Agenda packet — Chino City Council, October 3, 2023 (part 5 of 5)

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

A) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

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

A) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

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

A) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

SECTION 5. PROVISIONS APPLICABLE TO EXECUTIVE MANAGEMENT.

A) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

SECTION 6. PROVISIONS APPLICABLE TO UNREPRESENTED MANAGEMENT CLASSIFICATIONS.

A) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

SECTION 7. PROVISIONS APPLICABLE TO DEPUTY DIRECTOR CLASSIFICATIONS.

A) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

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 family coverage. Unused portions of the Benefit Bank will be paid out. Benefit Bank change will become effective December 1, 2023, and will be reevaluated for new rates to become effective December 1, 2024.

B) BILINGUAL PAY – Effective July 1, 2023, may qualify for up to $150/month. 773
Resolution No. 2023-060

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C) LIFE INSURANCE – Modify to $250,000 coverage.

D) DISABILITY PROGRAM – Self-funded program to mirror Employee Program not to exceed 5 years of coverage.

E) LONGEVITY PAY – Eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

F) MEDICARE CONTRIBUTION - The City will pay the cost of the deducted portion of the Medicare Tax.

G) TUITION ADVANCE/ENHANCEMENT – May participate in the City’s Tuition Advancement / Enhancement Program.

SECTION 8. PROVISIONS APPLICABLE TO PART-TIME CLASSIFICATIONS.

A) BILINGUAL PAY – Effective July 1, 2023, an employee may qualify for $75/month of Bilingual Pay.

B) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 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 employee benefit.

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 immediately commence to negotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.
774
Resolution No. 2023-060

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APPROVED AND ADOPTED THIS 3
rd day of October, 2023.
________________________________
EUNICE M. ULLOA, MAYOR
ATTEST:
_____________________________

NATALIE GONZAGA, CITY CLERK

CITY OF CHINO
ATTACHMENTS:

Amendment 1 of Memorandum of Understanding for:

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 Summary of Benefits for:

Elected Officials
Executive Management
Unrepresented Management
Deputy Director
Part-Time
775
Resolution No. 2023-060

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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 3 rd day of
October, 2023, by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
776

EXHIBIT A
AMENDMENT NO. 1 TO THE

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA) (A RECOGNIZED EMPLOYEE ASSOCIATION)
July 1, 2023 – June 30, 2025
This Amendment No. 1 to the Memorandum of Understanding Between Representatives of the City of Chino, California, and the Chino Police Professional Employees Association (CPPEA) covering the period July 1, 2023, through June 30, 2025, is entered into by and between the City of Chino (“City”) and the CPPEA (CPPEA MOU 2023-2025).

R E C I T A L S:

WHEREAS, CPPEA is the recognized employee organization for all regular, non-sworn, full-time Chino Police employees in the City of Chino, which employees are collectively referred to as “employees” and consist of the classifications found in the current Classification and Compensation Schedule; and
WHEREAS, in the interest of maintaining harmonious relations between the City and the employees, the Longevity Pay section of the CPPEA MOU 2023-2025 shall be updated; and THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the CPPEA MOU 2023-2025 the parties hereto agree to the following updates and/or amendments are made to the current/existing language in the CPPEA MOU 2023-2025 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.

LONGEVITY PAY:

Revise:
 Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 10 years of service - $ 500 paid in a lump sum at time of anniversary.  15 years of service - $1,000 paid in a lump sum at time of anniversary.  20 years of service - $1,500 paid in a lump sum at time of anniversary.  25 years of service - $2,000 paid in a lump sum at time of anniversary.  30 years of service - $2,500 paid in a lump sum at time of anniversary.  35 years of service - $3,000 paid in a lump sum at time of anniversary.  40 years of service - $3,500 paid in a lump sum at time of anniversary.  45 years of service - $4,000 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 26 years, employee would receive a one-time payment of $2,000. Upon reaching their 30 year anniversary, employee would receive Longevity Pay of $2,500. 777
Chino Police Professional Employees Association
Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
2 A) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect. The City and the CPPEA MOU 2023-2025 will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision.

However, no such replacement is mandated.

Signatures on following page.
778
Chino Police Professional Employees Association
Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
3 Except as expressly provided for in this Amendment No. 1 to the CPPEA MOU 2023-2025, all other provisions of the CPPEA MOU 2023-2025 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the CPPEA MOU 2023-2025 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

Leah Green, Employee Representative Linda Reich, City Manger Chino Police Professional Employees City of Chino, California Association (CPPEA)
Date Date
Geriann Kingslan, Director of
Human Resources/Risk Management
City of Chino, California
Date
779

EXHIBIT B
AMENDMENT NO. 1 TO THE

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME DISTRICT COUNCIL 36 – LOCAL 3183)
(A RECOGNIZED EMPLOYEE UNION)
July 1, 2023 – June 30, 2025
This Amendment No. 1 to the Memorandum of Understanding Between Representatives of the City of Chino, California, and the American Federation of State, County and Municipal Employees (AFSCME) covering the period July 1, 2023, through June 30, 2025, is entered into by and between the City of Chino (“City”) and the AFSCME (AFSCME MOU 2023-2025).

R E C I T A L S:

WHEREAS, AFSCME is the recognized employee organization for all regular, full-time Services employees in the City of Chino, which employees are collectively referred to as “employees” and consist of the classifications found in the current Classification and Compensation Schedule; and
WHEREAS, in the interest of maintaining harmonious relations between the City and the employees, the Longevity Pay section of the CPPEA MOU 2023-2025 shall be updated; and THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the AFSCME MOU 2023-2025 the parties hereto agree to the following updates and/or amendments are made to the current/existing language in the AFSCME MOU 2023-2025 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.

LONGEVITY PAY:

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 26 years, employee would receive a one-time payment of $2,000. Upon reaching their 30 year anniversary, employee would receive Longevity Pay of $2,500. 780
American Federation of State, County and Municipal Employees Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
2 A) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect. The City and the AFSCME MOU 2023-2025 will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision.

However, no such replacement is mandated.

Signatures on following page.
781
American Federation of State, County and Municipal Employees Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
3 Except as expressly provided for in this Amendment No. 1 to the AFSCME MOU 2023-2025, all other provisions of the AFSCME MOU 2023-2025 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the AFSCME MOU 2023-2025 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

Alex Banuelos, President Linda Reich, City Manger
AFSCME Local 3183 City of Chino, California
Date Date
Geriann Kingslan, Director of
Human Resources/Risk Management
City of Chino, California
Date
782

EXHIBIT C
AMENDMENT NO. 1 TO THE

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION (A RECOGNIZED EMPLOYEE ASSOCIATION)
July 1, 2023 – June 30, 2025
This Amendment No. 1 to the Memorandum of Understanding Between Representatives of the City of Chino, California, and the Chino City Hall CONFIDENTIAL Employee Association (CONFIDENTIAL) covering the period July 1, 2023, through June 30, 2025, is entered into by and between the City of Chino (“City”) and the CONFIDENTIAL (CONFIDENTIAL MOU 2023- 2025).

R E C I T A L S:

WHEREAS, CONFIDENTIAL is the recognized employee organization for all regular, full-time confidential, non-management employees within City Hall in the City of Chino, which employees are collectively referred to as “employees” and consist of the classifications found in the current Classification and Compensation Schedule; and WHEREAS, in the interest of maintaining harmonious relations between the City and the employees, the Longevity Pay section of the CONFIDENTIAL MOU 2023-2025 shall be updated; and
THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the CONFIDENTIAL MOU 2023-2025 the parties hereto agree to the following updates and/or amendments are made to the current/existing language in the CONFIDENTIAL MOU 2023-2025 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.

LONGEVITY PAY:

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 26 years, employee would receive a one-time payment of $2,000. Upon reaching their 30 year anniversary, employee would receive Longevity Pay of $2,500. 783
Chino City Hall CONFIDENTIAL Employee Association
Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
2 A) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect. The City and the CONFIDENTIAL MOU 2023-2025 will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.

Signatures on following page.
784
Chino City Hall CONFIDENTIAL Employee Association
Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
3 Except as expressly provided for in this Amendment No. 1 to the CONFIDENTIAL MOU 2023- 2025, all other provisions of the CONFIDENTIAL MOU 2023-2025 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the CONFIDENTIAL MOU 2023-2025 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

Rosa Olguin, Employee Representative Linda Reich, City Manger Chino City Hall CONFIDENTIAL Employee City of Chino, California Association (CONFIDENTIAL)
Date Date
Geriann Kingslan, Director of
Human Resources/Risk Management
City of Chino, California
Date
785

EXHIBIT D
AMENDMENT NO. 1 TO THE

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)
July 1, 2023 – June 30, 2025
This Amendment No. 1 to the Memorandum of Understanding Between Representatives of the City of Chino, California, and the Teamsters Local 1932 Professional, Technical and Clerical Unit (Teamsters PTC Unit) covering the period July 1, 2023, through June 30, 2025, is entered into by and between the City of Chino (“City”) and the Teamsters PTC Unit (Teamsters MOU 2023-2025).

