of resignation or re tirement from the C ity, any Sick Leave usage requested will require a doctor’s note or certification. If docum entation is not received, the employee will not receive payment for any Sick Leave hours used.

Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination

SICK LEAVE BUY BACK:

At separation of employment the City will buy back a percentage of the employee’s accrued sick leave hours, at the hourly base rate of pay at th e time of separation. This benefit is contingent upon non-retirement, non-disc iplinary separation, and completi on of five (5) years full-time employment with the City.

Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%

The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement fo llowing five (5) years of full-time em ployment with the City as the final employer. The percentages may be adjusted in accordance with the Reti rement Health Savings Plan elections and provisions for affected individuals, per IRS regulations. 751

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Source: Resolution Nos. 85-54, 87-83, 2007-56

SICK LEAVE CONVERSION TO PERSONAL LEAVE:

For employees who have earned sick leave accrual benefits for one (1) fu ll fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.

A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 da ys (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 da y (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 da ys (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 da ys (30 hrs) 5 da ys (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 da ys (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 da ys (50 hrs) 3 da ys (24 hrs) 50 + 24 + 46 = 120 h rs 6 days (60 hrs) 6 da ys (60 hrs) 2 da ys (16 hrs) 60 + 16 + 44 = 120 hrs

Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. C onverted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the 1,080 hours Sick Leave limit.

Source: Resolution Nos. 86-59, 91-102

SICK LEAVE HIRING INCENTIVE:

New employees may be eligible to be credited with 200 hours of Sick Leave employer so long as the prior employer did not compensate the employ ee for sick leave hours in the same amount or greater.

SICK LEAVE PROGRAM:

Employees having in excess of 96 0 hours of accumulated sick leav e on the last pay period in June will be paid in the final paycheck of th e fiscal year, an amount computed at the then existing hourly rate for each hour in excess of 960 hours, up to a maximum of 56 hours.

Source: Resolution Nos. 87-83, 91-102

SPECIAL COMPENSATION PAYMENT SCHEDULE:

Employees eligible to receive special compensation benefits which are a percentage of base pay, will receive compensation paid over 26 pay periods each fiscal year. All other special compensation, such as Bilingual Pay, will receive compensation paid over 24 pay periods each fiscal year. Special compensation will be report ed in accordance with app licable sections of the California Government Code , California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.

Source: Resolution No. 2019-050

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TUITION ADVANCE PROGRAM:

Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional de velopment course, are eligible for tuition advancement up to a maximum of $3,500 per fiscal year. A Tuition A dvancement Form must be received by the Human Resources/Risk Management Department fo r review and approval before and advance will be provided. Budgeted funds must be availa ble to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.

The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotio n into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Asso ciation of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an instituti on listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.

Advanceable expenses will include books, tuition, pa rking and registration/enrollment fees. All required fees such as health-related fees, “g ym” fees and other misce llaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City w ith verification of completion of class(es), grade(s) and receipts for expenses within 60 calendar days from the da te of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the educational institution attended does not provi de the employee with verificati on of completion or grades or receipts within this 60 calendar days timefra me, the employee is responsible to notify the Director of Human Resources/Risk Management , in writing, of such and an additional 60 calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) a nd receipts for expenses at the end of either the initial 60 calendar days or at th e end of the extension of an a dditional 60 calendar days (to 120 calendar days total), the City will have the righ t to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.
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Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of th e fiscal year in order to verify the number of employees making application fo r the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Hu man Resources/Risk Management Department no later than May 1 of each year in order to participate in this enhanced program.

It shall remain the individua l employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

Source: Resolution No. 96-86, 2015-054

VACATION LEAVE:

Maximum accrual of vacation is 400 hours. Upon termination of employment, accrued vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vaca tion Leave buy back. It is the responsibility of employees to schedule vacation time off for rest and rec uperation in order that earned vacation time in excess of 400 hours will not be removed from the records.

Months of Completed Service Annual Vacation Accrual
6 – 24 12 da ys p/year (10.0000 hours p/month)
25 – 48 15 da ys p/year (12.5000 hours p/month)
49 – 108 18 da ys p/year (15.0000 hours p/month)
109 – 120 19 da ys p/year (15.8333 hours p/month)
121+ 20 da ys p/year (16.6666 hours p/month)

Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the employee and particular regard for the needs of the C ity. Unless otherwise provided by Department rules, em ployees must submit vacation requests to th eir supervisor at least seven (7) calendar days prior to the intende d start of vacation. No person will be permitted to work for compensation for the City during his/ her vacation except with prior approval of the City Manager or designated representative. In the event that one or more City holidays fall within an annual vacation leave, the holidays w ill not be charged as vacation leave; however, extension of the vacation leave for the period of such holiday(s) is subject to approval of the City Manager.

