Agenda packet — Chino City Council, July 15, 2025 (part 2 of 7)

District-City Standardized Scope of Work 2025/26
Program Name/ Department HOPE Program/Health Services
Timeline Julxl, 2025 - June 30, 2026
Contracting Service(s) Case Management
Total Project Amount $ 375,000

1. Provide four to eight part-time fluent bilingual (Spanish/Mandarin) Case Managers to support students and families remotely or through the Family Resource Centers located on district/school sites. A Community Services Supervisor, Coordinator, and one to two Case Manager Ils will provide oversight to City staff.

3. Provide bilingual (Spanish) specialists and/or leaders to support the CARE Closet, accepting and keeping track of donations, organizing, and restocking the Closet with emergency hygiene and school supplies.

3. Plan and conduct outreach at various City, Community, and District locations in the Chino Valley.

4. Provide monthly and quarterly program data to CVUSD. The Supervisor & Coordinator will meet with District program staff on a quarterly basis.

6. Ensure Case Managers attend professional development training throughout the yeah

7. Ensure staff is knowledgeable and up to date regarding available community-based resources, including but not limited to food banks, emergency supplies, clothing banks, rental assistance, domestic violence support, childcare resources, and other related support services. Staff will provide referrals to mental and/or physical health resources as needed or requested.
127
Established salary ranges and rates are subject to the approval of City of Chino City Council and pursuant to all applicable state and local laws, ordinances, and rules. Salary ranges and rates may change at any time based on City Council direction and/or changes pursuant to all applicable laws, ordinances, and rules.

Page 2 of 3 ends

District-City Standardized Scope of Work 2025/26
Budget:

Salary/Personnel
Title Description of Services to be
Provided
rate
not to
hrs # of # of Total
per wks staff
exceed wk
1 Case Manager I/II
Will assess the needs of
students and families at various
(bilingual) school sites; will track student $45.74/ 25- 45— 3-4 $156,750 progress; research and obtain $50.48 35 52
resources, provide follow-up,
monitor, document, and
evaluate progress. 2 Leader/
Specialist
(bilingual)
Will support the CARE Closet,
process donations, and keep an
inventory of items
$34-87/
$42.48
20‘
3O 45 1-2 $48,000
3 Coordinator
(FFE)
Will supervise, assist, and
support the CMs, and complete $55.73 37 52 1 $87,900 staff performance evaluations. 4 Coordinator
Benefits
Includes standard benents and
health and welfare costs - 40 52 1 $61,550
5 Supervisor Provide general program supervision $70.28 2 52 1 $7,300 SALARIES $361,500
128
Budget Salaries
Budget Services/Supplies
Project Total

Page 3 ends

District-City Standardized Scope of Work 2025/26
$361,500
$13,500
$375,000
1 Operating Equipment City ordered supplies, city staff polo shirts with Iogo, snacks/light meals for
student/parent workshops
$1,500
2 Mileage Site/school visits or sessions, training,
home visits, etc.
$1,200
3 4
Printing & Binding City-issued business cards, name
badges
$300
Training costs Children’s Network Conference and $5,500 other relevant professional development
opportunities
5 Telecommunication
costs for staff
Cellphones for staff use $5,000
129
Vendor Fee Schedule
EXHIBIT "B"
Title
2025-26 NTE Hourly
Rate
Case Managerl $45.74*
Case Manager ll $50.48*
Community Services, Parks & Recreation Coordinator $55.73* Community Services, Parks & Recreation Leader $34.87*
Community Services, Parks & Recreation Specialist $42.48* Community Services, Parks & Recreation Supervisor $70.28* Counselor ll $53.05*
Counselor lll $86.93*
and pursuant to a// applicab/e state and loca/ laws, ordinances, and rules. Salary ranges and rates may change at any time based on City Council direction and/or changes pursuant to all applicable laws, ordinances, and rules.
130
CllS—2526—054
EXHIBIT “2"

CHINO VALLEY

UNIFIED SCHOOL DISTRICT
13461 Ramona Avenue, Chino, CA 91710
(909) 628-1201
Name of Department/Site
Submitting Contract: Health Services/Mckinney-Vento CARE Name of Contact Person: KATHY CASINO, DIRECTOR, PURCHASING

AGREEMENT FOR CONSULTANT SERVICES/MASTER CONTRACT
This Agreement is made between the CHINO VALLEY UNIFIED SCHOOL DISTRICT, ("DISTRICT") and City of Chino (CARE Program) (“CONSULTANT”) (RECITALS)
WHEREAS, CONSULTANT is especially skiHed, trained, experienced, and competent to render the services and advice described in Section I hereof; and WHEREAS, DISTRICT requires the services described in Section 1 hereof and DISI’RICI’ is unable to obtain them from existing personnel; and NOW, THEREFORE, DISTRICT AND CONSULTANT mutually agree as follows:

1. Services to be Provided by CONSULTANT:
a. CONSULTANT will render the services to DISTRICT that are described as:

Case Management surpport for McKinney-Vento identihed students and families. b. CONSULTANT will commence work under this Agreement on or about 7/1/2025 and will diligently prosecute the work thereafter. CONSULTANT will complete the work not later than 6/30/2026. Upon a showing of good and sufficient cause by CONSULTANT, DISTRICT may, in its sole discretion, grant such extension of time as it may deem advisable. However, DISTRICT shall not pay CONSULTANT any additional compensation if such an extension is granted, unless CONSULTANT performs additional services, the compensation for which shall be determined by the DISTRICT and CONSULTANT in writing. c. CONSULTANT will perform said services in his or her own way and as an independent contractor in the pursuit of his or her independent calling and not as an employee of DISTRICT. He or she shall be under the control of the DISTRICT as to the result to be accomplished and not as to the means or manner by which such result is to be accomplished. 131
CIIS-2526—O54
CONSULTANT’S Representations:

CONSULTANT represents that he or she has the skins, experience, and knowledge necessary to perform the services agreed to be performed under this Agreement; and CONSULTANT understands the DISTRICT has relied upon the representations of CONSULTANT that he or she has the skills, experience, and knowledge to perform the services required by this Agreement in a competent manner. CONSULTANT understands the scope of the services required to be performed under this Agreement. CONSULTANT warrants that he or she will faithfully and diligently perform the services hereunder.

CONSULTANT shall employ, as a minimum, generally accepted standards of practices employed by persons engaged in providing similar services in existence at the time of the performance of the obligations hereunder.
. Compensation to CONSULTANT:
a. Consultant will provide services for the amount of: $215,000.00 b. No additional compensation will be granted unless agreed to in writing by DISTRICT. c. Funding Source: Title I
d. DISTRICT will not withhold Federal or State income tax deductions from payments made to CONSULTANT under this Agreement but will provide CONSULTANT with a statement of earnings at the conclusion of each calendar year. e. For services rendered, the CONSULTANT must submit to the DISTRICT a detailed request for payment with an itemized invoice, describing services provide, with the signature of site principal or manager, noting work or service was completed. . Duration of Agreement:

The term of this Agreement shall commence on 7/1/2025 and terminate on 6/30/2026.

Subject to terms and conditions stated in #10.
. DISTRICT to Provide Information:

DISTRICT will prepare and furnish to CONSULTANT upon his or her request such information as is reasonably necessary to the performance of CONSULTANT’S work under this Agreement. . Ownership of Materials:

Any and all documents, or materials prepared or caused to be prepared by CONSULTANT pursuant to this Agreement shall be the joint property of the DISTRICT and CONSULTANT upon payment by the DISTRICT. All said documents and materials shall be delivered to and become the joint property of the DISTRICT and CONSULTANT. 132
CHS-2526—054

7. General Provisions:
a. CONSULTANT shall comply with all Federal, State and local laws and ordinances applicable to such work. CONSULTANT shall provide workers‘ compensation insurance or self-insure for his or her services. Evidence of insurance (General Liability, Professional Liability, Auto and Workers’ Comp) shall be provided to DISTRICT upon execution of this Agreement. b. If CONSULTANT is an individual, for services rendered, he or she must submit to the DISTRICT a completed IRS W9 form that must include CONSULTANT’S signature, social security number or tax identification number; and state whether or not CONSULTANT is a retired member of the State Teachers Retirement System of the State of California. c. This Agreement may be amended by the mutual written consent of the parties.

8. Assignment:

This Agreement may not be assigned without the written consent of the DISTRICT.

9. Indemnification:

In contemplation of the provisions of Section 895.2 of the Government Code of the State of California imposing certain tort liability jointly upon public entities solely by reason of such entities being parties to an agreement as defined by Section 895 of said Code., each of the Parties hereto, pursuant to the authorization contained in Section 895.4 and 895.6 of said Code, will assume the full liability imposed upon it, or any of its officers, agents or employees, by law for injury caused by a negligent or wrongful act of omission occurring in the performance of this Agreement to the same extent that such liability would be imposed in the absence of Section 895.2 of said Code. To achieve the above-stated purpose, each Party indemnines and hold harmless the other Party of any loss, cost, or expense that may be imposed upon such other Party solely by virtue of said Section 895.2. The parties agree to indemnify, defend, and hold harmless each other against any and all liability expense and claims arising from their respective negligent or wrongful acts and omissions. The provisions of the Section shall survive the termination of this Agreement.

10.Termination:
a. If DISTRICF determines, in its sole discretion, that CONSULTANT’S services have been or become unsatisfactory, DISTRICT may terminate this Agreement and the CONSULTANT’S services hereunder. Further, DISTRICT may suspend the performance of the work under this Agreement for a fixed or indefinite period. b. As an alternative to a unilateral termination under subsection (a) thereof, the DISTRICT may issue to CONSULTANT a written notice of any deficiency or delay in the performances or the services hereunder. In that event, CONSULTANT shall cure any such deficiency within the period specmed in said notice. If CONSULTANT fails to cure the deficiency within the specified period, DISTRICT may terminate this Agreement. c. If the CONSULTANT terminates this Agreement for unsatisfactory performance, the DISTRICT shall only pay CONSULTANT for those services satisfactorily rendered through 3 133
CHS-2526—054
the termination date as determined by the DISTRICT, in its sole discretion. If the DISTRICT suspends the performance of CONSULTANT services under this Agreement, the DISTRICT shail only pay CONSULTANT for those services satisfactorily rendered through the suspension date by the CONSULTANT as determined by the DISTRICT, in its sole discretion.
d. Either party may terminate this Agreement by providing thirty (30) days written notice to the other party.

11. Counterparts:

This agreement may be executed in counterparts, each of which shall be deemed to be an original, and such counterparts shall constitute one and the same instrument.

12. Severability:

In the event that part of this Agreement shall be declared invalid or unenforceable by a valid judgment or decree of a court of competent jurisdiction, such invalidity or unenforceability shall not affect any of the remaining portion of this Agreement which are hereby declared as severable and shall be interpreted to carry out the intent of the parties hereunder unless the invalid provision is so material that its invalidity deprived either party of the basic benefit of their bargain or renders this Agreement meaningless.

13. Notice:

Any notice, demand, request, document, consent, approval, or communication either party desires or is required to give to the other party or any other person shall be in writing and either served personally or sent by prepaid, first-class mail, in the case of the DISTRICT, to the Purchasing Director, Chino Valley Unihed School District , 5130 Riverside Drive, Chino, CA 91710 and in the case of the CONSULTANT to the person(s) at the address designated on the execution page of this Agreement. Either party may change its address by notifying the other party of the change of address in writing. Notice shall be deemed communicated by the time personally delivered or in seventy-two (72) hours from the time of mailing if mailed as provided in this Section.
[SIGNATURES ON THE FOLLOWING PAGE]
134
CHS~2526—054
In WITNESS WHEREOF, the parties have executed this Agreement in Chino, California on the day and year as follows:

Chino Valley Unihed School District City of Chino (CARE Program) all invoices promptly, however, services cannot be rendered, and invoices cannot be paid until vendor signs and returns this contract. Failure to sign and return this contract before providing services may result in non—payment for said services
CVUSD (1m! school size ASB/USB ’s payment terms are NET 30.

Chino, CA 9171 0
/
. Ph:
/
909-334-3487 Email: [email protected]
Kathy Casino Purchasing Director
902s Date: j“! Mr
Authorized Signature
Silvia Avalos, Director of Community
Services, Parks & Recreation Attest: Print Name/ Title
By: Date Natalie Gonzaga, City Clerk
Date:

Authorized Signature
Approved as to Form:

ALESHIRE & WYNDER, LLP Linda Reich, City Manager
Print Name / Title
By:

Fred Galante, City Attorney
Date: Date
Board Approved: 6/5/2025
NOTICE
Purchase orders are for all purchases/services. CVUSD desires to 135
Agreement for Contractor/Consultant Services
Scope of Work/ Duty Statement for City of Chino
Scope of Work is subject to change as conditions and budget require. Changes wiil be made and submitted for approval.

The City of Chino will:

Projected Numbers:

Case Management services to be provided for approximately 400 McKinney-Vento students and families.

Additional notes:

Unspent Case Management funds can be used toward Services & Supplies.

Unspent Services & Supplies funds can be moved to Case Management line item. The contract will operate from July 1, 2025—June 30, 2026 (services to be provided during academic calendar year). Amount not to exceed $215,000 and contingent upon state funding.

Page 1 ends

District-City Standardized Scope of Work 2025-26
Program Name/ Department McKinney-Vento Title I Support Services Timeline July 1, 2025 — June 30, 2026
Contracting Service(s) MV Case Management
Total Project Amount $ 215,000

1. Provide two to four part-time bilingual (Spanish) Case Managers I to work with students/families identified as homeless or in transition to facilitate continuity of education and promote academic success.

2. Meet with District program staff on a monthly/quarterlyibasis,

3. Track/follow up on students' academic, attendance, and mental health progress.

4. Plan and conduct outreach at various community locations.

5. Provide mental and/or physical health referrals to internal programs, community providers, or public agencies if needed or requested.

6. Ensure staff are knowledgeable regarding mandated reporting and the reporting of any suspected neglect and/or abuse.

7. Provide academic intervention and refer all crisis/counseling needs to appropriate mental health providers.

8. Ensure staff is knowledgeable and up to date regarding McKinney-Vento law/policy and procedures; available community-based resources, including but not limited to:
food banks, housing/shelters, San Bernardino County Transitional Assistance, domestic violence support, childcare resources, and other related support services. 136
Budget:

Estab/ished sa/ary ranges and rates are subject to the appro va/ of City 0f Chino City Council and pursuant to a// app/icab/e state and loca/ /aws, ordinances, and ru/es. Sa/a/y ranges and rates may change at any time based on City Counci/ direction and/or changes pursuant to a// app/icab/e /aws, ordinances, and ru/es.

Page 2 ends

District-City Standardized Scope of Work 2025-26
Title Description of Services rate hrs # of # of Total not to per wks staff exceed wk

1. Case
Managerl
Will assess the needs of
students and families identified
as “homeless”. Will assist with
resources, provide follow-up,
monitor/document, & evaluate
progress. Provide reporting
information to Coordinator &
District staff monthly/quarterm
$45.74 28—
35 42—
45 2—4 $215,000
Amt will vary
due to actual
rate
of pay
SALARIES $215,000
l. Mileage Site/school visits or sessions, training,
home visits, etc.
$ O

2. Training for staff NAEHCY and other relevant professional development opportunities
$ 0

3. Printing and Binding City—issued business cards/name badges $ O Services & Supplies $0
Budget Salaries $215,000
Budget Services/Supplies $ 0
Project Total $215,000
137
Vendor Fee Schedule
EXHIBIT "B"
rates may change at any time based on City Counci/ direction and/or changes pursuant to all applicable laws, ordinances, and rules.

Title
2025-26 NTE Hourly
Rate
Case Manager! $45.74*
Case Manager II $50.48*
Community Services, Parks & Recreation Coordinator $55.73* Community Services, Parks & Recreation Leader $34.87*
Community Services, Parks & Recreation Specialist $42.48* Community Services, Parks & Recreation Supervisor $70.28* Counselor ii $53.05*
Counselor iii $86.93*
138
CHS-2526-055
EXHIBIT “3"

CHINO VA LEY

UNIFIED SCHOOL DISTRICT
13461 Ramona AvEnue, Chmo, CA 91710
(909) 628-1201
Name of Department/Site
Submitting Contract: Health Services/Child Development
Name of Contact Person: KATHY CASINO, DIRECTOR, PURCHASING

AGREEMENT FOR CONSULTANT SERVICES/MASTER CONTRACT
This Agreement is made between the CHINO VALLEY UNIFIED SCHOOL DISTRICT, ("DISTRICT") and City of Chino (LCAP Counseling/Health) (“CONSULTANT”) (RECITALS)
WHEREAS, CONSULTANT is especially skilled, trained, experienced, and competent to render the services and advice described in Section I hereof; and WHEREAS, DISTRICT requires the services described in Section 1 hereof and DISTRICT is unable to obtain them from existing personnel; and
NOW, THEREFORE, DISTRICT AND CONSULTANT mutually agree as follows:

1. Services to be Provided by CONSULTANT:
a. CONSULTANT will render the services to DISTRICT that are described as:
school based counseling services for elementary and teen aged students. b. CONSULTANT will commence work under this Agreement on or about 7/1/2025 and will diligently prosecute the work thereafter. CONSULTANT will complete the work not later than 6/30/2026. Upon a showing of good and sufhcient cause by CONSULTANT, DISTRICT may, in its sole discretion, grant such extension of time as it may deem advisable. However, DISTRICT shall not pay CONSULTANT any additional compensation if such an extension is granted, unless CONSULTANT performs additional services, the compensation for which shall be determined by the DISTRICT and CONSULTANT in writing.
c. CONSULTANT will perform said services in his or her own way and as an independent contractor in the pursuit of his or her independent calling and not as an employee of DISTRICT. He or she shall be under the control of the DISTRICT as to the result to be accomplished and not as to the means or manner by which such result is to be accomplished.
139
CllS~2526~055
CONSULTANT’S Representations:

CONSULTANT represents that he or she has the skins, experience, and kn0wledge necessary to perform the services agreed to be performed under this Agreement; and CONSULTANT understands the DISTRICT has relied upon the representations of CONSULTANT that he or she has the skills, experience, and knowledge to perform the services required by this Agreement in a competent manner. CONSULTANT understands the scope of the services required to be performed under this Agreement. CONSULTANT warrants that he or she will faithfully and diligently perform the services hereunder.

CONSULTANT shall employ, as a minimum, generally accepted standards of practices employed by persons engaged in providing similar services in existence at the time of the performance of the obligations hereunder.
. Compensation to CONSULTANT:
a. Consultant will provide services for the amount of: $104,097.00 b. No additional compensation will be granted unless agreed to in writing by DISTRICT. c. Funding Source: LCAP
d. DISTRICT will not withhold Federal or State income tax deductions from payments made to CONSULTANT under this Agreement but will provide CONSULTANT with a statement of earnings at the conclusion of each calendar year.
e. For services rendered, the CONSULTANT must submit to the DISTRICT a detailed request for payment with an itemized invoice, describing services provide, with the signature of site principal or manager, noting work or service was completed. . Duration of Agreement:

The term of this Agreement shall commence on 7/1/2025 and terminate on 6/30/2026.

Subject to terms and conditions stated in #10.
. DISTRICT to Provide Information:

8. Assignment:

This Agreement may not be assigned without the written consent of the DISTRICT.

9. Indemnification:

In contemplation of the provisions of Section 895.2 of the Government Code of the State of California imposing certain tort liability jointly upon public entities solely by reason of such entities being parties to an agreement as defined by Section 895 of said Code., each of the Parties hereto, pursuant to the authorization contained in Section 895.4 and 895.6 of said Code, will assume the full liability imposed upon it, or any of its officers, agents, or employees, by law for injury caused by a negligent or wrongful act of omission occurring in the performance of this Agreement to the same extent that such liability would be imposed in the absence of Section 895.2 of said Code. To achieve the above-stated purpose, each Party indemnifies and hold harmless the other Party of any loss, cost, or expense that may be imposed upon such other Party solely by virtue of said Section 895.2. The parties agree to indemnify, defend, and hold harmless each other against any and all liability, expense and claims arising from their respective negligent or wrongful acts and omissions. The provisions of the Section shall survive the termination of this Agreement.

10.Termination:
a. If DISTRICT determines, in its sole discretion, that CONSULTANT’S services have been or become unsatisfactory, DISTRICT may terminate this Agreement and the CONSULTANT’S services hereunder. Further, DISTRICT may suspend the performance of the work under this Agreement for a fixed or indefinite period. b. As an alternative to a unilateral termination under subsection (a) thereof, the DISTRICf may issue to CONSULTANT a written notice 0f any deficiency or delay in the performances or the services hereunder. In that event, CONSULTANT shall cure any such deficiency within the period specified in said notice. If CONSULTANT fails to cure the dehciency within the specihed period, DISTRICT may terminate this Agreement. c. If the CONSULTANT terminates this Agreement for unsatisfactory performance, the DISTRICT shall only pay CONSULTANT for those services satisfactorily rendered through 3 141
CHS-2526-O55
the termination date as determined by the DISTRICT, in its sole discretion. If the DISTRICT suspends the performance of CONSULTANT services under this Agreement, the DISTRICT shall only pay CONSULTANT for those services satisfactorily rendered through the suspension date by the CONSULTANT as determined by the DISTRICT, in its sole discretion.
d. Either party may terminate this Agreement by providing thirty (30) days written notice to the other party.

11. Counterparts:

This agreement may be executed in counterparts, each of which shall be deemed to be an original, and such counterparts shall constitute one and the same instrument.

12. Severability:

13. Notice:

Any notice, demand, request, document, consent, approval, or communication either party desires or is required to give to the other party or any other person shall be in writing and either served personally or sent by prepaid, hrst—class mail, in the case of the DISTRICT, to the Purchasing Director, Chino Valley Unihed School District , 5130 Riverside Drive, Chino, CA 91710 and in the case of the CONSULTANT to the person(s) at the address designated on the execution page of this Agreement. Either party may change its address by notifying the other party of the change of address in writing. Notice shall be deemed communicated by the time personally delivered or in seventy-two (72) hours from the time of mailing if mailed as provided in this Section.
[SIGNATURES ON THE FOLLOWING PAGE]
142
Cl lS-2526—055
In WITNESS WHEREOF, the parties have executed this Agreement in Chino, California on the day and year as follows:

Chino Valley Unihed School District
%MW
Kath Casino Purc asing Director
Date: ftmo /0, 303g
Attest:

By:
\ Natalie Gonzaga, City Clerk
Date:

City of Chino (LCAP Counseling/Health)
13220 Central Avenue
Chino, CA 91710
Ph: 909-334-3259
Email: [email protected]
Authorized Signature
Silvia Avalos, Director of Community
Services, Parks & Recreation
Print Name / Title
Date
Approved as to Form:

ALESHIRE & WYNDER, LLP
By:

Fred Galante, City Attorney
Date:

Authorized Signature
Linda Reich, City Manager
Print Name / Title
Board Approved: 6/5/2025
Date
NOTICE
Purchase orders are required for all purchases/services CVUSD desires to pay all invoices promptly, however, services cannot be rendered, and invoices cannot be paid until vendor signs and returns this contract Failure to sign and return this contract before providing services may result in non-payment for said services.

CVUSD and sc/mol site ASK/USE ’s payment terms are NET 30. 143
Agreement for Contractor/Consultant Services
Scope of Work for City of Chino (Proposal)
Pro‘ected Numbers:
l.

2. LCAP Teen School-based counseling will serve approximately 375 teen students.

LCAP Youth School-based counseling will serve approximately 375 elementary students.

Additional notes:

Unspent Counseling funds can be used toward Services & Supplies.

Unspent Services & Supplies funds can be moved to Counseling line item.

Page 1 of 2 ends

District-City Standardized Scope of Work
The City of Chino will:

Program Name/ Department LCAP School—based Counseling/
Health Services
Timeline July 1, 2025 - June 30, 2026
Contracting Service(s) Counseling
Total Project Amount $ 104,097

1. Provide site-based youth counseling services to elementary-aged students District— wide throughout the schooi year. The City will include full clinical supervision for Interns and Counselor Ils providing services.

2. Provide site-based teen counseling services to students District-wide throughout the school year. The City will also include full clinical supervision for Interns and Counselor Ils providing services.

4. Provide quarterly data to CVUSD. Coordinator will meet with District program staff on a quarterly basis.

5. Provide quarterly youth and family counseling data and year-end report to CVUSD.

6. Ensure Counselors attend professional development trainings throughout the year. 144
and pursuant t0 a// app/fcab/e state and local /aws, (mi/names, and ru/es. Sa/ary ranges and rates may change at any time based 0n City Counci/ direction and/0r changes pursuant to a/i app/icab/e iaws, ordinances, and ru/es.
&
SALARIES - $102,641

Page 2 of 2 ends

District-City Standardized Scope of Work
Budget:

Salary/Personnel
T'tle Description of Services
to be Provided
rate
nOt to
exceed
hrs
per wk
#
0f
wks
# of
staff TOtal . CVUSD
Portion
WUSD
0/0
1 Counselor H
Elementary
Will provide interns and
Counselor Ils for
elementary schools; will
managecaseload at ' school Sites. SuperVI5ion
and training costs
included.
5105* 6 36 10 $114,588 $47,159 41%
2 Counselor
III
Elementary
Will provide supervision
for Counselor Ils and
interns.
8693* 3 36 1 $9,388 $3,906 42%
3 Counselor H
Teen
Will provide interns and
Counselor Ils for
junior/high schools; will
manage caseload at . . . school Sites. SuperVISIon
and training costs
included.

53.05* 6 36 10 $114,588 $47,159 41%
4 Counselor
III
Teen
Will provide supervision
for Counselor Ils and
interns.

