3.Extensionstotheperiodforrepaymentoftheoverageoranalternativeprepayment methodmayberequestedbytheemployeeandaresubjecttotheapprovalofthe DirectorofHumanResources/RiskManagementortheirdesignee.Extensionswillbe approvedonlyinthecaseofextremehardship,andtheextendedperiodforrepayment willnotbelongerthanoneandone—half(l
1/2)timesaslongastheoverpaymentperiod.
B.Recovery
l.Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreater thantheemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainstthe employee.
C.Underpayments
l.lnsituationinvolvingunderpaymenttoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbe made,followingtimelysubmissionofappropriatedocumentationandnecessary approvalofthecompensationchange.
PublicSafetyDispatcher—willreceiveaone-timeadjustmenttocurrentbasesalaryrangeinorder toplacethisclassificationinlinewiththenumberthree(3)positionamongthesalarysurveycities.
43.SCHEDULE
A.WORKSCHEDULES
TheChiefofPoliceshallestablishworkschedulesandhoursasmaybenecessaryforthe efficientandoperationalneedsoftheDepartmentortheserviceneedsofthecommunity.
CHANGINGOFDAYSOFFFORTRAININGPURPOSES:
Employeeswillnotbesubjectedtonon-voluntarysplittingoftheirdaysofftoaccommodate departmentaltrainingneeds.
EMERGENCYSCHEDULE:
TheCityreservestherighttowaivethesenioritycriteriaanddetermineshiftworkscheduling andvacationsasisnecessaryanddesirablefortheneedsoftheservice,underemergencyand/or temporarysituations.(RefertoSenioritysection)
FLEXIBLETIMESCHEDULING:
TheCityallowsemployeestheabilitytoutilizeaflexibletime(flextime)workschedule.
Schedulingisdeveloped/administereddepartmentallywiththeChiefofPoliceservingas ultimateapproverofschedules.
44.SENIORITY
TheCityandnon—swornemployeesoftheChinoPoliceDepartmentagreetouseseniorityasthe methodofdeterminingshiftworkschedulesandvacation.
SenioritywillbedeterminedbyhiredatewithChinoPoliceDepartment.lftwo(2)newpersonnel (anyjobclassorrank)arehiredatthesametime,atthesamestep,forthesameposition,then 19 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Resources/Risk Management and Finance Departments to review the documentationand to discuss the recovery schedule. The repayment schedule, biweekly repaymentamount or alternative repayment method will be documented in writing.3. Extensions to the period for repayment of the overage or an alternative prepaymentmethod may be requested by the employee and are subject to the approval of theDirector of Human Resources/Risk Management or their designee. Extensions will beapproved only in the case of extreme hardship, and the extended period for repaymentwill not be longer than one and one-half (1 !4) times as long as the overpayment period.B. Recovery1 . If 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 greaterthan the employee’s final pay, the City may initiate a collections process against theemployee.C. Underpayments1. In situation involving underpayment to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can bemade, following timely submission of appropriate documentation and necessaryapproval of the compensation change.Public Safety Dispatcher - will receive a one-time adjustment to current base salary range in orderto place this classification in line with the number three (3) position among the salary survey cities.43. SCHEDULEA. WORK SCHEDULESThe Chief of Police shall establish work schedules and hours as may be necessary for theefficient and operational needs of the Department or the service needs of the community.B. CHANGING OF DAYS OFF FOR TRAINING PURPOSES:Employees will not be subjected to non-voluntary splitting of their days off to accommodatedepartmental training needs.C EMERGENCY SCHEDULE:The City reserves the right to waive the seniority criteria and determine shift work schedulingand vacations as is necessary and desirable for the needs of the service, under emergency and/ortemporary situations. (Refer to Seniority section)D. FLEXIBLE TIME SCHEDULING:The City allows employees the ability to utilize a flexible time (flex time) work schedule.Scheduling is developed/administered departmentally with the Chief of Police serving asultimate approver of schedules.44. SENIORITYThe City and non-swom employees of the Chino Police Department agree to use seniority as themethod of determining shift work schedules and vacation.Seniority will be determined by hire date with Chino Police Department. If two (2) new personnel(any job class or rank) are hired at the same time, at the same step, for the same position, then19 510
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Citypayrollnumbers(determinedalphabetically)willdeterminesenioritywiththelowestnumber beingsenior.