A temporary increase in the total vacation ho urs accrued (in excess of 400 hours) may be approved by the Department Dire ctor and notification to Finance to affect this temporary exception.

Source: Resolution Nos. 85-54, 86-59, 2005-008

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VACATION LEAVE BUY BACK:

At separation or retirement, 100% of accrued vacation leave, to a maximum of 400 hours, will be paid at the employee’s existing ba se rate of pay. New employees with less than six (6) months of service are ineligible to receive vacation leav e buy back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.

Source: Resolution No. 86-59, 2005-008

VACATION LEAVE CONVERSION:

Employees who have accumulated a minimum of 120 vacation hours may convert a maximum of 80 hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prio r to date of conversion, half* the number of accrued leave hours requested, excluding sick leave, must have been taken as time off.

*This usage requirement is waived for “active” military personnel.

Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021

WORKERS’ COMPENSATION PROGRAM:

Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to ex ceed 12 months. If the di sability extends for a period beyond 14 calendar days th e City will credit the employee for the first three (3) days of Sick Leave used. If hospitalizatio n is required the firs t, second, and third days off are picked up by the City through the Workers’ Compensation program.

Source: Labor Code section 4850; Resolution No. 85-54

WORKERS’ COMPENSATION PREMIUM PAYMENT:

In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
 That neither a “Notice of Claim” nor “App lication for Adjudicati on of claim” will have been filed or served against the City of Chino.
 That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
 That the injured employee and the City have employed the guidance of the State Department of Industrial Rela tions Office of Information and Assistance to resolve any outstanding issues or misunderstandings.

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DEPUTY DIRECTORS
Created June, 2023 16
Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or repres entation; however, the premium benefit offered is only available in cases handled without the involvement of lega l counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

Source: Resolution No. 97-62

SAVINGS CLAUSE:

Should any clause in this Summary of Benefits be held invalid by la w and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will be in full force and effect.

MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered by this Agreement and presently enjoyed by the employees will remain in full force and effect during the term of this agreement unless determined by a court of law to be unlawful.

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Ma nager of the City of Chino and will only be implemented upon adoption by the City Council. 756
Updated June, 2023 1

SUMMARY OF BENEFITS

ELECTED OFFICIALS

For the positions of Mayor and City Council Me mber, collectively referred to “Elected Officials” hereafter. Excerpts from relevant State statut es, City Ordinances, and City Council Resolutions are found in this document, and are organized alphabetically by subject matter.

ANNUAL PHYSICAL/WELLNESS:

Up to $450 may be provided for reimbursement to ward the cost of gym membership, an annual physical, or related out-of-pocke t medical expenses. An invoice(s) must be submitted from the medical provider or proof of gym membership to receive reimbursement.

Source: Resolution Nos. 2001-76, 2006-021

BENEFIT BANK:

Elected Officials are provided w ith a Benefit Bank for the purchas e of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at th e rate equal to Kaiser ), dental and vision coverage for family co verage. Benefit Bank change will b ecome effective December 1, 2023.

The Benefit Bank amount will be adjusted when new rates become effective December 1, 2024.

Unused portions of the Benefit Bank will be paid out as earned.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-22, 2005-08, 2006-21, 2007-49, 2013-46, 2015-54, 2019-50

COMPENSATION/STIPEND:

A stipend, is paid bi-weekly as follows:

Mayor - $1,534/month
Elected Official - $1,281/month
Source: Ordinance No. 2008-20

DEFERRED COMPENSATION PLAN:

A deferred compensation plan is available for contribution up to the maximum amount allowed each year by federal and state law. A contributi on of $700 is made into the City’s selected plan for each Elected Official each month.

Source: Resolution Nos. 2013-46

DEFINED CONTRIBUTION PLAN - 401(a):

This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows Elected Officials to tax defer income beyond what is allowed in the 457 Pla n. Participation is voluntary.

The City contributes $1 per pay period per participating Elected Of ficial. Election to enroll in the 401(a) Plan is irrevocable.