R E C I T A L S:

WHEREAS, Teamsters is the recognized employee organization for all regular, full-time Professional, Technical and Clerical employees in the City of Chino, which employees are collectively referred to as “employees” and consist of the classifications found in the current Classification and Compensation Schedule; and
WHEREAS, in the interest of maintaining harmonious relations between the City and the employees, the Longevity Pay section of the Teamsters MOU 2023-2025 shall be updated; and THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the Teamsters MOU 2023-2025 the parties hereto agree to the following updates and/or amendments are made to the current/existing language in the Teamsters MOU 2023-2025 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.

LONGEVITY PAY:

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 26 years, employee would receive a one-time payment of $2,000. Upon reaching their 30 year anniversary, employee would receive Longevity Pay of $2,500. 786
Teamsters Local 1932 Professional, Technical and Clerical Unit Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
2 A) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect. The City and the Teamsters MOU 2023-2025 will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision.

However, no such replacement is mandated.

Signatures on following page.
787
Teamsters Local 1932 Professional, Technical and Clerical Unit Amendment to Memorandum of Understanding
July 1, 2023 – June 30, 2025
3 Except as expressly provided for in this Amendment No. 1 to the Teamsters MOU 2023-2025, all other provisions of the Teamsters MOU 2023-2025 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the Teamsters MOU 2023-2025 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

Jorge Cruz, Employee Representative Linda Reich, City Manger Teamsters Local 1932 Professional, City of Chino, California Technical and Clerical Unit
(Teamsters PTC Unit)
Date Date
Geriann Kingslan, Director of
Human Resources/Risk Management
City of Chino, California
Date
788

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT
Excerpts from relevant State statutes, City Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

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
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 formally 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 salary 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 work days 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.

Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:

Afforded to an employee who takes 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 City Manager.

Source: Resolution No. 97-62
ANNUAL PHYSICAL/WELLNESS:

Up to $450 may be provided to employees for reimbursement toward the cost of gym membership, an annual physical, or related out-of-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
789

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT
Updated 10/323 2
BENEFIT BANK:

Employees are provided with a Benefit 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 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 become 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 family 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, grandchild, 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 allowance 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 will be developed and administered by the Human Resources/Risk Management Department to determine employees’ 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 take the City’s competency examination, an employee must be recommended by the City Manager. Eligibility for the opportunity to test for Bilingual Pay is solely at the City Manager’s discretion and is not subject to administrative appeal or challenge. The City 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 bilingual skills are no longer required for use onthe-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 bilingual 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
790

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT
Updated 10/323 3

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 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 insurance coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.

In the event of an employee’s death, their beneficiary 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 death, and such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(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 tax-deferred savings to serve as a retirement supplement. 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.

Department Director and Assistant City Manager - The City-paid contribution to deferred compensation is $700 per month. The contribution will be placed in a deferred compensation account selected by the City.

Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 98-40, 2005-008 “Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three (3) years of their planned 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 federal 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, 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 distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of 791

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT
Updated 10/323 4
"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, 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 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 receive 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 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 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 select 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 Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT
Updated 10/323 5
“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, Floating Holiday, Sick Leave Conversion, Management and/or accrued Vacation Leave contribute this additional amount.

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 allowed 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 pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating employee.

An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.

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
DIRECT DEPOSIT:

All employees will have funds directly 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 a 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 and benefit accruals during the “buy-down” and Term Disability 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
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 6 months of full-time/continuous service). This time off is used by the employee with the approval of the City Manager. 793

SUMMARY OF BENEFITS

EXECUTIVE MANAGEMENT
Updated 10/323 6
Employees may cash-out up to 35 hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the 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 cashout (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 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 workday which immediately follows a holiday in order to receive pay 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 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. 794

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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 compensation bank. Holiday hours will 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, will be removed from the records without further compensation.

If an employee’s written request to use the holiday time is denied, then the above described 90 day time period will be extended by 60 days from the date that the 90th 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 described 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 employee will be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” will be defined as a regularly scheduled day of work for the affected employee.

For all jury service, employees are 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.

Source: Resolution No. 96-86, 2019-050
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

The City will pay the employee cost of the renewal 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:
 10 years of service - $ 500 paid in a lump sum at time of anniversary.  15 years of service - $1,000 paid in a lump sum at time of anniversary.  20 years of service - $1,500 paid in a lump sum at time of anniversary.  25 years of service - $2,000 paid in a lump sum at time of anniversary.  30 years of service - $2,500 paid in a lump sum at time of anniversary.  35 years of service - $3,000 paid in a lump sum at time of anniversary.  40 years of service - $3,500 paid in a lump sum at time of anniversary.  45 years of service - $4,000 paid in a lump sum at time of anniversary.

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 fiscal year at their current base rate of pay at any time throughout the fiscal year by making notification of request to cash out to the Finance Department. Any unused Management Leave on record at the ending date of the final payroll in June will 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 Leave 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 prorated basis (7.5 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 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:

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 calendar days from service of an adverse document in which to respond to said document placed in his/her Personnel File. If the affected employee, or the affected 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.

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 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 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 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 797

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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
RETIREMENT:

The City has a three-tier retirement benefit 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:

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 compensation (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)
RETIREE 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, employees 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 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 798

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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
SEVERANCE:

Should the City Manager elect to terminate employment without cause, the City shall, upon effective date of such termination, and with signature on Waiver and Release Agreement pay to the employee, severance in the amount 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 hours 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 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 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 the City may buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at the time of separation. This 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 following five (5) years of full-time employment with the City as the final 799

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employer. The percentages may be adjusted in accordance with the Retirement 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 hours in excess of 320 hours, calculated 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 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (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 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.

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 development course, are eligible for tuition advancement up to a 800

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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 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. 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 Association 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 institution 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, 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 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 the 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 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) 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 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.

Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
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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 individual 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 Vacation Leave buy back. It is the responsibility of employees to schedule Vacation time off for rest and 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 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days 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 particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended 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 will 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 hours accrued (in excess of 400 hours) may be approved by the City Manager and notification to the Finance Department to affect this temporary exception.

Source: Resolution Nos. 85-54, 86-59, 2005-008
VACATION LEAVE BUY BACK:

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adjusted in accordance with the Retirement Health 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 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 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 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 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 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 “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.
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Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or representation; 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.

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 not 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 Manager of the City of Chino and will only be implemented upon adoption by the City Council. 804

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Excerpts from relevant State statutes, City Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

Accessibility Coordinator
Administrative Services Manager
Assistant City Engineer
Assistant Civil Engineer
Assistant Engineer
Assistant Public Works Services Manager
Assistant to the City Manager
Assistant Water Utilities Supervisor
Associate Civil Engineer
Associate Engineer
Associate Planner
Billing Manager
Budget Coordinator
Building and Code Compliance Manager
Building Official
Capital Improvement Projects Engineering
Manager
Capital Projects Manager
City Clerk
City Engineer
City Planner
City Traffic Engineer
Civil Engineering Manager
Clinical Specialist
Council Liaison
Communications Manager
Community Services Manager
Construction Project Coordinator
Contracts Administrator
Crime Prevention/Community Outreach
Supervisor
Economic Development Manager
Emergency Services Coordinator
Environmental Coordinator
Equipment Mechanic Supervisor
Facility Coordinator
Fiscal Services Manager
Grounds Supervisor
Human Resources & Risk Analyst
Information Technology Analyst
Information Technology Manager
Information Technology Network Admin
Management Analyst
Multimedia Officer
Parks & Capital Projects Manager
Permit and Inspection Supervisor
Police Records Supervisor
Principal Engineer
Principal Planner
Project Coordinator
Projects Manager
Public Information Officer
Public Safety Dispatcher Supervisor
Public Works Project Manager
Public Works Services Manager
Public Works Supervisor
Purchasing Manager
Senior Human Resources Analyst
Senior Human Resources & Risk Analyst
Senior Management Analyst
Senior Planner
Sewer & Storm Drain Supervisor
Strategic Initiatives Manager
Streets Supervisor
Supervising Building Inspector
Supervising Code Compliance Inspector
Supervising Plans Examiner
Technical Services Manager
Transportation Manager
Utilities Engineering and Operations
Manager
Water and Environmental Manager
Water Utilities Supervisor
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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 formally 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, qualifying employees will receive Acting Pay for all days worked in an Acting position, i.e., after 20 consecutive work days or twenty (20) nonconsecutive 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.

Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:

Source: Resolution No. 97-62
BENEFIT BANK:

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 family 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, 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 allowance per month (except for eligible Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor who receive $240 allowance per month and eligible Supervising Code Compliance Inspector who receive $160 allowance per month) (paid over 24 pay periods) for verbal fluency in any language, other than 806

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English, that the Department Director deems necessary, including sign language , under the following conditions:
a. Certification: A competency examination will be developed and administered by the Human Resources/Risk Management Department to determine employees’ 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 Approval: 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 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.

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 Class “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
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 employee are recorded in this account. No annual buy back of this time is provided.
 Compensation Bank No. 2: This bank provides 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. 807

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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 position of Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor 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 spent on stand-by.

Source: Resolution No. 2005-008
DEATH BENEFIT:

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

In the event of an employee’s death, their beneficiary 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 CalPERS definition, 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 death, if said such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(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 tax-deferred savings to serve as a retirement supplement. 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 contribution of $250 per month is made 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, employees attaining the minimum age of 47, who are within three (3) years of their planned 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 federal 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 conversion of accrued Sick, Vacation, Sick Leave 808

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Conversion, Management, Floating Holiday/Compensatory and 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 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 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 catchup" 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 five (5) years of service with the City as the final 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.

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 select 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 Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.

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“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Sick Leave Conversion, Management, Floating Holiday, Compensatory Time and/or Holiday 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 Sick, Vacation, Management, Floating Holiday, Compensatory Time leave hours to contribute this additional amount.

Defined Contribution Plan - 401(A):

An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.

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

Source: Resolution Nos. 98-09, 98-40, 2003-1, 2004-74, 2019-050

DIRECT DEPOSIT
All employees will have funds directly 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 disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability 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
DISCIPLINARY APPEAL PROCEDURE:

The City Manager will no longer serve as the Hearing Officer.

Source: Resolution No. 98-40, 2005-008
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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 may cash-out up to 35 hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the 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 cashout (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 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:

Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050
HOLIDAY CLOSURE:

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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 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 Records 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 pursuant 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 fiscal year, and there will be no option 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 payday 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 California 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 time used or received in cash in excess of those which would have normally accrued during that period of time in the fiscal 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 compensation 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 holiday time is denied, then the above described 90 day time period shall be extended by 60 calendar days from the date that the 90th 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.

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day which is unacceptable to the employee. The only circumstance in which an accumulated holiday shall 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 shall 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:

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 year. A “working day” shall be defined as a regularly scheduled day of work for the affected employee.

Source: Resolution No. 96-86, 2019-050
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

The City shall pay the employee cost of the renewal 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 $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 Police Records & Evidence Supervisors will receive a paid lunch break..

Source: Resolution No. 96-86

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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 26 years, employee would receive a one-time payment of $2,000. Upon reaching their 30 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 cashed 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 period does not extend into July). Any unused Management Leave 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 Leave may be granted by the City Manager with a corresponding ability to cash-out these hours for 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 prorated basis (5 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon 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 established by the Internal Revenue Service to calculate reimbursement for mileage.

Source: Resolution No. 96-86
MILITARY LEAVE:

Under certain conditions, employees ordered to active duty may receive wage 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 purposes of overtime computations, Vacation, Sick Leave, 814

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Compensatory Time, and Holiday time taken in a work week will be counted 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 Personnel File. If the affected employee, or the affected 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.

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 assigned 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 recommendation for hire is made independent of his/her duties as a Recruitment Team 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.

Upon the Chief’s review and approval of this submission, in compliance 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

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 815

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the seven (7) day work period pursuant to the 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 classification, 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 their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the 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 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:

The City has a three-tier retirement benefit as follows:

A. 2.7% at age 55 if hired before October 17, 2011, with the single highest year final compensation.

B. 2% at age 55, if hired on or after October 17, 2011, with a 3-year 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 contributions 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. 816

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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 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.

Beginning January 1, 2021, 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
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 receive 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 carried out by the rank of Lieutenant.

Source: Resolution Nos. 2000-47, 2000-69, Employee Handbook SEPARATION FROM CITY:

At the discretion and approval of the Department Director, 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
SICK LEAVE:

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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.

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 the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion 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 following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement 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.

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Personal Leave must be taken as time off with Department Director approval and 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 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 the prior employer did not compensate the employee for Sick Leave hours at this amount or greater.

SICK LEAVE PROGRAM:

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 development 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 authorized to cover any amount of any employee’s educational expenses.

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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 institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
TUITION REIMBURSEMENT – ENHANCED PROGRAM:

It shall remain the individual 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
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 nonuniformed unit prior to the end of the fiscal year, the employee will 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. Nonuniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the employee’s option, the annual allowance may be used toward the 820

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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 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 Buy Back. It is the responsibility of employees to schedule Vacation time off for rest and 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 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days 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 Department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended 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 will 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 hours accrued (in excess of 400 hours) may be approved by the Department Director and notification to the Finance Department to affect this temporary exception.

Source: Resolution Nos. 85-54, 86-59, 2005-008
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. 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:

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conversion. 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.

Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021

WORK BOOTS / WORK SHOES
Supervising Building Inspector and Supervising Code Compliance Inspector - 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 wear and maintain work boots/work shoes in conformance 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.

Source: Labor Code section 4850; Resolution No. 85-54
WORKERS’ COMPENSATION PREMIUM PAYMENT:

Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or representation; 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. 822

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Source: Resolution No. 97-62
SAVINGS CLAUSE:

MAINTENANCE OF EXISTING BENEFITS:

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council. 823

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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 Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

ACTING PAY:

Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:

Source: Resolution No. 97-62
BENEFIT BANK:

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
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SUMMARY OF BENEFITS

DEPUTY DIRECTORS
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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 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, 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 allowance per month (paid over 24 pay periods) for verbal fluency in any language, other than English, that the Department Director deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination will be developed and administered by the Human Resources/Risk Management Department to determine employees’ proficiency.

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 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 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 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. 825

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

COST OF LIVING ADJUSTMENT:

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 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 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.

Source: Resolution No. 2000-047, 2000-069
DEFERRED COMPENSATION PLAN:

City Contribution
The City-paid contribution to deferred compensation 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, 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 defined in federal and state law.

SUMMARY OF BENEFITS

DEPUTY DIRECTORS
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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-up" privileges available to them, be enrolled in the Citysponsored 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 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 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 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 select the amount of Vacation Leave they want transferred into deferred compensation at the beginning 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 balance would then decrease commensurately with the amount of funds withdrawn.

SUMMARY OF BENEFITS

DEPUTY DIRECTORS
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“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 Sick, 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):

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 directly deposited into an account they established for deposit of their payroll checks.

Source: Resolution No. 2019-050
DISABILITY:

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:

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Employees may cash-out up to 35 hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the 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 cashout (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 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:

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, 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, 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. 829

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HOLIDAY TIME COMPENSATION 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 holiday time is denied, then the above described 90 day time period shall be extended by 60 calendar days from the date that the 90th 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 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 shall 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:

Source: Resolution No. 96-86, 2019-050
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:

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.

Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
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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 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 cashed 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.

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 established by the Internal Revenue Service to calculate reimbursement for mileage.

Source: Resolution No. 96-86
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MILITARY LEAVE:

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):

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

NOTE: Any Police Department personnel who are assigned 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 recommendation 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 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.

Source: Resolution Nos. 2006-021, 2007-056, 2013-046
REHIRE POLICY:

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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 their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the 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 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 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 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 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 compensation (subject to change).

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

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:

Source: Resolution No. 97-62
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 completion of 90 days of continuous full-time employment. Following the 90thday 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.

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 the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City.

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employer. The percentages may be adjusted in accordance with the Retirement 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.

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 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (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. 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 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 employee for sick leave hours in the same amount or greater.

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.

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 reported in accordance with applicable 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:

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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:

It shall remain the individual 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 Vacation Leave buy back. It is the responsibility of employees to schedule vacation time off for rest and 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 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days 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 Department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended 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 will 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 hours accrued (in excess of 400 hours) may be approved by the Department Director 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 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 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 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.

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 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 required the first, 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:

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 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.