Foraddedclarification,theCityreservestherighttowaivethesenioritycriteriaanddetermine shiftworkschedulingandvacationsasisnecessaryanddesirablefortheneedsoftheservice, underemergencyand/ortemporarysituations.
45.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheChiefofPolice,employeesmaybeallowedtoextendtheir lastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(1)payperiod beyondthelastdaytheemployeephysicallyreportstowork.
Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgovemingleaveusage.TheChiefofPoliceordesigneeshall beresponsibleforreviewingandgrantingrequestsonacase—by—casebasistoensureconsistency andfairnessinapplication.
Forthisarticle,qualifyingleavetimeisdefinedasvacation,holiday,floatingholiday,personalor comptime.SickleaveusagewillbeallowedunderthetermsofArticle46SickLeave,andthose provisionsmustbefollowedforanysickleaveusagetobeallowedunderthisarticle.
46.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous full—timeemployment.Followingthe90thdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(lO)hoursofSickLeavepermonthuptoamaximumaccrualofonethousandeighty (1,080)hours.
Ifanemployeechangesstatus(e.g.changesfromfull-timetopart-timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOUor SummaryofBenefits.
UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentforanySickLeavehoursfortimemissedfromwork.
47.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongasthe prioremployerdidnotcompensatetheemployeefortheseSickLeavehoursatthisamountor greater.Newemployeeswillberequiredtoprovideproofthatthesickleavehourswerenotcashed outbypresentingtheirlastpaystuborwrittenverificationfromtheirprioremployer’sPayroll Division.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027City payroll numbers (determined alphabetically) will determine seniority with the lowest numberbeing 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.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 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, floating holiday, personal orcomp time. Sick leave usage will be allowed under the terms of Article 46 Sick Leave, and thoseprovisions must be followed for 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 90lhday 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 up 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 for time missed from work.47. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long as theprior employer did not compensate the employee for these Sick Leave hours at this amount orgreater. New employees will be required to provide proof that the sick leave hours were not cashedout by presenting their last pay stub or written verification from their prior employer’s PayrollDivision.20 511
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48.SICKLEAVEBUY-BACK
AtseparatiOn0femploymenttheCitywillbuybackapercentageoftheemployee’saccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:
TheCitywillbuy-backSickLeaveat100%foranyserviceordisabilityretirementfollowingfive (5)yearsofcontinuousfull—timeservicewiththeCityasthefinalemployer.
49.SICKLEAVECONVERSIONTOPERSONALLEAVE
ForemployeeswhohaveeamedSickLeaveaccrualbenefitsforone(1)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:
PersonalLeavemustbetakenastimeoffwithapprovalfromtheChiefofPoliceandmaynotbe carriedfromonefiscalyeartoanother.PersonalLeavethatisnotusedwillbecreditedtoSick Leaveattheendofthefiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty (1,080)hoursSickLeavelimit.
50.SICKLEAVEPROGRAM
EmployeeswithaSickLeaveaccumulationinexcessofninehundredandsixty(960)hoursonthe lastpayperiodinJune,mayconvertuptofiftysix(56)hoursofsickleavetocash.Paymentshall becalculatedattheemployee’shourlybaserateandpaidinthefinalpayrollcheckofeachfiscal year.
51.SPECIALASSIGNMENTS
Employeeswillbesubjecttomandatorytransfersinto“SpecialAssignments”tomeetthe operationalneedsoftheCity.Trainingwillbeprovided,asneeded,toassistinthetransitionof 21 CompletedYearsofService %ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Earned (10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) 0 8days(64hrs) 0+64+56=120hrs
11days(110hrs) 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(16hrs)60+16+44=120hrs
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202748. 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 contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%1 0 years 35%1 5 years 40%20 or more years 45%The City will buy-back Sick Leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer.49. 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 convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56= 120 hrs1 1 days (110 hrs)1 day (1 0 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 (1 6 hrs)60+16+44= 120 hrsPersonal Leave must be taken as time off with approval from the Chief of Police and may not becarried from one fiscal year to another. Personal Leave that is not used will be credited to SickLeave at the end of the fiscal year if said credited hours do not exceed the one thousand eighty(1,080) hours Sick Leave limit.50. SICK LEAVE PROGRAMEmployees with a Sick Leave accumulation in excess of nine hundred and sixty (960) hours on thelast pay period in June, may convert up to fifty six (56) hours of sick leave to cash. Payment shallbe calculated at the employee’s hourly base rate and paid in the final payroll check of each fiscalyear.51. SPECIAL ASSIGNMENTSEmployees will be subject to mandatory transfers into "Special Assignments” to meet theoperational needs of the City. Training will be provided, as needed, to assist in the transition of21 512
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acquiringnewdutiesandresponsibilities.Ifanemployeehasaspecificconcernrelativetothe“SpecialAssignment”theyhavebeenchosentotill,adiscussionwillbeheldthatmayincludethe affectedemployee,theirrepresentative,theDirectorofHumanResources/RiskManagementand anyotherrelevantparty.