Source: Resolution Nos. 2003-001, 2004-074

LIFE INSURANCE:

A total of $100,000 in life insurance coverage.

Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
757
Updated June, 2023 2

RETIREE HEALTH SAVINGS (RHS) PLAN:

Plan participation is suspended for any retired employee who works in the capacity of a Council Member.

RETIREMENT:

Retirement Plans – The City has a three-tier retirement plan as follows:

A. Employees hired before the contract ame ndment with CalPERS effective October 16, 2011 will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year final compensation.

B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at age 55 Plan, with a 3-year average final compensation.

C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan, with a 3-year average final compensation.

Member Contribution to PERS
Members will contribute the employee rate of c ontributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414 (h)(2) and PERS guidelines:

A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.

B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Employee contribution rate – 7.25% of reportable compen sation (subject to change).

Fourth Level 1959 Survivor Benefit – The City will pay costs associated with this benefit.

Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054, California Public Elected Official Pension Reform Act of 2013 (PEPRA)
 For Retired Annuitants
There is no requirement for a retired annuitant to contribute to a 457 Deferred Compensation Plan or to CalPERS.

SEPARATION FROM CITY:

Elected Officials will be provided a prorated por tion of the monthly stipend and Benefit Bank, based on the number of meetings attended during the month of separation.

VEHICLE ALLOWANCE:

A vehicle allowance of $500 per month is provided.

Source: Resolution Nos. 2008-52, 2013-46
758

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES

Part-time positions can be found in the current Classification and Compensation Schedule – Part-time Positions. Excerpts from relev ant State statutes, Council Resolutions, and Administrative Policies are f ound in this document, and are or ganized alphabetically by subject matter.

ACTING PAY/ADDITIONAL DUTY PAY:

1. Acting Pay may be provided to employees who are formally assi gned the duties of a higher-level class for an ex tended period of time, anticip ated to be for a minimum duration of two (2) weeks. Such assignmen t will be confirmed by the processing of a Personnel Action Form (PAF) by the employee’s Department Director. Acting Pay will be granted as a percentage increase to the employees existing base salary only and will not be less than the amount equal to the entr y level salary of the higher level class for which the employee is performing duties, nor exceed the maximum salary at the top of the range of said class.

2. Additional Duty Pay may be afforded to an employee who takes on a significant number of extra assignments in an ar ea different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.

Source: Resolution No. 2006-021, 2019-050

BEREAVEMENT LEAVE:

A non-accruing bank of five (5) days (50 hours) for the bereavement of an “immediate family member” is provided. An “immediate family member” is defined as a spouse, domestic partner, parent, step-parent, si bling, child, step-child, mother-in-la w, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandparent, step -grandparent, grandchild, or any other relative residing within the employee’s home.

Source: Resolution No. 2019-050

BILINGUAL PAY:

Employees, who are identified as holding status in a “regular” part-time position (as compared to a seasonal or on-call part-time po sition) are eligible to receiv e a $25 allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English their Department Director deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination wi ll be developed and administered by the Human Resources/Risk Management Department to determine empl oyees’ proficiency.

Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for bilingual pay.

Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by their Department Director.

Eligibility for the opportunity to test for bilingual pay is solely at the employee’s Department Director’s discretion and is not subject to administrative appeal or challenge.

The Department Director will make their recommendation based on an assessment of the 759

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need for the employee to use bilingual skills on-the-job. In the event that an employee is approved for bilingual pay, then later changes assignment, classification, job duties, or is transferred or promoted, in any manner, a determination may be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.

Source: Resolution No. 99-02

BREAKS / LUNCH
For each five (5) hours worked, a 20 minute paid break period will be provided. For each six (6) hours worked, a 30 minute (minimum) unpaid meal break will be provided.

Source: Employee Handbook

COMMERCIAL DRIVER’S LICENSE:

Employees who are required to have a Class A, Class “B” or Class “C” with Hazmat endorsement driver’s license are eligible to receive $250 each fiscal year.

Source: Resolution No. 2019-050

COMPUTER LOAN PROGRAM
Part-time employees who are assigned on a regul ar and consistent basis to work 30 hours or more per week are eligible to participate in a Computer Loan Program managed by the Finance Department.

COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the beginning of the pay period including July 1, 2023: 4%  Effective the beginning of the pay period including July 1, 2024: 4%

All positions will be paid an hourly rate that complies with the minimum wage law.

