Agenda packet — Chino City Council, November 4, 2025 (part 2 of 4)

5. Cost of Construction and Provision of Inspection Service.

5.1. Subdivider Responsible for All Costs of Construction . Subdivider shall be responsible for payment of all costs incurred for construction and installation of the Works of Improvement. In the event Subdivider is entitled to reimbursement from City for any of the Works of Improvement, such reimbursement shall be subject to a separate Reimbursement Agreement to be entered into between Subdivider and City prior to construction of the Works of Improvement.

5.2. Payment to City for Cost of Related Inspection and Engineering Services .

Subdivider shall compensate City for all of City ’s costs reasonably incurred in having its 318
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11 authorized representative make the usual and customary inspections of the Works of Improvement. In addition, Subdivider shall compensate City for all design, plan check, evaluating any proposed or agreed-upon changes in the work. The procedures for deposit and payment of such fees shall be as established by the City. In no event shall Subdivider be entitled to additional inspections or a final inspection and acceptance of any of the Works of Improvement until all City fees and charges have been fully paid, including without limitation, charges for applicable penalties and additional required inspections.

5.3. Payment of Development Impact Fees . Subdivider shall pay Development Impact Fees pursuant to and in accordance with Chino Municipal Code Chapter 3.40 or 3.45, as applicable.

6. Acceptance of Offers of Dedication . The City Council shall pass as appropriate resolution or resolutions accepting all offers of dedication shown on the Map for the Property, with acceptance to become effective upon completion and acceptance by City of the Works of Improvement. Such resolution(s) shall authorize the City Clerk to execute the Certificate made a part of the Map regarding said acceptance of the offer of dedication.

7. Warranty of Work . Subdivider shall guarantee all Works of Improvement against defective materials and workmanship for a period of one (1) year from the date of final acceptance. If any of the Works of Improvement should fail or prove defective within said one (1) year period due to any reason other than improper maintenance, or if any settlement of fill or backfill occurs, or should any portion of the Works of Improvement fail to fulfill any requirements of the Plans, Subdivider, within fifteen (15) days after written notice of such defects, or within such shorter time as may reasonably be determined by the City in the event of emergency, shall commence to repair or replace the same together with any other work which may be damaged or displaced in so doing. Should Subdivider fail to remedy defective material and/or workmanship or make replacements or repairs within the period of time set forth above, City may make such repairs and replacements and the actual cost of the required labor and materials shall be chargeable to and payable by Subdivider. The warranty provided herein shall not be in lieu of, but shall be in addition to, any warranties or other obligations otherwise imposed by law.

8. Default.

8.1. Default by Subdivider. Default by Subdivider shall include, but not be limited to:
(a) Subdivider’s failure to timely commence construction of Works of Improvement under this Agreement;
(b) Subdivider’s failure to timely complete construction of the Works of Improvement;
(c) Subdivider’s failure to perform substantial construction work for a period for 20 consecutive calendar days after commencement of the work; 319
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12 (d) Subdivider’s insolvency, appointment of a receiver, or the filing of any petition in bankruptcy, either voluntary or involuntary, which Subdivider fails to discharge within 30 days;
(e) The commencement of a foreclosure action against the subdivision or a portion thereof, or any conveyance in lieu or in avoidance of foreclosure; or (f) Subdivider’s failure to perform any other obligation under this Agreement.

8.2. Remedies. The City reserves all remedies available to it at law or in equity for a default or breach of Subdivider ’s obligations under this Agreement. The City shall have the right, subject to this Section, to draw upon or use the appropriate security to mitigate the City ’s damages in the event of default by Subdivider. The City ’s right to draw upon or use the security is in addition to any other remedy available to City. The parties acknowledge that the estimated costs and security amounts may not reflect the actual cost of construction of the improvements and, therefore, City ’s damages for Subdivider ’s default shall be measured by the cost of completing the required improvements. The City may use the sums provided by the securities for the completion of the Works of Improvement in accordance with the plans. In the event the Subdivider fails to cure any default under this Agreement within 20 days after the City mails a notice of such default to the Subdivider and the Subdivider ’s surety, Subdivider authorizes the City to perform the obligation for which Subdivider is in default and agrees to pay the entire cost of such performance by the City. The City may take over the work and complete the Works of Improvement, by contract or by any other method City deems appropriate, at the expense of the Subdivider. In such event, City, without liability for doing so, may complete the Works of Improvement using any of Subdivider ’s materials, appliances, plans and other property that are at the work site and that are necessary to complete the Works of Improvement.

8.3. Remedies Not Exclusive . In any case where this Agreement provides a specific remedy to City for a default by Subdivider hereunder, the Subdivider agrees that the choice of remedy or remedies for Subdivider’s breach shall be in the discretion of the City. Additionally, any remedy specifically provided in this Agreement shall be in addition to, and not exclusive of, City’s right to pursue any other administrative, legal, or equitable remedy to which it may by entitled.

8.4. Attorney’s Fees and Costs . In the event that Subdivider fails to perform any obligation under this Agreement, Subdivider agrees to pay all costs and expenses incurred by City in securing performance of such obligations, including costs of suit and reasonable attorney’s fees. In the event of any dispute arising out of Subdivider ’s performance of its obligations under this Agreement or under any of the Security Instruments referenced herein, the prevailing party in such action, in addition to any other relief which may be granted, shall be entitled to recover its reasonable attorney ’s fees and costs. Such attorney’s fees and cost shall include fees and costs on any appeal, and in addition a party entitled to attorney ’s fees and costs shall be entitled to all other reasonable costs incurred in investigating such action, taking depositions and discovery, retaining expert witnesses, and all other necessary and related costs with respect to the litigation. All such fees and costs shall be deemed to have 320
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13 accrued on commencement of the action and shall be enforceable whether or not the action is prosecuted to judgment.

8.5. Waiver. No waiver by the City of any breach or default by the Subdivider shall be considered valid unless in writing, and no such waiver by the City shall be deemed a waiver of any subsequent breach or default by the Subdivider.

9. Indemnity/Hold Harmless . City or any officer, employee or agent thereof shall not be liable for any injury to persons or property occasioned by reason of the acts or omissions of Subdivider, its agents, employees, contractors and subcontractors in the performance of this Agreement. Subdivider further agrees to protect, defend, indemnify and hold harmless City, its officials, boards and commissions, and members thereof, agents, and employees from any and all claims, demands, causes of action, liability or loss of any sort, because of, or arising out of, acts or omissions of Subdivider, its agents, employees, contractors and subcontractors in the performance of this Agreement, except for such claims, demands, causes of action, liability or loss arising out of the sole active negligence of the City, its officials, boards, commissions, the members thereof, agents and employees, including all claims, demands, causes of action, liability or loss because of or arising out of, in whole or in part, the design or construction of the improvements. This indemnification and agreement to hold harmless shall extend to injuries to persons and damages or taking of property resulting from the design or construction of said Subdivision, and the public improvements as provided herein, and in addition, to adjacent property owners as a consequence of the diversion of waters from the design and construction of public drainage systems, streets and other improvements.

Recordation of the Notice of Acceptance by the City of the Works of Improvements shall not constitute an assumption by the City of any responsibility for any damage or taking covered by this Section. City shall not be responsible for the design or construction of the property to be dedicated or the improvements pursuant to the approved improvement p lans or map, regardless of any negligent action or inaction taken by the City in approving the plans or map, unless the particular improvement design was specifically required by City over written objection by Subdivider submitted to the City Engineer before approval of the particular improvement design, which objection indicated that the particular improvement design was dangerous or defective and suggested an alternative safe and feasible design.

After recordation of the Notice of Acceptance , the Subdivider shall remain obligated to eliminate any latent defect in design or dangerous condition caused by the design or construction defect for a period of one (1) year ; however, Subdivider shall not be responsible for routine maintenance. It is the intent of this section that Subdivider shall be responsible for all liability for design and construction of the improvements installed or work done pursuant to this Agreement and that City shall not be liable for any negligence, nonfeasance, misfeasance or malfeasance in approving or reviewing any work or construction. The improvement security shall not be required to cover the provisions of this Paragraph.

Subdivider shall reimburse the City for all costs and expenses, including but not limited to fees and charges of architects, engineers, attorneys, and other professionals, and court costs, incurred by City in enforcing this Section.
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14 10. Subdivider’s Indemnity of Project Approval. Subdivider shall defend, indemnify, and hold harmless the City and its agents, officers, and employees from any claim, action, or proceeding against the City or its agents, officers, or employees to attack, set aside, void, or annul, an approval of the City, advisory agency, appeal board, or legislative body concerning the Subdivision. The City shall promptly notify the Subdivider of any claim, action, or proceeding and cooperate fully in the defense of any such claim, action, or proceeding. In the event City fails to promptly notify the Subdivider of any claim, action, or proceeding, or if the City fails to cooperate in the defense, the Subdivider shall not thereafter be responsible to defend, indemnify, or hold harmless the City. Nothing in this Section prohibits the City from participating in the defense of any claim, action, or proceeding if City bears its own attorney ’s fees and costs and defends the action in good faith. Subdivider shall not be required to pay or perform any settlement unless the settlement is approved by the Subdivider.

11. Insurance Requirements. Subdivider, at Subdivider’s sole cost and expense and for the full term of this Agreement and any extensions thereto, shall obtain and maintain all of the following minimum insurance requirements in a fo rm approved by the City’s authorized designee for Risk Management prior to commencing any work:
(a) Commercial General Liability policy with a minimum $1 million combined single limit for bodily injury and property damage providing all of the following minimum coverage without deductibles:
(i) Premises operations; including X, C, and U coverage; (ii) Owners’and contractors’protection;
(iii) Blanket contractual;
(iv) Completed operations; and
(v) Products.
(b) Commercial Business Auto policy with a minimum $1 million combined single limit for bodily injury and property damage, providing all of the following minimum coverage without deductibles:
(i) Coverage shall apply to any and all leased, owned, hired, or non - owned vehicles used in pursuit of any of the activities associated with this Agreement; and
(ii) Any and all mobile equipment including cranes which are not covered under the above Commercial Business Auto policy shall have said coverage provided under the Commercial General Liability policy. (c) Workers Compensation and Employers ’Liability policy in accordance with the laws of the State of California and providing coverage for any and all employees of the Subdivider:
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15 (i) This policy shall provide coverage for Workers ’ Compensation (Coverage A); and
(i) This policy shall provide coverage for $1,000,000 Employers’Liability (Coverage B).
(ii) Pursuant to Labor Code section 1861, Subdivider by executing this Agreement certifies: “I am aware of the provisions of Section 3700 of the Labor Code which requires every employer to be insured against liability for Workers ’Compensation or to undertake self -insurance in accordance with the provisions of that Code, and I will comply with such provisions before commencing the performance of the work of this contract.”
(iii) Prior to commencement of work, the Subdivider shall file with the City’s Risk Manager a Certificate of Insurance or certification of permission to self -insure workers ’ compensation conforming to the requirements of the Labor Code.
(d) Endorsements. All of the following endorsements are required to be made a part of each of the above-required policies as stipulated below:
(i) “The City of Chino, its officers, employees and agents are hereby added as additional insureds.”
(ii) “This policy shall be considered primary insurance with respect to any other valid and collectible insurance the City may possess, including any self- insured retention the City may have and any other insurance the City does possess shall be considered excess insurance only.”
(iii) “This insurance shall act for each insured and additional insured as though a separate policy has been written for each. This, however, will not act to increase the limit of the insuring company.” (iv) “Thirty (30) days prior written notice of cancellation shall be given to the City of Chino in the event of cancellation and/or reduction in coverage, except that ten (10) days prior written notice shall apply in the event of cancellation for non -payment of premium. ” Such notice shall be sent to the Risk Manager at the address indicated in Subsection f below.
(v) Subsection d(iv ) hereinabove “Cancellation Notice ” is the only endorsement required of the Workers’Compensation and Employers’ Liability policy.
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16 (e) Admitted Insurers. All insurance companies providing insurance to the Subdivider under this Agreement shall be admitted to transact the business of insurance by the California Insurance Commissioner.
(f) Proof of Coverage. Copies of all required endorsements shall be attached to the Certificate of Insurance which shall be provided by the Subdivider ’s insurance company as evidence of the coverage required herein and shall be mailed to:

City of Chino
Risk Management
13220 Central Avenue
Chino, CA 91710

12. Environmental Warranty.

12.1. Prior to the acceptance of any dedications or Works of Improvement by City, Subdivider shall provide City with a written warranty in a form substantially similar to Exhibit “C”attached hereto and incorporated herein by reference, that:
(a) Neither the property to be dedicated nor Subdivider are in violation of any environmental law, and neither the property to be dedicated nor the Subdivider are subject to any existing, pending or threatened investigation by any federal, state or local governmental authority under or in connection with the environmental laws relating to the property to be dedicated. (b) Neither Subdivider nor any other person with Subdivider’s permission to be upon the property to be dedicated shall use, generate, manufacture, produce, or release, on, under, or about the property to be dedicated, any Hazardous Substance except in compliance with all applicable environmental laws. For the purposes of this Agreement, the term “Hazardous Substances” shall mean any substance or material which is capable of posing a risk of injury to health, safety or property, including all those materials and substances designated as hazardous or toxic by any federal, state or local law, ordinance, rule, regulation or policy, including but not limited to, all of those materials and substances defined as “Toxic Materials” in Sections 66680 through 66685 of Title 22 of the California Code of Regulations, Division 4, Chapter 30, as the same shall be amended from time to time, or any other materials requiring remediation under federal, state or local laws, ordinances, rules, regulations or policies. (c) Subdivider has not caused or permitted the release of and has no knowledge of the release or presence of any Hazardous Substance on the property to be dedicated or the migration of any hazardous substance from or to any other property adjacent to, or in the vicinity of, the property to be dedicated. (d) Subdivider’s prior and present use of the property to be dedicated has not resulted in the release of any hazardous substance on the property to be dedicated.
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17 12.2. Subdivider shall give prompt written notice to City of:
(a) Any proceeding or investigation by any federal, state or local governmental (b) authority with respect to the presence of any hazardous substance on the property to be dedicated or the migration thereof from or to any other property adjacent to, or in the vicinity of, the property to be dedicated. (c) Any claims made or threatened by any third party against City or the property to be dedicated relating to any loss or injury resulting from any hazardous substance; and
(d) Subdivider’s discovery of any occurrence or condition on any property adjoining or in the vicinity of the property to be dedicated that could cause the property to be dedicated or any part thereof to be subject to any restrictions on its ownership, occupancy, use for the purpose for which it is intended, transferability or suit under any environmental law.

13. General Provisions.

13.1. Successors and Assigns . This Agreement shall be binding upon all successors and assigns to Subdivider ’s right, title, and interest in and to the Property and any portion thereof. Subdivider hereby consents to City recording this Agreement as official records of San Bernardino County, affecting fee title interest to the Property to provide constructive notice of the rights and obligations incurred by Subdivider in the City ’s approval of this Agreement. In the event the Property is subsequently conveyed by Subdivider to a third party prior to completion of the Works of Improvement, whereby the third party is intended to assume Subdivider’s responsibilities with regard to this Agreement, (the “Replacement Subdivider ”), the rights and obligations of this Agreement shall transfer to the Replacement Subdivider; however, the Security Instruments required pursuant to Section 4 of this Agreement, and furnished by Subdivider as a condition of the City ’s approval of this Agreement, shall remain Subdivider’s responsibility to maintain until such time as Subdivider and its Replacement Subdivider enter into a Transfer and Assignment of Subdivision Agreement, (the “Transfer Agreement”), to acknowledge the transfer of fee title to the Property from the Subdivider to its Replacement Subdivider, and to acknowledge the rights and obligations associated with this Agreement upon the Replacement Subdivider, including Replacement Subdivider ’s responsibility to furnish replacement Security Instruments meeting the City’s approval pursuant to Section 4 of this Agreement. Until such time as a Transfer Agreement, meeting the City ’s approval, is executed by Subdivider and its Replacement Subdivider, and replacement Security Instruments meeting City ’s approval are furnished by the Replacement Subdivider, Subdivider retains sole responsibility for maintaining all Security Instruments required pursuant to Section 4 of this Agreement.

13.2. No Third -Party Beneficiaries . This Agreement is intended to benefit only the parties hereto and their respective successors and assigns. Neither City nor Subdiv ider intend to create any third -party beneficiary rights in this Agreement in any contractor, subcontractor, member of the general public, or other person or entity. 325
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18 13.3. No Vesting Rights. Performance by the Subdivider of this Agreement shall not be construed to vest Subdivider ’s rights with respect to any change in any zoning or building law or ordinance.

13.4. Subdivider is Not Agent of City. Neither Subdivider nor Subdivider ’s agents, contractors, or subcontractors are agents or contractors of the City in connection with the performance of Subdivider’s obligations under this Agreement.

13.5. Time of the Essence. Time is of the essence of Subdivider ’s performance of all of its obligations under this Agreement.

13.6. Notices. Unless otherwise specified in this Agreement, all notices required or provided for under this Agreement shall be in writing and delivered in person or sent by mail, postage prepaid and addressed as provided in this Section. Notice shall be effective on the date is delivered in person, or, if mailed, on the date of deposit in the United States Mail.

Notice shall be provided to the persons listed on Pages 1 and 2 of this Agreement by the parties for this purpose.

Either party may provide a new designated representative and/or address by written notice as provided in this Section.

13.7. No Apportionment. Nothing contained in this Agreement shall preclude City from expending monies pursuant to agreements concurrently or previously executed between the parties, or from entering into agreements with other subdividers for the apportionment of costs of water and sewer mains, or other improvements pursuant to the provisions of the City ordinances providing, therefore. Nor shall anything in the Agreement commit City to any such apportionment.

13.8. Severability. If any portion of this Agreement is held invalid by a court of competent jurisdiction, the remainder of the Agreement shall remain in full force and effect unless amended or modified by mutual written consent of the parties.

13.9. Captions. The captions of this Agreement are for convenience and reference only and shall not be used in the interpretation of any provision of this Agreement.

13.10. Incorporation of Recitals. The recitals to this Agreement are hereby incorporated into the terms of this Agreement.

13.11. Interpretation. This Agreement shall be interpreted in accordance with the laws of the State of California.

13.12. Entire Agreement; Waivers and Amendments . This Agreement integrates all of the terms and conditions mentioned herein, or incidental hereto, and supersedes all negotiations and previous agreements between the parties with respect to all or part of the subject matter hereof, except as may be expressly provided herein. All waivers of the provisions of this Agreement must be in writing and signed by an authorized representative of the party to be charged, and all amendments hereto must be in writing and signed by the appropriate representatives of both parties.
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19 13.13. Counterparts. This Agreement may be executed in one or more counterparts, all of which taken together shall be deemed one original.

14. Authority. The persons executing this Agreement on behalf of the parties warrant the (I) party is duly organized and existing, (ii) they are duly authorized to execute and deliver this Agreement on behalf of said party, (iii) by so executing this Agreement, such party is formally bound to the provisions of this Agreement, and (iv) the entering into of this Agreement does not violate any provisions of any other agreement to which said party is bound. [SIGNATURES ON NEXT PAGE]
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20 IN WITNESS WHEREOF, the City and the Subdivider have caused this Agreement to be executed the day and year first above written.

APPROVED AS TO FORM: APPROVED AS TO CONTENT:
___________________________ _____________________________ Fred Galante, City Attorney Hye Jin Lee, P.E.

Director of Public Works

BEAZER HOMES HOLDINGS, LLC
By:

Its: Authorized Agent
Sonia Villaneda

CITY OF CHINO
Dr. Linda Reich, City Manager
Date:

ATTEST:

By
Natalie Gonzaga, City Clerk
Dated: ___________________________
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329
01225.0006/366470.2 A-1
EXHIBIT “A”
[attached]
330
331
01225.0006/366470.2 B-1
EXHIBIT “B”
TENTATIVE TRACT MAP NO. 16420-6 (LOTS 4 & 7) WORKS OF IMPROVEMENT A. Removal of undesirable, dangerous and dead plant materials and roots.

B. All onsite and offsite grading as specified on the approved grading plan.

C. Relocation of all public utility structures as necessary to properly construct the required improvements.

D. Storm drain facilities as required and shown on the approved construction plans and in accordance with City Standards.

E. Sanitary sewers constructed as shown on the approved, engineered plans and in accordance with City Standards.

F. Water mains, valves, hydrants, services, meters and appurtenances to serve each lot as shown on the approved construction plans and in accordance with City Standards.

G. Underground installation of all electrical, telephone, cable television and any other energy or communication lines that abut or are within the project site.

H. A street lighting system (City-owned) in accordance with City Standards.

I. Disposal of all rocks and debris located within any public right -of-way within said development or on the boundary streets thereof.

J. Installation of concrete curbs, gutters, sidewalks, cross gutters, driveways and intersections as shown on approved construction plans and in accordance with City Standards.

K. Installation of asphalt concrete or Portland Cement Concrete street pavement on base material as shown on approved construction plans and in accordance with City Standards.

L. Street signs at intersections per the City Standards.

M. Installation of approved landscaping (plants and materials).

N. Setting monuments as required by the State Code.

The Subdivider shall also perform all work and furnish all materials necessary, in the opinion of the Director of Development Services or his designee and on his order, to complete the improvements in accordance with the plans and specifications on file as hereinbefore specified, or any changes required or ordered by said Engineer which, in his opinion, are necessary or required to complete this work. 332
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STREETS
EA Tree Removal 800.00$ -$
17 CY Concrete Removal 325.00$ 5,525.00$
131 CY AC Pavement Removal 100.00$ 13,100.00$ CY Imported Common Fill (Incl. Compaction) 34.00$ -$ SF Preparation of Subgrade, Sidewalk and Paving 1.00$ -$ 3513 LF PCC 8" Curb & 24" Gutter on 6" AB 26.00$ 91,338.00$ 4182 LF PCC 6" Curb & 24" Gutter on 6" AB 24.00$ 100,368.00$ 4391 LF PCC Curb Only 20.00$ 87,820.00$
LF 8" A.C. Berm 20.00$ -$
240 SF 8" PCC Cross Gutter on 6" AB 16.00$ 3,840.00$ 66375 SF 4" PCC Sidewalk 5.80$ 384,975.00$ 1021 SF 6" PCC Thick Pavement on 6" AB 12.50$ 12,762.50$ SF 8" PCC Thick Drive Approach on 6" AB 15.00$ -$ LF 2" x 6" Redwood Header 7.50$ -$
EA Street Sign and Post 475.00$ -$
EA Traffic Sign and Post 400.00$ -$
EA Reflector Sign and Post 175.00$ -$
EA Painted Legend 6.50$ -$
SF Prime or Tack Coat 0.08$ -$
TON AC Variable - <300T 130.00$ -$
4,399 TON AC Variable - >300T 120.00$ 527,880.00$ TON CAB Variable - <300T 100.00$ -$
5,005 TON CAB Variable - >300T 90.00$ 450,450.00$ EngCostEstimate Page 1 of 10 Effective Date: January 1, 2021 333
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STREETS
24 EA Adjust Sewer Manhole to Grade 950.00$ 22,800.00$ EA Adjust Sewer Cleanout to Grade 500.00$ -$ 42 EA Adjust Water Valve and Can to Grade 525.00$ 22,050.00$ 26 EA Street Light 7,700.00$ 200,200.00$
1 EA Electrical Pedestal 6,500.00$ 6,500.00$
EA Lot Monument Setting Fee 550.00$ -$
LF Sawcut A.C. 3.00$ -$
LF Sawcut Concrete 3.00$ -$
SF Cold Plane A.C. 2" Thick 0.28$ -$
Signing & Striping for
LF Arterial 19.00$ -$
3225 LF Collector 13.00$ 41,925.00$
LF Local 7.00$ -$
EA Traffic Signal (8 - Phase Controller) 350,000.00$ -$ EA Modify existing Traffic Signal per Quadrant 75,000.00$ -$ LF Chain Link Fence
4 foot Residential Grade (Add $7.00/LF for Removal
of Existing Fence) 25.00$ - $
6 foot School fence (Add $9.00/LF for Removal of
Existing Fence) 35.00$ - $
EA Utility Poles
Transmission 11,500.00$ -$
Distribution 8,000.00$ -$
Service 3,000.00$ -$
EngCostEstimate Page 2 of 10 Effective Date: January 1, 2021 334
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STREETS
SF
Landscape (Including shrubs, Hardscape, Irrigation,
Ground Cover, Lighting, Installation Labor and Connection to Existing Systems) 15.00$ - $
LF
14 foot Median with Landscape, Irrigation, Lighting,
Hardscape, Curb, Gutter & Pavement 300.00$ - $ Rail Road Crossing
LS
Safety Equipment (Complete Including Crossing
Gates, Signs, and Lights) 500,000.00$ - $
SF Track Crossing (Concrete) 175.00$ -$
SF Approach 4.00$ -$
36 EA S.W. Ramps (A.D.A. Compliant) 4,000.00$ 144,000.00$ EA Traffic Signal Loops 600.00$ -$
691 SF 4" to 6" Fresno River Cobble Pavement 10.00$ 6,910.00$ 148 LF Metal Beam Guard Rail 70.00$ 10,360.00$

STREETS
STREET SUBTOTAL 2,132,803.50$
LS Mobilzation (5% of Construction Cost) 5% 106,640.18$ LS Traffic Control (5% of Construction Cost) 5% 106,640.18$ LS Clear & Grub Site (5% of Construction Cost) 5% 106,640.18$ LS Excavation (Clean Material) (5% of Construction Cost) 5% 106,640.18$ GRAND TOTAL STREETS ONLY 2,559,364.20$
EngCostEstimate Page 3 of 10 Effective Date: January 1, 2021 335
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
WATER
LF Trench Support/Shoring (6 foot depth) 15.00$ -$ CY Pipe Bedding & Compaction (Imported) 90.00$ -$ LF
6" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration 80.00$ - $ 275 LF
8" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration. 100.00$ 27,500.00$ 3101 LF
12" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 135.00$ 418,635.00$ LF
18" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 175.00$ - $ LF Removal, Disposal of ACP and Backfill 150.00$ -$ EA 6" Gate Valve 2,000.00$ -$
5 EA 8" Gate Valve 2,600.00$ 13,000.00$
11 EA 12" Gate Valve 4,500.00$ 49,500.00$
EA 18" Gate Valve 7,500.00$ -$
6 EA Fire Hydrant Assembly per City Std. 7,500.00$ 45,000.00$ 7 EA Blow-off Assembly 4" per City Std. 8,600.00$ 60,200.00$ EA 2" Air Relief Assembly 4,500.00$ -$
EA 1" Water Service/Meter 3,500.00$ -$
EA 2" Water Service/Meter 4,500.00$ -$
WATER
WATER SUBTOTAL 613,835.00$
LS Mobilzation (5% of Construction Cost) 5% 30,691.75$
LS Traffic Control (5% of Construction Cost) 5% 30,691.75$ GRAND TOTAL WATER ONLY 675,218.50$
EngCostEstimate Page 4 of 10 Effective Date: January 1, 2021 336
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

RECYCLED WATER
LF Trench Support/Shoring (6 foot depth) 15.00$ -$ CY Pipe Bedding (Imported) 90.00$ -$
LF
6" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration 80.00$ - $ 3182 LF
8" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration. 100.00$ 318,200.00$ LF
12" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 135.00$ - $ LF
18" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 175.00$ - $ EA 6" Gate Valve 2,000.00$ -$
10 EA 8" Gate Valve 2,600.00$ 26,000.00$
EA 12" Gate Valve 4,500.00$ -$
EA 18" Gate Valve 7,500.00$ -$
EA Fire Hydrant Assembly per City Std. 7,500.00$ -$ 4 EA Blow-off Assembly 5" per City Std. 8,600.00$ 34,400.00$ 1 EA 2" Air Relief Assembly 4,500.00$ 4,500.00$ EA 1" Water Service/Meter 3,500.00$ -$
EA 2" Water Service/Meter 4,500.00$ -$

RECYCLED WATER
RECYCLED WATER SUBTOTAL 383,100.00$
LS Mobilzation (5% of Construction Cost) 5% 19,155.00$
LS Traffic Control (5% of Construction Cost) 5% 19,155.00$ GRAND TOTAL RECYCLED WATER ONLY 421,410.00$
EngCostEstimate Page 5 of 10 Effective Date: January 1, 2021 337
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
SEWER
LF Trench Support/Shoring 15.00$ -$
LF
4" V.C.P Installed, including excavation, bedding, backfill and pavement restoration $75.00 -$
LF
8" V.C.P Installed, including excavation, bedding, backfill and pavement restoration $93.00 -$
LF
10" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $103.00 -$
LF
12" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $123.00 -$
LF
15" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $143.00 -$
LF
18" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $163.00 -$
LF
21" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $193.00 -$
LF
24" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $208.00 -$
EA Sewer Saddle $450.00 -$
EA Wyes 4" x 8" Typical $225.00 -$
EA 48" Sewer Manhole $4,700.00 -$
EA 60" Sewer Manhole $7,500.00 -$
EA Sewer Cleanout $1,800.00 -$
SEWER
SEWER SUBTOTAL -$
LS Mobilization (5% of Construction Cost) 5% -$
LS Traffic Control (5% of Construction Cost) 5% -$
GRAND TOTAL SEWER ONLY -$
EngCostEstimate Page 6 of 10 Effective Date: January 1, 2021 338
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STORM DRAIN
LF 24" X 36" C.M.P.A. (10 Gauge) 230.00$ -$
LF 27" x 43" C.M.P.A (10 Gauge) 250.00$ -$
17 EA Storm Drain Manhole #1 10,000.00$ 170,000.00$ EA Junction Structure #2 (24" or larger) 8,850.00$ -$ 4 EA Junction Structure #4 (24" or smaller) 4,000.00$ 16,000.00$ EA Outlet Structure 7,000.00$ -$
22 EA Catch Basin 3.5' Width 7,200.00$ 158,400.00$ EA Catch Basin 7' Width/L.D. 7,900.00$ -$
EA Catch Basin 10' Width/L.D. 9,950.00$ -$
EA Catch Basin 14' Width/L.D. 11,000.00$ -$
EA Catch Basin 21' Width/L.D. 13,000.00$ -$
LF
18 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 200.00$ - $ 2002 LF
24 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 240.00$ 480,480.00$ LF
27 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 260.00$ - $ LF
30 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 280.00$ - $ LF
33 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 295.00$ - $ LF
36 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 310.00$ - $ LF
39 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 320.00$ - $ 1589 LF
42 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 330.00$ 524,370.00$ LF
45 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 360.00$ - $ 169 LF
48 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 385.00$ 65,065.00$ LF
54 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 440.00$ - $ LF
60 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 500.00$ - $ EngCostEstimate Page 7 of 10 Effective Date: January 1, 2021 339
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STORM DRAIN
LF
66 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 560.00$ - $ LF
72 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 625.00$ - $ LF
78 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 690.00$ - $ LF
84 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 765.00$ - $ LF
90 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 830.00$ - $ LF
96 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 920.00$ - $ LF
102 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 1,000.00$ - $ LF
108 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 1,075.00$ - $ LF
7' x 6' RCB Installed, including excavation, bedding,
backfill and pavement restoration 700.00$ - $ LF
7' x 8.5' RCB Installed, including excavation, bedding, backfill and pavement restoration 820.00$ - $ LF
7' x 9.5' RCB Installed, including excavation, bedding, backfill and pavement restoration 870.00$ - $ LF
8' x 11' RCB Installed, including excavation, bedding,
backfill and pavement restoration 1,000.00$ - $ LF
8' x 13' RCB Installed, including excavation, bedding,
backfill and pavement restoration 1,100.00$ - $ LF
9' x 9' RCB Installed, including excavation, bedding,
backfill and pavement restoration 1,000.00$ - $ 2 EA 24" CMP Riser 1,250.00$ 2,500.00$
77 LF 24" CSP Pipe 200.00$ 15,400.00$
3 EA PIPE END CAPS 200.00$ 600.00$
42 LF 8" HDPE N12 DRAIN PIPE 50.00$ 2,100.00$

STORM DRAIN
STORM DRAIN SUBTOTAL 1,434,915.00$
LS Mobilization (5% of Construction Cost) 5% 71,745.75$ LS Traffic Control (5% of Construction Cost) 5% 71,745.75$ GRAND TOTAL STORM DRAIN ONLY 1,578,406.50$
EngCostEstimate Page 8 of 10 Effective Date: January 1, 2021 340
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
DIRECT COSTS GRAND TOTAL STREETS ONLY 2,559,364.20 $
GRAND TOTAL WATER ONLY 675,218.50$
GRAND TOTAL RECYCLED WATER ONLY 421,410.00$
GRAND TOTAL SEWER ONLY -$
GRAND TOTAL STORM DRAIN ONLY 1,578,406.50$

GRAND TOTAL (FOR PLAN CHECK & INSPECTION FEE
DETERMINATION) 5,234,399.20$
PROJECT ADDITIVES Project Contingencies 10% 523,439.92$ Construction Staking 3% 157,031.98$
Soils Testing 1% 52,343.99$
Material Testing 1% 52,343.99$
Construction Inspection 4.8% 251,251.16$
Contract Administration 1% 52,343.99$
GRAND TOTAL (FOR BOND AMOUNTS) 6,323,154.23$
Faithful Performance Bond (100% of Construction Cost)
Labor & Material Bond (50% of Construction Cost)
Warranty Bond (10% of Construction Cost)
EngCostEstimate Page 9 of 10 Effective Date: January 1, 2021 341
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
C. Berard
45183

BY ENGINEER
Prepared By:

R.C.E. Number:

Expiration:

Place R.C.E. Stamp and Signature Here (required)

BY CITY
6,323,200.00$
3,161,600.00$
632,300.00$
Faithful Performance Bond (100% of Construction Cost)
Labor & Material Bond (50% of Construction Cost)
Warranty Bond (10% of Construction Cost)
EngCostEstimate Page 10 of 10 Effective Date: January 1, 2021 342
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STREETS
EA Tree Removal 800.00$ -$
CY Concrete Removal 325.00$ -$
CY AC Pavement Removal 100.00$ -$
CY Imported Common Fill (Incl. Compaction) 34.00$ -$ SF Preparation of Subgrade, Sidewalk and Paving 1.00$ -$ LF PCC 8" Curb & 24" Gutter on 6" AB 26.00$ -$ LF PCC 6" Curb & 24" Gutter on 6" AB 24.00$ -$ LF PCC Curb Only 20.00$ -$
LF 8" A.C. Berm 20.00$ -$
SF 8" PCC Cross Gutter on 6" AB 16.00$ -$
66375 SF 4" PCC Sidewalk 5.80$ 384,975.00$ SF 6" PCC Thick Pavement on 6" AB 12.50$ -$ SF 8" PCC Thick Drive Approach on 6" AB 15.00$ -$ LF 2" x 6" Redwood Header 7.50$ -$
EA Street Sign and Post 475.00$ -$
EA Traffic Sign and Post 400.00$ -$
EA Reflector Sign and Post 175.00$ -$
EA Painted Legend 6.50$ -$
SF Prime or Tack Coat 0.08$ -$
TON AC Variable - <300T 130.00$ -$
TON AC Variable - >300T 120.00$ -$
TON CAB Variable - <300T 100.00$ -$
TON CAB Variable - >300T 90.00$ -$
EngCostEstimate Page 1 of 10 Effective Date: January 1, 2021 343
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STREETS
24 EA Adjust Sewer Manhole to Grade 950.00$ 22,800.00$ EA Adjust Sewer Cleanout to Grade 500.00$ -$ 42 EA Adjust Water Valve and Can to Grade 525.00$ 22,050.00$ 26 EA Street Light (Install only. SLs are purchased) 3,000.00$ 78,000.00$ EA Electrical Pedestal 6,500.00$ -$
EA Lot Monument Setting Fee 550.00$ -$
LF Sawcut A.C. 3.00$ -$
LF Sawcut Concrete 3.00$ -$
SF Cold Plane A.C. 2" Thick 0.28$ -$
Signing & Striping for
LF Arterial 19.00$ -$
3225 LF Collector 13.00$ 41,925.00$
LF Local 7.00$ -$
EA Traffic Signal (8 - Phase Controller) 350,000.00$ -$ EA Modify existing Traffic Signal per Quadrant 75,000.00$ -$ LF Chain Link Fence
4 foot Residential Grade (Add $7.00/LF for Removal
of Existing Fence) 25.00$ - $
6 foot School fence (Add $9.00/LF for Removal of
Existing Fence) 35.00$ - $
EA Utility Poles
Transmission 11,500.00$ -$
Distribution 8,000.00$ -$
Service 3,000.00$ -$
EngCostEstimate Page 2 of 10 Effective Date: January 1, 2021 344
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STREETS
STREET SUBTOTAL 716,020.00 $
LS Mobilzation (5% of Construction Cost) 5% -$
LS Traffic Control (5% of Construction Cost) 5% -$
LS Clear & Grub Site (5% of Construction Cost) 5% -$
LS Excavation (Clean Material) (5% of Construction Cost) 5% -$ GRAND TOTAL STREETS ONLY 716,020.00$
EngCostEstimate Page 3 of 10 Effective Date: January 1, 2021 345
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
WATER
LF Trench Support/Shoring (6 foot depth) 15.00$ -$ CY Pipe Bedding & Compaction (Imported) 90.00$ -$ LF
6" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration 80.00$ - $ LF
8" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration. 100.00$ - $ LF
12" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 135.00$ - $ LF
18" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 175.00$ - $ LF Removal, Disposal of ACP and Backfill 150.00$ -$ EA 6" Gate Valve 2,000.00$ -$
EA 8" Gate Valve 2,600.00$ -$
EA 12" Gate Valve 4,500.00$ -$
EA 18" Gate Valve 7,500.00$ -$
EA Fire Hydrant Assembly per City Std. 7,500.00$ -$ EA Blow-off Assembly 4" per City Std. 8,600.00$ -$ EA 2" Air Relief Assembly 4,500.00$ -$
EA 1" Water Service/Meter 3,500.00$ -$
EA 2" Water Service/Meter 4,500.00$ -$
1 EA Final Punchlist Work 25,000.00$ 25,000.00$ WATER
WATER SUBTOTAL 25,000.00$
LS Mobilzation (5% of Construction Cost) 0% -$
LS Traffic Control (5% of Construction Cost) 0% -$
GRAND TOTAL WATER ONLY 25,000.00$
EngCostEstimate Page 4 of 10 Effective Date: January 1, 2021 346
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

RECYCLED WATER
LF Trench Support/Shoring (6 foot depth) 15.00$ -$ CY Pipe Bedding (Imported) 90.00$ -$
LF
6" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration 80.00$ - $ LF
8" Pipe & Fittings Installed, including excavation, bedding, backfill and pavement restoration. 100.00$ - $ LF
12" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 135.00$ - $ LF
18" Pipe & Fittings Installed, including excavation,
bedding, backfill and pavement restoration 175.00$ - $ EA 6" Gate Valve 2,000.00$ -$
EA 8" Gate Valve 2,600.00$ -$
EA 12" Gate Valve 4,500.00$ -$
EA 18" Gate Valve 7,500.00$ -$
EA Fire Hydrant Assembly per City Std. 7,500.00$ -$ EA Blow-off Assembly 5" per City Std. 8,600.00$ -$ EA 2" Air Relief Assembly 4,500.00$ -$
EA 1" Water Service/Meter 3,500.00$ -$
EA 2" Water Service/Meter 4,500.00$ -$
1 EA Final Punchlist Work 25,000.00$ 25,000.00$

RECYCLED WATER
RECYCLED WATER SUBTOTAL 25,000.00$
LS Mobilzation (5% of Construction Cost) 0% -$
LS Traffic Control (5% of Construction Cost) 0% -$
GRAND TOTAL RECYCLED WATER ONLY 25,000.00$
EngCostEstimate Page 5 of 10 Effective Date: January 1, 2021 347
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
SEWER
LF Trench Support/Shoring 15.00$ -$
LF
4" V.C.P Installed, including excavation, bedding, backfill and pavement restoration $75.00 -$
LF
8" V.C.P Installed, including excavation, bedding, backfill and pavement restoration $93.00 -$
LF
10" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $103.00 -$
LF
12" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $123.00 -$
LF
15" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $143.00 -$
LF
18" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $163.00 -$
LF
21" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $193.00 -$
LF
24" V.C.P. Installed, including excavation, bedding,
backfill and pavement restoration $208.00 -$
EA Sewer Saddle $450.00 -$
EA Wyes 4" x 8" Typical $225.00 -$
EA 48" Sewer Manhole $4,700.00 -$
EA 60" Sewer Manhole $7,500.00 -$
EA Sewer Cleanout $1,800.00 -$
1 EA Final Punchlist Work 25,000.00$ 25,000.00$ SEWER
SEWER SUBTOTAL 25,000.00$
LS Mobilization (5% of Construction Cost) 0% -$
LS Traffic Control (5% of Construction Cost) 0% -$
GRAND TOTAL SEWER ONLY 25,000.00$
EngCostEstimate Page 6 of 10 Effective Date: January 1, 2021 348
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STORM DRAIN
LF 24" X 36" C.M.P.A. (10 Gauge) 230.00$ -$
LF 27" x 43" C.M.P.A (10 Gauge) 250.00$ -$
EA Storm Drain Manhole #1 10,000.00$ -$
EA Junction Structure #2 (24" or larger) 8,850.00$ -$ EA Junction Structure #4 (24" or smaller) 4,000.00$ -$ EA Outlet Structure 7,000.00$ -$
EA Catch Basin 3.5' Width 7,200.00$ -$
EA Catch Basin 7' Width/L.D. 7,900.00$ -$
EA Catch Basin 10' Width/L.D. 9,950.00$ -$
EA Catch Basin 14' Width/L.D. 11,000.00$ -$
EA Catch Basin 21' Width/L.D. 13,000.00$ -$
LF
18 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 200.00$ - $ LF
24 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 240.00$ - $ LF
27 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 260.00$ - $ LF
30 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 280.00$ - $ LF
33 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 295.00$ - $ LF
36 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 310.00$ - $ LF
39 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 320.00$ - $ LF
42 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 330.00$ - $ LF
45 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 360.00$ - $ LF
48 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 385.00$ - $ LF
54 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 440.00$ - $ LF
60 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 500.00$ - $ EngCostEstimate Page 7 of 10 Effective Date: January 1, 2021 349
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item

STORM DRAIN
LF
66 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 560.00$ - $ LF
72 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 625.00$ - $ LF
78 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 690.00$ - $ LF
84 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 765.00$ - $ LF
90 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 830.00$ - $ LF
96 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 920.00$ - $ LF
102 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 1,000.00$ - $ LF
108 inch RCP Installed, including excavation, bedding,
backfill and pavement restoration 1,075.00$ - $ LF
7' x 6' RCB Installed, including excavation, bedding,
backfill and pavement restoration 700.00$ - $ LF
7' x 8.5' RCB Installed, including excavation, bedding, backfill and pavement restoration 820.00$ - $ LF
7' x 9.5' RCB Installed, including excavation, bedding, backfill and pavement restoration 870.00$ - $ LF
8' x 11' RCB Installed, including excavation, bedding,
backfill and pavement restoration 1,000.00$ - $ LF
8' x 13' RCB Installed, including excavation, bedding,
backfill and pavement restoration 1,100.00$ - $ LF
9' x 9' RCB Installed, including excavation, bedding,
backfill and pavement restoration 1,000.00$ - $ EA 24" CMP Riser 1,250.00$ -$
LF 24" CSP Pipe 200.00$ -$
EA PIPE END CAPS 200.00$ -$
LF 8" HDPE N12 DRAIN PIPE 50.00$ -$
1 EA Final Punchlist Work 25,000.00$ 25,000.00$

STORM DRAIN
STORM DRAIN SUBTOTAL 25,000.00$
LS Mobilization (5% of Construction Cost) 0% -$
LS Traffic Control (5% of Construction Cost) 0% -$
GRAND TOTAL STORM DRAIN ONLY 25,000.00$
EngCostEstimate Page 8 of 10 Effective Date: January 1, 2021 350
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
DIRECT COSTS GRAND TOTAL STREETS ONLY 716,020.00 $
GRAND TOTAL WATER ONLY 25,000.00$
GRAND TOTAL RECYCLED WATER ONLY 25,000.00$
GRAND TOTAL SEWER ONLY 25,000.00$
GRAND TOTAL STORM DRAIN ONLY 25,000.00$

GRAND TOTAL (FOR PLAN CHECK & INSPECTION FEE
DETERMINATION) 816,020.00$
PROJECT ADDITIVES Project Contingencies 10% 81,602.00$
Construction Staking 3% 24,480.60$
Soils Testing 1% 8,160.20$
Material Testing 1% 8,160.20$
Construction Inspection 4.8% 39,168.96$
Contract Administration 1% 8,160.20$
GRAND TOTAL (FOR BOND AMOUNTS) 985,752.16$
Faithful Performance Bond (100% of Construction Cost) 0.24$ Labor & Material Bond (50% of Construction Cost)
Warranty Bond (10% of Construction Cost)
EngCostEstimate Page 9 of 10 Effective Date: January 1, 2021 351
RESOLUTION NO 2020-080

EXHIBIT C

CITY OF CHINO

ENGINEERING COST ESTIMATE
PROJECT NO: Tract No. 16420-6
LOCATION : East Preserve Loop at Main Street
By: TS
DATE: January 9, 2025
Quantity Unit Item Unit Total Cost
Price Per Item
C. Berard
45183

BY ENGINEER
Prepared By:

R.C.E. Number:

Expiration:

Place R.C.E. Stamp and Signature Here (required)

BY CITY
985,800.00$
492,900.00$
98,600.00$
Faithful Performance Bond (100% of Construction Cost)
Labor & Material Bond (50% of Construction Cost)
Warranty Bond (10% of Construction Cost)
EngCostEstimate Page 10 of 10 Effective Date: January 1, 2021 352

353
Block 11
Backbone Street
Bond
Block 11 Sewer,
SD,Water,RW
Bond
Block 11
Backbone
Street Bond
(Reduction)
Block 11 Sewer,
SD,Water,RW
Bond
(Reduction) Street Bond Wets Bond
Street Bond
(Reduced)
Wets Bond
(Reduced) Street Bond Wets Bond
Street Bond
(Reduced)
Wets Bond
(Reduced) - Street Bond Wets Bond Street Bond
(Reduced)
Wets Bond
(Reduced) Street Bond Wets Bond
Street Bond
(Reduced)
Wets Bond
(Reduced) -
Faithful Performance
Bond (100% of
Construction Cost) $ 3,103,741.72 $ 3,219,412.52 $ 748,020.00 24.10% $ 643,882.50 20.00% $ 524,114.18 $ 644,326.42 $ 143,660.21 27.41% $ 128,865.28 20.00% $ 1,823,954.24 $ 2,364,010.78 $ 545,587.05 29.91% $ 472,802.16 $ 109,117.41 $ 727,098.06 $ 1,023,881.48 $ 186,670.00 25.67% $ 204,776.30 20.00% $ 1,007,104.00 $ 1,182,212.06 $ 285,209.40 28.32% $ 236,442.41 $ 57,041.88 Labor & Material Bond
(50% of Construction
Cost) $ 1,551,870.86 $ 1,609,706.26 $ 374,010.00 24.10% $ 321,941.25 20.00% $ 262,057.09 $ 322,163.21 $ 71,830.11 27.41% $ 64,432.64 20.00% $ 911,977.12 $ 1,182,005.39 $ 272,793.53 29.91% $ 236,401.08 $ 54,558.71 $ 363,549.03 $ 511,940.74 $ 93,335.00 25.67% $ 102,388.15 20.00% $ 503,552.00 $ 591,106.03 $ 142,604.70 28.32% $ 118,221.21 $ 28,520.94 Warranty Bond (10% of
Construction Cost) $ 310,374.17 $ 321,941.25 $ 310,374.17 100.00% $ 321,941.25 100.00% $ 52,411.42 $ 64,432.64 $ 52,411.42 100.00% $ 64,432.64 100.00% $ 182,395.42 $ 236,401.08 $ 182,395.42 100.00% $ 236,401.08 $ 182,395.42 $ 72,709.81 $ 102,388.15 $ 72,709.81 100.00% $ 102,388.15 100.00% $ 100,710.40 $ 118,221.21 $ 100,710.40 100.00% $ 118,221.21 $ 100,710.40 Bond# 24282451 24282446 24282453 24282448 24282452 24282447 24282455 24282450 24252454 24282449 Description
16420-6 Onsite-
Lot 2 & 3 Intract
Street Imps
16420-6 Onsite-
Lot 2 & 3
Intract
16420-6 Onsite- Lot
4 & 7 Intract
Street Imps
16420-6 Onsite-
Lot 4 & 7 Intract
Wet Util.
16420-6 Onsite-
Lot 5,6 & 8
Intract
16420-6 Onsite-
Lot 5,6 & 8
Intract Wet Util.
16420-6 Onsite-
Lot 9 Intract
Street Imps
16420-6 Onsite-
Lot 9 Intract
Wet Util. Imps
BeazerLennar Shea Homes Richmond American
Note: Cells in green highlight represent values in which estimated remaining costs are less than 20% of initial bond amount per the prior tabs. Values set at 20% of original bond amount Backbone Lots 2 & 3 Lots 4 & 7 Lots 5,6,8 Lot 9
354
355
356
357
358
359
360
361
362
01225.0006/366470.2 C-1
EXHIBIT “C”
TRACT NO. 16420-6 (LOTS 4 & 7)

BEAZER HOMES HOLDINGS, LLC

ENVIRONMENTAL WARRANTY
As a condition precedent to acceptance of the dedications and public improvements to be conveyed by the above -named Subdivider to the City of Chino for the above-referenced Subdivision, Subdivider hereby warrants to the City of Chino that:

1. Neither the property to be dedicated nor Subdivider are in violation of any environmental law, and neither the property to be dedicated nor the Subdivider are subject to any existing, pending or threatened investigation by any federal, state or local governmental authority under or in connection with the environmental laws relating to the property to be dedicated.