Source: Resolution No. 97-62
SAVINGS CLAUSE:

Should any clause in this Summary of Benefits be held invalid by law 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 not 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 Manager of the City of Chino and will only be implemented upon adoption by the City Council. 839

SUMMARY OF BENEFITS

ELECTED OFFICIALS
For the positions of Mayor and City Council Member, collectively referred to “Elected Officials” hereafter. Excerpts from relevant State statutes, 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 toward the cost of gym membership, an annual physical, or related out-of-pocket 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 with a Benefit 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 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 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
BILINGUAL PAY:

Eligible to receive a $100 allowance 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 will be developed and administered by the Human Resources/Risk Management Department to determine employees’ proficiency.

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ELECTED OFFICIALS
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for this benefit for the recommended employee. The City Manager makes this determination and there is no right of appeal.

COMPENSATION/STIPEND:

A stipend, is paid bi-weekly as follows:

Mayor - $1,534/month
Elected Official - $1,281/month
Source: Ordinance No. 2008-20

COMPUTER LOAN PROGRAM
Eligible to participate in a Computer Loan Program managed by the Finance Department.

DEATH BENEFIT:

Elected Officials are provided with $250,000 in life insurance coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.

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 contribution 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 Plan. Participation is voluntary.

The City contributes $1 per pay period per participating Elected Official. Election to enroll in the 401(a) Plan is irrevocable.

Source: Resolution Nos. 2003-001, 2004-074
DISABILITY:

The City will pay all premiums for a Short/Long Term Disability Program and provide it to all Elected Officials, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Compensation continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the base pay. Effective on the 61st consecutive calendar day of disability, compensation continuation will be made at a rate of 66- 2/3% of the base pay. The entire benefit period will not exceed five (5) years.

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
LIFE INSURANCE:

See Death Benefit.

Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
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LONGEVITY PAY
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.

Eligible to 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 Elected Official has served the City for 31 years, Elected Official would receive a one-time payment of $2,000.

Upon reaching their 35 year anniversary, Elected Official would receive Longevity Pay of $2,500.

MEDICARE CONTRIBUTION:

The City will pay the cost of the portion of the Medicare Tax paid by the Elected Official.

RETIREE HEALTH SAVINGS (RHS) PLAN:

Plan participation is suspended for any City of Chino retiree who works in the capacity of a Council Member, per IRS requirements.

RETIREMENT:

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

A. Elected Officials appointed 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. Elected Officials appointed 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. Elected Officials appointed 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
Elected Officials will contribute the “Member” rate of contributions each payroll. All Member 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 appointed before October 16, 2011:
1) Member contribution rate – 8% of reportable compensation.

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

C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013 1) Member contribution rate – 7.25% of reportable compensation (subject to change).
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SUMMARY OF BENEFITS

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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.

SEPARATION FROM CITY:

Elected Officials will be provided a prorated portion of the monthly stipend and Benefit Bank, based on the number of meetings attended during the month of separation.

TUITION ADVANCE PROGRAM:

SUMMARY OF BENEFITS

ELECTED OFFICIALS
Updated 10/3/23 5
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 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 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) 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 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.

TUITION REIMBURSEMENT – ENHANCED PROGRAM:

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

VEHICLE ALLOWANCE:

A vehicle allowance of $500 per month is provided.

Source: Resolution Nos. 2008-52, 2013-46
SAVINGS CLAUSE:

MAINTENANCE OF EXISTING BENEFITS:

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council. 844

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Part-time positions can be found in the current Classification and Compensation Schedule – Part-time Positions. Excerpts from relevant State statutes, Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

ACTING PAY/ADDITIONAL DUTY PAY:

1. Acting Pay may be provided to employees who are formally assigned the duties of a higher-level class for an extended period of time, anticipated to be for a minimum duration of two (2) weeks. Such assignment 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 entry 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 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.

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, sibling, child, step-child, mother-in-law, 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 position) are eligible to receive a $75 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 will be developed and administered by the Human Resources/Risk Management Department to determine employees’ 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 845

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 2
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 regular 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:

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 contribute 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 directly deposited into an account they established for deposit of their payroll checks.

Source: Resolution No. 2019-050
846

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 3
HEALTH INSURANCE (AFFORDABLE CARE ACT):

Part-time employees who are assigned on a regular and consistent basis to work 30 hours or more per week are eligible to enroll in the City’s health insurance plan upon hire. For part-time employees, whose schedule is assigned to be less than 30 hours per week, hours will be measured on an annual basis. If a part-time employee’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, which 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 cost that will be deducted 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, new employees may be eligible to be receive an incentive 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 employees must meet the following criteria to qualify:
 Hold a “regular” part-time position and are assigned on a regular and consistent basis to work 20 hours or more per week (as compared 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. Verification of a part-time employee’s eligibility will be conducted by each departments’ Management Analyst 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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SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 4
Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay 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:
 10 years of service - $250 paid in a lump sum at time of anniversary.  15 years of service - $500 paid in a lump sum at time of anniversary.  20 years of service - $750 paid in a lump sum at time of anniversary.  25 years of service - $1,000 paid in a lump sum at time of anniversary.  30 years of service - $1,250 paid in a lump sum at time of anniversary.  35 years of service - $1,500 paid in a lump sum at time of anniversary.  40 years of service - $1,750 paid in a lump sum at time of anniversary.  45 years of service - $2,000 paid in a lump sum at time of anniversary.

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 entitled 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 hours 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 “seasonal” employees. Seasonal employees may be requested by the City to work more than 40 hours 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
848

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 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 Safety Dispatcher or Public Safety Dispatcher Supervisor:
 $2,000 at hire + $500 at time of completion of probation.

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 plan for their part-time employees. The City has established a 457 Deferred Compensation Plan, which works as a savings account, to meet this requirement. Employees are required 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 October 16, 2011, with a 3-year 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 October 17, 2011, with a 3-year average final compensation.
849

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 6
C. 2% at age 62 (PEPRA), if entering PERS membership on or after January 1, 2013, with a 3-year average final compensation.

Sworn and non-sworn personnel:

Pre-Tax Contribution – All employee paid contributions 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 employee who works in the capacity of a part-time employee.

Source: Affordable Care Act
SALARY:

Upon Transfer
Any part-time employee who transfers to another part-time job assignment, including a concurrent assignment, in a different job classification (where the salary range is less than the current assignment/position), will receive an hourly 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 salary 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 90th day of employment) and every July 1st 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-time 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-time position (as compared to a seasonal or on-call part-time 850

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 7
position). The designation of “regular” part-time versus seasonal or on-call part-time status is determined at the sole discretion of the City.  Work 20 hours or more per week on a regular and consistent basis (not including overtime).
 Maintain an overall performance review rating 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 approved to accrue regular part-time Sick Leave benefits on a monthly basis, and then at some future point, 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 carried 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 approved to accrue monthly regular part-time Sick Leave benefits, and then at some future point does not meet all 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 will be required. Upon qualification of Sick Leave benefit, 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 status 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 immediately. No further Sick Leave will be earned unless the employee meets the criteria for accruing at the regular part-time Sick Leave rate. If this employee subsequently returns to full-time employment with the City of Chino within one (1) year, the full-time Sick Leave bank will be reinstated. Otherwise, hours remaining in the fulltime 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 received, the employee will not receive payment for any sick leave hours.

Source: Resolution Nos. 2005-008, 2015-046
SPECIAL DETAIL PAY:

Source: Resolution No. 82-05
851

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 8
UNIFORM - CLOTHING/CLEANING ALLOWANCE:

Part-time Police Officer and Reserve Police Officer – The City shall provide an annual allowance of $192.50 which will be paid in August. Special compensation will be reported in accordance with applicable sections of the California 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, Equipment Mechanic Aide, Facilities Worker, Maintenance Worker, Maintenance Worker Trainee, 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 purchase of safety-related work boots or work shoes.