Source: Resolution No. 96-86, 2019-050

COURT APPEARANCE COMPENSATION:

Part-time Police Officer and Reserve Police Officer – The City will pay part-time Police Officers and Reserve Police Officers the sum equivalent to Step E of the full-time Police Officer salary schedule, less deductions, for court time when the employee is subpoenaed.

Source: Resolution No. 82-05

DEFERRED COMPENSATION PLAN:

Employees may voluntarily co ntribute to the City’s 457 deferred compensation program.

Contributions will be made to a Roth IRA plan.

Source: Resolution No. 2015-054

DIRECT DEPOSIT:

All employees will be required to have funds direc tly deposited into an account they established for deposit of their payroll checks.

Source: Resolution No. 2019-050

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Updated 7/2023 3
HEALTH INSURANCE (AFFORDABLE CARE ACT):

Part-time employees who are assigned on a regul ar and consistent basis to work 30 hours or more per week are e ligible to enroll in the C ity’s health insurance plan upon hire. For part-time employees, whose schedule is as signed to be less than 30 hour s per week, hours will be measured on an annual basis. If a part-time empl oyee’s hours average 30 hours or more per week during the measurement period, this employee will be eligible to enroll in the City’s health insurance plan during open enrollment each year.

The City will contribute a subsidy amount, whic h will be calculated based on the employee’s hourly rate of pay. The subsidy is calculated at the time of enrollment, and annually thereafter.

The total monthly cost of the health insurance plan chosen by the employee, minus the City’s subsidy amount will become the out-of-pocket co st that will be deduc ted from the employee’s pay on a bi-weekly basis. Health insurance premiums will be paid by the employee one month in advance in compliance with insurer’s billing.

Source: Resolution No. 2016-047

HIRING INCENTIVE:

For difficult to fill positions, ne w employees may be eligible to be receive an in centive of $500 upon hire, and an additional $500 upon their one-year anniversary with Outstanding Performance.

HOLIDAYS:

Part-time employees may receive a paid holiday benefit. Part-time em ployees must meet the following criteria to qualify:
 Hold a “regular” part-time position and are as signed on a regular and consistent basis to work 20 hours or more per week (as comp ared to a seasonal or on-call part-time position);
 Are pre-scheduled to work and the holiday falls on a day of the week in which they would normally be scheduled to work; and
 Employees must be paid for the regularly scheduled workday which immediately follows a holiday.

The designation of “regular” part- time versus seasonal or on-call part-time status is determined at the sole discretion of the City. Verificatio n of a part-time employee’s eligibility will be conducted by each departments’ Management Anal yst prior to paying this holiday benefit to ensure compliance with the provision of this benefit.

The City has designated twelve 5-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve

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Employees must be paid for the regularly scheduled workda y which immediately follows a holiday in order to receive pa y for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.

Employees who work on a holiday will be paid the allowed holiday hours at the straight time hourly rate in addition to their regular worked hours.

Source: Resolution Nos. 97-62, 2001-76, 2005-008

LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 20 years of service - $500 paid in a lump sum at time of anniversary.  25 years of service - $750 paid in a lump sum at time of anniversary.  30 years of service - $1,000 paid in a lump sum at time of anniversary.  35 years of service - $1,250 paid in a lump sum at time of anniversary.  40 years of service - $1,500 paid in a lump sum at time of anniversary.  45 years of service - $1,750 paid in a lump sum at time of anniversary.

Employees will receive a one-time paym ent upon adoption of this Memorandum of Understanding if having already reached one of th e anniversaries above. For example, if an employee has worked for the City for 31 years, employee would receive a one-time payment of $1,000. Upon reaching their anniversary, employee would receive Longevity Pay of $1,250.

MILEAGE REIMBURSEMENT:

The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

Source: Administrative Policy-Business Related Expenses

MILITARY LEAVE:

Part-time employees receive compensation for military leave in compliance with applicable state and federal laws. A part-time employee shall be en titled to return to their City position at the conclusion of the Active Military Duty, as provided by law.

Source: Resolution No. 2001-66

OVERTIME:

Part-time employees who work more than 40 hour s per work week will be automatically paid overtime at time and one-half for all hours worked over the 40 hour per week maximum.

The only exception to this requirement is “sea sonal” employees. Seasonal employees may be requested by the City to work more than 40 hour s per week and will be paid for the hours over 40 at their regular pay rate (not at time and one-half).