2. Neither Subdivider nor any other person with Subdivider ’s permission to be upon the property to be dedicated has used, generated, manufactured, produced, or released, on, under, or about the property to be dedicated, any Hazardous Substance except in compliance with all applicable environmental laws. For the purposes of this warranty, the term “Hazardous Substances ” shall mean any substance or material which is capable of posing a risk of injury to health, safety or property, including all those materials and substances designated as hazardous or toxic by any federal, state or local law, ordinance, rule, regulation or policy, including but not limited to, all of those materials and substances defined as “Toxic Materials”in Sections 66680 through 66685 of Title 22 of the California Code of Regulations, Division 4, Chapter 30, as the same shall be amended from time to time, or any other materials requiring remediation under federal, state or local laws, ordinances, rules, regulations or policies.

3. Subdivider has not caused or permitted the release of and has no knowledge of the release or presence of any Hazardous Substance on the property to be dedicated or the migration of any hazardous substance from or to any other property adjacent to, or in the vicinity of, the property to be dedicated.

4. Subdivider ’s prior and present use of the property to be dedicated has not resulted in the release of any Hazardous Substance on the property to be dedicated.

5. All persons executing this warranty hereby represent and warrant to the City of Chino, and Subdivider hereby represents and warrants, that the signators hereto have the legal power, right and authority to execute this warranty on behalf of the Subdivider 363
01225.0006/366470.2 C-2
and that the signators hereto have sufficient knowledge or expertise, either personally, through reasonable inspection and investigation of the property, or through reasonable reliance upon the investigation and professional opinion of Subdivider ’s environmental experts, to make the representations herein, and that no consent of any other party is required to execute this warranty and make the representations herein on behalf of the Subdivider to the City of Chino.

Each of the undersigned persons declares under penalty of perjury that the foregoing is true and correct.

Dated: _________________________
BEAZER HOMES HOLDINGS, LLC*
By:
*Proof of authorization for Subdivider ’s signatures is required to be submitted concurrently with this environmental warranty.
364

MEMORANDUM

CITY OF CHINO

HUMAN RESOURCES DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 4, 2025

TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT

SUBJECT
..titl e
Adjustments in compensation and terms and conditions of employment for affected members of the City of Chino.
..end

RECOMMENDATION
..recommendation
1) Adopt Resolution Nos. 2025 -069, 2025 -070, 2025 -071, 2025 -072, 2025 -073, 2025 -074, 2025-075, 2025 -076, and 2025 -077 approving Amendment No. 1 to 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 M anagement, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part -Time Employees; 2) adopt Resolution No. 2025 -068, amending Resolution Nos. 2024 -034 and 2025 -040, to approve the Classification and Compensation Schedules; 3) a pprove an appropriation in the amount of $1,267,222.70 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
An appropriation from the funds listed below is required for an estimated total of $1,267,222.70.

Sufficient fund balance is available in each of the referenced funds for FY 2025 -26. Detailed cost breakdown information is on file in the Finance Department.

General Fund 100 $746,181.28 Sewer Fund 530 $6,913.54
State COPS Fund 130 $1,517.73 Storm Drain 540 $6,646.04 Housing Fund 310 $2,511.13 Sanitation Fund 550 $1,722.99 Transportation Fund 320 $9,081.50 Central Svcs. Fund 610 $10,283.05 Community Svcs Fund 330 $157,765.52 Liab. & Risk Fund 630 $6,800.21 Park Fund 340 $1,415.51 Employee Svcs Fund 640 $297,650.72 Landscape Lighting Fund 360 $1,204.33 Building Mgmt Fund 650 $4,267.01 Assessment District Fund 361 $146.12 Equipment Mgmt Fund 660 $2,749.69 Water Fund 520 $10,366.33 Grand Total $1,267,222.70

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:
 Financial Stability
365
CITY COUNCIL MEETING DATE: NOVEMBER 4, 2025
TITLE: ADJUSTMENTS IN COMPENSATION AND TERMS AND CONDITIONS OF EMPLOYMENT FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 2

 Responsible Long-Range Planning

Revenue:

Expenditure: Various Programs
Transfer In: Transfer Out:
366
CITY COUNCIL MEETING DATE: NOVEMBER 4, 2025
TITLE: ADJUSTMENTS IN COMPENSATION AND TERMS AND CONDITIONS OF EMPLOYMENT FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 3

BACKGROUND
On June 30, 2025, the Memoranda of Understanding (MOU) 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 regularly sought guidance from the City Council to obtain authority for responding to proposals, while carefully considering the needs of the entire eligible workforce. On July 15, 2025, the City Council approved new MOUs with the Chino Police Officers Association ( CPOA), Chino Police Managers Association (CPMA), Chino Police Professional Employees Association (CPPEA), and Chino City Hall Confidential Employee Association (CCHCEA).

A central component of the agreements with CPOA and CPMA was the commitment to conduct a Total Compensation Survey for sworn personnel. This survey aimed to ensure competitiveness with neighboring law enforcement agencies who are seeking to attract from our City’s highly regarded sworn workforce. The survey was completed and the City has re ached agreements with CPOA and CPMA on salary adjustments and other employment terms.

CPPEA and CCHCEA previously agreed to defer 1% of their requested Cost of Living Adjustment (COLA) from the first year of their labor agreements to the second year, based on the understanding that other bargaining groups were taking similar steps to lessen the immediate fiscal impact of wage increases on the City. However, as other groups have since received the full 3% COLA in the first year of their contracts, the City h as reached updated salary adjustment agreements with CPPEA and CCHCEA.

To ensure equity across the organization, the City Council has also approved corresponding salary adjustments for Executive Management, Deputy Directors, Unrepresented Sworn Management, and Part -Time employees. These changes are essential to maintaining the structural integrity of the City's compensation system and supporting the retention of a highly qualified workforce.

ISSUES/ANALYSIS
To fulfill its obligations under the CPOA and CP MA MOUs, the City is committed to maintaining sworn classifications at no lower than the number three (3) ranking among the Council - approved comparison agencies. To preserve this ranking, the City and Associations have agreed on a 3% COLA.

Additionally, the City has reached agreements with CPPEA and CCHCEA to adjust their COLAs accordingly. To reflect corresponding salary and benefit changes, the summaries of benefits for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part -Time Employees have also been updated. These updates are detailed in the attached resolutions and exhibits.

If adopted by the City Council, Resolution Nos. 2025 -069, 2025 -070, 2025 -071, 2025 -072, 2025-073, 2025-074, 2025-075, 2025-076, and 2025-077 will provide the following:
 A 3% COLA for CPOA and CPMA, effective retroactively to the pay period including July 1, 2025.
 A 3% COLA for Unrepresented Sworn Management, effective retroactively to the pay period including July 1, 2025.
367
CITY COUNCIL MEETING DATE: NOVEMBER 4, 2025
TITLE: ADJUSTMENTS IN COMPENSATION AND TERMS AND CONDITIONS OF EMPLOYMENT FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 4

 A 1% COLA adjustment (for a total of 3%) for CPPEA, CCHCEA, Executive Management, Deputy Directors, Unrepresented Management, and Part -Time Employees, effective retroactively to the pay period including July 21, 2025.  A 3% COLA for CPPEA, CCHCEA, Executiv e Management, Deputy Directors, Unrepresented Management, and Part -Time Employees, effective the pay period including July 1, 2026.
 An increase in the City’s Deferred Compensation contribution for CPOA from $250 to $350 per month.
 An increase in the Ci ty’s Deferred Compensation contribution for CPMA from $410 to $510 per month.
 An updated sick leave cap for Part -Time Employees from 48 hours to 80 hours in accordance with the Healthy Families, Healthy Workplace Act.

If adopted, Resolution No. 2025 -068 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.

Approval of this item provides an update regarding compensation adjustments for the Executive Management Team. On July 15, 2025, the Executive Management Team received a Cost -of- Living Adjustment (COLA) of 2%, effective the pay period July 21, 2025. The pending approval reflects an additional 1% COLA adjustment, bringing the total COLA to 3%, retroactively effective to the pay period that includes July 21, 2025.

Additionally, on October 21, 2025, the City Council approved the second amendment to the City Manager’s employment agreement. The approved amendments included (1) Automobile Allowance: Increase from $533.33 to $600 per month; (2) Vacation Leave Payout: Authorize payment of any accrued and unused vacation leave that exceeds the 400 -hour maximum accrual limit, ensuring the balance does not exceed 400 hours; (3) Management Leave Cash - Out: Permit the City Manager to cash out up to 90 hours of Management Leave per fiscal year, an increase from the previous limit of 70 hours; (4) One -Time Management Leave Addition:

Provide a one-time addition of 30 hours to the City Manager’s Management Leave bank, to be cashed out. (5) Deferred Compensation Contribution: Establish a monthly City contribution of $350 to the City Manager’s 457(b) deferred compensation plan, with an annual increase of $175 per month, to a maximum of $700 per month.

Attachments:
1) Resolution No. 2025-069 MOU Amendment No. 1 for CPOA 2) Resolution No. 2025-070 MOU Amendment No. 1 for CPMA 3) Resolution No. 2025-071 MOU Amendment No. 1 for CPPEA 4) Resolution No. 2025-072 MOU Amendment No. 1 for CCHCEA 5) Resolution No. 2025-073 Amended Summary of Benefits for Executive Management 6) Resolution No. 2025-074 Amended Summary of Benefits for Deputy Directors 7) Resolution No. 2025 -075 Amended Summar y of Benefits for Unrepresented Sworn Management
8) Resolution No. 2025-076 Amended Summary of Benefits for Unrepresented Management 9) Resolution No. 2025-077 Amended Summary of Benefits for Part-Time Employees 10) Resolution No. 2025-068 Classification Plans and Salary Schedules

368
CITY COUNCIL MEETING DATE: NOVEMBER 4, 2025
TITLE: ADJUSTMENTS IN COMPENSATION AND TERMS AND CONDITIONS OF EMPLOYMENT FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 5

369

RESOLUTION NO. 2025-069

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 1 TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN REPRESENTATIVES OF THE CITY OF CHINO,

CALIFORNIA, AND THE CHINO POLICE OFFICERS ASSOCIATION FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

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 classifications, including those represented by the Chino Police Officers Association (“CPOA”); 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, the latest Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Officers Association covering the period of July 1, 2025 through June 30, 2027 (“ CPOA MOU 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the labor representatives of the City and CPOA have determined that revising the language of Article 15 on cost of living wage adjustments in the CPOA MOU 2025-27 would be in the best in terests of the City and the parties for maintaining sworn personnel at number three among the Council-approved comparison agencies and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and WHEREAS, the labor representatives of the City and CPOA have also determined that revising the language of Article 19 on deferred compensation in the CPOA MOU 2025 -27 would be in the best interests of the City and the parties to increase the City’s deferred compensation contribution and have met and conferred on this proposed modification and rea ched a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and CPOA have also determined that combining and updating the language of Articles 29, 44, and 45 on the Fair Labor Standard Act and Overtime Compensation in the CPOA MOU 2025-27 would be in the best interests of the City and the parties to provide clarification on the calculation of overtime and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by th e union, and approved and adopted by resolution of the City Council before becoming effective; and WHEREAS, the labor representatives of the City and CPOA have also determined that revising the language of Article 50 on recruitment incentive in the CPOA MOU 2025-27 would be in the best interests of the City and the parties to correct the recruitment incentive amounts for lateral sworn hires and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
370

WHEREAS, the labor representatives of the City and CPOA have also determined that upd ating the language of Article 52 on the retention of documents in the CPOA MOU 2025 -27 would be in the best interests of the City and the parties so that applicable documents in an employee’s personnel file and other City files will be purged in accordance with the City’s Retention Policy and the minimum requirements of the California Penal Code and any other applicable state or federal law and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and CPOA have further determined that revising the language of Article 68 on uniform cleaning/clothing allowance in the CPOA MOU 2025 -27 would be in the best interests of the City and the parties to update the payment method for uniform cleaning/clothing allowance and address reporting require ments to CalPERS and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective.

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

SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference, with a tr ue and correct copy of the previously adopted C POA MOU 2025-27 being attached hereto as Exhibit A.

SECTION 2 . The City Council hereby approves and adopts the Amendment No.1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Officers Association covering the period of July 1, 2025 through June 30, 202 7, a signed copy of which is attached hereto as Exhibit B.

SECTION 3. The City Clerk shall certify the adoption of this resolution effective November 4, 2025.

APPROVED AND ADOPTED THIS 4th day of November, 2025.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

371

ATTACHMENTS:

EXHIBIT A. Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Officers Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT B. Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Officers Association covering the period of July 1, 2025 through June 30, 2027

372

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 4th day of November 2025 by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
373

MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO POLICE OFFICERS ASSOCIATION
374

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND

THECHINOPOLICEOFFICERSASSOCIATION(CPOA)
(ARECOGNIZEDEMPLOYEEASSOCIATION)
TableofContents
ACTINGPAY.........................................................................................................................4 ASSOCIATIONHOURSFORCPOA....................................................................................4 ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION................5 BENEFITBANK....................................................................................................................5 BEREAVEMENTLEAVE.....................................................................................................6 BILINGUALPAY..................................................................................................................6 BREAKSAND(CODE7)MEALPERIOD..........................................................................7 CALLBACKPAY..................................................................................................................7 CANINEHANDLERS............................................................................................................7 CANINEOFFICERCALLOUTCOMPENSATION............................................................9 .CATASTROPHICTIMEBANK............................................................................................9 CHANGINGOFDAYSOFFFORTRAININGPURPOSES................................................9 .COMPENSATIONTIMEOFF...............................................................................................9 .DEATHBENEFIT................................................................................................................11 DEFERREDCOMPENSATION..........................................................................................l1 q
.DISABILITY.........................................................................................................................13

ADISCIPLINARYACTIONAPPEALPROCEDURECONSISTINGOFAWRITTEN
REPRIMANDORLESS.......................................................................................................13 .DISCIPLTNARYAPPEALPROCEDURECHANGE.........................................................14 EDUCATIONALTNCENTIVEPROGRAM.......................................................................14 EMERGENCYSCHEDULE................................................................................................14 EQUIPMENT........................................................................................................................15 EXAMINATIONOFPROMOTIONALSCORES..............................................................15 .FLEXIBLEBENEFITSSPENDINGPLAN........................................................................16 FAIRLABORSTANDARDSACT......................................................................................16 DIRECTDEPOSIT...............................................................................................................13

14.COMPUTERLOANPROGRAM...........................................................................................

15.COSTOFLIVINGADJUSTMENT(COLA)......................................................................10

16.COURTAPPEARANCEANDSTAND—BYCOMPENSATION.......................................10

17.COURTTRAVELTIME 11
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE CHINO POLICE OFFICERS ASSOCIATION (CPOA)(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY ............................................................................................................................. 42. ASSOCIATION HOURS FOR CPOA....................................................................................... 43. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION ................ 54. BENEFIT BANK ........................................................................................................................ 55. BEREAVEMENT LEAVE ........................................................................................................ 66. BILINGUAL PAY ...................................................................................................................... 67. BREAKS AND (CODE 7) MEAL PERIOD ............................................................................ 78. CALL BACK PAY...................................................................................................................... 79. CANINE HANDLERS................................................................................................................ 710. CANINE OFFICER CALL OUT COMPENSATION.............................................................. 911. CATASTROPHIC TIME BANK............................................................................................... 912. CHANGING OF DAYS OFF FOR TRAINING PURPOSES................................................. 913. COMPENSATION TIME OFF.................................................................................................. 914. COMPUTER LOAN PROGRAM.............................................................................................. 915. COST OF LIVING ADJUSTMENT (COLA) ........................................................................ 1016. COURT APPEARANCE AND STAND-BY COMPENSATION ........................................ 1017. COURT TRAVEL TIME.......................................................................................................... 1 118. DEATH BENEFIT .................................................................................................................... 1119. DEFERRED COMPENSATION ............................................................................................. 1120. DIRECT DEPOSIT ................................................................................................................... 1321. DISABILITY ............................................................................................................................. 1322. DISCIPLINARY ACTION APPEAL PROCEDURE CONSISTING OF A WRITTENREPRIMAND OR LESS........................................................................................................... 1323. DISCIPLINARY APPEAL PROCEDURE CHANGE........................................................... 1424. EDUCATIONAL INCENTIVE PROGRAM ......................................................................... 1425. EMERGENCY SCHEDULE ................................................................................................... 1426. EQUIPMENT ............................................................................................................................ 1527. EXAMINATION OF PROMOTIONAL SCORES ................................................................ 1528. FLEXIBLE BENEFITS SPENDING PLAN .......................................................................... 1629. FAIR LABOR STANDARDS ACT......................................................................................... 16 375
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027

30.FLOATINGHOLIDAYTIME.............................................................................................17

31.HAZARDCOMPENSATION..............................................................................................17

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

33.HOLIDAYPAY....................................................................................................................18

34.INCENTIVEPAY.................................................................................................................18

35.INVESTIGATIONPROCESS..............................................................................................18

36.INVESTIGATORCALL-OUTPAY....................................................................................19

37.JURYDUTY.........................................................................................................................19

38.LIFEINSURANCE...............................................................................................................19 LONGEVITYPAY...............................................................................................................19 MANAGEMENTRIGHTS...................................................................................................19 MILEAGEREIMBURSEMENT..........................................................................................20

40. 4I.
.NEPOTISMPOLICY............................................................................................................2O .REHIREPOLICY.................................................................................................................23 r.RETENTIONOFDOCUMENTS.........................................................................................24 .RETIREMENT......................................................................................................................24 RETIREMENTHEALTHSAVINGS(RHS)PLAN............................................................25 SALARYADJUSTMENTS(Overpayments.Recovery,andUnderpayments)...................25 .SALARYDIFFERENTIAL..................................................................................................26 .SENIORITY..........................................................................................................................26 .SEPARATIONFROMCITY................................................................................................26 SICKLEAVE........................................................................................................................26 .SICKLEAVEBUY-BACK..................................................................................................27 .SICKLEAVECONVERSIONTOPERSONALLEAVE...................................................28 .SICKLEAVEPROGRAM...................................................................................................28 2 43.ON—CALLCOMPENSATION.............................................................................................20

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

45.OVERTIMECOMPENSATION—NON-PATROL.............................................................21

46.PHYSCIALFITNESSPROGRAM(VOLUNTARY)..........................................................21

47.P.O.S.T.CERTIFICATEPAY 22

48.PROBATIONARYPERIOD................................................................................................23

49.RANGEQUALIFICATIONCOMPENSATION.................................................................23

50.RECRUITMENTINCENTIVEFORRECOMMENDATIONRESULTINGINSWORN HIREASFOLLOWS 23
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 202730. FLOATING HOLIDAY TIME ................................................................................................ 1 731. HAZARD COMPENSATION ................................................................................................. 1732. HOLIDAYS................................................................................................................................ 1833. HOLIDAY PAY ........................................................................................................................ 1834. INCENTIVE PAY ..................................................................................................................... 1835. INVESTIGATION PROCESS ................................................................................................. 1836. INVESTIGATOR CALL-OUT PAY....................................................................................... 1937. JURY DUTY.............................................................................................................................. 1938. LIFE INSURANCE................................................................................................................... 1939. LONGEVITY PAY ................................................................................................................... 1940. MANAGEMENT RIGHTS....................................................................................................... 1941. MILEAGE REIMBURSEMENT ............................................................................................. 2042. NEPOTISM POLICY................................................................................................................ 2043. ON-CALL COMPENSATION ................................................................................................ 2044. OVERTIME................................................................................................................................ 2145. OVERTIME COMPENSATION - NON-PATROL ............................................................... 2146. PHYSCIAL FITNESS PROGRAM (VOLUNTARY)............................................................ 2147. P.O.S.T. CERTIFICATE PAY ................................................................................................. 2248. PROBATIONARY PERIOD ................................................................................................... 2349. RANGE QUALIFICATION COMPENSATION ................................................................... 2350. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORNHIRE AS FOLLOWS................................................................................................................ 2351. REHIRE POLICY ..................................................................................................................... 2352. RETENTION OF DOCUMENTS............................................................................................ 2453. RETIREMENT .......................................................................................................................... 2454. RETIREMENT HEALTH SAVINGS (RHS) PLAN.............................................................. 2555. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................... 2556. SALARY DIFFERENTIAL ..................................................................................................... 2657. SENIORITY ............................................................................................................................... 2658. SEPARATION FROM CITY.................................................................................................... 2659. SICK LEAVE............................................................................................................................. 2660. SICK LEAVE BUY-BACK...................................................................................................... 2761. SICK LEAVE CONVERSION TO PERSONAL LEAVE .................................................... 2862. SICK LEAVE PROGRAM....................................................................................................... 282 376
WORKERS’COMPENSATIONPROGRAM.....................................................................31 WORKERS’COMPENSATIONPREMIUMPAYMENT..................................................31 SAVINGSCLAUSE.............................................................................................................32 MAINTENANCEOFEXISTINGBENEFITS.....................................................................32 IMPLEMENTATION...........................................................................................................32 NOSTRIKEPROVISION....................................................................................................32 TERMOFAGREEMENT....................................................................................................33

73. .WORKSCHEDULE.............................................................................................................31

74. 75.

76. 77.

78. 79.

ChinoPoliccOfficers
Memorandumof
July1,2025—June30,2027

63.SPECIALCOMPENSATIONPAYMENTSCHEDULE....................................................

64.SUPPLEMENTALCONTRIBUTTONFORRETIREES.....................................................

65.TRAININGOFFICERPAY.................................................................................................

66.TUITIONADVANCEPROGRAM......................................................................................

67.TUITIONREIMBURSMENT—ENHANCEDPROGRAM...............................................

68.UNIFORMCLEANING/CLOTHINGALLOWANCE.......................................................

69.VACATIONLEAVE............................................................................................................30

70.VACATIONLEAVECONVERSION.................................................................................31

71.VEHICLE—CITY
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 202763. SPECIAL COMPENSATION PAYMENT SCHEDULE ..................................................... 2864. SUPPLEMENTAL CONTRIBUTION FOR RETIREES ...................................................... 2865. TRAINING OFFICER PAY .................................................................................................... 2966. TUITION ADVANCE PROGRAM......................................................................................... 2967. TUITION REIMBURSMENT - ENHANCED PROGRAM ................................................ 3068. UNIFORM CLEANING/CLOTHING ALLOWANCE......................................................... 3069. VACATION LEAVE ................................................................................................................ 3070. VACATION LEAVE CONVERSION .................................................................................... 3171. VEHICLE -CITY ..................................................................................................................... 3172. WORK SCHEDULE ................................................................................................................. 3173. WORKERS’ COMPENSATION PROGRAM ....................................................................... 3174. WORKERS’ COMPENSATION PREMIUM PAYMENT ................................................... 3175. SAVINGS CLAUSE ................................................................................................................. 3276. MAINTENANCE OF EXISTING BENEFITS....................................................................... 3277. IMPLEMENTATION ............................................................................................................... 3278. NO STRIKE PROVISION........................................................................................................ 3279. TERM OF AGREEMENT........................................................................................................ 33 3 377
ChinoPoliceOfficersAssociation
MemorandumofUndcrstanding
July1,2025AJunc30,2027

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND

THECHINOPOLICEOFFICERSASSOCIATION(CPOA)
(ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:

A.TheChinoPoliceOfficersAssociation,hereinafterreferredtoasthe“CPOA”,isthe recognizedemployeeorganizationforallregular,full-timenon—managementswornPolice DepartmentemployeesintheCityofChino,hereinafterreferredtoasthe“City”.These employeesarecollectivelyreferredtoas“employees.”TheCPOAconsistsofthefollowing positionclassifications:

Corporal
PoliceOfficer
B.IntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees, authorizedrepresentativesoftheCityandtheCPOAhavemetandconferredingoodfaith, exchangingvariousproposalsconcerningwages,hours,andothertermsandconditionsof employmentofthcemployeeswhicharewithinthescopeoflawforrepresentedemployeesin theCPOA.

C.TheauthorizedrepresentativesoftheCityandCPOAhavereachedamutualagreementon wages,hours,andothertermsandconditionsofemploymentoftheemployees.

THEREFORE,theCityandtheCPOAagreethatwages,hours,andtermsandconditionsof employmentwillbeappliedasfollowsfortheperiodofJulyl,2025,throughandincludingJune 30,2027.

1.ACTINGPAY
TheCitywillgrantActingPayafteranemployeehasworkedinahigherclassificationfortwenty (20)consecutiveworkdaysorfortwenty(20)non-consecutiveworkdaysinaninety(90)calendar dayperiod.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateor“A” StepoftheActingpositionClassification,whicheverisgreater.

Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20)consecutiveworkdaysortwenty(20)non- consecutiveworkdaysinaninety(90)-calendardayperiod,theemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.

2.ASSOCIATIONHOURSFORCPOA
A totalofforty(40)paidhoursperfiscalyearwillbeavailabletotheChinoPoliceOfficers Association(CPOA)Board,orotherdesignatedmembers,asauthorizedbytheCity,toattend Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE 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 therecognized employee organization for all regular, full-time non-management sworn PoliceDepartment employees in the City of Chino, hereinafter referred to as the “City”. Theseemployees are collectively referred to as “employees.” The CPOA consists of the followingposition classifications:CorporalPolice OfficerB. 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 ofemployment of the employees which are within the scope of law for represented employees inthe CPOA.C. The authorized representatives of the City and CPOA have reached a mutual agreement onwages, 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 ofemployment will be applied as follows for the period of July 1, 2025, through and including June30, 2027.1. ACTING PAYThe 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) calendarday period. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. 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 daysworked in an Acting position, i.e., after twenty (20) consecutive workdays or twenty (20) non-consecutive workdays in a ninety (90)-calendar day period, the employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ASSOCIATION HOURS FOR CPOAA total of forty (40) paid hours per fiscal year will be available to the Chino Police OfficersAssociation (CPOA) Board, or other designated members, as authorized by the City, to attend4 378
ChinoPoliceOfficersAssaciation
MemorandumofUnderstanding
July1,2025~June30,2027
trainingsessiOns,workshops,orothorrelatedactivitiesforCPOAbusiness.Thesehoursshallnot accumulateorcarryoverfromonefiscalyeartothenext.Theuseofthesehoursmustbeapproved bytheChiefofPolice.

3.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85—53toreadasfollows:

ADecertiflcationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofcmployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resources/RiskManagementnolaterthansix(6)months(180days)priortotheexpirationofthe MemorandumofUnderstandingthenineffect.ADecertificationPetitionmustbefiledbytwo(2) ormoreemployeesortheirrepresentative,oranemployeeorganization,andwillcontainthe followinginformationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenalty ofperjurytobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)anda designated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughttobedecertifiedastherepresentativeofthatunit. c Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.

SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources.Allsignatures ontheDecertificationPetitionwillindicatethedatewhensignedbytheemployees.Allsignatures onthePetitionwillbeobtainedwithinonemonth(30days)priortofilingtheDecertification PetitionwiththeDirectorofHumanResources/RiskManagement.

IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeterminethewishesof employeesastothequestionofrepresentation.

4.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attheKaiserrate),dentalandvisioncoverageforfamilycoverage.

ThebenefitbankamountwillbeadjustedannuallywhennewratesbecomeeffectiveDecember 15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregularpaychecksas earned.

Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example,aletterfromtheemployerofaspouse,domesticpartnerorparent. )
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027training sessions, workshops, or other related activities for CPOA business. These hours shall notaccumulate or carry over from one fiscal year to the next. The use of these hours must be approvedby the Chief of Police.3. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe 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 longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources/Risk Management no later than six (6) months (180 days) prior to the expiration of theMemorandum 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 thefollowing information and documentation declared by the duly authorized signatory under penaltyof perjury to be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit 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 signatureson the Decertification Petition will indicate the date when signed by the employees. All signatureson the Petition will be obtained within one month (30 days) prior to filing the DecertificationPetition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.4. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium 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 DecemberI s’. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks asearned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.5 379
ChinoPoliceOfticersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
NewHires:

Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt-outdocumentationduringthenextOpenEnrollmentperiod.

Recertification:

FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwill remainineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextOpen Enrollmentperiod.

5.BEREAVEMENTLEAVE
Anon-accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,parent,brother,sister,child, Stepchild,mother-in—law,brother—in-law,sister-in-law,daughter-in—law,son-in—law,father-in-law, grandparent,grandchildoranyotherrelativeresidingwithintheemployee’shome.

Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember‘sdateofdeath.

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember.ifrequestedbytheChiefofPoliceortheirdesignee.

Documentationmayinclude,butisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofadeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.

6.BILINGUALPAY
Employeeswhouseon-the-jobbilingualskillsofanylanguagedeemednecessarybytheChiefof Policedeemsnecessary,includingsignlanguage,andwhohavedemonstratedfluencybypassing acompetencyexaminationwillreceivetwohundredandfortydollars($240)permonthallowance (paidover24payperiods)foruseofthisskill.

TheHumanResourcesDepartmentwilladministerthecompetencyexamination,andtheChiefof Policemustapproveanemployee’seligibilitytotaketheexamandreceivethebilingualpay allowance.

Employeeswhohavetheabilitytoreadand/orwriteinthedesignatedlanguage,maybeaskedt0 performthosetasksonthejob;however,theyarenotrequiredtodosoinordertoreceivethis benefit.Noadditionalcompensationwillbeprovidedforthoseemployeeswhopossessreading and/orwritingskillsbeyondverbalfluency.

TheCityreservestherighttomodifyordiscontinuethebilingualpayallowanceatanytimeshould itbedeterminedtheskillisnolongernecessary.

Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe 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 mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.5. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis 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 usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe 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 writtenverification of a death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.6. BILINGUAL PAYEmployees who use on-the-job bilingual skills of any language deemed necessary by the Chief ofPolice deems necessary, including sign language, and who have demonstrated fluency by passinga 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 ofPolice must approve an employee’s eligibility to take the exam and receive the bilingual payallowance.Employees who have the ability to read and/or write in the designated language, may be asked toperform those tasks on the job; however, they are not required to do so in order to receive thisbenefit. No additional compensation will be provided for those employees who possess readingand/or writing skills beyond verbal fluency.The City reserves the right to modify or discontinue the bilingual pay allowance at any time shouldit be determined the skill is no longer necessary.6 380
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1.2025—June30,2027

7.BREAKSAND(CODE7)MEALPERIOD
Employeesareprovidedwitha45-minutepaidlunchperiodwithinalO—l2-hourshift.

EffectiveJuly1,1998,employeeswillbeprovidedwithatwenty(20)-minutepaidbreaktime duringanyperiodofovertimeworkedinwhichbetweenaminimumoffive(5)consecutivehours anduptoamaximumofseven(7)consecutivehoursareworked.Anyemployeeworkingan overtimeshiftofseven(7)consecutivehoursormoreisentitledtoreceiveonefortyfive(45)— minutepaidlunchbreak.Duringeachofthesepaidleavetimestheemployeewillremainonan on—callstatus.

8.CALLBACKPAY
Employeeswhoarenotonstand-byandarecalledbacktoworkduringtheiroff—dutyhourswill receiveaminimumoftwo(2)hoursofpaypertheOvertimeArticle.

Compensationwillbeprovidedregardlessoftheactualtimeworkedifthetotaldurationofthecall backassignmentislessthantwo(2)hours.[ftheemployee’scallbackassignmentextendsbeyond thetwo(2)hours,theywillbecompensatedfortheactualtimeworkedattheapplicableovertime rate.

9.CANINEHANDLERS
CanineHandlerswillworka4—10schedule.Theassignedworkinghourswillbebasedonthe needsoftheDepartmentandaresubjecttochange,asdeterminedbytheOperationsDivision Commander.

Handlerswillnotberequiredtobeoncall.IntheeventaHandleriscontactedandrequestedfor anemergencycallout(asdeterminedbytheon—dutyWatchCommander),normalcallout compensationwillapply.If,however,aHandlerisplacedoncall,theHandlerwillbecompensated accordingtotheexistingMOU.

Caninetrainingwilloccurondutyasfollows:
a.TheCanineHandlerwillparticipateinweeklyCaninetrainingwithalliedagencies.

Absencesmaybeallowedforemergencies,e.g.,HandlerorDogillness;scheduled vacations;or,toaccommodatetheneedsoftheDepartmentasdeterminedbytheCanine CoordinatorortheWatchCommander.
b.TheCanineHandlerswillreportfortheirweeklytrainingatthedesignatedlocationand time.TheseniorHandlerwillberesponsiblefornotifyingDispatchandtheWatch Commandereachweekoftheirtraininglocationandattendancepriortothe commencementoftraining.Theweeklytrainingblockissix(6)hours.Theremainingfour (4)hoursoftheHandler’sscheduledten(’lO)—hourshiftwillbeconsideredas“Canine MaintenanceCompensation”toprovideforthecare,grooming,exerciseandmaintenance ofthePoliceServiceDogsandtheirequipment.
c.Onceamonth,AdlerhorstInternational(orthedesignatedtrainingfacility)willschedule therequiredeight(8)hourrequalificationday.Handlerswillattendasscheduledbythe CanineCoordinator.Thetrainingdaywillbeconsideredanormalten(10)-h0urworkday forallHandlers.Theremainingtwo(2)hoursofthatdaywillalsobeconsidered“Canine Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 20277. BREAKS AND (CODE 7) MEAL PERIODEmployees 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 timeduring any period of overtime worked in which between a minimum of five (5) consecutive hoursand up to a maximum of seven (7) consecutive hours are worked. Any employee working anovertime 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 anon-call status.8. CALL BACK PAYEmployees who are not on stand-by and are called back to work during their off-duty hours willreceive 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 callback assignment is less than two (2) hours. If the employee’s call back assignment extends beyondthe two (2) hours, they will be compensated for the actual time worked at the applicable overtimerate.9. CANINE HANDLERSCanine Handlers will work a 4-10 schedule. The assigned working hours will be based on theneeds of the Department and are subject to change, as determined by the Operations DivisionCommander.Handlers will not be required to be on call. In the event a Handler is contacted and requested foran emergency call out (as determined by the on-duty Watch Commander), normal call outcompensation will apply. If, however, a Handler is placed on call, the Handler will be compensatedaccording 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; scheduledvacations; or, to accommodate the needs of the Department as determined by the CanineCoordinator or the Watch Commander.b. The Canine Handlers will report for their weekly training at the designated location andtime. The senior Handler will be responsible for notifying Dispatch and the WatchCommander each week of their training location and attendance prior to thecommencement of training. The weekly training block is six (6) hours. The remaining four(4) hours of the Handler’s scheduled ten (lO)-hour shift will be considered as “CanineMaintenance Compensation” to provide for the care, grooming, exercise and maintenanceof the Police Service Dogs and their equipment.c. Once a month, Adlerhorst International (or the designated training facility) will schedulethe required eight (8) hour requalification day. Handlers will attend as scheduled by theCanine Coordinator. The training day will be considered a normal ten (lO)-hour workdayfor all Handlers. The remaining two (2) hours of that day will also be considered “Canine7 381
ChinoP01iccOfflccrsAssociation
MemorandumofUndcrstanding
July1,2025—Junc30,2027
MaintenanceCompansation”fortheHandlers.TheHandlerswillreceiveatotalof fourteen(l4)hoursofstraighttimecompensationinatwentyeight(28)daypaycycle(30 minutesaday,7daysaweek).ThisistocompensatetheHandlersfortimespentoncare andmaintenance0fthePoliceServiceDogandequipment.Thetimeoffwillbearranged withtheCanineCoordinator.Attendanceismandatory.However,excusedabsencesmay beallowedforemergenciesorHandler/DogillnessatthediscretionoftheCanine Coordinator.
d.AyearlyP.O.S.T.certificationisrequiredfor“PatrolandDetection”andattendanceis mandatory.TheCanineCoordinatorwillschedulethecertificationdays.

TheOperationsDivisionCommanderwillassignthedaysoffforeachHandler.Thechoiceofdays offwillbemadebyseniorityandwitheachnormalshiftrotation.Senioritywillbeestablishedby timeassignedintheCanineUnit.

Day—to—daysupervisionoftheCanineUnitpersonnelwillbetheresponsibilityofthepatrolteam SergeantstoensurethatboththeneedsoftheDepartmentandtheCanineUnitarebeingmet.

CanineHandlerswillbeissuedpatrolcarswithpropercaninekennel/safetyequipmentandmarked withproperPolicecaninewarnings.Thepatrolcarswillbeutilizedtotransportthecaninetoand fromtheHandler’sresidencetoDepartmentapprovedtraining,aswellastonormalpatrolshifts asdeterminedbytheCanineCoordinator.EachCanineHandlermustprovidenecessary maintenanceofthePoliceServiceDogandallrelatedequipment.Equipmentdeficienciesmustbe reportedtotheCanineCoordinatorwhowilloverseereplacementorrepair.

AnyinjuriestoorillnessaffectingthePoliceServiceDogmustbeimmediatelyreportedtothe CanineCoordinatorwhowillauthorizeallveterinarycaredeemednecessary.Veterinaryservices willbepaidforbytheDepartment.Anexceptionwillbemadeforemergencyveterinarycare,in whichcasepreauthorizationfortreatmentisnotneeded.

WhenitbecomesnecessarytoretireaPoliceServiceDogfromactiveservice,theDepartmentwill transferownershipofthedogtothelastHandler,providedtheHandlerwantstokeepthedog.

ShouldtheHandlerdeclinetoaccepttheretiredPoliceServiceDoganduponapprovalofthe CanineCoordinator,theofferoftransferofownershipwillthenbepresentedtothedog’sprevious Handler(s).ShouldnoHandlerelecttoacceptthedog,theCanineCoordinatorwillmakeother appropriateplansforthedogwiththeapprovaloftheChiefofPolice.

Note:TheCityofChinoPoliceDepartmentwillselltheretiredPoliceServicedogtotheHandler foronedollar($l.00)andinreturntheHandleragreestoprovideacomfortable,humaneandcaring environmentfortheremainderoftheretiredPoliceServiceDog’slife.TheHandleralsoagrees thattheretireddogwillnotperformanysearchesoractivityrelatedtopatrolornarcoticrelated duties.

Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027Maintenance Compensation” for the Handlers. The Handlers will receive a total offourteen (14) hours of straight time compensation in a twenty eight (28) day pay cycle (30minutes a day, 7 days a week). This is to compensate the Handlers for time spent on careand maintenance of the Police Service Dog and equipment. The time off will be arrangedwith the Canine Coordinator. Attendance is mandatory. However, excused absences maybe allowed for emergencies or Handler/Dog illness at the discretion of the CanineCoordinator.d. A yearly P.O.S.T. certification is required for “Patrol and Detection” and attendance ismandatory. The Canine Coordinator will schedule the certification days.The Operations Division Commander will assign the days off for each Handler. The choice of daysoff will be made by seniority and with each normal shift rotation. Seniority will be established bytime assigned in the Canine Unit.Day-to-day supervision of the Canine Unit personnel will be the responsibility of the patrol teamSergeants 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 markedwith proper Police canine warnings. The patrol cars will be utilized to transport the canine to andfrom the Handler’s residence to Department approved training, as well as to normal patrol shiftsas determined by the Canine Coordinator. Each Canine Handler must provide necessarymaintenance of the Police Service Dog and all related equipment. Equipment deficiencies must bereported 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 theCanine Coordinator who will authorize all veterinary care deemed necessary. Veterinary serviceswill be paid for by the Department. An exception will be made for emergency veterinary care, inwhich case preauthorization for treatment is not needed.When it becomes necessary to retire a Police Service Dog from active service, the Department willtransfer 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 theCanine Coordinator, the offer of transfer of ownership will then be presented to the dog’s previousHandlers). Should no Handler elect to accept the dog, the Canine Coordinator will make otherappropriate 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 Handlerfor one dollar ($ 1 .00) and in return the Handler agrees to provide a comfortable, humane and caringenvironment for the remainder of the retired Police Service Dog’s life. The Handler also agreesthat the retired dog will not perform any searches or activity related to patrol or narcotic relatedduties. 8 382
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025~June30,2027

10.CANINEOFFICERCALLOUTCOMPENSATION
EffectiveJuly1,1998,three(3)hoursminimumpayearnedatoneandone-half(lV2)timesthe employee’sregularbaserateofpaywillbeprovidedtoemployeesassignedtocaninedutywho areoff—dutyandarecalledbacktoconductaninvestigation.
ll.CATASTROPHICTIMEBANK
EffectiveJulyl,1994,aCatastrophicTimeBankmaybecreatedonanas—neededbasisforuseby CPOAmembers.RefertoCatastrophicLeavePolicy.

12.CHANGINGOFDAYSOFFFORTRAININGPURPOSES
EffectiveJulyl,1985,employeeswillnotbesubjecttonon-voluntarysplittingoftheirdaysoff toaccommodateDepartmenttrainingneeds.

13.COMPENSATIONTIMEOFF
Employeesmayaccrueamaximumofonehundredandeighty(l80)hoursofCompensatoryTime whichmayberequestedastimeoff.Uponseparationfromemployment,accumulated compensatorytimeoffwillbeconvertedtocashatthethenexistingbasehourlyrate. l4.COMPUTERLOANPROGRAM
AllregularemployeesWhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreet0comply withtherequirementsoftheprogramaslistedbelow:

Maximumamountfinancedistwothousand,fivehundreddollars($2.500).

Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataprocessingequipment.Forexample.Dell,HP,etc.

Nogameorentertainmentsoftwarewillqualifyunderthisprogram.

Loanstoparticipantswillbeforatermnottoexceedthirty-sixmonths(36)andnointerest willbechargedduringthattime.

Paymentsontheloanwillbemadethroughpayrolldeductiononabi-weeklybasis.

Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc).

TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.

A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.

V UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days tosubmitnecessarydocumentationtoFinanceDepartmentforpre—approvalofsystem purchase.
9 O

00. 00.
0:0
O
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.

Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202710. CANINE OFFICER CALL OUT COMPENSATIONEffective July 1, 1998, three (3) hours minimum pay earned at one and one-half (1 '/z) times theemployee’s regular base rate of pay will be provided to employees assigned to canine duty whoare off-duty and are called back to conduct an investigation.11. CATASTROPHIC TIME BANKEffective July 1, 1994, a Catastrophic Time Bank may be created on an as-needed basis for use byCPOA members. Refer to Catastrophic Leave Policy.12. CHANGING OF DAYS OFF FOR TRAINING PURPOSESEffective July 1, 1985, employees will not be subject to non-voluntary splitting of their days offto accommodate Department training needs.13. COMPENSATION TIME OFFEmployees may accrue a maximum of one hundred and eighty (180) hours of Compensatory Timewhich may be requested as time off. Upon separation from employment, accumulatedcompensatory time off will be converted to cash at the then existing base hourly rate.14. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith 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 withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible 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 interestwill 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 thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds.9 383
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1.2025~June30,2027

15.COSTOFLIVINGADJUSTMENT(COLA)
ATotalCompensationSurveywillb6conductedinAugust2025usingthesamecriteriaandsurvey citiesusedinthe2022TotalCompensationSurvey.TheCityagreestomaintainsworn classificationsatnolowerthanthenumberthree(3)rankingintotalcompensationamongthe surveycities,excludingtheBenefitBank.Anyadjustmentsnecessaiytomeetthatbenchmarkwill beretroactivetothepayperiodthatincludesJuly1,2025.

ThesameprocesswillapplyeveryAugust,withanynecessaryadjustmentstoretainsworn classificationsinthetop3rankingbeingretroactivetothepayperiodthatincludesJulyl.Benefit BankupdatesforthenextyearwillbeimplementedinDecemberoftheyeartheyarcreleased.

DefinitionofTotalCompensation
ForthepurposesofthisArticle,totalcompensationshallconsistofthefollowingelements:

Basesalary
Uniformallowance:s
Shiftdifferentialgraveyardshift)
AdvancedPOSTpay
City—paidDeferredCompensationcontribution
City—paidRetireeHealthSavings(RHS)contribution
Employer-paidhealthcarecontribution
Longevitypay($500at5years:$8.33monthlyvalue)
:.O
0 :o0
:9.
:09
Q
:99
O
t'
I’
Minustheemployee-paidPERSPEPRAcontributionrate

16.COURTAPPEARANCEANDSTAND-BYCOMPENSATION
Employeesaskedtoappearorstand-byforcivil,criminal,oradministrativeproceedingswillbe compensatedinaccordancewiththeestablishedcourtappearanceandcourtstand-bypoliciesthat readasfollows:

CourtAppearanceCompensation:Employeeswhoaresubpoenaedt0appearincourtduringtheir off—dutyhourswillbepaidatoneandone—half(11/2)timestheirhourlyrateofpaywithatwo(2)— hourminimumguarantee.Employeeswhoreceivetwo(2)separatesubpoenastoappearforthe morningandafternoonsessionsonthesamedaywillreceivetwo(2),two-hourminimum guarantees.Timespentduringallcourtroomrecesses,includingcourtlunchrecesseswillbe consideredtimeworkedforpurposesofcomputingcompensation.Hoursspentincourtbeyond thetwo(2)two-hourguaranteeswillbecompensatedonanhour—per-hourbasiswithexceptionof traveltime.Employeeswhodonotexercisetheoptiontoverifythatacaseisscheduledandwho reporttothecourtwillbecompensatedfortheirappearance.

CourtStand—byCompensation:Offdutyswompersonnelwhoareplacedonstand—byforapossible courtappearancewillbepaidattheirstraighttimerateforhoursspentonstand-by.Thetimewill becalculatedtothenearestfifteen(15)-minuteincrement.Inadditiontothiscompensation. employeesinstructedtoremainavailableforacourtcasearecompensatedwithfour(4)hoursat straighttime,paidattheemployee’sbaserateofpay,aftertheemployeehasbeeninstand—by modefortwo(2)consecutivedaysandhasnotbeenrelievedofsuchstand—by. 10 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202715. COST OF LIVING ADJUSTMENT (COLA)A Total Compensation Survey will be conducted in August 2025 using the same criteria and surveycities used in the 2022 Total Compensation Survey. The City agrees to maintain swornclassifications at no lower than the number three (3) ranking in total compensation among thesurvey cities, excluding the Benefit Bank. Any adjustments necessaiy to meet that benchmark willbe retroactive to the pay period that includes July 1, 2025.The same process will apply every August, with any necessary adjustments to retain swornclassifications in the top 3 ranking being retroactive to the pay period that includes July 1 . BenefitBank updates for the next year will be implemented in December of the year they are released.Definition of Total CompensationFor 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 rate16. COURT APPEARANCE AND STAND-BY COMPENSATIONEmployees asked to appear or stand-by for civil, criminal, or administrative proceedings will becompensated in accordance with the established court appearance and court stand-by policies thatread as follows:Court Appearance Compensation: Employees who are subpoenaed to appear in court during theiroff-duty hours will be paid at one and one-half (1 A) times their hourly rate of pay with a two (2)-hour minimum guarantee. Employees who receive two (2) separate subpoenas to appear for themorning and afternoon sessions on the same day will receive two (2), two-hour minimumguarantees. Time spent during all courtroom recesses, including court lunch recesses will beconsidered time worked for purposes of computing compensation. Hours spent in court beyondthe two (2) two-hour guarantees will be compensated on an hour-per-hour basis with exception oftravel time. Employees who do not exercise the option to verify that a case is scheduled and whoreport 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 possiblecourt appearance will be paid at their straight time rate for hours spent on stand-by. The time willbe 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 atstraight time, paid at the employee’s base rate of pay, after the employee has been in stand-bymode for two (2 ) consecutive days and has not been relieved of such stand-by.10 384
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025aJune30,2027

17.COURTTRAVELTIME
Employeeswhoaresubpoenaedtoandappearincourtoutsidethelocalarea(thelocalareabeing definedasPomonaandRanchoCucamonga)duringoffdutyhourswillbepaidatastraighttime ratefortraveltime.Thetraveltimeist0becalculatedfromtheChinoPoliceDepartmentt0the courtandreturn.

18.DEATHBENEFIT
Employeesareprovidedwithonehundredthousanddollars($100,000)inlifeinsurancecoverage, payabletobeneficiaryontileinHumanResourcesattimeofdeath.DeathbenefitsundertheCity’s self—insuredlifeinsuranceprogramareintendedtobetreatedforallfederalincometaxpurposes asbeingpaidunderalifeinsurancecontractwithinthemeaningofSection7702oftheInternal RevenueCodeandtoresultinnorecognitionofincorneunderCodeSection101.

Inthecvcntofanemployee’sdeath,his/herbeneficiarywillreceivepaymentofallunusedvacation andcompensationtimeat100%.Sickleavetimewillbepaidoutattherateestablishedbyyears ofservice.

Intheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath.theemployee’sbeneficiary(ies)willreceive100%cash—outofthe employee’saccruedsickleaveonrecord.

19.DEFERREDCOMPENSATION
Adeferredcompensationplan,457(b)and/0r401(a),isavailabletoallemployees,providingtax- deferredsavingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity's designateddeferredcompensationplanuptothemaximumannualamountallowedbyfederaland statelawthroughapayrolldeductionprogram.

CityContribution
Employeeswillreceiveatwohundredandfiftydollar($250)permonthCitycontributiontotheir CityDeferredCompensationaccount,401(a).
“Catch-up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47,whoare withinthree(3)yearsoftheirplannedretirementdate,maytakeadvantageofthe457 DeferredCompensationPlan"catch—up”provisionsandallowancesasdefinedinfederal andstatelaw.TotheextentallowedbyfederalandstatelawandtheCity'sdeferred compensationplanadministrator,theCitywillallow,duringthethree(3)yearspriortoan employee'splannedretirementdate,theconversionofaccruedsick/vacationleavehoursto cashcontributionattheemployee'sbaserateofpayineffectatthetimeofconversion.

Sick/vacationleaveconversioncontributionsforthe"457catch—up"shallnormallybe distributedoveranemployee'slastthree(3)yearspriortohis/herplannedretirementdate.

However,basedonthetotalamountof”457catch—up”contributionsavailabletothe employee,accumulatedsickleavehours,andtheemployee'sdesignatedretirementdate,"457catch—up"contributionsmayoccuroverashorterperiodoftimepriortoretirement.

Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsofhis/herplanned ll
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 202717. COURT TRAVEL TIMEEmployees who are subpoenaed to and appear in court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid at a straight timerate for travel time. The travel time is to be calculated from the Chino Police Department to thecourt and return.18. DEATH BENEFITEmployees 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’sself-insured life insurance program are intended to be treated for all federal income tax purposesas being paid under a life insurance contract within the meaning of Section 7702 of the InternalRevenue 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 vacationand compensation time at 100%. Sick leave time will be paid out at the rate established by yearsof service.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued sick leave on record.19. DEFERRED COMPENSATIONA deferred compensation plan, 457(b) and/or 401(a), is available to all employees, providing tax-deferred savings to serve as a retirement supplement. An employee may contribute to the City'sdesignated deferred compensation plan up to the maximum annual amount allowed by federal andstate law through a payroll deduction program.City ContributionEmployees will receive a two hundred and fifty dollar ($250) per month City contribution to theirCity Deferred Compensation account, 401(a).“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who arewithin three (3) years of their planned retirement date, may take advantage of the 457Deferred Compensation Plan "catch-up" provisions and allowances as defined in federaland state law. To the extent allowed by federal and state law and the City's deferredcompensation plan administrator, the City will allow, during the three (3) years prior to anemployee's planned retirement date, the conversion of accrued sick/vacation leave hours tocash 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 bedistributed 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 theemployee, 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 planned11 385
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025iJune30,2027
retirementdate,have"457catch—up"privilegesavailabletohim/her,andbeenrolledinthe City—sponsored457DeferredCompensationPlan.
“Catch-up”-SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5) yearsofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceor disabilityretirement.TheCitywilladvanceemployees47yearsofageorolderacash-out oftheiraccruedSickLeaveuptotheindexedamountiftheyChoosetoutilizethe“Catch Up”provisionprovidedthroughtheCity’s457plan.

Intheeventanemployeeseparatesforanyreasonotherthanserviceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewill berequiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.The reimbursementwillbedeductedbytheCityfromanyorallearnedfundsavailabletothe employeeonseparation,WithoutitbeingnecessaryfortheCitytoseekaciviljudgment forthemonies.

Toparticipate,theemployeewillselecttheamountofsickleavehe/shewantstransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcan beaselectednumberofhoursorapercentageofSickLeaveremainingattheendofthe year.Theemployee’sSickLeavebalancewouldthendecreasecommensuratelywiththe amountoffundswithdrawn.

TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhile participatinginthisprogram.
“Catch—up”hoursadvancedwillbeaddedbacktotheemployee’sSickLeavebankforthe sickleaveprogramcalculation.
“Catch-up”—VacationLeave
Inordertoparticipate,theemployeewillselecttheamountofVacationLeavehe/shewants transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingat theendoftheyear.Theemployee’sVacationLeavebalancewouldthendecrease commensuratelywiththeamountoffundswithdrawn.

Theemployeemaintaininghis/herVacationLeavemaximumwouldstillbeeligiblefor VacationLeaveincentives,suchasVacationLeaveConversion.Theemployeewill continuetoaccrueVacationLeavehoursatthenormalratewhileparticipatinginthis program.
“Age50+Catch-up”
Inthecalendaryearyouattainage50(orolder),youmaycontributeanadditionalamount overthenormalmaximumcontributionlimitpertheIRS.The“Age50Catch-up”and“Pre- RetirementCatch—up”provisionsmaynotbothbeusedinthesamecalendaryear. 12 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027retirement date, have "457 catch-up" privileges available to him/her, and be enrolled in theCity-sponsored 457 Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees 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 ordisability retirement. The City will advance employees 47 years of age or older a cash-outof their accrued Sick Leave up to the indexed amount if they choose to utilize the “CatchUp” provision provided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee willbe required to reimburse the excess amount of Sick Leave previously paid out. Thereimbursement will be deducted by the City from any or all earned funds available to theemployee on separation, without it being necessary for the City to seek a civil judgmentfor the monies.To participate, the employee will select the amount of sick leave he/she wants transferredinto deferred compensation at the beginning of each of the three (3) years. The amount canbe a selected number of hours or a percentage of Sick Leave remaining at the end of theyear. The employee’s Sick Leave balance would then decrease commensurately with theamount of funds withdrawn.The employee will continue to accrue Sick Leave hours at the normal rate whileparticipating in this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for thesick leave program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave he/she wantstransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining atthe end of the year. The employee’s Vacation Leave balance would then decreasecommensurately with the amount of funds withdrawn.The employee maintaining his/her Vacation Leave maximum would still be eligible forVacation Leave incentives, such as Vacation Leave Conversion. The employee willcontinue to accrue Vacation Leave hours at the normal rate while participating in thisprogram.“Age 50+ Catch-up”In the calendar year you attain age 50 (or older), you may contribute an additional amountover 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.12 386
ChinoPoliceOfflccrsAssociation
MemorandumofUnderstanding
July1.2025—Juno30,2027
EmployeesmayuseaccruedSickLeavehoursand/oraccruedVacationLeavehoursto contributethisadditionalamount.Thisprovisionmaybeusedregardlessoftheamountof deferralstheemployeecurrentlycontributes.

Contributionstodeferredcompensationwillbediscontinuedwhileanemployeeisreceiving Workers’Compensationpayments.

20.DIRECTDEPOSIT
EmployeeswillnotreceiveseparatechecksasnotedunderthesectionstitledCleaning/Clothing AllowanceandHolidayPaybutwillhavefundsdirectlydepositedintotheaccountestablishedfor depositoftheirregularpayrollcheck.Allemployeesarerequiredtohavefundsdirectlydeposited intoanaccountestablishedfordepositofanypayrollcheck.

21.DISABILITY
EffectiveJulyl,2019,theCitywillpayallpremiumsfortheCity—fundedShort/LongTerm DisabilityProgramandprovideittoallemployees,withabuy-downprogramtobeeffectiveon the41“calendardayofdisability,withaprovisiontocontinueregularbenefitsandbenefitaccruals duringthe“buy-down”andTermDisabilitycoverageperiods.Salarycontinuationeffectiveonthe 41“consecutivecalendardayofdisabilitywillbeatarateof100%oftheemployee’sbasesalary.

Effectiveonthe615‘consecutivecalendardayofdisability,salarycontinuationwillbemadeata rateof66-2/3%oftheemployee’sbasesalary.Theentirebenefitperiodwillnotexceedtwo(2) years.

22.DISCIPLINARYACTIONAPPEALPROCEDURECONSISTINGOFAWRITTEN

REPRIMANDORLESS
EffectiveAugust15,2000,thefollowingAppealProcedurewillbeutilizedbyemployeesforthe purposeofappealingdisciplinaryactionconsistingofaWrittenReprimandorless.Thiswillbe thesoleandexclusiveprocedureaffordedtoswornemployeesforappealingdisciplinaryaction consistingofaWrittenReprimandorless.

AnyswornemployeehavingreceivedadisciplinaryactionconsistingofaWrittenReprimandor lesswillbeentitledtothefollowingappealprocedurepursuanttothePublicSafetyOfficers ProceduralBillofRightsActatCaliforniaGovernmentCode§3304(b)and3304.5.

Withinfive(5)workdaysofthetimethewrittenorverbalreprimandisissued,theemployeewill beentitledtoanon-evidentiarymeetingwiththesupervisorwhoissuedthedisciplinaryaction.

Thepurposeofthisadministrativeappealistoaffordtheemployeeanopportunitytobeheardby thesupervisorastowhytheemployeebelievesthedisciplineshouldberevokedormodified.The employee’sappealmaybemadeverballyorinwriting.Thesupervisorwillhaveten(10)workdays fromthedateoftheadministrativeappealtorespondtotheemployee.lfthesupervisordoesnot respondwithinten(10)workdaysoftheadministrativeappeal,theoriginaldisciplinaryactionwill remainunchanged.
lfthematterisnotresolvedtotheaggrievedemployee’ssatisfaction,withinten(10)workdaysof thesupervisor’sresponsetotheemployee’sappeal,orten(10)workdaysafterthetimeforthe 13 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027Employees may use accrued Sick Leave hours and/or accrued Vacation Leave hours tocontribute this additional amount. This provision may be used regardless of the amount ofdeferrals the employee currently contributes.Contributions to deferred compensation will be discontinued while an employee is receivingWorkers’ Compensation payments.20. DIRECT DEPOSITEmployees will not receive separate checks as noted under the sections titled Cleaning/ClothingAllowance and Holiday Pay but will have funds directly deposited into the account established fordeposit of their regular payroll check. All employees are required to have funds directly depositedinto an account established for deposit of any payroll check.21. DISABILITYEffective July 1, 2019, the City will pay all premiums for the City-funded Short/Long TermDisability Program and provide it to all employees, with a buy-down program to be effective onthe 41stcalendar day of disability, with a provision to continue regular benefits and benefit accrualsduring the “buy-down” and Term Disability coverage periods. Salary continuation effective on the41stconsecutive calendar day of disability will be at a rate of 100% of the employee’s base salary.Effective on the 61stconsecutive calendar day of disability, salary continuation will be made at arate 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 WRITTENREPRIMAND OR LESSEffective August 15, 2000, the following Appeal Procedure will be utilized by employees for thepurpose of appealing disciplinary action consisting of a Written Reprimand or less. This will bethe sole and exclusive procedure afforded to sworn employees for appealing disciplinary actionconsisting of a Written Reprimand or less.Any sworn employee having received a disciplinary action consisting of a Written Reprimand orless will be entitled to the following appeal procedure pursuant to the Public Safety OfficersProcedural 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 willbe 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 bythe supervisor as to why the employee believes the discipline should be revoked or modified. Theemployee’s appeal may be made verbally or in writing. The supervisor will have ten (10) workdaysfrom the date of the administrative appeal to respond to the employee. If the supervisor does notrespond within ten (10) workdays of the administrative appeal, the original disciplinary action willremain unchanged.If the matter is not resolved to the aggrieved employee’s satisfaction, within ten (10) workdays ofthe supervisor’s response to the employee’s appeal, or ten (10) workdays after the time for the13 387
ChinoPoliceOfflccrsAssociation
MemorandumofUnderstanding
July1.2025—June30,2027
supervisortorespondhaspassed,theemployeewillthenbeentitledtoanon—evidentiarymeeting withtheChiefofPolice.Thepurposeofthisadministrativeappealistoaffordtheemployeean opportunitytobeheardbytheChiefofPoliceastowhytheemployeebelievesthediscipline shouldberevokedormodified.Theemployee’sappealmaybemadeverballyorinwriting.The ChiefofPolicewillhaveten(10)workdaystorespondtotheemployee.IftheChiefofPolicedoes notrespondwithinten(10)workdaysoftheadministrativeappeal,theoriginaldisciplinaryaction willremainunchanged.

ThedeterminationoftheChiefofPolicewillbefinal,bindingandconclusive.Therewillbeno otheradministrativemethodtoappealthedeterminationoftheChiefofPolice.

23.DISCIPLINARYAPPEALPROCEDURECHANGE
CityResolutionNo.98—39,whichgovernstheappealofdisciplinaryaction,isrescindedinits entiretyandSection3through5ofRuleXIVorCityResolutionNo.85-52(PersonnelRules)will beamendedasreflectedinCityResolutionNo.2003—1l,attachedheretoasExhibit/4.

ResolutionNo.2003-1lwillbeamendedtoreflectthattheCityManagerwillnolongerserveas theHearingOfficer.

24.EDUCATIONAL[NCENTIVEPROGRAM
EmployeeshiredafterJulyl,1980,withtwo(2)ormoreyearsofserviceasaswornPolice employeewiththeCityofChinowillbepaidalumpsumatthetimeofreceiptofaqualifying degree.Thesumwillbeapercentageoftheemployee’stotalannualbasesalarycomputedas follows:

Forpurposesoftheabovecomputation,annualbasesalarywillbecomputedbyreferencetothe monthlysalarybeingreceivedbytheemployeeatthetimethathe/shequalifiesforthedegree.

ForpurposesoftheEducationalIncentiveProgram,qualifyingdegreesmustbeinPoliceScience, PublicAdministration,BusinessAdministration,BehavioralScience,orothercourseofstudy approvedbytheChiefofPoliee.

Employeeswillbeeligibletoreceiveconcurrentlytheone—timeEducationalIncentivePaywhile continuingtoreceiveP.O.S.T.CertificatePayforalldegreesreceived.

25.EMERGENCYSCHEDULE
TheCityreservestherighttowaivesenioritycriteriaanddetermineshiftworkschedulingand vacationassignmentsasnecessarytomeetoperationalneeds.Thisauthoritymaybeexercisedin easesofemergencyand/ortemporarysituationstoensureadequatestaffingandcontinuityof S€FVICES
14 Degree PercentageofSalary
AssociateofArts/Science 2—1/2%
BachelorofArts/Science 5%
MasterofArts/Science 7%
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 2027supervisor to respond has passed, the employee will then be entitled to a non-evidentiary meetingwith the Chief of Police. The purpose of this administrative appeal is to afford the employee anopportunity to be heard by the Chief of Police as to why the employee believes the disciplineshould be revoked or modified. The employee’s appeal may be made verbally or in writing. TheChief of Police will have ten (10) workdays to respond to the employee. If the Chief of Police doesnot respond within ten (10) workdays of the administrative appeal, the original disciplinary actionwill remain unchanged.The determination of the Chief of Police will be final, binding and conclusive. There will be noother administrative method to appeal the determination of the Chief of Police.23. DISCIPLINARY APPEAL PROCEDURE CHANGECity Resolution No. 98-39, which governs the appeal of disciplinary action, is rescinded in itsentirety and Section 3 through 5 of Rule XIV or City Resolution No. 85-52 (Personnel Rules) willbe 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 asthe Hearing Officer.24. EDUCATIONAL INCENTIVE PROGRAMEmployees hired after July 1, 1980, with two (2) or more years of service as a sworn Policeemployee with the City of Chino will be paid a lump sum at the time of receipt of a qualifyingdegree. The sum will be a percentage of the employee’s total annual base salary computed asfollows:DegreePercentage of SalaryAssociate of Arts/Science2-1/2%Bachelor of Arts/Science5%Master of Arts/Science7%For purposes of the above computation, annual base salary will be computed by reference to themonthly salary being received by the employee at the time that he/she qualifies for the degree.For purposes of the Educational Incentive Program, qualifying degrees must be in Police Science,Public Administration, Business Administration, Behavioral Science, or other course of studyapproved by the Chief of Police.Employees will be eligible to receive concurrently the one-time Educational Incentive Pay whilecontinuing to receive P.O.S.T. Certificate Pay for all degrees received.25. EMERGENCY SCHEDULEThe City reserves the right to waive seniority criteria and determine shift work scheduling andvacation assignments as necessary to meet operational needs. This authority may be exercised incases of emergency and/or temporary situations to ensure adequate staffing and continuity ofservices14 388
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
UnderCaliforniaGovernmentCodeSection3101allChinoPoliceDepartmentemployeesare considereddisasterServiceWorkers.

CivilDisturbanceorUnusualOccurrencePlan
InthefaceofaCivilDisturbanceoranUnusualOccurrence,theDepartmentresourceswillbe directedinthemostefficientmannerpossibletowardthegoalofrestoringtheCitytoastateof normalcy.

TheChicfofPoliceorhisdesigneewillbethccommandofficerauthorizedtoshifttheDepartment intoa “CivilDisturbance”(CD)or“UnusualOccurrence”(UO)staffingconfiguration.

Additionally,shouldinformationorintelligencesourcessuggestthatasituationisdevelopingthat couldtriggeraCDorUO,theChiefmaydeclareaDepartmental“TacticalAlert”,whichcould causetheDepartmenttomoveintoanemergencyschedule,i.e.12hourshifts.Employeesinthe unitwillfollowChinoPoliceDepartmentPolicy408forfurtherCivilDisturbanceorUnusual OccurrencePlandirectives.

ActivationofEmergencyPlan
TheChiefofPoliceorhighest-rankingofficialondutymayactivatetheEmergencyOperations Planinresponsetoamajoremergency,IntheeventtheEmergencyOperationsPlanisactivated allemployeesaresubjecttoimmediaterecall.Employeesmayalsobesubjecttorecallduring extraordinarycircumstancesasdeemednecessarybytheChiefofPoliceordesignee.Duringthe ActivationoftheEmergencyOperationsPlan,andEmergencySchedulewillbeinforceasdirected bytheChiefofPolice.

Anymodificationstoschedulingorvacationassignmentsunderthisarticlewillbemadein accordancewithdepartmentalpoliciesandprocedures.Forfurtherdetails,refertotheSeniority SectionofthisMOU.

26.EQUIPMENT
Allemployeeswillbeprovidedwiththerequiredequipmentnecessarytoperformtheirdutiesat theCity’sexpense.

EquipmentissuedtoemployeesduringtheiremploymentshallremainthepropertyoftheCity.

Uponseparationfromemployment,employeesarerequiredtoreturnallCity—issuedproperty immediately.Failuretoreturnissuedequipmentmayresultinappropriateactionaspermittedby laworotherapplicablemeasures.

27.EXAMINATIONOFPROMOTIONALSCORES
Employeeshavingcompletedawrittenandinterviewpromotionaltestingprocesswillbeeligible toreceiveaverbalsummaryoffeedbackprovidedbyraters.Theverbalsummarywillinclude relevantcommentsmadebyratersthatwereusedindeterminingplacementonaneligibilitylist.

TheverbalsummarywillbeprovidedbydesignatedrepresentativefromtheExecutive ManagementteamwithinthePoliceDepartment,whowillensurethefeedbackisdeliveredina constructiveandconfidentialmanner.
15 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027Under California Government Code Section 3101 all Chino Police Department employees areconsidered disaster Service Workers.Civil Disturbance or Unusual Occurrence PlanIn the face of a Civil Disturbance or an Unusual Occurrence, the Department resources will bedirected in the most efficient manner possible toward the goal of restoring the City to a state ofnormalcy.The Chief of Police or his designee will be the command officer authorized to shift the Departmentinto a “Civil Disturbance” (CD) or “Unusual Occurrence” (UO) staffing configuration.Additionally, should information or intelligence sources suggest that a situation is developing thatcould trigger a CD or UO, the Chief may declare a Departmental “Tactical Alert”, which couldcause the Department to move into an emergency schedule, i.e. 12 hour shifts. Employees in theunit will follow Chino Police Department Policy 408 for further Civil Disturbance or UnusualOccurrence Plan directives.Activation of Emergency PlanThe Chief of Police or highest-ranking official on duty may activate the Emergency OperationsPlan in response to a major emergency. In the event the Emergency Operations Plan is activatedall employees are subject to immediate recall. Employees may also be subject to recall duringextraordinary circumstances as deemed necessary by the Chief of Police or designee. During theActivation of the Emergency Operations Plan, and Emergency Schedule will be in force as directedby the Chief of Police.Any modifications to scheduling or vacation assignments under this article will be made inaccordance with departmental policies and procedures. For further details, refer to the SenioritySection of this MOU.26. EQUIPMENTAll employees will be provided with the required equipment necessary to perform their duties atthe 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 propertyimmediately. Failure to return issued equipment may result in appropriate action as permitted bylaw or other applicable measures.27. EXAMINATION OF PROMOTIONAL SCORESEmployees having completed a written and interview promotional testing process will be eligibleto receive a verbal summary of feedback provided by raters. The verbal summary will includerelevant 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 ExecutiveManagement team within the Police Department, who will ensure the feedback is delivered in aconstructive and confidential manner.15 389
ChinoPoliceOfficcrsAssociation
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July1,2025—June30,2027
Thepurposeoftheverbalsummaryistoprovideinsightintotheemployee’sperformance:
highlightingstrengthsandareasforpotentialimprovementinfuturepromotionalopportunities.

TheChiefofPoliceand/orhisdesigneewillensurethattheprocesswillremaintransparent, consistent,andincompliancewiththeseprocedures.

28.FLEXIBLEBENEFITSSPENDINGPLAN
A Section~l25—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.

29.FAIRLABORSTANDARDSACT
InaccordwiththeFLSA,theCitywillpayallCPOAmembersattheovertimerateasmandated bytheFLSA,andwithregardto“lawenforcementpersonnel”asthattermisdefinedintheFLSA.

SuchFLSAmandatedovertimeratewillbepaidforallhoursworkedinexcessof171ina designated28-dayperiodasrequiredby29USCSection207(k).

Inconnectionwith“lawenforcementpersonnel”,theCitywilldesignatethirteen(l3),twenty— eight(28)dayperiodsforeachcalendaryear.Indeterminingthequantityof“hoursworked”,as thattermisdefinedintheFLSA,timeforwhichpersonsarecompensated,butdonotactually work,willnotbecountedas“hoursworked”forpurposesofmakingFLSAcomputations.Such paidleavehourswhichwillbeexcludedfromthecomputationof“hoursworked”assetforthin theFLSA,aresickleave,holidaypay,vacationpay,personalholidaypay,militaryleave, bereavementleave,jurydutypay,civicresponsibilityleave,longtermdisabilityleave,industrial leavesuchassetforthinCaliforniaLaborCodeSection4850,andpoliceCPOAboardhours.

However,thissectionwillnotdiminish0ralteranyprovisionofEMPLOYEECOMPENSATION RESOLUTION85—54,whichprovidedforovertimepay,call-backpay,courtappearancepay, courtstand-bypayandotherformsofpremiumcompensation.Thus,suchovertimeandpremium compensationcomputationswillcontinuetoincludetheabove-describedpaidleavehoursin computingovertimeandpremiumcompensationpaymentsotherthanthoseregulatedbythe FLSA.Forexample,ifanemployeeactuallyworks75hoursinanytwo(2)consecutivework weeksandutilizesten(10)hoursofsickleaveinsaidtimeperiod,thentheemployeewillreceive five(5)hoursofovertimeatoneandone-half(1
1/2)timestheemployee’shourlyrate(ArticleIV,
Section1,2ofResolution85—54).However,suchpaidleaveofabsencewillnotbeutilizedin determiningtheemployee’spost171-hourentitlementtoFLSAcomputationattheregularrateof PEW-
Further,if,duringthetermofthisAgreement,theFairLaborStandardsActiseitherlegislatively, administrativelyorjudiciallyheldinapplicabletoanyorallCPOAmembersthenthissectionwill benullandvoidexceptforthoseprovisionswhichperpetuateovertimeandpremiumcompensation provisionsassetforthinEMPLOYEECOMPENSATIONRESOLUTION85-54,andits successor(whichwillnotaltercounterpartovertimeandpremiumcompensationprovisionsof Resolution85-54).Additionally,andtotheextentthattheMemorandumofUnderstanding,the EmployeeCompensationResolution,andotherCityrulesandregulationshavebeenalteredin 16 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027The 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 PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.29. FAIR LABOR STANDARDS ACTIn accord with the FLSA, the City will pay all CPOA members at the overtime rate as mandatedby 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 adesignated 28-day period as required by 29 USC Section 207(k).In connection with “law enforcement personnel”, the City will designate thirteen (13), twenty-eight (28) day periods for each calendar year. In determining the quantity of “hours worked”, asthat term is defined in the FLSA, time for which persons are compensated, but do not actuallywork, will not be counted as “hours worked” for purposes of making FLSA computations. Suchpaid leave hours which will be excluded from the computation of “hours worked” as set forth inthe 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, industrialleave 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 COMPENSATIONRESOLUTION 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 premiumcompensation computations will continue to include the above-described paid leave hours incomputing overtime and premium compensation payments other than those regulated by theFLSA. For example, if an employee actually works 75 hours in any two (2) consecutive workweeks and utilizes ten (10) hours of sick leave in said time period, then the employee will receivefive (5) hours of overtime at one and one-half (1 Vz) 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 indetermining the employee’s post 171- hour entitlement to FLSA computation at the regular rate ofpay.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 willbe null and void except for those provisions which perpetuate overtime and premium compensationprovisions as set forth in EMPLOYEE COMPENSATION RESOLUTION 85-54, and itssuccessor (which will not alter counterpart overtime and premium compensation provisions ofResolution 85-54). Additionally, and to the extent that the Memorandum of Understanding, theEmployee Compensation Resolution, and other City rules and regulations have been altered in16 390
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30.2027
responsetotheFLSA,thestatusquoprecedingthisMemorandumofUnderstandingwillbe restoreduponanydescribeddeterminationthattheFLSAisnolongerapplicabletoCPOA membership.

30.FLOATINGHOLIDAYTIME
Followingcompletionofsix(6)monthsofcontinuousfull-timeCityservice,anemployeewillbe creditedwiththreeandonehalf(3—1/2)days(35hours)ofFloatingHolidayTime.Thereafter, employeesarecreditedwiththreeandonehalf(3-1/2)(35hours)floatingholidaysinJulyofeach year.

Employeeswillbepermitteduseoffloatingholidaytimeorconversionofsaidholidaytimeto cashinaccordancewiththeprovisionssetforthinthisMemorandumofUnderstandingand establishedCitypolicies.(RefertoHolidayPaySection.)
ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.9l6hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheek(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(l4) calendardaysfromthedateofseparation.

31.HAZARDCOMPENSATION
A.TacticalFlightOfficerAssignment
One(l)full-timeemployeewillbeassignedtoTacticalFlightOfficerastheirprimary assignmentandwillbeprovidedwithanadditionalmonthlycompensationoftwoanda halfpercent(2.5%)oftheemployee’sregularbaserateofpay.

IntheeventtheassignedTacticalFlightOfficerisunabletoperformthesesdutiesdueto long—termillnessorinjuryoranyotherapprovedlong—termleaveofabsence,the DepartmentshalldesignateaqualifiedreliefTacticalFlightOfficertotemporarilyassume theduties.ThereliefemployeeshallreceivethesameTacticalFlightOfficerpayforthe periodduringwhichthedutiesareperformed.

AssignmentofreliefTacticalFlightOfficersshallbebasedonoperationalneeds, experience,andrelevanttraining,andshallbeatthediscretionoftheChiefofPoliceor designee.

B.MotorcycleDutyAssignment
Employeesonassignmenttoamotorcycleunitwillbeprovidedwithanadditionalmonthly compensationoftwoandahalfpercent(2.5%)oftheemployee’sregularbaserateofpay.

Employeeswillreceiveten(10)hoursstraighttimepayorcompensatorytimeoffeach month.Thisistocompensateemployeesfortimespentcleaningandmaintainingthe motorcycle.ThetimeoffwillbecoordinatedwiththeTrafficSupervisor. 17 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027response to the FLSA, the status quo preceding this Memorandum of Understanding will berestored upon any described determination that the FLSA is no longer applicable to CPOAmembership.30. FLOATING HOLIDAY TIMEFollowing completion of six (6) months of continuous full-time City service, an employee will becredited 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 eachyear.Employees will be permitted use of floating holiday time or conversion of said holiday time tocash in accordance with the provisions set forth in this Memorandum of Understanding andestablished City policies. (Refer to Holiday Pay Section.)Except for employees retiring from the City, employees resigning/separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check) s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.31. HAZARD COMPENSATIONA. Tactical Flight Officer AssignmentOne (1) full-time employee will be assigned to Tactical Flight Officer as their primaryassignment and will be provided with an additional monthly compensation of two and ahalf 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 tolong-term illness or injury or any other approved long-term leave of absence, theDepartment shall designate a qualified relief Tactical Flight Officer to temporarily assumethe duties. The relief employee shall receive the same Tactical Flight Officer pay for theperiod 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 ordesignee.B. Motorcycle Duty AssignmentEmployees on assignment to a motorcycle unit will be provided with an additional monthlycompensation 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 eachmonth. This is to compensate employees for time spent cleaning and maintaining themotorcycle. The time off will be coordinated with the Traffic Supervisor.17 391
ChinoPoliceOfflccrsAssociation
MemorandumofUndorstanding
July1,2025—June30,2027

32.HOLIDAYS
TheCityhasdesignatedtwelve(12)10ten—hourholidaysasfollows:

NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear’sEve
Employeeswillbecompensatedinaccordancewithestablishedpolicygoverningholidaypay.

33.HOLIDAYPAY
Employeesarecredited,inJulyofeachyear,withonehundredandtwenty(120)hoursofholiday timeandthirtyfive(35)hoursoffloatingholidays.Employees,regardlessofassignment,willhave theoptionofconvertingsaidholidaytimetocashortoaccumulatedtimeoff.Anyholidays convertedtoaccumulatedtimeoffmustbeutilizedduringthefiscalyear,andtherewillbeno optiontocarryunusedaccumulatedholidaytimefromonefiscalyeartothenext.Anyunused holidayhoursfortheperiodofJulylthroughJune30ofanyfiscalyearwillbepaid,onthelast paydayofthefiscalyear,forallremaininghourscalculatedatthebasehourlyrateforeachhour ofunusedholidaytime.

Holidaytimeconvertedtocashpursuanttoexerciseofthisoptionwillbecompensatedatstraight time.Employeesmayreceivepaymentforholidaysinonelumpsum,inapayrollcheckdeposit separatefromtheirregularpayrollcheck,uponwrittenrequesttotheCity’sFinance Department/Payroll,atanytimethroughouttheyear.Requestssubmittedwithtimesheetswillbe paidwiththenextregularpayrollcheckdistribution.Holidaypaywillbecalculatedatthepayrate atthetimeofcashout.TocomplywithPERSregulations,thisspecialcompensationwillbe reportedtoPERSasitisearned.

ExceptforretiringfromtheCity,Holidayleavetimeusedorreceivedincashinexcessofthose whichwouldhavenormallyaccruedduringthatperiodoftimeinthefiscalyearforobservedCity holidays,willreimbursetheCityuponterminationoftheiremployment.

34.INCENTIVEPAY
Resolution85—54isamendedtoallowforhiringincentivesinordertoattractandretainhigher caliberemployees.EffectiveFebruary4,2020,theCitywillpaynew-hirelateralofficers(non- entrylevel)anincentiveof$5,000uponhire,andanadditional$5,000uponsuccessfullypassing theprobationperiod.Thisreplacesthepriorincentiveofthecashequivalentofonehundredand twenty(120)hoursofpayuponsuccessfulcompletionofprobation.

Source:ResolutionNo.2020-007

35.INVESTIGATIONPROCESS
TheCitywillcomplywithGovernmentCodeSection3303,aswellascurrentdepartmentandCity policy,regardinganinvestigationinvolvinganyemployeerepresentedbytheChinoPolice OfficersAssociation.
18 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 202732. HOLIDAYSThe City has designated twelve (12) 10 ten-hour holidays as follows:New Year’s DayMartin Luther KingPresidents DayMemorial DayIndependence DayLabor DayVeterans DayThanksgiving DayDay following ThanksgivingChristmas EveChristmas DayNew Year’s EveEmployees will be compensated in accordance with established policy governing holiday pay.33. HOLIDAY PAYEmployees are credited, in July of each year, with one hundred and twenty (120) hours of holidaytime and thirty five (35) hours of floating holidays. Employees, regardless of assignment, will havethe option of converting said holiday time to cash or to accumulated time off. Any holidaysconverted to accumulated time off must be utilized during the fiscal year, and there will be nooption to carry unused accumulated holiday time from one fiscal year to the next. Any unusedholiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the lastpayday of the fiscal year, for all remaining hours calculated at the base hourly rate for each hourof unused holiday time.Holiday time converted to cash pursuant to exercise of this option will be compensated at straighttime. Employees may receive payment for holidays in one lump sum, in a payroll check depositseparate from their regular payroll check, upon written request to the City’s FinanceDepartment/Payroll, at any time throughout the year. Requests submitted with time sheets will bepaid with the next regular payroll check distribution. Holiday pay will be calculated at the pay rateat the time of cash out. To comply with PERS regulations, this special compensation will bereported to PERS as it is earned.Except for retiring from the City, Holiday leave time used or received in cash in excess of thosewhich would have normally accrued during that period of time in the fiscal year for observed Cityholidays, will reimburse the City upon termination of their employment.34. INCENTIVE PAYResolution 85-54 is amended to allow for hiring incentives in order to attract and retain highercaliber employees. Effective February 4, 2020, the City will pay new-hire lateral officers (non-entry level) an incentive of $5,000 upon hire, and an additional $5,000 upon successfully passingthe probation period. This replaces the prior incentive of the cash equivalent of one hundred andtwenty ( 1 20) hours of pay upon successful completion of probation.Source: Resolution No. 2020-00735. INVESTIGATION PROCESSThe City will comply with Government Code Section 3303, as well as current department and Citypolicy, regarding an investigation involving any employee represented by the Chino PoliceOfficers Association.18 392
ChinoPoliccOfficersAssociation
MemorandumofUnderstanding
July1.2025—June30,2027

36.INVESTIGATORCALL—OUTPAY
Athree(3)hourminimumguaranteeearnedatoneandone-ha1f(11/2)timestheemployee’sregular baserateofpaywillbeprovidedtoemployeeswhoareoff—dutyandcalledbacktoconductan investigation.ThisprovisionwillapplytoemployeeswhoareassignedasaDetective,Narcotics Investigator,andTrafficInvestigator.TrafficInvestigatorisdefinedasthosewhohavecompleted therequiredtrainingpursuanttotheChinoPoliceDepartmentguidelineforanAccident Investigator.

37.JURYDUTY
Employeeswillbecompensatedforjurydutyserviceuptoatotaloften(10)workdaysduringany fiscalyear.A“workday”willbedefinedasaregularlyscheduleddayofworkfortheemployee.

Foralljuryservice,employeeswillberequiredtodeliverajurydutycertificationformattheend ofthcrequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreport toworkbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(l)hourof actualworktime.

38.LIFEINSURANCE
TheCitywillprovide,atCityexpense,onehundredthousanddollars($100,000)lifeinsurance coveragetoallemployees.SeealsoDeathBenefitSectionofthisMOU.

39.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone—timelumpsumpayoutasfollows:
10yearsofservice-$500paidinalumpsumattimeofanniversary. 15yearsofservice—$l,000paidinalumpsumattimeofanniversary. 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 30yearsofservice—$2,500paidinalumpsumattimeofanniversary. 35yearsofservice-$3,000paidinalumpsumattimeofanniversary. 40yearsofservice—$3,500paidinalumpsumattimeofanniversary. 45yearsofservice—$4,000paidinalumpsumattimeofanniversary. :90
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40.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)0rapplicable law.Theserightsinclude,butarenotlimitedto:

Determiningtheorganization,mission,andobjectivesoftheagencyordepartment.

Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directing,andcontrollingtheworkforce.

00.Establishingpolicies.procedures,andstandardsforemployeeconductand performance.'i‘Conductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.
é Determiningthenumber,location.andtypesofemployeesrequired. '9’9
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19 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 202736. INVESTIGATOR CALL-OUT PAYA three (3) hour minimum guarantee earned at one and one-half (1 x/i) times the employee’s regularbase rate of pay will be provided to employees who are off-duty and called back to conduct aninvestigation. This provision will apply to employees who are assigned as a Detective, NarcoticsInvestigator, and Traffic Investigator. Traffic Investigator is defined as those who have completedthe required training pursuant to the Chino Police Department guideline for an AccidentInvestigator.37. JURY DUTYEmployees will be compensated for jury duty service up to a total of ten (10) workdays during anyfiscal 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 endof the required jury duty to verify such service. Employees required to serve on a jury must reportto work before and after jury duty provided there is an opportunity for at least one (1) hour ofactual work time.38. LIFE INSURANCEThe City will provide, at City expense, one hundred thousand dollars ($ 1 00,000) life insurancecoverage to all employees. See also Death Benefit Section of this MOU.39. LONGEVITY PAYEmployees 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.*Z* 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 RIGHTSThe 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 applicablelaw. 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 andperformance.❖ Conducting performance evaluations and implementing performance improvementplans as necessary.❖ Determining the number, location, and types of employees required.19 393
ChinoPoliceOfficersAssociation
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July1.2025—June30,2027
Hiring‘promoting,transferring,assigning,andretainingemployees.

Establishingjobclassifications,qualifications,andstandardsforhiring,training.and performanceevaluation.
’2'Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthe technologyusedtoperfonnwork.
‘1’Implementingcorrectiveactions,includingsuspension,demotion,ortermination.for Justcause.
...‘Takingallnecessaryactionstocarryoutitsmissioninemergencies,including reassigningpersonnelandmodifyingworkassignmentsasneeded.

TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’srights, unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtailorlimitsuchrights.

MeetandConferObligation
Whererequiredbylaw,theCityagrees.priortoimplementation,tomeetandconferwithCPOA concemingtheimpactoftheexerciseofCityrightsonwages,hours,andtermsandconditionsof employment.

41.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheChiefofPoliceforuseofpersonal automobilesforCitybusiness.Employeesmustprovidepriortoanymileagereimbursementbeing paidtherequiredvehicleinsuranceverification.

VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleforthemileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheChiefofPoliceandFinanceDepartmentthatthemileage reimbursementfortheemployeemaynotbepaiduntilthecurrentvehiclecoveragehasbeen provided.TheCityusesthestandardrateestablishedbytheInternalRevenueService(IRS)to calculatereimbursementsformileage.

42.NEPOTISMPOLICY
Withregardtothehiringofrelatives,theCityhasdctemiinedthatabusinesspurposeexiststo dictatethattheemploymentofrelativeswithinCitydepartmentsforcertainpositionsisprohibited inordertopromotesupervision,safety,security,morale,andefficiency.Asaresult,theCity adoptedResolution2006-044,attachedheretoasExhibitB.TheprovisionsofthisNepotismPolicy shallbeapplicabletoanyindividualhiredbytheCityonorafterJune20,2006.Thispolicyalso appliestoindividualswhobecomerelated(asdefinedwithinexhibit)aftercommencementof employmentbyoneorbothindividuals.