86.93* 3 36 1 $9,388 $4,417 47%
1 Mileage/Training
for Counselors
Site/school visits or sessions, training, home visits,
etc. $1,456
Budget Salaries $102,641
Budget Services/Supplies $1,456
CVUSD Project Total $104,097
145
CllS-2526—020
. soiéifb 2 ow ’s ' p/p EXHIBIT “ 4 ’3

CHINO VALLEY

UNIFIED SCHOOL DISTRICT
134-61 Ramona Avenue, Chino, CA 91710
(909) 628-1201
Name of Department/Site
Submitting Contract: Child Development/Health Services
Name of Contact Person: KATHY CASINO, DIRECTOR, PURCHASING an:

AGREEMENT FOR CONSULTANT SERVICES/MASTER CONTRACT
This Agreement is made between the CHINO VALLEY UNIFIED SCHOOL DISTRICT, ("DISTRICT") and City of Chino (“CONSULTANT")
(RECITALS)
WHEREAS, CONSULTANT is especiaiiy skilled, trained, experienced, and competent to render the services and advice described in Section I hereof; and WHEREAS, DISTRICT requires the services described in Section 1 hereof and DISTRICT is unable to obtain them from existing personnel; and NOW, THEREFORE, DISTRICT AND CONSULTANT mutually agree as follows:

1. Services to be Provided by CONSULTANT:
a. CONSULTANT will render the services to DISTRICT that are described as:
stafhng for ASES and ELOP grant funded schools, SOAR and RAAP after-school programs. b. CONSULTANT will commence work under this Agreement on or about 7/1/2025 and will diligently prosecute the work thereafter. CONSULTANT will complete the work not later than 6/30/2026. Upon a showing of good and sufficient cause by CONSULTANT, DISTRICT may, in its sole discretion, grant such extension of time as it may deem advisable. However, DISTRICT shall not pay CONSULTANT any additional compensation if such an extension is granted, unless CONSULTANT performs additional services, the compensation for which shall be determined by the DISTRICT and CONSULTANT in writing. c. CONSULTANT will perform said services in his or her own way and as an independent contractor in the pursuit of his or her independent calling and not as an employee of DISTRICT. He or she shall be under the control of the DISTRICT as to the result to be accomplished and not as to the means or manner by which such result is to be accomplished. 146
CllS—2526-020
CONSULTANT’S Representations:

CONSULTANT represents that he or she has the skills, experience, and knowledge necessary to perform the services agreed to be performed under this Agreement; and CONSULTANT understands the DISTRICT has relied upon the representations of CONSULTANT that he or she has the skills, experience, and knowledge to perform the services required by this Agreement in a competent manner. CONSULTANT understands the scope of the services required t0 be performed under this Agreement. CONSULTANT warrants that he or she will faithfully and diligently perform the services hereunder.

CONSULTANT shall employ, as a minimum, generally accepted standards of practices employed by persons engaged in providing similar services in existence at the time of the performance of the obligations hereunder.
. Compensation to CONSULTANT:
a. Consultant will provide services for the amount of: $1,444,903.15 b. No additional compensation will be granted unless agreed to in writing by DISTRICT. c. Funding Source: Various
d. DISTRICT will not withhold Federal or State income tax deductions from payments made to CONSULTANT under this Agreement but will provide CONSULTANT with a statement of earnings at the conclusion of each calendar year. e. For services rendered, the CONSULTANT must submit to the DISTRICT a detailed request for payment with an itemized invoice, describing services provide, with the signature of site principal or manager, noting work or service was completed. . Duration of Agreement:

The term of this Agreement shall commence on 7/1/2025 and terminate on 6/30/2026.

Subject to terms and conditions stated in #10.
. DISTRICT to Provide Information:

7. General Provisions:
a. CONSULTANT shall comply with all Federal, State and local laws and ordinances applicable to such work. CONSULTANT shall provide workers’ compensation insurance or self-insure for his or her services. Evidence of insurance (General Liability, Professional Liability, Auto and Workers’ Comp) shall be provided to DISTRICT upon execution of this Agreement. b. If CONSULTANT is an individual, for services rendered, he or she must submit to the DISTRICT a completed IRS W9 form that must include CONSULTANT’S signature, social security number or tax identmcation number; and state whether or not CONSULTANT is a retired member of the State Teachers Retirement System of the State of California. c. This Agreement may be amended by the mutual written consent of the parties.

8. Assignment:

This Agreement may not be assigned without the written consent of the DISTRICT.

9. Indemnification:

In contemplation of the provisions of Section 895.2 of the Government Code of the State of California imposing certain tort liability jointly upon public entitles solely by reason of such entities being parties to an agreement as defined by Section 895 of said Code., each of the Parties hereto, pursuant to the authorization contained in Section 895.4 and 895.6 of said Code, will assume the full liability imposed upon it, or any of its officers, agents, or employees, by law for injury caused by a negligent or wrongful act of omission occurring in the performance of this Agreement to the same extent that such liability would be imposed in the absence of Section 895.2 of said Code. To achieve the above-stated purpose, each Party indemnihes and hold harmless the other Party of any loss, cost, or expense that may be imposed upon such other Party solely by virtue of said Section 895.2. The parties agree to indemnify, defend, and hold harmless each other against any and all liability, expense and claims arising from their respective negligent or wrongful acts and omissions. The provisions of the Section shall survive the termination of this Agreement.

10.Termination:
a. If DISTRICT determines, in its sole discretion, that CONSULTANT’S services have been or become unsatisfactory, DISTRICT may terminate this Agreement and the CONSULTANT’S services hereunder. Further, DISTRICT may suspend the performance of the work under this Agreement for a fixed or indefinite period. b. As an alternative to a unilateral termination under subsection (a) thereof, the DISTRICT may issue to CONSULTANT a written notice of any deficiency or delay in the performances or the services hereunder. In that event, CONSULTANT shall cure any such deficiency within the period specified in said notice. If CONSULTANT fails to cure the deficiency within the specified period, DISTRICT may terminate this Agreement. c. If the CONSULTANT terminates this Agreement for unsatisfactory performance, the DISTRICT shall only pay CONSULTANT for those services satisfactorily rendered through 3 148
CHS-2526—020
the termination date as determined by the DISTRICT, in its sole discretion. If the DISTRICT suspends the performance of CONSULTANT services under this Agreement, the DISTRICT shall only pay CONSULTANT for those services satisfactorily rendered through the suspension date by the CONSULTANT as determined by the DISTRICT, in its sole discretion.
d. Either party may terminate this Agreement by providing thirty (30) days written notice to the other party.

11. Counterparts:

This agreement may be executed in counterparts, each of which shall be deemed to be an original, and such counterparts shall constitute one and the same instrument.

12. Severability:

13. Notice:

Any notice, demand, request, document, consent, approval, or communication either party desires or is required to give to the other party or any other person shall be in writing and either served personally or sent by prepaid, first-class mail, in the case of the DISTRICT, to the Purchasing Director, Chino Valley Unified School District , 5130 Riverside Drive, Chino, CA 91710 and in the case of the CONSULTANT to the person(s) at the address designated on the execution page of this Agreement. Either party may change its address by notifying the other party of the change of address in writing. Notice shall be deemed communicated by the time personally delivered or in seventy-two (72) hours from the time of mailing if mailed as provided in this Section. [SIGNATURES ON THE FOLLOWING PAGE]
149
CNS-2526020
In WITNESS WHEREOF, the parties have executed this Agreement in Chino, California on the day and year as follows:

Chino Valley Unified School District
%MWW / i
Kath Casino Purc asing Director
Date: ja/Iw g 4' gM 5
Board Approved: 5/15/2025
City of Chino
13220 Central Avenue
Chino, CA 9171 O
Ph: 909-334-3487
Email: [email protected]
Authorized Signature
Print Name/ Title
Date
Authorized Signature
Print Name / Title
Date
NOTICE
Purchase orders are required for all purchases/services: CVUSD desires to pay all invoices promptly, however, services cannot be rendered, and invoices cannot be paid until vendor signs and returns this contract. Failure to siUn and return this contract before providing services may result in non—paymecnt for said services.

CVUSD (mt! sclmol Site ASE/USE ’s payment terms are NET 30. 150
P0#
Agreement for Contractor/Consultant Services
Scope of Work for City of Chino
The CitLof Chino will:

The City of Chino wiil provide a Community Services, Parks & Recreation Coordinator (Coordinator) who will be responsible for daily onsite supervision of subcontracted staff. The Coordinator will use a systematic process for training and supervising Community Services, Parks & Recreation staff assigned as Specialist, and Leaders to the After School program.

The Coordinator will collaborate with the District ASES Grant Manager (ASM) to provide monthly training for Specialists and Leaders as well as monthly planning meetings with Specialists. Training will be developed to train staff to use intrinsic qualities; orient staff to After School program goals and grant assurances; assimilate staffto working within the school environment and prepare staff for the potential challenges that may be encountered.

Participate in the design and review of program surveys for the staff, students, and parents.

Assist in the distribution of the results and development of program improvement plans as needed.

The City of Chino will recruit and employ Community Services, Parks & Recreation Specialists (Specialists) to provide services to students at After School sites. Specialists will work under the direct supervision of the Coordinator. Specialists must fulhll fingerprint clearance requirements provided by the district, pass the District Instructional Aide Test prior to being assigned to a site, and obtain CPR certification. CVUSD will provide a study guide for the Instructional Aide test.

The Specialists will complete the Chino Valley Unified School District (CVUSD) Medication Administration annual training led by a Credentialed School Nurse to include clearance to receive, administer, and log medication. The Specialists will be required to receive and store medication in a locked cabinet/container. The Specialists will follow up with CVUSD Nurses upon the receival of any medication to confirm the proper documentation is present prior to administering any medication, A CVUSD Nurse will meet with Specialists to go over individualized care plans The care plans will include any necessary medication and will be in place before the student begins the program. The Specialists will assistwith portioning out the proper dosage of medication and logging the date and time it was administered in the designated log. Administration can include assistance with medication tablets, capsules, inhalers, Epi Pens, ointments, and eye/ear drops as needed.

The Specialists will be responsible for the planning and programming of the After School program to ensure the inclusion of an educational and literacy component designed to provide tutoring and/or homework assistance in the following core content subject areas:
language arts, mathematics, history, science, and computertraining. After School will include an educational enrichment component such as hne arts, recreation, physical mness, and prevention activities organized by the Specialists. Specialists will implement “hands on" interactive student activities, plan monthly activity calendars, and lesson plans. The After

Page 1 of 4 ends

District-City Standardized Scope of Work revised 02/25/25 Program Name/Department ASES-After School Program/Health Services Timeline July 1, 2025, thru June 30, 2026
Contracting Service(s) Grant Funded After School Program Total Project Amount $1,444,903.15
151
P0#
l

Page 2 of 4 ends

District-City Standardized Scope of Work revised 02/25/25 School program schedule will include at least an hour of homework assistance, indoor enrichment activities, and outdoor recreation/enrichment daily.

After School components may include, but not be limited to the following:
> Nutrition and health enrichment activities that include hands—on food activities and nutrition lessons.
> Use of CVUSD provided Chromebooks.
> SPARK recreation activities.
> Arts and crafts to develop motor skills and creativity. > A daily reading component.
> Enrichment opportunities following the Quality Standards for Expanded Learning. > Academic games such as spelling bees, jeopardy, and quizzes. > Participation in planting and caring for a garden, if available, at the After School site. > Positive reinforcement techniques to strengthen character development.

4. The City of Chino will recruit and employ Community Services, Parks & Recreation Leaders (Leaders) to provide services to students at After School sites. Leaders will work under the direct supervision of the Specialists and the Coordinator. See attachment for specific roles and responsibilities. Leaders must fulfill fingerprint clearance requirements provided by CVUSD, attend the CVUSD Nurse training, pass the District Instructional Aide Test prior to being assigned to a site, and obtain CPR certmcation. The District will provide a study guide for the Instructional Aide test.
5_
Responsibilities of All ASES Community Services, Parks & Recreation Staff All staff members will be responsible for the following:

1. Maintain a minimum availability offour offive program days, regularly.

2. Maintain daily notes to track successes and progress of the program, and students, and provide attendance reports. Include ASM and Coordinator, in all communications related to serious behavior problems. A behavior plan meeting will be held before expulsion based on behavior, to include parents, City Specialist, ASM, Coordinator, Principal, and/or Community Services, Parks & Recreation Supervisor.

3. For attendance, ensure that the early release policy is followed by ensuring that any sign—out before 6:00 p.m. is indicated with an early release reason.

4. Maintain a clean, orderly, and welcoming After School environment each day.

5. Collaborate with other After School Specialists to develop monthly calendars and daily lesson plans. Specialists will assist Leaders to develop daily lesson plans of activities.

6. Attend local, regional, and/or state trainings and conferences for professional development as scheduled.

7. Participate in program planning through a collaborative process with parents, youth, and representatives of school sites, government agencies, local law enforcement and community organizations. Plan a site event for “Lights On After School" in October and an event for the end of the year parent involvement night at Ramona Junior High.

8. Provide supplies and a monthly nutrition lesson at each site. Staff will be responsible for developing the lesson plan and leading students in hands on nutrition learning.
6,
The City of Chino will provide stafffor Transitional Kindergarten (TK) through Junior High from conclusion of school until 6:00 p.m. at the following sites: Anna Borba, Cortez, Dickson, Marshall, Walnut, and 6:15 p.m. at Ramona Junior High.
152
PO#
CVUSD will provide a minimum of two (2) classrooms or appropriate equivalent space for programming CVUSD will provide nutritional services lunch and snacks to all participants during their time in the program year-round. CVUSD will provide daily custodial services and emergency custodial assistance if required.

Projected Numbers:

8. Approximately 500 children will receive after school homework assistance and enrichment services from City of Chino Community Sen/ices, Parks & Recreation staff in 2025-2026.

Additional Notes:

The City of Chino will commence contract services to After School program beginning July 1, 2025 and ending June 30, 2026. After School will operate on any school day that students attend, and instruction takes place After School will begin immediately upon the end of the regular school day and will operate until 6:00 p.m. at the elementary sites, and until 6:15 p.m. at Ramona Junior High. A daily student—to—Staff ratio of no more than 20:1 and 10:1 for TK and Kindergarten participants will be provided at all times. The student-to-staff ratio will be monitored and adjusted in collaboration with the Coordinator and CVUSD ASM.

Staff, training, onsite Coordinator supervision for After School programs will be provided at Cortez, Anna Borba, Dickson, Marshall, Walnut, and RAAP at Ramona Jr. High.

Community Services, Parks & Recreation Coordinator rate not to exceed $55.73*/hr.

Community Services, Parks & Recreation Specialist rate not to exceed $42.48*Ihr.

Community Services, Parks & Recreation Leader rate not to exceed $34.87*/hr. *Estab/ished salary ranges and rates are subject to the approval of City of Chino City Council and pursuant to all applicable state and local laws, ordinances, and rules. Salary ranges and rates may change at any time based on City Council direction and/or changes pursuant to all applicable laws, ordinances, and rules.

Page 3 of 4 ends

District-City Standardized Scope of Work revised 02/25/25 153
PO#
Staffing Not to Exceed: $ 1,428,033.1 5*
*Established salary ranges and rates are subject to the approval of City of Chino City Counci/ and pursuant to all applicable state and local laws, ordinances, and rules. Salary ranges and rates may change at any time based on City Council direction and/or changes pursuant to all applicable laws, ordinances, and rules.

Page 4 of 4 ends

District-City Standardized Scope of Work re vised 02/25/25 Position Title Description of Services to be provided Rate Not To Exceed
Total Cost No‘ to
Exceed
Coordinator Working with ail ELOP/ASES programs and staff. $55.73 $1 12,440.85 * Specialist with
Benefits
Oversee daily programs at Anna Borba, Cortez, Dickson,
Marshall, and Walnut. Hours include site, prep, and
training time for the entire year.
$34.82 $615,617.60*
Part—Time
Specialist
Oversee daily programs at After School Sites and cover as need. Hours include site, prep, and training time for the entire year. $42.48 $1 07,049.60*
Leader
Working daily operations at all After School Sites
program, keeping ratio at 20:1 and 10:1 for TK and
Kindergarten includes training hours for the entire year. $34.87 $592,925.10* Budget: Services and Supplies — July 2025 to June 2026
ltem(s) Description of Items Cost Not To Exceed
Supplies Instructional supplies for all 6 sites. $7,420.00 Mileage Reimbursement, as necessary. $450.00
Training Outside training/contractors $5,000.00
Uniform Staff uniform (shirts and/orjackets). $4,000.00 Services & Supplies Not to Exceed: $16,870.00
Salaries/Personnel $ 1,428,033.15"
Services and Supplies $16,870.00
Total Program Cost Not to Exceed $1,444,903-15
154
CHS—2526—O5O
s EXHIBIT “5"
,

CHINO VALLEY

UNIFIED SCHOOL DISTRICT
13461 Ramona Avenue, Chino, CA 91710
(909) 628-1201
Name of Department/Site
Submitting Contract: i Health Services/l YKES Program
Name of Contact Person: KATHY CASINO, DIRECTOR, PURCHASING

AGREEMENT FOR CONSULTANT SERVICES/MASTER CONTRACT
This Agreement is made between the CHINO VALLEY UNIFIED SCHOOL DISTRICT, ("DISTRICT") and City of Chino (TYKES) (“CONSULTANT")
(RECITALS)
WHEREAS, CONSULTANT is especially skilled, trained, experienced, and competent to render the services and advice described in Section I hereof; and WHEREAS, DISTRICT requires the services described in Section 1 hereof and DISTRICT is unable to obtain them from existing personnel; and
NOW, THEREFORE, DISTRICT AND CONSULTANT mutually agree as follows:

1. Services to be Provided by CONSULTANT:
a. CONSULTANT will render the services to DISTRICT that are described as:

Case Management support sen/ices for District students and families with children 0—5. b. CONSULTANT will commence work under this Agreement on or about 7/1/2025 and will diligently prosecute the work thereafter. CONSULTANT will complete the work not later than 6/30/2026. Upon a showing of good and sufhcient cause by CONSULTANT, DISTRICT may, in its sole discretion, grant such extension of time as it may deem advisable. However, DISTRICT shall not pay CONSULTANT any additional compensation if such an extension is granted, unless CONSULTANT performs additional services, the compensation for which shall be determined by the DISTRICT and CONSULTANT in writing.
c. CONSULTANT will perform said services in his or her own way and as an independent contractor in the pursuit of his or her independent calling and not as an employee of DISTRICT. He or she shall be under the control of the DISTRICT as to the result to be accomplished and not as to the means or manner by which such result is to be accomplished.

V . w
/
155
CllS-2526-O50
CONSULTANT'S Representations:

CONSULTANT represents that he or she has the skins, experience, and knowledge necessary to perform the services agreed to be performed under this Agreement; and CONSULTANT understands the DISTRICT has relied upon the representations of CONSULTANT that he or she has the skins, experience, and knowledge to perform the services required by this Agreement in a competent manner. CONSULTANT understands the scope of the services required to be performed under this Agreement. CONSULTANT warrants that he or she will faithfully and diligently perform the services hereunder.

CONSULTANT shall employ, as a minimum, generally accepted standards of practices employed by persons engaged in providing similar services in existence at the time of the performance of the obligations hereunder.
. Compensation to CONSULTANT:
a. Consultant will provide services for the amount of: $147,000.00 b. No additional compensation will be granted unless agreed to in writing by DISTRICT. c. Funding Source: First 5 San Bernardino
d. DISTRICT will not withhold Federal or State income tax deductions from payments made to CONSULTANT under this Agreement but will provide CONSULTANT with a statement of earnings at the conclusion of each calendar year.
e. For services rendered, the CONSULTANT must submit to the DISTRICT a detailed request for payment with an itemized invoice, describing services provide, with the signature of site principal or manager, noting work or service was completed. . Duration of Agreement:

The term of this Agreement shall commence on 7/1/2025 and terminate on 6/30/2026.

Subject to terms and conditions stated in #10.
. DISTRICT to Provide Information:

7. General Provisions:
a. CONSULTANT shall comply with all Federal, State and local laws and ordinances applicable to such work. CONSULTANT shall provide workers' compensation insurance or self-insure for his or her services. Evidence of insurance (General Liability, Professional Liability, Auto and Workers’ Comp) shall be provided to DISTRICT upon execution of this Agreement. b. If CONSULTANT is an individual, for services rendered, he or she must submit to the DISTRICT a completed IRS W9 form that must include CONSULTANT'S signature, social security number or tax identification number; and state whether or not CONSULTANT is a retired member of the State Teachers Retirement System of the State of California. c. This Agreement may be amended by the mutual written consent of the parties.

8. Assignment:

This Agreement may not be assigned without the written consent of the DISTRICT.

9. Indemnification:

In contemplation of the provisions of Section 895.2 of the Government Code of the State of California imposing certain tort liability jointly upon public entities solely by reason of such entities being parties to an agreement as defined by Section 895 of said Code., each of the Parties hereto, pursuant to the authorization contained in Section 895.4 and 895.6 of said Code, will assume the full liability imposed upon it, or any of its officers, agents, or employees, by law for injury caused by a negligent or wrongful act of omission occurring in the performance of this Agreement to the same extent that such liability would be imposed in the absence of Section 895.2 of said Code. To achieve the above-stated purpose, each Party indemnifies and hold harmless the other Party of any loss, cost, or expense that may be imposed upon such other Party solely by virtue of said Section 895.2. The parties agree to indemnify, defend, and hold harmless each other against any and all liability, expense and claims arising from their respective negligent or wrongful acts and omissions. The provisions of the Section shall survive the termination of this Agreement.

10.Termination:
a. If DISTRICT determines, in its sole discretion, that CONSULTANT’S services have been or become unsatisfactory, DISTRICT may terminate this Agreement and the CONSULTANT’S services hereunder. Further, DISTRICI' may suspend the performance of the work under this Agreement for a fixed or indefinite period. b. As an alternative to a unilateral termination under subsection (a) thereof, the DISTRICT may issue to CONSULTANT a written notice of any dehciency or delay in the performances or the services hereunder. In that event, CONSULTANT shall cure any such deficiency within the period specified in said notice. If CONSULTANT fails to cure the deficiency within the specified period, DISTRICI‘ may terminate this Agreement. c. If the CONSULTANT terminates this Agreement for unsatisfactory performance, the DISTRICT shall only pay CONSULTANT for those services satisfactorily rendered through 3 157
CH8—2526-050
the termination date as determined by the DISTRICT, in its sole discretion. If the DISTRICT suspends the performance of CONSULTANT services under this Agreement, the DISTRICT shaii only pay CONSULTANT for those services satisfactorily rendered through the suspension date by the CONSULTANT as determined by the DISTRICT, in its sole discretion.
d. Either party may terminate this Agreement by providing thirty (30) days written notice to the other party.

11. Counterparts:

This agreement may be executed in counterparts, each of which shall be deemed to be an original, and such counterparts shall constitute one and the same instrument.

12. Severability:

13. Notice:

Any notice, demand, request, document, consent, approval, or communication either party desires or is required to give to the other party or any other person shall be in writing and either served personally or sent by prepaid, first-class mail, in the case of the DISI'RICT, to the Purchasing Director, Chino Valley Unified School District , 5130 Riverside Drive, Chino, CA 91710 and in the case of the CONSULTANT to the person(s) at the address designated on the execution page of this Agreement. Either party may change its address by notifying the other party of the change of address in writing. Notice shall be deemed communicated by the time personally delivered or in seventy-two (72) hours from the time of mailing if mailed as provided in this Section.
[SIGNATURES ON THE FOLLOWING PAGE]
158
CllS-2526—05O
In WITNESS WHEREOF, the parties have executed this Agreement in Chino, California on the day and year as foiiows:

Chino Valley Unified School District
MM
City of Chino (TYKES) 13220 Central Avenue
Chino, CA9171O
Ph: 909-3 34-3487
Email: [email protected]
cannot be paid until vendor signs and returns this contract. Failure to Sign and return this contract before providing services may result in non—payment for said services.

C VUSD and scliaal site ASE/USE ’s payment terms [ire NET 30.

Kath Casino Purc asing Director
Date; @w ’0. 0”“
Authorized Signature
Silvia Avalos, Director of Community
Services, Parks & Recreation
Attest: Print Name / Title
By: Date Natalie Gonzaga, City Clerk
Date:

Authorized Signature
Approved as to Form:

ALESHIRE & WYNDER, LLP Linda Reich, City Manager
Print Name/ Title
By:

Fred Galante, City Attorney
Date' Date
Board Approved: 6/5/2025
NOTICE
Purchase orders are required for all purchases/servicesr CVUSD desires to pay all invoices promptly. however, services cannot be rendered, and invoices 159
Agreement for Contractor/Consultant Services
Scope of Work for City of Chino
Scope of Work is subject to change as conditions and budget require. Changes wiil be made and submitted for approvai.

The of Chino will:

Additional notes:

Funding for the Family Supports Initiative TYKES contract is based on reimbursement from First 5 San Bernardino; as such, the City of Chino will submit monthly invoices to CVUSD no later than the 10th of each subsequent month.

CVUSD will only reimburse for hours worked specifically toward the Chino Valley TYKES Family Supports Initiative Program's Scope of Work.

District-City Standardized Scope 0f Work 2025/26

Page 7 of 2 ends

program Name/ Department TYKES Family Supports Initiative/Health Services Timeline July 1, 2025 —- June 30, 2026 ‘ Contracting Service(s) Case Management & Outreach Total Project Amount $ 147,000

1. Case Management services to be provided for 200 participants throughout the year.

2. Personalized child development to be provided for 25 families through PAT; 35 children to be served.

3. Complete ASQ (Ages and Stages Questionnaire) developmental screenings for 50 children to assist in the identincation for potential developmental delays. 1‘
Provide two part-time fluent bilingual (Spanish-speaking) Case Managers I and II to lead FSI (Family Support Initiative) program and provide resources, referrals, and case management at the HOPE Family Resource Center (hub), school-based resource centers, and City facilities. A Community Services, Parks & Recreation Coordinator will provide oversight to City staff.
2'
Support the program’s goals to successfully serve 200 core participants through case management, and complete pre/post—Family Stability Assessments throughout the program year 2025/26 in alignment with First 5 San Bernardino’s Strategic Goals and Outcomes.

3. Plan and conduct outreach to support families with children 0-5 within the Chino Valley. Staff will submit quarterly and annual reports as required. 4‘ EnsureCase Managers attend county and program training as needed/required.

Ensure Supervisor meets with District program staff on a quarterly basis.