Anemployeewillexperiencenochangeincompensationifthe“SpecialAssignment”isdeemed tobesetatalowerpaygradethantheemployeeiscurrentlyearning.Ifanemployeeisplacedin apositionatahigherpaygradethantheemployeeiscurrentlyearning,thiswillbedeemedtobe“ActingDuty”andwillbecompensatedinaccordancewiththeCity’sRulesregarding“Acting Duty”status.Theperiodoverwhich“ActingDuty”canbecontinuedwillnotbelimitedbythe timelinesetinthePersonnelRules.Anemployeeon“SpecialAssignment”willnotbeplacedon probationarystatus.Thelengthoftimetobeworkedin“SpecialAssignment”isundetermined; however,anemployee,ortheirrepresentative,mayperiodicallyrequestastatusreportastothe anticipatedcontinuationoftheir“SpecialAssignment”job.
Anemployeedemonstratingabonafideinabilitytoperformthedutiesofthe“SpecialAssignment” (i.e.,notperformingatasatisfactorylevelorbetter)willnotbesubjecttoterminationifsaid substandardperformanceisbasedonalackofjobskilloradisability.
52.SPECIALASSIGNMENTPAY
AnadditiOnalonehundreddollars($100)permonth(paidover24payperiods)willbepaidto PoliceServiceOfficerswhoseadditionaldutiesincludeprisonertransportation.
53.STANDBYPAY
Two(2)hoursforeachdayoftheweek,includingweekendsandholidays,willbepaidatstraight time,inpayorCompensatoryTimeoffattheemployee’soption,toemployeesrequiredtobeon StandbydutyasauthorizedbytheChiefofPoliceoradesignatedrepresentative.
54.TRAININGPAY
EmployeesholdingthepositionclassificationofCrimeAnalyst,CrimePrevention&Community OutreachSpecialist,PoliceRecordsTechnician,PoliceRecords&EvidenceCoordinator,Police ServiceOfficerI/II,Property&EvidenceTechnician,andPublicSafetyDispatcherI/IIwhoare formallydesignatedtoactasaTrainingOfficer,actuallysupervisingatrainee,anddoingsofor nolessthan50%oftheTrainingOfficer’sregularlyscheduledshift,willeamoneand1/2(l 1/2
)
hoursofpayforeachshiftservedasaTrainingOfficer.Thispaywillhavenolimitingeffecton thereceiptofovertimebythetrainingemployeewhenovertimeisauthorizedbythesupervisor.
55.TUITIONADVANCEPROGRAM
Full—time,non-probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.
l)‘xl)\
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 2027acquiring new duties and responsibilities. If an employee has a specific concern relative to the“Special Assignment” they have been chosen to fill, a discussion will be held that may include theaffected employee, their representative, the Director of Human Resources/Risk Management andany other relevant party.An employee will experience no change in compensation if the “Special Assignment” is deemedto be set at a lower pay grade than the employee is currently earning. If an employee is placed ina position at a higher pay grade than the employee is currently earning, this will be deemed to be“Acting Duty” and will be compensated in accordance with the City’s Rules regarding “ActingDuty” status. The period over which “Acting Duty” can be continued will not be limited by thetimeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed onprobationary status. The length of time to be worked in “Special Assignment” is undetermined;however, an employee, or their representative, may periodically request a status report as to theanticipated continuation of their “Special Assignment” job.An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment”(i.e., not performing at a satisfactory level or better) will not be subject to termination if saidsubstandard performance is based on a lack of job skill or a disability.52. SPECIAL ASSIGNMENT PAYAn additional one hundred dollars ($100) per month (paid over 24 pay periods) will be paid toPolice Service Officers whose additional duties include prisoner transportation.53. STANDBY PAYTwo (2) hours for each day of the week, including weekends and holidays, will be paid at straighttime, in pay or Compensatory Time off at the employee’s option, to employees required to be onStandby duty as authorized by the Chief of Police or a designated representative.54. TRAINING PAYEmployees holding the position classification of Crime Analyst, Crime Prevention & CommunityOutreach Specialist, Police Records Technician, Police Records & Evidence Coordinator, PoliceService Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II who areformally designated to act as a Training Officer, actually supervising a trainee, and doing so forno less than 50% of the Training Officer’s regularly scheduled shift, will earn one and 1/2 (1 ’A )hours of pay for each shift served as a Training Officer. This pay will have no limiting effect onthe receipt of overtime by the training employee when overtime is authorized by the supervisor.55. 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.22 513
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Thenon-probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredtocompleteoneyearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.
AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof 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)andreceiptsforexpensesattheendofeithertheinitial60 calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.
56.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResourcesDepartment/RiskManagementnolaterthanMay15‘ofeachyearinorder toparticipateinthisEnhancedProgram.
23 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027The 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 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 year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursementshall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association 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 60calendar 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.56. 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 makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources Department/Risk Management no later than May 1stof each year in orderto participate in this Enhanced Program.23 514
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Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.
57.UNIFORMCLEANINGALLOWANCE
Employeesinthefollowingclassifications:CrimePrevention&CommunityOutreachSpecialist, CrimeAnalyst,PoliceRecordsTechnician,PoliceRecords& EvidenceCoordinator,Police ServiceOfficerI/Il,Property&EvidenceTechnician,andPublicSafetyDispatcherI/IIwillbe providedwithauniformcleaningallowanceofsevenhundredandseventydollars($770)peryear.
EffectiveAugustl,2025,theCityagreestopaytheuniformcleaningallowanceofthirty—two dollarsandeightcents($32.08)per24payperiods.
ForPERSClassicemployees,theCityshallreporttoCalPERSthemonetaryvalueofuniformsin theamountofthirty-twodollarsandeightcents($32.08)per24payperiods.Ifassignmentismade toanon-uniformedunittheemployeewillnolongereligibletoreceivetheuniformcleaning allowanceandtheDepartmentwillimmediatelynotifyHumanResources/RiskManagement DepartmentbyprocessingaPersonnelActionForm(PAF)toceasepaymentoftheuniform cleaningallowance.
58.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.UponseparationfromCity employment,accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.
Newemployeeswithlessthansix(6)monthsofCityserviceareineligibletoreceiveVacation LeaveConversion.ItistheresponsibilityofemployeestoscheduleVacationtimeoffforrestand recuperationinorderthatearnedVacationtimeinexcessoffourhundred(400)hourswillnotbe removedfromtherecords.
59.VACATIONLEAVEBUY-BACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithless thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.
60.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(I20)hoursofVacation Leavemayconvertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.
EmployeesmayconvertleavetopayinApriland/orNovemberofeachyear,calculatedatthe employee’shourlybaserateofpayatthetimeofconversion.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.Usagerequirementwaivedfor“activated”militarypersonnel. 24 MonthsofCompletedService AnnualVacationAccrual
6-24 12Days(I20hours)
25-48 15Days(150hours)
49—108 18Days(180hours)
109-120 19Days(I90hours)
121+ 20Days(200hours)
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027It 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.57. UNIFORM CLEANING ALLOWANCEEmployees in the following classifications: Crime Prevention & Community Outreach Specialist,Crime Analyst, Police Records Technician, Police Records & Evidence Coordinator, PoliceService Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II will beprovided with a uniform cleaning allowance of seven hundred and seventy dollars ($770) per year.Effective August 1, 2025, the City agrees to pay the uniform cleaning allowance of thirty-twodollars and eight cents ($32.08) per 24 pay periods.For PERS Classic employees, the City shall report to CalPERS the monetary value of uniforms inthe amount of thirty-two dollars and eight cents ($32.08) per 24 pay periods. If assignment is madeto a non-uniformed unit the employee will no longer eligible to receive the uniform cleaningallowance and the Department will immediately notify Human Resources/Risk ManagementDepartment by processing a Personnel Action Form (PAF) to cease payment of the uniformcleaning allowance.58. VACATION LEAVEMaximum accrual of Vacation is four hundred (400) hours. Upon separation from Cityemployment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.New employees with less than six (6) months of City service are ineligible to receive VacationLeave Conversion. It is the responsibility of employees to schedule Vacation time off for rest andrecuperation in order that earned Vacation time in excess of four hundred (400) hours will not beremoved from the records.Months of Completed ServiceAnnual Vacation Accrual6-24 12 Days (120 hours)25-4815 Days (150 hours)49-10818 Days (180 hours)109-12019 Days (190 hours)121 + 20 Days (200 hours)59. VACATION LEAVE BUY-BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.60. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) hours of VacationLeave may convert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year.Employees may convert leave to pay in April and/or November of each year, calculated at theemployee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Usage requirement waived for ‘"activated” military personnel.24 515
MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
61.WORKERS’COMPENSATIONPROGRAM
Wheneveranemployee0ftheCityisdisabledwhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseoftheirduties,theemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjury,employeeswilluseaccruedSickLeave, VacationLeave,FloatingHolidayLeave,and/orCompensatoryTimeoffforfullsalary continuance.
Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66-2/3%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(12)months.Ifthedisabilityextendsfora periodbeyondfourteen(l4)calendardays,theCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequired,thefirst,second,andthirddays”salaryis paidbytheCitythroughtheWorkers’Compensationprogram.
62.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapermanentdisabilitysettlement,the Citywillprovideatenpercent(l0%)premiumbenefitpaymentprovidedthefollowingoccurs:
'1'ThattheWorkers’CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
’3Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
‘I'Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;
‘I‘ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.
Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefitofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon—litigatedcasesthatcanbepassedontotheillorinjuredworker.
63.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityandCPPEAwill immediatelycommencetonegotiateforthepurposeofreplacinganyinvalidorillegalprovision.
However,nosuchreplacementismandated.
64.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityandCPPEAor determinedbylawand/orbyacourtofcompetentjurisdictiontobeunlawful.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202761. 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 their duties, the employee will be compensated asfollows: On the first, second, and third day of the injury, employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for aperiod beyond fourteen (14) calendar days, the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required, the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.62. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs:❖ That the Workers’ Compensation Appeals Board approves the total settlement, includingthe 1 0% 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 or 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 in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.63. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City and CPPEA willimmediately commence to negotiate for the purpose of replacing any invalid or illegal provision.However, no such replacement is mandated.64. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City and CPPEA ordetermined by law and/or by a court of competent jurisdiction to be unlawful.25 516
Memorandum0fUnderstanding
CPPEAJuly1,2025—June30,2027
65.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjectt0considerationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.
CPPEAproposalsforthenextAgreementareduetotheCitynolaterthanApril15ofeachyear.
66.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandCPPEAUnitagreethattheprovisions ofthisMemorandumofUnderstandingshallbeeffectiveonJulyl,2025,andshallexpireonJune 30,2021/
Signaturesonfollowingpage.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202765. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.CPPEA proposals for the next Agreement are due to the City no later than April 15 of each year.66. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and CPPEA Unit agree that the provisionsof this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027XSignatures on following page. 26 517
?«K@’
LeahGrew,EmployeeRepresentative
ChinOPoliceProfessionalEmployees
Association(CPPEA)
7‘20’93
Date
GA /l§</
FernandoPelaez,EmMeeRepresentative
ChinoPoliceProfessionalEmployees
Association'CPPEA)
7—3/J3’
Date
MemorandumofUnderstanding
CPPEAJulyl.2025June30.2027
Date
Reich,CityManager
7237/41;
WW
TheresaDoyle,DirectorofHuman
Resources/RiskManagement
CityofChino
Date
7’}¥e£02§
(
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30. 2027 Linda Reich. City ManagerLXy of ChinoLeah Green, Employee RepresentativeChino Police Professional EmployeesAssociation (CPPEA)Date DateFernando Pelaez. EmpkKee RepresentativeChino Police Professional EmployeesAssociation (CPPEA)Theresa Doyle, Director of HumanResources/Risk ManagementCity of ChinoDateDate 27 518
AMENDMENT NO. 1 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO
POLICE PROFESSIONAL EMPLOYEES ASSOCIATON
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 Professional Employees Association covering the period of July 1, 2025 through June 30, 202 7 (“CPPEA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and Chino Police Professional Employees Association (“CPPEA”).