Source:ResolutionNos.85-52,98—83,2006—44

43.ON—CALLCOMPENSATION
EffectiveJulyl,2007,employeeswhoarerequiredtobcon-callduringoff—dutyhourswillbe compensatedattherateoftwo(2)hoursofstraighttimepayforeachfullday(24hours)whileon call.
20 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025- June 30, 2027❖ Hiring, promoting, transferring, assigning, and retaining employees.❖ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning 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 ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with CPOAconcerning the impact of the exercise of City rights on wages, hours, and terms and conditions ofemployment.41. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by the Chief of Police for use of personalautomobiles for City business. Employees must provide prior to any mileage reimbursement beingpaid the required vehicle insurance verification.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for the mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Chief of Police and Finance Department that the mileagereimbursement for the employee may not be paid until the current vehicle coverage has beenprovided. The City uses the standard rate established by the Internal Revenue Service (IRS) tocalculate reimbursements for mileage.42. NEPOTISM POLICYWith regard to the hiring of relatives, the City has determined that a business purpose exists todictate that the employment of relatives within City departments for certain positions is prohibitedin order to promote supervision, safety, security, morale, and efficiency. As a result, the Cityadopted Resolution 2006-044, attached hereto as Exhibit B. The provisions of this Nepotism Policyshall be applicable to any individual hired by the City on or after June 20, 2006. This policy alsoapplies to individuals who become related (as defined within exhibit) after commencement ofemployment by one or both individuals.Source: Resolution Nos. 85-52, 98-83, 2006-4443. ON-CALL COMPENSATIONEffective July 1, 2007, employees who are required to be on-call during off-duty hours will becompensated at the rate of two (2) hours of straight time pay for each full day (24 hours) while oncall. 20 394
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025iJune30,2027

44.OVERTIME
Overrimeforemployeeswillbebrokenintothreesections:

I Mandatoryovertimewillbeallovertimewhichisassigned,andemployeeswillreceive payorcompensatorytimeoff.

I Orderedmandatoryovertimeoccurswhenanemployeeiscontactedandorderedtoreport toworkimmediately.Anemployeewillreceiveaminimumoftwo(2)hoursovertimepay startingfromthetimetheemployeeiscontactedandorderedtoreporttoworkimmediately.

I Voluntaryovertimewillbelimitedtoemployeessigningupforovertimetofillvacancies withintheDepartmentforthefollowingreasons:Vacationrelief,Compensatorytimeoff, orpositionvacancyduetotermination.Employeesworkingvoluntaryovertimewithin theirassignedbureauwillreceivepayorcompensatorytimeoff.Employeesworking voluntaryovertimeoutsideoftheirassignedbureauorataneventwhereanoutsidevendor iscontractingwiththeCityforPoliceserviceswillreceivepay(e.g.ConcertatPradoPark, Grantfundedoperation).

Overtimeearnedshallbecalculatedbasedonthefollowing:

I 1.5timestheemployee‘sbasehourlyrate,
I PlusanyapplicableSpecialtyPay(eg,bilingual,otherassignment-specificpays), I PlusHazardPay,whereapplicable,
I PlusP.O.S.T.Certificatepay.

45.OVERTIMECOMPENSATION-NON-PATROL
EffectiveJuly1,1987,employeeswhoworkbeyondsixteen(l6)consecutivehourswithina24— hourperiodwillbecompensatedattwo(2)timestheemployee’sregularbaserateofpay commencingonthe17mconsecutivehourofwork.

46.PHYSCIALFITNESSPROGRAM(VOLUNTARY)
EffectiveJulyl,1995,attachedheretoasExhibitCandincorporatedhereinbyreferenceasthough setforthinfullisthe“VOLUNTARYPHYSICALFITNESSPROGRAM”asadoptedbythe parties.TheVoluntaryPhysicalFitnessProgramisavailabletosworn,non—probationary Associationmembersonly.Compensatedtimeofforpaywillbeawardedbetweenland30hours duringeachfiscalyearfordemonstrationofphysicalfitness.

Itisexpresslyagreedandacknowledgedbythepartiesthatthedecisiontoimplementthe VoluntaryPhysicalFitnessProgramwasmadewithdueconsiderationgiventotheCity’sconcern thatimplementationofsuchaprogramwillnotgenerateWorkers’Compensationliability.

Therefore,thepartiestothisAgreementexpresslyagreeandacknowledgethatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment.Itis furtheragreedthattheCPOAwillclearlyinformallofitsmembersthatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment,that noCityemployeeisexpectedtoparticipateinsaidactivities,andthattheCitywillnotbeliable forthepaymentofWorkers’Compensationbenefitsforanyinjuriesarisingfromparticipationin 21 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202744. OVERTIMEOvertime for employees will be broken into three sections:■ Mandatory overtime will be all overtime which is assigned, and employees will receivepay or compensatory time off.■ Ordered mandatory overtime occurs when an employee is contacted and ordered to reportto work immediately. An employee will receive a minimum of two (2) hours overtime paystarting 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 vacancieswithin the Department for the following reasons: Vacation relief, Compensatory time off,or position vacancy due to termination. Employees working voluntary overtime withintheir assigned bureau will receive pay or compensatory time off. Employees workingvoluntary overtime outside of their assigned bureau or at an event where an outside vendoris 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-PATROLEffective 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 paycommencing on the 1 7 thconsecutive hour of work.46. PHYSCIAL FITNESS PROGRAM (VOLUNTARY)Effective July 1, 1995, attached hereto as Exhibit C and incorporated herein by reference as thoughset forth in full is the “VOLUNTARY PHYSICAL FITNESS PROGRAM” as adopted by theparties. The Voluntary Physical Fitness Program is available to sworn, non-probationaryAssociation members only. Compensated time off or pay will be awarded between 1 and 30 hoursduring each fiscal year for demonstration of physical fitness.It is expressly agreed and acknowledged by the parties that the decision to implement theVoluntary Physical Fitness Program was made with due consideration given to the City’s concernthat implementation of such a program will not generate Workers’ Compensation liability.Therefore, the parties to this Agreement expressly agree and acknowledge that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment. It isfurther agreed that the CPOA will clearly inform all of its members that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment, thatno City employee is expected to participate in said activities, and that the City will not be liablefor the payment of Workers’ Compensation benefits for any injuries arising from participation in21 395
ChinoPoliceOfficersAssociation
MemorandumofUndcrstanding
July1,2025~June30‘2027
theprogramorfromtraining/preparationwhichanyemployeeundertakesforparticipationinthe program.Eachemployeeparticipatingintheprogramwillberequiredtosignthefollowing acknowledgementattheinceptionofhis/herparticipation,training,orpreparationfortheprogram:
“ParticipationbyemployeesoftheCityofChinointheVoluntaryPhysicalFitnessProgramand intraining/preparationforparticipationintheprogramisstrictlyvoluntary.NoCityemployeeis expectedtoparticipateintheprogram,andparticipationisnotapartofanyCityemployee’swork— relatedduties.TheCitywillnotbeliableforthepaymentofWorkers’Compensationbenefitsfor anyinjurywhicharisesfromparticipationintheVoluntaryPhysicalFitnessProgram,orfrom training/preparationforparticipationintheprogram.

Iacknowledgereceiptofthisnotice,agreetobeboundbyitsadmonitions,andwillfileno Workers‘Compensationclaimwhichisrelatedinanywaytomyparticipation,training,or preparationfortheprogram.

Dated:

SignatureofEmployee”
Employeesmaybeawardedbetweenlto3Ohoursofpayorcompensatorytimeoffduringeach fiscalyearfordemonstrationofphysicalfitness
EffectiveJulyl,1997,rehiredswornemployeeswillbeallowedtoparticipateintheVoluntary PhysicalFitnessProgram.

Theprogramwillconsistofanumberoftestingdates,tobedeterminedtogetherbytheAssociation BoardMembersoftheCPOAandCPMA.Fromthedateofannouncementofthetestingschedule, testingwilltakeplaceoveraperiodoftimenott0exceedthree(3)monthsfromthedateofthe firsttesttothedateofthefinaltest.

Employeesunabletoparticipateinthetestingprocessduet0awork—relatedillnessorinjurywill becreditedthefollowingyearinwhichtheyparticipateintheprogramwithbenefitsequaltotwo (2)yearsofcredit.

47.P.O.S.T.CERTIFICATEPAY
EmployeeswhohavebeenemployedbytheCityforatleastsix(6)monthsinthepositionofPolice OfficerorCorporalwillbeeligibletoattempttoreceivemonthlycompensationasfollowsfor possessionofthefollowingcertificate(s):

INTERMEDIATE6%ofmonthlybasesalary;or
ADVANCED 12%ofmonthlybasesalary
Employeesareeligibletoconcuirentlyreceivetheone-timeEducationalIncentivePaybenefit whilecontinuingtoreceiveP.O.S.T.CertificatePayforqualifiedcollegedegreesreceived. 22 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027the program or from training/preparation which any employee undertakes for participation in theprogram. Each employee participating in the program will be required to sign the followingacknowledgement 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 andin training/preparation for participation in the program is strictly voluntary. No City employee isexpected to participate in the program, and participation is not a part of any City employee’s work-related duties. The City will not be liable for the payment of Workers’ Compensation benefits forany injury which arises from participation in the Voluntary Physical Fitness Program, or fromtraining/preparation for participation in the program.I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file noWorkers’ Compensation claim which is related in any way to my participation, training, orpreparation for the program.Dated:Signature of Employee”Employees may be awarded between 1 to 30 hours of pay or compensatory time off during eachfiscal year for demonstration of physical fitness.Effective July 1, 1997, rehired sworn employees will be allowed to participate in the VoluntaryPhysical Fitness Program.The program will consist of a number of testing dates, to be determined together by the AssociationBoard 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 thefirst test to the date of the final test.Employees unable to participate in the testing process due to a work-related illness or injury willbe 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 PAYEmployees who have been employed by the City for at least six (6) months in the position of PoliceOfficer or Corporal will be eligible to attempt to receive monthly compensation as follows forpossession of the following certificatc(s):INTERMEDIATE 6% of monthly base salary; orADVANCED 12% of monthly base salaryEmployees are eligible to concurrently receive the one-time Educational Incentive Pay benefitwhile continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.22 396
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027

48.PROBATIONARYPERIOD
Theprobationaryperiodforemployeesinthefollowingcategoriesshallbeasfollows:

NewlyHiredandRehiredOfficers:EmployeeshiredforthefirsttimewiththeCityofChinoor rehiredintothepositionofPoliceOfficershallserveaminimumprobationaryperiodofeighteen (l8)monthsfromtheirofficialdateofhire.

LateralHires:Employeeshiredaslateraltransfersfromanotherlawenforcementagency,with priorexperienceinacomparablerole,shallserveaprobationaryperiodoftwelve(12)months fromtheirofficialdateofhire.

TheProbationaryperiodmaybeextendedatthediscretionofthcChiefofPoliceordesigneebased onperformanceevaluations,trainingrequirements,orotherrelevantfactorsdeemednecessaryto assesstheemployee’scompetencyintherole.Theextensionoftheprobationaryperiodmaynot exceedsix(6)months,mustbeaccompaniedbyaperformanceevaluationcompletedwithinthirty (30)daysprecedingwhentheemployee’sprobationaryperiodisduetoend.Theextensionmust befiledwiththeHumanResourcesdepartment.

49.RANGEQUALIFICATIONCOMPENSATION
EffectiveJulyl,1987,employeesrequiredtospendtimeinshootingqualification,otherthan duringaregularlyscheduledworkshift.orothertimeswhentheemployeeisbeingcompensated bytheCityforattendanceataworksite,willbeprovidedwithatwo(2)hourminimumguarantee compensatedatoneandone-half(ll/z)timestheemployee’sregularbaserateofpay.Timespent inshootingqualificationbeyondthetwo(2)hourminimumguaranteewillbecompensatedatone andone—half(lV2)timestheemployee’sregularhourlybaserateofpayonanhour—per-hourbasis.

50.RECRUITMENTINCENTIVEFORRECOMMENDATIONRESULTINGINSWORN

HIREASFOLLOWS
I $2,000@Vhire+$500@ completionofprobationforPoliceRecruits(entrylevel).

I $4,000@ hire+$1,000(g)completionofprobationforlateralPoliceOfficers.

Toqualifyforthisincentive,anemployee’snamemustbelistedasthereferralsourceonthesworni new—hire’soriginalemploymentapplicationandbeverifiedbyHumanResources.Ifmorethan oneemployee’snameislistedontheapplicationasareferralsource,theincentivewillbesplit accordingly.

Note:AnyPoliceDepartmentPersonnelwhoareassignedtotheTraining/BackgroundUnitorwho aregivenanyworkresponsibilityrelatedtotherecruitmentandhiringofemployeesarenoteligible forthisbenefitunlesscontacthasbeenmadesolelyandentirelyoutsideofworkhours.

51.REHI'REPOLICY
EffectiveJulyl,1995,anyemployeewhoresignsfromCityemploymentandatthetimeof resignationisnotedasbeingsubjecttorehire,andwhoisinfactrehirednotlaterthan6months aftertheeffectivedateofresignationandthenemployedinhisorherformerclassificationorina positionwithintheclassificationseriesheldatthetimeofresignationandinacomparableorlower 23 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 202748. PROBATIONARY PERIODThe 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 orrehired 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, withprior experience in a comparable role, shall serve a probationary period of twelve (12) monthsfrom their official date of hire.The Probationary period may be extended at the discretion of the Chief of Police or designee basedon performance evaluations, training requirements, or other relevant factors deemed necessary toassess the employee’s competency in the role. The extension of the probationary period may notexceed 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 mustbe filed with the Human Resources department.49. RANGE QUALIFICATION COMPENSATIONEffective July 1, 1987, employees required to spend time in shooting qualification, other thanduring a regularly scheduled work shift, or other times when the employee is being compensatedby the City for attendance at a work site, will be provided with a two (2) hour minimum guaranteecompensated at one and one-half (1 l/z) times the employee’s regular base rate of pay. Time spentin shooting qualification beyond the two (2) hour minimum guarantee will be compensated at oneand one-half ( 1 !A) times the employee’s regular hourly base rate of pay on an hour-per-hour basis.50. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORNHIRE 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 thanone employee’s name is listed on the application as a referral source, the incentive will be splitaccordingly.Note: Any Police Department Personnel who are assigned to the Training/ Background Unit or whoare given any work responsibility related to the recruitment and hiring of employees are not eligiblefor this benefit unless contact has been made solely and entirely outside of work hours.51. REHIRE POLICYEffective July 1, 1995, any employee who resigns from City employment and at the time ofresignation is noted as being subject to rehire, and who is in fact rehired not later than 6 monthsafter the effective date of resignation and then employed in his or her former classification or in aposition within the classification series held at the time of resignation and in a comparable or lower23 397
ChinoPoliceOfticcrsAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
rank?willservethesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbe otherwisesubjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhired employee.Theonlyexceptionwillbethatanyemployeerehired,willhavehisorherseniority levelandleaveaccrualratesdeterminedbaseduponthenumberofyearsofservicewiththeCity ofChinopriortotheresignation.

EffectiveJulyl,1997,employeesrehiredbytheCityundertheCity’sRehirePolicywillbe allowedtobuybackanytimecashedoutattimeofseparation.Saidbuybackwillbeatthehourly rateexistinguponrehire.Sickleaveonrecordatthetimeofseparationthatwasnotcompensated forwillbereinstated.Further,rehiredemployeeswillbeallowedtoparticipateintheVoluntary PhysicalFitnessProgram.

52.RETENTIONOFDOCUMENTS
Allwrittendiscipline,internalaffairsinvestigations,andcitizencomplaints,five(5)yearsorolder fromthedatecomplaintwasreceived/discovered,willbepurgedfromemployees’PersonnelFiles andotherCityfiles.AllJobPerformanceEvaluationswillbepurgedfromtheemployee’s PersonnelFilesandotherCityfilesfive(5)yearsafterthedateoftheendoftheJobPerformance EvaluationPeriodThisstipulationaffectsallactiveemployeesonly;recordswillnotbetracked orpurgedforinactive/formeremployees.

53.RETIREMENT
RetirementPlans—TheCityhasathree-tierretirementbenefitasfollows:

A.3%atage50,ifhiredbeforeOctoberl6,2011,withthesinglehighestyearfinal compensation
B.3%atage55,ifhiredonorafterOctober16,201l,witha3—yearaveragefinal compensation
C.2.7%atage57(PEPRA),ifenteringPERSmembershiponorafterJanuary1,2013,with finalcompensationforthepurposesofcalculatinganewmember‘sretirementallowance equaltothenewmember’shighestaveragePERScompensationfor36consecutivemonths ofemployment
MemberContributiontoPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployee-paid contributionstoPERSwillbemadeonapre—taxbasis,inaccordancewithIRSSection414(h)(2) andPERSguidelines:

A.3%atage50,ifhiredbeforeOctoberl6,2011:
l)Employeecontributionrate—9%ofreportablecompensation
B.3%atage55,ifhiredonorafterOctober16,2011:
1)Employeecontributionrate—9%ofreportablecompensation
C.2.7%atage57(PEPRA),ifenteringPERSmembershiponorafterJanuary1,2013:
l)Employeecontributionratei13%ofreportablecompensation(subjecttochange) 1959Survivor’sBenefit(LevelIV)~TheCitywillpayallcostsforthisbenefit. 24 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027rank, will serve the same probationary period that any new hire would otherwise serve and will beotherwise subject to all terms and conditions of employment applicable to any newly hiredemployee. The only exception will be that any employee rehired, will have his or her senioritylevel and leave accrual rates determined based upon the number of years of service with the Cityof Chino prior to the resignation.Effective July 1, 1997, employees rehired by the City under the City’s Rehire Policy will beallowed to buy back any time cashed out at time of separation. Said buy back will be at the hourlyrate existing upon rehire. Sick leave on record at the time of separation that was not compensatedfor will be reinstated. Further, rehired employees will be allowed to participate in the VoluntaryPhysical Fitness Program.52. RETENTION OF DOCUMENTSAll written discipline, internal affairs investigations, and citizen complaints, five (5) years or olderfrom the date complaint was received/discovered, will be purged from employees’ Personnel Filesand other City files. All Job Performance Evaluations will be purged from the employee’sPersonnel Files and other City files five (5) years after the date of the end of the Job PerformanceEvaluation Period. This stipulation affects all active employees only; records will not be trackedor purged for inactive/former employees.53. RETIREMENTRetirement 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 finalcompensationB. 3% at age 55, if hired on or after October 16, 2011, with a 3-year average finalcompensationC. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, withfinal compensation for the purposes of calculating a new member’s retirement allowanceequal to the new member’s highest average PERS compensation for 36 consecutive monthsof employmentMember Contribution to PERSMembers will contribute the employee rate of contributions each payroll. All employee-paidcontributions 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, 201 1:1 ) Employee contribution rate - 9% of reportable compensationB. 3% at age 55, if hired on or after October 16, 2011:1 ) Employee contribution rate - 9% of reportable compensationC. 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.24 398
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027

54.RETIREMENTHEALTHSAVINGS(RHS)PLAN
ARetirementHealthSavings(RHS)Planisavailableforemployeecontributionsinaccordance withIRSregulations.Employeescoveredunderthisbargaininggrouphaveelectedtoestablish andcontributet0thisplan;contributionsareasfollows:

I Allemployeescoveredbythisagreementwillcontribute1%ofbaseearningseachpay period.

I Citywillcontributethreehundreddollars($300)permonthbeginningJanuaryl:2023, depositedona24-payperiodcycle.

UponseparationfromtheCity,a100%cashoutofallqualifying,verifiedaccruedSickLeaveat timeofretirement,oraproportionofaccruedleaveattimeofnon-retirementseparation,willbe placedintheemployees’RetirementHealthSavingsPlan.RefertoSickLeaveBuyBackPolicy foreligibleSickLeave.

55.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.

A.Overpayments
InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepaymentshall occurwithinthesametimeframetheoverpaymentwasreceivedbytheemployeeor sooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months,the employeeshallbegivensix(6)monthstorepaytheoverpayment.

Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand todiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.

Extensionstotheperiodforrepaymentoftheoverageoranalternativerepaymentmethod mayberequestedbytheemployeeandaresubjecttotheapprovaloftheDirectorofHuman Resources/RiskManagementortheirdesignee.Extensionswillbeapprovedonlyinthe caseofextremehardship,andtheextendedperiodforrepaymentwillnotbelongerthan oneandone—half(l1/2)timesaslongastheoverpaymentperiod.

B.Recovery
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiatecollectionsprocessagainsttheemployee.

C.Underpayments
InsituationsinvolvingunderpaymentstoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade, 25 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202754. RETIREMENT HEALTH SAVINGS (RHS) PLANA Retirement Health Savings (RHS) Plan is available for employee contributions in accordancewith IRS regulations. Employees covered under this bargaining group have elected to establishand contribute to this plan; contributions are as follows:■ All employees covered by this agreement will contribute 1% of base earnings each payperiod.■ 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 attime of retirement, or a proportion of accrued leave at time of non-retirement separation, will beplaced in the employees' Retirement Health Savings Plan. Refer to Sick Leave Buy Back Policyfor 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 thesalary adjustment becomes effective.A. OverpaymentsIn situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemployee shall be given six (6) months to repay the overpayment.Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the HumanResources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.Extensions to the period for repayment of the overage or an alternative repayment methodmay be requested by the employee and are subject to the approval of the Director of HumanResources/Risk Management or their designee. Extensions will be approved only in thecase of extreme hardship, and the extended period for repayment will not be longer thanone and one-half (1 A) times as long as the overpayment period.B. RecoveryIf the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greater thanthe employee’s final pay, the City may initiate collections process against the employee.C. UnderpaymentsIn situations involving underpayments to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can be made,25 399
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
followingtimelysubmissionofappropriatedocumentationandnecessaryapprovalofthe compensationchange.

56.SALARYDIFFERENTIAL
EffectiveJuly2,1984,a7.5%differentialbetweenPoliceOfficerandCorporalwillbemaintained aspartofthesalaryadministrationplan.

57.SENIORITY
EffectiveFiscalYear1976/77,theCityandtheCPOAagreetouseseniorityasmethodof determiningshiftworkschedulesandvacation.

Forlinelevelpersonnel(Patrol):SenioritywillbedetemiinedbyhiredatewiththeChinoPolice Department.

IftwoormoreemployeesareatthesamerankintheclassificationofCorporal,theonewithmore timeinthatpositionisthesenior.

IftwoormoreemployeesarepromotedtoCorporalatthesametime,thenlongevityintheChino PoliceDepartmentatthelower—levelrankisusedtodetermineseniority.

Iftwonewemployees(inanyjobclassificationoratanyrank)arehiredatthesametime,atthe samestep,forthesameposition,thenCitypayrollnumbers(determinedalphabetically)will determinesenioritywiththelowestnumberbeingsenior.

Foraddedclarification,theCityreservestherighttowaivethesenioritycriteriaanddetermine shiftworkschedulingandvacationsasisnecessaryanddesirablefortheneedsoftheservice, underemergencyand/ortemporarysituations.

58.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheChiefofPolice,employeesmaybeallowedtoextendtheir lastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(l)payperiod beyondthelastdaytheemployeephysicallyreportstowork.

Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgoverningleaveusage.TheChiefofPoliceordesigneeshall beresponsibleforreviewingandgrantingrequestsonacase-by—casebasistoensureconsistency andfairnessinapplication.

Forthisarticle,qualifyingleavetimeisdefinedasvacation,holidayorcomptime.Sickleave usagewillbeallowedunderthetermsofArticle59SickLeave,andthoseprovisionsmustbe followedforanysickleaveusagetobeallowedunderthisarticle.

59.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofsickleave. whicheverisgreater.whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous 26 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 2027following timely submission of appropriate documentation and necessary approval of thecompensation change.56. SALARY DIFFERENTIALEffective July 2, 1984, a 7.5% differential between Police Officerand Corporal will be maintainedas part of the salary administration plan.57. SENIORITYEffective Fiscal Year \976F1~L the City and the CPOA agree to use seniority as method ofdetermining shift work schedules and vacation.For line level personnel (Patrol): Seniority will be determined by hire date with the Chino PoliceDepartment.If two or more employees are at the same rank in the classification of Corporal, the one with moretime in that position is the senior.If two or more employees are promoted to Corporal at the same time, then longevity in the ChinoPolice 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 thesame step, for the same position, then City payroll numbers (determined alphabetically) willdetermine seniority with the lowest number being senior.For added clarification, the City reserves the right to waive the seniority criteria and determineshift work scheduling and vacations as is necessary and desirable for the needs of the service,under emergency and/or temporary situations.58. SEPARATION FROM CITYAt the discretion and approval of the Chief of Police , employees may be allowed to extend theirlast day of employment through the use of qualifying leave time for up to one (1) pay periodbeyond the last day the employee physically reports to work.The approval of such an extension shall be subject to operational needs, departmental policies, andcompliance with all applicable rules governing leave usage. The Chief of Police or designee shallbe responsible for reviewing and granting requests on a case-by-case basis to ensure consistencyand fairness in application.For this article, qualifying leave time is defined as vacation, holiday or comp time. Sick leaveusage will be allowed under the terms of Article 59 Sick Leave, and those provisions must befollowed for any sick leave usage to be allowed under this article.59. SICK LEAVEUpon 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 continuous26 400
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
Julyl.2025—June30.2027
full—timeemployment.Followingthe90”]dayOfemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofsickleavepermonthtoamaximumaccrualofonethousandeighty(1,080) hours.

Ifanemployeechangesstatus(eg.changesfromfull—timetopart—timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOUor SummaiyofBenefits.

UponnoticeofrcsignationorretirementfromtheCity,anysickleaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentforanysickleavehoursused.

60.SICKLEAVEBUY-BACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployee’saccruedsick leavehours,atthehourlybaserateofpayatthetimeofscparation.Thisbenefitiscontingentupon non—retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull-timeCity service.ThepercentageofSickLeaveBuyBackis:

EffectiveJulyl,I987,theCitywillbuyback100%ofSickLeaveuponretirement,serviceor disability,followingcompletionoffive(5)yearsofservicewiththeCityofChinoasthefinal employer.

EffectiveJuly1,2016,employeesarerequiredtodeposit100%ofalleligibleaccruedsickleave, tax-free,intheemployee’srespectiveRHSPlan.

Fornon—retirementseparations,theemployeewillbesubjecttoSickLeaveBuy—Backeligibility requirementsasindicatedabove,andtheassociatedpercentageofqualifyingaccruedsickleave willbedepositedintotheemployee’srespectiveRHSPlan,tax—free.attimeofseparation. 27 CompletedYearsofService %ofSickLeave
5years 3000
10years 35%
15years 40%
2Oormoreyears 45%
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 2027full-time employment. Following the 90thday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten ( 1 0) 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 separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any sick leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment for any sick leave hours used.60. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued sickleave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent uponnon-retirement, non-disciplinary separation, and completion of five (5) years of full-time Cityservice. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave5 years 30%10 years 35%15 years 40%20 or more years45%Effective July 1, 1987, the City will buy back 100% of Sick Leave upon retirement, service ordisability, following completion of five (5) years of service with the City of Chino as the finalemployer.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 eligibilityrequirements as indicated above, and the associated percentage of qualifying accrued sick leavewill be deposited into the employee’s respective RHS Plan, tax-free, at time of separation. 27 401
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
Julyl,2025—Juno30,2027

61.SICKLEAVECONVERSIONTOPERSONALLEAVE
Foremployeeswhohaveearnedsickleaveaccrualbenefitsforone(l)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:

PersonalLeavemustbetakenastimeoffwithDepartmentDirectorordesignatedrepresentative approvalandmaynotbecarriedfromonefiscalyeartothenext.PersonalLeavethatisnotused willbecreditedtoSickLeaveattheendofafiscalyearifsaidcreditedhoursdonotexceedthe onethousandeighty(1,080)hoursSickLeavelimit.

62.SICKLEAVEPROGRAM
Employeeshavinginexcessofninehundredandsixty(960)hoursofaccumulatedsickleaveon thelastpayperiodinJunewillbepaidinthefinalpaycheckofthefiscalyear,anamountcomputed atthethenexistinghourlyrateforeachhourinexcessofninehundredandsixty(960)hours,up toamaximumoffiftysix(56)hours.

63.SPECIALCOMPENSATIONPAYMENTSCHEDULE
EffectiveJuly1.1994employeeseligibletoreceivespecialcompensationbenefits,whicharea percentageofbasepay,suchasP.O.S.T.CertificatePay,MotorcycleAssignmentCompensation, etc,willreceivecompensationpaidoverthenormaltwentysix(26)payperiodseachfiscalyear.

Allotherspecialcompensation,suchasBilingualPay,willreceivecompensationpaidovertwenty four(24)payperiodseachfiscalyear.Specialcompensationwillbereportedinaccordancewith applicablesectionsoftheCaliforniaGovernmentCode,CaliforniaCodeofRegulations,andthe City’scontractwiththeCaliforniaPublicEmployee’sRetirementSystem.

64.SUPPLEMENTALCONTRIBUTIONFORRETIREES
EffectiveJuly8,1998.employeesseparatingfromCityofChinoemploymentasaresultofanon- disputeddisabilityorserviceretirement,aftercompletionineithercaseoffifteen(15)yearsof continuous,uninterrupted,full-timeswornCityofChinoservicewillreceiveatotalmonthly supplementalcontributionequaltofifteendollars($15.00)eachmonthmultipliedbythenumber ofyearsofservicefromtimeofretirementandceaseupontheeventofthemember’sdeath.No benefitwillbeprovidedtoanybeneficiaryafterthemember’sdeath.A disputeddisability retirementisdefinedasoneinwhichtheCityhasnotcertifiedtheretirementasbeingvalidfor 28 A
SickLeave
Days(10hours)
B
AnnualSick
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Eamed
LeaveDays
(10hours)Used
Days(8hours)
ConversionhourslimitConvertedto
Pay
12days(120hrs) O 8days(64hrs)0+64+56=l20hrs
lldays(l10hrs) 1day(10hrs)7days(56hrs)10+56+54=120hrs
10days(100hrs) 2days(20hrs)6days(48hrs)20+48+52=120hrs
9days(90hrs) 3days(30hrs)5days(40hrs)30+40+50=120hrs
8days(80hrs) 4days(40hrs)4days(32hrs)40+32+48=120hrs
7days(70hrs) 5days(50hrs)3days(24hrs)50+24+46=120hrs
6days(60hrs) 6days(60hrs)2days(l6hrs)60+16+44=120hrs
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202761. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned sick leave accrual benefits for one (1) full fiscal year, Sick Leavemay be converted to Personal Leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960hours limit Converted toPay12 days (120 hrs)0 8 days (64 hrs)0 + 64 + 56= 120 hrs11 days (110 hrs)1 day ( 10 hrs)7 days (56 hrs)10 + 56 + 54= 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20 + 48 + 52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30 + 40 + 50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40 + 32 + 48= 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50 + 24 + 46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days ( 16 hrs)60+ 16 + 44= 120 hrsPersonal Leave must be taken as time off with Department Director or designated representativeapproval and may not be carried from one fiscal year to the next. Personal Leave that is not usedwill be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed theone thousand eighty (1,080) hours Sick Leave limit.62. SICK LEAVE PROGRAMEmployees having in excess of nine hundred and sixty (960) hours of accumulated sick leave onthe last pay period in June will be paid in the final paycheck of the fiscal year, an amount computedat the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, upto a maximum of fifty six (56) hours.63. SPECIAL COMPENSATION PAYMENT SCHEDULEEffective July 1, 1994 employees eligible to receive special compensation benefits, which are apercentage 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 twentyfour (24) pay periods each fiscal year. Special compensation will be reported in accordance withapplicable sections of the California Government Code, California Code of Regulations, and theCity’s contract with the California Public Employee’s Retirement System.64. SUPPLEMENTAL CONTRIBUTION FOR RETIREESEffective July 8, 1998. employees separating from City of Chino employment as a result of a non-disputed disability or service retirement, after completion in either case of fifteen (15) years ofcontinuous, uninterrupted, full-time sworn City of Chino service will receive a total monthlysupplemental contribution equal to fifteen dollars ($15.00) each month multiplied by the numberof years of service from time of retirement and cease upon the event of the member’s death. Nobenefit will be provided to any beneficiary after the member’s death. A disputed disabilityretirement is defined as one in which the City has not certified the retirement as being valid for28 402
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
disabilitystatus.ThisbenefltinitsentiretywillapplyonlytothoseswornmembersofthisCPOA employedasofJune30,1998.Thereafter,nofutureCPOAmemberswillqualifyforthisbenefit atanylevelwhatsoever”Futurehireswillbeprovidedwithnosupplementalcontributionfor retirees.

65.TRAININGOFFICERPAY
EffectiveJanuaryl,2005,employeeswhoareformallydesignatedtoactasaTrainingOfficer, actuallysupervisingatrainee,anddoingsofornolessthan50%‘oftheTrainingOfficer’sregularly scheduledshift,willearnoneandone-half(lV2)hoursofpayforeachshiftservedasaTraining Officer.Thispaywillhavenolimitingeffectonthereceiptofovertimebythetrainingemployee whenovertimeisauthorizedbythesupervisor.

66.TUITIONADVANCEPROGRAM
Full—time,non—probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.

Thenon-probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredtocompleteone(l)yearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofone(l)yearofservicewiththeCityfromdateofcompletionofcourseworkwill berequiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Said reimbursementshallbedeductedfromanyseparationcheektobedistributedtotheemployeewhat thenatureofthefunds,withoutthenecessityofajudgmentbeingmandatedonbehalfoftheCity.

AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthemAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLeaming Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.

Advanceableexpenseswillincludebooks.tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth-relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.
29 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027disability status. This benefit in its entirety will apply only to those sworn members of this CPOAemployed as of June 30, 1998. Thereafter, no future CPOA members will qualify for this benefitat any level whatsoever, Future hires will be provided with no supplemental contribution forretirees.65. TRAINING OFFICER PAYEffective 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 regularlyscheduled shift, will earn one and one-half (1 !4) hours of pay for each shift served as a TrainingOfficer. This pay will have no limiting effect on the receipt of overtime by the training employeewhen overtime is authorized by the supervisor.66. TUITION ADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/'Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one (1 ) year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one (1) year of service with the City from date of completion of course work willbe required to reimburse the City for funds advanced to them under this program. Saidreimbursement shall be deducted from any separation check to be distributed to the employee whatthe 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 ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.29 403
ChinoPoliceOfflcersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptsWithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee’snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.

67.TUITIONREIMBURSMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking anapplicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoice totheHumanResourcesDepartment/RiskManagementnolaterthanMay15‘ofeachyearinorder toparticipateinthisEnhancedProgram.

Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.

68.UNIFORMCLEANING/CLOTHINGALLOWANCE
EffectiveJanuaryl,2005,employeesreceiveanannualallowanceofsevenhundredandseventy dollars($770).EmployeeswillreceivepaymentfortheirCleaning/ClothingAllowanceone(l) timeperyear.Thispaymentwillbeinacheckseparatefromtheemployee’sregularpaycheckand willbeprovidedatthetimeofdistributionofthesecondpayrollcheckinAugustofeachyear.To complywithPERSregulations,thisspecialcompensationwillbereportedtoPERSasitiseamed.

Attheemployee‘soption.theannualallowancemaybeusedtowardthepurchaseofnewPolice Departmentuniformsinanamounttobedeterminedindividuallybyeachemployee.

69.VACATIONLEAVE
Maximumaccrualofvacationisfourhundred(400)hours.Uponterminationofemployment, acemedvacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.Newemployees withlessthansix(6)monthsofCityserviceareineligibletoreceiveVacationLeavebuyback.It istheresponsibilityofemployeestoschedulevacationtimeoffforrestandrecuperationinorder thatearnedvacationtimeinexcessoffourhundred(400)hourswillnotberemovedfromthe records.
30 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion 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 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee’s next regular payroll check in an amount equal to the amount of tuition fundsadvanced.67. TUITION REIMBURSMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingan application for the enhanced benefit. Employees must submit a tuition reimbursement invoiceto the Human Resources Department/Risk Management no later than May 1 stof each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.68. UNIFORM CLEANING/CLOTHING ALLOWANCEEffective January 1, 2005, employees receive an annual allowance of seven hundred and seventydollars ($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 andwill be provided at the time of distribution of the second payroll check in August of each year. Tocomply 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 PoliceDepartment uniforms in an amount to be determined individually by each employee.69. VACATION LEAVEMaximum 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 employeeswith less than six (6) months of City service are ineligible to receive Vacation Leave buy back. Itis the responsibility of employees to schedule vacation time off for rest and recuperation in orderthat earned vacation time in excess of four hundred (400) hours will not be removed from therecords.30 404
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025iJune30,2027
AtseparationfromthisAssociationorretirement,100%ofaecruedVacationLeave,t0amaximum offourhundred(400)hours,willbepaidattheemployee’sexistingbaserateofpay.

Employeeswillbepermittedtouseand/orreceivecompensationforVacationtimeinaccordance withtheprovisionssetforthinthisMemorandumofUnderstandingandestablishedCitypolicies.

70.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(120)Vacationhoursmay convertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.Employeesmay convertleavetopayinApriland/orNovemberofeachyear,calculatedattheemployee’shourly baserateofpayatthetimeofconversion.Six(6)monthspriortoconversion,halfthenumberof accruedleavehoursrequested,excludingsickleave,musthavebeentakenastimeoff.Theusage requirementiswaivedfor“activated”militarypersonnel.

71.VEHICLE-CITY
Certainpersonnel,atthediscretionoftheChiefofPolieeandCityManager,willbeprovidedwith aCityvehiclewhilemaintainingon—callstatus.Inaddition,qualifyingofficersandcorporals assignedtotheDetectiveBureaumayalsobeprovidedanassignedtake—homevehicleasavailable.

72.WORKSCHEDULE
EmployeeswillbeassignedtoworkvariousschedulesbasedontheoperationalneedsofthePolice Department.Workschedulesmayincludebutarenotlimitedto:A4/10,5/8,orotheralternative workscheduleasdeterminedbytheChiefofPoliceordesignee.

Shiftassignmentsandworkscheduleswillbeestablishedinaccordancewithdepartmentalneeds, ensuringadequatecoverageandoperationalefficiency.Anymodificationstoanemployee’s schedulewillbecommunicatedinadvance,followingdepartmentpolicies.

73.WORKERS’COMPENSATIONPROGRAM
WheneveranemployeeoftheCityisdisabledwhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseofhis/herduties,theemployeewillbecompensated pursuanttoLaborCodeSection4850.

74.WORKERS’COMPENSATIONPREMIUMPAYMENT
EffectiveDecember17,1997,intheeventthatawork—relatedillnessorinjuryresultsina permanentdisabilitysettlement,theCitywillprovidea10%premiumbenefitpaymentprovided thefollowingoccurs:
31 MonthsofComplctcdService AnnualVacationAccrual
6—24 12daysp/year(10.0000hoursp/month)
25—48 15daysp/year(12.5000hoursp/month)
49—108 18daysp/year(15.0000hoursp/month)
109—120 19daysp/year(15.8333hoursp/month)
121+ 20daysp/year(16.6666hoursp/month)
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 2027Months of Completed ServiceAnnual Vacation Accrual6-2412 days p/year (10.0000 hours p/month)25-481 5 days p/year (12.5000 hours p/month)49-1081 8 days p/year (1 5.0000 hours p/month)109-12019 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 maximumof 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 accordancewith the provisions set forth in this Memorandum of Understanding and established City policies.70. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) Vacation hours mayconvert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year. Employees mayconvert leave to pay in April and/or November of each year, calculated at the employee’s hourlybase rate of pay at the time of conversion. Six (6) months prior to conversion, half the number ofaccrued leave hours requested, excluding sick leave, must have been taken as time off. The usagerequirement is waived for “activated” military personnel.71. VEHICLE - CITYCertain personnel, at the discretion of the Chief of Police and City Manager, will be provided witha City vehicle while maintaining on-call status. In addition, qualifying officers and corporalsassigned to the Detective Bureau may also be provided an assigned take-home vehicle as available.72. WORK SCHEDULEEmployees will be assigned to work various schedules based on the operational needs of the PoliceDepartment. Work schedules may include but are not limited to: A 4/10, 5/8, or other alternativework 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’sschedule will be communicated in advance, following department policies.73. WORKERS’ COMPENSATION PROGRAMWhenever an employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of his/her duties, the employee will be compensatedpursuant to Labor Code Section 4850.74. WORKERS’ COMPENSATION PREMIUM PAYMENTEffective December 17, 1997, in the event that a work-related illness or injury results in apermanent disability settlement, the City will provide a 10% premium benefit payment providedthe following occurs:31 405
ChinoPoliceOfflccrsAssociation
MemorandumofUnderstanding
JulyI:2025—June30.2027
0 ThatthoWorkers’CompensationAppealsBoardapprovesthetotalsettlement,including thetenpercent(10%)premiumbenefit.
o Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino.
¢ Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity.
o ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesofmisunderstandings.

Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefrtofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneasrecognitionofthecost savingsthatresultinnon—litigatedcascsthatcanbepassedontotheillorinjuredworker.

75.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbyacourtofcompetent jurisdiction,thenonlythatclausewillbestricken,andthcremainderoftheMemorandumof Understandingwillbeinfullforceandeffect.TheCityandtheCPOAwillimmediatelycommence tonegotiateforthepurposeofreplacinganyinvalidorillegalprovision.However,nosuch replacementismandated.

76.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hours,andothertelmsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbyemployeeswillremaininfullforceandeffectduringtheterm ofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityandtheCPOA.

77.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandinghavebeencodifiedinthisdocumentandagreed uponbythePresidentoftheCPOAandCityManageroftheCityofChinoandwillonlybe implementeduponapprovalbytheCityCouncil.

78.NOSTRIKEPROVISION
DuringthetermofthisAgreement,theAssociation,itsofficers,agents,representativesand/or membersagreetheywillnotcause,condoneorparticipateinanystrike,walk-out,workstoppage, jobaction,slowdown,speedup,sick-out,refusalorfailuretofaithfullyperformassignedduties andresponsibilities,withholdingofservicesorotherinterferencewithCityoperations.

TheCityretainstherightthatitmaytakelawfulremediesforthedisciplinaryactionavailable underitsEmployer—EmployeeRelationsSectionoftheirPersonnelRulesandRegulationsandw’or anyotherDepartmentPolicies.
32 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30. 2027 That the Workers’ Compensation Appeals Board approves the total settlement, includingthe ten percent ( 10%) premium benefit. That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will havebeen filed or served against the City of Chino. That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City. That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve anyoutstanding issues of misunderstandings.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein cases handled without the involvement of legal counsel. This is done as recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.75. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by a court of competentjurisdiction, then only that clause will be stricken, and the remainder of the Memorandum ofUnderstanding will be in full force and effect. The City and the CPOA will immediately commenceto negotiate for the purpose of replacing any invalid or illegal provision. However, no suchreplacement is mandated.76. MAINTENANCE OF EXISTING BENEFITSAll wages, hours, and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by employees will remain in full force and effect during the termof this Agreement unless mutually agreed to the contrary by both the City and the CPOA.77. IMPLEMENTATIONThe terms of this Memorandum of Understanding have been codified in this document and agreedupon by the President of the CPOA and City Manager of the City of Chino and will only beimplemented upon approval by the City Council.78. NO STRIKE PROVISIONDuring the term of this Agreement, the Association, its officers, agents, representatives and/ormembers 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 dutiesand 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 availableunder its Employer-Employee Relations Section of their Personnel Rules and Regulations and/orany other Department Policies. 32 406
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027

79.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandCOPAagreethattheprovisionsof thisMemorandumofUnderstandingshallbeeffectiveonJulyl?2025,andshallexpireonJune 30‘2027.
33 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 202779. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and COPA agree that the provisions ofthis Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027. 33 407
A ‘
AlexWright.Pr€sident
ChinoPoliceOfficersAssociation
7-29-zy
Date
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
Julyl.2025AJune30,2027
J
LindReich,CityManger' ofChino,Californiavy
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Date
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TheresaDoyle,Directorof
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CityofChino,California
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Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 2027 Alex Wright, PresidentChino Police Officers AssociationDate DateTheresa Doyle, Director ofHuman Resources/Risk ManagementCity of Chino, CaliforniaDate 34 408
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orig: Valut
xc: M. Sakamoto ( HR)
RESOLUTION NO. 2006- 044

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, AMENDING PORTIONS OF RESOLUTION NO. 85- 52, PERSONNEL RULES, AND RESCINDING RESOLUTiON NO. 98- 38 IN

ITS ENTIRETY
WHEREAS, the City Council of the City of Chino established Personnel Rules for City employees with the adoption of Resolution No. 85- 52; and WHEREAS, a revision to the existing Personnel Rules is required to bring current City policy and procedures with reference to the hiring of relatives, which requires modifying Resolution No. 85- 52 and rescinding Resolution No. 98- 83 in its entirety.

NOW, THEREFORE, the City Council of the City of Chino does hereby resolve as follows:

SECTION 8 of RULE IX is amended as follows:

SECTION 8. Nepotism Policv:

1. " Relative" refers to spouse, child, stepchild, parent, stepparent, grandchild, brother, sister, half- brother, half- sister, aunt, uncle, niece, nephew, cousin, mother- in- law, father- in- law, daughter- in- law, son- in- law, brother- in- law, sister- in- law, or any other individual related by blood or marriage.

2. " Employment" refers to the relationship between the City and. an individual where services are rendered by the individual and compensation for such services are either paid from City funds or from third party grants or monetary sources which are paid to the individual because of his/ her rendering of services at the request and direction of the City. This includes those individuals who are paid through contract services.

3. " Marital status" is defined as an individual' s state of marriage, non- marriage, divorce or dissolution, separation, widowhood, annulment, or other marital state for purposes of this policy. Further, a " spouse" is defined as a partner in marriage.