6. Ensure staff is trained, certified in PAT (Parents as Teachers) curriculum, and up to date regarding available community-based resources, including but not limited to food certincates/food bank, emergency supplies, and clothing banks, rental assistance, domestic violence support, childcare resources, and other related support services.
160
Unspent Case Manager/Specialist funds can be used toward Services & Supplies Unspent Services & Supplies funds can be moved to Case Manager/Specialist line item.

Page 2 of 2 ends

DistriciACity Standardized Scope of Work 2025/26
Title Description of Services to be
Provided
Rate not
to
exceed
hrs
per wk
# of
wks
# of
staff
Total
1 Case
Manager II
Will assess the needs of families
with children 0—5 and provide case
management; will oversee data
collection/reporting; assess needs of
families and children, assist in
locating/obtaining resources,
provide follow-up, monitor, &
evaluate progress.
$50.48 28— 32 45-
48 1—2 $69,000
2 Case
Manager
I
Will assess needs of families with
children 0- and provide case
management; assist in
locating/obtaining resources,
provide follow—up, monitor, &
evaluate progress.
$45.74 28-
35 20-
25 1 $32,000
3 Specialist
(bilingual)
Will assist with the identincation of
families with children 0—5 and
promote local resources and early
childhood intervention opportunities
through outreach events.
$44.48 20—
25 45 1-2
$45,000
Standard benefits (22%) included
SALARIES $ 146,000
Established sa/ary ranges and rates are subject t0 the approva/ 0f City of Chi/70 City Council and pursuant t0 a// app/icab/e state and ioca/ /a W5, ordinances, and ru/es. 5a/a/y ranges and rates may change at any time based 0n City Council direction and/or changes pursuant to all applicable laws, ordinances, and rules.
1 Operating Equipment Program supplies, snacks, and books for participant group workshops
$200
2 Mileage Site visits, training, home visits, etc. $0
3 Printing/Binding City-issued business cards $0
4 Training/Meetings PAT renewal, Children’s Network, and other appropriate training
$800
$1,000
Budget Salaries § 146,000
Budget Services/Supplies $ 1,000
Project Total $ 147,000
161
Vendor Fee Schedule
EXHIBIT "B"
Title
2025-26 NTE Hourly
Rate
Case Managerl $45.74*
Case Manager H $50.48*
Community Services, Parks & Recreation Coordinator $55.73* Community Services, Parks & Recreation Leader $34.87*
Community Services, Parks & Recreation Specialist $42.48* Community Services, Parks & Recreation Swervisor $70.28* Counselor ll $53.05*
Counselor III $86.93*
and pursuant to a/I applicable state and Ioca/ laws, ordinances, and rules. Salary ranges and rates may change at any time based on City Council direction and/or changes pursuant to all applicable laws, ordinances, and rules.
162

MEMORANDUM

CITY OF CHINO

FINANCE DEPARTMENT
CITY COUNCIL MEETING DATE: JULY 15, 2025
TO: LINDA REICH, CITY MANAGER
FROM: KIM SAO, DIRECTOR OF FINANCE

SUBJECT
..titl e
Adoption of Ordinance No. 2025-004 (Second Reading), Chapter 3.32 (Purchasing System) of the Chino Municipal Code.
..end

RECOMMENDATION
Approve adoption of Ordinance No. 2025-004 (Second Reading), amending Chino Municipal Code Section 3.32.130 (Approval Authority).
..body

FISCAL IMPACT
There is no fiscal impact.

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above will further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Superior Customer Service
 Responsible Long-Range Planning
Revenue: Click or tap here to enter text. Expenditure:

Transfer In: Click or tap here to enter text. Transfer Out: Click or tap here to enter text. 163
CITY COUNCIL MEETING DATE: JULY 15, 2025
TITLE: ADOPTION OF ORDINANCE NO. 2025-004 (SECOND READING), CHAPTER 3.32 (PURCHASING SYSTEM) OF THE CHINO MUNICIPAL CODE.

PAGE: 2

BACKGROUND
Ordinance No. 2025-003 was introduced in the first reading by the City Council at its July 1, 2025 meeting. The Ordinance consists of an amendment to the Chino Municipal Code Section

3.32.130, entitled “Approval Authority”, to streamline the procurement process for vehicle purchases.

Once adopted on second reading, the Ordinance will go into effect thirty (30) days thereafter.

ISSUES/ANALYSIS
Ordinance No. 2025-004:

Second reading of Ordinance, entitled “AN ORDINANCE OF THE CITY COUNCIL OF THE

CITY OF CHINO AMENDING PROVISIONS OF THE CHINO MUNICIPAL CODE, AMENDING CHAPTER 3.32 RELATING TO THE CITY'S PURCHASING SYSTEM FOR APPROVAL AUTHORITY”
Attachment: Ordinance No. 2025-004
164
ORDINANCE NO. 2025-04

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF

CHINO AMENDING PROVISIONS OF THE CHINO MUNICIPAL
CODE, AMENDING CHAPTER 3.32 RELATING TO THE CITY'S

PURCHASING SYSTEM FOR APPROVAL AUTHORITY
WHEREAS, the City of Chino, California ("City") is a municipal corporation, duly organized under the California constitution and the laws of the State of California; and WHEREAS, the City is committed to operating efficiently and effectively and seeks to streamline administrative processes where feasible; and WHEREAS, on January 7, 2025, the City Council adopted Ordinance No. 2025-013, to adjust purchasing thresholds to reflect inflationary changes and improve administrative efficiency; and WHEREAS, the City now seeks to streamline the procurement process for vehicle purchases to minimize delays and cost increases associated with market fluctuations; and WHEREAS, under current provisions of the City’s Purchasing Ordinance, City Council approval is required for all vehicle acquisitions, upon completion of a competitive bidding process, resulting in procurement delays that may impact public safety and service delivery, especially for essential fleet such as police vehicles; and
WHEREAS, delegating vehicle purchase authority to the City Manager will improve the City’s ability to respond promptly to procurement opportunities while maintaining compliance with established competitive bidding requirements; and
WHEREAS, the Public Works Department, through its Fleet Division, manages the City’s vehicle inventory and collaborates with the Finance Department to develop vehicle specifications and replacement schedules based on operational needs, vehicle age, mileage, and condition and for police vehicle procurements. The Police Department is also involved in the development of bid specifications to ensure operational suitability and readiness; and WHEREAS, the proposed amendment to Chino Municipal Code Section 3.32.130 – Approval Authority, will authorize the City Manager to approve all vehicle purchases, regardless of cost, provided they comply with competitive procurement procedures; and WHEREAS, this amendment will not impact the fiscal budget and aligns with the City’s strategic goals of promoting responsible long-range planning and a positive city image.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO DOES HEREBY ORDAIN AS FOLLOWS:

SECTION 1. The City Council finds that the above recitals are true and correct and are incorporated herein by this reference.

SECTION 2. Section 3.32.130 of the Chino Municipal Code, entitled "Approval Authority” is hereby amended as follows, (new text in bold underline):
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ORDINANCE 2025-004

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"3.32.130. Approval Authority
The City Manager is hereby authorized to approve acquisitions and execute contracts of up to $150,000 and vehicle purchases of any amount. The City Manager is authorized to delegate signature authority within this limit to appropriate City staff. The City Council shall retain the authority to approve all acquisitions and contracts exceeding $150,000, except for City vehicle purchases, which the City Manager is authorized to approve in any amount provided competitive procurement processes are followed in accordance with applicable rules.” SECTION 3. This ordinance shall become effective 30 days after adoption.

SECTION 4. The City Clerk shall certify as to the passage of this Ordinance and shall cause the same to be published and/or posted at the designated locations in the City of Chino.

PASSED, APPROVED, AND ADOPTED this 15th day of July 2025. ________________________
EUNICE M. ULLOA, MAYOR
ATTEST:
_______________________________

NATALIE GONZAGA, CITY CLERK
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ORDINANCE 2025-004

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State of California )
County of San Bernardino ) §
City of Chino )
I, Natalie Gonzaga, City Clerk of the City of Chino, do hereby certify that the foregoing Ordinance of the City of Chino was duly adopted by the City Council at a regular meeting held on the 15 TH
day of July 2025.

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:
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MEMORANDUM

CITY OF CHINO

HUMAN RESOURCES DEPARTMENT
CITY COUNCIL MEETING DATE: JULY 15, 2025
TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT

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

RECOMMENDATION
1) Adopt Resolution No. 2025-039 approving the Memoranda of Understanding with the: Chino Police Officers’ Association (CPOA); Chino Police Managers’ Association (CPMA); Chino Police Professional Employees’ Association (CPPEA); Chino City Hall Confidential Employee Association (CCHCEA); and amendments to the compensation and terms and conditions of employment for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, Elected Officials, and Part-Time Employees; 2) Adopt Resolution No. 2025-040, amending Resolution No. 2024-034, to approve the Classification and Compensation Schedules; 3) Approve appropriation in the amount of $1,072,329 to the various funds listed below in the fiscal impact; and 4) Authorize the City Manager to execute all necessary documents on behalf of the City.
..body

FISCAL IMPACT
Requires an appropriation from the funds listed below, for an estimated total of $1,072,329.

There are enough reserves of fund balance in FY 2025-26, in each of the funds mentioned.

Detailed cost out information is on file in the Finance Department.

General Fund 100 $260,464 Sewer Fund 530 $14,389
State COPS Fund 130 $3,035 Storm Drain 540 $13,668
Housing Fund 310 $7,158 Sanitation Fund 550 $3,518
Transportation Fund 320 $19,134 Central Svcs. Fund 610 $20,578 Community Svcs Fund 330 $181,045 Liab. & Risk Fund 630 $14,392 Park Fund 340 $2,975 Employee Svcs Fund 640 $491,560
Landscape Lighting Fund 360 $2,733 Building Mgmt Fund 650 $9,554 Assessment District Fund 361 $328 Equipment Mgmt Fund 660 $5,973 Water Fund 520 $21,825 Grand Total $1,072,329

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
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CITY COUNCIL MEETING DATE: JULY 15, 2025
TITLE: MEMORANDA OF UNDERSTANDING, COMPENSATION, AND SALARY ADJUSTMENTS.

PAGE: 2
 Financial Stability
 Responsible Long-Range Planning
 Integrity and Accountability
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CITY COUNCIL MEETING DATE: JULY 15, 2025
TITLE: MEMORANDA OF UNDERSTANDING, COMPENSATION, AND SALARY ADJUSTMENTS.

PAGE: 3

BACKGROUND
On June 30, 2025, the Memoranda of Understanding (MOUs) with all City bargaining groups expired. In anticipation of this, designated City staff and labor representatives engaged in good faith negotiations regarding compensation, as well as terms and conditions of employment.

Throughout the negotiations process, City representatives sought direction from the City Council for authority to respond to proposals, with consideration also given to the needs of the entire eligible workforce and available funds. The outcome was positive with four (4) out of six (6) of the Associations agreeing on competitive salary and benefit packages designed to attract and retain highly qualified personnel. Those groups were Chino Police Officers’ Association (CPOA), Chino Police Managers’ Association (CPMA), Chino Police Professional Employees’ Association (CPPEA), and Chino City Hall Confidential Employee Association (CCHCEA).

Negotiations with the remaining two (2) groups are still in progress.

ISSUES/ANALYSIS
The City’s negotiations team worked to reach fair agreements with all parties through open communication and good faith bargaining. Compensation and benefits were determined based on current economic conditions and review of the Associations’ previous agreements.

A key focus of the negotiations process was refining the language in the agreements to improve clarity and ensure consistency. The team also prioritized developing comprehensive MOUs, including the incorporation of previously approved side letters into the MOUs, in order to further enhance transparency in salary and benefits.

The City has reached tentative agreements with CPOA, CPMA, CPPEA, and CCHCEA for the period of July 1, 2025 through June 30, 2027. The MOUs include updates to salaries and benefits, which are outlined in detail under Resolution No. 2025-039. To keep in line with any salary and benefit changes, the summaries of benefits for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, Elected Officials, and Part-Time Employees have also been updated.

As part of the City’s agreement with CPOA and CPMA, a Total Compensation Survey for CPOA and CPMA will be conducted in August 2025 using the same criteria used in the 2022 Total Compensation Survey. Any cost of living adjustments for CPOA and CPMA will be based on the Total Compensation Survey.

If adopted by City Council, Resolution No. 2025-039 will provide employees with:
 A 2% Cost of Living Adjustment, effective after City Council approval.  A 4% Cost of Living Adjustment, effective the beginning of the pay period including July 1, 2026.
 Additional 2.5% of base rate of pay per month for one (1) employee assigned to Flight Tactical Officer in the CPOA Unit.
 $100 per month Deferred Compensation City match for employees in the CPPEA and CCHCEA Units.
 $100 per month Notary Pay for up to two (2) eligible employees in the CCHCEA Unit.  Cash out of unused banked holidays at the end of each fiscal year.  Increase from $100 to $160 per month for Bilingual Pay for eligible employees.  Increase from $100 to $250 per month for Certified Access Specialist (CASp) Certification for qualifying employees in the Deputy Directors and Unrepresented Management Units.
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TITLE: MEMORANDA OF UNDERSTANDING, COMPENSATION, AND SALARY ADJUSTMENTS.

PAGE: 4
 City-paid annual membership dues and meals for Executive Management and Elected Officials.
 Increase from $450 to $1,200 for annual physical/wellness for Executive Management and Elected Officials.

If adopted, Resolution No. 2025-040 will provide updated classification plans and salary schedules. The classification plans and salary schedules must also be adopted by the City Council in order to comply with Title 2, Section 570.5, of the California Code of Regulations.

Attachments: 1) Resolution No. 2025-039 MOUs and Summaries of Benefits Approvals 2) Resolution No. 2025-040 Classification Plans and Salary Schedules 171
RESOLUTION NO. 2025-039

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

CALIFORNIA, ADOPTING THE MEMORANDA OF UNDERSTANDING
AND AMENDING PORTIONS OF RESOLUTION NOS. 85-52, 85-53, AND 85-54 AND SUBSEQUENT RESOLUTIONS PERTAINING TO

COMPENSATION FOR EMPLOYEE POSITION CLASSIFICATIONS
REPRESENTED BY THE CHINO POLICE OFFICERS’ ASSOCIATION,
CHINO POLICE MANAGERS’ ASSOCIATION; CHINO POLICE
PROFESSIONAL EMPLOYEES’ ASSOCIATION; CHINO CITY HALL
CONFIDENTIAL EMPLOYEE ASSOCIATION; EXECUTIVE
MANAGEMENT; DEPUTY DIRECTORS; UNREPRESENTED SWORN
MANAGEMENT; UNREPRESENTED MANAGEMENT; ELECTED
OFFICIALS; AND PART-TIME EMPLOYEES.

WHEREAS, the City Council of the City of Chino adopted Resolution Nos. 85-52, 85-53, and 85-54 and subsequent resolutions to establish changes to salaries, benefits, and terms and conditions of employment for City employees; and
WHEREAS, compensation and benefits have been revised for classifications represented by the Chino Police Officers’ Association (CPOA), Chino Police Managers’ Association (CPMA), Chino Police Professional Employees’ Association (CPPEA), Chino City Hall Confidential Employee Association (CCHCEA), Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part-Time Employees; and
WHEREAS, the wages, hours, and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Memoranda of Understanding, Summaries of Benefits, and Agreements; and
WHEREAS, one or more of the following agreed upon changes to wages, hours, and terms and conditions of employment may regard subject matter previously set forth in City Resolutions, Memoranda of Understanding, Summaries of Benefits, 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, Memoranda of Understanding, Summaries of Benefits, 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 prevailing practices, continue in full force and effect subject to modifications described herein; and
NOW, THEREFORE, BE IT RESOLVED the City Council of the City of Chino does hereby adopt the attached Memoranda of Understanding and Summaries of Benefits that have been updated to reflect changes as approved effective the first pay period after ratification of the Agreements and approval by the City Council. All provisions apply only to those individuals who are employed by the City of Chino on the day following adoption of this Resolution.

SECTION 1. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY 172
THE CHINO POLICE OFFICERS’ ASSOCIATION.

A) TERM – July 1, 2025 through June 30, 2027.

B) COST OF LIVING ADJUSTMENT (COLA) – A Total Compensation Survey will be conducted in August 2025 using the same criteria and survey cities used in the 2022 Total Compensation Survey. The City agrees to maintain sworn classifications at no lower than the number three (3) ranking in total compensation among the survey cities, excluding the Benefit Bank. Any adjustments to meet that benchmark will be retroactive to the pay period that includes July 1, 2025.

C) ASSOCIATION HOURS – Forty (40) paid hours are available to attend training sessions, workshops, or other related activities for CPOA business. The use of these hours must be approved by the Chief of Police.

D) BENEFIT BANK – The total amount will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for family coverage. The amount will be adjusted annually when new rates become effective on December 1st.

An employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

E) BEREAVEMENT LEAVE – The five (5) days of bereavement leave do not need to be taken consecutively; they can used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Chief of Police or their designee.

F) BILINGUAL PAY – The Human Resources Department will administer the competency examination, and the Chief of Police must approve an employee’s eligibility to take the exam and receive the bilingual pay allowance. The City reserves the right to modify or discontinue the bilingual pay allowance at any time should it determine the skill is no longer necessary.

G) CALL BACK PAY – Employees who are not on stand-by and are called back to work during their off-duty hours will receive a minimum of two (2) hours of pay per the Overtime Article. Compensation will be provided regardless of the actual time worked if the total duration of the call back assigned is less than two (2) hours. If the employee’s call back assignment extends beyond the two (2) hours, they will be compensated for the actual time worked at the applicable overtime rate.

H) COMPUTER LOAN PROGRAM – All regular employees who have completed their probationary period are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the CPOA MOU.

I) EMERGENCY SCHEDULE – The City reserves the right to waive seniority criteria and determine work shift scheduling and vacation assignments as necessary to meet operational needs. This authority may be exercised in cases of emergency and/or temporary situations to ensure adequate staffing and continuity of services.

J) EQUIPMENT – Upon separation from employment, employees are required to return all City-issued property immediately. Failure to return issued equipment may result in 173
appropriate action as permitted by law or other applicable measures.

K) EXAMINATION OF PROMOTIONAL SCORES – Employees having completed a written and interview promotional testing process will be eligible to receive a verbal summary of feedback provided by raters. The verbal summary will be provided by a designated representative from the Executive Management team within the Police Department, who will ensure the feedback is delivered in a constructive and confidential manner.

L) HAZARD COMPENSATION – One (1) full-time employee will be assigned to Tactical Flight Officer as their primary assignment and will be provided with an additional monthly compensation of two and a half percent (2.5%) of the employee’s regular base rate of pay.

M) MANAGEMENT RIGHTS – The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by the MOU or applicable law. Where required by law, the City agrees, prior to implementation, to meet and confer with the CPOA concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

N) MILEAGE REIMBURSEMENT – The City agrees to reimburse employees authorized by the Chief of Police for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

O) NO STRIKE PROVISION – During the term of this Agreement, its officers, agents, representatives and/or members agree they will not cause, condone or participate in any strike, walk-out, work stoppage, job action, slow down, speed up, sick-out, refusal or failure to faithfully perform assigned duties and responsibilities, withholding or services or other interference with City operations.

P) OVERTIME – Overtime earned shall be calculated based on the following: 1.5 times the employee’s base hourly rate, plus any applicable Special Pay, plus Hazard Pay, where applicable, plus P.O.S.T. Certificate Pay.

Q) PROBATIONARY PERIOD – Newly hired or rehired Officers shall serve a minimum probationary period of eighteen (18) months from the official date of hire. Lateral hires shall serve a probationary period of twelve (12) months form their official date of hire.

The probationary period may be extended at the discretion of the Chief of Police or designee based on performance evaluations, training requirements, or other relevant factors. The extension may not exceed six (6) months, must be accompanied by a performance evaluation completed within thirty (30) days preceding when the employee’s probationary period is due to end.

R) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – CPOA agrees to the terms outlined in the MOU regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

S) SEPARATION FROM CITY – At the discretion and approval of the Chief of Police, employees may be allowed to extend their last day through use of leave time for up to one (1) pay period beyond that day the employee actually reports to work. The approval of such an extension shall be subject to operational needs, departmental policies, and compliance with all applicable rules governing leave usage. Qualifying leave time is 174
defined as vacation, holiday, or comp time. Sick leave usage will be allowed under the terms of Article 59 Sick Leave, and those provisions must be followed for any sick leave usage to be allowed.

T) WORK SCHEDULE – Employees will be assigned to work various schedules based on the operational needs of the Police Department. Work schedules may include but are not limited to: A 4/10, 5/8 or other alternative work schedule as determined by the Chief of Police or designee.

SECTION 2. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE MANAGERS’ ASSOCIATION.

A) TERM – July 1, 2025 through June 30, 2027.

C) ACTING PAY – Acting Duty Pay will be granted as a percentage increase to the employees existing base salary only. The percentage increase will be five percent (5%) 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.

An employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Chief of Police or their designee.

F) COMPUTER LOAN PROGRAM – All regular employees who have completed their probationary period are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the CPMA MOU.

G) MANAGEMENT RIGHTS – The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by the MOU or applicable law. Where required by law, the City agrees, prior to implementation, to meet and confer with the CPMA concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

H) MILEAGE REIMBURSEMENT – Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to 175
remain eligible for mileage reimbursement.

I) NO STRIKE PROVISION – During the term of this Agreement, its officers, agents, representatives and/or members agree they will not cause, condone or participate in any strike, walk-out, work stoppage, job action, slow down, speed up, sick-out, refusal or failure to faithfully perform assigned duties and responsibilities, withholding or services or other interference with City operations.

J) RETENTION OF DOCUMENTS – All disciplinary records, internal affairs investigations, and citizen complains will be removed from an employee’s personnel and other City files after five (5) years from the date complaint was received/discovered.

Job Performance Evaluations will be removed from the same files five (5) years after the evaluation period ends.

K) OVERTIME – Overtime earned shall be calculated based on the following: 1.5 times the employee’s base hourly rate, plus any applicable Special Pay, plus P.O.S.T.

Certificate Pay.

L) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – CPMA agrees to the terms outlined in the MOU regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

M) SEPARATION FROM CITY – At the discretion and approval of the Chief of Police, employees may be allowed to extend their last day through use of leave time for up to one (1) pay period beyond that day the employee actually reports to work. The approval of such an extension shall be subject to operational needs, departmental policies, and compliance with all applicable rules governing leave usage. Qualifying leave time is defined as vacation, holiday, or comp time. Sick leave usage will be allowed under the terms of Article 46 Sick Leave, and those provisions must be followed for any sick leave usage to be allowed under this article.

N) WORK SCHEDULE – Employees will be assigned to work various schedules based on the operational needs of the Police Department. Work schedules may include but are not limited to: A 4/10, 5/8 or other alternative work schedule as determined by the Chief of Police or designee.

SECTION 3. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO POLICE PROFESSIONAL EMPLOYEES’ ASSOCIATION.

A) TERM – July 1, 2025 through June 30, 2027.

B) COST OF LIVING ADJUSTMENT (COLA) – A 2% COLA will be applied to base wages/salary ranges for all represented classifications, effective the first pay period upon ratification of the CPPEA Unit and approval by the City Council; and a 4% COLA will be applied to base wages/salary ranges effective the beginning of the pay period including July 1, 2026.

C) ADDITIONAL DUTY PAY – An employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities for a period of time greater than two (2) weeks will receive pay in the amount of a five percent (5%) increase in salary to compensate for performing dual functions at the discretion of the Chief of Police. The additional duty pay will be restricted to no more than a twelve (12) month limit. In extenuating circumstances, the Chief of Police may request an 176
extension of the additional duty pay past the twelve (12) month limit.

An employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Chief of Police or their designee.

F) BREAKS AND LUNCH – Public Safety Dispatchers I/II, Crime Analysts, and Police Service Officers I/II working overtime between five (5) and seven (7) consecutive hours shall receive a 20-minute paid break time.

G) COMPUTER LOAN PROGRAM – All regular employees who have completed their probationary period are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the CPPEA MOU.

H) DEFERRED COMPENSATION – Employees will receive a one hundred dollar ($100) per month City match to their Deferred Compensation Plan provided the employee contributes one hundred dollars ($100) per month to their City Deferred Compensation account.

I) EMOTIONAL SUPPORT CANINE HANDLER – Whenever a canine is retired from active duty, the canine handler last having the canine shall have the option to purchase the canine pursuant to the applicable canine policy and purchasing agreement.

J) HOLIDAYS – Pertaining to Administrative Assistant, Management Assistant, and Police Training Coordinator: When a City-designated holiday is observed on an employee’s scheduled day off, holiday hours will be credited to the employee. The employee is required to initiate contact with their supervisor in writing to request authorization to utilize these banked hours. Any remaining time will be paid out in the final payroll check of each fiscal year.

K) MANAGEMENT RIGHTS – The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by the MOU or applicable law. Where required by law, the City agrees, prior to implementation, to meet and confer with the CPPEA Unit concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

L) MILEAGE REIMBURSEMENT – The City agrees to reimburse employees authorized by the Chief of Police for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

M) ON-CALL PAY – Employees placed on-call will be guaranteed two (2) hours of straight 177
time pay for each day of the week, including weekends and holidays. The employee may elect to have this in pay or Compensatory Time Off.

N) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – CPPEA Unit agrees to the terms outlined in the MOU regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

O) WORK SCHEDULES – The Chief of Police shall establish work schedules and hours as may be necessary for the efficient and operational needs of the Department or the service needs of the community.

P) SEPARATION FROM CITY – At the discretion and approval of the Chief of Police, employees may be allowed to extend their last day of employment using qualifying leave for up to one (1) pay period beyond the last day the employee physically reports to work. Qualifying leave is defined as vacation, holiday, floating holiday, personal or comp time. Sick leave will be allowed under the terms of Article 46 of the CPPEA MOU.

Q) SICK LEAVE HIRING INCENTIVE – New employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.

R) UNIFORM CLEANING ALLOWANCE – Effective August 1, 2025, the City agrees to pay the uniform cleaning allowance of thirty-two dollars and eight cents ($32.08) per 24 pay periods. For PERS Classic employees, the City shall report to CalPERS the monetary value of uniforms in the amount of thirty-two dollars and eight cents ($32.08) per 24 pay periods.