Source: Administrative Policy-Compensatory Time and
Overtime Paid for Part-time Employees

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SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 7/2023 5
RECRUITMENT INCENTIVES:

For recommendation resulting in Sworn Officer hire:
 $2,000 at hire + $500 upon completion of probation for entry level.  $4,000 at hire + $1,000 upon completion of probation for lateral.

For recommendation resulting in hire of Public Safe ty Dispatcher or Public Safety Dispatcher Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

NOTE: Any Police Department personnel who are as signed to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this bene fit unless the recommendation for hi re is made independent of his/her duties as a Recruitment Te am Member, i.e., outside of the work hours in which he/she is formally assigned to serve in the capacity of “R ecruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire.

Upon the Chief’s review and approval of this s ubmission, in complianc e with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.

Source: Resolution Nos. 2006-021, 2007-056, 2013-046

RETIREMENT:
 For Non-CalPERS Members
In 1990, Congress passed the Omnibus Budget and Reconciliation Act (OBRA), which required all local governments to establish a retirement pl an for their part-time em ployees. The City has established a 457 Deferred Compensation Plan, wh ich works as a savings account, to meet this requirement. Employees are require d to contribute 7.5% of their pre-tax earnings to the City’s 457 Deferred Compensation Plan.

 For CalPERS Members
The City has a 3-tier retirement benefit as follows:

Plan for sworn personnel:

A. 3% at age 50, if hired before October 16, 2011, with the single highest year final compensation.

B. 3% at age 55, if hired on or after Oct ober 16, 2011, with a 3-ye ar average final compensation.

C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, with a 3-year average final compensation.

Plan for non-sworn personnel:

A. 2.7% at age 55 if hired before July 1, 2011, with the single highest year final compensation.

B. 2% at age 55, if hired on or after Oct ober 17, 2011, with a 3-ye ar average final compensation.

C. 2% at age 62 (PEPRA), if entering PERS membership on or after January 1, 2013, with a 3-year average final compensation.

763

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 7/2023 6
Sworn and non-sworn personnel:

Pre-Tax Contribution – All employee paid contri butions to CalPERS will be made on a pre-tax basis, in accordance with IRC section 414(h)(2) and PERS guidelines.

The City provides the Fourth Level 1959 Survivor Benefits.

Source: Resolution Nos. 91-69, 2006-021, 2011-30, 2015-054 California Public Employee Pension Reform Act of 2013 (PEPRA)

 For Retired Annuitants
There is no requirement for a retired annuitant to contribute to a 457 Deferred Compensation Plan nor to CalPERS.

RETIREE HEALTH SAVINGS (RHS) PLAN:

In compliance with IRS regulations, Retirement Health Savings Plan participation will be suspended for any formerly retired City empl oyee who works in the capacity of a part-time employee.

Source: Affordable Care Act

SALARY:

Upon Transfer
Any part-time employee who tran sfers to another pa rt-time job assignm ent, including a concurrent assignment, in a differ ent job classification (where the salary range is less than the current assignment/position), will receive an hour ly rate which reflects experience within the new classification at the discretion of the Department Director, or their designee.

Source: Resolution Nos. 2019-050

SALARY ADJUSTMENTS:

All adjustments to an employee's sa lary will be made at the start of the pay period in which the salary adjustment becomes effective.

Source: Resolution Nos. 2016-047

SICK LEAVE:

All part-time employees (excluding Retired Annuitants)
All part-time employees are credited with 24 hours of Sick Leave at time of hire (which may be used after the 90 th day of employment) and every July 1 st thereafter. These sick leave hours are capped at 48 hours. These hours will cease to be credited if the part-time employee qualifies for Regular Part-time Sick Leave.

Regular Part-time Sick Leave
To qualify for regular part-tim e sick leave benefits of five (5) hours per month, part-time employees must meet the following standards:
 Complete 1 year of service with the City. During this period, the part-time employee must hold a “regular” part-tim e position (as compared to a s easonal or on-call part-time position). The designation of “regular” part -time versus seasonal or on-call part-time status is determined at the sole discretion of the City. 764

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 Work 20 hours or more per week on a regu lar and consistent basis (not including overtime).
 Maintain an overall performance review ratin g of “Meets Standards”, or better, to be reevaluated upon the end of a special evaluation period.  In the event that a part-time employee is a pproved to accrue regular part-time Sick Leave benefits on a monthly basis, and then at some future poi nt, does not meet all of the standards as outlined in this section due to a change in work assignment or transfer, this benefit will cease with no right of appeal. In any case, annual recertification of an employee's continued eligibility to receive this benefit is required.