4. Relatives of the following City employees or officials cannot be employed by the City:
a) City Council members
b) Board and Commission members ( in the same department for which the Board or Commissioner serves)
c) City Manager
d) Assistant City Manager
e) Any employee of the Human Resources Department
f) All Other Department Directors ( in the same department as " Relative") 414
RESOLUTION NO. 2006- 044
PAGE 2
g) Confidential employees ( in the same department as " Relative") h) Employees assigned to Payroll

5. The City has determined that a business purpose exists to dictate that the employment of relatives within City departments is prohibited in order to promote supervision, safety, security, morale and efficiency when such employment would result in any of the following:
a) a negative impact upon the ability of a supervisor to effectively and efficiently perform his/ her duties with a related individual;
b) both employees having job duties which results in the performance of shared duties on the same or related work assignments;
c) both employees are under jurisdiction of the same immediate supervisor; d) the work involves potential conflicts of interest or other hazards greater for married couples or relatives than for unrelated persons.

6. The City retains the right to refuse to place one spouse or other relative under the direct supervision of the other spouse or relative where there is a potential for creating adverse impact on supervision, safety, security or morale.

7. The City retains the right to refuse to place both spouses or other relatives in the same department, division or facility where such has the potential for creating adverse impact on supervision, safety, security, or morale or involves potential conflicts of interest.

8. In order to implement such policies and where the above circumstances exist and mandate that two spouses or other relatives shall not work in a prohibited relationship, the City will attempt to transfer one spouse or other relative to a similar classified position in another City department. Although the wishes of the involved parties as to which spouse or other relative is to be transferred will be given consideration by the City, the controlling factor in determining who is to be transferred shall be made by the City in order to obtain the best operation and efficiency of the City. If any such transfer results in a reduction in salary or compensation, the same shall not be considered disciplinary in nature and shall not be the subject of any form of administrative or civil appeal.

9. In lieu of a transfer from one department to another, or in situations where no classification exists to which a spouse or other relative can be transferred, married or other related employees may continue to be employed within the same City department subject to approval by the Department Director and the City Manager.

However, any such reporting to the same supervisor, being supervised by each other, working the same shift at the same work site or otherwise becoming involved in a work environment having the potential for adverse impact on supervision, safety, security or morale will be avoided.
1 a. lf continuing employment of the two spouses or other relatives cannot be accommodated consistent with the City' s interest in promotion of safety, security, morale and efficiency, then the City retains the sole discretion to separate one 415
RESOLUT! ON NO. 2006- 044
PAGE 3
spouse or other relative from City employment. Absent resignation by one affected spouse or other relative, the less senior of the involved spouses or other relative will be subject to termination and it will not constitute discipline or punitive action and will not be subject to any administrative or civil appeal.

11. The provisions of this Nepotism Policy shall be applicable to any individual hired by the City on or after the date of its adoption. This Nepotism Policy will also apply to individuals who become related as defined herein after commencement of employment by one or both individuals.

APPROVED AND ADOPTED THIS 20th day of June, 2006.

ATTEST:

LENNA J. TAN R, CiTY CLERK

CITY OF CHINO

STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO ) ss.

CITY OF CHINO )
I, Lenna J. Tanner, City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council of the City of Chino at a regular meeting held on the 20th day of June 2006, by the following vote to wit:

AYES: COUNCIL MEMBERS: YATES, DUNCAN, ELROD, HAUGHEY, ULLOA NOES: COUNCIL MEMBERS: NONE
ABSENT: COUNCIL MEMBERS: NONE
f f\lAt ..~ ~ fVVJA
L NNA J. TA R, CITY CLERK
416
AsStatedinourpreviousconversation,representativesn-omtheChinoPoliceAssociation andtheChinoPoliceManagementAssociationmettodiscussadjustmentstothe VoluntaryPhysicalFitnessProgram.Thecurrentprogramwhichallowsforaparticipant toaccrueeither10,20or30hoursofcompensatorytimeondoesnothingtoencourage participationorperformance;Additionally,thecurrentprogramisoutdatedwithits inclusionofbentkneesit-upswhichhavenotbeenrecommendedbyhealthprofessionals foranumberofyears.

TheAssociations’proposalallowsaparticipanttoaccrueanywherenom1to30hoursof compensatorytimeOEbasedonanindividual’sperformance.Theproposedprogram encouragesperformanceandparticipation.

TheAssociationsageswiththeCityinthatflexibilityisanimportantpartofhtness.

Keepingthisinmind,weoEerthefollowingaspre-qualihersfortakingpartinthephysical htnesstesting.Ifaparticipantisunabletoperformanyoftheflexibilitytests,he/shewill notbepermittedtocontinuewithtesting.

Thefollowingmusculo-skeletalflexibilityandstrengthtestsweretakenhornthepre—hire physicalrequiredbytheCityofChino.

I.)FORWARDBENDmG~Fromstandingposition,aparticipantcantouch his/hertoes(gapofupto6”isacceptable).

Fromstandingposition,aparticipantcanbendat
least2Odegreesbackwards.
2,)BACKBENDING-

3.}SIDEBENDING—Fromstandingposition,aparticipantcantouch lateralkneewithfingertipsonbothsides.
4%.} TRUNKROTATION-Fromstandingpositionwithhandsonwaist,a participantcantwisttoeachside.Theshoulders
willlineupastheparticipantstwist.
l—\II III-\IT A

EXHIBITC

CHINOPOLICEASSOCIATION

MEMORANDUM
DATE: NovemberO2,1996
TO: GeriaxmKingslan,PersonnelDirectOr
FROM: JeEAHison,C.P.A.President
SUBJECT:PhysicalFitnessProgram
417
f:‘§-4.
{5‘}HAMSTRFNG-
SITTINGREACH~ FromasittingpositionwithkneesStraight,the participantcantouchhis/hertoes.

Fromeitherasittingorsupinepositionwithlegs
Mlyextended,theparticipantcanH11eachleg
straightupa1least70degrees.(footbottomshould
betowardceiling.)
Ifaparticipantsuccessiiiliycompletestheprequalifyingflexibilitytests,he/shemaymove ontothephysicalhtnessqualincationportionofthetest.

CTO
10 09
08 07
06 05
D4
03 02
01 CTO
lO
09 08
O7
O6
05 O4
03 02
Ol
AGE
AGE
20-29
14:00-under
14:01-14:15
14:16-14:30
14:31—14:45
14:46-15:00
15:01-15:15
15:16-15:30
15:31-15:45
15:46-16:00
16:01-16:15
20-29
12:00-undet
l2;01~12:15
12:16-12:30
12:31-12:45
12:46-13:00
13:01-13:15
13:16-13:30
13:31-13:45
13:46-14:00
14:01-14:15
30-39
15:00-under
15:01-15:15
15:16-15:30
15:31-15:45
15:46-16:00
16:01-16:15
16:16-16:30
16:31-16:45
16:46-17:00
17:01-17:15

4.949
16:110-under
16:014615
16:16:16130
16:3I-\P6Z45
16:46-17:00
17:01-17:15
17:16-17:30
17:31-17:45
17:46—13:00
18:01-18:15

1.5MILERUN(Maies)
30-39
13:00-under
13:01-13:15
13:16-13:30
13:31-13:45
13:46-14:00
14:01-14:15
14:16-14:30
14:31-14:45
14:46-15:00
15:01—15:15
40-49
14:00-under
14:01-14:15
14:16-14:30
14:31-14:45
14:46-15:00
15:01-15:15
15:16-15:30
15:31-15:45
15:46-16:00
16:01-16:15
50-59
17:00-under
17:01-17:15
17:16-17:30
17:31-17:45
17:46-18:00
18:01-18:15
18:16-18:30
18:31-18:45
18:46-19:00
19:01-19:15
50-59
15:00-under
15:01-15:15
15:16-15:30
15:31-15:45
15:46-16:00
16:01-16:15
16:16-16:30
16:31-16:45
16:46-17:00
17:01-17:15
60+
18:00-under
18:01-18:15
18:16-18:30
18:31-18:45
18:46-19:00
19:01-19:15
19:16-19:30
19:31-19:45
19:46-20:00
20:01-20:15
60+
16:00-under
16:01-16:15
16:16-16:30
16:31-16:45
16:46-17:00
17:01-17:15
17:16-17:30
17:31-17:45
17:46-18:00
18:01-18:15

3.0MILEWALK(Females)
418
CTO
10 O9
O8
O7
O6
05 O4
O3
02 01
CTO
l0
O9
07 06
05 03
O2
01 CTO
10 09
08 07
06 05
04 O3
02 01
AGE20-29
AGE
38:00-under
38:01~39:00
39:01-40:00
40:01-41:00
41:01-42:OO
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
20-29‘
36:00-under
36:01-37:00
37:01-38:00
38:01-39:00
39:01—40:00
40:01-41:00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
20-29
26 25
24 23
22 21
.20
19 18
17 30—39
40:00-under
40:01-41:00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47zOO
47:01-48:00
48:01-49:00
40—49
42:00-under
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00

3.0MILEWALK(Ma.1cs)
30-39AGE
39:00-under
39:01-40:00
40:01'-4'1":00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
40-49‘“‘
7,)41:00-under
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
PUSH-UPS(Females)
30-39
24 23
22 21
20 19
18 17
16 15
40-49
22 21
20 19
18 17
16 15
14 13
50-59
44:00-under
44:01-45:OO
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-5l:00
51:01-52:00
52:01-53:00
60+
46:00-under
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00
51:01-52:00
52:01-53:OO
53:01-54:00
54:01-55:00
50-59
43:00-under
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49z00
49:01-50:OO
50:01-51:00
51:01-52:00
50-59
17 16
15 14
13 12
11 10
09 O8
60+
45:00-under
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00
51:01-52:00
52:01-53:00
53:01-54:00
60+
15 14
13 12
11 10
09 O8
07 06
419
AGE
CTO
10 O9
()8
07 O6
OS
04 O3
G2
01 AGE
CTO
10 O9
O8
O7
06 05
04 O3
02 01
AGE
STE?
1Q
{31;}
33 0"}
{36
'05
I'M
PUSH—wsmales)
20-29 30-39 40-49 50-59
34 27 21 17
33 26 20 16
32 25 19 15
31 24 18 14
30 23 17 13
29 22 16 12
28 21 15 11
27 20 14 1o
26 19 13 09
25 13 12 08
BENTWEECRUNCHES(Females)
BENTKNEECRUNCEES(Males)
20-29 30-39 40-49 50~59
46 39 35 30
45 38 34 29
44 37 33 28
43 36 32 27
42 35 31 26
41 34 30 25
40 33 29 24
16 15
14 13
12 11
10 09
08 O7
6Q+
20 19
18 17
16 15
14 13
12 11
604
26 25
24 23
22 21
20 20—29 30-39 40-49 50-59
39 32 23 22
38 31 27 :1
37 30 26 20
36 29 25 19.
35 23 24 13
34 27 23 17
33 26 22 16
32 25 21 15
31 24 20 14
30 23 19 13
420
{i3
G2
()1
39 38
3T
3‘2
31 30
28 2?
2§
23 22
2l
19 .13
l?
421
AMENDMENT NO. 1 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN

REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO

POLICE OFFICERS ASSOCIATION
JULY 1, 2025 – JUNE 30, 2027

This Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Officers Association covering the period of July 1, 2025 through June 30, 2027 (“CPOA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and the Chino Police Officers Association (“CPOA”).

RECITALS:

WHEREAS, CPOA is the recognized employee organization for all regular full-time, non- management sworn Police Department employees in the City of Chino as identified in the CPOA MOU 2025-27; and

WHEREAS, to fulfill its obligation under the CPOA MOU 2025-27, the City is committed to maintaining sworn classifications at no lower than the number three (3) ranking in total compensation among the survey cities, excluding the Benefit Bank, used in the 2022 Total Compensation Survey and a total compensation survey has been completed to determine the co st of living wage adjustments needed to maintain sworn personnel at the number three (3) ranking; and

WHEREAS, the labor representatives of the City and CPOA have determined that revising the language of Article 15 on cost of living wage adjustments in the CPOA MOU 2025-27 would be in the best interests of the City and the parties for maintaining sworn personnel at number three (3) among the Council -approved comparison agencies and have met and conferred on this proposed modification and reached a tentati ve agreement which requires a formal amendment to the CPOA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

WHEREAS, the labor representatives of the C ity and CPOA hav e also determined that revising the language of Article 19 on deferred compensation in the CPOA MOU 2025-27 would be in the best interests of the City and the parties to increase the City’s deferred compensation contribution and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council b efore becoming effective; and

WHEREAS, the labor representatives of the City and CPOA have also determined that combining and updating the language of Articles 29, 4 4, and 45 on the Fair Labor Standard Act and Overtime Compensation in the CPOA MOU 2025-27 would be in the best interests of the City and the parties to provide clarification on the calculation of overtime and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and 422
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

2 WHEREAS, the labor representatives of the City and CPOA have also determined that revising the language of Article 50 on recruitment incentive in the CPOA MOU 2025-27 would be in the best interests of the City and the parties to correct the recruitment incentive amounts for lateral sworn hires and have met and conferred on this proposed modification and reache d a tentative agreement which requires a formal amendment to the CPOA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

WHEREAS, the labor representatives of the City and CPOA have further determined that revising the language of Article 68 on uniform cleaning/clothing allowance in the CPOA MOU 2025-27 would be in the best interests of the City and the parties to update the payment method for uniform cleaning/clothing allowance and address reporting requirements to CalPERS and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPOA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the CPOA MOU 2025-27, the parties hereto agree to the following update s and/or amendments made to the current/existing language in the CPOA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.

ARTICLE 15. COST OF LIVING ADJUSMENT
Currently reads as follows:

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 proc ess 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.

423
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

3 Definition of Total Compensation
For 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

Effective upon approval of the City Council, this Article shall be modified as follows:

Increase to employee’s base wages/salary ranges will be as follows:
 Effective the beginning of the pay period including July 1, 2025: Three percent (3%)

Definition of Total Compensation
For 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 ($1,500 at 15 years = $8.33 monthly value)

Minus the employee-paid PERS PEPRA contribution rate

ARTICLE 19. DEFERRED COMPENSATION
Currently reads as follows:

A deferred compensation plan, 457(b) and/or 401(a), 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 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 feder al 424
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

4 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 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 utiliz e 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 requ ired 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.
425
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

5 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 “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.

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

Effective upon approval of the City Council, this Article shall be modified as follows:

City Contribution
Employees will receive a three hundred and fifty dollar ($350) per month City contribution to their City Deferred Compensation account, 401(a).

ARTICLE 29. FAIR LABOR STANDARDS ACT
Currently reads as follows:

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), twenty - eight (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 F LSA 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 t wo (2) consecutive work weeks and utilizes ten (10) hours of sick leave in said time period, then the employee will receive 426
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

6 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 R ESOLUTION 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 Ci ty rules and regulations have been altered in 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.

ARTICLE 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.

 V oluntary overtime will be limited to employees signing up for overtim e 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.

ARTICLE 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.

427
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

7 Effective upon approval of the City Council, the Article shall be modified as follows (Combines and replaces entirely current CPOA MOU Articles 29, 44, and 45):

A. FLSA/Overtime Acknowledgement and Implementation

The City of Chino and the Chino Police Officers Association (CPOA) acknowledge that the Fair Labor Standards Act (FLSA) requires overtime pay (time-and-a-half) for public safety employees after 40 hours a week, but a special Section 7(k) exemption allows for extended work periods, such as 7 to 28 days, for law enforcement personnel. Under the 7(k) exemption, overtime is calculated based on a set number of hours worked within the specified work period, not just a 40 -hour work week. Public agencies can also use compensatory time off (comp time) in lieu of cash overtime at a rate of 1.5 hours of comp time for every overtime hour worked, with specific accrual limits.

The City has established a specific work period under §207(k) for CPOA represented public safety employees of 28 days, with overtime t riggered only after 171 hours worked in that work period.

In connection therewith, the City will designate thirteen (13), twenty eight (28) day periods for each calendar year.

The parties also recognize that this MOU provides a separate and more generous benefit referred to as “contractual overtime” which does not require employees to meet the FLSA twenty eight (28) day/171-hour threshold to be entitled to contractual overtime pay as further defined and explained below.

Pursuant to this MOU, hours of paid leave (vacation, compensatory time, holiday time) shall count as hours worked when determining contractual overtime eligibility under this section. Such leave hours shall not count as hours worked for purposes of meeting the FLSA §207(k) threshold.

B. Time Accrual

Employees may elect to accrue compensatory time off in lieu of cash overtime, at 1.5 hours for each hour worked, subject to supervisory approval and accrual limits under Article 13. Certain duties, meetings, trainings, or tasks m ay be offered as “comp time only ” and must be clearly identified as such before the employee accepts the assignment. Acceptance of such assignment is voluntary.

C. Contractual Overtime Defined

Employees will receive paid overtime for hours worked beyond their scheduled daily hours or beyond forty ( 40) hours in a Monday -Sunday workweek. V oluntary schedule adjustments for trainings or travel do not qualify for overtime unless they results in more than forty (40) hours worked in the Monday-Sunday workweek. Contract overtime will be paid at one and one half times (1.5x) the employee’s contractual overtime rate.

Example: A Patrol Officer scheduled for 11.5 hours who works 15 hours will receive 3.5 hours of contractual overtime.

428
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

8 D. Two-Hour Minimum for Call-In Overtime

Except as otherwise noted in this MOU, if an employee is contacted and ordered to report to work immediately outside of their regularly scheduled shift, they will receive a minimum of two (2) hours of contract overtime pay starting from the time of contact.

E. Double Time Compensation

Employees who work in excess of sixteen (16) consecutive hours within a twenty -four (24) hour period will be compensated at two (2) times the employee ’s contractual overtime rate, beginning with the seventeenth (17th) consecutive hour of work.

For purposes of this section, the “contractual overtime rate ” shall have the same definition as provided in Section F of this Article and shall include base hourly pay, P.O.S.T. certificate pay, specialty/assignment/hazard pay, and bilingual pay, calculated on a forty (40) hour work week.

F. Contractual Overtime Rate Defined

For purposes of contract overtime calculations, the “contractual overtime rate” shall include only the following:

1. Base hourly pay;

2. All P.O.S.T. certificate pay(s) calculated as an hourly rate based on a 40-hour work week;

3. Specialty/assignment/hazard pay calculated as an hourly rate based on a 40 -hour work week; and

4. Bilingual pay calculated as an hourly rate based on a 40-hour work week.

The total of these pays will be multiplied by 1.5 to determine the employee’s “contractual overtime rate”.

G. FLSA Compliance

 At the end of each 28-day work period, the City will confirm that all hours over the §207(k) 171-hour threshold have been compensated at not less than one and one half times ( 1.5x) the contractual overtime rate as defined above.
 Contract overtime payments made during the work period shall be credited toward satisfying the City’s FLSA overtime obligations for that period, provided they equal to or exceed the amount owed under the FLSA calculation.
 If the contract overtime calculation results in an amount lower than the FLSA requirement for that period, the City will issue a supplemental payment covering the difference.  No offsets will be made between work periods.

429
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

9 H. Controlling Provisions

If any provision of this section conflicts with the FLSA ’s minimum requirements, the City will apply the standard that results in the greater overtime benefit to the employee. This MOU will take precedence over any conflict with any prior enacted MOU or City Resolution covering the same subject matter. This section shall not be unilaterally modified or interpreted in a manner that reduces overtime benefits provided by this MOU.

ARTICLE 50. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULT ING

IN SWORN HIRE AS FOLLOWS
Currently reads 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.

Effective upon approval of the City Council, this Article shall be modified by wholly replacing the above with the following:

To support recruitment efforts and encourage referrals while maintaining fiscal accountability, the City shall offer a recruitment incentive for sworn hires as follows:

Police Recruits (Entry Level):
 $500 upon hire
 $2,000 upon successful completion of probation

Lateral Police Officers:
 $1,000 upon hire
 $4,000 upon successful completion of probation

To qualify for this incentive, the referring employee ’s name must be listed on the new hire ’s original employment application and be verified by the Human Resources/Risk Management Department. If more than one (1) employee is listed as a referral source, the incentive will be split equally.

Employees assigned to the Training/Background Unit, or those responsible for any part of the recruitment and hiring process, are not eligible for this benefit unless the referral contact occurred solely and entirely outside of work hours.

430
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

10 ARTICLE 52. RETENTION OF DOCUMENTS
Currently reads as follows:

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.

Effective upon approval of the City Council, this Article shall be modified by wholly replacing the above with the following:

All written discipline, internal affairs investigations, and citizen complain ts will be purged from an employee’s Personnel File and other City files in accordance with the City ’s Retention Policy and the minimum requirements of the California Penal Code and any other applicable state or federal law. All Job Performance Evaluations will be purged from the employee’s Personnel File and other City files five (5) years after the date of the end of the Job Performance evaluation period unless a longer retention period is required by the City ’s Retention Policy and/or state or federal law. This stipulation affects all active employees only; records will not be tracked or purged for inactive/former employees.

ARTICLE 68. UNIFORM CLEANING/CLOTHING ALLOWANCE
Currently reads as follows:

Effective January 1, 2005, employees receive an annual a llowance 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.

Effective upon approval of the City Council, this Article shall be modified with the additional language as follows:

Effective August 1, 2026, employees receive an an nual allowance of seven hundred and seventy dollars ($770). The City agrees to pay the uniform cleaning/clothing allowance of thirty -two dollars and eight cents ($32.08) per 24 pay periods. For CalPERS Classic employees, the City shall report to CalPERS th e monetary value of uniforms in the amount of thirty -two dollars and eight cents ($32.08) per pay period.

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.

431
Chino Police Officers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

11 Except as expressly provided for in this Amendment No. 1 to the CPOA MOU 2025-27, all other provisions of the CPOA MOU 2025 -27 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the CPOA MOU 2025-27 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

_________________________________ ______________________________ Alex Wright, President Linda Reich, City Manager
Chino Police Officers Association City of Chino

_________________________________ ______________________________ Date Date

______________________________
Terry Doyle, Director of Human
Resources/Risk Management
City of Chino

______________________________
Date

432

RESOLUTION NO. 2025-070

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 1 TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN REPRESENTATIVES OF THE CITY OF CHINO,

CALIFORNIA, AND THE CHINO POLICE MANAGERS ASSOCIATION FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

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 classifications, including those represented by the Chino Police Managers Association (“CPMA”); 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, the latest Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Managers Association covering the period of July 1, 2025 through June 30, 2027 (“ CPMA MOU 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the labor representatives of the City and CPMA have determined that revising the language of Article 10 on cost of living wage adjustments in the CPMA MOU 2025-27 would be in the best in terests of the City and the parties for maintaining sworn personnel at number three among the Council-approved comparison agencies and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and WHEREAS, the labor representatives of the City and CPMA have also determine d that revising the language of Article 14 on deferred compensation in the CPMA MOU 2025 -27 would be in the best interests of the City and the parties to increase the City’s deferred compensation contribution and have met and conferred on this proposed mod ification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and CPMA have also determined that updating the language of Article 36 on the Fair Labor Standard Act and Overtime Compensation in the CPMA MOU 2025-27 would be in the best interests of the City and the parties to prov ide clarification on the calculation of overtime and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025-27, signed by the parties and ratified by the union, and appr oved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and CPMA have also determined that updating the language of Article 41 on the retention of documents in the CPMA MOU 2025 -27 would be in the best interests of the City and the parties so that applicable documents in an employee’s personnel file and other City files will be purged in accordance with the City’s Retention Policy and the minimum requirements of the California Penal Code and any other applicable state or federal law and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025-27, signed by the parties and ratified 433

by the union, and appr oved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and CPMA have further determined that revising the language of Article 54 on uniform cleaning/clothing allowance in the CPMA MO U 2025-27 would be in the best interests of the City and the parties to update the payment method for uniform cleaning/clothing allowance and address reporting requirements to CalPERS and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective.

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

SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference, with a true and correct copy of the previously adopted C PMA MOU 2025-27 being attached hereto as Exhibit A.

SECTION 2 . The City Council hereby approves and adopts the Amendment No.1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Managers Association covering the period of July 1, 2025 through June 30, 2027, a signed copy of which is attached hereto as Exhibit B.

SECTION 3. The City Clerk shall certify the adoption of this resolution effective November 4, 2025.

APPROVED AND ADOPTED THIS 4th day of November, 2025.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

ATTACHMENTS:

EXHIBIT A. Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Managers Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT B. Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Managers Association covering the period of July 1, 2025 through June 30, 2027

434

State of California )
County of San Bernardino ) §
City of Chino )

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
435

MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO POLICE

MANAGERS ASSOCIATION
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MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND

THECHINOPOLICEMANAGERSASSOCIATION(CPMA)
(ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
ACTINGPAY......................................................................................................................................

ASSOCIATIONBOARDHOURS......................................................................................................

BENEFITBANK..................................................................................................................................

BEREAVEMENTLEAVE...................................................................................................................

BILINGUALPAY................................................................................................................................

CALLBACKPAY...............................................................................................................................

CANINEHANDLERS.........................................................................................................................

COMPENSATIONTIMEOFF............................................................................................................

COMPUTERLOANPROGRAM........................................................................................................

COSTOFLIVINGADJUSTMENT(COLA)......................................................................................

COURTAPPEARANCEANDSTAND-BYCOMPENSATION.......................................................

COURTTRAVELTIME.....................................................................................................................8 DEATHBENEFIT...............................................................................................................................9 DEFERREDCOMPENSATION.........................................................................................................9 DIRECTDEPOSIT............................................................................................................................11 DISABILITY......................................................................................................................................11 DISCIPLINARYAPPEALPROCEDURE 11
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE CHINO POEICE MANAGERS ASSOCIATION (CPMA)(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY ............................................................................................................................................. 32. ASSOCIATION BOARD HOURS ........................................................................................................... 33. BENEFIT BANK ........................................................................................................................................ 44. BEREAVEMENT LEAVE......................................................................................................................... 45. BILINGUAL PAY ...................................................................................................................................... 56. CALL BACK PAY ..................................................................................................................................... 57. CANINE HANDLERS............................................................................................................................... 58. COMPENSATION TIME OFF ................................................................................................................. 79. COMPUTER LOAN PROGRAM............................................................................................................. 710. COST OF LIVING ADJUSTMENT (COLA).......................................................................................... 711. COURT APPEARANCE AND STAND-BY COMPENSATION......................................................... 812. COURT TRAVEL TIME ........................................................................................................................... 813. DEATH BENEFIT ..................................................................................................................................... 91 4. DEFERRED COMPENSATION .............................................................................................................. 915. DIRECT DEPOSIT .................................................................................................................................. 1116. DISABILITY............................................................................................................................................. 111 7. DISCIPLINARY APPEAL PROCEDURE............................................................................................ 1 11 8. DISCIPLINARY APPEAL PROCEDURE ACTION CONSISTING OF A WRITTEN REPRIMANDOR LESS ................................................................................................................................................... 1 11 9. DISCIPLINARY APPEAL PROCEDURE CHANGE ......................................................................... 1220. EDUCATIONAL INCENTIVE PROGRAM......................................................................................... 122 1. FLEXIBLE BENEFITS SPENDING PLAN.......................................................................................... 1 322. FLOATING HOLIDAY TIME ............................................................................................................... 1 323. HOLIDAYS............................................................................................................................................... 1324. HOLIDAY PAY ....................................................................................................................................... 1325. JURY DUTY............................................................................................................................................. 1426. LAYOFF REOPENER ............................................................................................................................. 1427. LIFE INSURANCE .................................................................................................................................. 1428. LONGEVITY............................................................................................................................................ 1429. MANAGEMENT LEAVE ....................................................................................................................... 1530. MANAGEMENT RIGHTS ..................................................................................................................... 153 1. MEAL PERIOD (CODE 7) ..................................................................................................................... 16 437
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJunc30.2027
MILEAGEREIMBURSEMENT.......................................................................................................16 MOTORDUTY..................................................................................................................................16 NEPOTISMPOLICY.........................................................................................................................16 ON—CALLCOMPENSATION...........................................................................................................17 OVERTIMECOMPENSATION.......................................................................................................17 PHYSICALFITNESSPROGRAM(VOLUNTARY).......................................................................17 P.O.S.T.CERTIFICATEPAY...........................................................................................................18 RECRUITMENT[NCENTIVEFORRECOMMENDATIONRESULTINGINSWORNHIREAS [J
.TERM.................................................................................................................................................28 FOLLOWS.........................................................................................................................................19

40.REHIREPOLICY..............................................................................................................................19

41.RETENTIONOFDOCUMENTS......................................................................................................19

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

43.RETIREMENTHEALTHSAVINGS(RHS)PLAN.........................................................................2O

44.SALARYADJUSTMENTS...............................................................................................................20

45.SEPARATIONFROMCITY.............................................................................................................21

46.SICKLEAVE.....................................................................................................................................21

47.SICKLEAVEBUYBACK22

48.SICKLEAVECONVERSIONTOPERSONALLEAVE 22

49.SICKLEAVEPROGRAM 223

50.SPECIALCOMPENSATIONPAYMENTSCHEDULE23
51SUPPLEMENTALCONTRIBUTIONFORRETIREES2.
52TUITIONADVANCEPROGRAM...................................................................................................24

53.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM..........................................................25 541UNIFORMEDANDNON-UNIFORMED-CLOTHINGALLOWANCE......................................25

55.VACATIONLEAVE.........................................................................................................................25

56.VACATIONLEAVECONVERSION...............................................................................................26

57.VEHICLE—CITY..............................................................................................................................26

58.WORKSCHEDULE..........................................................................................................................26

59.WORKERS’COMPENSATIONPROGRAM...................................................................................26

60.WORKERS’COMPENSATIONPREMIUMPAYMENT...............................................................26

61.SAVINGSCLAUSE..........................................................................................................................27

62.MAINTENANCEOFEXISTINGBENEFITS..................................................................................27

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

64.NOSTRIKEPROVISION 27
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30. 202732. MILEAGE REIMBURSEMENT ............................................................................................................ 1633. MOTOR DUTY ........................................................................................................................................ 1634. NEPOTISM POLICY............................................................................................................................... 1635. ON-CALL COMPENSATION................................................................................................................ 1 736. OVERTIME COMPENSATION ............................................................................................................ 1737. PHYSICAL FITNESS PROGRAM (VOLUNTARY) .......................................................................... 1 738. P.O.S.T. CERTIFICATE PAY ................................................................................................................ 1839. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORN HIRE ASFOLLOWS ................................................................................................................................................ 1940. REHIRE POLICY .................................................................................................................................... 194 1. RETENTION OF DOCUMENTS........................................................................................................... 1942. RETIREMENT.......................................................................................................................................... 1943. RETIREMENT HEALTH SAVINGS (RHS) PLAN ............................................................................ 2044. SALARY ADJUSTMENTS .................................................................................................................... 2045. SEPARATION FROM CITY .................................................................................................................. 2146. SICK LEAVE............................................................................................................................................ 2147. SICK LEAVE BUY BACK ..................................................................................................................... 2248. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................... 2249. SICK LEAVE PROGRAM ..................................................................................................................... 2350. SPECIAL COMPENSATION PAYMENT SCHEDULE..................................................................... 235 1. SUPPLEMENTAL CONTRIBUTION FOR RETIREES..................................................................... 2352. TUITION ADVANCE PROGRAM........................................................................................................ 2453. TUITION REIMBURSEMENT - ENHANCED PROGRAM ............................................................ 2554. UNIFORMED AND NON-UNIFORMED - CLOTHING ALLOWANCE........................................ 2555. VACATION LEAVE ............................................................................................................................... 2556. VACATION LEAVE CONVERSION.................................................................................................... 2657. VEHICLE -CITY .................................................................................................................................... 2658. WORK SCHEDULE ................................................................................................................................ 2659. WORKERS’ COMPENSATION PROGRAM....................................................................................... 2660. WORKERS’ COMPENSATION PREMIUM PAYMENT .................................................................. 266 1. SAVINGS CLAUSE ................................................................................................................................ 2762. MAINTENANCE OF EXISTING BENEFITS...................................................................................... 2763. IMPLEMENTATION............................................................................................................................... 2764. NO STRIKE PROVISION ....................................................................................................................... 2765. TERM......................................................................................................................................................... 282 438
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30,2027

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND

THECHINOPOLICEMANAGERSASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isonteredintowithreferencestothefollowingfacts:

A.TheChinoPoliceManagersAssociation,hereinafterreferredtoasthe“CPMA”,isthe recognizedemployeeorganizationforallregular,full-timeswornmanagementPolice DepartmentemployeesintheCityofChino,hereinafterreferredtoasthe“City”.These employeesarecollectivelyreferredtoas“employees”.TheCPMAconsistsofthefollowing positionclassifications:

Lieutenant
Sergeant
B.IntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees. authorizedrepresentativesoftheCityandtheCPMAhavemetandconferredingoodfaith, exchangingvariousproposalsconcerningwages,hours,andothertermsandconditionsof employmentoftheemployeeswhicharewithinthescopeoflawforrepresentedemployeesin theCPMA.

C.TheauthorizedrepresentativesoftheCityandCPMAhavereachedamutualagreementon wages,hours,andothertermsandconditionsofemploymentoftheemployees.

THEREFORE,theCityandtheCPMAagreethatwages,hours,andtermsandconditionsof employmentwillbeappliedasfollowsfortheperiodofJulyl,2025,throughandincludingJune 30,2027.

1.ACTINGPAY
ActingPaymaybeprovidedtoemployeeswhoareformallyassignedthedutiesofahigher—level classforanextendedperiod,anticipatedtobeinexcessofatleasttwo(’2)weeks.Suchassignment willbeconfirmedbytheprocessingofaPersonnelActionFormbytheChiefofPoliceordesignee.

ActingPaywillbegrantedasapercentageincreasetotheemployeesexistingbasesalaryonly.

Thepercentageincreasewillbefivepercent(5%)orequaltotheentrylevelsalaryofthehigher levelclassforwhichtheemployeeisperformingduties.Atnotimewillthepercentageincrease exceedthemaximumsalaryatthetopoftherangeofsaidclass.

2.ASSOCIATIONBOARDHOURS
Associationmembersareprovidedforty(40)paidhoursperfiscalyeartoattendtrainingorother relatedworkshopsforCPMAbusiness,asauthorizedbytheCity.Thesehourswillnotbe accumulatedorcarriedfromonefiscalyeartothenext.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE 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 therecognized employee organization for all regular, full-time sworn management PoliceDepartment employees in the City of Chino, hereinafter referred to as the “City”. Theseemployees are collectively referred to as “employees”. The CPMA consists of the followingposition classifications:LieutenantSergeantB. 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 ofemployment of the employees which are within the scope of law for represented employees inthe CPMA.C. The authorized representatives of the City and CPMA have reached a mutual agreement onwages, 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 ofemployment will be applied as follows for the period of July 1, 2025, through and including June30, 2027.1. ACTING PAYActing Pay may be provided to employees who are formally assigned the duties of a higher-levelclass for an extended period, anticipated to be in excess of at least two ( 2) weeks. Such assignmentwill 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 higherlevel class for which the employee is performing duties. At no time will the percentage increaseexceed the maximum salary at the top of the range of said class.2. ASSOCIATION BOARD HOURSAssociation members are provided forty (40) paid hours per fiscal year to attend training or otherrelated workshops for CPMA business, as authorized by the City. These hours will not beaccumulated or carried from one fiscal year to the next.3 439
ChinoPoliceManagersASSOCiation
MemorandumofUnderstanding
July1.2025toJune30,2027

3.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequalt0Kaiser),dentalandvisioncoveragefromfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecemberl“.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregular paychecksasearned.

NewHires:

Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt—outdocumentationduringthenextOpenEnrollmentperiod.

Recertification:

FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwill remainineffectuntiltheemployeeprovidesvalidopt—outdocumentationduringthenextOpen Enrollmentperiod.

4.BEREAVEMENTLEAVE
Anon—accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedimmediate familymember.A“qualifiedfamilymember”isdefinedasaspouse,domesticpartner,parent, brother,sister,child,step—child,mother-in—law,father—in-law,brotherAin—law,sister-in—law. daughter-in-law,son—in—law,grandparent,grandchildoranyotherrelativeresidingwithinthe employee’shome.

Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember,ifrequestedbytheChiefofPoliceortheirdesignee.

Anadditionalthree(3)days(30hours)maybeutilizedinconjunctionwithbereavement,charged againstaccruedSickLeave.Employeeswillnotberequiredtosubmitaphysician’snoteexcusing theabsencewhenSickLeaveusageisrequested.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30,20273. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage from familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1st. Unused portions of the Benefit Bank will be paid out in the employee’s regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe 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 mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.4. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified immediatefamily 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 theemployee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe 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 writtenverification of a death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.An additional three (3) days (30 hours) may be utilized in conjunction with bereavement, chargedagainst accrued Sick Leave. Employees will not be required to submit a physician’s note excusingthe absence when Sick Leave usage is requested.4 440
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30.2027

5.BILINGUALPAY
Employeeswhouseon-the-jobbilingualskillsofanylanguagedeemednecessarybytheChiefof Police,includingsignlanguage,andwhohavedemonstratedfluencybypassingacompetency examinationwillreceivetwohundredandfortydollars($240)permonthallowance(paidover24 payperiods)foruseofthisskill.

TheHumanResourcesDepartmentwilladministerthecompetencyexamination,andtheChiefof Policemustapproveanemployee’seligibilitytotaketheexamandreceivethebilingualpay allowance.

Employeeswhohavetheabilitytoreadand/orwriteinthedesignatedlanguage,maybeaskedto performthosetasksonthejob;however,theyarenotrequiredtodosoinordertoreceivethis benefit.Noadditionalcompensationwillbeprovidedforthoseemployeeswhopossessreading and/orwritingskillsbeyondverbalfluency.

TheCityreservestherighttomodifyordiscontinuethebilingualpayallowanceatanytimeshould itbedeterminedtheskillisnolongernecessary.

6.CALLBACKPAY
Employeeswhoarenotonstand-byandwhoarecalledbacktoworkduringtheiroff-dutyhours willreceivetwo(2)hoursminimumpayatoneandone—half(lV2)timestheirregularrate.

7.CANINEHANDLERS
CanineHandlerswillworka4-10schedule.Theassignedworkinghourswillbebasedonthe needsoftheDepartmentandaresubjecttochange,asdeterminedbytheOperationsDivision Commander.

Handlerswillnotberequiredtobeoncall.IntheeventaHandleriscontactedandrequestedfor anemergencycallout(asdeterminedbytheon-dutyWatchCommander),normalcallout compensationwillapply.If.however.aHandlerisplacedoncall,theHandlerwillbecompensated accordingtotheexistingMOU.

Caninetrainingwilloccurondutyasfollows:
a.TheCanineHandlerwillparticipateinweeklyCaninetrainingwithalliedagencies.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 20275. BILINGUAL PAYEmployees who use on-the-job bilingual skills of any language deemed necessary by the Chief ofPolice, including sign language, and who have demonstrated fluency by passing a competencyexamination will receive two hundred and forty dollars ($240) per month allowance (paid over 24pay periods) for use of this skill.The Human Resources Department will administer the competency examination, and the Chief ofPolice must approve an employee’s eligibility to take the exam and receive the bilingual payallowance.Employees who have the ability to read and/or write in the designated language, may be asked toperform those tasks on the job; however, they are not required to do so in order to receive thisbenefit. No additional compensation will be provided for those employees who possess readingand/or writing skills beyond verbal fluency.The City reserves the right to modify or discontinue the bilingual pay allowance at anytime shouldit be determined the skill is no longer necessary.6. CALL BACK PAYEmployees who are not on stand-by and who are called back to work during their off-duty hourswill receive two (2) hours minimum pay at one and one-half (1 ‘A) times their regular rate.7. CANINE HANDLERSCanine Handlers will work a 4-10 schedule. The assigned working hours will be based on theneeds of the Department and are subject to change, as determined by the Operations DivisionCommander.Handlers will not be required to be on call. In the event a Handler is contacted and requested foran emergency call out (as determined by the on-duty Watch Commander), normal call outcompensation will apply. If, however, a Handler is placed on call, the Handler will be compensatedaccording 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; scheduledvacations; or, to accommodate the needs of the Department as determined by the CanineCoordinator or the Watch Commander.b. The Canine Handlers will report for their weekly training at the designated location andtime. The senior Handler will be responsible for notifying Dispatch and the WatchCommander each week of their training location and attendance prior to thecommencement 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 “CanineMaintenance Compensation” to provide for the care, grooming, exercise and maintenanceof the Police Service Dogs and their equipment.5 441
ChinoPoliccManagersAssociation
McmorandumofUnderstanding
Julyl.2025toJune30,2027
c.Onceamonth,AdlcrhorstInternational(orthedesignatedtrainingfacility)willschedule therequiredeight(8)hourrequalificationday.Handlerswillattendasscheduledbythe CanineCoordinator.Thetrainingdaywillbeconsideredanormalten(l0)hourworkday forallHandlers.Theremainingtwo(2)hoursofthatdaywillalsobeconsidered“Canine MaintenanceCompensation”fortheHandlers.TheHandlerswillreceiveatotaloffour‘reen (14)hoursofstraighttimecompensationinatwentynine(29)daypaycycle(3Ominutes aday,7daysaweek).ThisistocompensatetheHandlersfortimespentoncareand maintenanceofthePoliceServiceDogandequipment.Thetimeoffwillbearrangedwith theCanineCoordinator.Attendanceismandatory.However,excusedabsencesmaybe allowedforemergenciesorHandler/DogillnessatthediscretionoftheCanine Coordinator.
d.A yearlyP.O.S.T.certificationisrequiredfor“PatrolandDetection”andattendanceis mandatory.TheCanineCoordinatorwillschedulethecertificationdays.

TheOperationsDivisionCommanderwillassignthedaysoffforeachHandler.Thechoiceofdays offwillbemadebyseniorityandwitheachnormalshiftrotation.Senioritywillbeestablishedby timeassignedintheCanineUnit.

Day—to-daysupervisionoftheCanineUnitpersonnelwillbetheresponsibilityofthepatrolteam SergeanttoensurethatboththeneedsoftheDepartmentandtheCanineUnitarebeingmet.

WhenitbecomesnecessarytoretireaPoliceServiceDogfromactiveservice,theDepartmentwill transferownershipofthedogtothelastHandler,providedtheHandlerwantstokeepthedog.

Note:TheCityofChinoPoliceDepartmentwillselltheretiredPoliceServiceDogtotheHandler foronedollar($1.00)andinreturntheHandleragreestoprovideacomfortable,humaneandcaring environmentfortheremainderoftheretiredPoliceServiceDog’sLife.TheHandleralsoagrees Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30, 2027c. Once a month, Adlerhorst International (or the designated training facility) will schedulethe required eight (8) hour requalification day. Handlers will attend as scheduled by theCanine Coordinator. The training day will be considered a normal ten (10) hour workdayfor all Handlers. The remaining two (2) hours of that day will also be considered “CanineMaintenance 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 minutesa day, 7 days a week). This is to compensate the Handlers for time spent on care andmaintenance of the Police Service Dog and equipment. The time off will be arranged withthe Canine Coordinator. Attendance is mandatory. However, excused absences may beallowed for emergencies or Handler/Dog illness at the discretion of the CanineCoordinator.d. A yearly P.O.S.T. certification is required for “Patrol and Detection” and attendance ismandatory. The Canine Coordinator will schedule the certification days.The Operations Division Commander will assign the days off for each Handler. The choice of daysoff will be made by seniority and with each normal shift rotation. Seniority will be established bytime assigned in the Canine Unit.Day-to-day supervision of the Canine Unit personnel will be the responsibility of the patrol teamSergeant 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 markedwith proper Police canine warnings. The patrol cars will be utilized to transport the canine to andfrom the Handler’s residence to Department approved training, as well as to normal patrol shiftsas determined by the Canine Coordinator. Each Canine Handler must provide necessarymaintenance of the Police Service Dog and all related equipment. Equipment deficiencies must bereported 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 theCanine Coordinator who will authorize all veterinary care deemed necessary. Veterinary serviceswill be paid for by the Department. An exception will be made for emergency veterinary care, inwhich case preauthorization for treatment is not needed.When it becomes necessary to retire a Police Service Dog from active service, the Department willtransfer 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 theCanine Coordinator, the offer of transfer of ownership will then be presented to the dog’s previousHandler(s). Should no Handler elect to accept the dog, the Canine Coordinator will make otherappropriate 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 Handlerfor one dollar ($ 1.00) and in return the Handler agrees to provide a comfortable, humane and caringenvironment for the remainder of the retired Police Service Dog’s Life. The Handler also agrees6 442
ChinoPoliceManagersAssociatiOn
MemorandumofUnderstanding
July1,2025toJune30,2027
thattheretireddogwillnotperformanysearchesoractivityrelatedtopatrolornarcoticrelated duties.

8.COMPENSATIONTIMEOFF
Employeesmayaccrueamaximumofonehundredandeighty(180)hoursofCompensatoryTime whichmayberequestedastimeoff.Uponseparationfromemployment,accumulated compensatorytimeoffwillbeconvertedtocashatthethenexistingbasehourlyrate.

UponpromotionfromthisAssociation,anyhoursinCompensationBankswillbecashedoutto employeeatcurrentbaserateofpay.

9.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein theComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreeto complywiththerequirementsoftheprogramaslistedbelow:
0? Maximumamountfinancedistwothousand,fivehundreddollars($2,500).‘3Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
'z‘Minimumofone(l)businesssoftwarepackagemustbepurchased(Le.spreadsheet,data basemanager,wordprocessor,ete.).

Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe0:9 compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.

Nogameorentertainmentsoftwarewillqualifyunderthisprogram.

Loanstoparticipantswillbeforatermnottoexceedthirty—sixmonths(36)andnointerest willbechargedduringthattime.

Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.

Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc.).

TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.

A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.'3UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days t0submitnecessarydocumentationtoFinanceDepartmentforpre—approvalofsystem purchase.

TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.