SECTION 4. PROVISIONS APPLICABLE TO CLASSIFICATIONS REPRESENTED BY THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION.

A) TERM – July 1, 2025 through June 30, 2027.

B) COST OF LIVING ADJUSTMENT (COLA) – A 2% COLA will be applied to base wages/salary ranges for all represented classifications, effective the first pay period after ratification of the Confidential Unit and approval by the City Council; and a 4% COLA will be applied to base wages/salary ranges effective the beginning of the pay period including July 1, 2026.

C) ADDITIONAL DUTY PAY – An employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities for a period of time greater than two (2) weeks will receive pay in the amount of a five percent (5%) increase in salary to compensate for performing dual functions at the discretion of the Department Director. The additional duty pay will be restricted to no more than a twelve (12) month limit. In extenuating circumstances, the Department Head may request an extension of the additional duty pay past the twelve (12) month limit.

An employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

E) BEREAVEMENT LEAVE – The five (5) days of bereavement leave do not need to be 178
taken consecutively; they can used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Department Head or their designee.

F) BILINGUAL PAY – Employees are eligible to receive a one hundred and sixty dollar ($160) bilingual allowance per month (paid over 24 pay periods) for verbal fluency in any language that the Department Director deems necessary other than English, including sign language.

I) HOLIDAYS – When a City-designated holiday is observed on an employee’s scheduled day off, holiday hours will be credited to the employee. The employee is required to initiate contact with their supervisor in writing to request authorization to utilize these banked hours. Any remaining time will be paid out in the final payroll check of each fiscal year.

J) JOINT LABOR MANAGEMENT COMMITTEE – The City and Confidential Unit may convene a Joint Labor-Management (JLM) Committee from time to time for the purpose of discussing matters of mutual concern that do not involve modifications to the MOU.

K) MANAGEMENT RIGHTS – The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by the MOU or applicable law. Where required by law, the City agrees, prior to implementation, to meet and confer with the Confidential Unit concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

L) MILEAGE REIMBURSEMENT – The City agrees to reimburse employees authorized by the Department Director for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

M) NOTARY PAY – The City will provide compensation in the amount of one hundred dollars ($100) per month to up to two (2) employees in the unit designated by the City Manager to perform notary duties. The payment for notary duties will be made biweekly in the amount of forty-six dollars and fifteen cents ($46.15) for twenty-six (26) pay periods.

N) RESPONSE TO DOCUMENTS PLACED IN PERSONNEL FILE – Employees, during City Hall business hours, with advance notice to Human Resources and with release time granted by their supervisor, have the right to have access to and copies of any document in their official personnel file.
179

O) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – Confidential Unit agrees to the terms outlined in the MOU regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

P) SEPARATION FROM CITY – At the discretion and approval of the Department Director, employees may be allowed to extend their last day of employment using leave time (vacation, holiday comp, or comp) one (1) pay period beyond that day on which the employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.

SECTION 5. PROVISIONS APPLICABLE TO EXECUTIVE MANAGEMENT CLASSIFICATIONS.

A) COST OF LIVING ADJUSTMENT (COLA) – A 2% COLA will be applied to base wages/salary ranges for all represented classifications, effective the pay period after Council approval; and a 4% COLA will be applied to base wages/salary ranges effective the beginning of the pay period including July 1, 2026.

B) ANNUAL PHYSICAL/WELLNESS – Up to one thousand, two hundred dollars ($1,200) may be provided to employees each fiscal year for reimbursement toward the cost of gym membership, an annual physical, or related out-of-pocket medical expenses as approved by the City Manager. Employees must submit an invoice from the medical provider or proof of gym membership to receive reimbursement.

C) BENEFIT BANK – The total amount will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for family coverage. The amount will be adjusted annually when new rates become effective on December 1st.

An employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

D) BEREAVEMENT LEAVE – The five (5) days of bereavement leave do not need to be taken consecutively; they can used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the City Manager.

E) BILINGUAL PAY – Employees are eligible to receive a one hundred and sixty dollar ($160) bilingual allowance per month (paid over 24 pay periods) for verbal fluency in any language that the City Manager deems necessary other than English, including sign language.

F) COMPUTER LOAN PROGRAM – All executive employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the Executive Management Summary of Benefits.
180
G) HOLIDAY TIME COMPENSATION BANK – When a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours will be deposited within a holiday time compensation bank. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the employee’s current hourly rate.

H) PROFESSIONAL MEMBERSHIP DUES AND RELATED MEALS – Each fiscal year, the City shall reimburse each Department Director for dues and for related meeting attendance meals for one (1) of the following organizations: Chino Valley Lions Club, Rotary Club of Chino Valley, Kiwanis Club of Chino, Soroptimists Chino Valley.

I) RESPONSE TO DOCUMENTS PLACED IN PERSONNEL FILE – Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file.

J) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – Executive Management to adhere to the terms outlined in the Summary of Benefits regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

K) SEPARATION FROM CITY – At the discretion and approval of the City Manager, employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.

L) SICK LEAVE HIRING INCENTIVE – New employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.

M) VACATION – Newly hired Department Directors are eligible to accrue vacation hours based on their years of service in prior public agencies. The City Manager can authorize newly hired Department Directors up to one hundred and twenty (120) Vacation hours to be available immediately upon hire.

SECTION 6. PROVISIONS APPLICABLE TO DEPUTY DIRECTOR CLASSIFICATIONS.

A) COST OF LIVING ADJUSTMENT (COLA) – A 2% COLA will be applied to base wages/salary ranges for all represented classifications, effective for the pay period after Council approval; and a 4% COLA will be applied to base wages/salary ranges effective the beginning of the pay period including July 1, 2026.

B) BENEFIT BANK – The total amount will be equal to the premium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for family coverage. The amount will be adjusted annually when new rates become effective on December 1st.

Any employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

C) BEREAVEMENT LEAVE – The five (5) days of bereavement leave do not need to be taken consecutively; they can used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.

The employee within thirty (30) days of the first day of leave shall provide 181
documentation of the death of the qualified family member, if requested by the Department Head.

D) BILINGUAL PAY – Employees are eligible to receive one hundred and sixty dollars ($160) per month (paid over 24 pay periods) for verbal fluency in any language that the Department Director deems necessary other than English, including sign language.

E) CERTIFIED ACCESS SPECIALIST (CASp) CERTIFICATE PAY – Qualifying employees are eligible to receive two hundred and fifty dollars ($250) per month (paid over 24 pay periods) if they possess a current CASp certificate.

F) COMPUTER LOAN PROGRAM – Employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the Deputy Directors Summary of Benefits.

G) 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. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the employee’s current hourly rate.

H) MILEAGE REIMBURSEMENT – The City agrees to reimburse employees authorized by the Department Head for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

J) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – Deputy Directors to adhere to the terms outlined in the Summary of Benefits regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

K) SEPARATION FROM CITY – At the discretion and approval of the Department Director, employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.

SECTION 7. PROVISIONS APPLICABLE TO UNREPRESENTED SWORN MANAGEMENT CLASSIFICATIONS.

A) COST OF LIVING ADJUSTMENT (COLA) – In the event the City authorizes a general salary increase, cost-of-living adjustment (COLA), or other across-the-board base salary increase for employees represented by the Chino Police Managers’ Association (CPMA), the same percentage salary adjustment shall be applied concurrently to all 182
classifications within the Unrepresented Sworn Management group, including Captain, Deputy Chief of Police, and Chief of Police. Any general salary increases, cost-of-living adjustments (COLA), or other across-the-board base salary increases will be applied retroactively to the beginning of the pay period effective July 1, 2025.

B) ANNUAL PHYSICAL/WELLNESS: For Chief of Police, up to one thousand, two hundred dollars ($1,200) may be provided to employees each fiscal year for reimbursement toward the cost of gym membership, an annual physical, or related outof-pocket medical expenses.

Any employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Department Head.

E) BILINGUAL PAY – The Chief of Police is eligible to receive a one hundred and sixty dollar ($160) 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.

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

Participants must agree to comply with the requirements of the program listed in the Unrepresented Sworn Management Summary of Benefits.

G) HOLIDAY PAY – 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. To comply with PERS regulations, this special compensation will be reported to PERS as it is earned.

H) LUNCH (PAID) – The Chief of Police will receive a one (1) hour paid lunch period included in their 10-hour workday.

I) MILEAGE REIMBURSEMENT – For Deputy Chief of Police and Police Captain, the City agrees to reimburse employees authorized by the Chief of Police for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

J) PHYSICAL FITNESS PROGRAM (VOLUNTARY) – Employees shall receive 1-30 hours of pay respectively per fiscal year for demonstration of physical fitness.

K) PROFESSIONAL MEMBERSHIP DUES AND RELATED MEALS – Each fiscal year, the City shall reimburse the Chief of Police for dues and for related meeting attendance 183
meals for one (1) of the following organizations: Chino Valley Lions Club, Rotary Club of Chino Valley, Kiwanis Club of Chino, Soroptimists Chino Valley.

L) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – Unrepresented Sworn Management to adhere to the terms outlined in the Summary of Benefits regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

M) SEPARATION FROM CITY – Employees may be allowed to extend their last day through use of leave time for up to one (1) pay period beyond that day the employee actually reports to work. The approval of such an extension shall be subject to operational needs, departmental policies, and compliance with all applicable rules governing leave usage. Leave time is defined as vacation, holiday, or management.

Sick leave usage will be allowed under the terms of Sick Leave, and those provisions must be followed for any sick leave usage to be allowed.

SECTION 8. PROVISIONS APPLICABLE TO UNREPRESENTED MANAGEMENT CLASSIFICATIONS.

Any employee opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Department Director.

D) BILINGUAL PAY – Employees are eligible to receive a one hundred and sixty dollar ($160) allowance per month (except for eligible Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor who receive a two hundred and forty dollar ($240) allowance per month) (paid over 24 pay periods) for verbal fluency in any language that the Department Director deems necessary other than English, including sign language.

F) COMPUTER LOAN PROGRAM – All non-represented management employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the Unrepresented Management Summary of Benefits. 184
G) 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. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the employee’s current hourly rate.

H) MILEAGE REIMBURSEMENT – The City agrees to reimburse employees authorized by their Department Head for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

J) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – Unrepresented Management to adhere to the terms outlined in the Summary of Benefits regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

SECTION 9. PROVISIONS APPLICABLE TO ELECTED OFFICIALS.

A) ANNUAL PHYSICAL/WELLNESS – Up to one thousand, two hundred dollars ($1,200) may be provided each fiscal year 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.

An Elected Official opting out of health coverage will be required to submit an affidavit attesting they have other qualifying group health coverage and provide supporting documentation.

C) BILINGUAL PAY – Eligible to receive a one hundred and sixty dollar ($160) allowance per month (paid over 24 pay periods) for verbal fluency in any language that the City Manager deems necessary other than English, including sign language.

D) COMPUTER LOAN PROGRAM – Elected Officials are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the Elected Officials 185
Summary of Benefits.

E) PROFESSIONAL MEMBERSHIP DUES AND RELATED MEALS – Each fiscal year, the City shall reimburse each Elected Official for dues and for related meeting attendance meals for one (1) of the following organizations: Chino Valley Lions Club, Rotary Club of Chino Valley, Kiwanis Club of Chino, Soroptimists Chino Valley.

SECTION 10. PROVISIONS APPLICABLE TO PART-TIME CLASSIFICATIONS.

B) ACTING PAY/ADDITIONAL DUTY PAY – Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager. An employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities for a period of time greater than two (2) weeks will receive pay in the amount of a five percent (5%) increase in salary to compensate for performing dual functions at the discretion of the Department Director.

The employee within thirty (30) days of the first day of leave shall provide documentation of the death of the qualified family member, if requested by the Department Director or their designee.

D) COMPUTER LOAN PROGRAM – Part-time employees who are assigned on a regular and consistent basis to work thirty (30) hours or more per week are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed in the Part-Time Employees Summary of Benefits.

E) MILEAGE REIMBURSEMENT – The City agrees to reimburse employees authorized by their Department Director for use of personal automobiles for City business. Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement.

F) SALARY ADJUSTMENTS (OVERPAYMENTS, RECOVERY, AND
UNDERPAYMENTS) – Part-time employees to adhere to the terms outlined in the PartTime Employees Summary of Benefits regarding adjustments to an employee’s salary for overpayments, recovery, and underpayments.

APPROVED AND ADOPTED THIS 15th day of July, 2025.

EUNICE M. ULLOA, MAYOR
186
ATTEST:

NATALIE GONZAGA

CITY CLERK
ATTACHMENTS:

Memoranda of Understanding for:

1. Chino Police Officers’ Association

2. Chino Police Managers’ Association

3. Chino Police Professional Employees’ Association

4. Chino City Hall Confidential Employee Association
Summary of Benefits for:

5. Executive Management

6. Deputy Directors

7. Unrepresented Sworn Management

8. Unrepresented Management

9. Elected Officials

10.Part-Time Employees
187
RESOLUTION NO. 2025-039
PAGE 2
State of California )
County of San Bernardino ) §
City of Chino )
I, NATALIE GONZAGA, City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council at a regular meeting held on the 15th day of July 2025 by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
188

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO AND

THE CHINO POLICE OFFICERS ASSOCIATION (CPOA)
(A RECOGNIZED EMPLOYEE ASSOCIATION)
Table of Contents

1. ACTING PAY ......................................................................................................................... 4

2. ASSOCIATION HOURS FOR CPOA.................................................................................... 4

3. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION ................ 5

4. BENEFIT BANK .................................................................................................................... 5

5. BEREAVEMENT LEAVE ..................................................................................................... 6

6. BILINGUAL PAY .................................................................................................................. 6

7. BREAKS AND (CODE 7) MEAL PERIOD .......................................................................... 7

8. CALL BACK PAY .................................................................................................................. 7

9. CANINE HANDLERS ............................................................................................................ 7

10. CANINE OFFICER CALL OUT COMPENSATION ............................................................ 9

11. CATASTROPHIC TIME BANK ............................................................................................ 9

12. CHANGING OF DAYS OFF FOR TRAINING PURPOSES ................................................ 9

13. COMPENSATION TIME OFF ............................................................................................... 9

14. COMPUTER LOAN PROGRAM........................................................................................... 9

15. COST OF LIVING ADJUSTMENT (COLA) ...................................................................... 10

16. COURT APPEARANCE AND STAND-BY COMPENSATION ....................................... 10

17. COURT TRAVEL TIME ...................................................................................................... 11

18. DEATH BENEFIT ................................................................................................................ 11

19. DEFERRED COMPENSATION .......................................................................................... 11

20. DIRECT DEPOSIT ............................................................................................................... 13

21. DISABILITY ......................................................................................................................... 13

22. DISCIPLINARY ACTION APPEAL PROCEDURE CONSISTING OF A WRITTEN REPRIMAND OR LESS ....................................................................................................... 13

23. DISCIPLINARY APPEAL PROCEDURE CHANGE ......................................................... 14

24. EDUCATIONAL INCENTIVE PROGRAM ....................................................................... 14

25. EMERGENCY SCHEDULE ................................................................................................ 14

26. EQUIPMENT ........................................................................................................................ 15

27. EXAMINATION OF PROMOTIONAL SCORES .............................................................. 15

28. FLEXIBLE BENEFITS SPENDING PLAN ........................................................................ 16

29. FAIR LABOR STANDARDS ACT...................................................................................... 16 189
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2 30. FLOATING HOLIDAY TIME ............................................................................................. 17

31. HAZARD COMPENSATION .............................................................................................. 17

32. HOLIDAYS ........................................................................................................................... 18

33. HOLIDAY PAY .................................................................................................................... 18

34. INCENTIVE PAY ................................................................................................................. 18

35. INVESTIGATION PROCESS .............................................................................................. 18

36. INVESTIGATOR CALL-OUT PAY .................................................................................... 19

37. JURY DUTY ......................................................................................................................... 19

38. LIFE INSURANCE ............................................................................................................... 19

39. LONGEVITY PAY ............................................................................................................... 19

40. MANAGEMENT RIGHTS ................................................................................................... 19

41. MILEAGE REIMBURSEMENT .......................................................................................... 20

42. NEPOTISM POLICY ............................................................................................................ 20

43. ON-CALL COMPENSATION ............................................................................................. 20

44. OVERTIME........................................................................................................................... 21

45. OVERTIME COMPENSATION - NON-PATROL ............................................................. 21

46. PHYSCIAL FITNESS PROGRAM (VOLUNTARY).......................................................... 21

47. P.O.S.T. CERTIFICATE PAY .............................................................................................. 22

48. PROBATIONARY PERIOD ................................................................................................ 23

49. RANGE QUALIFICATION COMPENSATION ................................................................. 23

50. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORN HIRE AS FOLLOWS ............................................................................................................ 23

51. REHIRE POLICY ................................................................................................................. 23

52. RETENTION OF DOCUMENTS ......................................................................................... 24

53. RETIREMENT ...................................................................................................................... 24

54. RETIREMENT HEALTH SAVINGS (RHS) PLAN ............................................................ 25

55. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................... 25

56. SALARY DIFFERENTIAL .................................................................................................. 26

57. SENIORITY .......................................................................................................................... 26

58. SEPARATION FROM CITY ................................................................................................ 26

59. SICK LEAVE ........................................................................................................................ 26

60. SICK LEAVE BUY-BACK .................................................................................................. 27

61. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................... 28

62. SICK LEAVE PROGRAM ................................................................................................... 28 190
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3 63. SPECIAL COMPENSATION PAYMENT SCHEDULE .................................................... 28

64. SUPPLEMENTAL CONTRIBUTION FOR RETIREES ..................................................... 28

65. TRAINING OFFICER PAY ................................................................................................. 29

66. TUITION ADVANCE PROGRAM ...................................................................................... 29

67. TUITION REIMBURSMENT – ENHANCED PROGRAM ............................................... 30

68. UNIFORM CLEANING/CLOTHING ALLOWANCE ....................................................... 30

69. VACATION LEAVE ............................................................................................................ 30

70. VACATION LEAVE CONVERSION ................................................................................. 31

71. VEHICLE - CITY ................................................................................................................. 31

72. WORK SCHEDULE ............................................................................................................. 31

73. WORKERS’ COMPENSATION PROGRAM ..................................................................... 31

74. WORKERS’ COMPENSATION PREMIUM PAYMENT .................................................. 31

75. SAVINGS CLAUSE ............................................................................................................. 32

76. MAINTENANCE OF EXISTING BENEFITS ..................................................................... 32

77. IMPLEMENTATION ........................................................................................................... 32

78. NO STRIKE PROVISION .................................................................................................... 32

79. TERM OF AGREEMENT .................................................................................................... 33

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Memorandum of Understanding
July 1, 2025 – June 30, 2027
4 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO AND

THE CHINO POLICE OFFICERS ASSOCIATION (CPOA)
(A RECOGNIZED EMPLOYEE ASSOCIATION)
This Memorandum of Understanding (MOU) is entered into with references to the following facts:

A. The Chino Police Officers Association, hereinafter referred to as the “CPOA”, is the recognized employee organization for all regular, full-time non-management sworn Police Department employees in the City of Chino, hereinafter referred to as the “City”. These employees are collectively referred to as “employees.” The CPOA consists of the following position classifications:

Corporal
Police Officer
B. 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 wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in the CPOA.

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

THEREFORE, the City and the CPOA agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2025, through and including June 30, 2027.

1. ACTING PAY
The City will grant Acting Pay after an employee has worked in a higher classification for twenty (20) consecutive workdays or for twenty (20) non-consecutive workdays in a ninety (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 “A” Step of the Acting position Classification, whichever is greater.

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

2. ASSOCIATION HOURS FOR CPOA
A total of forty (40) paid hours per fiscal year will be available to the Chino Police Officers Association (CPOA) Board, or other designated members, as authorized by the City, to attend 192
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Memorandum of Understanding
July 1, 2025 – June 30, 2027
5 training sessions, workshops, or other related activities for CPOA business. These hours shall not accumulate or carry over from one fiscal year to the next. The use of these hours must be approved by the Chief of Police.

3. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION The City amends its language as found in Resolution 85-53 to read as follows:

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

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

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

4. 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.

The benefit bank amount will be adjusted annually when new rates become effective December 1 st. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks as earned.

Any employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner or parent. 193
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July 1, 2025 – June 30, 2027
6 New Hires:

Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next Open Enrollment period.

Recertification:

Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next Open Enrollment period.

5. BEREAVEMENT LEAVE
A non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family member is provided. A “qualified family member” is defined as a spouse, parent, brother, sister, child, stepchild, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, father-in-law, grandparent, grandchild or any other relative residing within the employee’s home.

The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.

The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Chief of Police or their designee.

Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

6. BILINGUAL PAY
Employees who use on-the-job bilingual skills of any language deemed necessary by the Chief of Police deems necessary, including sign language, and who have demonstrated fluency by passing a competency examination will receive two hundred and forty dollars ($240) per month allowance (paid over 24 pay periods) for use of this skill.

The Human Resources Department will administer the competency examination, and the Chief of Police must approve an employee’s eligibility to take the exam and receive the bilingual pay allowance.

Employees who have the ability to read and/or write in the designated language, may be asked to perform those tasks on the job; however, they are not required to do so in order to receive this benefit. No additional compensation will be provided for those employees who possess reading and/or writing skills beyond verbal fluency.

The City reserves the right to modify or discontinue the bilingual pay allowance at any time should it be determined the skill is no longer necessary.
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July 1, 2025 – June 30, 2027
7 7. BREAKS AND (CODE 7) MEAL PERIOD
Employees are provided with a 45-minute paid lunch period within a 10–12-hour shift.

Effective July 1, 1998, employees will be provided with a twenty (20)-minute paid break time during any period of overtime worked in which between a minimum of five (5) consecutive hours and up to a maximum of seven (7) consecutive hours are worked. Any employee working an overtime shift of seven (7) consecutive hours or more is entitled to receive one forty five (45)- minute paid lunch break. During each of these paid leave times the employee will remain on an on-call status.

8. CALL BACK PAY
Employees who are not on stand-by and are called back to work during their off-duty hours will receive a minimum of two (2) hours of pay per the Overtime Article.

Compensation will be provided regardless of the actual time worked if the total duration of the call back assignment is less than two (2) hours. If the employee’s call back assignment extends beyond the two (2) hours, they will be compensated for the actual time worked at the applicable overtime rate.

9. CANINE HANDLERS
Canine Handlers will work a 4-10 schedule. The assigned working hours will be based on the needs of the Department and are subject to change, as determined by the Operations Division Commander.

Handlers will not be required to be on call. In the event a Handler is contacted and requested for an emergency call out (as determined by the on-duty Watch Commander), normal call out compensation will apply. If, however, a Handler is placed on call, the Handler will be compensated according to the existing MOU.

Canine training will occur on duty as follows:
a. The Canine Handler will participate in weekly Canine training with allied agencies.

Absences may be allowed for emergencies, e.g., Handler or Dog illness; scheduled vacations; or, to accommodate the needs of the Department as determined by the Canine Coordinator or the Watch Commander.
b. The Canine Handlers will report for their weekly training at the designated location and time. The senior Handler will be responsible for notifying Dispatch and the Watch Commander each week of their training location and attendance prior to the commencement of training. The weekly training block is six (6) hours. The remaining four (4) hours of the Handler’s scheduled ten (10)-hour shift will be considered as “Canine Maintenance Compensation” to provide for the care, grooming, exercise and maintenance of the Police Service Dogs and their equipment.
c. Once a month, Adlerhorst International (or the designated training facility) will schedule the required eight (8) hour requalification day. Handlers will attend as scheduled by the Canine Coordinator. The training day will be considered a normal ten (10)-hour workday for all Handlers. The remaining two (2) hours of that day will also be considered “Canine 195
Chino Police Officers Association
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July 1, 2025 – June 30, 2027
8 Maintenance Compensation” for the Handlers. The Handlers will receive a total of fourteen (14) hours of straight time compensation in a twenty eight (28) day pay cycle (30 minutes a day, 7 days a week). This is to compensate the Handlers for time spent on care and maintenance of the Police Service Dog and equipment. The time off will be arranged with the Canine Coordinator. Attendance is mandatory. However, excused absences may be allowed for emergencies or Handler/Dog illness at the discretion of the Canine Coordinator.
d. A yearly P.O.S.T. certification is required for “Patrol and Detection” and attendance is mandatory. The Canine Coordinator will schedule the certification days.

The Operations Division Commander will assign the days off for each Handler. The choice of days off will be made by seniority and with each normal shift rotation. Seniority will be established by time assigned in the Canine Unit.

Day-to-day supervision of the Canine Unit personnel will be the responsibility of the patrol team Sergeants to ensure that both the needs of the Department and the Canine Unit are being met.

Canine Handlers will be issued patrol cars with proper canine kennel/safety equipment and marked with proper Police canine warnings. The patrol cars will be utilized to transport the canine to and from the Handler’s residence to Department approved training, as well as to normal patrol shifts as determined by the Canine Coordinator. Each Canine Handler must provide necessary maintenance of the Police Service Dog and all related equipment. Equipment deficiencies must be reported to the Canine Coordinator who will oversee replacement or repair.

Any injuries to or illness affecting the Police Service Dog must be immediately reported to the Canine Coordinator who will authorize all veterinary care deemed necessary. Veterinary services will be paid for by the Department. An exception will be made for emergency veterinary care, in which case preauthorization for treatment is not needed.

When it becomes necessary to retire a Police Service Dog from active service, the Department will transfer ownership of the dog to the last Handler, provided the Handler wants to keep the dog.

Should the Handler decline to accept the retired Police Service Dog and upon approval of the Canine Coordinator, the offer of transfer of ownership will then be presented to the dog’s previous Handler(s). Should no Handler elect to accept the dog, the Canine Coordinator will make other appropriate plans for the dog with the approval of the Chief of Police.