Unused Sick Leave will be accumulated and car ried over from one year to the next. The maximum accrual of unused Sick Leave is 480 hours. Sick Leave may be used as time off only due to illness. This time may not be sold back to the City.

In the event that a part-time employee is appr oved to accrue monthly regular part-time Sick Leave benefits, and then at some future point does not meet al l the standards as outlined in this section, due to a change in work assignment or tr ansfer, this benefit will cease with no right of appeal. In any case, annual recert ification of an employee’s continued eligibility to receive this benefit will be required. Upon qualification of Sick Leave bene fit, the employee’s sick leave bank will be reinstated.

Part-time Sick Leave upon changing from Full-time to Part-time If a full-time employee changes st atus and becomes a part-time employee, their full-time Sick Leave bank will be cashed-out at the appropriate amount based on years of service at the time they become part-time. Any remaining hours will be suspended. These hours are not eligible to be donated to other employees. Employees will be provided a part-time Sick Leave bank of 24 hours which may be used immedi ately. No further Sick Leav e will be earned unless the employee meets the criteria for accruing at the regular part-time Sick Leave rate. If this employee subsequently re turns to full-time employment with the City of Chino within one (1) year, the full-time Sick Leave bank will be reinst ated. Otherwise, hours remaining in the full- time Sick Leave bank will be removed from the records without further consideration.

Upon notice of resignation or retirement from the City, all sick leave usage requested will require a doctor’s note or certification. If documentation is not rece ived, the employee will not receive payment for any sick leave hours.

Source: Resolution Nos. 2005-008, 2015-046

SPECIAL DETAIL PAY:

Part-time Police Officer and Reserve Police Officer – The City will pay part-time Police Officers and Reserve Police Officers the sum equivalent to Step E of the full-time Police Officer salary schedule, less deductions, for as signed contract paid details and all special details including vacation house check, youth ride along, special patrol and special investigations.

Source: Resolution No. 82-05

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SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 7/2023 8
UNIFORM - CLOTHING/CLEANING ALLOWANCE:

Part-time Police Officer and Reserve Police Officer – The City sh all provide an annual allowance of $192.50 which will be paid in August. Special compensati on will be reported in accordance with applicable sections of the Calif ornia Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.

Community Services Staff – The City shall provide uniforms as required.

Source: Resolution Nos. 82-05, 2007-049, 2016-047

Also see Work Boots and Work Shoes in this Summary of Benefits.

WORK BOOTS AND WORK SHOES:

Eligible employees (Building Inspector, Code Compliance Inspector, Customer Service Representative, Equipment Mechanic, Equipm ent Mechanic Aide, Facilities Worker, Maintenance Worker, Maintenance Worker Trai nee, Public Works Inspector, Environmental Technician, Storekeeper and Storekeeper Aide ) will receive a $150 work boots/work shoes allowance in first paycheck upon hire and annually thereafter on the first paycheck in January.

These funds will be used by the employee for the pur chase of safety-related work boots or work shoes.

With supervisor approval, an employee may re quest compensation for an additional pair of boots/shoes each year. Their Supervisor will be required to inform the Finance Department/Payroll to process an additional payment of $150.

Source: Resolution No. 2016-047

WORKERS’ COMPENSATION:

Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, a nd third day of th e injury, employees will use Accrued Leave, if any, for regular salary continuance.

Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the average regular salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days, the City will credit the em ployee for the first 3 days of Accrued Leave used. If hospitalization is required, the first, second, and thir d days’ salary are paid by the City through the Workers’ Compensation program.

Sworn Employees receive 100% salary plus benefits continuation for a period of one year.

Source: Labor Code sections 3200-6002;
Resolution No. 85-54, 2016-047

SAVINGS CLAUSE:

Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.
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SUMMARY OF BENEFITS

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Updated 7/2023 9

MAINTENANCE OF EXISTING BENEFITS:

All wages, hours and other terms and conditions of employment no t specifically altered herein and presently enjoyed by the employees will remain in full force and effect unless determined by law and/or a court of competent jurisdiction to be unlawful or amended by City Council.

