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 CLASSIFICATIONS 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 Municipal 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 Memorandums 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.
SECTION 1. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE PROFESSIONAL EMPLOYEES’ ASSOCIATION.
TERM - July 1, 2023 to June 30, 2025.
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.
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.
BILINGUAL PAY – Effective July 1, 2023, Bilingual Pay is $240/month for all members.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
COURT STANDBY PAY – Will be paid at two (2) hours of straight time/day.
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.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.
EMOTIONAL SUPPORT CANINE HANDLER – Will be provided four (4) hours/week for dedicated care and maintenance of canine.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
ON-CALL PAY – Will be paid at two (2) hours of straight time/day.
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.
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.
TRAINING PAY – Will be paid at one and one-half (1.5) hours of straight time per each shift served as a Training Officer.
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.
TERM - July 1, 2023 to June 30, 2025.
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.
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.
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.
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.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
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.
TOOL ALLOWANCE – Effective July 1, 2023, the tool allowance is $1,500/year.
TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.
WORK BOOTS/WORK SHOES – Effective July 1, 2023, the work boots/work shoes allowance is $300/year.
SECTION 3. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION.
TERM - July 1, 2023 to June 30, 2025.
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.
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.
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.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
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.
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.
TERM - July 1, 2023 to June 30, 2025.
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.
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.
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.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
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.
WORK BOOTS/WORK SHOES – Effective July 1, 2023, the work boots/work shoes allowance is increased to $300/year.
TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.
SECTION 5. PROVISIONS APPLICABLE TO EXECUTIVE MANAGEMENT.
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.
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.
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.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
DEFERRED COMPENSATION PLAN – City contribution of $700/month.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
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.
TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.
SECTION 6. PROVISIONS APPLICABLE TO UNREPRESENTED MANAGEMENT CLASSIFICATIONS.
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.
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.
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.
CERTIFICATE PAY – Qualifying employees maintaining a CASp are eligible to receive $100/month.
COMMERCIAL DRIVER’S LICENSE – Effective July 1, 2023 possession will qualify eligible employee with $250/year.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
COURT APPEARANCE AND STAND-BY COMPENSATION – Stand-by will be paid at straight time for two (2) hours per day.
DEFERRED COMPENSATION PLAN – City contribution of $250/month.
DISCIPLINARY APPEAL PROCESS – Resolution 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
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 and receive a salary adjustment retroactive to July 2021 to reflect new area of responsibility.
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.
TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.
WORK BOOTS/WORK SHOES – Effective July 1, 2023, the work boots/work shoes allowance for eligible employees is $300/year.
SECTION 7. PROVISIONS APPLICABLE TO DEPUTY DIRECTOR CLASSIFICATIONS.
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.
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.
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.
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.
COMPUTER LOAN PROGRAM – A Computer Loan Program will be operated that provides for two employees per month to be offered participation.
DEFERRED COMPENSATION PLAN – City contribution of $410/month.
DISABILITY PROGRAM – Benefit period will not exceed five (5) years.
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.
HOLIDAY CLOSURE – The City reserves the right to close non-safety facilities between Christmas Eve and New Year’s Day.
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.
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.
TUITION ADVANCE PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.
SECTION 7. PROVISIONS APPLICABLE TO ELECTED OFFICIALS.
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.
DEFERRED COMPENSATION PLAN – City contribution of $700/month.
SECTION 8. PROVISIONS APPLICABLE TO PART-TIME CLASSIFICATIONS.
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.
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.
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.
HOLIDAY – Day before Christmas and day before New Year’s will be recognized as ½ day (5 hours) holidays for qualified employees.
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.
WORK BOOTS/WORK SHOES – Effective July 1, 2023, eligible employees will receive $150/year.
SECTION 9. PROVISIONS APPLICABLE TO ALL CLASSIFICATIONS.
CLEAN UP LANGUAGE – Add/modify language to applicable policies and Memorandums of Understanding for compliance with State and Federal laws and regulations.
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 immediately commence to negotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.
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
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
Resolution No. 2023-051
Resolution No. 2023-051
Resolution No. 2023-051