Note: The City of Chino Police Department will sell the retired Police Service dog to the Handler for one dollar ($1.00) and in return the Handler agrees to provide a comfortable, humane and caring environment for the remainder of the retired Police Service Dog’s life. The Handler also agrees that the retired dog will not perform any searches or activity related to patrol or narcotic related duties.
196
Chino Police Officers Association
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July 1, 2025 – June 30, 2027
9 10. CANINE OFFICER CALL OUT COMPENSATION
Effective July 1, 1998, three (3) hours minimum pay earned at one and one-half (1 ½) times the employee’s regular base rate of pay will be provided to employees assigned to canine duty who are off-duty and are called back to conduct an investigation.

11. CATASTROPHIC TIME BANK
Effective July 1, 1994, a Catastrophic Time Bank may be created on an as-needed basis for use by CPOA members. Refer to Catastrophic Leave Policy.

12. CHANGING OF DAYS OFF FOR TRAINING PURPOSES
Effective July 1, 1985, employees will not be subject to non-voluntary splitting of their days off to accommodate Department training needs.

13. COMPENSATION TIME OFF
Employees may accrue a maximum of one hundred and eighty (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.

14. COMPUTER LOAN PROGRAM
All regular employees who have completed their probationary period are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
 Maximum amount financed is two thousand, five hundred dollars ($2,500).  Any new computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program.  Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
 System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc.  No game or entertainment software will qualify under this program.  Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
 Payments on the loan will be made through payroll deduction on a bi-weekly basis.  Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
 The City must approve in advance all purchases for equipment under this program.  A written agreement between the City and participant is required to participate in this program.
 Upon notification of winning the PC Lottery Program, participant will have thirty (30) days to submit necessary documentation to Finance Department for pre-approval of system purchase.

The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. 197
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July 1, 2025 – June 30, 2027
10 15. COST OF LIVING ADJUSTMENT (COLA)
A Total Compensation Survey will be conducted in August 2025 using the same criteria and survey cities used in the 2022 Total Compensation Survey. The City agrees to maintain sworn classifications at no lower than the number three (3) ranking in total compensation among the survey cities, excluding the Benefit Bank. Any adjustments necessary to meet that benchmark will be retroactive to the pay period that includes July 1, 2025.

The same process will apply every August, with any necessary adjustments to retain sworn classifications in the top 3 ranking being retroactive to the pay period that includes July 1. Benefit Bank updates for the next year will be implemented in December of the year they are released.

Definition of Total Compensation
For the purposes of this Article, total compensation shall consist of the following elements:
 Base salary
 Uniform allowance
 Shift differential (graveyard shift)
 Advanced POST pay
 City-paid Deferred Compensation contribution
 City-paid Retiree Health Savings (RHS) contribution
 Employer-paid healthcare contribution
 Longevity pay ($500 at 5 years = $8.33 monthly value) Minus the employee-paid PERS PEPRA contribution rate

16. COURT APPEARANCE AND STAND-BY COMPENSATION
Employees asked to appear or stand-by for civil, criminal, or administrative proceedings will be compensated in accordance with the established court appearance and court stand-by policies that read as follows:

Court Appearance Compensation: Employees who are subpoenaed to appear in court during their off-duty hours will be paid at one and one-half (1 ½) times their hourly rate of pay with a two (2)- hour minimum guarantee. Employees who receive two (2) separate subpoenas to appear for the morning and afternoon sessions on the same day will receive two (2), two-hour minimum guarantees. Time spent during all courtroom recesses, including court lunch recesses will be considered time worked for purposes of computing compensation. Hours spent in court beyond the two (2) two-hour guarantees will be compensated on an hour-per-hour basis with exception of travel time. Employees who do not exercise the option to verify that a case is scheduled and who report to the court will be compensated for their appearance.

Court Stand-by Compensation: Off duty sworn personnel who are placed on stand-by for a possible court appearance will be paid at their straight time rate for hours spent on stand-by. The time will be calculated to the nearest fifteen (15)-minute increment. In addition to this compensation, employees instructed to remain available for a court case are compensated with four (4) hours at straight time, paid at the employee’s base rate of pay, after the employee has been in stand-by mode for two (2) consecutive days and has not been relieved of such stand-by. 198
Chino Police Officers Association
Memorandum of Understanding
July 1, 2025 – June 30, 2027
11 17. COURT TRAVEL TIME
Employees who are subpoenaed to and appear in court outside the local area (the local area being defined as Pomona and Rancho Cucamonga) during off duty hours will be paid at a straight time rate for travel time. The travel time is to be calculated from the Chino Police Department to the court and return.

18. DEATH BENEFIT
Employees are provided with one hundred thousand dollars ($100,000) in life insurance coverage, payable to beneficiary on file in Human Resources at time of death. Death benefits under the City’s self-insured life insurance program are intended to be treated for all federal income tax purposes as being paid under a life insurance contract within the meaning of Section 7702 of the Internal Revenue Code and to result in no recognition of income under Code Section 101.

In the event of an employee’s death, his/her beneficiary will receive payment of all unused vacation and compensation time at 100%. Sick leave time will be paid out at the rate established by years of service.

19. DEFERRED COMPENSATION
A deferred compensation plan, 457(b) and/or 401(a), is available to all employees, providing taxdeferred 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
Employees will receive a two hundred and fifty dollar ($250) per month City contribution to their City Deferred Compensation account, 401(a).
“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 leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion.

Sick/vacation leave conversion contributions for the "457 catch-up" shall normally be distributed over an employee's last three (3) years prior to his/her 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 199
Chino Police Officers Association
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July 1, 2025 – June 30, 2027
12 retirement date, have "457 catch-up" privileges available to him/her, and be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will 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.

To participate, the employee will select the amount of sick 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 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 his/her 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.
“Age 50+ Catch-up”
In the calendar year you attain age 50 (or older), you may contribute an additional amount over the normal maximum contribution limit per the IRS. The “Age 50 Catch-up” and “PreRetirement Catch-up” provisions may not both be used in the same calendar year. 200
Chino Police Officers Association
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July 1, 2025 – June 30, 2027
13 Employees may use accrued Sick Leave hours and/or accrued Vacation Leave hours to contribute this additional amount. This provision may be used regardless of the amount of deferrals the employee currently contributes.

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

20. DIRECT DEPOSIT
Employees will not receive separate checks as noted under the sections titled Cleaning/Clothing Allowance and Holiday Pay but will have funds directly deposited into the account established for deposit of their regular payroll check. All employees are required to have funds directly deposited into an account established for deposit of any payroll check.

21. DISABILITY
Effective July 1, 2019, the City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits 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 two (2) years.

22. DISCIPLINARY ACTION APPEAL PROCEDURE CONSISTING OF A WRITTEN

REPRIMAND OR LESS
Effective August 15, 2000, the following Appeal Procedure will be utilized by employees for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This will 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 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 employee will 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’s appeal may be made verbally or in writing. The supervisor will have ten (10) workdays from the date of the administrative appeal to respond to the employee. If the supervisor does not respond within ten (10) workdays of the administrative appeal, the original disciplinary action will remain unchanged.

If the matter is not resolved to the aggrieved employee’s satisfaction, within ten (10) workdays of the supervisor’s response to the employee’s appeal, or ten (10) workdays after the time for the 201
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July 1, 2025 – June 30, 2027
14 supervisor to respond has passed, the employee will then be entitled to a non-evidentiary meeting with the Chief of Police. The purpose of this administrative appeal is 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’s appeal may be made verbally or in writing. The Chief of Police will have ten (10) workdays to respond to the employee. If the Chief of Police does not respond within ten (10) workdays of the administrative appeal, the original disciplinary action will remain unchanged.

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

23. DISCIPLINARY APPEAL PROCEDURE CHANGE
City Resolution No. 98-39, which governs the appeal of disciplinary action, is rescinded in its entirety and Section 3 through 5 of Rule XIV or City Resolution No. 85-52 (Personnel Rules) will be amended as reflected in City Resolution No. 2003-11, attached hereto as Exhibit A.

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

24. EDUCATIONAL INCENTIVE PROGRAM
Employees hired after July 1, 1980, with two (2) or more years of service as a sworn Police employee with the City of Chino will be paid a lump sum at the time of receipt of a qualifying degree. The sum will be a percentage of the employee’s total annual base salary computed as follows:

For purposes of the Educational Incentive Program, qualifying degrees must be in Police Science, Public Administration, Business Administration, Behavioral Science, or other course of study approved by the Chief of Police.

Employees will be eligible to receive concurrently the one-time Educational Incentive Pay while continuing to receive P.O.S.T. Certificate Pay for all degrees received.

25. EMERGENCY SCHEDULE
The City reserves the right to waive seniority criteria and determine shift work scheduling and vacation assignments as necessary to meet operational needs. This authority may be exercised in cases of emergency and/or temporary situations to ensure adequate staffing and continuity of services
202
Chino Police Officers Association
Memorandum of Understanding
July 1, 2025 – June 30, 2027
15 Under California Government Code Section 3101 all Chino Police Department employees are considered disaster Service Workers.

Civil Disturbance or Unusual Occurrence Plan
In the face of a Civil Disturbance or an Unusual Occurrence, the Department resources will be directed in the most efficient manner possible toward the goal of restoring the City to a state of normalcy.

The Chief of Police or his designee will be the command officer authorized to shift the Department into a “Civil Disturbance” (CD) or “Unusual Occurrence” (UO) staffing configuration.

Additionally, should information or intelligence sources suggest that a situation is developing that could trigger a CD or UO, the Chief may declare a Departmental “Tactical Alert”, which could cause the Department to move into an emergency schedule, i.e. 12 hour shifts. Employees in the unit will follow Chino Police Department Policy 408 for further Civil Disturbance or Unusual Occurrence Plan directives.

Activation of Emergency Plan
The Chief of Police or highest-ranking official on duty may activate the Emergency Operations Plan in response to a major emergency. In the event the Emergency Operations Plan is activated all employees are subject to immediate recall. Employees may also be subject to recall during extraordinary circumstances as deemed necessary by the Chief of Police or designee. During the Activation of the Emergency Operations Plan, and Emergency Schedule will be in force as directed by the Chief of Police.

Any modifications to scheduling or vacation assignments under this article will be made in accordance with departmental policies and procedures. For further details, refer to the Seniority Section of this MOU.

26. EQUIPMENT
All employees will be provided with the required equipment necessary to perform their duties at the City’s expense.

Equipment issued to employees during their employment shall remain the property of the City.

Upon separation from employment, employees are required to return all City-issued property immediately. Failure to return issued equipment may result in appropriate action as permitted by law or other applicable measures.

27. EXAMINATION OF PROMOTIONAL SCORES
Employees having completed a written and interview promotional testing process will be eligible to receive a verbal summary of feedback provided by raters. The verbal summary will include relevant comments made by raters that were used in determining placement on an eligibility list.

The verbal summary will be provided by designated representative from the Executive Management team within the Police Department, who will ensure the feedback is delivered in a constructive and confidential manner.
203
Chino Police Officers Association
Memorandum of Understanding
July 1, 2025 – June 30, 2027
16 The purpose of the verbal summary is to provide insight into the employee’s performance, highlighting strengths and areas for potential improvement in future promotional opportunities.

The Chief of Police and/or his designee will ensure that the process will remain transparent, consistent, and in compliance with these procedures.

28. FLEXIBLE BENEFITS SPENDING PLAN
A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

29. FAIR LABOR STANDARDS ACT
In accord with the FLSA, the City will pay all CPOA members at the overtime rate as mandated by the FLSA, and with regard to “law enforcement personnel” as that term is defined in the FLSA.

Such FLSA mandated overtime rate will be paid for all hours worked in excess of 171 in a designated 28-day period as required by 29 USC Section 207(k).

In connection with “law enforcement personnel”, the City will designate thirteen (13), twentyeight (28) day periods for each calendar year. In determining the quantity of “hours worked”, as that term is defined in the FLSA, time for which persons are compensated, but do not actually work, will not be counted as “hours worked” for purposes of making FLSA computations. Such paid leave hours which will be excluded from the computation of “hours worked” as set forth in the FLSA, are sick leave, holiday pay, vacation pay, personal holiday pay, military leave, bereavement leave, jury duty pay, civic responsibility leave, long term disability leave, industrial leave such as set forth in California Labor Code Section 4850, and police CPOA board hours.

However, this section will not diminish or alter any provision of EMPLOYEE COMPENSATION RESOLUTION 85-54, which provided for overtime pay, call-back pay, court appearance pay, court stand-by pay and other forms of premium compensation. Thus, such overtime and premium compensation computations will continue to include the above-described paid leave hours in computing overtime and premium compensation payments other than those regulated by the FLSA. For example, if an employee actually works 75 hours in any two (2) consecutive work weeks and utilizes ten (10) hours of sick leave in said time period, then the employee will receive five (5) hours of overtime at one and one-half (1 ½) times the employee’s hourly rate (Article IV, Section 1, 2 of Resolution 85-54). However, such paid leave of absence will not be utilized in determining the employee’s post 171- hour entitlement to FLSA computation at the regular rate of pay.

Further, if, during the term of this Agreement, the Fair Labor Standards Act is either legislatively, administratively or judicially held inapplicable to any or all CPOA members then this section will be null and void except for those provisions which perpetuate overtime and premium compensation provisions as set forth in EMPLOYEE COMPENSATION RESOLUTION 85-54, and its successor (which will not alter counterpart overtime and premium compensation provisions of Resolution 85-54). Additionally, and to the extent that the Memorandum of Understanding, the Employee Compensation Resolution, and other City rules and regulations have been altered in 204
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Memorandum of Understanding
July 1, 2025 – June 30, 2027
17 response to the FLSA, the status quo preceding this Memorandum of Understanding will be restored upon any described determination that the FLSA is no longer applicable to CPOA membership.

30. FLOATING HOLIDAY TIME
Following completion of six (6) months of continuous full-time City service, an employee will be credited with three and one half (3-1/2) days (35 hours) of Floating Holiday Time. Thereafter, employees are credited with three and one half (3-1/2) (35 hours) floating holidays in July of each year.

Employees will be permitted use of floating holiday time or conversion of said holiday time to cash in accordance with the provisions set forth in this Memorandum of Understanding and established City policies. (Refer to Holiday Pay Section.) 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 fourteen (14) calendar days from the date of separation.

31. HAZARD COMPENSATION
A. Tactical Flight Officer Assignment
One (1) full-time employee will be assigned to Tactical Flight Officer as their primary assignment and will be provided with an additional monthly compensation of two and a half percent (2.5%) of the employee’s regular base rate of pay.

In the event the assigned Tactical Flight Officer is unable to perform theses duties due to long-term illness or injury or any other approved long-term leave of absence, the Department shall designate a qualified relief Tactical Flight Officer to temporarily assume the duties. The relief employee shall receive the same Tactical Flight Officer pay for the period during which the duties are performed.

Assignment of relief Tactical Flight Officers shall be based on operational needs, experience, and relevant training, and shall be at the discretion of the Chief of Police or designee.

B. Motorcycle Duty Assignment
Employees on assignment to a motorcycle unit will be provided with an additional monthly compensation of two and a half percent (2.5%) of the employee’s regular base rate of pay.

Employees will receive ten (10) hours straight time pay or compensatory time off each month. This is to compensate employees for time spent cleaning and maintaining the motorcycle. The time off will be coordinated with the Traffic Supervisor. 205
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July 1, 2025 – June 30, 2027
18 32. HOLIDAYS
The City has designated twelve (12) 10 ten-hour holidays as follows:

33. HOLIDAY PAY
Employees are credited, in July of each year, with one hundred and twenty (120) hours of holiday time and thirty five (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 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.

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.

34. INCENTIVE PAY
Resolution 85-54 is amended to allow for hiring incentives in order to attract and retain higher caliber employees. Effective February 4, 2020, the City will pay new-hire lateral officers (nonentry level) an incentive of $5,000 upon hire, and an additional $5,000 upon successfully passing the probation period. This replaces the prior incentive of the cash equivalent of one hundred and twenty (120) hours of pay upon successful completion of probation.

Source: Resolution No. 2020-007

35. INVESTIGATION PROCESS
The City will comply with Government Code Section 3303, as well as current department and City policy, regarding an investigation involving any employee represented by the Chino Police Officers Association.
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July 1, 2025 – June 30, 2027
19 36. INVESTIGATOR CALL-OUT PAY
A three (3) hour minimum guarantee earned at one and one-half (1 ½) times the employee’s regular base rate of pay will be provided to employees who are off-duty and called back to conduct an investigation. This provision will apply to employees who are assigned as a Detective, Narcotics Investigator, and Traffic Investigator. Traffic Investigator is defined as those who have completed the required training pursuant to the Chino Police Department guideline for an Accident Investigator.

37. JURY DUTY
Employees will be compensated for jury duty service up to a total of ten (10) workdays during any fiscal year. A “workday” will be defined as a regularly scheduled day of work for the employee.

For all jury service, employees will be 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.

38. LIFE INSURANCE
The City will provide, at City expense, one hundred thousand dollars ($100,000) life insurance coverage to all employees. See also Death Benefit Section of this MOU.

39. 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.

40. MANAGEMENT RIGHTS
The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by this Memorandum of Understanding (MOU) or applicable law. These rights include, but are not limited to:
 Determining the organization, mission, and objectives of the agency or department.  Establishing the mission of its constituent departments, commissions, and boards.  Setting and modifying standards of service.
 Planning, directing, and controlling the workforce.
 Establishing policies, procedures, and standards for employee conduct and performance.
 Conducting performance evaluations and implementing performance improvement plans as necessary.
 Determining the number, location, and types of employees required. 207
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July 1, 2025 – June 30, 2027
20  Hiring, promoting, transferring, assigning, and retaining employees.  Establishing job classifications, qualifications, and standards for hiring, training, and performance evaluation.
 Exercising full control and discretion over the organization’s structure and the technology used to perform work.
 Implementing corrective actions, including suspension, demotion, or termination, for just cause.
 Taking all necessary actions to carry out its mission in emergencies, including reassigning personnel and modifying work assignments as needed.

There are no provisions in this MOU that shall be deemed to limit or curtail the City’s rights, unless and only to the extent that the provision of this MOU specifically curtail or limit such rights.

Meet and Confer Obligation
Where required by law, the City agrees, prior to implementation, to meet and confer with CPOA concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

41. MILEAGE REIMBURSEMENT
The City agrees to reimburse employees authorized by the Chief of Police for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid the required vehicle insurance verification.

Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for the mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Chief of Police and Finance Department that the mileage reimbursement for the employee may not be paid until the current vehicle coverage has been provided. The City uses the standard rate established by the Internal Revenue Service (IRS) to calculate reimbursements for mileage.

42. NEPOTISM POLICY
With regard to the hiring of relatives, the City has determined that a business purpose exists to dictate that the employment of relatives within City departments for certain positions is prohibited in order to promote supervision, safety, security, morale, and efficiency. As a result, the City adopted Resolution 2006-044, attached hereto as Exhibit B. The provisions of this Nepotism Policy shall be applicable to any individual hired by the City on or after June 20, 2006. This policy also applies to individuals who become related (as defined within exhibit) after commencement of employment by one or both individuals.

Source: Resolution Nos. 85-52, 98-83, 2006-44

43. ON-CALL COMPENSATION
Effective July 1, 2007, employees who are required to be on-call during off-duty hours will be compensated at the rate of two (2) hours of straight time pay for each full day (24 hours) while on call.
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July 1, 2025 – June 30, 2027
21 44. OVERTIME
Overtime for employees will be broken into three sections:
 Mandatory overtime will be all overtime which is assigned, and employees will receive pay or compensatory time off.
 Ordered mandatory overtime occurs when an employee is contacted and ordered to report to work immediately. An employee will receive a minimum of two (2) hours overtime pay starting from the time the employee is contacted and ordered to report to work immediately.  Voluntary overtime will be limited to employees signing up for overtime to fill vacancies within the Department for the following reasons: Vacation relief, Compensatory time off, or position vacancy due to termination. Employees working voluntary overtime within their assigned bureau will receive pay or compensatory time off. Employees working voluntary overtime outside of their assigned bureau or at an event where an outside vendor is contracting with the City for Police services will receive pay (e.g. Concert at Prado Park, Grant funded operation).

Overtime earned shall be calculated based on the following:
 1.5 times the employee’s base hourly rate,
 Plus any applicable Specialty Pay (e.g., bilingual, other assignment-specific pays),  Plus Hazard Pay, where applicable,
 Plus P.O.S.T. Certificate pay.

45. OVERTIME COMPENSATION - NON-PATROL
Effective July 1, 1987, employees who work beyond sixteen (16) consecutive hours within a 24- hour period will be compensated at two (2) times the employee’s regular base rate of pay commencing on the 17th consecutive hour of work.

46. PHYSCIAL FITNESS PROGRAM (VOLUNTARY)
Effective July 1, 1995, attached hereto as Exhibit C and incorporated herein by reference as though set forth in full is the “VOLUNTARY PHYSICAL FITNESS PROGRAM” as adopted by the parties. The Voluntary Physical Fitness Program is available to sworn, non-probationary Association members only. Compensated time off or pay will be awarded between 1 and 30 hours during each fiscal year for demonstration of physical fitness.

It is expressly agreed and acknowledged by the parties that the decision to implement the Voluntary Physical Fitness Program was made with due consideration given to the City’s concern that implementation of such a program will not generate Workers’ Compensation liability.

Therefore, the parties to this Agreement expressly agree and acknowledge that participation in the Voluntary Physical Fitness Program is not an implied or express requirement of employment. It is further agreed that the CPOA will clearly inform all of its members that participation in the Voluntary Physical Fitness Program is not an implied or express requirement of employment, that no City employee is expected to participate in said activities, and that the City will not be liable for the payment of Workers’ Compensation benefits for any injuries arising from participation in 209
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22 the program or from training/preparation which any employee undertakes for participation in the program. Each employee participating in the program will be 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 Voluntary 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 workrelated duties. The City will not be liable for the payment of Workers’ Compensation benefits for any injury which arises from participation in the Voluntary 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”
Employees may be awarded between 1 to 30 hours of pay or compensatory time off during each fiscal year for demonstration of physical fitness.

Effective July 1, 1997, rehired sworn employees will be allowed to participate in the Voluntary Physical Fitness Program.

The program will consist of a number of testing dates, to be determined together by the Association Board Members of the CPOA and CPMA. From the date of announcement of the testing schedule, testing will take place over a period of time not to exceed three (3) months from the date of the first test to the date of the final test.

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.

47. P.O.S.T. CERTIFICATE PAY
Employees who have been employed by the City for at least six (6) months in the position of Police Officer or Corporal will be eligible to attempt to receive monthly compensation as follows for possession of the following certificate(s):

INTERMEDIATE 6% of monthly base salary; or
ADVANCED 12% of monthly base salary
Employees are eligible to concurrently receive the one-time Educational Incentive Pay benefit while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received. 210
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23 48. PROBATIONARY PERIOD
The probationary period for employees in the following categories shall be as follows:

Newly Hired and Rehired Officers: Employees hired for the first time with the City of Chino or rehired into the position of Police Officer shall serve a minimum probationary period of eighteen (18) months from their official date of hire.

Lateral Hires: Employees hired as lateral transfers from another law enforcement agency, with prior experience in a comparable role, shall serve a probationary period of twelve (12) months from their official date of hire.

The Probationary period may be extended at the discretion of the Chief of Police or designee based on performance evaluations, training requirements, or other relevant factors deemed necessary to assess the employee’s competency in the role. The extension of the probationary period may not exceed six (6) months, must be accompanied by a performance evaluation completed within thirty (30) days preceding when the employee’s probationary period is due to end. The extension must be filed with the Human Resources department.

49. RANGE QUALIFICATION COMPENSATION
Effective July 1, 1987, employees required to spend time in shooting qualification, other than during a regularly scheduled work shift, or other times when the employee is being compensated by the City for attendance at a work site, will be provided with a two (2) hour minimum guarantee compensated at one and one-half (1 ½) times the employee’s regular base rate of pay. Time spent in shooting qualification beyond the two (2) hour minimum guarantee will be compensated at one and one-half (1 ½) times the employee’s regular hourly base rate of pay on an hour-per-hour basis.

50. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORN

HIRE AS FOLLOWS
 $2,000 @ hire + $500 @ completion of probation for Police Recruits (entry level).  $4,000 @ hire + $1,000 @ completion of probation for lateral Police Officers.

To qualify for this incentive, an employee’s name must be listed as the referral source on the sworn, new-hire’s original employment application and be verified by Human Resources. If more than one employee’s name is listed on the application as a referral source, the incentive will be split accordingly.

Note: Any Police Department Personnel who are assigned to the Training/Background Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this benefit unless contact has been made solely and entirely outside of work hours.

51. REHIRE POLICY
Effective July 1, 1995, 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 not later than 6 months after the effective date of resignation and then employed in his or her former classification or in a position within the classification series held at the time of resignation and in a comparable or lower 211
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24 rank, will serve the same probationary period that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired, will have his or her seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation.

Effective July 1, 1997, employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. Sick leave on record at the time of separation that was not compensated for will be reinstated. Further, rehired employees will be allowed to participate in the Voluntary Physical Fitness Program.

52. RETENTION OF DOCUMENTS
All written discipline, internal affairs investigations, and citizen complaints, five (5) years or older from the date complaint was received/discovered, will be purged from employees’ Personnel Files and other City files. All Job Performance Evaluations will be purged from the employee’s Personnel Files and other City files five (5) years after the date of the end of the Job Performance Evaluation Period. This stipulation affects all active employees only; records will not be tracked or purged for inactive/former employees.

53. RETIREMENT
Retirement Plans – The City has a three-tier retirement benefit as follows:

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 final compensation for the purposes of calculating a new member’s retirement allowance equal to the new member’s highest average PERS compensation for 36 consecutive months of employment
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. 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) 1959 Survivor’s Benefit (Level IV) – The City will pay all costs for this benefit. 212
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25 54. RETIREMENT HEALTH SAVINGS (RHS) PLAN
A Retirement Health Savings (RHS) Plan is available for employee contributions in accordance with IRS regulations. Employees covered under this bargaining group have elected to establish and contribute to this plan; contributions are as follows:
 All employees covered by this agreement will contribute 1% of base earnings each pay period.
 City will contribute three hundred dollars ($300) per month beginning January 1, 2023, deposited on a 24-pay period cycle.