With supervisor approval, an employee may request 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:

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 employee for the first 3 days of Accrued Leave used. If hospitalization is required, the first, second, and third 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:
852

SUMMARY OF BENEFITS

PART-TIME EMPLOYEES
Updated 10/3/23 9
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:

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council. 853
fa
RESOLUTION NO. 2023-061

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 2 TO THE MEMORANDUM OF

UNDERSTANDING WITH THE CHINO POLICE OFFICERS ASSOCIATION AND

THE CHINO POLICE MANAGEMENT ASSOCIATION AND AMENDING
PORTIONS OF RESOLUTION NOS. 85-52 AND 85-54 AND SUBSEQUENT

RESOLUTIONS PERTAINING TO COMPENSATION FOR EMPLOYEE

POSITION CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE

OFFICERS ASSOCIATION, CHINO POLICE MANAGEMENT ASSOCIATION

AND UNREPRESENTED SWORN MANAGEMENT
WHEREAS, the City of Chino (“City”) contracts with the California Public Employees’ Retirement System (“CalPERS”) to provide retirement benefits for its employees; and WHEREAS, California Code of Regulations, Title 2, Section 570.5 requires governing bodies of local agencies contracting with CalPERS to approve and adopt publicly available pay schedules in accordance with public meeting laws; and
WHEREAS, California Section 36506 of the California Government Code requires that the City Council fix the compensation of all appointive officers and employees by resolution or ordinance; and

WHEREAS, the City Council of the City of Chino has historically adopted resolutions to establish salaries, benefits, and terms and conditions of employment for City employees, including, but not limited to, Resolution Nos. 85-52 and 85-54, and subsequent resolutions to establish changes to salaries, benefits, and terms and conditions of employment for City employees as well as resolutions adopting memoranda of understanding with represented employees; and WHEREAS, the City desires to revise compensation and benefits for classifications represented by the Chino Police Officers Association, the Chino Police Management Association, and for Unrepresented Sworn Management; and
WHEREAS, the compensation and benefits and other terms and conditions of employment of the affected classifications are codified in a variety of City resolutions and memoranda of understanding and other labor or employment 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, memoranda of understanding, and other labor or employment agreements and/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 or memoranda of understanding or other labor or employment agreements, 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 resolutions or memoranda of understanding or other labor or employment agreements or prevailing practices, continue in full force and effect subject to modifications described herein. 854
RESOLUTION NO. 2023-061
PAGE 2
NOW, THEREFORE BE IT RESOLVED the City Council of the City of Chino does hereby adopt the attached Amendments to Memorandums of Understanding and Summaries of Benefits previously adopted which are 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. The Amendment No. 2 to the Memorandum of Understanding between the City of Chino and the Chino Police Officers Association covering the period July 1, 2021, through June 30, 2025, attached hereto as Exhibit “A,” is hereby approved.

SECTION 2. The Amendment No. 2 to the Memorandum of Understanding between the City of Chino and the Chino Police Management Association covering the period July 1, 2021, through June 30, 2025, attached hereto as Exhibit “B,” is hereby approved.

SECTION 3. The following provisions are hereby adopted and supersede and replace any similar or related provisions in any City resolutions, memoranda of understanding, and other labor or employment agreements and/or any prevailing practices which have developed over time:

PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE OFFICERS ASSOCIATION.

A) COST OF LIVING ADJUSTMENT - A 4% increase will be made effective for the pay period including July 1, 2023.

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 HMO 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) COMPENSATION TIME OFF – Two banks of time will be combined into one bank and employees will be allowed to use as time off.

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

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

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

G) HOLIDAY PAY – Updated to reflect 120 holiday hours.

H) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.
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RESOLUTION NO. 2023-061
PAGE 3
I) TUITION ADVANCE/ENHANCEMENT PROGRAM – Current Tuition Reimbursement Program will be modified to a Tuition Advance Program.

PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE MANAGEMENT ASSOCIATION.

A) COST OF LIVING ADJUSTMENT - A 4% increase will be made effective for the pay period including July 1, 2023.

B) BENEFIT BANK – The total will be equal to the premium cost of HMO medical (at a rate equal to Kaiser), dental, and vision for family HMO 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) COMPENSATION TIME OFF – Two banks of time will be combined into one bank and employees will be allowed to use as time off.

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

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

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

G) HOLIDAY PAY – Updated to reflect 120 holiday hours.

H) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

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

J) MANAGEMENT LEAVE – To match Unrepresented Management benefit, up to an additional 60 hours of Management Leave may be granted by the City Manager.

PROVISIONS APPLICABLE TO UNREPRESENTED SWORN MANAGEMENT.

A) COST OF LIVING ADJUSTMENT - A 4% increase for the Deputy Chief of Police and Captain and a 5% increase for the Chief of Police will be made effective for the pay period including July 1, 2023.

B) BENEFIT BANK – The total will be equal to the premium cost of HMO medical (at a rate equal to Kaiser), dental, and vision for family HMO coverage. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. Benefit 856
RESOLUTION NO. 2023-061
PAGE 4
Bank change will become effective December 1, 2023, and will be re-evaluated for new rates to become effective December 1, 2024.

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

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

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

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

G) HOLIDAY PAY – Updated to reflect 120 holiday hours.

H) LONGEVITY PAY – Employees are eligible for a one-time lump sum payout upon reaching 10 years of service with the City of Chino, and at each five (5) year interval thereafter until separation.

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

J) MANAGEMENT LEAVE – To match Unrepresented Management benefit, up to an additional 60 hours of Management Leave may be granted by the City Manager.

K) PHYSICAL FITNESS PROGRAM – Chief of Police will be eligible to participate in the Police Department's Annual Physical Fitness Program.

L) RETIREMENT HEALTH SAVINGS PLAN – Chief of Police shall receive the same benefit as Deputy Chief of Police and Captain positions.

SALARY RANGES EFFECTIVE 7/1/2023 FOR AFFECTED POSITION
CLASSIFICATIONS.

Non-Management Classification (monthly salary amounts) ___ Step A Step B Step C Step D Step E
Corporal $8,278 $8,691 $9,127 $9,216 $9,676
Police Officer $7,698 $8,083 $8,487 $8,912 $9,356
Sworn Management Classification (monthly salary amounts) Base 22.5% Maximum
Captain $14,220 $16,709 $17,063
Chief of Police $15,800 $19,357 $21,331
Deputy Chief of Police $14,930 $17,544 $17,917
Lieutenant $12,204 $14,341 $14,646
Sergeant $10,168 $11,946 $12,201
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RESOLUTION NO. 2023-061
PAGE 5
PROVISIONS APPLICABLE TO ALL SWORN CLASSIFICATIONS.

A) NEGOTIATION REOPENER – Effective with the pay period that includes July 1, 2024 – June 30, 2025. A Total Compensation Survey will be conducted in August, 2024 using the same criteria used in the Total Compensation Survey conducted in 2022 and 2023. Any adjustments necessary to retain sworn classifications at number 3 rank among the survey cities, with the exception of the Benefit Bank, will be made retroactive to the pay period that includes July 1, 2024. When the premium rates are received for the 2025 calendar year, the new rates will be used to determine the total compensation raking of sworn personnel among the survey cities and any updates to the amount of the Benefit Bank will become effective in December, 2024, when the new year’s premium rates are implemented.

C) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect.

The City and the CPOA 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 3
rd day of October, 2023.
________________________________
EUNICE M. ULLOA, MAYOR
ATTEST:
______________________________________

NATALIE GONZAGA, CITY CLERK
ATTACHMENTS:

Exhibit A: Amendment No. 2 to Memorandum of Understanding for Chino Police Officers Association
Exhibit B: Amendment No. 2 to Memorandum of Understanding for Chino Police Management Association
Exhibit C: Unrepresented Sworn Management Summary of Benefits 858
RESOLUTION NO. 2023-061
PAGE 6
State of California )
County of San Bernardino )ss.

City of Chino )
I, Natalie Gonzaga, Acting 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 3rd day of October 2023, by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:
______________________________________

NATALIE GONZAGA, CITY CLERK
859

EXHIBIT B
AMENDMENT NO. 2 TO THE

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO AND

THE CHINO POLICE MANAGEMENT ASSOCIATION (CPMA)
(A RECOGNIZED EMPLOYEE ASSOCIATION)
July 1, 2021 – June 30, 2025
This Amendment No. 2 to the Memorandum of Understanding Between Representatives of the City of Chino and the Chino Police Management Association covering the period July 1, 2021, through June 30, 2023, is entered into by and between the City of Chino (“City”) and the Chino Police Management Association (“CPMA”) (“CPMA MOU 2021-2025”).

R E C I T A L S:

WHEREAS, the CPMA is the recognized employee organization for all regular, full-time sworn management Police Department employees in the City, which employees are collectively referred to as “employees” and consist of the classifications of Lieutenant and Sergeant; and WHEREAS, in the interest of maintaining harmonious relations between the City and the employees, authorized representatives of the City and the CPMA have met and conferred in good faith, exchanging various proposals concerning changes to wages, hours, and other terms and conditions of employment of the employees which are within the scope of bargaining for represented employees in the CPMA and which are to be a part of the CPMA MOU 2021-2025 as reflected herein; and
WHEREAS, The authorized representatives of the City and CPMA have reached a mutual agreement on changes to the CPMA MOU 2021-2025 regarding wages, hours, and other terms and conditions of employment of the employees as reflected herein; and THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 2 to the CPMA MOU 2021-2025, the parties hereto agree as follows:

The following updates and/or amendments are made to the current/existing language in the CPMA MOU and where there is duplicative language or provisions this Amendment No. 2 language supersedes and governs.