10.COSTOFLIVINGADJUSTMENT(COLA)
ATotalCompensationSurveywillbeconductedinAugust2025usingthesamecriteriaandsurvey citiesusedinthe2022TotalCompensationSurvey.TheCityagreestomaintainsworn classificationsatnolowerthanthenumberthree(3)rankingintotalcompensationamongthe surveycities,excludingtheBenefitBank.Anyadjustmentsnecessarytomeetthatbenchmarkwill beretroactivetothepayperiodthatincludesJuly1,2025.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027that the retired dog will not perform any searches or activity related to patrol or narcotic relatedduties.8. COMPENSATION TIME OFFEmployees may accrue a maximum of one hundred and eighty (180) hours of Compensatory Timewhich may be requested as time off. Upon separation from employment, accumulatedcompensatory 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 toemployee at current base rate of pay.9. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate inthe Computer Loan Program managed by the Finance Department. Participants must agree tocomply 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 withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).*t* System components must be manufactured by an established, brand name company and becompatible 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 interestwill 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 thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe 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 surveycities used in the 2022 Total Compensation Survey. The City agrees to maintain swornclassifications at no lower than the number three (3) ranking in total compensation among thesurvey cities, excluding the Benefit Bank. Any adjustments necessary to meet that benchmark willbe retroactive to the pay period that includes July 1, 2025.7 443
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyL2025toJune30,2027
ThesameprocesswillapplyeveryAugust,withanynecessaryadjustmentstoretainsworn classificationsinthetop3rankingbeingretroactivetothepayperiodthatincludesJulyl.Benefit BankupdatesforthenextyearwillbeimplementedinDecemberoftheyeartheyarereleased.

Definition0fTotalCompensation
ForthepurposesofthisArticle,totalcompensationshallconsistofthefollowingelements:
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Basesalary
Uniformallowance
Shiftdifferential(graveyardshift)
AdvancedPOSTpay
City—paidDeferredCompensationcontribution
City-paidRetireeHealthSavings(RHS)contribution
Employer—paidhealthcarecontribution
Longevitypay($500at5years=$8.33monthlyvalue)
Minustheemployee-paidPERSPEPRAcontributionrate

11.COURTAPPEARANCEANDSTAND—BYCOMPENSATION
Employeesaskedtoappearorstand-byforcivil,criminal,oradministrativeproceedingswillbe compensatedinaccordancewiththeestablishedcourtappearanceandcourtstand-bypoliciesthat readasfollows:

CourtAppearanceCompensation:Employeeswhoaresubpoenaedtoappearincourtduringtheir off-dutyhoursarecompensatedatoneandone-half(l-l/2)timestheirhourlyrateofpaywitha two(2)hourminimumguarantee.Employeeswhoreceivetwo(2)separatesubpoenastoappear forthemorningandafternoonsessionsonthesamedaywillreceivetwo(2),2—hourminimum guarantees.Timespentduringallcourtroomrecesses,includingcourtlunchrecesses,willbe consideredtimeworkedforpurposesofcomputingcompensation.Hoursspentincourtbeyond thethree(3),2—hourguaranteeswillbecompensatedonanhour—per—hourbasiswiththeexception oftraveltime.Employeeswhodonotexercisetheoptiontoverifythatacaseisscheduledand whoreporttothecourtwillbecompensatedfortheirappearance.

CourtStandbyCompensation:Employeeswhoareplacedonstand—byforapossiblecourt appearanceduringtheiroff-dutyhourswillbepaidorreceivecompensatorytimeattheirstraight timerateforhoursspentonstand—by.Thetimewillbecalculatedt0thenearestfifteen(15)minute increment.Inadditiontothiscompensation,employeesinstructedtoremainavailableforacourt casearecompensatedwithfour(4)hoursatstraighttime,paidattheemployee’sbaserateofpay, aftertheemployeehasbeeninstand—bymodefortwo(2)consecutivedaysandhasnotbeen relievedofsuchstand-by.

12.COURTTRAVELTIME
Employeeswhoaresubpoenaedtoandappearinacourtoutsidethelocalarea(thelocalareabeing definedasPomonaandRanchoCueamonga)duringoffdutyhourswillbepaidatastraighttime Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027The same process will apply every August, with any necessary adjustments to retain swornclassifications in the top 3 ranking being retroactive to the pay period that includes July 1. BenefitBank updates for the next year will be implemented in December of the year they are released.Definition of Total CompensationFor the purposes of this Article, total compensation shall consist of the following elements:Base salaryUniform allowanceShift differential (graveyard shift)Advanced POST payCity-paid Deferred Compensation contributionCity-paid Retiree Health Savings (RHS) contributionEmployer-paid healthcare contributionLongevity pay ($500 at 5 years = $8.33 monthly value)Minus the employee-paid PERS PEPRA contribution rate11. COURT APPEARANCE AND STAND-BY COMPENSATIONEmployees asked to appear or stand-by for civil, criminal, or administrative proceedings will becompensated in accordance with the established court appearance and court stand-by policies thatread as follows:Court Appearance Compensation: Employees who are subpoenaed to appear in court during theiroff-duty hours are compensated at one and one-half (1-1/2) times their hourly rate of pay with atwo (2) hour minimum guarantee. Employees who receive two (2) separate subpoenas to appearfor the morning and afternoon sessions on the same day will receive two (2), 2-hour minimumguarantees. Time spent during all courtroom recesses, including court lunch recesses, will beconsidered time worked for purposes of computing compensation. Hours spent in court beyondthe three (3), 2-hour guarantees will be compensated on an hour-per-hour basis with the exceptionof travel time. Employees who do not exercise the option to verify that a case is scheduled andwho report to the court will be compensated for their appearance.Court Stand by Compensation: Employees who are placed on stand-by for a possible courtappearance during their off-duty hours will be paid or receive compensatory time at their straighttime rate for hours spent on stand-by. The time will be calculated to the nearest fifteen (15) minuteincrement. In addition to this compensation, employees instructed to remain available for a courtcase 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 beenrelieved of such stand-by.12. COURT TRAVEL TIMEEmployees who are subpoenaed to and appear in a court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid at a straight time ♦♦♦ ❖ ❖ ❖ ❖ ❖ ♦♦♦ <♦
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ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyI,2025toJune30,2027
ratefortraveltime.ThetraveltimeistobecalculatedfromtheChinoPoliceDepartmenttothe courtandreturn.
l3.DEATHBENEFIT
Employeesareprovidedwithonehundredthousanddollars($100,000)inlifeinsurancecoverage, payabletotheirbeneficiaryonfileinHumanResourcesattimeofdeath.Deathbenefitsunderthe City’sself—insuredlifeinsuranceprogramareintendedtobetreatedforallfederalincometax purposesasbeingpaidunderalifeinsurancecontractwithinthemeaningofSection7702ofthe InternalRevenueCodeandtoresultinnorecognitionofincomeunderCodeSection101. lntheeventofanemployee’sdeath,his/herbeneficiarywillreceivepaymentofallunusedvacation andcompensationtimeat100%.Sickleavetimewillbepaidoutattherateestablishedbyyears ofservice.
1ntheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiary(ies)willreceivc100%cash-outofthe employee’saccruedsickleaveonrecord.

14.DEFERREDCOMPENSATION
AdefeiTedcompensationplanisavailabletoallemployees,providingtax—deferredsavingsto serveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignateddeferred compensationplanuptothemaximumannualamountallowedbyfederalandstatelawthrougha payrolldeductionprogram.

CityContribution
Employeeswi11receiveafourhundredandtendollar($410)permonthCitycontributiontotheir CityDeferredCompensationaccount,401(a).
“Catch—up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47.whoarewithin 3yearsoftheirplannedretirementdate,maytakeadvantageofthe457DeferredCompensation Plan”catch-up"provisionsandallowancesasdefinedinfederalandstatelaw.Totheextent allowedbyfederalandstatelawandtheCity'sdeferredcompensationplanadministrator,the Citywillallow,duringthethree(3)yearspriortoanemployee'splannedretirementdate,the conversionofaccruedsick/vacationleavehourstocashcontributionattheemployee'sbase rateofpayineffectatthetimeofconversion.Sick/vacationleaveconversioncontributions forthe"457catch-up"shallnormallybedistributedoveranemployee'slastthree(3)years priortohis/herplannedretirementdate.However,basedonthetotalamountof”457catch—up" contributionsavailabletotheemployee,accumulatedsickleavehours,andtheemployee's designatedretirementdate,"457catch—up"contributionsmayoccuroverashorterperiodprior toretirement.Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsof his/herplannedretirementdate,have”457catch-up"privilegesavailabletohim/her,andbe enrolledintheCity—sponsored457DeferredCompensationPlan.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027rate for travel time. The travel time is to be calculated from the Chino Police Department to thecourt and return.13. DEATH BENEFITEmployees 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 theCity’s self-insured life insurance program are intended to be treated for all federal income taxpurposes as being paid under a life insurance contract within the meaning of Section 7702 of theInternal 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 vacationand compensation time at 100%. Sick leave time will be paid out at the rate established by yearsof service.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued sick leave on record.14. DEFERRED COMPENSATIONA deferred compensation plan is available to all employees, providing tax-deferred savings toserve as a retirement supplement. An employee may contribute to the City's designated deferredcompensation plan up to the maximum annual amount allowed by federal and state law through apayroll deduction program.City ContributionEmployees will receive a four hundred and ten dollar ($410) per month City contribution to theirCity Deferred Compensation account, 401(a).“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are within3 years of their planned retirement date, may take advantage of the 457 Deferred CompensationPlan "catch-up" provisions and allowances as defined in federal and state law. To the extentallowed by federal and state law and the City's deferred compensation plan administrator, theCity will allow, during the three (3) years prior to an employee's planned retirement date, theconversion of accrued sick/vacation leave hours to cash contribution at the employee's baserate of pay in effect at the time of conversion. Sick/vacation leave conversion contributionsfor the "457 catch-up" shall normally be distributed over an employee's last three (3) yearsprior 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'sdesignated retirement date, "457 catch-up" contributions may occur over a shorter period priorto retirement. To be eligible to participate, the employee must be within three (3) years ofhis/her planned retirement date, have "457 catch-up" privileges available to him/her, and beenrolled in the City-sponsored 457 Deferred Compensation Plan.9 445
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MemorandumofUnderstanding
July1,2025toJune30,2027
“Catch-up”—SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountiftheychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.

Intheeventanemployeeseparatesforanyreasonotherthanservice0rdisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement willbedeductedbytheCityfromanyorallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.

Toparticipate,theemployeewillselecttheamountofsickleavetheywanttotransferinto deferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbea selectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.

TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhilepaiticipating inthisprogram.
“Catch-up”hoursadvancedwillbeaddedbacktotheemployee‘sSickLeavebankforthesick leaveprogramcalculation.
“Catch-up”—VacationLeave
Toparticipate,theemployeewillselecttheamountofVacationLeavetheywanttotransfer intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhours0rapercentageofVacationLeaveremainingattheendoftheyear.

Theemployee’sVacationLeavebalancewouldthendecreasecommensuratelywiththe amountoffundswithdrawn.

TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. “Age50+Catch-up”
Inthecalendaryeartheemployeeattainsage50(orolder),theemployeemaycontributean additionalamountoverthenormalmaximumcontributionlimitperIRSguidelines.The“Age 50Catch-up”and“Pie—RetirementCatch—up”provisionsmaynotbothbeusedinthesame calendaryear.EmployeesmayuseaccruedSickLeavehoursand/oraccruedVacationLeave hourstocontributethisadditionalamount.Thisprovisionmaybeusedregardlessofthe amountofdeferralstheemployeecurrentlycontributes.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027“Catch-up” - Sick LeaveEmployees are not entitled to 100% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursementwill be deducted by the City from any or all earned funds available to the employee onseparation, 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 they want to transfer intodeferred compensation at the beginning of each of the three (3) years. The amount can be aselected number of hours or a percentage of Sick Leave remaining at the end of the year. Theemployee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the sickleave program calculation.“Catch-up”- Vacation LeaveTo participate, the employee will select the amount of Vacation Leave they want to transferinto deferred compensation at the beginning of each of the three (3) years. The amount can bea 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 theamount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation 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 anadditional amount over the normal maximum contribution limit per IRS guidelines. The “Age50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the samecalendar year. Employees may use accrued Sick Leave hours and/or accrued Vacation Leavehours to contribute this additional amount. This provision may be used regardless of theamount of deferrals the employee currently contributes.10 446
ChinoPoliceManagersAssociatiOn
Memorandum0fUnderstanding
July1,2025toJune30,2027
DefinedContributionPlan401(a):

Thisplan,offeredinadditiontotheexisting457DeferredCompensationPlan,allowsemployees todeferadditionalincome(beyondwhatisallowedinthe457Plan)asameansofaccumulating greatersavingsforretirement.Theplanisopentomanagementemployeesonlyandalthough participationisvoluntary,electionmustbedoneattimeofappointmentorwithinthirty(30)days ofpromotionintomanagement.Employeeswhoelecttoenrollinthe401(a)Plancontributepre— taxcontributionsinoneoftheestablishedamounts:1%—20%inclusive,25%or100%.lfenrolled, theCitycontributesonedollar($1)perpayperiod.Anemployee’selectiontoenrollinthe401(a) Planisirrevocable.

Source:ResolutionNos.2003—001,2004-074
Contributionstodeferredcompensationwillbediscontinuedwhileanemployeeisreceiving Workers’Compensationpayments.

15.DIRECTDEPOSIT
Employeeselectingtousethedirectdepositofpayrollchecksservicewillnotreceiveseparate checksasnotedunderthesectionstitledClothingAllowance,HolidayPay,andManagement Leave,butwillhavefundsdirectlydepositedintheaccountestablishedfordepositoftheirregular payrollcheck.

EmployeeshiredafterSeptember3,2019,willberequiredtohavefundsdirectlydepositedinto anaccountestablishedfordepositofanypayrollcheck.

16.DISABILITY
EffectiveJuly1,2019,theCitywillpayallpremiumsfortheCity—fundedShort/LongTerm DisabilityProgramandprovideittoallfull-time,non-probationaryemployees.withabuy-down programtobeeffectiveonthe415‘calendardayofdisability,withaprovisiontocontinueregular benefitsandbenefitaccrualsduringthe“buy-down”andTermDisabilitycoverageperiods.Salary continuationeffectiveonthe41“consecutivecalendardayofdisabilitywillbeatarateof100% oftheemployee’sbasesalary.Effectiveonthe61Stconsecutivecalendardayofdisability,salary continuationwillbemadeatarateof66-28%oftheemployee’sbasesalary.Theentirebenefit periodwillnotexceedtwo(2)years.
l7.DISCIPLINARYAPPEALPROCEDURE
CityResolutionNo.98—39,whichgovernstheappealofdisciplinaryaction,isrescindedinits entiretyandSections3through5ofRuleXIVofCityResolutionNo.85-52(PersonnelRules)is amendedasreflectedinCityResolutionNo.2003—11,attachedheretoasExhibitA.

18.DISCIPLINARYAPPEALPROCEDUREACTIONCONSISTINGOFA W'RITTEN

REPRIMANDORLESS
ThefollowingAppealprocedurewillbeutilizedbyemployeesforthepurposeofappealing disciplinaryactionconsistingofaWrittenReprimandorless.Thiswillbethesoleandexclusive procedureaffordedtoemployeesforappealingdisciplinaryactionconsistingofaWritten Reprimandorless.
11 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027Defined Contribution Plan 401(a):This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employeesto defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulatinggreater savings for retirement. The plan is open to management employees only and althoughparticipation is voluntary, election must be done at time of appointment or within thirty (30) daysof promotion into management. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1 % - 20% inclusive, 25% or 100%. 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, 2004-074Contributions to deferred compensation will be discontinued while an employee is receivingWorkers’ Compensation payments.15. DIRECT DEPOSITEmployees electing to use the direct deposit of payroll checks service will not receive separatechecks as noted under the sections titled Clothing Allowance, Holiday Pay, and ManagementLeave, but will have funds directly deposited in the account established for deposit of their regularpayroll check.Employees hired after September 3, 2019, will be required to have funds directly deposited intoan account established for deposit of any payroll check.16. DISABILITYEffective July 1, 2019. the City will pay all premiums for the City-funded Short/Long TermDisability Program and provide it to all full-time, non-probationary employees, with a buy-downprogram to be effective on the 41stcalendar day of disability, with a provision to continue regularbenefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Salarycontinuation effective on the 41 stconsecutive calendar day of disability will be at a rate of 100%of the employee’s base salary. Effective on the 61 stconsecutive calendar day of disability, salarycontinuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefitperiod will not exceed two (2) years.17. DISCIPLINARY APPEAL PROCEDURECity Resolution No. 98-39, which governs the appeal of disciplinary action, is rescinded in itsentirety and Sections 3 through 5 of Rule XIV of City Resolution No. 85-52 (Personnel Rules) isamended as reflected in City Resolution No. 2003-1 1, attached hereto as Exhibit A.18. DISCIPLINARY APPEAL PROCEDURE ACTION CONSISTING OF A WRITTENREPRIMAND OR LESSThe following Appeal procedure will be utilized by employees for the purpose of appealingdisciplinary action consisting of a Written Reprimand or less. This will be the sole and exclusiveprocedure afforded to employees for appealing disciplinary action consisting of a WrittenReprimand or less.II 447
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30.2027
AnyemployeehavingreceivedadisciplinaryactionconsistingofaWrittenReprimandorlesswill beentitledtothefollowingappealprocedurepursuanttothePublicSafetyOfficersProceduralBill ofRightsActatCaliforniaGovernmentCode§3304(b)and3304.5.

Withinfive(5)workdaysofthetimethewrittenorverbalreprimandisissued,theemployeewill beentitledtoanon-evidentiarymeetingwiththesupervisorwhoissuedthedisciplinaryaction.

Thepurposeofthisadministrativeappealistoaffordtheemployeeanopportunityt0beheardby thesupervisorastowhytheemployeebelievesthedisciplineshouldberevokedormodified.The employee’sappealmaybemadeverballyorinwriting.Thesupervisorwillhaveten(10)work daysfromthedateoftheadministrativeappealtorespondtotheemployee.lfthesupervisordoes notrespondwithinten(lO)workdays0ftheadministrativeappeal,theoriginaldisciplinaryaction willremainunchanged.

Ifthematterisnotresolvedtotheaggrievedemployee’ssatisfaction,withinten(10)workdaysof thesupervisor’sresponsetotheemployee’sappeal,orten(10)workdaysafterthetimeforthe supervisortorespondhaspassed,theemployeewillthenbeentitledtoanon-evidentiarymeeting withtheChiefofPolice.Thepurposeofthisadministrativeappealistoaffordtheemployeean opportunitytobeheardbytheChiefofPoliceastowhytheemployeebelievesthediscipline shouldberevokedormodified.Theemployee’sappealmaybemadeverballyorinwriting.The ChiefofPolicewillhaveten(10)workdaystorespondtotheemployee.IftheChiefofPolice doesnotrespondwithinten(10)workdaysoftheadministrativeappeal,theoriginaldisciplinary actionwillremainunchanged.

ThedeterminationoftheChiefofPolicewillbefinal,bindingandconclusive.Therewillbeno otheradministrativemethodtoappealthedeterminationoftheChiefofPolice.

19.DISCIPLINARYAPPEALPROCEDURECHANGE
ResolutionNo.2003—1lwillbeamendedtoref1eetthattheCityManagerwillnolongerserveas theHearingOfficer.

20.EDUCATIONALINCENTIVEPROGRAM
Employeeswithtwo('2)ormoreyearsofconsecutivefull-timeserviceasaswornPoliceemployee withtheCityofChinowillbepaidalumpsumatthetimeofreceiptofaqualifyingdegree.The sumwillbeapercentageoftheemployee’stotalannualbasesalarycomputedasfollows:

Forpurposesoftheabovecomputation,annualbasesalarywillbecomputedbyreferencetothe monthlysalarybeingreceivedbytheemployeeatthetimethathe/shequalifiesforthedegree.

Degree PercentageofSalary
AssociateofArts/Science 2—1/2%
BachelorofArts/Seience 5%
MasterofArts/Science 7%
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027Any employee having received a disciplinary action consisting of a Written Reprimand or less willbe entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Billof 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 willbe 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 bythe supervisor as to why the employee believes the discipline should be revoked or modified. Theemployee’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 doesnot respond within ten ( 1 0) work days of the administrative appeal, the original disciplinary actionwill remain unchanged.If the matter is not resolved to the aggrieved employee’s satisfaction, within ten (10) work days ofthe supervisor’s response to the employee’s appeal, or ten (10) work days after the time for thesupervisor to respond has passed, the employee will then be entitled to a non-evidentiary meetingwith the Chief of Police. The purpose of this administrative appeal is to afford the employee anopportunity to be heard by the Chief of Police as to why the employee believes the disciplineshould be revoked or modified. The employee’s appeal may be made verbally or in writing. TheChief of Police will have ten (10) work days to respond to the employee. If the Chief of Policedoes not respond within ten (10) work days of the administrative appeal, the original disciplinaryaction will remain unchanged.The determination of the Chief of Police will be final, binding and conclusive. There will be noother administrative method to appeal the determination of the Chief of Police.19. DISCIPLINARY APPEAL PROCEDURE CHANGEResolution No. 2003-1 1 will be amended to reflect that the City Manager will no longer serve asthe Hearing Officer.20. EDUCATIONAL INCENTIVE PROGRAMEmployees with two (2) or more years of consecutive full-time service as a sworn Police employeewith the City of Chino will be paid a lump sum at the time of receipt of a qualifying degree. Thesum will be a percentage of the employee’s total annual base salary computed as follows:DegreePercentage of SalaryAssociate of Arts/Science2-1/2%Bachelor of Arts/Science5%Master of Arts/Science7%For purposes of the above computation, annual base salary will be computed by reference to themonthly salary being received by the employee at the time that he/she qualifies for the degree.12 448
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
ForpurposesoftheEducationalIncentiveProgram,QualifyingdegreesmustbeinPoliceScience, PublicAdministration:BusinessAdministration,BehavioralScience,orothercourseofstudy approvedbytheChiefofPolice.

Employeesareeligibletoreceiveconcurrentlytheone-timeEducationalIncentivePaywhile continuingtoreceiveP.O.S.T.CertificatePayforalldegreesreceived.

21.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.

22.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull-time/continuousservice).

Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.

Employeesmaycash—outuptothirtyfive(35)hoursofFloatingHolidayTime,one(l)timeper fiscalyear,inonesetnumberofhours,payableattheemployee’sexistingbaserateofpayatthe timeofrequest.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestof thecash—out(requiresminimumof10workingdayspriortorequest).AnyremainingFloating HolidayTimewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.9l6hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(l4) calendardaysfromthedateofseparation.

23.HOLIDAYS
The has twelvel2)ten-hourasfollows:

24.HOLIDAYPAY
Employeesarecredited,inJulyofeachyear,withonehundredandtwenty(120)hoursofholiday timeandthiityfive(35)hoursoffloatingholidays.Anyemployee,regardlessofassignment,has theoptionofconvertingholidaytimetocashortoaccumulatedtimeoff.Anyholidaysconverted toaccumulatedtimeoffmustbeutilizedduringthefiscalyear,andtherewillbenooptiontocarry NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear‘sEve
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027For purposes of the Educational Incentive Program, Qualifying degrees must be in Police Science,Public Administration, Business Administration, Behavioral Science, or other course of studyapproved by the Chief of Police.Employees are eligible to receive concurrently the one-time Educational Incentive Pay whilecontinuing to receive P.O.S.T. Certificate Pay for all degrees received.21. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.22. FLOATING HOLIDAY TIMEEmployees 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 perfiscal year, in one set number of hours, payable at the employee’s existing base rate of pay at thetime of request. Payment will be made with the regular payroll check run nearest the request ofthe cash-out (requires minimum of 10 working days prior to request). Any remaining FloatingHoliday 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 employmentwill have Floating Holiday Time credited on a prorated basis (2.9 1 6 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.23. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s DayMartin Luther KingPresidents DayMemorial DayIndependence DayLabor DayVeterans DayThanksgiving DayDay following ThanksgivingChristmas EveChristmas DayNew Year’s Eve24. HOLIDAY PAYEmployees are credited, in July of each year, with one hundred and twenty (120) hours of holidaytime and thirty five (35) hours of floating holidays. Any employee, regardless of assignment, hasthe option of converting holiday time to cash or to accumulated time off. Any holidays convertedto accumulated time off must be utilized during the fiscal year, and there will be no option to carry13 449
ChinoPoliccManagersAssociation
MemorandumofUndcrstanding
July1,2025toJune30,2027
unusedaccumulatedholidaytimefromonefiscalyeartoanother.Anyunusedaccumulated holidaytimewillbepaidoutinthesecondpaycheckinJuneofeachfiscalyear.

Holidaytimeconvertedtocashpursuanttoexerciseoftheaboveoptionwillbecompensatedat straighttime.Employeescanreceivepaymentforholidaysinonelumpsum,inapayrollcheck depositseparatefromtheirregularpayrollcheck,uponwrittenrequesttotheCity’sFinance Department/Payroll,atanytimethroughouttheyear.Requestssubmittedwithtimesheetswillbe paidwiththenextregularpayrollcheckdistributions.Holidaypaywillbecalculatedatthepay rateatthetimeofcashout.TocomplywithPERSregulations,thisspecialcompensationwillbe reportedtoPERSasitisearned.

25.JURYDUTY
Employeeswillbecompensatedforjurydutyserviceuptoatotaloften(10)workdaysduringany fiscalyear.A“workday”willbedefinedasaregularlyscheduleddayofworkfortheemployee.

Foralljuryservice,employeeswillberequiredtodeliverajurydutycertificationformattheend oftherequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreport toworkbeforeandafterjurydutyprovidedthereisanopportunityforaleastone(1)hourofactual worktime.

26.LAYOFFREOPENER
Thepartiesagreethatuponwrittendemandbyeitherparty,themeetandconferprocesswillbe convenedandlawfullyparticipatedin.

27.LIFEINSURANCE
TheCitywillprovide,atCityexpense,onehundredthousanddollars($100,000)lifeinsurance coveragetoallemployees.SeealsoDeathBenefitSectionofthisMOU.

28.LONGEVITY
Employeesareeligibleforlongevitypayasaone—timelumpsumpayoutasfollows:

W 10yearsofservice—$500paidinalumpsumatthetimeofanniversary. 15yearsofservice-$1,000paidinalumpsumatthetimeofanniversary. 20yearsofservice-$1,500paidinalumpsumatthetimeofanniversary. 25yearsofservice-$2,000paidinalumpsumatthetimeofanniversary. 3Oyearsofservice—$2,500paidinalumpsumatthetimeofanniversary. 35yearsofservice—$3,000paidinalumpsumatthetimeofanniversary. 40yearsofservice—$3,500paidinalumpsumatthetimeofanniversary. 45yearsofservice—$4,000paidinalumpsumatthetimeofanniversary. 9 OO.O
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Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30, 2027unused accumulated holiday time from one fiscal year to another. Any unused accumulatedholiday 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 atstraight time. Employees can receive payment for holidays in one lump sum, in a payroll checkdeposit separate from their regular payroll check, upon written request to the City’s FinanceDepartment/Payroll, at any time throughout the year. Requests submitted with timesheets will bepaid with the next regular payroll check distributions. Holiday pay will be calculated at the payrate at the time of cash out. To comply with PERS regulations, this special compensation will bereported to PERS as it is earned.Except for retiring from the City, Holiday leave time used or received in cash in excess of thosewhich would have normally accrued during that period of time in the fiscal year for observed Cityholidays, will reimburse the City upon termination of their employment.25. JURY DUTYEmployees will be compensated for jury duty service up to a total of ten (10) workdays during anyfiscal 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 endof the required jury duty to verify such service. Employees required to serve on a jury must reportto work before and after jury duty provided there is an opportunity for a least one ( 1 ) hour of actualwork time.26. LAYOFF REOPENERThe parties agree that upon written demand by either party, the meet and confer process will beconvened and lawfully participated in.27. LIFE INSURANCEThe City will provide, at City expense, one hundred thousand dollars ($100,000) life insurancecoverage to all employees. See also Death Benefit Section of this MOU.28. LONGEVITYEmployees 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. ♦♦♦ ♦♦♦ ❖ ❖ ❖ <♦ <♦ <♦
14 450
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027

29.MANAGEMENTLEAVE
Employeesareprovidedwithsixty(60’)hoursofManagementLeaveonthefirstpayperiodofJuly eachfiscalyear.ManagementLeaveisnon—accruingandcannotbecarriedfromonefiscalyearto thenext.Newlyhiredmanagementemployeesorcurrentemployeespromotedintomanagement willreceiveaproratedManagementLeavebenefit.

Uptoanadditionalsixty(60)hoursofManagementLeavemaybegrantedbytheCitymanager withacorrespondingabilitytocash-outthesehoursforanyemployeewhodemonstratestheyare committinganextraordinaryamountoftimebeyondtheirnormalworkscheduletothejob.

EmployeeswishingtouseManagementLeavepriortotheendofthefiscalyearmustusesuch timenolaterthantheendingdateofthesecondpayrollinJune(thispayrollperioddoesnotextend intoJuly).

Employeesmaycash-outuptothirty(30)hoursofManagementLeaveperfiscalyearattheir currentbaseratepayatanytimethroughoutthefiscalyearbymakingnotificationofrequestto cash—outtotheFinanceDepartment/Payroll.Requestssubmittedwithtimesheetswillbepaidwith thenextregularpayrollcheck-distribution.AnyunusedManagementLeaveonrecordatthe endingdateofthesecondpayrollinJunewillbecashedout,uptothethirty(30)hoursmaximum.

ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveManagementLeavecreditedonaproratedbasis(5hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(l4) calendardaysfromthedateofseparation.

30.MANAGEMENTRIGHTS
TheCityretainsallrights,powers.andauthoritytomanage,direct.andcontrolitsoperations. exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.

Theserightsinclude,butarenotlimitedto:

Determiningtheorganization,mission,andobjectivesoftheagencyordepartment.

Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directing,andcontrollingtheworkforce.:90
Establishingpolicies,procedures,andstandardsforemployeeconductand performance.'I'Conductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.

Determiningthenumber,location,andtypesofemployeesrequired, Hiring,promoting,transferring,assigning,andretainingemployees.

Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
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Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 202729. MANAGEMENT LEAVEEmployees are provided with sixty (60) hours of Management Leave on the first pay period of Julyeach fiscal year. Management Leave is non-accruing and cannot be carried from one fiscal year tothe next. Newly hired management employees or current employees promoted into managementwill receive a prorated Management Leave benefit.Up to an additional sixty (60) hours of Management Leave may be granted by the City managerwith a corresponding ability to cash-out these hours for any employee who demonstrates they arecommitting 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 suchtime no later than the ending date of the second payroll in June (this payroll period does not extendinto July).Employees may cash-out up to thirty (30) hours of Management Leave per fiscal year at theircurrent base rate pay at any time throughout the fiscal year by making notification of request tocash-out to the Finance Department/Payroll. Requests submitted with timesheets will be paid withthe next regular payroll check-distribution. Any unused Management Leave on record at theending 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 employmentwill have Management Leave credited on a prorated basis (5 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.30. MANAGEMENT RIGHTSThe 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 andperformance.♦♦♦ Conducting performance evaluations and implementing performance improvementplans 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, andperformance evaluation.15 451
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30,2027
‘1'Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthe technologyusedtoperformwork.
‘i‘Implementingcorrectiveactions,includingsuspension,demotion,ortermination,for Justcause.
4'Takingallnecessaryactionstocarryoutitsmissioninemergencies,including reassigningpersonnelandmodifyingworkassignmentsasneeded.

TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’srights, unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtailorlimitsuchrights.

MeetandConferObligation
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwithCPMA concerningtheimpactoftheexerciseofCityrightsonwages,hours,andtermsandconditionsof employment.

31.MEALPERIOD(CODE7)
Employeeswillreceivea45—minutepaidlunchperiodincludedintheirten(10)hourworkday.

32.MILEAGEREIMBURSEMENT
TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementsformileageuptoalimitofforty(40)mileseachway(80milesroundtrip)for employeeswhorespondtoacalltoretumtoduty.

VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementwillnotifytheChiefofPoliceandFinanceDepartmentthatthemileage reimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeenprovided.

33.MOTORDUTY
Employeesonassignmenttoamotorcycleunitwillbeprovidedwithanadditionalmonthly compensationoftwoandahalfpercent(2.5%)oftheemployee’sregularbaserateofpay.

Employeeswillreceiveten(10)hoursofstraighttimepayorcompensatorytimeoffeachmonth.

Thisistocompensateemployeesfortimespentcleaningandmaintainingthemotorcycle.This timeoffwillbecoordinatedwiththeTrafficSupervisor.

34.NEPOTISMPOLICY
Regardingthehiringofrelatives.theCityhasdeterminedthatabusinesspurposeexiststodictate thattheemploymentofrelativeswithinCitydepartmentsforcertainpositionsisprohibitedinorder topromotesupervision,safety,security,moraleandefficiency.Asaresult,theCityadopted Resolution2006-044,attachedheretoasExhibitB.TheprovisionsofthisNepotismPolicyshall beapplicabletoanyindividualhiredbytheCityonorafterJune20,2006.Thispolicyalsoapplies Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027❖ Exercising full control and discretion over the organization's structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning 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 ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with CPMAconcerning the impact of the exercise of City rights on wages, hours, and terms and conditions ofemployment.31. MEAL PERIOD (CODE 7)Employees will receive a 45-minute paid lunch period included in their ten (10) hour work day.32. MILEAGE REIMBURSEMENTThe City uses the standard rate established by the Internal Revenue Service to calculatereimbursements for mileage up to a limit of forty (40) miles each way (80 miles round trip) foremployees who respond to a call to return to duty.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement will notify the Chief of Police and Finance Department that the mileagereimbursement for the employee may not be paid until current vehicle coverage has been provided.33. MOTOR DUTYEmployees on assignment to a motorcycle unit will be provided with an additional monthlycompensation 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. Thistime off will be coordinated with the Traffic Supervisor.34. NEPOTISM POLICYRegarding the hiring of relatives, the City has determined that a business purpose exists to dictatethat the employment of relatives within City departments for certain positions is prohibited in orderto promote supervision, safety, security, morale and efficiency. As a result, the City adoptedResolution 2006-044, attached hereto as Exhibit B. The provisions of this Nepotism Policy shallbe applicable to any individual hired by the City on or after June 20, 2006. This policy also applies16 452
ChinoPoliceManagersAssociation
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July1.2025toJune30,2027
toindividualswhobecomerelated(asdefinedWithinexhibit)aftercommencementofemployment byoneorbothindividuals.

Source:ResolutionNos.85-52,98-83,2006-44

35.ON-CALLCOMPENSATION
Employeeswhoarerequiredtobeon-eallduringoff—dutyhourswillbecompensatedattherateof two(2)hoursofstraighttimepayforeachfullday(24hours)whileoncall.

36.OVERTIMECOMPENSATION
Employeesareeligibleforovertimecompensationinconformancewiththeovertime compensationextendedtotheChinoPoliceOfficer’sAssociation,exceptasotherwisestatedin theMOU,overtimewillbecompensatedineitherpayorcompensationtimeoff.Overtimeworked ateventswhereanoutsidevendoriscontractingwiththeCityforPoliceserviceswillbe compensatedinpay.

Overtimeearnedshallbecalculatedbasedonthefollowing:
‘31.5timestheemployee’sbasehourlyrate,
'i'Plusanyapplicablespecialtypay(cg,FTO,bilingual,SWAT,K9,Motors,Detective,or otherassignment-specificpays),'1‘PlusP.O.S.T.CertificatePay.

37.PHYSICALFITNESSPROGRAM(VOLUNTARY)
TheVoluntaryPhysicalFitnessProgramisavailabletosworn,non—probationaryAssociation membersonly.AttachedheretoasExhibitC isthe“VOLUNTARYPHYSICALFITNESS PROGRAM.”Compensatedtimeofforpaywillbeawardedbetween1and3Ohoursduringeach fiscalyearfordemonstrationofphysicalfitness.
[tisexpresslyagreedandacknowledgedbythepartiesthatthedecisiontoimplementthe VoluntaryPhysicalFitnessProgramwasmadewithdueconsiderationgiventotheCity’sconcern thatimplementationofsuchaprogramwillnotgenerateWorkers’Compensationliability.

Therefore,thepartiestothisagreementexpresslyagreeandacknowledgethatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment.Itis furtheragreedthattheCPMAwillclearlyinformallofitsmembersthatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment,that noCityemployeeisexpectedtoparticipateinsaidactivities,andthattheCitywillnotbeliable forthepaymentofWorkers’Compensationbenefitsforanyinjuriesarisingfromparticipationin theprogramorfromtraining/preparationwhichanyemployeeundertakesforparticipationinthe program.Eachemployeepaiticipatingintheprogramwillberequiredtosignthefollowing acknowledgmentattheinceptionofhis/herparticipation,training,orpreparationfortheprogram:
“ParticipationbyemployeesoftheCityofChinointheVoluntaryPhysicalFitnessProgramand intraining/preparationforparticipationintheprogramisstrictlyvoluntary.NoCityemployeeis expectedtoparticipateintheprogram,allparticipationisnotapartofanyCityemployee’swork- relatedduties.TheCitywillnotbeliableforthepaymentofWorkers’Compensationbenefitsfor 17 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027to individuals who become related (as defined within exhibit) after commencement of employmentby one or both individuals.Source: Resolution Nos. 85-52, 98-83, 2006-4435. ON-CALL COMPENSATIONEmployees who are required to be on-call during off-duty hours will be compensated at the rate oftwo (2) hours of straight time pay for each full day (24 hours) while on call.36. OVERTIME COMPENSATIONEmployees are eligible for overtime compensation in conformance with the overtimecompensation extended to the Chino Police Officer’s Association, except as otherwise stated inthe MOU, overtime will be compensated in either pay or compensation time off. Overtime workedat events where an outside vendor is contracting with the City for Police services will becompensated 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 (c.g., FTO, bilingual, SWAT, K9, Motors, Detective, orother 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 Associationmembers only. Attached hereto as Exhibit C is the “VOLUNTARY PHYSICAL FITNESSPROGRAM.” Compensated time off or pay will be awarded between 1 and 30 hours during eachfiscal year for demonstration of physical fitness.It is expressly agreed and acknowledged by the parties that the decision to implement theVoluntary Physical Fitness Program was made with due consideration given to the City’s concernthat implementation of such a program will not generate Workers’ Compensation liability.Therefore, the parties to this agreement expressly agree and acknowledge that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment. It isfurther agreed that the CPMA will clearly inform all of its members that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment, thatno City employee is expected to participate in said activities, and that the City will not be liablefor the payment of Workers’ Compensation benefits for any injuries arising from participation inthe program or from training/preparation which any employee undertakes for participation in theprogram. Each employee participating in the program will be required to sign the followingacknowledgment 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 andin training/preparation for participation in the program is strictly voluntary. No City employee isexpected to participate in the program, all participation is not a part of any City employee’s work-related duties. The City will not be liable for the payment of Workers’ Compensation benefits for17 453
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyI.2025toJune30,2027
anyinjurywhicharisesfromparticipationinthoVoluntaryPhysicalFitnessProgram,orfrom training/preparationforparticipationintheprogram.

Iacknowledgereceiptofthisnotice,agreetobeboundbyitsadmonitions,andwillfileno Workers’Compensationclaimwhichisrelatedinanywaytomyparticipation,training,or preparationfortheprogram.”
Dated:

SignatureofEmployee”
Theprogramwillconsistofanumberoftestingdates,tobedeterminedtogetherbytheAssociation BoardmembersoftheCPOAandCPMA.Fromthedateofannouncementofthetestingschedule, testingwilltakeplaceoveraperiodoftimenottoexceedthree(3)monthsfromthedateofthe firsttesttothedateofthefinaltest.

Employeesunabletoparticipateinthctestingprocessduetowork—relatedillnessorinjurywillbe creditedthefollowingyearinwhichtheyparticipatedintheprogramwithbenefitsequaltotwo (2)yearsofcredit.

38.P.O.S.T.CERTIFICATEPAY
Employeesareeligibletoreceivemonthlycompensationasfollowsforpossessionofthe IncreasesinthebenefitaffordedtoqualifiedswornpersonnelforIntermediateandAdvanced Certificatesdoesnothaveanyimpactwhatsoeveronthebenefitprovidedforqualifiedsworn personnelreceivingSupervisory,ManagementorotherconcurrentlyauthorizedP.O.S.T.

CertificatePay.

AnySergeantpromotedtotherankofLieutenant,whoatthetimeofpromotionisreceiving compensationforaSupervisoryP.O.S.T.Certificate,willcontinuetoreceivecompensationfora SupervisoryP.O.S.T.Certificateuntilsuchtimeashe/shequalifiesforaManagementPOST.

Certificate.

Employeeswillbeeligibletoreceiveconcurrentlytheone—timeEducationalIncentivePaywhile continuingtoreceiveP.O.S.T.CertificatePayforalldegreesreceived. following:

INTERMEDIATECERTIFICATE6%ofmonthlybasesalary;0r
ADVANCEDCERTIFICATE 12%ofmonthlybasesalary;and
either
SUPERVISORYCERTIFICATE6%ofmonthlybasesalary/Sergeant;or MANAGEMENTCERTIFICATE9%ofmonthlybasesalary/Lieutenant
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027any injury which arises from participation in the Voluntary Physical Fitness Program, or fromtraining/preparation for participation in the program.I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file noWorkers’ Compensation claim which is related in any way to my participation, training, orpreparation for the program.”Dated:Signature of Employee”The program will consist of a number of testing dates, to be determined together by the AssociationBoard 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 thefirst test to the date of the final test.Employees unable to participate in the testing process due to work-related illness or injury will becredited 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 PAYEmployees are eligible to receive monthly compensation as follows for possession of thefollowing:INTERMEDIATE CERTIFICATE 6% of monthly base salary; orADVANCED CERTIFICATE 1 2% of monthly base salary; andeitherSUPERVISORY CERTIFICATE 6% of monthly base salary/Sergeant; orMANAGEMENT CERTIFICATE 9% of monthly base salary/LieutenantIncreases in the benefit afforded to qualified sworn personnel for Intermediate and AdvancedCertificates does not have any impact whatsoever on the benefit provided for qualified swornpersonnel 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 receivingcompensation for a Supervisory P.O.S.T. Certificate, will continue to receive compensation for aSupervisory 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 whilecontinuing to receive P.O.S.T. Certificate Pay for all degrees received. 18 454
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30.2027

39.RECRUITMENTINCENTIVEFORRECOMMENDATIONRESULTINGINSWORN

HIREASFOLLOWS
I
$2,000@ hire+$500@ completionofprobationforPoliceRecruits(entrylevel). ' $4,000@ hire+$1,000(a)completionofprobationforLateralPoliceOfficers.

TOqualifyforthisincentive,anemployee’snamemustbelistedasthereferralsourceonthenew hire’soriginalemploymentapplicationandbeverifiedbyHumanResources.Ifmorethanone employee’snameislistedontheapplicationasareferralsource,theincentivewillbesplit accordingly.

Note:AnyPoliceDepartmentPersonnelwhoareassignedtotheTraining/BackgroundsUnitor whoaregivenanywork/responsibilitiesrelatedtotherecmitmentandhiringofemployees,arenot eligibleforthisbenefitunlesscontacthasbeenmadesolelyandentirelyoutsideofworkhours.

40.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationiseligiblefor rehireandwhois,infact,rehirednotlaterthansix(6)monthsaftertheeffectivedateofresignation andthenemployedinhis/herformerclassification,orinapositionwithintheclassificationseries heldatthetimeofresignationandinacomparableorlowerrank,willservethesameprobationary periodthatanynewhirewouldotherwiseserveandwillbeotherwisesubjecttoalltermsand conditionsofemploymentapplicabletoanynewlyhiredemployee.Theonlyexceptionwillbe thatanyemployeerehircdwillhavehis/hersenioritylevelandleaveaccrualratesdeterminedbased uponthenumberofyearsofservicewiththeCityofChinopriortotheresignation.

EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire.Sick leaveonrecordatthetimeofseparationthatwasnotcompensatedforwillbereinstated.Further. rehiredemployeeswillbeallowedtoparticipateintheVoluntaryPhysicalFitnessProgram.

41.RETENTIONOFDOCUMENTS
Allwrittendisciplinaryrecords,internalaffairsinvestigations,andcitizencomplaintswillbe removedfromanemployee’spersonnelandotherCityfilesafterfive(5)yearsfromthedate complaintwasreceived/discovered.JobPerformanceEvaluationswillberemovedfromthesame filesfive(5)yearsaftertheevaluationperiodends.

Thispolicyappliesonlytoactiveemployees;recordsforseparatedorinactiveemployeeswillnot betrackedorpurged.

42.RETIREMENT
RetirementPlans—TheCityhasathree-tierretirementbenefitasfollows:

A.3%atage50,ifhiredbeforeOctoberl6,2011,withthesinglehighestyearfinal compensation
B.3%atage55,ifhiredonorafterOctoberl6,2011,witha3—yearaveragefinal COmpensatlOl’l
19 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 202739. RECRUITMENT INCENTI VE FOR RECOMMENDATION RESULTING IN SWORNHIRE 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 newhire’s original employment application and be verified by Human Resources. If more than oneemployee’s name is listed on the application as a referral source, the incentive will be splitaccordingly.Note: Any Police Department Personnel who are assigned to the Training/Backgrounds Unit orwho are given any work/responsibilities related to the recruitment and hiring of employees, are noteligible for this benefit unless contact has been made solely and entirely outside of work hours.40. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is eligible forrehire and who is, in fact, rehired not later than six (6) months after the effective date of resignationand then employed in his/her former classification, or in a position within the classification seriesheld at the time of resignation and in a comparable or lower rank, will serve the same probationaryperiod that any new hire would otherwise serve and will be otherwise subject to all terms andconditions of employment applicable to any newly hired employee. The only exception will bethat any employee rehired will have his/her seniority level and leave accrual rates determined basedupon 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 timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. Sickleave 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 DOCUMENTSAll written disciplinary records, internal affairs investigations, and citizen complaints will beremoved from an employee’s personnel and other City files after five (5) years from the datecomplaint was received/discovered. Job Performance Evaluations will be removed from the samefiles five (5) years after the evaluation period ends.This policy applies only to active employees; records for separated or inactive employees will notbe tracked or purged.42. RETIREMENTRetirement 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 finalcompensationB. 3% at age 55, if hired on or after October 16, 2011, with a 3-year average finalcompensation19 455
ChinoPoliceManagersAssociation
MomorundumofUnderstanding
July1.2025toJune30.2027
C.2.7%atage57(PEPRA)ifcntcringPERSmembershiponorafterJanuary1,2013,with finalcompensationforthepurposesofcalculatinganewmember’sretirementallowance equaltothenewmember’shighestaveragePERScompensationfor36consecutivemonths ofemployment
MemberContributiontoPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoPERSwillbemadeonapre—taxbasis,inaccordancewithIRSSection414(h)(2) andPERSguidelines.