Upon separation from the City, a 100% cash out of all qualifying, verified accrued Sick Leave at time of retirement, or a proportion of accrued leave at time of non-retirement separation, will be placed in the employees’ Retirement Health Savings Plan. Refer to Sick Leave Buy Back Policy for eligible Sick Leave.

55. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) All adjustments to an employee’s salary will be made at the start of the pay period in which the salary adjustment becomes effective.

A. Overpayments
In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employee shall be given six (6) months to repay the overpayment.

Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.

Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the employee and are subject to the approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only in the case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.

B. Recovery
If the employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate collections process against the employee.

C. Underpayments
In situations involving underpayments to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, 213
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26 following timely submission of appropriate documentation and necessary approval of the compensation change.

56. SALARY DIFFERENTIAL
Effective July 2, 1984, a 7.5% differential between Police Officer and Corporal will be maintained as part of the salary administration plan.

57. SENIORITY
Effective Fiscal Year 1976/77, the City and the CPOA agree to use seniority as method of determining shift work schedules and vacation.

For line level personnel (Patrol): Seniority will be determined by hire date with the Chino Police Department.

If two or more employees are at the same rank in the classification of Corporal, the one with more time in that position is the senior.

If two or more employees are promoted to Corporal at the same time, then longevity in the Chino Police Department at the lower-level rank is used to determine seniority.

If two new employees (in any job classification or at any rank) are hired at the same time, at the same step, for the same position, then City payroll numbers (determined alphabetically) will determine seniority with the lowest number being senior.

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

58. SEPARATION FROM CITY
At the discretion and approval of the Chief of Police , employees may be allowed to extend their last day of employment through the use of qualifying leave time for up to one (1) pay period beyond the last day the employee physically reports to work.

The approval of such an extension shall be subject to operational needs, departmental policies, and compliance with all applicable rules governing leave usage. The Chief of Police or designee shall be responsible for reviewing and granting requests on a case-by-case basis to ensure consistency and fairness in application.

For this article, qualifying leave time is defined as vacation, holiday or comp time. Sick leave usage will be allowed under the terms of Article 59 Sick Leave, and those provisions must be followed for any sick leave usage to be allowed under this article.

59. SICK LEAVE
Upon hire, employees will be credited with thirty (30) hours or three (3) days of sick leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous 214
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27 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 ten (10) hours of sick leave per month to a maximum accrual of one thousand eighty (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 used.

60. 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 of full-time City service. 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%
Effective July 1, 1987, the City will buy back 100% of Sick Leave upon retirement, service or disability, following completion of five (5) years of service with the City of Chino as the final employer.

Effective July 1, 2016, employees are required to deposit 100% of all eligible accrued sick leave, tax-free, in the employee’s respective RHS Plan.

For non-retirement separations, the employee will be subject to Sick Leave Buy-Back eligibility requirements as indicated above, and the associated percentage of qualifying accrued sick leave will be deposited into the employee’s respective RHS Plan, tax-free, at time of separation. 215
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28 61. 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 or designated representative approval and may not be carried from one fiscal year to the next. Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.

62. SICK LEAVE PROGRAM
Employees having in excess of nine hundred and sixty (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 nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.

63. SPECIAL COMPENSATION PAYMENT SCHEDULE
Effective July 1, 1994 employees eligible to receive special compensation benefits, which are a percentage of base pay, such as P.O.S.T. Certificate Pay, Motorcycle Assignment Compensation, etc., will receive compensation paid over the normal twenty six (26) pay periods each fiscal year.

All other special compensation, such as Bilingual Pay, will receive compensation paid over twenty four (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.

64. SUPPLEMENTAL CONTRIBUTION FOR RETIREES
Effective July 8, 1998, employees separating from City of Chino employment as a result of a nondisputed disability or service retirement, after completion in either case of fifteen (15) years of continuous, uninterrupted, full-time sworn City of Chino service will receive a total monthly supplemental contribution equal to fifteen dollars ($15.00) each month multiplied by the number of years of service from time of retirement and cease upon the event of the member’s death. No benefit will be provided to any beneficiary 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 216
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29 disability status. This benefit in its entirety will apply only to those sworn members of this CPOA employed as of June 30, 1998. Thereafter, no future CPOA members will qualify for this benefit at any level whatsoever, Future hires will be provided with no supplemental contribution for retirees.

65. TRAINING OFFICER PAY
Effective January 1, 2005, employees who are formally designated to act as a Training Officer, actually supervising a trainee, and doing so for no less than 50% of the Training Officer’s regularly scheduled shift, will earn one and one-half (1 ½) hours of pay for each shift served as a Training Officer. This pay will have no limiting effect on the receipt of overtime by the training employee when overtime is authorized by the supervisor.

66. 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 three thousand, five hundred dollars ($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 (1) 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 (1) 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 what the nature of the funds, without the necessity of a judgment 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.
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30 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 sixty (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 sixty (60) calendar days timeframe, the employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (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 sixty (60) calendar days or at the end of the extension of an additional sixty (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.

67. TUITION REIMBURSMENT – 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 Department/Risk Management no later than May 1st 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.

68. UNIFORM CLEANING/CLOTHING ALLOWANCE
Effective January 1, 2005, employees receive an annual allowance of seven hundred and seventy dollars ($770). Employees will receive payment for their Cleaning/Clothing Allowance one (1) 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. To comply with PERS regulations, this special compensation will be reported to PERS as it is earned.

At the employee’s option, the annual allowance may be used toward the purchase of new Police Department uniforms in an amount to be determined individually by each employee.

69. VACATION LEAVE
Maximum accrual of vacation is four hundred (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 four hundred (400) hours will not be removed from the records.
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31 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)
At separation from this Association or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate of pay.

Employees will be permitted to use and/or receive compensation for Vacation time in accordance with the provisions set forth in this Memorandum of Understanding and established City policies.

70. VACATION LEAVE CONVERSION
Employees who have accrued a minimum of one hundred and twenty (120) Vacation hours may convert a maximum of eighty (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 conversion, half the number of accrued leave hours requested, excluding sick leave, must have been taken as time off. The usage requirement is waived for “activated” military personnel.

71. VEHICLE - CITY
Certain personnel, at the discretion of the Chief of Police and City Manager, will be provided with a City vehicle while maintaining on-call status. In addition, qualifying officers and corporals assigned to the Detective Bureau may also be provided an assigned take-home vehicle as available.

72. WORK SCHEDULE
Employees will be assigned to work various schedules based on the operational needs of the Police Department. Work schedules may include but are not limited to: A 4/10, 5/8, or other alternative work schedule as determined by the Chief of Police or designee.

Shift assignments and work schedules will be established in accordance with departmental needs, ensuring adequate coverage and operational efficiency. Any modifications to an employee’s schedule will be communicated in advance, following department policies.

73. WORKERS’ COMPENSATION PROGRAM
Whenever an 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 pursuant to Labor Code Section 4850.

74. WORKERS’ COMPENSATION PREMIUM PAYMENT
Effective December 17, 1997, in the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
219
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32  That the Workers’ Compensation Appeals Board approves the total settlement, including the ten percent (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 of 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 as recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.

75. 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.

76. MAINTENANCE OF EXISTING BENEFITS
All wages, hours, and other terms and conditions of employment not specifically altered by this Agreement and presently enjoyed by employees will remain in full force and effect during the term of this Agreement unless mutually agreed to the contrary by both the City and the CPOA.

77. IMPLEMENTATION
The terms of this Memorandum of Understanding have been codified in this document and agreed upon by the President of the CPOA and City Manager of the City of Chino and will only be implemented upon approval by the City Council.

78. NO STRIKE PROVISION
During the term of this Agreement, the Association, its officers, agents, representatives and/or members agree they will not cause, condone or participate in any strike, walk-out, work stoppage, job action, slow down, speed up, sick-out, refusal or failure to faithfully perform assigned duties and responsibilities, withholding of services or other interference with City operations.

The City retains the right that it may take lawful remedies for the disciplinary action available under its Employer-Employee Relations Section of their Personnel Rules and Regulations and/or any other Department Policies.
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33 79. TERM OF AGREEMENT
Except where expressly stated otherwise herein, the City and COPA agree that the provisions of this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June 30, 2027.

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34 Alex Wright, President Linda Reich, City Manger
Chino Police Officers Association City of Chino, California Date Date
Theresa Doyle, Director of
Human Resources/Risk Management
City of Chino, California

Date
222

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO AND

THE CHINO POLICE MANAGERS ASSOCIATION (CPMA)
(A RECOGNIZED EMPLOYEE ASSOCIATION)
Table of Contents

1. ACTING PAY ...................................................................................................................................... 3

2. ASSOCIATION BOARD HOURS ...................................................................................................... 3

3. BENEFIT BANK .................................................................................................................................. 4

4. BEREAVEMENT LEAVE................................................................................................................... 4

5. BILINGUAL PAY ................................................................................................................................ 5

6. CALL BACK PAY ............................................................................................................................... 5

7. CANINE HANDLERS ......................................................................................................................... 5

8. COMPENSATION TIME OFF ............................................................................................................ 7

9. COMPUTER LOAN PROGRAM ........................................................................................................ 7

10. COST OF LIVING ADJUSTMENT (COLA) ...................................................................................... 7

11. COURT APPEARANCE AND STAND-BY COMPENSATION ....................................................... 8

12. COURT TRAVEL TIME ..................................................................................................................... 8

13. DEATH BENEFIT ............................................................................................................................... 9

14. DEFERRED COMPENSATION ......................................................................................................... 9

15. DIRECT DEPOSIT ............................................................................................................................ 11

16. DISABILITY ...................................................................................................................................... 11

17. DISCIPLINARY APPEAL PROCEDURE ........................................................................................ 11

18. DISCIPLINARY APPEAL PROCEDURE ACTION CONSISTING OF A WRITTEN REPRIMAND OR LESS ............................................................................................................................................ 11

19. DISCIPLINARY APPEAL PROCEDURE CHANGE ...................................................................... 12

20. EDUCATIONAL INCENTIVE PROGRAM ..................................................................................... 12

21. FLEXIBLE BENEFITS SPENDING PLAN ...................................................................................... 13

22. FLOATING HOLIDAY TIME .......................................................................................................... 13

23. HOLIDAYS ........................................................................................................................................ 13

24. HOLIDAY PAY ................................................................................................................................. 13

25. JURY DUTY ...................................................................................................................................... 14

26. LAYOFF REOPENER ....................................................................................................................... 14

27. LIFE INSURANCE ............................................................................................................................ 14

28. LONGEVITY ..................................................................................................................................... 14

29. MANAGEMENT LEAVE ................................................................................................................. 15

30. MANAGEMENT RIGHTS ................................................................................................................ 15

31. MEAL PERIOD (CODE 7) ................................................................................................................ 16 223
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July 1, 2025 to June 30, 2027
2 32. MILEAGE REIMBURSEMENT ....................................................................................................... 16

33. MOTOR DUTY .................................................................................................................................. 16

34. NEPOTISM POLICY ......................................................................................................................... 16

35. ON-CALL COMPENSATION ........................................................................................................... 17

36. OVERTIME COMPENSATION ....................................................................................................... 17

37. PHYSICAL FITNESS PROGRAM (VOLUNTARY) ....................................................................... 17

38. P.O.S.T. CERTIFICATE PAY ........................................................................................................... 18

39. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORN HIRE AS FOLLOWS ......................................................................................................................................... 19

40. REHIRE POLICY .............................................................................................................................. 19

41. RETENTION OF DOCUMENTS ...................................................................................................... 19

42. RETIREMENT ................................................................................................................................... 19

43. RETIREMENT HEALTH SAVINGS (RHS) PLAN ......................................................................... 20

44. SALARY ADJUSTMENTS ............................................................................................................... 20

45. SEPARATION FROM CITY ............................................................................................................. 21

46. SICK LEAVE ..................................................................................................................................... 21

47. SICK LEAVE BUY BACK ................................................................................................................ 22

48. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................ 22

49. SICK LEAVE PROGRAM ................................................................................................................ 23

50. SPECIAL COMPENSATION PAYMENT SCHEDULE .................................................................. 23

51. SUPPLEMENTAL CONTRIBUTION FOR RETIREES .................................................................. 23

52. TUITION ADVANCE PROGRAM ................................................................................................... 24

53. TUITION REIMBURSEMENT – ENHANCED PROGRAM .......................................................... 25

54. UNIFORMED AND NON-UNIFORMED - CLOTHING ALLOWANCE ...................................... 25

55. VACATION LEAVE ......................................................................................................................... 25

56. VACATION LEAVE CONVERSION ............................................................................................... 26

57. VEHICLE – CITY .............................................................................................................................. 26

58. WORK SCHEDULE .......................................................................................................................... 26

59. WORKERS’ COMPENSATION PROGRAM................................................................................... 26

60. WORKERS’ COMPENSATION PREMIUM PAYMENT ............................................................... 26

61. SAVINGS CLAUSE .......................................................................................................................... 27

62. MAINTENANCE OF EXISTING BENEFITS .................................................................................. 27

63. IMPLEMENTATION ......................................................................................................................... 27

64. NO STRIKE PROVISION ................................................................................................................. 27

65. TERM ................................................................................................................................................. 28 224
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July 1, 2025 to June 30, 2027
3 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO AND

THE CHINO POLICE MANAGERS ASSOCIATION
(A RECOGNIZED EMPLOYEE ASSOCIATION)
This Memorandum of Understanding (MOU) is entered into with references to the following facts:

A. The Chino Police Managers Association, hereinafter referred to as the “CPMA”, is the recognized employee organization for all regular, full-time sworn management Police Department employees in the City of Chino, hereinafter referred to as the “City”. These employees are collectively referred to as “employees”. The CPMA consists of the following position classifications:

Lieutenant
Sergeant
B. 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 wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in the CPMA.

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

THEREFORE, the City and the CPMA agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2025, through and including June 30, 2027.

1. ACTING PAY
Acting Pay may be provided to employees who are formally assigned the duties of a higher-level class for an extended period, anticipated to be in excess of at least two (2) weeks. Such assignment will be confirmed by the processing of a Personnel Action Form by the Chief of Police or designee.

Acting Pay will be granted as a percentage increase to the employees existing base salary only.

The percentage increase will be five percent (5%) or equal to the entry level salary of the higher level class for which the employee is performing duties. At no time will the percentage increase exceed the maximum salary at the top of the range of said class.

2. ASSOCIATION BOARD HOURS
Association members are provided forty (40) paid hours per fiscal year to attend training or other related workshops for CPMA business, as authorized by the City. These hours will not be accumulated or carried from one fiscal year to the next. 225
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July 1, 2025 to June 30, 2027
4 3. 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 rate equal to Kaiser), dental and vision coverage from family coverage. The Benefit Bank amount will be adjusted annually when new rates become effective on December 1st. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks as earned.

New Hires:

Recertification:

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

The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Chief of Police or their designee.

An additional three (3) days (30 hours) may be utilized in conjunction with bereavement, charged against accrued Sick Leave. Employees will not be required to submit a physician’s note excusing the absence when Sick Leave usage is requested.
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July 1, 2025 to June 30, 2027
5 5. BILINGUAL PAY
Employees who use on-the-job bilingual skills of any language deemed necessary by the Chief of Police, including sign language, and who have demonstrated fluency by passing a competency examination will receive two hundred and forty dollars ($240) per month allowance (paid over 24 pay periods) for use of this skill.

The Human Resources Department will administer the competency examination, and the Chief of Police must approve an employee’s eligibility to take the exam and receive the bilingual pay allowance.

The City reserves the right to modify or discontinue the bilingual pay allowance at anytime should it be determined the skill is no longer necessary.

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

7. CANINE HANDLERS
Canine Handlers will work a 4-10 schedule. The assigned working hours will be based on the needs of the Department and are subject to change, as determined by the Operations Division Commander.

Canine training will occur on duty as follows:
a. The Canine Handler will participate in weekly Canine training with allied agencies.

Absences may be allowed for emergencies, e.g., Handler or Dog illness; scheduled vacations; or, to accommodate the needs of the Department as determined by the Canine Coordinator or the Watch Commander.
b. The Canine Handlers will report for their weekly training at the designated location and time. The senior Handler will be responsible for notifying Dispatch and the Watch Commander each week of their training location and attendance prior to the commencement of training. The weekly training block is six (6) hours. The remaining four (4) hours of the Handler’s scheduled ten (10) hour shift will be considered as “Canine Maintenance Compensation” to provide for the care, grooming, exercise and maintenance of the Police Service Dogs and their equipment.
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July 1, 2025 to June 30, 2027
6 c. Once a month, Adlerhorst International (or the designated training facility) will schedule the required eight (8) hour requalification day. Handlers will attend as scheduled by the Canine Coordinator. The training day will be considered a normal ten (10) hour workday for all Handlers. The remaining two (2) hours of that day will also be considered “Canine Maintenance Compensation” for the Handlers. The Handlers will receive a total of fourteen (14) hours of straight time compensation in a twenty nine (29) day pay cycle (30 minutes a day, 7 days a week). This is to compensate the Handlers for time spent on care and maintenance of the Police Service Dog and equipment. The time off will be arranged with the Canine Coordinator. Attendance is mandatory. However, excused absences may be allowed for emergencies or Handler/Dog illness at the discretion of the Canine Coordinator.
d. A yearly P.O.S.T. certification is required for “Patrol and Detection” and attendance is mandatory. The Canine Coordinator will schedule the certification days.

Day-to-day supervision of the Canine Unit personnel will be the responsibility of the patrol team Sergeant to ensure that both the needs of the Department and the Canine Unit are being met.

When it becomes necessary to retire a Police Service Dog from active service, the Department will transfer ownership of the dog to the last Handler, provided the Handler wants to keep the dog.

Note: The City of Chino Police Department will sell the retired Police Service Dog to the Handler for one dollar ($1.00) and in return the Handler agrees to provide a comfortable, humane and caring environment for the remainder of the retired Police Service Dog’s Life. The Handler also agrees 228
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July 1, 2025 to June 30, 2027
7 that the retired dog will not perform any searches or activity related to patrol or narcotic related duties.

8. COMPENSATION TIME OFF
Employees may accrue a maximum of one hundred and eighty (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.

Upon promotion from this Association, any hours in Compensation Banks will be cashed out to employee at current base rate of pay.

9. COMPUTER LOAN PROGRAM
All regular employees who have completed their probationary period are eligible to participate in the Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
 Maximum amount financed is two thousand, five hundred dollars ($2,500).  Any new computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program.  Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
 System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc.  No game or entertainment software will qualify under this program.  Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
 Payments on the loan will be made through payroll deduction on a bi-weekly basis.  Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
 The City must approve in advance all purchases for equipment under this program.  A written agreement between the City and participant is required to participate in this program.
 Upon notification of winning the PC Lottery Program, participant will have thirty (30) days to submit necessary documentation to Finance Department for pre-approval of system purchase.

The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds.

10. COST OF LIVING ADJUSTMENT (COLA)
A Total Compensation Survey will be conducted in August 2025 using the same criteria and survey cities used in the 2022 Total Compensation Survey. The City agrees to maintain sworn classifications at no lower than the number three (3) ranking in total compensation among the survey cities, excluding the Benefit Bank. Any adjustments necessary to meet that benchmark will be retroactive to the pay period that includes July 1, 2025. 229
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July 1, 2025 to June 30, 2027
8 The same process will apply every August, with any necessary adjustments to retain sworn classifications in the top 3 ranking being retroactive to the pay period that includes July 1. Benefit Bank updates for the next year will be implemented in December of the year they are released.

11. COURT APPEARANCE AND STAND-BY COMPENSATION
Employees asked to appear or stand-by for civil, criminal, or administrative proceedings will be compensated in accordance with the established court appearance and court stand-by policies that read as follows:

Court Appearance Compensation: Employees who are subpoenaed to appear in court during their off-duty hours are compensated at one and one-half (1-1/2) times their hourly rate of pay with a two (2) hour minimum guarantee. Employees who receive two (2) separate subpoenas to appear for the morning and afternoon sessions on the same day will receive two (2), 2-hour minimum guarantees. Time spent during all courtroom recesses, including court lunch recesses, will be considered time worked for purposes of computing compensation. Hours spent in court beyond the three (3), 2-hour guarantees will be compensated on an hour-per-hour basis with the exception of travel time. Employees who do not exercise the option to verify that a case is scheduled and who report to the court will be compensated for their appearance.

Court Stand by Compensation: Employees who are placed on stand-by for a possible court appearance during their off-duty hours will be paid or receive compensatory time at their straight time rate for hours spent on stand-by. The time will be calculated to the nearest fifteen (15) minute increment. In addition to this compensation, employees instructed to remain available for a court case are compensated with four (4) hours at straight time, paid at the employee’s base rate of pay, after the employee has been in stand-by mode for two (2) consecutive days and has not been relieved of such stand-by.

12. COURT TRAVEL TIME
Employees who are subpoenaed to and appear in a court outside the local area (the local area being defined as Pomona and Rancho Cucamonga) during off duty hours will be paid at a straight time 230
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July 1, 2025 to June 30, 2027
9 rate for travel time. The travel time is to be calculated from the Chino Police Department to the court and return.

13. DEATH BENEFIT
Employees are provided with one hundred thousand dollars ($100,000) in life insurance coverage, payable to their beneficiary on file in Human Resources at time of death. Death benefits under the City’s self-insured life insurance program are intended to be treated for all federal income tax purposes as being paid under a life insurance contract within the meaning of Section 7702 of the Internal Revenue Code and to result in no recognition of income under Code Section 101.

14. DEFERRED COMPENSATION
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
Employees will receive a four hundred and ten dollar ($410) per month City contribution to their City Deferred Compensation account, 401(a).
“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 leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Sick/vacation leave conversion contributions for the "457 catch-up" shall normally be distributed over an employee's last three (3) years prior to his/her 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 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 him/her, and be enrolled in the City-sponsored 457 Deferred Compensation Plan. 231
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Memorandum of Understanding
July 1, 2025 to June 30, 2027
10 “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.

To participate, the employee will select the amount of sick leave they want to transfer 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
To participate, the employee will select the amount of Vacation Leave they want to transfer 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. “Age 50+ Catch-up”
In the calendar year the employee attains age 50 (or older), the employee may contribute an additional amount over the normal maximum contribution limit per IRS guidelines. The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Sick Leave hours and/or accrued Vacation Leave hours to contribute this additional amount. This provision may be used regardless of the amount of deferrals the employee currently contributes. 232
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July 1, 2025 to June 30, 2027
11 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. The plan is open to management employees only and although participation is voluntary, election must be done at time of appointment or within thirty (30) days of promotion into management. Employees who elect to enroll in the 401(a) Plan contribute pretax contributions in one of the established amounts: 1% - 20% inclusive, 25% or 100%. If enrolled, the City contributes one dollar ($1) per pay period. An employee’s election to enroll in the 401(a) Plan is irrevocable.

Source: Resolution Nos. 2003-001, 2004-074
Contributions to deferred compensation will be discontinued while an employee is receiving Workers’ Compensation payments.

15. DIRECT DEPOSIT
Employees electing to use the direct deposit of payroll checks service will not receive separate checks as noted under the sections titled Clothing Allowance, Holiday Pay, and Management Leave, but will have funds directly deposited in the account established for deposit of their regular payroll check.

Employees hired after September 3, 2019, will be required to have funds directly deposited into an account established for deposit of any payroll check.

16. DISABILITY
Effective July 1, 2019, 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 two (2) years.

17. DISCIPLINARY APPEAL PROCEDURE
City Resolution No. 98-39, which governs the appeal of disciplinary action, is rescinded in its entirety and Sections 3 through 5 of Rule XIV of City Resolution No. 85-52 (Personnel Rules) is amended as reflected in City Resolution No. 2003-11, attached hereto as Exhibit A.

18. DISCIPLINARY APPEAL PROCEDURE ACTION CONSISTING OF A WRITTEN

REPRIMAND OR LESS
The following Appeal procedure will be utilized by employees for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This will be the sole and exclusive procedure afforded to employees for appealing disciplinary action consisting of a Written Reprimand or less.
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July 1, 2025 to June 30, 2027
12 Any employee 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) work days of the time the written or verbal reprimand is issued, the employee will 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’s appeal may be made verbally or in writing. The supervisor will have ten (10) work days from the date of the administrative appeal to respond to the employee. If the supervisor does not respond within ten (10) work days of the administrative appeal, the original disciplinary action will remain unchanged.

If the matter is not resolved to the aggrieved employee’s satisfaction, within ten (10) work days of the supervisor’s response to the employee’s appeal, or ten (10) work days after the time for the supervisor to respond has passed, the employee will then be entitled to a non-evidentiary meeting with the Chief of Police. The purpose of this administrative appeal is 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’s appeal may be made verbally or in writing. The Chief of Police will have ten (10) work days to respond to the employee. If the Chief of Police does not respond within ten (10) work days of the administrative appeal, the original disciplinary action will remain unchanged.

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

19. DISCIPLINARY APPEAL PROCEDURE CHANGE
Resolution No. 2003-11 will be amended to reflect that the City Manager will no longer serve as the Hearing Officer.

20. EDUCATIONAL INCENTIVE PROGRAM
Employees with two (2) or more years of consecutive full-time service as a sworn Police employee with the City of Chino will be paid a lump sum at the time of receipt of a qualifying degree. The sum will be a percentage of the employee’s total annual base salary computed as follows:

Degree Percentage of Salary
Associate of Arts/Science 2-1/2%
Bachelor of Arts/Science 5%
Master of Arts/Science 7%
For purposes of the above computation, annual base salary will be computed by reference to the monthly salary being received by the employee at the time that he/she qualifies for the degree. 234
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Memorandum of Understanding
July 1, 2025 to June 30, 2027
13 For purposes of the Educational Incentive Program, Qualifying degrees must be in Police Science, Public Administration, Business Administration, Behavioral Science, or other course of study approved by the Chief of Police.

Employees are eligible to receive concurrently the one-time Educational Incentive Pay while continuing to receive P.O.S.T. Certificate Pay for all degrees received.