BENEFIT BANK:

Replace:
 Employees are provided with a Benefit 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 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 become effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. 860
Chino Police Management Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
2 COST OF LIVING ADJUSTMENT (COLA):

Update:

Increase to employee’s base salary and salary ranges will be as follows:
 Effective the beginning of the pay period including July 1, 2023: 4% COMPENSATION TIME OFF:

Replace:
 Employees may accrue a maximum of 180 hours of Compensatory Time which may be requested as time off. Upon separation from employment, accumulated compensatory time off will be converted to cash at the then existing base hourly rate.

COMPUTER LOAN PROGRAM:

Add:
 Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

DISCIPLINARY APPEAL PROCEDURE CHANGE:

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

HOLIDAYS:

Update:

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

Update:

Employees are credited, in July of each year, with 120 hours of holiday time and 35 hours of floating holidays. Employees, regardless of assignment, will have the option of converting said holiday time to cash or to accumulated time off. 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 the next. Any 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.

Holiday time converted to cash pursuant to exercise of this option will be compensated at straight time. Employees may receive payment for holidays in one lump sum, in a payroll check deposit separate from their regular payroll check, upon written request to the City’s Finance Department/Payroll, at any time throughout the year. Requests submitted with time sheets will be 861
Chino Police Management Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
3 paid with the next regular payroll check distribution. Holiday pay will be calculated at the pay rate at the time of cash out. To comply with PERS regulations, this special compensation will be reported to PERS as it is earned.

LONGEVITY PAY:

Add:
 Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 10 years of service - $ 500 paid in a lump sum at time of anniversary.  15 years of service - $1,000 paid in a lump sum at time of anniversary.  20 years of service - $1,500 paid in a lump sum at time of anniversary.  25 years of service - $2,000 paid in a lump sum at time of anniversary.  30 years of service - $2,500 paid in a lump sum at time of anniversary.  35 years of service - $3,000 paid in a lump sum at time of anniversary.  40 years of service - $3,500 paid in a lump sum at time of anniversary.  45 years of service - $4,000 paid in a lump sum at time of anniversary.

MANAGEMENT LEAVE:

Add:

TUITION REIMBURSEMENT:

Remove and replace with Tuition Advance Program
TUITION ADVANCE PROGRAM:

Add:
 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 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 authorized to cover any amount of any employee’s educational expenses.
862
Chino Police Management Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
4 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. 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.

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 institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.

TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Add:
 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 an application for the enhanced benefit. Employees must submit a tuition 863
Chino Police Management Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
5 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 individual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.

NEGOTIATION REOPENER:

A) Effective with the pay period that includes July 1, 2024 – June 30, 2025. A Total Compensation Survey will be conducted in August, 2024 using the same criteria used in the Total Compensation Survey conducted in 2022. Any adjustments necessary to retain sworn classifications at number 3 rank among the survey cities, with the exception of the Benefit Bank will be made retroactive to the pay period that includes July 1, 2024. When the premium rates are received for the 2024 calendar year, the new rates will be used to determine the total compensation raking of sworn personnel among the survey cities and any updates to the amount of the Benefit Bank will become effective in December, 2024, when the new year’s premium rates are implemented.

B) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect. The City and the CPMA will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.

Signatures of following page.
864
Chino Police Management Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
6 Except as expressly provided for in this Amendment No. 2 to the CPMA MOU 2021-2025, all other provisions of the CPMA MOU 2021-2025 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 2 to the CPMA MOU 2021-2025 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

Ted Olden, President Linda Reich, City Manger
Chino Police Management Association City of Chino, California Date Date
Geriann Kingslan, Director of
Human Resources/Risk Management
City of Chino, California
Date
865

EXHIBIT A
AMENDMENT NO. 2 TO THE

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO AND

THE CHINO POLICE OFFICERS ASSOCIATION (CPOA)
(A RECOGNIZED EMPLOYEE ASSOCIATION)
July 1, 2021 – June 30, 2025
This Amendment No. 2 to the Memorandum of Understanding Between Representatives of the City of Chino and the Chino Police Officers Association covering the period July 1, 2021, through June 30, 2025, is entered into by and between the City of Chino (“City”) and the Chino Police Officers Association (“CPOA”) (“CPOA MOU 2021-2025”).

R E C I T A L S:

WHEREAS, the CPOA is the recognized employee organization for all regular, full-time non-management sworn Police Department employees in the City, which employees are collectively referred to as “employees” and consist of the classifications of Corporal and Police Officer; and
WHEREAS, in the interest of maintaining harmonious relations between the City and the employees, authorized representatives of the City and the CPOA have met and conferred in good faith, exchanging various proposals concerning changes to wages, hours, and other terms and conditions of employment of the employees which are within the scope of bargaining for represented employees in the CPOA and which are to be a part of the CPOA MOU 2021-2025 as reflected herein; and
WHEREAS, The authorized representatives of the City and CPOA have reached a mutual agreement on changes to the CPOA MOU 2021-2025 regarding wages, hours, and other terms and conditions of employment of the employees as reflected herein; and THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 2 to the CPOA MOU 2021-2025, the parties hereto agree as follows:

The following updates and/or amendments are made to the current/existing language in the CPOA MOU and where there is duplicative language or provisions this Amendment No. 2 language supersedes and governs.

BENEFIT BANK:

Replace:
 Employees are provided with a Benefit 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 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 become effective December 1, 2024. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned. 866
Chino Police Officers Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
2 COST OF LIVING ADJUSTMENT (COLA):

Update:

Increase to employee’s base salary and salary ranges will be as follows:
 Effective the beginning of the pay period including July 1, 2023: 4% COMPENSATION TIME OFF:

COMPUTER LOAN PROGRAM:

Add:
 Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.

DISCIPLINARY APPEAL PROCEDURE CHANGE:

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

HOLIDAYS:

Update:

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

Update:

Holiday time converted to cash pursuant to exercise of this option will be compensated at straight time. Employees may receive payment for holidays in one lump sum, in a payroll check deposit separate from their regular payroll check, upon written request to the City’s Finance Department/Payroll, at any time throughout the year. Requests submitted with time sheets will be 867
Chino Police Officers Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
3 paid with the next regular payroll check distribution. Holiday pay will be calculated at the pay rate at the time of cash out. To comply with PERS regulations, this special compensation will be reported to PERS as it is earned.

LONGEVITY PAY:

TUITION REIMBURSEMENT:

Remove and replace with Tuition Advance Program
TUITION ADVANCE PROGRAM:

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. 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 868
Chino Police Officers Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
4 to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.

Advanceable expenses will include books, tuition, parking and registration/enrollment fees.

TUITION REIMBURSEMENT – ENHANCED PROGRAM:

Add:
 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 an application for the enhanced 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 individual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment. 869
Chino Police Officers Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
5 NEGOTIATION REOPENER:

B) SAVINGS CLAUSE - Should any clause in this Memorandum of Understanding be held invalid by a court of competent jurisdiction, then only that clause will be stricken, and the remainder of the Memorandum of Understanding will be in full force and effect. The City and the CPOA will immediately commence to negotiate for the purpose of replacing any invalid or illegal provision. However, no such replacement is mandated.

Except as expressly provided for in this Amendment No. 2 to the CPOA MOU 2021-2025, all other provisions of the CPOA MOU 2021-2025 shall remain in full force and effect. The parties also aknowledge that this Amendment No. 2 to the CPOA MOU 2021-2025 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

Justin Bunch, President Linda Reich, City Manger
Chino Police Officers Association City of Chino, California Date Date
Geriann Kingslan, Director of
Human Resources/Risk Management
City of Chino, California
870
Chino Police Officers Association
Amendment to Memorandum of Understanding
July 1, 2021 – June 30, 2025
6 Date
871

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Excerpts from relevant State statutes, Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.

Sworn Unrepresented Management consist of the following position classifications:

Chief of Police
Captain
Deputy Chief of Police
ACTING PAY:

Source: Personnel Rules
ADDITIONAL DUTY PAY:

Source: Resolution No. 97-62
ADDITIONAL LEAVE:

Deputy Chief of Police and Captain – In addition to Management Leave, affected employees may be provided up to 30 additional hours of leave, at the Chief’s discretion, per fiscal year based on workload and hours worked. These hours will be cashed out if they are not used by the last pay period of the fiscal year.