A.3%atage50,ifhiredbeforeOctoberl6,2011:
1,)EmployeecontributionrateA9%ofreportablecompensation
B.3%atage55,ifhiredonorafterOctober16,2011:
1)Employeecontributionrate—9%ofreportablecompensation
C.2.7%atage57(PEPRA),ifenteringPERSmembershiponorafterJanuaryl.2013:
1)Employeecontributionrate—13%ofreportablecompensation(subjecttochange) 1959Survivor’sBenefit(LevelIV)—TheCitywillpayallcostsforthisbenefit.

43.RETIREMENTHEALTHSAVINGS(RHS)PLAN
Employeescoveredunderthisbargaininggrouphaveelectedtoestablishandcontributetoa RetirementHealthSavingsPlaninaccordancewithIRSregulations.Contributionsareasfollows:
- A11employeescoveredbythisagreementwillcontribute1%ofbaseearningseachpay period.

I Citywillcontributethreehundreddollars($300)permonthbeginningJanuary1.2023, depositedona24—payperiodcycle.

UponseparationfromtheCity,a90%cashoutofallqualifying,verifiedaccruedleaveattimeof retirement,oraproportionofaccruedleaveattimeofnon—retirement,willbeplacedinthe employees’RetirementHealthSavingsPlan.RefertoSickLeaveBuyBackPolicyforeligible sickleave.

44.SALARYADJUSTMENTS
Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.

Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman 20 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30. 2027C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, withfinal compensation for the purposes of calculating a new member’s retirement allowanceequal to the new member’s highest average PERS compensation for 36 consecutive monthsof employmentMember Contribution to PERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions 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, 201 1:I) Employee contribution rate - 9% of reportable compensationB. 3% at age 55, if hired on or after October 16, 201 1 :1) Employee contribution rate - 9% of reportable compensationC. 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.43. RETIREMENT HEALTH SAVINGS (RHS) PLANEmployees covered under this bargaining group have elected to establish and contribute to aRetirement 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 payperiod.■ 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 ofretirement, or a proportion of accrued leave at time of non-retirement, will be placed in theemployees’ Retirement Health Savings Plan. Refer to Sick Leave Buy Back Policy for eligiblesick leave.44. SALARY ADJUSTMENTSAll adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. OverpaymentsIn situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemployee shall be given six (6) months to repay the overpayment.Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the Human20 456
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyI,2025toJune30,2027
Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand t0discusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.

B.Recovery
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.lftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiatecollectionsprocessagainsttheemployee.

45.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheChiefofPolice,employeesmaybeallowedtoextendtheir lastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(l)payperiod beyondthelastdayonwhichtheemployeeactuallyreportstowork.

Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgoverningleaveusage.TheChiefofPoliceordesigneeshall beresponsibleforreviewingandgrantingrequestsonacase-by-casebasistoensureconsistency andfaimessinapplication.

Forthisarticle,qualifyingleaveisdefinedasvacation,holiday,orcomptime.Sickleaveusage willbeallowedunderthetermsofArticle46SickLeaveandthoseprovisionsmustbefollowed foranysickleaveusagetobeallowedunderthisarticle.

46.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofsickleave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous full—timeemployment.Followingthe90thdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofsickleavepermonthtoamaximumaccrualofonethousandandeighty (1,080)hours.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027Resources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.Extensions to the period for repayment of the overage or an alternative repayment methodmay be requested by the employee and are subject to the approval of the Director of HumanResources/Risk Management or their designee. Extensions will be approved only in thecase of extreme hardship, and the extended period for repayment will not be longer thanone and one-half (1 l/2) times as long as the overpayment period.B. RecoveryIf the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greater thanthe employee’s final pay, the City may initiate collections process against the employee.C. UnderpaymentsIn situations involving underpayments to an employee by the City, the employee shallreceive 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 thecompensation change.45. SEPARATION FROM CITYAt the discretion and approval of the Chief of Police, employees may be allowed to extend theirlast day of employment through the use of qualifying leave time for up to one (1) pay periodbeyond the last day on which the employee actually reports to work.The approval of such an extension shall be subject to operational needs, departmental policies, andcompliance with all applicable rules governing leave usage. The Chief of Police or designee shallbe responsible for reviewing and granting requests on a case-by-case basis to ensure consistencyand fairness in application.For this article, qualifying leave is defined as vacation, holiday, or comp time. Sick leave usagewill be allowed under the terms of Article 46 Sick Leave and those provisions must be followedfor any sick leave usage to be allowed under this article.46. SICK LEAVEUpon 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 continuousfull-time employment. Following the 90thday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten (10) hours of sick leave per month to a maximum accrual of one thousand and eighty(1,080) hours.21 457
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
[fanemployccchangesstatus(c.g.,changesfromfull-timetopart—timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOU termsorSummaryofBenefits.

UponnoticeofresignationorretirementfromtheCity,anysickleaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentforanysickleavehoursused.

47.SICKLEAVEBUYBACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployee’saccruedsick leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingentupon non-retirement,non-disciplinaryseparation,andcompletionoffive(5)yearsoffull—timeCity service.ThepercentageofSickLeaveBuyBackis:

TheCitywillbuyback100%oftheemployee’saccruedsickleavehoursforadisabilityorservice retirement,followingcompletionoffive(5’)yearsofservicewiththeCityofChinoasthefinal employer.

EffectiveJulyl,2016,employeesarerequiredtodeposit90%ofalleligibleaccruedsickleave,in accordancewithIRSregulations,intheemployees’respectiveRHSplan.

Fornon-retirementseparations,theemployeewillbesubjecttoSickLeaveBuy-Backeligibility requirementsasindicatedaboveandtheassociatedpercentageofaccruedsickleavewillbe depositedintotheemployee’sRHSplan,perIRSregulations,attimeofseparation.

48.SICKLEAVECONVERSIONTOPERSONALLEAVE
Foremployeeswhohaveearnedsickleaveaccrualbenefitsforone(l)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:
’7’)
CompletedYearsofService %ofSickLeave
5years 30%
lOyears 35%
15years 40%
20ormoreyears 45%
A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
Days(8)hours)
D
Upto56hoursofSick
Leave
Earned (IOhours)Used Conversioninexcessof960hours
limit
ConvertedtoPay
12days(I20hrs) 0 8days(64hrs)0+64+56120hrs
lldays(lIOhrs)1day('10hrs)7days(56hrs)10+56+54120hrs
10days(100hrs)2days(20hrs)6days(48hrs)20+48+52120hrs
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027If an employee changes status (e.g., changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOUterms or Summary of Benefits.Upon notice of resignation or retirement from the City, any sick leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment for any sick leave hours used.47. SICK LEAVE BUY BACKAt separation of employment the City will buy back a percentage of the employee’s accrued sickleave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent uponnon-retirement, non-disciplinary separation, and completion of five (5) years of full-time Cityservice. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave5 years 30%10 years 35%1 5 years 40%20 or more years45%The City will buy back 100% of the employee’s accrued sick leave hours for a disability or serviceretirement, following completion of five (5) years of service with the City of Chino as the finalemployer.Effective July 1, 2016, employees are required to deposit 90% of all eligible accrued sick leave, inaccordance with IRS regulations, in the employees’ respective RHS plan.For non-retirement separations, the employee will be subject to Sick Leave Buy-Back eligibilityrequirements as indicated above and the associated percentage of accrued sick leave will bedeposited into the employee’s RHS plan, per IRS regulations, at time of separation.48. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned sick leave accrual benefits for one (1) full fiscal year, Sick Leavemay be converted to Personal Leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8) hours)ConversionDUp to 56 hours of SickLeavein excess of 960 hourslimitConverted to Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56 120 hrs11 days (110 hrs)1 day ( 10 hrs)7 days (56 hrs)10+56+54 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 120 hrs22 458
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30,2027
PersonalLeavemustbetakenastimeoffwithDepartmentDirectorordesignatedrepresentative approvalandmaynotbecarriedfromonefiscalyeart0thenext.Personalleavethatisnotused willbecreditedtoSickLeaveattheendofafiscalyearifsaidcreditedhoursdonotexceedthe 1,080hoursSickLeavelimit.

49.SICKLEAVEPROGRAM
Employeeswhohaveaccumulatedsickleaveinexcessofninehundredandsixty(960)hourson thelastpayperiodinJune,mayconvertuptofiftysix(56)hoursofsickleavetocash.Payment shallbecalculatedattheemployee’shourlybaserateandpaidinthefinalpayrollcheckofeach fiscalyear.

50.SPECIALCOMPENSATIONPAYMENTSCHEDULE
Employeeseligibletoreceivespecialcompensationbenefits,whichareapercentageofbasepay, suchasP.O.S.T.CertificatePay,willreceivecompensationpaidovertwentysix(26)payperiods eachfiscalyear.Allotherspecialcompensation,suchasBilingualPay,willreceivecompensation paidovertwentyfour(24)payperiodseachfiscalyear.Specialcompensationwillbereportedin accordancewithapplicablesectionsoftheCaliforniaGovernmentCode,CaliforniaCodeof Regulations,andtheCity’scontractwiththeCaliforniaPublicEmployee’sRetirementSystem.

51.SUPPLEMENTALCONTRIBUTIONFORRETIREES
EmployeesseparatingfromCityofChinoemploymentasaresultofnon-disputeddisabilityor serviceretirement,aftercompletionineithercaseoffifteen(15)yearsofcontinuous, uninterrupted,full—timeswornCityofChinoservicewillreceiveatotalmonthlysupplemental contributionequaltofifteendollars($15)eachmonthmultipliedbythenumberofyearsofservice fromtimeofretirementandwillceaseuponthedeathofthemember.However,iftheretireedies afterreceiptofhisbenefitforlessthanfifteen(15)years,thenthebenefitwillcontinuetobepaid totheeligiblespouse,ifany,untilthedurationofbenefitpaymentstotalsacompletefifteen(l5) yearsfromthedatethepaymentcommenced.Forexample,iftheeligibleretireediesafter receivingten(10)yearsofthesupplementalcontributionasdescribedherein,andthenow deceasedeligibleretireehasalegalspouse,saidspousewillcontinuetoreceivethebenefitfora remainingfive(5)years.Nobenefitwillbeprovidedtoanyotherbeneficiarywiththeexception ofwhatisnotedhereaftertheemployee’sdeath.Adisputeddisabilityretirementisdefinedasone inwhichtheCityhasnotcertifiedtheretirementasbeingvalidfordisabilitystatus.Thisbenefit initsentiretyappliesonlytothoseemployedasofJune30.1998.Therefore,nofuturemembers oftheCPMAwillqualifyforthisbenefitatanylevelwhatsoever.Futurehireswillbeprovided withnosupplementalcontributionforretirees.
9days(9Ohrs)3days(30hrs)5days(4Ohrs)30+40+50120hrs
8days('80hrs)4days(40hrs)4days(32hrs)40+32+48120hrs
7days(70hrs)5days(50hrs)3days(24hrs)50+24+46120hrs
6days(60hrs)6days(60hrs)2days(16hrs)60+16+44120hrs
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 20279 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+501 20 hrs8 days ( 80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46120 hrs6 days (60 hrs)6 days (60 hrs)2 days ( 16 hrs)60+16+44120 hrsPersonal Leave must be taken as time off with Department Director or designated representativeapproval and may not be carried from one fiscal year to the next. Personal leave that is not usedwill be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the1,080 hours Sick Leave limit.49. SICK LEAVE PROGRAMEmployees who have accumulated sick leave in excess of nine hundred and sixty (960) hours onthe last pay period in June, may convert up to fifty six (56) hours of sick leave to cash. Paymentshall be calculated at the employee's hourly base rate and paid in the final payroll check of eachfiscal year.50. SPECIAL COMPENSATION PAYMENT SCHEDULEEmployees 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 periodseach fiscal year. All other special compensation, such as Bilingual Pay, will receive compensationpaid over twenty four (24) pay periods each fiscal year. Special compensation will be reported inaccordance with applicable sections of the California Government Code, California Code ofRegulations, and the City’s contract with the California Public Employee’s Retirement System.51. SUPPLEMENTAL CONTRIBUTION FOR RETIREESEmployees separating from City of Chino employment as a result of non-disputed disability orservice 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 supplementalcontribution equal to fifteen dollars ($15) each month multiplied by the number of years of servicefrom time of retirement and will cease upon the death of the member. However, if the retiree diesafter receipt of his benefit for less than fifteen (15) years, then the benefit will continue to be paidto 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 afterreceiving ten (10) years of the supplemental contribution as described herein, and the nowdeceased eligible retiree has a legal spouse, said spouse will continue to receive the benefit for aremaining five (5) years. No benefit will be provided to any other beneficiary with the exceptionof what is noted here after the employee’s death. A disputed disability retirement is defined as onein which the City has not certified the retirement as being valid for disability status. This benefitin its entirety applies only to those employed as of June 30, 1998. Therefore, no future membersof the CPMA will qualify for this benefit at any level whatsoever. Future hires will be providedwith no supplemental contribution for retirees. 23 459
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
Julyl,2025toJune30.2027

52.TUITIONADVANCEPROGRAM
Full—time,non—probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.

Thenon—probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredt0completeone(1)yearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofone(l)yearofservicewiththeCityfromdateofcompletionofcourseworkwill berequiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Said reimbursementshallbedeductedfromanyseparationchecktobedistributedtotheemployeewhat thenatureofthefunds,withoutthenecessityofajudgmentbeingmandatedonbehalfoftheCity.

Acollege0runiversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthernAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.

Advanceableexpenseswillincludebooks,tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth—relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.

EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es).grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement.inwriting.ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 202752. TUITION ADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one ( 1 ) year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one (1) year of service with the City from date of completion of course work willbe required to reimburse the City for funds advanced to them under this program. Saidreimbursement shall be deducted from any separation check to be distributed to the employee whatthe 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 ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion 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 120calendar days total), the City will have the right to automatically make a payroll deduction from24 460
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJunc30,2027
thecmploycc’snextregularpayrollchockinanamountcqualtotheamountoftuitionfunds advanced.

53.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking anapplicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoice totheHumanResourcesDepartment/RiskManagementnolaterthanMaylstofeachyearinorder toparticipateinthisEnhancedProgram.
ltshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.

54.UNIFORMEDANDNON-UNIFORMED-CLOTHINGALLOWANCE
EffectiveJanuary1,2005,employeeswillreceivepaymentfortheirClothingAllowanceone(l) timeperyear.Thispaymentwillbeinapayrollcheckdepositseparatefromtheemployee’s regularpaycheckandwillbeprovidedatthetimeofdistributionofthesecondpayrollcheckin Augustofeachyear.ClothingAllowanceamountsareasfollows:
o Sergeantsinuniformedassignmentsreceivesevenhundredandseventydollars($770)per fiscalyear
0 Sergeantsinnon—uniformedassignmentsreceiveninehundredandsixtydollars($960)per fiscalyear
o Lieutenantsrequiredtomaintainbothuniformedandnon-uniformedclothingreceiveone thousand,twohundreddollars($1,200)perfiscalyear
Theamountofreportablecompensationforuniformsshallnotexceedsevenhundredandseventy dollars($770)perfiscalyear.Non-uniformedclothingwillnotbeincludedwithrepOitable compensationinaccordancewithPERSguidelines.Attheemployee’soption,theannual allowancemaybeusedtowardthepurchaseofnewPoliceDepartmentuniformsinanamountto bedeterminedindividuallybeeachemployee.

55.VACATIONLEAVE
Maximumaccrualofvacationisfourhundred(400)hours.Upontermination0femployment, accruedvacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.Newemployees withlessthansix(6)monthsofCityserviceareineligibletoreceiveVacationLeavebuyback.1t istheresponsibilityofemployeestoschedulevacationtimeoffforrestandrecuperationinorder thateamedvacationtimeinexcessof400hourswillnotberemovedfromtherecords.

MonthsofCompletedService AnnualVacationAccrual
6i24 12daysp/year(10.0000hoursp/month)
25—48 15daysp/year(12.5000hoursp/month)
49—108 18daysp/year(l5.0000hoursp/month)
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027the employee’s next regular payroll check in an amount equal to the amount of tuition fundsadvanced.53. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingan application for the enhanced benefit. Employees must submit a tuition reimbursement invoiceto the Human Resources Department/Risk Management no later than May 1st of each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.54. UNIFORMED AND NON-UNIFORMED - CLOTHING ALLOWANCEEffective 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’sregular paycheck and will be provided at the time of distribution of the second payroll check inAugust of each year. Clothing Allowance amounts are as follows: Sergeants in uniformed assignments receive seven hundred and seventy dollars ($770) perfiscal year Sergeants in non-uniformed assignments receive nine hundred and sixty dollars ($960) perfiscal year Lieutenants required to maintain both uniformed and non-uniformed clothing receive onethousand, two hundred dollars ($1 ,200) per fiscal yearThe amount of reportable compensation for uniforms shall not exceed seven hundred and seventydollars ($770) per fiscal year. Non-uniformed clothing will not be included with reportablecompensation in accordance with PERS guidelines. At the employee’s option, the annualallowance may be used toward the purchase of new Police Department uniforms in an amount tobe determined individually be each employee.55. VACATION LEAVEMaximum 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 employeeswith less than six (6) months of City service are ineligible to receive Vacation Leave buy back. Itis the responsibility of employees to schedule vacation time off for rest and recuperation in orderthat earned vacation time in excess of 400 hours will not be removed from the records.Months of Completed ServiceAnnual Vacation Accrual6-2412 days p/year (10.0000 hours p/month)25 - 48 15 days p/year (12.5000 hours p/month)49- 1081 8 days p/year (15.0000 hours p/month)25 461
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30.2027
109—120 19daysp/year(15.8333hoursp/month)
121+ 20daysp/year(16.6666hoursp/rnonth)
Inaccordancewiththeemployees’RetirementHealthSavings(RHS)Plangroupelectionandplan provisions,90%ofallaccruedleavedeposited,inaccordancewithIRSregulations,inthe employee’srespectiveRHSPlanSectionofthisMOU.Therefore,10%ofaccruedVacationLeave, uptoamaximumoffourhundred(400)hours,willbepaidattheemployeesexistingbaserateof payattimeofseparationorretirement.Newemployeeswithlessthansix(6)monthsofCity serviceareineligibletoreceiveVacationLeavebuyback.

Employeeswillbepermittedtouseand/orreceivecompensationforVacationtimeinaccordance withtheprovisionssetforthinthisMOUandestablishedCitypolicies.

56.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(120)Vacationhoursmay convertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.Employeesmay convertleavetopayinApriland/orNovemberofeachyear,calculatedattheemployee’shourly baserateofpayatthetimeofconversion.Six(6)monthspriortoconversion,halfthenumberof accruedleavehoursrequested,excludingsickleave,musthavebeentakenastimeoff.Note:The usagerequirementiswaivedfor“activated”militarypersonnel.

57.VEHICLE—CITY
Certainpersonnel,atthediscretionoftheChiefofPoliceandCityManager,willbeprovidedwith aCityvehiclewhilemaintainingon-eallstatus.Inaddition,qualifyingSergeantsassignedtothe DetectiveBureaumayalsobeprovidedwithanassignedtake—homevehicleasavailable.

58.WORKSCHEDULE
EmployeeswillbeassignedtoworkvariousschedulesbasedontheoperationalneedsofthePolice Department.Workschedulesmayinclude,butarenotlimitedto:4/10,5/8,orotheralternative workschedulesasdeterminedbytheChiefofPoliceordesignee.

59.WORKERS’COMPENSATIONPROGRAM
WheneveranemployeeoftheCityisdisabled,whethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseofhis/herduties,theemployeewillbecompensated pursuanttoLaborCodeSection4850.

60.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapermanentdisabilitysettlement,the Citywillprovidea10%premiumbenefitpaymentprovidedthefollowingoccurs:

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027109-12019 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 planprovisions, 90% of all accrued leave deposited, in accordance with IRS regulations, in theemployee’s respective RHS Plan Section of this MOU. Therefore, 1 0% of accrued Vacation Leave,up to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate ofpay at time of separation or retirement. New employees with less than six (6) months of Cityservice are ineligible to receive Vacation Leave buy back.Employees will be permitted to use and/or receive compensation for Vacation time in accordancewith the provisions set forth in this MOU and established City policies.56. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) Vacation hours mayconvert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year. Employees mayconvert leave to pay in April and/or November of each year, calculated at the employee’s hourlybase rate of pay at the time of conversion. Six (6) months prior to conversion, half the number ofaccrued leave hours requested, excluding sick leave, must have been taken as time off. Note: Theusage requirement is waived for "activated” military personnel.57. VEHICLE - CITYCertain personnel, at the discretion of the Chief of Police and City Manager, will be provided witha City vehicle while maintaining on-call status. In addition, qualifying Sergeants assigned to theDetective Bureau may also be provided with an assigned take-home vehicle as available.58. WORK SCHEDULEEmployees will be assigned to work various schedules based on the operational needs of the PoliceDepartment. Work schedules may include, but are not limited to: 4/10, 5/8, or other alternativework schedules 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’sschedule will be communicated in advance, following department policies.59. WORKERS’ COMPENSATION PROGRAMWhenever an employee of the City is disabled, whether temporarily or permanently by injury orillness arising out of, and in the course of his/her duties, the employee will be compensatedpursuant to Labor Code Section 4850.60. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a 10% premium benefit payment provided the following occurs:26 462
ChinoPoliccManagersASsociation
MemorandumofUnderstanding
July1,2025toJune30,2027
o ThattheWorker’sCompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit.
o Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino.
o Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCityr
o ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveall outstandingissuesofmisunderstanding.

Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounsel0rrepresentation;however,thepremiumbenef1tofferedisonlyavailable incasehandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon-litigatedcasesthatcanbepassedontotheillorinjuredworker.

61.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandum0fUnderstandingbeheldinvalidbyacourtofcompetent jurisdiction,thenonlythatclausewillbestrickenandtheremainderoftheMemorandumof Understandingwillbeinfullforceandeffect.TheCityandtheCPMAwillimmediately commencetonegotiateforthepurposeofreplacinganyinvalidorillegalprovision.However.no suchreplacementismandated.

62.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hours,andothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbyemployeeswillremaininfullforceandeffectduringtheterm ofthisAgreementunlessmutuallyagreedtothecontrarybybothCityandtheCPMA.

63.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandinghavebeencodifiedinthisdocumentandagreed uponbythePresidentoftheCPMAandCityManageroftheCityofChinoandwillonlybe implementeduponapprovalbytheCityCouncil.

64.NOSTRIKEPROVISION
DuringthetermofthisAgreement,theAssociation,itsofficers,agents,representativesand/or membersagreethey'willnotcause,condoneorparticipateinanystrike,walk-out,workstoppage, jobaction,slowdown,speedup,sick—out,refusalorfailuretofaithfullyperformassignedduties andresponsibilities,withholdingofservicesorotherinterferencewithCityoperations.

TheCityretainstherightthatitmaytakelawfulremediesforthedisciplinaryactionavailable underitsEmployer-EmployeeRelationsSectionofthePersonnelRulesandRegulationsand/or anyotherDepartmentpolicies.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027 That the Worker’s Compensation Appeals Board approves the total settlement, includingthe 10% premium benefit. That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will havebeen filed or served against the City of Chino. That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City. That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve alloutstanding issues of misunderstanding.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein case handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.61. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by a court of competentjurisdiction, then only that clause will be stricken and the remainder of the Memorandum ofUnderstanding will be in full force and effect. The City and the CPMA will immediatelycommence to negotiate for the purpose of replacing any invalid or illegal provision. However, nosuch replacement is mandated.62. MAINTENANCE OF EXISTING BENEFITSAll wages, hours, and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by employees will remain in full force and effect during the termof this Agreement unless mutually agreed to the contrary by both City and the CPMA.63. IMPLEMENTATIONThe terms of this Memorandum of Understanding have been codified in this document and agreedupon by the President of the CPMA and City Manager of the City of Chino and will only beimplemented upon approval by the City Council.64. NO STRIKE PROVISIONDuring the term of this Agreement, the Association, its officers, agents, representatives and/ormembers 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 dutiesand 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 availableunder its Employer-Employee Relations Section of the Personnel Rules and Regulations and/orany other Department policies. 27 463
ChinoPoliceManagcrsAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027

65.TERM
Exceptwhereexpresslystatedotherwiseherein,theCityandAssociationagreethattheprovisions ofthisMemorandumofUnderstandingshallbeeffectiveonJulyl,2025,andshallexpireonJune 30‘2027.

Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 202765. TERMExcept where expressly stated otherwise herein, the City and Association agree that the provisionsof this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027. 28 464
ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
aaéeé'O
Reich,CityManager
ofChino,California
eodoreSutton,President
ChinoPoliceManagersAssociation
7/a4/¢s/ 7’5/«025
Date / Date
WW4
TheresaDoyle,DirectorofHuman
Resources/RiskManagement
’7'M7025—
Date
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027 Lind/ Reich, City ManagerCity of Chino, CaliforniaChino Police Managers AssociationDateTheresa Doyle, Director of HumanResources/Risk ManagementDate 29 465
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468
469
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orig: Valut
xc: M. Sakamoto ( HR)
RESOLUTION NO. 2006- 044

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, AMENDING PORTIONS OF RESOLUTION NO. 85- 52, PERSONNEL RULES, AND RESCINDING RESOLUTiON NO. 98- 38 IN

NOW, THEREFORE, the City Council of the City of Chino does hereby resolve as follows:

SECTION 8 of RULE IX is amended as follows:

SECTION 8. Nepotism Policv:

4. Relatives of the following City employees or officials cannot be employed by the City:
a) City Council members
b) Board and Commission members ( in the same department for which the Board or Commissioner serves)
c) City Manager
d) Assistant City Manager
e) Any employee of the Human Resources Department
f) All Other Department Directors ( in the same department as " Relative") 471
RESOLUTION NO. 2006- 044
PAGE 2
g) Confidential employees ( in the same department as " Relative") h) Employees assigned to Payroll

However, any such reporting to the same supervisor, being supervised by each other, working the same shift at the same work site or otherwise becoming involved in a work environment having the potential for adverse impact on supervision, safety, security or morale will be avoided.
1 a. lf continuing employment of the two spouses or other relatives cannot be accommodated consistent with the City' s interest in promotion of safety, security, morale and efficiency, then the City retains the sole discretion to separate one 472
RESOLUT! ON NO. 2006- 044
PAGE 3
spouse or other relative from City employment. Absent resignation by one affected spouse or other relative, the less senior of the involved spouses or other relative will be subject to termination and it will not constitute discipline or punitive action and will not be subject to any administrative or civil appeal.

APPROVED AND ADOPTED THIS 20th day of June, 2006.

ATTEST:

LENNA J. TAN R, CiTY CLERK

CITY OF CHINO

STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO ) ss.

AYES: COUNCIL MEMBERS: YATES, DUNCAN, ELROD, HAUGHEY, ULLOA NOES: COUNCIL MEMBERS: NONE
ABSENT: COUNCIL MEMBERS: NONE
f f\lAt ..~ ~ fVVJA
L NNA J. TA R, CITY CLERK
473
AsStatedinourpreviousconversation,representativesn-omtheChinoPoliceAssociation andtheChinoPoliceManagementAssociationmettodiscussadjustmentstothe VoluntaryPhysicalFitnessProgram.Thecurrentprogramwhichallowsforaparticipant toaccrueeither10,20or30hoursofcompensatorytimeondoesnothingtoencourage participationorperformance;Additionally,thecurrentprogramisoutdatedwithits inclusionofbentkneesit-upswhichhavenotbeenrecommendedbyhealthprofessionals foranumberofyears.

TheAssociations’proposalallowsaparticipanttoaccrueanywherenom1to30hoursof compensatorytimeOEbasedonanindividual’sperformance.Theproposedprogram encouragesperformanceandparticipation.

TheAssociationsageswiththeCityinthatflexibilityisanimportantpartofhtness.

Keepingthisinmind,weoEerthefollowingaspre-qualihersfortakingpartinthephysical htnesstesting.Ifaparticipantisunabletoperformanyoftheflexibilitytests,he/shewill notbepermittedtocontinuewithtesting.

Thefollowingmusculo-skeletalflexibilityandstrengthtestsweretakenhornthepre—hire physicalrequiredbytheCityofChino.

I.)FORWARDBENDmG~Fromstandingposition,aparticipantcantouch his/hertoes(gapofupto6”isacceptable).

Fromstandingposition,aparticipantcanbendat
least2Odegreesbackwards.
2,)BACKBENDING-

EXHIBITC

CHINOPOLICEASSOCIATION

MEMORANDUM
DATE: NovemberO2,1996
TO: GeriaxmKingslan,PersonnelDirectOr
FROM: JeEAHison,C.P.A.President
SUBJECT:PhysicalFitnessProgram
474
f:‘§-4.
{5‘}HAMSTRFNG-
SITTINGREACH~ FromasittingpositionwithkneesStraight,the participantcantouchhis/hertoes.

4.949
16:110-under
16:014615
16:16:16130
16:3I-\P6Z45
16:46-17:00
17:01-17:15
17:16-17:30
17:31-17:45
17:46—13:00
18:01-18:15

3.0MILEWALK(Females)
475
CTO
10 O9
O8
O7
O6
05 O4
O3
02 01
CTO
l0
O9
07 06
05 03
O2
01 CTO
10 09
08 07
06 05
04 O3
02 01
AGE20-29
AGE
38:00-under
38:01~39:00
39:01-40:00
40:01-41:00
41:01-42:OO
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
20-29‘
36:00-under
36:01-37:00
37:01-38:00
38:01-39:00
39:01—40:00
40:01-41:00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
20-29
26 25
24 23
22 21
.20
19 18
17 30—39
40:00-under
40:01-41:00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47zOO
47:01-48:00
48:01-49:00
40—49
42:00-under
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00

3.0MILEWALK(Ma.1cs)
30-39AGE
39:00-under
39:01-40:00
40:01'-4'1":00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
40-49‘“‘
7,)41:00-under
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
PUSH-UPS(Females)
30-39
24 23
22 21
20 19
18 17
16 15
40-49
22 21
20 19
18 17
16 15
14 13
50-59
44:00-under
44:01-45:OO
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-5l:00
51:01-52:00
52:01-53:00
60+
46:00-under
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00
51:01-52:00
52:01-53:OO
53:01-54:00
54:01-55:00
50-59
43:00-under
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49z00
49:01-50:OO
50:01-51:00
51:01-52:00
50-59
17 16
15 14
13 12
11 10
09 O8
60+
45:00-under
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00
51:01-52:00
52:01-53:00
53:01-54:00
60+
15 14
13 12
11 10
09 O8
07 06
476
AGE
CTO
10 O9
()8
07 O6
OS
04 O3
G2
01 AGE
CTO
10 O9
O8
O7
06 05
04 O3
02 01
AGE
STE?
1Q
{31;}
33 0"}
{36
'05
I'M
PUSH—wsmales)
20-29 30-39 40-49 50-59
34 27 21 17
33 26 20 16
32 25 19 15
31 24 18 14
30 23 17 13
29 22 16 12
28 21 15 11
27 20 14 1o
26 19 13 09
25 13 12 08
BENTWEECRUNCHES(Females)
BENTKNEECRUNCEES(Males)
20-29 30-39 40-49 50~59
46 39 35 30
45 38 34 29
44 37 33 28
43 36 32 27
42 35 31 26
41 34 30 25
40 33 29 24
16 15
14 13
12 11
10 09
08 O7
6Q+
20 19
18 17
16 15
14 13
12 11
604
26 25
24 23
22 21
20 20—29 30-39 40-49 50-59
39 32 23 22
38 31 27 :1
37 30 26 20
36 29 25 19.
35 23 24 13
34 27 23 17
33 26 22 16
32 25 21 15
31 24 20 14
30 23 19 13
477
{i3
G2
()1
39 38
3T
3‘2
31 30
28 2?
2§
23 22
2l
19 .13
l?
478
AMENDMENT NO. 1 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN

REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO

POLICE MANAGERS ASSOCIATION
JULY 1, 2025 – JUNE 30, 2027

This Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Managers Association covering the period of July 1, 2025 through June 30, 2027 (“CPMA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and the Chino Police Managers Association (“CPMA”).

RECITALS:

WHEREAS, CPMA is the recognized employee organization for all regular full-time, sworn management Police Department employees in the City of Chino as identified in the CPMA MOU 2025-27; and

WHEREAS, to fulfill its obligation under the CPMA MOU 2025-27, the City is committed to maintaining sworn classifications at no lower than the number three (3) ranking in total compensation among the survey cit ies, excluding the Benefit Bank , used in the 2022 Total Compensation Survey and a total compensation survey has been completed to determine the cost of living wage adjustments needed to maintain sworn personnel at the number three (3) ranking; and

WHEREAS, the labor representatives of the City and CPMA have determined that revising the language of Article 10 on cost of living wage adjustments in the CPMA MOU 2025-27 would be in the best interests of the City and the parties for maintaining sworn personnel at number three (3) among the Council -approved comparison agencies and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

WHEREAS, the labor representatives of the City and CPMA have also determined that revising the language of Article 14 on deferred compensation in the CPMA MOU 2025-27 would be in the best interests of the City and the parties to increase the City ’s deferred compensation contribution and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

WHEREAS, the labor representatives of the City and CPMA have also determined that updating the language of Article 36 on the Fair Labor Standard Act and Overtime Compensation in the CPMA MOU 2025-27 would be in the best interests of the City and the parties to provide clarification on the calculation of overtime and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and 479
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

2 WHEREAS, the labor representatives of the City and CPMA have also determined that updating the language of Article 41 on the retention of documents in the CPMA MOU 2025 -27 would be in the best interests of the City and the parties so that applicable docume nts in an employee’s personnel file and other City files will be purged in accordance with the City ’s Retention Policy and the minimum requirements of the California Penal Code and any other applicable state or federal law , and have met and conferred on th is proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025 -27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

WHEREAS, the labor representatives of the City and CPMA have further determined that revising the language of Article 54 on uniform cleaning/clothing allowance in the CPMA MOU 2025-27 would be in the best interests of the City and the parties to update t he payment method for uniform cleaning/clothing allowance and address reporting requirements to CalPERS and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPMA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and

THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoptio n of this Amendment No. 1 to the CPMA MOU 2025-27, the parties hereto agree to the following update s and/or amendments made to the current/existing language in the CPMA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.

ARTICLE 10. COST OF LIVING ADJUSMENT
Currently reads as follows:

The same process will apply every August, w ith 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
480
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

3  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

Effective upon approval of the City Council, this Article shall be modified as follows:

Increase to employee’s base wages/salary ranges will be as follows:
 Effective the beginning of the pay period including July 1, 2025: Three percent (3%)

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 ($1,500 at 15 years = $8.33 monthly value)

Minus the employee-paid PERS PEPRA contribution rate

ARTICLE 14. DEFERRED COMPENSATION
Currently reads as follows:

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 s tate 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" 481
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

4 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.

“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 disabili ty 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 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.

“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 482
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

5 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 an d/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.

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 pre - tax 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.

Effective upon approval of the City Council, this Article shall be modified as follows:

City Contribution
Employees will receive a five hundred and ten dollar ($510) per month contribution to their Cit y Deferred Compensation account, 401(a).

ARTICLE 36. FAIR LABOR STANDARDS ACT & OVERTIME COMPENSATION Currently reads as follows:

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.

Effective upon approval of the City Council, the above shall be wholly replaced with the following:

A. FLSA/Overtime Acknowledgement and Implementation

The City of Chino and the Chino Police Managers Association (CPMA) acknowledge that the Fair Labor Standards Act (FLSA) requires overtime pay (time-and-a-half) for public safety employees after 40 hours a week, but a special Section 7(k) exemption allows for extended work periods, such 483
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

6 as 7 to 28 days, for law enforcement personnel. Under the 7(k) exemptio n, overtime is calculated based on a set number of hours worked within the specified work period, not just a 40 -hour work week. Public agencies can also use compensatory time off (comp time) in lieu of cash overtime at a rate of 1.5 hours of comp time for every overtime hour worked, with specific accrual limits.

The City has established a specific work period under §207(k) for CPMA represented public safety employees of 28 days, with overtime triggered only after 171 hours worked in that work period.

In connection therewith, the City will designate thirteen (13), twenty eight (28) day periods for each calendar year.

B. Time Accrual

Employees may elect to accrue compensatory time off in lieu of cash overtime, at 1.5 hours for each hour worked, subject to supervisory approval and accrual limits under Article 8. Certain duties, meetings, trainings, or tasks my be offered as “comp time only ” and must be clearly identified as such before the employee accepts the assignment. Acceptance of such assignment is voluntary.

C. Contractual Overtime Defined

Employees will receive paid overtime for hours worked beyond their scheduled daily hours or beyond forty ( 40) hours in a Monday -Sunday workweek. V oluntary schedule adjustments for trainings or travel do not qualify for overtime unless they results in more than forty (40) hours worked in the Monday-Sunday workweek. Contract overtime will be paid at one and one half time (1.5x) the employee’s contractual overtime rate.

Example: A Sergeant scheduled for 11.5 hours who works 15 hours will receive 3.5 hours of contractual overtime.

D. Two-Hour Minimum for Call-In Overtime

484
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

7 E. Double Time Compensation

Employees who work in excess of sixteen (16) consecutive hours within a twenty -four (24) hour period will be compensated at two (2) times the employee’s contractual overtime date, beginning with the seventeenth (17th) consecutive hour of work.

For purposes of this section, the “contractual overtime rate ” shall have the same definition as provided in Section F of this Article and shall include base hourly pay, P .O.S.T. certificate pay, specialty/assignment/hazard pay, and bilingual pay, calculated on a forty (40) hour work week.

F. Contractual Overtime Rate Defined

For purposes of contract overtime calculations, the “contractual overtime rate” shall include only the following:

1. Base hourly pay;

2. All POST certificate pay(s) calculated as an hourly rate based on a 40-hour work week;

3. Specialty/assignment/hazard pay calculated as an hourly rate based on a 40 -hour work week; and

4. Bilingual pay calculated as an hourly rate based on a 40-hour work week.

The total of these pays will be multiplied by 1.5 to determine the employee’s “contractual overtime rate”.

G. FLSA Compliance

H. Controlling Provisions

485
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

8 ARTICLE 41. RETENTION OF DOCUMENTS
Currently reads as follows:

All written disciplin ary 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.

Effective upon approval of the City Council, this Article shall be modified by wholly replacing the above with the following:

All written disciplin ary records , internal affairs investigations, and citizen complain ts will be purged from an employee ’s Personnel File and other City files in accordance with the City ’s Retention Policy and the minimum requirements of the California Penal Code and any other applicable state or federal law. All Job Performance Evaluations will be purged from the employee’s Personnel File and other City files five (5) years after the date of the end of the Job Performance evaluation period unless a longer retention period is required by the City’s Retention Policy and/or state or federal law. This stipulation affects all active employees only; records will not be tracked or purged for inactive/former employees.

ARTICLE 54. UNIFORM AND NON-UNIFORMED - CLOTHING ALLOWANCE Currently reads as follows:

Effective January 1, 2005, employees will rec eive 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.

Effective upon approval of the City Council, this Article shall be modified with the additional language as follows:

Effective August 1, 2026, employees will receive Clothing Allowance amounts as follows:
 Sergeants in uniformed assignments received $770 per fiscal year, paid at thirty-two dollars and eight cents ($32.08) for twenty-four (24) pay periods. 486
Chino Police Managers Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027

9  Sergeants in non-uniformed assignments receive $960 per fiscal year, paid at forty dollars ($40) for twenty-four (24) pay periods.
 Lieutenants required to maintain both uniformed and non -uniformed clothing receive $1,200 per fiscal year, paid at fifty dollars ($50) for twenty-four (24) pay periods.

The City agrees to pay the uniform allowance per twenty -four (24) pay pe riods. For CalPERS Classic employees, the City shall report to CalPERS the monetary value of uniforms in the amount listed above.

Except as expressly provided for in this Amendment No. 1 to the CPMA MOU 2025-27, all other provisions of the CPMA MOU 2025-27 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the CPMA MOU 2025-27 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.

_________________________________ ______________________________ Theodore Sutton, President Linda Reich, City Manager Chino Police Managers Association City of Chino

_________________________________ ______________________________ Date Date

______________________________
Terry Doyle, Director of Human Resources/
Risk Management
City of Chino

______________________________
Date

487

RESOLUTION NO. 2025-071

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 1 TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN REPRESENTATIVES OF THE CITY OF CHINO,

CALIFORNIA, AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

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 classifications, including those represented by the Chino Police Professional Employees Association (“CPPEA”); 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, the latest Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 20 25 through June 30, 2027 (“ CPPEA MOU 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the labor representatives of the City and CPPEA have determined that changing the implementation schedule of Article 12 on cost of living wage adjustments in the CPPEA MOU 2025- 27 would be in the best interests of the City and the parties for uniformity across bargaining units and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPPEA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and the CPPEA have also determined that revising the language of Article 44 on seniority in the CPPEA MOU 2025 -27 would be in the best interests of the City and the parties to provide clarification on the method of determining work schedules and vacation and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPPEA MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, the labor representatives of the City and the CPPEA have further determined that adding a new Article on notary pay in the CPPEA MOU 2025 -27 would be in the best interests of the City and the parties to provide compensation to one employee in the unit de signated by the Chief of Police to perform notary duties and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPPEA MOU 2025- 27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective.

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

SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference, with a true and correct copy of the previously adopted C PPEA MOU 2025-27 being 488

attached hereto as Exhibit A.

SECTION 2 . The City Council hereby approves and adop ts the Amendment No.1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027, a signed copy of which is attached hereto as Exhibit B.

SECTION 3. The City Clerk shall certify the adoption of this resolution effective November 4, 2025.

APPROVED AND ADOPTED THIS 4th day of November, 2025.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

ATTACHMENTS:

EXHIBIT A. Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT B. Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027

489

State of California )
County of San Bernardino ) §
City of Chino )

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
490

MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO POLICE PROFESSIONAL

EMPLOYEES ASSOCIATION
491

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOPOLICEPROFESSIONALEMPLOYEESASSOCIATION(CPPEA) (ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
I.ACTINGPAY.......................................................................................................................................

2.ADDITONALDUTYPAY..................................................................................................................

3.ASSOCIATIONMATTERS.................................................................................................................

4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION..............................

5.BENEFITBANK..................................................................................................................................

6.BEREAVEMENTLEAVE...................................................................................................................

7.BILINGUALPAY................................................................................................................................

8.BREAKSANDLUNCH.......................................................................................................................

9.CALLBACKPAY...............................................................................................................................

10.COMPENSATORYTIME....................................................................................................................

11.COMPUTERLOANPROGRAM........................................................................................................

12.COSTOFLIVINGADJUSTMENT.....................................................................................................

13.COURTAPPEARANCECOMPENSATION .....

14.COURTSTAND-BYCOMPENSATION............................................................................................

15.COURTTRAVEL.................................................................................................................................

16.DEATHBENEFIT................................................................................................................................

