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:
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) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.
Source: Personnel Rules
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 Department Director (Captain & Deputy Chief of Police) or City Manager (Chief of Police).
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
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: 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:
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.
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.
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.
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.
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.
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.
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 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 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):
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.
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 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 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
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:
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.
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 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.
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.
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. 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 they are committing an extraordinary amount of time beyond their normal work schedule to the job.
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:
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 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
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
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 one-time 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
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.
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:
Plan for sworn personnel:
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.
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.
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:
3% at age 50, if hired before October 16, 2011:
Employee contribution rate – 9% of reportable compensation 3% at age 55, if hired on or after October 16, 2011:
Employee contribution rate – 9% of reportable compensation
2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013:
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.
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.
If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.
Upon notice of resignation or retirement from the City, any sick leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment for any Sick Leave hours for time missed from work.
Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination SICK LEAVE BUY BACK:
At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at 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 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.
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 Nos. 86-59, 91-102
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.
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:
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.
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
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.
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. Non-uniformed 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:
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 (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.
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. 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.
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. 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:
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:
That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
That the injured employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by 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.
SUMMARY OF BENEFITS
UNREPRESENTED SWORN MANAGEMENT
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Updated 10/3/23