Source: Resolution No. 85-54
ANNUAL PHYSICAL/WELLNESS:

Chief of Police - Up to $450 may be provided to employees for reimbursement toward the cost of gym membership, an annual physical, or related out-of-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
872

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 2
BENEFIT BANK:

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 family member" for purposes of this policy will include the following: spouse, domestic partner, parent, parent-in-law, step-parent, sibling, child, step-child, sibling-in-law, daughter/son-in-law, 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 an allowance (paid over 24 pay periods) for verbal fluency in any language other than English, under the following conditions:
a. Certification: A competency examination will be developed and administered by the Human Resources/Risk Management Department to determine employees’ 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. Approval: To be eligible to take the City’s competency examination, an employee must be recommended by the Chief of Police or the City Manager for the Chief of Police (Approver). Eligibility for the opportunity to test for Bilingual Pay is solely at the Approver’s discretion and is not subject to administrative appeal or challenge. The Approver 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 Approver 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.

Chief of Police – Eligible to receive a $100 allowance 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.
873

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 3
Deputy Chief of Police and Captain – Employees are eligible to receive a $240 allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English that the Chief of Police deems necessary, including sign language.

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.

COST OF LIVING ADJUSTMENT:

Increases to employees’ base wages/salary ranges for any represented positions are as follows:

Chief of Police - Effective the beginning of the pay period including July 1, 2023: 5% Deputy Chief of Police and Captain - Effective the beginning of the pay period including July 1, 2023: 4%
DEATH BENEFIT:

Chief of Police – Employee is provided with $250,000 in life insurance coverage, payable to beneficiary on file in the Human Resources/Risk Management at time of death.

Deputy Chief of Police and Captain – Employees are provided with $100,000 in life insurance coverage, payable to beneficiary on file in the Human Resources/Risk Management at time of death.

In the event of an employee’s death, thier beneficiary 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.

Source: Resolution No. 2000-047, 2000-069
DEFERRED COMPENSATION PLAN:

City Contribution
Chief of Police – A contribution of $700 per month is made into the City’s selected plan for each employee. Loans are permitted.
874

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 4
Deputy Chief of Police and Captain - A contribution of $410 per month is made into the City’s selected 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, 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 defined in federal and state law.

To the extent allowed by federal 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, Management, Floating Holiday, Sick Leave Conversion, and 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 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 shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of his/her planned retirement date, have “457 Catch-up” 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 five (5) years of service with the City as the final 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.

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 5
“Catch-up”– Vacation Leave
In order to participate, the employee will select the amount of Vacation Leave he/she wants 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 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 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 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, Vacation, Management, Floating Holiday, Sick Leave Conversion, and Holiday Leave hours to contribute this additional amount.

Defined Contribution Plan - 401(A):

An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.

Source: Resolution Nos. 2003-001, 2004-074
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

DIRECT DEPOSIT
All employees will have funds directly deposited into an account established for deposit of any payroll check.

Source: Resolution No. 2019-050
DISABILITY:

The City will pay all premiums for a 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 876

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 6
calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability 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

DISCIPLINARY ACTION APPEAL PROCEDURE CONSISTING OF A WRITTEN REPRIMAND OR LESS:

Chief of Police - The following Appeal procedure will be utilized by the Chief of Police for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This will be the sole and exclusive procedure afforded to the Chief for appealing disciplinary action consisting of a Written Reprimand or less.

The Chief having received a disciplinary action consisting of a Written Reprimand or less will be entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.

Within five (5) workdays of the time the written or verbal reprimand is issued, the Chief will be entitled to a non-evidentiary meeting with the City Manager. The purpose of this administrative appeal is to afford the Chief an opportunity to be heard by the City Manager as to why the Chief believes the discipline should be revoked or modified. The Chief may be heard verbally or in writing. The City Manager will have 10 workdays to respond to the Chief. If the City Manager does not respond within 10 workdays from the date of the administrative appeal to respond to the employee, the original disciplinary action will be deemed unchanged.

The determination of the City Manager will be final, binding and conclusive. There will be no other administrative method to appeal the determination of the City Manager.

Source: Resolution No. 2000-69
Deputy Chief of Police and Captain - The following Appeal procedure will be utilized by sworn employees for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This shall be the sole and exclusive procedure afforded to sworn employees for appealing disciplinary action consisting of a Written Reprimand or less.

Any sworn employee having received a disciplinary action consisting of a Written Reprimand or less shall be entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.

Within five (5) workdays of the time the written or verbal reprimand is issued, the employee shall be entitled to a non-evidentiary meeting with the supervisor who issued the disciplinary action. The purpose of this administrative appeal is to afford the employee an opportunity to be heard by the supervisor as to why the employee believes the discipline should be revoked or modified. The employee may be heard verbally or in writing. The supervisor shall have 10 877

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 7
workdays to respond to the employee. If the supervisor does not respond within 10 workdays of the administrative appeal meeting, the original disciplinary action shall be deemed unchanged.

If the matter is not resolved to the aggrieved employee's satisfaction, within 10 workdays of the supervisor's response to the employee's appeal, or 10 workdays after the time for the supervisor to respond has passed, the employee shall then be entitled to a non-evidentiary meeting with the Chief of Police. The purpose of this administrative appeal shall be to afford the employee an opportunity to be heard by the Chief of Police as to why the employee believes the discipline should be revoked or modified. The employee may be heard verbally or in writing. The Chief of Police shall have 10 workdays to respond to the employee. If the Chief of Police does not respond within 10 workdays of the administrative appeal meeting, the original disciplinary action shall be deemed unchanged.

The determination of the Chief of Police shall be final, binding and conclusive. There shall be no other administrative method to appeal the determination of the Chief of Police.

Source: Resolution No. 2000-69

DISCIPLINARY APPEAL PROCEDURE CONSISTING OF MORE THAN A WRITTEN REPRIMAND:

The City Manager will no longer serve as the Hearing Officer.

Source: Resolution No. 98-40, 2005-008
EDUCATIONAL INCENTIVE PAY:

Deputy Chief of Police and Captain – Employees who have served two (2) consecutive years of full-time employment with the Chino Police Department are eligible to receive a one-time payment of his/her total annual base salary at the time the degree is awarded.

Degree Percentage of Salary
Associate of Arts/Science 2-1/2%
Bachelor of Arts/Science 5%
Master of Arts/Science 7%
Employees are eligible to concurrently receive the one-time Educational Incentive Pay while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.

Source: Resolution No. 97-62, 2009-036A
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:

See Holiday Pay below.

Source: Administrative Policy-Floating Holiday Time
878

SUMMARY OF BENEFITS

UNREPRESENTED SWORN MANAGEMENT
Updated 10/3/23 8
HOLIDAYS:

The City has designated 12 ten-hour holidays and 2 five-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 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 PAY:

Employees are credited with 120 Holiday and 35 Floating Holiday hours at the beginning of each fiscal year (prorated for new-hires following completion of 6 months of full-time/continuous service). These positions 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 base 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. Any 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.

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.

Except for retiring from the City, Holiday Leave time used or received in cash in excess of those which would have normally accrued during that period of time in the fiscal year for observed City holidays, will reimburse the City upon termination of their employment.

Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System. This benefit will not be reported as special compensation as it does not fall within the definition of reportable compensation per CalPERS.

Source: Resolution No. 96-86, 2016-047
JURY DUTY:

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to work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.

Source: Resolution No. 96-86, 2019-050
LIFE INSURANCE:

See Death Benefit section.

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:
 10 years of service - $ 500 paid in a lump sum at time of anniversary.  15 years of service - $1,000 paid in a lump sum at time of anniversary.  20 years of service - $1,500 paid in a lump sum at time of anniversary.  25 years of service - $2,000 paid in a lump sum at time of anniversary.  30 years of service - $2,500 paid in a lump sum at time of anniversary.  35 years of service - $3,000 paid in a lump sum at time of anniversary.  40 years of service - $3,500 paid in a lump sum at time of anniversary.  45 years of service - $4,000 paid in a lump sum at time of anniversary.

LUNCH (PAID):

Deputy Chief of Police and Captain - Employees receive a one (1) hour paid lunch period included in their 10-hour workday.

Source: Resolution No. 96-86
MANAGEMENT LEAVE:

Chief of Police - Employee is 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.

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Deputy Chief of Police and Captain - 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 cashed 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 final payroll in June will be cashed out, up to 30 hours maximum. See also Additional Leave.

Up to an additional 60 hours of Management Leave may be granted by the Chief of Police with a corresponding ability to cash-out these hours for 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 prorated basis, 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 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:

Chief of Police - The City will pay the cost of the employee portion of the Medicare Tax.