RECITALS:
WHEREAS, CPPEA is the recognized employee organization for all regular, non -sworn, full-time Chino police employees in the City of Chino as identified in the CPPEA MOU 2025-27; and
WHEREAS, CPPEA had agreed to defer 1% of its requested cost of living wage (“COLA”) increase from year one to year two of the CPPEA MOU 2025-27 with the understanding that other bargaining groups were doing the same to relieve the immediate fiscal impact of the wage increases on the City, but other bargaining groups have since received the full 3% COLA in the first year of their labor contracts; and
WHEREAS, the labor representatives of the City and C PPEA have determined that changing the implementation sc hedule of Article 1 2 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 designated 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; and
519
Chino Police Professional Employees Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027
2 THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the CPPEA MOU 2025-27, the parties hereto agree to the following update s and/or a mendments made to the current/existing language in the CPPEA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.
ARTICLE 12. COST OF LIVING ADJUSMENT
Currently reads as follows:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Effective the first pay period after ratification of the CPPEA Unit and approval by the City Council: Two percent (2%)
Effective the beginning of the pay period including July 1, 2026: Four percent (4%)
Effective upon approval of the City Council, this Article shall be modified as follows:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Effective the first pay period beginning July 21, 2025, a three percent (3%) cost of living adjustment (COLA). The City appreciates the union’s agreement to defer one percent (1%) into the subsequent contract year but given that such deferment was not universal among employee bargaining groups, the parties agree to implement the full COLA in the first year of the contract as described herein.
Effective the beginning of the pay period including July 1, 2026: Three percent (3%).
ARTICLE 44. SENIORITY
Currently reads as follows:
The City and non-sworn employees of the Chino Police Department agree to use seniority as the method of determining shift work schedules and vacation.
Seniority will be determined by hire date with the Chino Police Depart ment. If two (2) new personnel (any job class or rank) are hired at the same time, at the same step, for the same position, then City payroll numbers (determined alphabetically) will determine seniority with the lowest number being senior.
For added clari fication, the City reserves the right to waive the seniority criteria and determine shift work scheduling and vacations as is necessary and desirable for the needs of the service, under emergency and/or temporary situations.
Effective upon approval of the City Council, this Article shall be modified by wholly replacing the above with the following:
The City and non-sworn employees of the Chino Police Department agree to use seniority as the method of determining shift work schedules and vacation.
Seniority will be determined by hire date within an employee ’s established classification with Chino Police Department as defined by the examples below.
520
Chino Police Professional Employees Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027
3 Example 1: If two (2) new personnel in the classification of Police Dispatcher I are hired at the same time, at the same step, then City payroll number (determine alphabetically by last name) will determine seniority with the lower number being senior.
Example 2: If a part -time employee in the classification of Property & Evidence Technician is promoted into a full-time position with the Department, no matter the classification, their seniority date for determining shift work schedules and vacation will start from the date they begin their full-time position and begin their probationary period.
Example 3: If a fu ll-time employee in the classification of Property & Evidence Technician is promoted into a full -time Crime Analyst position with the Department, their seniority date for determining shift work schedules and vacation will start from the date they begin the ir Crime Analyst position.
The City reserves the right to waive the seniority criteria and determine work shift scheduling and vacation as is necessary and desirable for the needs of the service, under emergency and/or temporary situations. The Chie f of Police or their designee will be responsible for determining emergency and/or temporary changes in work schedules for the efficient and effective operational needs of the Department.
NEW ARTICLE 67. NOTARY PAY
The City will provide compensation in the amount of one hundred dollars ($100) per month for one (1) employee in the unit designated by the Chief of Police to perform notary duties. The payment for notary duties will be made biweekly in the amount of fort y-six dollars and fifteen cents ($46.15) for twenty-six (26) pay periods.
The employee receiving notary pay shall maintain their commission from the California Secretary of State, if they are receiving the notary pay. The City shall pay for the cost of the necessary stamps, journals, supplies, and fees associated with State and/or County requirements, as applicable.
Should the employee not maintain their commission, the employee is responsible for notifying the Chief of Police and Payroll Division immediately, so the notary pay may be ceased.
521
Chino Police Professional Employees Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027
4 Except as expressly provided for in this Amendment No. 1 to the CPPEA MOU 2025-27, all other provisions of the CPPEA MOU 2025-27 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the CPPEA MOU 2025-27 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.