21. FLEXIBLE BENEFITS SPENDING PLAN
A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

22. FLOATING HOLIDAY TIME
Employees are provided with thirty five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).

This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in one 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 cash-out (requires minimum of 10 working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

23. HOLIDAYS
The City has designated twelve (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

24. HOLIDAY PAY
Employees are credited, in July of each year, with one hundred and twenty (120) hours of holiday time and thirty five (35) hours of floating holidays. Any employee, regardless of assignment, has the option of converting 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 235
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July 1, 2025 to June 30, 2027
14 unused accumulated holiday time from one fiscal year to another. Any unused accumulated holiday time will be paid out in the second paycheck in June of each fiscal year.

Holiday time converted to cash pursuant to exercise of the above option will be compensated at straight time. Employees can 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 timesheets will be paid with the next regular payroll check distributions. 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.

25. JURY DUTY
Employees will be compensated for jury duty service up to a total of ten (10) workdays during any fiscal year. A “workday” will be defined as a regularly scheduled day of work for the employee.

26. LAYOFF REOPENER
The parties agree that upon written demand by either party, the meet and confer process will be convened and lawfully participated in.

27. LIFE INSURANCE
The City will provide, at City expense, one hundred thousand dollars ($100,000) life insurance coverage to all employees. See also Death Benefit Section of this MOU.

28. LONGEVITY
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 the time of anniversary.  15 years of service - $1,000 paid in a lump sum at the time of anniversary.  20 years of service - $1,500 paid in a lump sum at the time of anniversary.  25 years of service - $2,000 paid in a lump sum at the time of anniversary.  30 years of service - $2,500 paid in a lump sum at the time of anniversary.  35 years of service - $3,000 paid in a lump sum at the time of anniversary.  40 years of service - $3,500 paid in a lump sum at the time of anniversary.  45 years of service - $4,000 paid in a lump sum at the time of anniversary. 236
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July 1, 2025 to June 30, 2027
15 29. MANAGEMENT LEAVE
Employees are provided with sixty (60) hours of Management Leave on the first pay period of July each fiscal year. Management Leave is non-accruing and cannot 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 an additional sixty (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.

Employees wishing to use Management Leave prior to the end of the fiscal year must use such time no later than the ending date of the second payroll in June (this payroll period does not extend into July).

Employees may cash-out up to thirty (30) hours of Management Leave per fiscal year at their current base rate pay at any time throughout the fiscal year by making notification of request to cash-out to the Finance Department/Payroll. Requests submitted with timesheets will be paid with the next regular payroll check-distribution. Any unused Management Leave on record at the ending date of the second payroll in June will be cashed out, up to the thirty (30) hours maximum.

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. 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 fourteen (14) calendar days from the date of separation.

30. MANAGEMENT RIGHTS
The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.

These rights include, but are not limited to:
 Determining the organization, mission, and objectives of the agency or department.  Establishing the mission of its constituent departments, commissions, and boards.  Setting and modifying standards of service.
 Planning, directing, and controlling the workforce.
 Establishing policies, procedures, and standards for employee conduct and performance.
 Conducting performance evaluations and implementing performance improvement plans as necessary.
 Determining the number, location, and types of employees required.  Hiring, promoting, transferring, assigning, and retaining employees.  Establishing job classifications, qualifications, and standards for hiring, training, and performance evaluation.
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16  Exercising full control and discretion over the organization’s structure and the technology used to perform work.
 Implementing corrective actions, including suspension, demotion, or termination, for just cause.
 Taking all necessary actions to carry out its mission in emergencies, including reassigning personnel and modifying work assignments as needed.

Meet and Confer Obligation
Where required by law, the City agrees, prior to implementation, to meet and confer with CPMA concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

31. MEAL PERIOD (CODE 7)
Employees will receive a 45-minute paid lunch period included in their ten (10) hour work day.

32. MILEAGE REIMBURSEMENT
The City uses the standard rate established by the Internal Revenue Service to calculate reimbursements for mileage up to a limit of forty (40) miles each way (80 miles round trip) for employees who respond to a call to return to duty.

Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management will notify the Chief of Police and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided.

33. MOTOR DUTY
Employees on assignment to a motorcycle unit will be provided with an additional monthly compensation of two and a half percent (2.5%) of the employee’s regular base rate of pay.

Employees will receive ten (10) hours of straight time pay or compensatory time off each month.

This is to compensate employees for time spent cleaning and maintaining the motorcycle. This time off will be coordinated with the Traffic Supervisor.

34. NEPOTISM POLICY
Regarding the hiring of relatives, the City has determined that a business purpose exists to dictate that the employment of relatives within City departments for certain positions is prohibited in order to promote supervision, safety, security, morale and efficiency. As a result, the City adopted Resolution 2006-044, attached hereto as Exhibit B. The provisions of this Nepotism Policy shall be applicable to any individual hired by the City on or after June 20, 2006. This policy also applies 238
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17 to individuals who become related (as defined within exhibit) after commencement of employment by one or both individuals.

Source: Resolution Nos. 85-52, 98-83, 2006-44

35. ON-CALL COMPENSATION
Employees who are required to be on-call during off-duty hours will be compensated at the rate of two (2) hours of straight time pay for each full day (24 hours) while on call.

36. OVERTIME COMPENSATION
Employees are eligible for overtime compensation in conformance with the overtime compensation extended to the Chino Police Officer’s Association, except as otherwise stated in the MOU, overtime will be compensated in either pay or compensation time off. Overtime worked at events where an outside vendor is contracting with the City for Police services will be compensated in pay.

Overtime earned shall be calculated based on the following:
 1.5 times the employee’s base hourly rate,
 Plus any applicable specialty pay (e.g., FTO, bilingual, SWAT, K9, Motors, Detective, or other assignment-specific pays),
 Plus P.O.S.T. Certificate Pay.

37. PHYSICAL FITNESS PROGRAM (VOLUNTARY)
The Voluntary Physical Fitness Program is available to sworn, non-probationary Association members only. Attached hereto as Exhibit C is the “VOLUNTARY PHYSICAL FITNESS PROGRAM.” Compensated time off or pay will be awarded between 1 and 30 hours during each fiscal year for demonstration of physical fitness.

Therefore, the parties to this agreement expressly agree and acknowledge that participation in the Voluntary Physical Fitness Program is not an implied or express requirement of employment. It is further agreed that the CPMA will clearly inform all of its members that participation in the Voluntary Physical Fitness Program is not an implied or express requirement of employment, that no City employee is expected to participate in said activities, and that 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 will be required to sign the following acknowledgment at the inception of his/her participation, training, or preparation for the program:
“Participation by employees of the City of Chino in the Voluntary 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, all participation is not a part of any City employee’s workrelated duties. The City will not be liable for the payment of Workers’ Compensation benefits for 239
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July 1, 2025 to June 30, 2027
18 any injury which arises from participation in the Voluntary Physical Fitness Program, or from training/preparation for participation in the program.

Signature of Employee”
The program will consist of a number of testing dates, to be determined together by the Association Board members of the CPOA and CPMA. From the date of announcement of the testing schedule, testing will take place over a period of time not to exceed three (3) months from the date of the first test to the date of the final test.

Employees unable to participate in the testing process due to work-related illness or injury will be credited the following year in which they participated in the program with benefits equal to two (2) years of credit.

38. P.O.S.T. CERTIFICATE PAY
Employees are eligible to receive monthly compensation as follows for possession of the following:

INTERMEDIATE CERTIFICATE 6% of monthly base salary; or
ADVANCED CERTIFICATE 12% of monthly base salary; and
either
SUPERVISORY CERTIFICATE 6% of monthly base salary/Sergeant; or MANAGEMENT CERTIFICATE 9% of monthly base salary/Lieutenant Increases in the benefit afforded to qualified sworn personnel for Intermediate and Advanced Certificates does not have any impact whatsoever on the benefit provided for qualified sworn personnel receiving Supervisory, Management or other concurrently authorized P.O.S.T.

Certificate Pay.

Any Sergeant promoted to the rank of Lieutenant, who at the time of promotion is receiving compensation for a Supervisory P.O.S.T. Certificate, will continue to receive compensation for a Supervisory P.O.S.T. Certificate until such time as he/she qualifies for a Management P.O.S.T.

Certificate.

Employees will be eligible to receive concurrently the one-time Educational Incentive Pay while continuing to receive P.O.S.T. Certificate Pay for all degrees received. 240
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19 39. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORN

HIRE AS FOLLOWS
 $2,000 @ hire + $500 @ completion of probation for Police Recruits (entry level).  $4,000 @ hire + $1,000 @ completion of probation for Lateral Police Officers.

To qualify for this incentive, an employee’s name must be listed as the referral source on the new hire’s original employment application and be verified by Human Resources. If more than one employee’s name is listed on the application as a referral source, the incentive will be split accordingly.

Note: Any Police Department Personnel who are assigned to the Training/Backgrounds Unit or who are given any work/responsibilities related to the recruitment and hiring of employees, are not eligible for this benefit unless contact has been made solely and entirely outside of work hours.

40. REHIRE POLICY
An employee who resigns from City employment and at the time of resignation is eligible for rehire and who is, in fact, rehired not later than six (6) months after the effective date of resignation and then employed in his/her former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have his/her 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 will be at the hourly rate existing upon rehire. Sick leave on record at the time of separation that was not compensated for will be reinstated. Further, rehired employees will be allowed to participate in the Voluntary Physical Fitness Program.

41. RETENTION OF DOCUMENTS
All written disciplinary records, internal affairs investigations, and citizen complaints will be removed from an employee’s personnel and other City files after five (5) years from the date complaint was received/discovered. Job Performance Evaluations will be removed from the same files five (5) years after the evaluation period ends.

This policy applies only to active employees; records for separated or inactive employees will not be tracked or purged.

42. RETIREMENT
Retirement Plans – The City has a three-tier retirement benefit as follows:

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
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20 C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, with final compensation for the purposes of calculating a new member’s retirement allowance equal to the new member’s highest average PERS compensation for 36 consecutive months of employment
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.

43. RETIREMENT HEALTH SAVINGS (RHS) PLAN
Employees covered under this bargaining group have elected to establish and contribute to a Retirement Health Savings Plan in accordance with IRS regulations. Contributions are as follows:
 All employees covered by this agreement will contribute 1% of base earnings each pay period.
 City will contribute three hundred dollars ($300) per month beginning January 1, 2023, deposited on a 24-pay period cycle.

Upon separation from the City, a 90% cash out of all qualifying, verified accrued leave at time of retirement, or a proportion of accrued leave at time of non-retirement, will be placed in the employees’ Retirement Health Savings Plan. Refer to Sick Leave Buy Back Policy for eligible sick leave.

44. 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.

Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human 242
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21 Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.

C. Underpayments
In situations involving underpayments to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.

45. SEPARATION FROM CITY
At the discretion and approval of the Chief of Police, employees may be allowed to extend their last day of employment through the use of qualifying leave time for up to one (1) pay period beyond the last day on which the employee actually reports to work.

For this article, qualifying leave is defined as vacation, holiday, or comp time. Sick leave usage will be allowed under the terms of Article 46 Sick Leave and those provisions must be followed for any sick leave usage to be allowed under this article.

46. SICK LEAVE
Upon hire, employees will be credited with thirty (30) hours or three (3) days of sick leave, whichever is greater, which can be used following the completion of ninety (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 ten (10) hours of sick leave per month to a maximum accrual of one thousand and eighty (1,080) hours.
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22 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 terms or Summary of Benefits.

47. 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 of full-time City service. 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 will buy back 100% of the employee’s accrued sick leave hours for a disability or service retirement, following completion of five (5) years of service with the City of Chino as the final employer.

Effective July 1, 2016, employees are required to deposit 90% of all eligible accrued sick leave, in accordance with IRS regulations, in the employees’ respective RHS plan.

For non-retirement separations, the employee will be subject to Sick Leave Buy-Back eligibility requirements as indicated above and the associated percentage of accrued sick leave will be deposited into the employee’s RHS plan, per IRS regulations, at time of separation.

48. 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 244
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23 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 or designated representative approval and may not be carried from one fiscal year to the next. Personal leave that is not used will be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the 1,080 hours Sick Leave limit.

49. SICK LEAVE PROGRAM
Employees who have accumulated sick leave in excess of nine hundred and sixty (960) hours on the last pay period in June, may convert up to fifty six (56) hours of sick leave to cash. Payment shall be calculated at the employee’s hourly base rate and paid in the final payroll check of each fiscal year.

50. 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 twenty six (26) pay periods each fiscal year. All other special compensation, such as Bilingual Pay, will receive compensation paid over twenty four (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.

51. SUPPLEMENTAL CONTRIBUTION FOR RETIREES
Employees separating from City of Chino employment as a result of non-disputed disability or service retirement, after completion in either case of fifteen (15) years of continuous, uninterrupted, full-time sworn City of Chino service will receive a total monthly supplemental contribution equal to fifteen dollars ($15) each month multiplied by the number of years of service from time of retirement and will cease upon the death of the member. However, if the retiree dies after receipt of his benefit for less than fifteen (15) years, then the benefit will continue to be paid to the eligible spouse, if any, until the duration of benefit payments totals a complete fifteen (15) years from the date the payment commenced. For example, if the eligible retiree dies after receiving ten (10) years of the supplemental contribution as described herein, and the now deceased eligible retiree has a legal spouse, said spouse will continue to receive the benefit for a remaining five (5) years. No benefit will be provided to any other beneficiary with the exception of what is noted here after the employee’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 applies only to those employed as of June 30, 1998. Therefore, no future members of the CPMA will qualify for this benefit at any level whatsoever. Future hires will be provided with no supplemental contribution for retirees.
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24 52. 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 three thousand, five hundred dollars ($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.

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 sixty (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 sixty (60) calendar days timeframe, the employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (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 sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120 calendar days total), the City will have the right to automatically make a payroll deduction from 246
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25 the employee’s next regular payroll check in an amount equal to the amount of tuition funds advanced.

53. 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 Department/Risk Management no later than May 1st 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.

54. UNIFORMED AND NON-UNIFORMED - CLOTHING ALLOWANCE
Effective January 1, 2005, employees will receive payment for their Clothing Allowance one (1) time per year. This payment will be in a payroll check deposit separate from the employee’s regular paycheck and will be provided at the time of distribution of the second payroll check in August of each year. Clothing Allowance amounts are as follows:
 Sergeants in uniformed assignments receive seven hundred and seventy dollars ($770) per fiscal year
 Sergeants in non-uniformed assignments receive nine hundred and sixty dollars ($960) per fiscal year
 Lieutenants required to maintain both uniformed and non-uniformed clothing receive one thousand, two hundred dollars ($1,200) per fiscal year
The amount of reportable compensation for uniforms shall not exceed seven hundred and seventy dollars ($770) per fiscal year. Non-uniformed clothing will not be included with reportable compensation in accordance with PERS guidelines. At the employee’s option, the annual allowance may be used toward the purchase of new Police Department uniforms in an amount to be determined individually be each employee.

55. VACATION LEAVE
Maximum accrual of vacation is four hundred (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)
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26 109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
In accordance with the employees’ Retirement Health Savings (RHS) Plan group election and plan provisions, 90% of all accrued leave deposited, in accordance with IRS regulations, in the employee’s respective RHS Plan Section of this MOU. Therefore, 10% of accrued Vacation Leave, up to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate of pay at time of separation or retirement. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave buy back.

Employees will be permitted to use and/or receive compensation for Vacation time in accordance with the provisions set forth in this MOU and established City policies.

56. VACATION LEAVE CONVERSION
Employees who have accrued a minimum of one hundred and twenty (120) Vacation hours may convert a maximum of eighty (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 conversion, half the number of accrued leave hours requested, excluding sick leave, must have been taken as time off. Note: The usage requirement is waived for “activated” military personnel.

57. VEHICLE – CITY
Certain personnel, at the discretion of the Chief of Police and City Manager, will be provided with a City vehicle while maintaining on-call status. In addition, qualifying Sergeants assigned to the Detective Bureau may also be provided with an assigned take-home vehicle as available.

58. WORK SCHEDULE
Employees will be assigned to work various schedules based on the operational needs of the Police Department. Work schedules may include, but are not limited to: 4/10, 5/8, or other alternative work schedules as determined by the Chief of Police or designee.

59. WORKERS’ COMPENSATION PROGRAM
Whenever an 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 pursuant to Labor Code Section 4850.

60. WORKERS’ COMPENSATION PREMIUM PAYMENT
In the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
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27  That the Worker’s 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 all outstanding issues of misunderstanding.

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 case 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.

61. 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.

62. MAINTENANCE OF EXISTING BENEFITS
All wages, hours, and other terms and conditions of employment not specifically altered by this Agreement and presently enjoyed by employees will remain in full force and effect during the term of this Agreement unless mutually agreed to the contrary by both City and the CPMA.

63. IMPLEMENTATION
The terms of this Memorandum of Understanding have been codified in this document and agreed upon by the President of the CPMA and City Manager of the City of Chino and will only be implemented upon approval by the City Council.

64. NO STRIKE PROVISION
During the term of this Agreement, the Association, its officers, agents, representatives and/or members agree they will not cause, condone or participate in any strike, walk-out, work stoppage, job action, slow down, speed up, sick-out, refusal or failure to faithfully perform assigned duties and responsibilities, withholding of services or other interference with City operations.

The City retains the right that it may take lawful remedies for the disciplinary action available under its Employer-Employee Relations Section of the Personnel Rules and Regulations and/or any other Department policies.
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28 65. TERM
Except where expressly stated otherwise herein, the City and Association agree that the provisions of this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June 30, 2027.

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29 Michael Johnson, President Linda Reich, City Manager Chino Police Managers Association City of Chino, California __________________
Date Date
___________________________________
Theresa Doyle, Director of Human
Resources/Risk Management

____________________
Date

251

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

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

1. ACTING PAY ...................................................................................................................................... 4

2. ADDITONAL DUTY PAY .................................................................................................................. 5

3. ASSOCIATION MATTERS ................................................................................................................ 5

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION .............................. 5

5. BENEFIT BANK .................................................................................................................................. 6

6. BEREAVEMENT LEAVE ................................................................................................................... 6

7. BILINGUAL PAY ................................................................................................................................ 7

8. BREAKS AND LUNCH ...................................................................................................................... 7

9. CALL BACK PAY ............................................................................................................................... 7

10. COMPENSATORY TIME ................................................................................................................... 8

11. COMPUTER LOAN PROGRAM ........................................................................................................ 8

12. COST OF LIVING ADJUSTMENT .................................................................................................... 9

13. COURT APPEARANCE COMPENSATION ...................................................................................... 9

14. COURT STAND-BY COMPENSATION ............................................................................................ 9

15. COURT TRAVEL ................................................................................................................................ 9

16. DEATH BENEFIT ................................................................................................................................ 9

17. DEFERRED COMPENSATION PLAN ............................................................................................ 10

18. DIRECT DEPOSIT ............................................................................................................................. 11

19. DISABILITY ...................................................................................................................................... 12

20. DISCIPLINARY APPEAL PROCEDURE ........................................................................................ 12

21. EMOTIONAL SUPPORT CANINE HANDLER .............................................................................. 12

22. FLEXIBLE BENEFITS SPENDING PLAN ...................................................................................... 12

23. FLOATING HOLIDAY TIME ........................................................................................................... 12

24. HIRING INCENTIVE ........................................................................................................................ 13

25. HOLIDAYS ........................................................................................................................................ 13

26. HOLIDAY CLOSURE ....................................................................................................................... 14

27. JURY DUTY ...................................................................................................................................... 14

28. LEAVE APPROVAL ......................................................................................................................... 14

29. LIFE INSURANCE ............................................................................................................................ 15

30. LONGEVITY PAY ............................................................................................................................ 15 252
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2 31. MANAGEMENT RIGHTS ................................................................................................................ 15

32. MILEAGE REIMBURSEMENT ....................................................................................................... 16

33. ON-CALL PAY .................................................................................................................................. 16

34. OVERTIME ........................................................................................................................................ 16

35. OVERTIME COMPENSATION ........................................................................................................ 16

36. PRISONER TRANSPORTATION PAY ............................................................................................ 17

37. RECRUITMENT INCENTIVE .......................................................................................................... 17

38. REGULAR RATE OF PAY ............................................................................................................... 17

39. REHIRE POLICY ............................................................................................................................... 17

40. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE ........................... 18

41. RETIREMENT ................................................................................................................................... 18

42. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................................. 18

43. SCHEDULE ........................................................................................................................................ 19

44. SENIORITY ....................................................................................................................................... 19

45. SEPARATION FROM CITY ............................................................................................................. 20

46. SICK LEAVE ..................................................................................................................................... 20

47. SICK LEAVE HIRING INCENTIVE ................................................................................................ 20

48. SICK LEAVE BUY-BACK................................................................................................................ 21

49. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................. 21

50. SICK LEAVE PROGRAM ................................................................................................................. 21

51. SPECIAL ASSIGNMENTS ............................................................................................................... 21

52. SPECIAL ASSIGNMENT PAY ......................................................................................................... 22

53. STANDBY PAY ................................................................................................................................. 22

54. TRAINING PAY ................................................................................................................................ 22

55. TUITION ADVANCE PROGRAM ................................................................................................... 22

56. TUITION REIMBURSEMENT – ENHANCED PROGRAM ........................................................... 23

57. UNIFORM CLEANING ALLOWANCE........................................................................................... 24

58. VACATION LEAVE .......................................................................................................................... 24

59. VACATION LEAVE BUY-BACK .................................................................................................... 24

60. VACATION LEAVE CONVERSION ............................................................................................... 24

61. WORKERS’ COMPENSATION PROGRAM ................................................................................... 25

62. WORKERS’ COMPENSATION PREMIUM PAYMENT ................................................................ 25

63. SAVINGS CLAUSE ........................................................................................................................... 25

64. MAINTENANCE OF EXISTING BENEFITS .................................................................................. 25

65. IMPLEMENTATION ......................................................................................................................... 26 253
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3 66. TERM OF AGREEMENT .................................................................................................................. 26

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4 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA) (A RECOGNIZED EMPLOYEE ASSOCIATION)
This Memorandum of Understanding (MOU) is entered into with references to the following facts:

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

Administrative Assistant
Crime Analyst
Crime Prevention & Community Outreach Specialist
Management Assistant
Police Records & Evidence Coordinator
Police Records Technician
Police Service Officer I/II
Police Training Coordinator
Property & Evidence Technician
Public Safety Dispatcher I/II
B. In the interest of maintaining harmonious relations between the City and the employees, authorized representatives of the City and CPPEA have met and conferred in good faith, exchanging various proposals concerning wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in CPPEA.

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

THEREFORE, the City and the CPPEA agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2025 through and including June 30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to those individuals who are employed with the City of Chino on the day following the adoption of a formal resolution by City Council approving this MOU.)

1. ACTING PAY
The City will grant Acting after an employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (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 255
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CPPEA July 1, 2025 – June 30, 2027
5 “A” of the Acting position Classification, whichever is greater, unless otherwise authorized 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 twenty (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.

2. ADDITONAL 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 will receive pay in the amount of five percent (5%) increase in salary to compensate for performing dual functions at the discretion of the Chief of Police. The additional duty pay will be restricted to no more than twelve (12) month limit. In extenuating circumstances, the Chief of Police may request an extension of the additional duty pay past the twelve (12) month limit. This request must be made in writing to the City Manager with justification as to why an extension is required. The extension must include the date the additional duty pay will expire and a copy of the signed extension must be attached to the Personnel Action Form (PAF).

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

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION The City amends its language as found in Resolution 85-53 to read as follows:

5. 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 rate equal to Kaiser), dental and vision coverage for family coverage. The Benefit Bank amount will be adjusted annually when new rates become effective on December 1st. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.

New Hires:

Recertification:

See also Regular Rate of Pay Section of this MOU.

6. BEREAVEMENT LEAVE
A non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family member is provided. A “qualified family member” is defined as a spouse, domestic partner, parent, stepparent, sibling, child, step-child, mother-in-law, father-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.

The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member if requested by the Chief of Police or their designee. 257
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
7 Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

7. BILINGUAL PAY
Employees are eligible to receive two hundred and forty dollars ($240) per month (paid over 24 pay periods) for verbal fluency is provided to employees if they demonstrate their conversational skill in any language other than English the Chief of Police 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. Chief of Police Approval: To be eligible to take the City’s competency examination, an employee must be recommended by the Chief of Police. Eligibility for the opportunity to test for bilingual pay is solely at the Chief of Police’s discretion and is not subject to administrative appeal or challenge. The Chief of Police 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 Chief of Police that bilingual skills are no longer required for use on-thejob and this benefit will be removed from the employee with no right of appeal.

8. BREAKS AND LUNCH
This article applies to the following classifications only:
 Public Safety Dispatchers I/ II
 Crime Analysts
 Police Service Officers I/II
These classifications will be provided with a 45 minute paid meal period within a 10-12 hour shift.

Employees working overtime between five (5) and seven (7) consecutive hours shall receive a 20- minute paid break time. Employees working overtime shifts of seven (7) consecutive hours or more shall be entitled to receive one (1) 45-minute meal period.

During each of these paid meal breaks, employees will remain on an on-call status.

9. CALL BACK PAY
Employees who are not on stand-by and who are called back to work during their off-duty hours will receive two (2) hours minimum pay at one and one-half (1 ½) times their regular rate. 258
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
8 10. COMPENSATORY TIME
Administrative Assistant, Management Assistant, and Police Training Coordinator Employees may accrue a maximum of 40 hours of Compensatory Time off, with the exception noted below. Each employee has the option of electing to convert any, or all, accrued Compensatory Time off hours to pay at the hourly rate existing at the time of distribution.

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

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

All positions not listed above – Two (2) Compensatory Time banks, each consisting of eighty (80) hours, are established:
 Compensation Bank No. 1: This bank provides for the accrual of eighty (80) hours of Compensatory Time to be paid out only upon separation from employment. The first eight (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 eighty (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 eighty (80) in this account will be paid to employees in salary at one and one-half (1 ½) times the employee’s regular rate of pay.

11. COMPUTER LOAN PROGRAM
All regular employees who have completed their probationary period are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
 Maximum amount financed is two thousand, five hundred dollars ($2,500).  Any new computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program.  Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
 System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc.  No game or entertainment software will qualify under this program.  Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
 Payments on the loan will be made through payroll deduction on a bi-weekly basis.  Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
 The City must approve in advance all purchases for equipment under this program.  A written agreement between the City and participant is required to participate in this program.
 Upon notification of winning the PC Lottery Program, participant will have thirty (30) days to submit necessary documentation to Finance Department for pre-approval of system purchase.