Source: Resolution No. 98-40
MILEAGE REIMBURSEMENT:

Deputy Chief of Police and Captain - The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

Source: Resolution No. 96-86
MILITARY LEAVE:

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
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PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):

Source: Resolution No. 2000-47
PHYSICAL FITNESS PROGRAM (VOLUNTARY):

Employees shall receive 1-30 hours of compensatory time off respectively per fiscal year for demonstration of physical fitness.

The City and the Employee agree and acknowledge that participation in this program is not an implied or express requirement of employment. The City will not be liable for the payment of workers’ compensation benefits for any injuries arising from participation in the program or from training/preparation, which any employee undertakes for participation in the program.

Each employee participating in the program is required to sign the following acknowledgement at the inception of his/her participation, training, or preparation for the program:
“Participation by employees of the City of Chino in the volunteer physical fitness program and in training/preparation for participation in the program, is strictly voluntary. No City employee is expected to participate in the program, and participation is not a part of any City employee’s work-related duties. The City shall not be liable for the payment of workers’ compensation benefits for any injury which arises from participation in the volunteer physical fitness program, or from training/preparation for participation in the program.

I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file no Workers’ Compensation claim which is related in any way to my participation, training, or preparation for the program.

Dated:

Signature of Employee”
The CPOA and CPMA Association Board Members will determine test dates for the Voluntary Physical Fitness Program and testing will take place over a period of time not to exceed three (3) three months from the date of the first test to the date of the final test. Sworn employees unable to participate in the testing process due to a work-related illness or injury will be credited the following year in which they participate in the Program with benefits equal to two (2) years of credit.

Source: Resolution Nos. 96-86(CPOA, CPMA & Captains), 97-62, 2008-047 (CPOA), 2009-036A
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P.O.S.T. CERTIFICATE PAY:

Chief of Police – Eligible to attempt to qualify to receive additional monthly compensation as follows for possession of the following certificate(s):

Advanced P.O.S.T. Certificate 12% of monthly base salary; and Management P.O.S.T. Certificate 9% of monthly base salary; and Executive P.O.S.T. Certificate 1% of monthly base salary Deputy Chief of Police and Captain – Employees are eligible to attempt to qualify to receive additional monthly compensation as follows for possession of the following certificate(s):

Intermediate P.O.S.T. Certificate 6% of monthly base salary; or Advanced P.O.S.T. Certificate 12% of monthly base salary; and Management P.O.S.T. Certificate 9% of monthly base salary Qualified employees eligible to receive P.O.S.T. Certificate Pay will receive compensation paid over the normal 26 pay periods each fiscal year.

Deputy Chief of Police and Captain – Employees will be eligible to concurrently receive the onetime Educational Incentive Pay (equal to that provided to the Chino Police Association in Resolution 85-54) while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.

Source: Resolution Nos. 89-195, 96-86, 97-62, 2004-105, 2005-008 RECRUITMENT INCENTIVES:

Deputy Chief of Police and Captain:

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 Chief of Police is not eligible for this benefit. In addition, any Police Department personnel who are assigned 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 recommendation 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 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. Upon the Chief’s review and approval of this submission, in compliance 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
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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 classification, 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 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 their leave accrual rates determined based upon the number of years of service with the City of Chino prior to their resignation.

Source: Resolution Nos. 96-86, 97-62
RETIREMENT:

The City has a three-tier retirement benefit as follows:

Plan for sworn personnel:

A. Employees hired before the contract amendment with CalPERS effective October 16, 2011 will continue to be eligible for the 3% at age 50 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 3% 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 2.7% at age 57 (PEPRA) Plan, with a 3-year average final compensation.

Member contributions:

Members will contribute the employee rate of contributions 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. 3% at age 50, if hired before October 16, 2011:
1) Employee contribution rate – 9% of reportable compensation B. 3% at age 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 9% of reportable compensation C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013:
1) Employee contribution rate – 13% of reportable compensation (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 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.  Employee contributes 1% of base earnings each pay period. Upon separation from the City, a 90% cash out of all qualifying, verified accrued leave will be deposited to the employee’s RHS plan.
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 City will contribute $300 per month, deposited on a 24 pay period cycle.

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.

Source: Resolution Nos. 2000-47, 2000-69, Employee Handbook SEPARATION FROM CITY:

Chief of Police - 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.

Deputy Chief of Police and Captain - At the discretion and approval of the Department Director, 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
SEVERANCE:

Should the City Manager elect to terminate employment without cause, the City shall, upon effective date of such termination, and with signature on Waiver and Release Agreement, pay to the employee severance in the amount equal to six (6) months of their 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 hours 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 90th 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.

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.

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SICK LEAVE BUY BACK:

Source: Resolution Nos. 85-54, 87-83, 2007-56
SICK LEAVE CONVERSION TO COMPENSATION:

Chief of Police - Who has 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 hours in excess of 320 hours, calculated 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.

Source: Resolution Nos. 86-59, 91-102
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SICK LEAVE PROGRAM:

SPECIAL COMPENSATION PAYMENT SCHEDULE:

Employees eligible to receive special compensation benefits which are a percentage of base pay, such as P.O.S.T. Certificate 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 reported in accordance with applicable 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
SUPPLEMENTAL CONTRIBUTION FOR RETIREES:

Employees separating from City employment as a result of a non-disputed disability or service retirement after completion in either case of 15 years of continuous, uninterrupted, full-time sworn City service shall receive a monthly supplemental contribution equal to $15 per month multiplied by the number of years of service from time of retirement and shall continue until death of the retiree. (For example, an employee retiring after 15 years of required continuous service shall receive a City-funded supplemental contribution in the amount of $225 per month.) However, if the retiree dies after receipt of this benefit for less than 15 years, then the benefit will continue to be paid to the eligible spouse, if any, until the duration of benefits payments totals a complete 15 years from the date that the payments commenced. For example, if the eligible retiree should die after receiving 10 years of the supplemental contribution as described herein, and the now deceased eligible retiree has a legal spouse, said spouse shall continue to receive the benefit for a remaining 5 years. No benefit shall be provided to any other beneficiary with the exception of what is noted here after the member’s death. A disputed disability retirement is defined as one in which the City has not certified the retirement as being valid for disability status. This benefit in its entirety shall apply only to employees employed as of June 30, 1998. Thereafter, no future employees in this position classification shall qualify for this benefit at any level whatsoever. Future hires will be provided with no supplemental contribution for retirees.

Source: Resolution Nos. 96-86, 97-62, 98-40
TUITION ADVANCE PROGRAM:

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 887

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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.

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 the fiscal year in order to verify the number of employees making an 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. 888

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It shall remain the individual 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
UNIFORM CLOTHING/CLEANING ALLOWANCE:

The City shall provide to affected employees a clothing/cleaning allowance of $1,200 per year.

Affected employees shall receive payment for their total clothing/cleaning allowance one time per year. This payment shall be in a check separate from the employee’s regular paycheck and shall be provided at the time of distribution on the second payroll check in August of each year.

Upon appointment/promotion to a non-eligible position classification or separation from employment prior to the end of a fiscal year, the employee shall be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.

Source: Resolution Nos. 85-54, 96-86, 2003-01
The amount of reportable compensation for uniforms shall not exceed $770 per year. Nonuniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the employee’s option, the annual allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually be each employee.

Source: Resolution No. 2006-021
VACATION LEAVE:

Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days 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 (Chief of Police) Department Director (Deputy Chief of Police and Captain) with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit Vacation requests to their supervisor at least seven (7) calendar days prior to the intended 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 will 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.
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A temporary increase in the total Vacation hours accrued (in excess of 400 hours) may be approved by the Chief of Police (Deputy Chief of Police and Captain) and City Manager (Chief of Police) and notification to the Finance Department to affect this temporary exception.

Source: Resolution Nos. 85-54, 86-59, 2005-008
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. 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:

Chief of Police - May convert a maximum of 120 hours of Vacation Leave to pay per fiscal year.

Deputy Chief of Police and Captain - 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.

Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021 VEHICLE ALLOWANCE:

Chief of Police – Employee is provided with a vehicle. The City pays all expenses related to the operation of the vehicle.

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. Thereafter, the employee will receive 100% salary plus full benefits continuation for a period of one (1) year.

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:
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 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.

Source: Resolution No. 97-62
SAVINGS CLAUSE:

MAINTENANCE OF EXISTING BENEFITS:

IMPLEMENTATION:

These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council. 891

Chino City CouncilOctober 3, 2023

Chino City Council
October 3, 2023