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