The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. 259
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
9 12. COST OF LIVING ADJUSTMENT
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the first pay period after ratification of the CPPEA Unit and approval by the City Council: Two percent (2%)
 Effective the beginning of the pay period including July 1, 2026: Four percent (4%) For any part-time position that receives a mandated wage increase (due to the minimum wage law), the full-time position will receive the same increase.

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

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

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

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

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

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

In the event of an employee’s death where such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.
260
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
10 17. DEFERRED COMPENSATION PLAN
A deferred compensation plan, 457(b), 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
Employees will receive a one hundred dollar ($100) per month City match to their Deferred Compensation Plan provided the employee contributes one hundred dollars ($100) per month to their City Deferred Compensation account. If the employee does not contribute to the Deferred Compensation account each month, they will not be eligible for the City match. “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 Leave, Vacation, Floating Holiday, Sick Leave Conversion, Compensatory Time hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 catch-up" shall normally be distributed over an employee's last three (3) years prior to their planned retirement date.

However, based on the total amount of "457 catch-up" contributions available to the employee, accumulated Sick Leave hours, and the employee's designated retirement date, "457 catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 catch-up" privileges available to them, and be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will 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 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 261
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
11 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 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 Compensatory 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 Catchup” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.

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

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

18. DIRECT DEPOSIT
All employees will be required to have funds directly deposited into an account they established for deposit of their payroll checks.
262
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
12 19. DISABILITY
Full-time, non-probationary employees are eligible for a City-funded Short/Long-term disability plan which provides for salary continuation effective on the 41st consecutive calendar day of disability at a rate of 100% of the employee’s base salary, with a provision to continue regular benefits and benefit accruals. On the 61st consecutive calendar day of disability, salary continuation is paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will not exceed five (5) years.

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

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

Whenever a canine is retired from active duty, the canine handler last having the canine shall have the option to purchase the canine pursuant to the applicable canine policy and purchasing agreement.

22. FLEXIBLE BENEFITS SPENDING PLAN
A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

23. FLOATING HOLIDAY TIME
Employees are provided with thirty five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).

This time off is used by the employee with the approval of their supervisor.

Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one 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 ten (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 fourteen (14) calendar days from the date of separation.
263
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
13 24. HIRING INCENTIVE
Per Resolution No. 2022-40, the City will pay new-hire lateral Dispatchers (non-entry level) an incentive of $5,000 upon hire, and an additional $5,000 upon successfully passing the probation period.

25. HOLIDAYS
The City has designated twelve (12) ten-hour holidays as follows:

New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
a) Pertaining to Administrative Assistant, Management Assistant, and Police Training Coordinator – When a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. When a holiday falls on a Sunday, the following Monday will be recognized as the holiday. To be eligible for an observed holiday, employees must be paid for the regularly scheduled workday which immediately follows the observed holiday to receive pay for that holiday. For example, if a holiday fell on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employee would be required to be paid for a regularly scheduled workday on the Thursday before the observed holiday and the Tuesday following the observed holiday.

When a City-designated holiday is observed on an employee’s scheduled day off, holiday hours will be credited to the employee. The employee is required to initiate contact with their supervisor in writing to request authorization to utilize these banked holiday hours. Any remaining time will be paid out in the final payroll check of each fiscal year.

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

In any instance where an employee works on a holiday, the employee may choose one (1) of the following options for compensation:
i. Be paid holiday hours at straight time and bank hours worked as compensatory time at overtime hours.
ii. Be paid holiday hours at straight time and be paid hours worked at overtime rate. b) Pertaining to all positions other than those listed in paragraph (a) herein – Employees are credited with one hundred and fifty five (155) holiday hours (observed City holidays plus Floating Holiday Time) at the beginning of each fiscal year. Employees have the option of converting Holiday Time to cash or to accumulated time off. Holiday time converted to cash pursuant to exercise of the above option, will be compensated at the current base hourly rate.

Any holidays converted to accumulated time off must be utilized during the fiscal year, and 264
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
14 there will be no option to carry unused accumulated holiday time from one fiscal year to another. Employees who have unused holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused holiday time.

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

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

Except for employees retiring from the City, employees who use or receive pay for observed City holidays and subsequently terminate their employment with the City, will be responsible to reimburse the City for hours used beyond those which would have normally accrued during that period of time in the fiscal year. See Salary Adjustments (Overpayments, Recovery, and Underpayments) Section of this MOU.

26. HOLIDAY CLOSURE
Pertaining to Administrative Assistant, Management Assistant, and Police Training Coordinator:

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 Chief of Police.

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

For all jury service, employees 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.

28. LEAVE APPROVAL
Employees are guaranteed to receive approval from supervisor(s) for paid leave of not less than eighty (80) hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscal year to be deducted from the employee’s accrued leave time on record. 265
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
15 29. LIFE INSURANCE
Employees are provided with $100,000 in life insurance coverage.

See also Death Benefit Section of this MOU.

30. LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
 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.

31. MANAGEMENT RIGHTS
The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.

These rights include, but are not limited to:
 Determining the organization, mission, and objectives of the agency or department.  Establishing the mission of its constituent departments, commissions, and boards.  Setting and modifying standards of service.
 Planning, directing, and controlling the workforce.
 Establishing policies, procedures, and standards for employee conduct and performance.
 Conducting performance evaluations and implementing performance improvement plans as necessary.
 Determining the number, location, and types of employees required.  Hiring, promoting, transferring, assigning, and retaining employees.  Establishing job classifications, qualifications, and standards for hiring, training, and performance evaluation.
 Exercising full control and discretion over the organization’s structure and the technology used to perform work.
 Implementing corrective actions, including suspension, demotion, or termination, for just cause.
 Taking all necessary actions to carry out its mission in emergencies, including reassigning personnel and modifying work assignments as needed.  There is not provision in this MOU that shall be deemed to limit or curtail the City’s rights, unless and only to the extent that the provision of this MOU specifically curtail or limit such rights.

MEET AND CONFER
Where required by law, the City agrees, prior to implementation, to meet and confer with the CPPEA Unit concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.
266
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
16 32. MILEAGE REIMBURSEMENT
The City agrees to reimburse employees authorized by the Chief of Police for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid the required vehicle insurance verification..

Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Chief of Police and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided.

The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

33. ON-CALL PAY
Employees who are released from active duty but are required to leave notice where they can be reached shall be defined as assigned to on-call duty. On-call duty requires employees assigned to respond to within a reasonable period. The Chief of Police may establish what constitutes reasonable response times based on the nature of incident.

In order to assure a reasonable response time, employees on-call are required to either carry a Cityprovided communication device or provide their supervisor with a telephone number where they can be reached while on-call duty.

The Chief of Police shall identify positions within the Department that require employees to be on-call and are eligible for on-call duty pay.

Employees placed on-call will be guaranteed two (2) hours straight time pay for each day of the week, including weekends and holidays. The employee may elect to have this in pay or Compensatory Time off.

34. OVERTIME
For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be counted as hours worked. 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 Memorandum of Understanding.

See also Regular Rate of Pay Section of this MOU.

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

See also Regular Rate of Pay Section of this MOU.
267
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
17 36. PRISONER TRANSPORTATION PAY
See Special Assignment Pay section of this MOU.

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

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

38. REGULAR RATE OF PAY
For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to 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 Pay
 Special Assignment/Pay
 Standby Pay
 Training Pay
 Uniform Cleaning Allowance

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

See also Overtime and Overtime Compensation Sections in this MOU.

39. REHIRE POLICY
An employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact, rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period that any new hire would otherwise serve and will be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have their seniority level and leave accrual rates set based upon the number of years of service with the City of Chino prior to their resignation. 268
Memorandum of Understanding
CPPEA July 1, 2025 – June 30, 2027
18 Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. Sick Leave on record at the time of separation that was not compensated for, will be reinstated.

40. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE An employee is limited to thirty (30) calendar days from service of an adverse document in which to respond to said document placed in their Personnel File. If the employee, or the employee’s representative, requires additional time to prepare a response, either party may, in writing, notify the Director of Human Resources/Risk Management and an additional thirty (30) days extension will be granted.

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

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

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

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

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

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.

42. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) All adjustments to an employee’s salary will be made at the start of the pay period in which the salary adjustment becomes effective.

A. Overpayments

1. In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employee shall be given six (6) months to repay the overpayment.

2. Written documentation showing he calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human 269
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19 Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.

3. Extensions to the period for repayment of the overage or an alternative prepayment method may be requested by the employee and are subject to the approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only in the case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.

B. Recovery

1. If the employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate a collections process against the employee.

C. Underpayments

1. In situation involving underpayment to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.

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

43. SCHEDULE
A. WORK SCHEDULES
The Chief of Police shall establish work schedules and hours as may be necessary for the efficient and operational needs of the Department or the service needs of the community.

B. CHANGING OF DAYS OFF FOR TRAINING PURPOSES:

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

C. EMERGENCY SCHEDULE:

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

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

Scheduling is developed/administered departmentally with the Chief of Police serving as ultimate approver of schedules.

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

Seniority will be determined by hire date with Chino Police Department. If two (2) new personnel (any job class or rank) are hired at the same time, at the same step, for the same position, then 270
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20 City payroll numbers (determined alphabetically) will determine seniority with the lowest number being senior.

For this article, qualifying leave time is defined as vacation, holiday, floating holiday, personal or comp time. Sick leave usage will be allowed under the terms of Article 46 Sick Leave, and those provisions must be followed for any sick leave usage to be allowed under this article.

46. SICK LEAVE
Upon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (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 ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty (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.

47. SICK LEAVE HIRING INCENTIVE
A new employee may be credited with up to two hundred (200) hours of Sick Leave as long as the prior employer did not compensate the employee for these Sick Leave hours at this amount or greater. New employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.
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21 48. 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 of full-time City service. The percentage of Sick Leave Buy Back is:

49. 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 approval from the Chief of Police and may not be carried from one fiscal year to another. Personal Leave that is not used will be credited to Sick Leave at the end of the fiscal year if said credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.

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

51. SPECIAL ASSIGNMENTS
Employees will be subject to mandatory transfers into “Special Assignments” to meet the operational needs of the City. Training will be provided, as needed, to assist in the transition of 272
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22 acquiring new duties and responsibilities. If an employee has a specific concern relative to the “Special Assignment” they have been chosen to fill, a discussion will be held that may include the affected employee, their representative, the Director of Human Resources/Risk Management and any other relevant party.

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

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

52. SPECIAL ASSIGNMENT PAY
An additional one hundred dollars ($100) per month (paid over 24 pay periods) will be paid to Police Service Officers whose additional duties include prisoner transportation.

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

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

55. 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 three thousand, five hundred dollars ($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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23 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.

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 sixty (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 sixty (60) calendar days timeframe, the employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (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 sixty (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.

56. 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 Department/Risk Management no later than May 1st of each year in order to participate in this Enhanced Program.
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24 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.

57. UNIFORM CLEANING ALLOWANCE
Employees in the following classifications: Crime Prevention & Community Outreach Specialist, Crime Analyst, Police Records Technician, Police Records & Evidence Coordinator, Police Service Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II will be provided with a uniform cleaning allowance of seven hundred and seventy dollars ($770) per year.

Effective August 1, 2025, the City agrees to pay the uniform cleaning allowance of thirty-two dollars and eight cents ($32.08) per 24 pay periods.

For PERS Classic employees, the City shall report to CalPERS the monetary value of uniforms in the amount of thirty-two dollars and eight cents ($32.08) per 24 pay periods. If assignment is made to a non-uniformed unit the employee will no longer eligible to receive the uniform cleaning allowance and the Department will immediately notify Human Resources/Risk Management Department by processing a Personnel Action Form (PAF) to cease payment of the uniform cleaning allowance.

58. VACATION LEAVE
Maximum accrual of Vacation is four hundred (400) hours. Upon separation from City employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.

New employees with less than six (6) months of City service are ineligible to receive Vacation Leave Conversion. It is the responsibility of employees to schedule Vacation time off for rest and recuperation in order that earned Vacation time in excess of four hundred (400) hours will not be removed from the records.

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

59. VACATION LEAVE BUY-BACK
At separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred (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.

60. VACATION LEAVE CONVERSION
Employees who have accrued a minimum of one hundred and twenty (120) hours of Vacation Leave may convert a maximum of eighty (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. Usage requirement waived for “activated” military personnel. 275
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25 61. WORKERS’ COMPENSATION PROGRAM
Whenever an employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of their duties, the employee will be compensated as follows: On the first, second, and third day of the injury, employees will use accrued Sick Leave, Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salary continuance.

62. WORKERS’ COMPENSATION PREMIUM PAYMENT
In the event that a work-related illness or injury results in a permanent disability settlement, the City will provide a ten percent (10%) premium benefit payment provided the following occurs:
 That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit;
 That neither a “Notice of 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.

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

However, no such replacement is mandated.

64. 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 mutually agreed to the contrary by both the City and CPPEA or determined by law and/or by a court of competent jurisdiction to be unlawful. 276
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26 65. IMPLEMENTATION
The terms of this Memorandum of Understanding are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.

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

66. TERM OF AGREEMENT
Except where expressly stated otherwise herein, the City and CPPEA Unit agree that the provisions of this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June 30, 2027.

Signatures on following page.

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CPPEA July 1, 2025 – June 30, 2027
27 Leah Green, Employee Representative Linda Reich, City Manager Chino Police Professional Employees City of Chino
Association (CPPEA)

Date Date

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

Date Date
278

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

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

1. ACTING PAY ..................................................................................................................... 4

2. ADDITIONAL DUTY PAY ................................................................................................ 4

3. ASSOCIATION MATTERS ............................................................................................... 4

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION ............ 4

5. BENEFIT BANK ................................................................................................................. 5

6. BEREAVEMENT LEAVE .................................................................................................. 6

7. BILINGUAL PAY ............................................................................................................... 6

8. COMPENSATORY TIME .................................................................................................. 6

9. COMPUTER LOAN PROGRAM ....................................................................................... 7

10. COST OF LIVING ADJUSTMENT ................................................................................... 7

11. DEATH BENEFIT............................................................................................................... 7

12. DEFERRED COMPENSATION PLAN ............................................................................. 8

13. DIRECT DEPOSIT ............................................................................................................ 10

14. DISABILITY ..................................................................................................................... 10

15. DISCIPLINARY APPEAL PROCEDURE ....................................................................... 10

16. FLEXIBLE BENEFITS SPENDING PLAN ..................................................................... 10

17. FLOATING HOLIDAY TIME .......................................................................................... 10

18. HOLIDAYS ....................................................................................................................... 10

19. HOLIDAY CLOSURE ...................................................................................................... 11

20. JOINT-LABOR MANAGEMENT COMMITTEE ........................................................... 11

21. JURY DUTY ..................................................................................................................... 12

22. LIFE INSURANCE ........................................................................................................... 12

23. LONGEVITY PAY ........................................................................................................... 12

24. MANAGEMENT RIGHTS ............................................................................................... 12

25. MILEAGE REIMBURSEMENT ...................................................................................... 13

26. NOTARY PAY .................................................................................................................. 13

27. OVERTIME ....................................................................................................................... 14

28. RECRUITMENT INCENTIVE ......................................................................................... 14

29. REGULAR RATE OF PAY .............................................................................................. 14 279
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2 30. REHIRE POLICY .............................................................................................................. 14

31. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE .......... 15

32. RETIREMENT .................................................................................................................. 15

33. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................ 16

34. SCHEDULE ....................................................................................................................... 16

35. SEPARATION FROM CITY ............................................................................................ 16

36. SICK LEAVE .................................................................................................................... 17

37. SICK LEAVE HIRING INCENTIVE ............................................................................... 17

38. SICK LEAVE BUY-BACK .............................................................................................. 17

39. SICK LEAVE CONVERSION TO PERSONAL LEAVE ............................................... 18

40. SICK LEAVE PROGRAM................................................................................................ 18

41. TUITIONADVANCE PROGRAM ................................................................................... 18

42. TUITION REIMBURSEMENT – ENHANCED PROGRAM ......................................... 19

43. VACATION LEAVE......................................................................................................... 20

44. VACTION LEAVE BUY BACK ...................................................................................... 20

45. VACATION LEAVE CONVERSION .............................................................................. 20

46. WORKERS’ COMPENSATION PROGRAM ................................................................. 20

47. WORKERS’ COMPENSATION PREMIUM PAYMENT .............................................. 21

48. SAVINGS CLAUSE .......................................................................................................... 21

49. MAINTENANCE OF EXISTING BENEFITS ................................................................. 21

50. IMPLEMENTATION ........................................................................................................ 21

51. TERM OF AGREEMENT ................................................................................................. 21 280
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3 MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,

AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION (A RECOGNIZED EMPLOYEE ASSOCIATION)
This Memorandum of Understanding (MOU) is entered into with references to the following facts:

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

Administrative Assistant
City Clerk Records Technician
Community Liaison
Deputy City Clerk
Executive Assistant
Executive Assistant to the City Council
Human Resources Specialist I/II
Information Technology Specialist I/II
Management Assistant
Payroll Technician
B. In the interest of maintaining harmonious relations between the City and the CONFIDENTIAL, authorized representatives of the City and CONFIDENTIAL have met and conferred in good faith, exchanging various proposals concerning wages, hours, and other terms and conditions of employment of the employees which are within the scope of law for represented employees in CONFIDENTIAL.

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

THEREFORE, the City and CONFIDENTIAL agree that wages, hours, and terms and conditions of employment will be applied as follows for the period of July 1, 2025, through and including June 30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to those individuals who are employed with the City of Chino on the day following the adoption of a formal resolution by City Council approving this MOU).
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4 1. ACTING PAY
The City will grant Acting Pay after an employee has worked in a higher classification for twenty (20) consecutive work days or for twenty (20) non-consecutive work days in a ninety (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 “A” Step of the Acting position Classification, whichever is greater, unless otherwise authorized 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 twenty (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.

2. 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 will receive pay in the amount of five percent (5%) increase in salary to compensate for performing dual functions at the discretion of the Department Director. The additional duty pay will be restricted to no more than twelve (12) month limit. In extenuating circumstances, the Department Head may request an extension of the additional duty pay past the twelve (12) month limit. This request must be made in writing to the City Manager with justification as to why an extension is required. The extension must include the date the additional duty pay will expire and a copy of the signed extension must be attached to the Personnel Action Form (PAF).

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

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

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

4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION The City amends its language as found in Resolution 85-53 to read as follows:

A Decertification petition alleging that the incumbent recognized employee organization no longer represents a majority of employees in the recognized unit must be filed with the Director of Human Resources no later than six (6) months (180 days) prior to the expiration of the Memorandum of Understanding then in effect. A Decertification Petition must be filed by two (2) or more 282
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5 employees or their representative, or an employee organization, and will contain the following information and documentation declared by the duly authorized signatory under penalty of perjury to be true, correct and complete:
a) The name, address and telephone number of the petitioner(s) and a designated representative authorized to receive notices or requests for further information. b) The name of the established represented unit and the incumbent recognized employee organization sought to be decertified as the representative of that unit. c) Proof that the incumbent recognized employee organization no longer represents more than fifty percent (50%) of the employees in the represented unit, and any other relevant and material facts, including verification that more than fifty percent (50%) of the represented unit no longer desire to be represented by the recognized employee organization.

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

New Hires:

Recertification:

Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the employee in lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next open enrollment period.
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6 6. BEREAVEMENT LEAVE
A non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family member is provided. A “qualified family member” is defined as a spouse, domestic partner, parent, stepparent, sibling, child, step-child, mother-in-law, father-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.

The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Head or their designee.

7. BILINGUAL PAY
Employees are eligible to receive a one hundred and sixty dollar ($160) bilingual allowance per month (paid over 24 pay periods) for verbal fluency in any language that the Department Director deems necessary other than English, including sign language, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine an 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 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 his/her recommendation based on an assessment of the need for the employee to use bilingual skills on the job. If an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, 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.

8. COMPENSATORY TIME
Employees may accrue a maximum of forty (40) hours of Compensatory Time off. Each employee has the option of electing to convert any, or all, accrued Compensatory Time off hours to pay with the second paycheck in November of each year at the hourly rate existing at that time. Upon separation from this bargaining unit, accrued Compensatory Time off will be converted to cash at the then existing base hourly rate.
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7 Employees will only be eligible to earn Compensatory Time when working overtime in their regularly assigned assignment. All other overtime earned will be paid.

9. COMPUTER LOAN PROGRAM
All regular employees who have completed their probationary period are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
 Maximum amount financed is two thousand, five hundred dollars ($2,500).  Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program.  Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
 System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc.  No game or entertainment software will qualify under this program.  Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
 Payments on the loan will be made through payroll deduction on a bi-weekly basis.  Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
 The City must approve in advance all purchases for equipment under this program.  A written agreement between the City and participant is required to participate in this program.

The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.

10. COST OF LIVING ADJUSTMENT
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
 Effective the first pay period after ratification of the Confidential Unit and approval by the City Council: Two percent (2%)
 Effective the beginning of the pay period including July 1, 2026: Four percent (4%)

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

In the event of an employee’s death, their 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 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.
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CONFIDENTIAL July 1, 2025 – June 30, 2027
8 In the event of an employee’s death where such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.

12. DEFERRED COMPENSATION PLAN
A deferred compensation plan, 457(b), 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.

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 Leave/Vacation/Sick Leave Conversion/ Floating Holiday Compensatory Time leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 Catch-up" shall normally be 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 Catch-up" privileges available to him/her, and be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” - Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will 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 286
Memorandum of Understanding
CONFIDENTIAL July 1, 2025 – June 30, 2027
9 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 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.

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

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

Contributions to deferred compensation program will be discontinued while an employee is receiving Workers’ Compensation payments.
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10 13. DIRECT DEPOSIT
All employees will have funds directly deposited into an account they established for deposit of their payroll checks.

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

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

16. FLEXIBLE BENEFITS SPENDING PLAN
A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.

17. FLOATING HOLIDAY TIME
Employees are provided with thirty five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).

This time off is used by the employee with the approval of their supervisor.

Employees may cash out up to thirty five (35) hours of Floating Holiday Time, one time per fiscal year, in one 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 ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.

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

18. HOLIDAYS
The City has designated twelve (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
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Memorandum of Understanding
CONFIDENTIAL July 1, 2025 – June 30, 2027
11 Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
When a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. When a holiday falls on a Sunday, the following Monday will be recognized as the holiday. To be eligible for an observed holiday, employees must be paid for the regularly scheduled workday which immediately follows the observed holiday to receive pay for that holiday. For example, if a holiday fell on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employee would be required to be paid for a regularly scheduled workday on the Thursday before the observed holiday and the Tuesday following the observed holiday.

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

In any instance where an employee works on a holiday, the employee may choose one (1) of the following options for compensation:
a) Be paid holiday hours at straight time and bank hours worked as compensatory time at overtime rate.
b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.

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

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.

20. JOINT-LABOR MANAGEMENT COMMITTEE
The City and the Confidential Unit may convene a Joint Labor-Management (JLM) Committee from time to time for the purpose of discussing matters of mutual concern that do not involve modifications to this Memorandum of Understanding (MOU). 289
Memorandum of Understanding
CONFIDENTIAL July 1, 2025 – June 30, 2027
12 Meetings of the JLM Committee shall be scheduled as needed and only by mutual agreement of both parties. The format, structure, and composition of the Committee shall be determined jointly by the City and the Confidential Unit.

Any actions taken or recommendations made by the JLM Committee shall be non-binding unless explicitly stated otherwise in a written agreement. Such agreements shall be effective only upon approval by the City Council and ratification by the Confidential Unit.

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

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

Also see Death Benefit Section in this MOU.

23. 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.

24. MANAGEMENT RIGHTS
The City retains all rights, powers, and authority to manage, direct, and control its operations, except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.

These rights include, but are not limited to:
 Determining the organization, mission, and objective of the agency or department.  Establishing the mission of its constituent departments, commissions, and boards.  Setting and modifying standards of service.
 Planning, directing and controlling the workforce.
 Establishing policies procedures, and standards for employee conduct and performance. 290
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CONFIDENTIAL July 1, 2025 – June 30, 2027
13  Conducting performance evaluations and implementing performance improvement plans as necessary.
 Determining the number, location, and types of employees required.  Hiring, promoting, transferring, assigning, and retaining employees.  Establishing job classifications, qualifications, and standards for hiring, training, and performance evaluation.
 Exercising full control and discretion over the organization’s Structure and the technology used to perform work.
 Implementing corrective actions, including suspension, demotion or termination for just cause.
 Taking all necessary actions to carry out its mission in emergencies, including reassigning personnel and modifying work assignments as needed.
 There are no provisions in this MOU that shall be deemed to limit or curtail the City’s rights, unless and only to the extent that the provisions of this MOU specifically curtail or limit such rights.

Meet and Confer Obligation
Where required by law, the City agrees, prior to implementation, to meet and confer with the Confidential Unit concerning the impact of the exercise of City rights on wages, hours, and terms and conditions of employment.

25. MILEAGE REIMBURSEMENT
The City agrees to reimburse employees authorized by their Department Director for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid the required vehicle insurance verification.

Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided. The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.

26. NOTARY PAY
The City will provide compensation in the amount of one hundred dollars ($100) per month to up to two (2) employees in the unit designated by the City Manager to perform notary duties. The payment for notary duties will be made biweekly in the amount of forty-six dollars and fifteen cents ($46.15) for twenty-six (26) pay periods.

Employees receiving notary pay shall maintain their commission from the California Secretary of State, if they are receiving the notary pay. The City shall pay for the cost of necessary stamps, journals, supplies, and fees associated with State and/or County requirements, as applicable. 291
Memorandum of Understanding
CONFIDENTIAL July 1, 2025 – June 30, 2027
14 Should the employee not maintain their commission, the employee is responsible for notifying their supervisor and Payroll Division immediately, so the notary pay may be ceased.

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

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

Also see Regular Rate of Pay Section in this MOU.

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

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

29. REGULAR RATE OF PAY
For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to 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
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.

Chino City CouncilJuly 15, 2025

Chino City Council
July 15, 2025