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Ma nager of the City of Chino and will only be implemented upon adoption by the City Council.

767
RESOLUTION NO. 2023-052

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,

CALIFORNIA, AMENDING CERTAIN PORTIONS OF RESOLUTION
NOS. 2022-044, 2022 -045, 2022-046, 2022-054, 2022-061, 2022-088, 2023-004, 2023-005, 2023-011, 2023-012 AND 2023-034 OF THE CITY’S

CLASSIFICATION AND SALARY SCHEDULE PERTAINING TO

SALARY FOR CITY EMPLOYEES FOR THE PAY PERIOD INCLUDING
JULY 1, 2023.

WHEREAS, the City Council of the City of Chino established compensation classifications represented by the American Federation of State, County and Municipal Employees; Chino City Hall Confidential Employee Association; Chino Police Professional Employee' s Association ; Teamsters Local 1932 Professional, Technical, and Cleri cal Unit, and Executive Management, Unrepresented Management, Unrepresented Deputy Director, Elected Officials and Part-Time Employees;

WHEREAS, California Governme nt Code Section 20636 and California Code of Regulations Section 570. 5 outline certain requirements as it pertains to employee compensation and related information that must be available for public viewing; and

WHEREAS, the City Council is also adopting Memorandums of Understanding at this council meeting; and

WHEREAS, the attached salary schedules reflect a cost of living increase negotiated as part of the Memorandums of Understanding.

NOW, THEREFORE, BE IT RESOLVED that the attached Classification and S alary Schedule be adopted retroactive to the pay period including July 1, 2023:

APPROVED AND ADOPTED THIS 18th day of July, 2023.

________________________________
EUNICE M. ULLOA, MAYOR

ATTEST:

_____________________________

NATALIE GONZAGA, CITY CLERK

CITY OF CHINO

ATTACHMENTS:

1. Classification and Compensation Schedule – Part-Time Positions

2. Classification and Compensation Schedule – Non-Management Positions

3. Classification and Compensation Schedule – Management Positions

768
RESOLUTION NO. 2023-052
PAGE 2
State of California )
County of San Bernardino ) ss.

City of Chino )

I, NATALIE GONZAGA, City Clerk of the City of Chino, do hereby certify that the forgoing Resolution was duly adopted by the City Council at a regular meeting held on the 18th day of July 2023, by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK

769

ACCOUNT CLERK I
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $21.42 $21.95 $22.51 $23.07 $23.64 $24.23 $24.83 $25.45 $26.09

ACCOUNT CLERK II
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $23.59 $24.18 $24.76 $25.38 $26.01 $26.66 $27.31 $27.99 $28.67

ACCOUNT CLERK III
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $25.29 $25.92 $26.56 $27.24 $27.91 $28.61 $29.33 $30.07 $30.81

ACCOUNTING TECHNICIAN
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $27.10 $27.78 $28.46 $29.19 $29.91 $30.66 $31.42 $32.21 $33.02

ACCOUNTANT
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $35.47 $36.37 $37.25 $38.19 $39.11 $40.09 $41.07 $42.10 $43.12

ADMINISTRATIVE SECRETARY
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $27.51 $28.19 $28.90 $29.63 $30.36 $31.13 $31.91 $32.70 $33.53

ASSISTANT CITY MANAGER
Step 1 Step 9
$86.81 $117.20

ASSISTANT HOMELESS OUTREACH COORDINATOR
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $46.80 $47.98 $49.14 $50.37 $51.60 $52.89 $54.18 $55.53 $56.89

ASSISTANT PROJECT COORDINATOR
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $37.92 $38.87 $39.85 $40.85 $41.87 $42.90 $43.98 $45.08 $46.22

BACKGROUND INVESTIGATOR
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $34.87 $35.75 $36.64 $37.54 $38.49 $39.46 $40.44 $41.45 $42.46

BUILDING INSPECTOR
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $35.68 $36.57 $37.48 $38.43 $39.38 $40.37 $41.37 $42.42 $43.48

BUILDING MAINTENANCE WORKER
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $24.60 $25.21 $25.84 $26.49 $27.15 $27.83 $28.53 $29.24 $29.97 Classification and Compensation Schedule - Part-Time Positions Effective June 26, 2023
Part-Time Hourly Rates
From Resolution Nos. 2022-88, 2023-4, 2023-5, 2023-12, 2023- 34, 2023-43