17.DEFERREDCOMPENSATIONPLAN.............................................................................................1O

18.DIRECTDEPOSIT.............................................................................................................................11

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

20.DISCIPLINARYAPPEALPROCEDURE........................................................................................12

21.EMOTIONALSUPPORTCANINEHANDLER...............................................................................12

22.FLEXIBLEBENEFITSSPENDINGPLAN......................................................................................12

23.FLOATINGHOLIDAYTIME...........................................................................................................12

24.HIRINGTNCENTIVE.........................................................................................................................13

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

26.HOLIDAYCLOSURE........................................................................................................................14

27.JURYDUTY.......................................................................................................................................14

28.LEAVEAPPROVAL..........................................................................................................................14

29.LIFEINSURANCE.............................................................................................................................15

30.LONGEVITYPAY 15
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA)(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY.......................................................................................................................................42. ADDITONAL DUTY PAY ..................................................................................................................53. ASSOCIATION MATTERS................................................................................................................. 54. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION.............................. 55. BENEFIT BANK ..................................................................................................................................66. BEREAVEMENT LEAVE...................................................................................................................67. BILINGUAL PAY ................................................................................................................................ 78. BREAKS AND LUNCH.......................................................................................................................79. CALL BACK PAY ............................................................................................................................... 710. COMPENSATORY TIME....................................................................................................................81 1 . COMPUTER LOAN PROGRAM ........................................................................................................812. COST OF LIVING ADJUSTMENT.....................................................................................................913. COURT APPEARANCE COMPENSATION................................................................................<.....914. COURT STAND-BY COMPENSATION............................................................................................915. COURT TRAVEL.................................................................................................................................916. DEATH BENEFIT................................................................................................................................91 7. DEFERRED COMPENSATION PLAN.............................................................................................1018. DIRECT DEPOSIT.............................................................................................................................1119. DISABILITY ...................................................................................................................................... 1220. DISCIPLINARY APPEAL PROCEDURE ........................................................................................ 1221. EMOTIONAL SUPPORT CANINE HANDLER............................................................................... 1222. FLEXIBLE BENEFITS SPENDING PLAN ......................................................................................1223. FLOATING HOLIDAY TIME...........................................................................................................1224. HIRING INCENTIVE.........................................................................................................................1325. HOLIDAYS ........................................................................................................................................ 1326. HOLIDAY CLOSURE........................................................................................................................ 1427. JURY DUTY....................................................................................................................................... 1428. LEAVE APPROVAL.......................................................................................................................... 1429. LIFE INSURANCE.............................................................................................................................1530. LONGEVITY PAY............................................................................................................................. 15 492
MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
.MANAGEMENTRIGHTS.................................................................................................................15 MILEAGEREIMBURSEMENT........................................................................................................16 .ON-CALLPAY..................................................................................................................................16 OVERTIME........................................................................................................................................16

5.OVERTIMECOMPENSATION........................................................................................................16 .PRISONERTRANSPORTATIONPAY............................................................................................17 .RECRUITMENTINCENTIVE..........................................................................................................17 REGULARRATEOFPAY................................................................................................................17 REHIREPOLICY...............................................................................................................................17 .RESPONSETODOCUMENTSPLACEDFNEMPLOYEEPERSONNELFILE...........................18 .RETIREMENT....................................................................................................................................18 SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments).................................18 .SCHEDULE........................................................................................................................................19 .SENIORITY........................................................................................................................................19 .SEPARATIONFROMCITY.............................................................................................................20 SICKLEAVE......................................................................................................................................20 .SICKLEAVEHIRINGINCENTIVE................................................................................................20

48.SICKLEAVEBUY-BACK................................................................................................................21

49.SICKLEAVECONVERSIONTOPERSONALLEAVE.................................................................21

50.SICKLEAVEPROGRAM.................................................................................................................21

51. 52.SPECIALASSIGNMENTPAY.........................................................................................................22

53.STANDBYPAY.................................................................................................................................22 ITRAININGPAY.................................................................................................................................22 .TUITIONADVANCEPROGRAM22
TUITIONREIMBURSEMENT—ENHANCEDPROGRAM...........................................................23 UNIFORMCLEANINGALLOWANCE...........................................................................................24 VACATIONLEAVE..........................................................................................................................24 VACATIONLEAVEBUY-BACK....................................................................................................24 .VACATIONLEAVECONVERSION...............................................................................................24 .WORKERS’COMPENSATIONPROGRAM...................................................................................25 .WORKERS’COMPENSATIONPREMIUMPAYMENT................................................................25 .SAVINGSCLAUSE...........................................................................................................................25 MAINTENANCEOFEXISTINGBENEFITS...................................................................................25 .IMPLEMENTATION.........................................................................................................................26 2 SPECIALASSIGNMENTS................................................................................................................21 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 20273 1. MANAGEMENT RIGHTS................................................................................................................ 1532. MILEAGE REIMBURSEMENT....................................................................................................... 1 633. ON-CALL PAY ................................................................................................................................. 1634. OVERTIME ....................................................................................................................................... 1635. OVERTIME COMPENSATION ....................................................................................................... 1636. PRISONER TRANSPORTATION PAY ........................................................................................... 1 737. RECRUITMENT INCENTIVE ......................................................................................................... 1 738. REGULAR RATE OF PAY............................................................................................................... 1739. REHIRE POLICY .............................................................................................................................. 1740. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE .......................... 1841. RETIREMENT................................................................................................................................... 1842. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................................ 1843. SCHEDULE ....................................................................................................................................... 1944. SENIORITY ....................................................................................................................................... 1945. SEPARATION FROM CITY ............................................................................................................2046. SICK LEAVE ..................................................................................................................................... 2047. SICK LEAVE HIRING INCENTIVE ...............................................................................................2048. SICK LEAVE BUY-BACK ............................................................................................................... 2149. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................2150. SICK LEAVE PROGRAM ................................................................................................................2151. SPECIAL ASSIGNMENTS ............................................................................................................... 2152. SPECIAL ASSIGNMENT PAY ........................................................................................................2253. STANDBY PAY ................................................................................................................................2254. TRAINING PAY ................................................................................................................................ 2255. TUITION ADVANCE PROGRAM ..................................................................................................2256. TUITION REIMBURSEMENT - ENHANCED PROGRAM ..........................................................2357. UNIFORM CLEANING ALLOWANCE .......................................................................................... 2458. VACATION LEAVE .........................................................................................................................2459. VACATION LEAVE BUY-BACK ...................................................................................................2460. VACATION LEAVE CONVERSION ..............................................................................................2461. WORKERS’ COMPENSATION PROGRAM...................................................................................2562. WORKERS’ COMPENSATION PREMIUM PAYMENT ...............................................................2563. SAVINGS CLAUSE ..........................................................................................................................2564. MAINTENANCE OF EXISTING BENEFITS...................................................................................2565. IMPLEMENTATION ........................................................................................................................262 493
Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027

66.TERMOFAGREEMENT..................................................................................................................26 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202766. TERM OF AGREEMENT.................................................................................................................. 26 3 494
MemorandumofUnderstanding
CPPEAJuly1,2025Juna30,2027

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOPOLICEPROFESSIONALEMPLOYEESASSOCIATION(CPPEA) (ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:

A.TheChinoPoliceProfessionalEmployeesAssociation,hereinafterreferredtoas“CPPEA”,is therecognizedemployeeorganizationforallregular,non-sworn,full-timeChinoPolice employeesintheCityofChino,hereinafterreferredtoasthe“City”.Theseemployeesare collectivelyreferredtoasthe“employees”.ThecurrentpositionsofCPPEAcanbefoundin thecurrentClassificationandCompensationSchedule~Non-ManagementPositions.

AdministrativeAssistant
CrimeAnalyst
CrimePrevention&CommunityOutreachSpecialist
ManagementAssistant
PoliceRecords&EvidenceCoordinator
PoliceRecordsTechnician
PoliceServiceOfficerl/ll
PoliceTrainingCoordinator
Property&EvidenceTechnician
PublicSafetyDispatcherl/ll
B.lntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees, authorizedrepresentativesoftheCityandCPPEAhavemetandconferredingoodfaith, exchangingvariousproposalsconcerningwages,hours,andothertermsandconditionsof employmentoftheemployeeswhicharewithinthescopeoflawforrepresentedemployeesin CPPEA.

C.TheauthorizedrepresentativesoftheCityandCPPEAhavereachedmutualagreementon wages,hoursandothertermsandconditionsofemploymentfortheseemployees.

THEREFORE,theCityandtheCPPEAagreethatwages,hours,andtermsandconditionsof employmentwillbeappliedasfollowsfortheperiodofJulyl,2025throughandincludingJune 30,2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonlytothose individualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoptionofaformal resolutionbyCityCouncilapprovingthisMOU.)
l.ACTINGPAY
TheCitywillgrantActingafteranemployeehasworkedinahigherclassificationfortwenty(20) consecutiveworkdaysortwenty(20)non—consecutiveworkdaysinaninety(90)calendarday period.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateorStep Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN 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”, isthe recognized employee organization for all regular, non-sworn, full-time Chino Policeemployees in the City of Chino, hereinafter referred to as the “City”. These employees arecollectively referred to as the “employees”. The current positions of CPPEA can be found inthe current Classification and Compensation Schedule - Non- Management Positions.Administrative AssistantCrime AnalystCrime Prevention & Community Outreach SpecialistManagement AssistantPolice Records & Evidence CoordinatorPolice Records TechnicianPolice Service Officer I/IIPolice Training CoordinatorProperty & Evidence TechnicianPublic Safety Dispatcher I/IIB. 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 ofemployment of the employees which are within the scope of law for represented employees inCPPEA.C. The authorized representatives of the City and CPPEA have reached mutual agreement onwages, 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 ofemployment will be applied as follows for the period of July 1, 2025 through and including June30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to thoseindividuals who are employed with the City of Chino on the day following the adoption of a formalresolution by City Council approving this MOU.)1. ACTING PAYThe 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 dayperiod. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. 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 Step4 495
Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
“A”oftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.

Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20)consecutiveworkdaysortwenty(20)non— consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.

2.ADDITONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheChiefof Police.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theChiefofPolicemayrequestanextensionoftheadditionaldutypay pastthetwelve(12)monthlimit.ThisrequestmustbemadeinwritingtotheCityManagerwith justificationastowhyanextensionisrequired.Theextensionmustincludethedatetheadditional dutypaywillexpireandacopyofthesignedextensionmustbeattachedtothePersonnelAction Form(PAF).

3.ASSOCIATIONMATTERS
A250copypermonthphotocopyaccountisestablishedforassociationbusiness.Copiesexceeding 250permonthwillbepaidtotheCityatthecurrentper-copycharge.Associationmembersare providedwith24hoursperfiscalyeartoattendtotrainingorotherrelatedbusinessintheinterest oftheCPPEA,whenauthorizedbytheCityandtheCPPEA.Thehoursdonotaccumulateorcarry overfromfiscalyeartofiscalyear.

4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:

ADecertificationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofemployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resources/RiskManagementnolaterthansix(6)months(l80days)priortotheexpirationofthe MemorandumofUnderstandingthenineffect.ADecertificationPetitionmustbefiledbytwo(2) ormoreemployeesortheirrepresentative,oranemployeeorganization,andwillcontainthe followinginformationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenalty ofperjurytobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)andadesignated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughttobedecertifiedastherepresentativeofthatunit. c)Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027“A” of the Acting position Classification, whichever is greater, unless otherwise authorized by theCity Manager.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ADDITONAL DUTY PAYAfforded to an employee who takes on a significant number of extra assignments in an areadifferent than their regularly assigned responsibilities. An employee performing this type of workfor 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 ofPolice. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Chief of Police may request an extension of the additional duty paypast the twelve (12) month limit. This request must be made in writing to the City Manager withjustification as to why an extension is required. The extension must include the date the additionalduty pay will expire and a copy of the signed extension must be attached to the Personnel ActionForm (PAF).3. ASSOCIATION MATTERSA 250 copy per month photocopy account is established for association business. Copies exceeding250 per month will be paid to the City at the current per-copy charge. Association members areprovided with 24 hours per fiscal year to attend to training or other related business in the interestof the CPPEA, when authorized by the City and the CPPEA. The hours do not accumulate or carryover from fiscal year to fiscal year.4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe 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 longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources/Risk Management no later than six (6) months (180 days) prior to the expiration of theMemorandum 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 thefollowing information and documentation declared by the duly authorized signatory under penaltyof perjury to be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.5 496
MemorandumofUnderstanding
CPPEAJuly132025—June30,2027
SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertiflcationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinthirty(30)dayspriortofiling theDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.

5.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequaltoKaiser),dentalandvisioncoverageforfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecember15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee'sregular paychecksasearned.

NewHires:

Recertification:

SeealsoRegularRateofPaySectionofthisMOU.

6.BEREAVEMENTLEAVE
Anon—accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,domesticpartner,parent,step— parent,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,grandchildoranyotherrelative residingwithintheemployee’shome.

Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymemberifrequestedbytheChiefofPoliceortheirdesignee. 6 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Such proof will be submitted for verification to the Director of Human Resources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within thirty (30) days prior to filingthe Decertification Petition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.5. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1st. Unused portions of the Benefit Bank will be paid out in the employee's regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe 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 mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.See also Regular Rate of Pay Section of this MOU.6. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis provided. A “qualified family member” is defined as a spouse, domestic partner, parent, step-parent, 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 relativeresiding within the employee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member if requested by the Chief of Police or their designee.6 497
MemorandumofUnderstanding
CPPEAJuly1,2025~June30,2027
Documentationmayinclude,butisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofdeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.

7.BILINGUALPAY
Employeesareeligibletoreceivetwohundredandfortydollars($240)permonth(paidover24 payperiods)forverbalfluencyisprovidedtoemployeesiftheydemonstratetheirconversational skillinanylanguageotherthanEnglishtheChiefofPolicedeemsnecessary,includingsign language,underthefollowingconditions:
a.Certification:A competencyexaminationwillbedevelopedandadministeredbythe HumanResources/RiskManagementDepartmenttodetermineemployees’proficiency.

TestinganditsfrequencyareatthediscretionoftheCity.Anemployeemustpassthe City’scompetencyexaminationtobeeligibleforbilingualpay. b.ChiefofPoliceApproval:TobeeligibletotaketheCity’scompetencyexamination,an employeemustberecommendedbytheChiefofPolice.Eligibilityfortheopportunityto testforbilingualpayissolelyattheChiefofPolice’sdiscretionandisnotsubjectto administrativeappealorchallenge.TheChiefofPolicewillmaketheirrecommendation basedonanassessmentoftheneedfortheemployeetousebilingualskillsonthejob.In theeventthatanemployeeisapprovedforbilingualpay,thenlaterchangesassignment, classification,jobduties,oristransferredorpromoted,inanymanner,adeterminationmay bemadebytheChiefofPolicethatbilingualskillsarenolongerrequiredforuseon-the- jobandthisbenefitwillberemovedfromtheemployeewithnorightofappeal.

8.BREAKSANDLUNCH
Thisarticleappliestothefollowingclassificationsonly:
st.PublicSafetyDispatchersI/II
‘1‘CrimeAnalysts
6°PoliceServiceOfficersI/II
Theseclassificationswillbeprovidedwitha45minutepaidmealperiodwithina10-12hourshift.

Employeesworkingovertimebetweenfive(5)andseven(7)consecutivehoursshallreceivea20- minutepaidbreaktime.Employeesworkingovertimeshiftsofseven(7)consecutivehoursor moreshallbeentitledtoreceiveone(l)45-minutemealperiod.

Duringeachofthesepaidmealbreaks,employeeswillremainonanon—callstatus.

9.CALLBACKPAY
Employeeswhoarenotonstand—byandwhoarecalledbacktoworkduringtheiroff-dutyhours willreceivetwo(2)hoursminimumpayatoneandone—half(l
1/2)timestheirregularrate.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.7. BILINGUAL PAYEmployees are eligible to receive two hundred and forty dollars ($240) per month (paid over 24pay periods) for verbal fluency is provided to employees if they demonstrate their conversationalskill in any language other than English the Chief of Police deems necessary, including signlanguage, under the following conditions:a. Certification: A competency examination will be developed and administered by theHuman Resources/Risk Management Department to determine employees’ proficiency.Testing and its frequency are at the discretion of the City. An employee must pass theCity’s competency examination to be eligible for bilingual pay.b. Chief of Police Approval: To be eligible to take the City’s competency examination, anemployee must be recommended by the Chief of Police. Eligibility for the opportunity totest for bilingual pay is solely at the Chief of Police’s discretion and is not subject toadministrative appeal or challenge. The Chief of Police will make their recommendationbased on an assessment of the need for the employee to use bilingual skills on the job. Inthe 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 maybe made by the Chief of Police 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. BREAKS AND LUNCHThis article applies to the following classifications only:♦♦♦ Public Safety Dispatchers 1/ II❖ Crime Analysts❖ Police Service Officers I/IIThese 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 ormore 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 PAYEmployees who are not on stand-by and who are called back to work during their off-duty hourswill receive two (2) hours minimum pay at one and one-half (1 ’A) times their regular rate. 7 498
MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

10.COMPENSATORYTIME
AdministrativeAssistant,ManagementAssistant,andPoliceTrainingCoordinator Employeesmayaccrueamaximumof40hoursofCompensatoryTimeoff,withtheexception notedbelow.Eachemployeehastheoptionofelectingtoconvertany,orall,accrued CompensatoryTimeoffhourstopayatthehourlyrateexistingatthetimeofdistribution.

CompensatoryTimeconvertedwillbepaidwiththesecondpaycheckinNovemberofeachyear.

Uponseparationfromemployment,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.

Allpositionsnotlistedabove—Two(2)CompensatoryTimebanks,eachconsistingofeighty (80)hours,areestablished:
°:’CompensationBankNo.1:Thisbankprovidesfortheaccrualofeighty(80)hoursof CompensatoryTimetobepaidoutonlyuponseparationfromemployment.Thefirsteight (80)hoursofCompensatoryTimeearnedbyanemployeearerecordedinthisaccount.No annualbuybackofthistimeisprovided.‘3CompensationBankNo.2:Thisbankprovidesfortheaccrualofuptoeighty(80)hours ofCompensatoryTimeforuseastimeoffonly.ThistimemaynotbesoldbacktotheCity.

Overtimehoursinexcessofeighty(80)inthisaccountwillbepaidtoemployeesinsalary atoneandone—half(l1/2)timestheemployee’sregularrateofpay.

11.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:

Maximumamountfinancedistwothousand,fivehundreddollars($2,500).

Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
‘3Minimumofone(l)businesssoftwarepackagemustbepurchased(i.e.spreadsheet,data basemanager,wordprocessor,etc.).
é Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.

Nogameorentertainmentsoftwarewillqualifyunderthisprogram.

Loanstoparticipantswillbeforatermnottoexceedthirty-sixmonths(36)andnointerest willbechargedduringthattime.

Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.

Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc).

TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.

A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.‘2‘UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days tosubmitnecessarydocumentationtoFinanceDepartmentforpre-approvalofsystem purchase.
‘0.
’0.

O
O
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202710. COMPENSATORY TIMEAdministrative Assistant, Management Assistant, and Police Training CoordinatorEmployees may accrue a maximum of 40 hours of Compensatory Time off, with the exceptionnoted below. Each employee has the option of electing to convert any, or all, accruedCompensatory 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 atthe 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 ofCompensatory 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. Noannual buy back of this time is provided.❖ Compensation Bank No. 2: This bank provides for the accrual of up to eighty (80) hoursof 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 salaryat one and one-half (1 ‘A) times the employee’s regular rate of pay.11. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith 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 withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible 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 interestwill 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 thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds.8 499
MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027

12.COSTOFLIVINGADJUSTMENT
Increasestoemployees’basewages/salaryrangesfOranyrepresentedpositionsareasfollows:
‘3EffectivethefirstpayperiodafterratificationoftheCPPEAUnitandapprovalbytheCity Council:Twopercent(2%)
‘3‘EffectivethebeginningofthepayperiodincludingJuly1,2026:Fourpercent(4%) Foranypart—timepositionthatreceivesamandatedwageincrease(duetotheminimumwagelaw), thefull-timepositionwillreceivethesameincrease.

13.COURTAPPEARANCECOMPENSATION
Employeeswhoaresubpoenaedtoappearincourtduringtheiroff-dutyhoursarecompensatedat oneandone-half(1—1/2)timestheirhourlyrateofpaywitha2—hourminimumguarantee.

Employeeswhoreceivetwo(2)separatesubpoenastoappearforthemorningandafternoon sessionsonthesamedaywillreceivetwo(2),2-hourminimumguarantees.Timespentduringall courtroomrecesses,includingcourtlunchrecesseswillbeconsideredtimeworkedforpurposes ofcomputingcompensation.Hoursspentincourtbeyondthetwo(2),2-hourguaranteeswillbe compensatedonanhour-per-hourbasiswiththeexceptionoftraveltime.Employeeswhodonot exercisetheoptiontoverifythatacaseisscheduledandwhoreporttothecourtwillbe compensatedfortheirappearance.

14.COURTSTAND-BYCOMPENSATION
Offdutypersonnelwhoareplacedonstand—byforapossiblecourtappearancewillbepaidattheir straighttimeratefortwo(2)hoursperday.

15.COURTTRAVEL
Employeeswhoaresubpoenaedtoandappearinacourtoutsidethelocalarea(thelocalareabeing definedasPomonaandRanchoCucamonga)duringoffdutyhourswillbepaid,atastraighttime rate,compensatorytimeofffortraveltime.ThetraveltimeistobecalculatedfromtheChino PoliceDepartmenttothecourtandreturn.

16.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiary(ies)on fileinHumanResources/RiskManagementattimeofdeath.

Intheeventofanemployee’sdeath,theirbeneficiary(ies)willreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeaveTimewillbepaidoutattherateestablishedbyyears ofservice.Iftheemployeewouldhavebeeneligibleforretirementusingthedefinitionin CalPERS,thenSickLeaveTimewillbepaidtotheemployees”beneficiary(ies)at100%cashout oftheaccruedSickLeaveonrecord.
lntheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiary(ies)willreceive100%cash—outofthe employee’saccruedSickLeaveonrecord.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202712. COST OF LIVING ADJUSTMENTIncreases 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 CityCouncil: 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 COMPENSATIONEmployees who are subpoenaed to appear in court during their off-duty hours are compensated atone and one-half (l-Uz) 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 afternoonsessions on the same day will receive two (2), 2-hour minimum guarantees. Time spent during allcourtroom recesses, including court lunch recesses will be considered time worked for purposesof computing compensation. Hours spent in court beyond the two (2), 2-hour guarantees will becompensated on an hour-per-hour basis with the exception of travel time. Employees who do notexercise the option to verify that a case is scheduled and who report to the court will becompensated for their appearance.14. COURT STAND-BY COMPENSATIONOff duty personnel who are placed on stand-by for a possible court appearance will be paid at theirstraight time rate for two (2) hours per day.15. COURT TRAVELEmployees who are subpoenaed to and appear in a court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid, at a straight timerate, compensatory time off for travel time. The travel time is to be calculated from the ChinoPolice Department to the court and return.16. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary (ies) onfile 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 LeaveTime at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by yearsof service. If the employee would have been eligible for retirement using the definition inCalPERS, then Sick Leave Time will be paid to the employees’ beneficiary(ies) at 100% cash outof the accrued Sick Leave on record.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued Sick Leave on record.9 500
Memorandum0fUnderstanding
CPPEAJuly1,2025—June30,2027

17.DEFERREDCOMPENSATIONPLAN
A deferredcompensationplan,457(b),isavailabletoallemployees,providingtax-deferred savingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignated deferredcompensationplanuptothemaximumannualamountallowedbyfederalandstatelaw throughapayrolldeductionprogram.

CityContribution
Employeeswillreceiveaonehundreddollar($100)permonthCitymatchtotheirDeferred CompensationPlanprovidedtheemployeecontributesonehundreddollars($100)permonthto theirCityDeferredCompensationaccount.IftheemployeedoesnotcontributetotheDeferred Compensationaccounteachmonth,theywillnotbeeligiblefortheCitymatch. “Catch-up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47,whoarewithin 3yearsoftheirplannedretirementdate,maytakeadvantageofthe457DeferredCompensation Plan"catch—up"provisionsandallowancesasdefinedinfederalandstatelaw.Totheextent allowedbyfederalandstatelawandtheCity'sdeferredcompensationplanadministrator,the Citywillallow,duringthethree(3)yearspriortoanemployee'splannedretirementdate,the conversionofaccruedSickLeave,Vacation,FloatingHoliday,SickLeaveConversion, CompensatoryTimehourstocashcontributionattheemployee'sbaserateofpayineffectat thetimeofconversion.Leaveconversioncontributionsforthe”457catch—up”shallnormally bedistributedoveranemployee'slastthree(3)yearspriortotheirplannedretirementdate.

However,basedonthetotalamountof”457catch—up"contributionsavailabletotheemployee, accumulatedSickLeavehours,andtheemployee'sdesignatedretirementdate,”457catch—up" contributionsmayoccuroverashorterperiodoftimepriortoretirement,Tobeeligibleto participate,theemployeemustbewithinthree(3)yearsoftheirplannedretirementdate,have”457catch-up"privilegesavailabletothem,andbeenrolledintheCity-sponsored457 DeferredCompensationPlan.
“Catch-up”-SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionofflve(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountiftheychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.

Intheeventanemployeeseparatesforanyreasonotherthanserviceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement willbedeductedbytheCityfromanyorallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.

Inordertoparticipate,theemployeewillselecttheamountofSickLeavetheywanttransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The 10 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202717. DEFERRED COMPENSATION PLANA deferred compensation plan, 457(b), is available to all employees, providing tax-deferredsavings to serve as a retirement supplement. An employee may contribute to the City's designateddeferred compensation plan up to the maximum annual amount allowed by federal and state lawthrough a payroll deduction program.City ContributionEmployees will receive a one hundred dollar ($100) per month City match to their DeferredCompensation Plan provided the employee contributes one hundred dollars ($100) per month totheir City Deferred Compensation account. If the employee does not contribute to the DeferredCompensation account each month, they will not be eligible for the City match.“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are within3 years of their planned retirement date, may take advantage of the 457 Deferred CompensationPlan "catch-up" provisions and allowances as defined in federal and state law. To the extentallowed by federal and state law and the City's deferred compensation plan administrator, theCity will allow, during the three (3) years prior to an employee's planned retirement date, theconversion 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 atthe time of conversion. Leave conversion contributions for the "457 catch-up" shall normallybe 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 toparticipate, 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 457Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 1 00% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursementwill be deducted by the City from any or all earned funds available to the employee onseparation, 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 transferredinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Sick Leave remaining at the end of the year. The10 501
MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.

TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram.
“Catch—up”hoursadvancedwillbeaddedbacktotheemployee’sSickLeavebankfortheSick LeaveProgramcalculation.
“Catch-up”~—VacationLeave
lnordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.

TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Catch-up”—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orCompensatoryLeave)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch-up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRSlimit).The“Age50Catch— up”and“Pre-RetirementCatch-up”provisionsmaynotbothbeusedinthesamecalendaryear.

EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory Timeand/oraccruedVacationLeavetocontributethisadditionalamount.

Contributionstothedeferredcompensationplanwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.

18.DIRECTDEPOSIT
Allemployeeswillberequiredtohavefundsdirectlydepositedintoanaccounttheyestablished fordepositoftheirpayrollchecks.
ll
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027employee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the SickLeave Program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave they wanttransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining at theend of the year. The employee’s Vacation Leave balance would then decrease commensuratelywith the amount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Catch-up”- Other Leave BanksIn order to participate, the employee will select the amount of other leave (this may be FloatingHoliday, Sick Leave Conversion and/or Compensatory Leave) to be transferred into deferredcompensation at the beginning of each of the three (3) years. The amount must be a selectednumber of hours of leave. The employee’s leave balance would then decrease commensuratelywith the amount of funds withdrawn.“Age 50+ Catch-up”In the calendar year an employee reaches age 50 (or older), they may contribute an additionalamount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, CompensatoryTime and/or accrued Vacation Leave to contribute this additional amount.Contributions to the deferred compensation plan will be discontinued while an employee isreceiving Workers’ Compensation payments.18. DIRECT DEPOSITAll employees will be required to have funds directly deposited into an account they establishedfor deposit of their payroll checks. 11 502
MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

19.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity—fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe413‘consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary,withaprovisiontocontinueregular benefltsandbenefitaccruals.Onthe61“consecutivecalendardayofdisability,salarycontinuation ispaidatarateofupto66—2/3%ofsalaryattimeofdisability.Theentirebenefitperiodwillnot exceedfive(5)years.

20.DISCIPLINARYAPPEALPROCEDURE
Resolution2003-11willbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.

21.EMOTIONALSUPPORTCANINEHANDLER
Providehandlerforemotionalsupportcanine,four(4)workhoursperweekforthededicatedcare andmaintenanceofcanine.

Wheneveracanineisretiredfromactivedutylthecaninehandlerlasthavingthecanineshallhave theoptiontopurchasethecaninepursuanttotheapplicablecaninepolicyandpurchasing agreement.

22.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125-FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.

23.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull-time/continuousservice).

Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.

Employeesmaycash—outuptothirtyfive(35)hoursofFloatingHolidayTime,onetimeperfiscal year,inasetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(14) calendardaysfromthedateofseparation.
12 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202719. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41stconsecutive calendar day ofdisability at a rate of 100% of the employee’s base salary, with a provision to continue regularbenefits and benefit accruals. On the 61stconsecutive calendar day of disability, salary continuationis paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will notexceed five (5) years.20. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.21. EMOTIONAL SUPPORT CANINE HANDLERProvide handler for emotional support canine, four (4) work hours per week for the dedicated careand maintenance of canine.Whenever a canine is retired from active duty, the canine handler last having the canine shall havethe option to purchase the canine pursuant to the applicable canine policy and purchasingagreement.22. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.23. FLOATING HOLIDAY TIMEEmployees 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 fiscalyear, in a set number of hours, payable at the employee’s existing base rate of pay at the time ofrequest. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten (10) working days prior to request). Any remaining Floating HolidayTime will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning/separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation. 12 503
MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027

24.HIRINGINCENTIVE
PerResolutionNo.2022-40,theCitywillpaynew—hirelateralDispatchers(non—entrylevel)an incentiveof$5,000uponhire,andanadditional$5,000uponsuccessfullypassingtheprobation period.

25.HOLIDAYS
TheCityhasdesignatedtwelve(12)ten—hourholidaysasfollows:
a)
CoordinatorWhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedas theholiday.WhenaholidayfallsonaSunday,thefollowingMondaywillberecognizedas theholiday.Tobeeligibleforanobservedholiday,employeesmustbepaidfortheregularly scheduledworkdaywhichimmediatelyfollowstheobservedholidaytoreceivepayforthat holiday.Forexample,ifaholidayfellonaMonday,andtheemployeewasona4/10work schedulewithFridaysoff,theemployeewouldberequiredtobepaidforaregularlyscheduled workdayontheThursdaybeforetheobservedholidayandtheTuesdayfollowingtheobserved holiday.

WhenaCity-designatedholidayisobservedonanemployee’sscheduleddayoff,holiday hourswillbecreditedtotheemployee.Theemployeeisrequiredtoinitiatecontactwiththeir supervisorinwritingtorequestauthorizationtoutilizethesebankedholidayhours.Any remainingtimewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparationtheaccumulated holidaywillbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinan amountequivalenttothenumberofhoursconstitutinga“workday”atthetimeofseparation.

Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)of thefollowingoptionsforcompensation:
i.Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimehours.
ii.Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate. b)Pertainingtoallpositionsotherthanthoselistedinparagraph(a)herein—Employeesare creditedwithonehundredandfiftyfive(155)holidayhours(observedCityholidaysplus FloatingHolidayTime)atthebeginningofeachfiscalyear.Employeeshavetheoptionof convertingHolidayTimetocashortoaccumulatedtimeoff.Holidaytimeconvertedtocash pursuanttoexerciseoftheaboveoption,willbecompensatedatthecurrentbasehourlyrate.

Anyholidaysconvertedtoaccumulatedtimeoffmustbeutilizedduringthefiscalyear,and NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear’sEve
PertainingtoAdministrativeAssistant,ManagementAssistant“andPoliceTraining Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202724. HIRING INCENTIVEPer Resolution No. 2022-40, the City will pay new-hire lateral Dispatchers (non-entry level) anincentive of $5,000 upon hire, and an additional $5,000 upon successfully passing the probationperiod.25. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s DayPresidents DayIndependence DayVeterans DayDay following ThanksgivingChristmas Day Martin Luther KingMemorial DayLabor DayThanksgiving DayChristmas EveNew Year’s Evea) Pertaining to Administrative Assistant, Management Assistant, and Police TrainingCoordinator - When a holiday falls on a Saturday, the preceding Friday will be recognized asthe holiday. When a holiday falls on a Sunday, the following Monday will be recognized asthe holiday. To be eligible for an observed holiday, employees must be paid for the regularlyscheduled workday which immediately follows the observed holiday to receive pay for thatholiday. For example, if a holiday fell on a Monday, and the employee was on a 4/10 workschedule with Fridays off, the employee would be required to be paid for a regularly scheduledworkday on the Thursday before the observed holiday and the Tuesday following the observedholiday.When a City-designated holiday is observed on an employee’s scheduled day off, holidayhours will be credited to the employee. The employee is required to initiate contact with theirsupervisor in writing to request authorization to utilize these banked holiday hours. Anyremaining 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 moreaccumulated holidays on account on the effective date of the separation the accumulatedholiday will be converted to cash at the hourly rate existing at the time of separation and in anamount 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) ofthe following options for compensation:i. Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime 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 arecredited with one hundred and fifty five (155) holiday hours (observed City holidays plusFloating Holiday Time) at the beginning of each fiscal year. Employees have the option ofconverting Holiday Time to cash or to accumulated time off. Holiday time converted to cashpursuant 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, and13 504
MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
therewillbenooptiontocarryunusedaccumulatedholidaytimefromoneflscalyearto another.EmployeeswhohaveunusedholidayhoursfortheperiodofJulylthroughJune30 ofanyfiscalyearwillbepaid,onthelastpaydayofthefiscalyear,forallremaininghours calculatedatthebasehourlyrateforeachhourofunusedholidaytime.

Employeesmayreceivepaymentforholidaysinonelumpsum,inacheckseparatefromtheir regularpayrollcheck,uponwrittenrequesttotheCity’sFinanceDepartment,atanytime throughouttheyear.Requestssubmittedwithtimesheetswillbepaidwiththenextregular payrollcheckdistribution.Holidaypaywillbecalculatedatthepayrateatthetimeofcash out.

SpecialcompensationwillbereportedaccordingtoPERSrequirementsandguidelines.

ExceptforemployeesretiringfromtheCity,employeeswhouseorreceivepayforobservedCity holidaysandsubsequentlyterminatetheiremploymentwiththeCity,willberesponsibleto reimbursetheCityforhoursusedbeyondthosewhichwouldhavenormallyaccruedduringthat periodoftimeinthefiscalyear.SeeSalaryAdjustments(Overpayments,Recovery,and Underpayments)SectionofthisMOU.

26.HOLIDAYCLOSURE
PertainingtoAdministrativeAssistant,ManagementAssistant,andPoliceTrainingCoordinator:

TheCityreservestherighttoclosenon-safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation,FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod.

TheCityshallhavethediscretiontoadvanceVacationtime,whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.

Basedontheorganizationalneeds,certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheChiefofPolice.

27.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemloyee.

Foralljuryservice,employeesarerequiredtodeliverajurydutycertificationformattheendof therequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreportto workbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(l)hourofactual worktime.

28.LEAVEAPPROVAL
Employeesareguaranteedtoreceiveapprovalfromsupervisor(s)forpaidleaveofnotlessthan eighty(80)hoursnon~consecutiveVacation,FloatingHolidayorCompensatoryTimeeachfiscal yeartobedeductedfromtheemployee’saccruedleavetimeonrecord. 14 p
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027there will be no option to carry unused accumulated holiday time from one fiscal year toanother. Employees who have unused holiday hours for the period of July 1 through June 30of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hourscalculated 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 theirregular payroll check, upon written request to the City’s Finance Department, at any timethroughout the year. Requests submitted with time sheets will be paid with the next regularpayroll check distribution. Holiday pay will be calculated at the pay rate at the time of cashout.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 Cityholidays and subsequently terminate their employment with the City, will be responsible toreimburse the City for hours used beyond those which would have normally accrued during thatperiod of time in the fiscal year. See Salary Adjustments (Overpayments, Recovery, andUnderpayments) Section of this MOU.26. HOLIDAY CLOSUREPertaining 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'sDay. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick LeaveConversion 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 employeein the future, to those employees who request it and who do not have any current Vacation, FloatingHoliday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leavestatus during the closure.Based on the organizational needs, certain classifications may be required to work during theholiday closure. This determination will be made by the Chief of Police.27. JURY DUTYEmployees 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 ofthe required jury duty to verify such service. Employees required to serve on a jury must report towork before and after jury duty provided there is an opportunity for at least one (1) hour of actualwork time.28. LEAVE APPROVALEmployees are guaranteed to receive approval from supervisor(s) for paid leave of not less thaneighty (80) hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscalyear to be deducted from the employee’s accrued leave time on record.14 505
Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027

29.LIFEINSURANCE
Employeesareprovidedwith$100,000inlifeinsurancecoverage.

SeealsoDeathBenefitSectionofthisMOU.

30.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
"‘10yearsofservice—$500paidinalumpsumattimeofanniversary. '0.’ 15yearsofservice-$1,000paidinalumpsumattimeofanniversary. 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 3Oyearsofservice-$2,500paidinalumpsumattimeofanniversary. 35yearsofservice-$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice-$4,000paidinalumpsumattimeofanniversary.

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31.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.

Theserightsinclude,butarenotlimitedto:
‘3Determiningtheorganization,mission,andobjectivesoftheagencyordepartment. 'Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directing,andcontrollingtheworkforce.
‘Establishingpolicies,procedures,andstandardsforemployeeconductand performance.
isConductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.
'2‘Determiningthenumber,location,andtypesofemployeesrequired. ‘:’Hiring,promoting,transferring,assigning,andretainingemployees. '3Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
‘:‘Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthe technologyusedtoperformwork.
'3Implementingcorrectiveactions,includingsuspension,demotion,ortermination,for Justcause.
6’Takingallnecessaryactionstocarryoutitsmissioninemergencies,including reassigningpersonnelandmodifyingworkassignmentsasneeded. ‘9ThereisnotprovisioninthisMOUthatshallbedeemedtolimitorcurtailtheCity’s rights,unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtail orlimitsuchrights.

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Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe CPPEAUnitconcerningtheimpactoftheexerciseofCityrightsonwages,hours,andtermsand conditionsofemployment.

Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 202729. LIFE INSURANCEEmployees are provided with $100,000 in life insurance coverage.See also Death Benefit Section of this MOU.30. LONGEVITY PAYEmployees 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 RIGHTSThe 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 andperformance.❖ Conducting performance evaluations and implementing performance improvementplans 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, andperformance evaluation.❖ Exercising full control and discretion over the organization’s structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning personnel and modifying work assignments as needed.❖ There is not provision in this MOU that shall be deemed to limit or curtail the City’srights, unless and only to the extent that the provision of this MOU specifically curtailor limit such rights.MEET AND CONFERWhere required by law, the City agrees, prior to implementation, to meet and confer with theCPPEA Unit concerning the impact of the exercise of City rights on wages, hours, and terms andconditions of employment.15 506
Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027

32.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheChiefofPoliceforuseofpersonal automobilesforCitybusiness.Employeesmustprovidepriortoanymileagereimbursementbeing paidtherequiredvehicleinsuranceverification.

VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfllewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheChiefofPoliceandFinanceDepartmentthatthemileage reimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeenprovided.

TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementformileage.

33.ON-CALLPAY
Employeeswhoarereleasedfromactivedutybutarerequiredtoleavenoticewheretheycanbe reachedshallbedefinedasassignedtoon-callduty.On—calldutyrequiresemployeesassignedto respondtowithinareasonableperiod.TheChiefofPolicemayestablishwhatconstitutes reasonableresponsetimesbasedonthenatureofincident.

Inordertoassureareasonableresponsetime,employeeson—callarerequiredtoeithercarryaCity- providedcommunicationdeviceorprovidetheirsupervisorwithatelephonenumberwherethey canbereachedwhileon-callduty.

TheChiefofPoliceshallidentifypositionswithintheDepartmentthatrequireemployeestobe on—callandareeligibleforon-calldutypay.

Employeesplacedon—callwillbeguaranteedtwo(2)hoursstraighttimepayforeachdayofthe week,includingweekendsandholidays.Theemployeemayelecttohavethisinpayor CompensatoryTimeoff.

34.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone—half(1-1/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.

SeealsoRegularRateofPaySectionofthisMOU.

35.OVERTIMECOMPENSATION
Mandatoryovertimewillbeallovertimewhichisassigned;thisratewillbeatoneandone—half (l—‘/2)timestheemployee’shourlyrate.Employeeswhoworkbeyondtwo(2)consecutiveshifts withina24hourperiodwillbecompensatedattwo(2)timestheemployee’sregularbaserateof paycommencingonthe17thconsecutivehourofwork.

SeealsoRegularRateofPaySectionofthisMOU.
16 Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 202732. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by the Chief of Police for use of personalautomobiles for City business. Employees must provide prior to any mileage reimbursement beingpaid the required vehicle insurance verification..Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Chief of Police and Finance Department that the mileagereimbursement 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 calculatereimbursement for mileage.33. ON-CALL PAYEmployees who are released from active duty but are required to leave notice where they can bereached shall be defined as assigned to on-call duty. On-call duty requires employees assigned torespond to within a reasonable period. The Chief of Police may establish what constitutesreasonable 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 City-provided communication device or provide their supervisor with a telephone number where theycan be reached while on-call duty.The Chief of Police shall identify positions within the Department that require employees to beon-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 theweek, including weekends and holidays. The employee may elect to have this in pay orCompensatory Time off.34. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a work week will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (l-!4) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.See also Regular Rate of Pay Section of this MOU.35. OVERTIME COMPENSATIONMandatory overtime will be all overtime which is assigned; this rate will be at one and one-half(l-'/z) times the employee’s hourly rate. Employees who work beyond two (2) consecutive shiftswithin a 24 hour period will be compensated at two (2) times the employee’s regular base rate ofpay commencing on the 1 7lhconsecutive hour of work.See also Regular Rate of Pay Section of this MOU.16 507
MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

36.PRISONERTRANSPORTATIONPAY
SeeSpecialAssignmentPaysection0fthisMOU.

37.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwomOfficerhireasfollows:
'3$2,000@ Hireplus$500@ completionofprobationforentrylevel. 't'$4,000@ Hireplus$1,000@ completionofprobationforlateral.

ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
‘i‘$2,000athire+$500attimeofcompletionofprobation.

38.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemployee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(6)).Inadditiontothebasesalaryrate,compensationearnedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
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ActingPay
AdditionalDutyPay
UnusedportionsoftheBenefitBankactuallyreceivedascash
BilingualPay
LongevityPay
SpecialAssignment/Pay
StandbyPay
TrainingPay
UniformCleaningAllowance
Forpurposesofcalculatingthetotalhoursactuallyworkedintheworkperiod,allhourstakenas leaveduringtheworkperiodwillcontinuetobedeductedfromtotalnumberofhoursactually paid.

SeealsoOvertimeandOvertimeCompensationSectionsinthisMOU.

39.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhoisinfact,rehiredlaterthansix(6)monthsaftertheeffectivedateof resignationandthenemployedintheirformerclassification,orinapositionwithinthe classificationseriesheldatthetimeofresignationandinacomparableorlowerrank,willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessetbaseduponthenumberofyearsofservicewiththeCityofChinopriortotheirresignation. 17 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202736. PRISONER TRANSPORTATION PAYSee Special Assignment Pay section of this MOU.37. RECRUITMENT INCENTIVEFor 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 DispatchSupervisor:❖ $2,000 at hire + $500 at time of completion of probation.38. REGULAR RATE OF PAYFor 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 USCSection 207(e)). In addition to the base salary rate, compensation earned by the employee duringthe seven (7) day work period pursuant to the following provisions of this Memorandum ofUnderstanding (“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 AllowanceFor purposes of calculating the total hours actually worked in the work period, all hours taken asleave during the work period will continue to be deducted from total number of hours actuallypaid.See also Overtime and Overtime Compensation Sections in this MOU.39. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is noted as beingsubject to rehire, and who is in fact, rehired later than six (6) months after the effective date ofresignation and then employed in their former classification, or in a position within theclassification series held at the time of resignation and in a comparable or lower rank, will servethe same probationary period that any new hire would otherwise serve and will be otherwisesubject to all terms and conditions of employment applicable to any newly hired employee. Theonly exception will be that any employee rehired will have their seniority level and leave accrualrates set based upon the number of years of service with the City of Chino prior to their resignation.17 508
Memorandum0fUnderstanding
CPPEAJuly1,2025—Juna30,2027
EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire.Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.

40.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Anemployeeislimitedtothirty(3O)calendardaysfromserviceofanadversedocumentinwhich torespondtosaiddocumentplacedintheirPersonnelFile.Iftheemployee,ortheemployee’s representative,requiresadditionaltimetopreparearesponse,eitherpartymay,inwriting,notify theDirectorofHumanResources/RiskManagementandanadditionalthirty(30)daysextension willbegranted.

41.RETIREMENT
RetirementPlansTheCityhasathree—tierretirementplanasfollows:

A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctoberl6,201l willcontinuetobeeligibleforthe2.7%atage55Plan,withthesinglehighestyearfinal compensation.

B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctoberl6, 2011willbeenrolledinthe2%atage55Plan,witha3—yearaveragefinalcompensation.

C.EmployeeshiredonorafterJanuaryl,2013,willbeenrolledinthe2%atage62(PEPRA) Plan,witha3-yearaveragefinalcompensation.

MemberContributiontoPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoCalPERSwillbemadeonapre-taxbasis,inaccordancewithIRSSection414 (h)(2)andPERSguidelines:

A.2.7%at55,ifhiredbeforeOctoberl6.201l:
1)Employeecontributionrate8%ofreportablecompensation.

B.2%at55,ifhiredonorafterOctoberl6,201l:
l)Employeecontributionrate7%ofreportablecompensation.

C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl,2013:
l)Employeecontributionrate7.25%ofreportablecompensation(subjecttochange).

FourthLevel1959SurvivorBenefit—TheCitywillpayallcostsassociatedwiththisbenefit.

42.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.

A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepayment shalloccurwithinthesametimeframetheoverpaymentwasreceivedbytheemployee orsooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months, theemployeeshallbegivensix(6)monthstorepaytheoverpayment.

Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovided totheemployee.A meetingmayberequestedbytheemployeewiththeHuman IQ
18 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. SickLeave on record at the time of separation that was not compensated for, will be reinstated.40. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEAn employee is limited to thirty (30) calendar days from service of an adverse document in whichto respond to said document placed in their Personnel File. If the employee, or the employee’srepresentative, requires additional time to prepare a response, either party may, in writing, notifythe Director of Human Resources/Risk Management and an additional thirty (30) days extensionwill be granted.41. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 16, 201 1will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 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 PERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions 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, 201 1:1 ) Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 201 1:1) 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 thesalary adjustment becomes effective.A. Overpayments1 . In situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repaymentshall occur within the same time frame the overpayment was received by the employeeor 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 the calculations of the overpayment will be providedto the employee. A meeting may be requested by the employee with the Human18 509
MemorandumofUnderstanding
CPPEAJuly1,2025-June30,2027
Resources/RiskManagementandFinanceDepartmentst0reviewthedocumentation andtodiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepayment amountoralternativerepaymentmethodwillbedocumentedinwriting.

Chino City CouncilNovember 4, 2025

Chino City Council
November 4, 2025