_________________________________ ______________________________ Fernando Pelaez, Employee Representative Linda Reich, City Manager Chino Police Professional Employees City of Chino
Association (CPPEA)
_________________________________ ______________________________ Date Date
_________________________________ ______________________________ Leah Green, Employee Representative Terry Doyle, Director of Human Chino Police Professional Employees Resources/Risk Management Association (CPPEA) City of Chino
_________________________________ ______________________________ Date Date
522
RESOLUTION NO. 2025-072
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 CITY HALL CONFIDENTIAL EMPLOYEE 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 City Hall Confidential Employee Association (“CCHCEA”); 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 City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027 (“CCHCEA MOU 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the labor representatives of the City and CCHCEA have determined that changing the implementation schedule of Article 10 on cost o f living wage adjustments in the CCHCEA 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 CCHCEA 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, it is the desire of the City Council of the City of Chino to a pprove and adopt an amendment to the CCHCEA MOU 2025 -27 to memorialize and confirm the change in the implementation schedule of the Article 10 in cost of living wage adjustments.
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 CCHCEA 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 City Hall Confidential Employee 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.
523
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 City Hall Confidential Employee 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 City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027
524
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
525
MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN
July 1, 2025 to June 30, 2027
THE CITY OF CHINO, CALIFORNIA
AND
THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE
ASSOCIATION
526
l)‘x
h'JIw-
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,
ANDTHECHINOCITYHALLCONFIDENTIALEMPLOYEEASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
ACTINGPAY.....................................................................................................................
ADDITIONALDUTYPAY................................................................................................
ASSOCIATIONMATTERS...............................................................................................
ASSOCIATIONREPRESENTATION~REQUESTFORDECERTIFICATION............
BENEFITBANK.................................................................................................................
BEREAVEMENTLEAVE..................................................................................................
BILINGUALPAY...............................................................................................................
COMPENSATORYTIME..................................................................................................
COMPUTERLOANPROGRAM.......................................................................................
COSTOFLIVINGADJUSTMENT...................................................................................
DEATHBENEFIT...............................................................................................................
DEFERREDCOMPENSATIONPLAN.............................................................................
DIRECTDEPOSIT............................................................................................................IO DISABILITY.....................................................................................................................10 DISCIPLINARYAPPEALPROCEDURE.......................................................................IO FLEXIBLEBENEFITSSPENDINGPLAN.....................................................................10 FLOATINGHOLIDAYTIME..........................................................................................IO HOLIDAYS.......................................................................................................................IO HOLIDAYCLOSURE......................................................................................................I JOINT-LABORMANAGEMENTCOMMITTEE...........................................................lI JURYDUTY.....................................................................................................................12 LIFEINSURANCE...........................................................................................................12 LONGEVITYPAY...........................................................................................................12 MANAGEMENTRIGHTS...............................................................................................12 MILEAGEREIMBURSEMENT......................................................................................13 NOTARYPAY..................................................................................................................13 OVERTIME.......................................................................................................................H RECRUITMENTTNCENTIVE.........................................................................................14 REGULARRATEOFPAY 14
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY ......................................................................................................................... 42. ADDITIONAL DUTY PAY ................................................................................................... 43. ASSOCIATION MATTERS .................................................................................................. 44. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION ............ 45. BENEFIT BANK..................................................................................................................... 56. BEREAVEMENT LEAVE ..................................................................................................... 67. BILINGUAL PAY................................................................................................................... 68. COMPENSATORY TIME ..................................................................................................... 69. COMPUTER LOAN PROGRAM.......................................................................................... 710. COST OF LIVING ADJUSTMENT...................................................................................... 711. DEATH BENEFIT................................................................................................................... 712. DEFERRED COMPENSATION PLAN................................................................................ 813. DIRECT DEPOSIT................................................................................................................ 1014. DISABILITY ......................................................................................................................... 1015. DISCIPLINARY APPEAL PROCEDURE ......................................................................... 1016. FLEXIBLE BENEFITS SPENDING PLAN ....................................................................... 1017. FLOATING HOLIDAY TIME............................................................................................. 1018. HOLIDAYS ........................................................................................................................... 1019. HOLIDAY CLOSURE.......................................................................................................... 1120. JOINT-LABOR MANAGEMENT COMMITTEE............................................................. 1 121. JURY DUTY ......................................................................................................................... 1222. LIFE INSURANCE ............................................................................................................... 1223. LONGEVITY PAY ............................................................................................................... 1224. MANAGEMENT RIGHTS .................................................................................................. 1225. MILEAGE REIMBURSEMENT ......................................................................................... 1 326. NOTARY PAY ...................................................................................................................... 1327. OVERTIME ........................................................................................................................... 1428. RECRUITMENT INCENTIVE ............................................................................................ 1429. REGULAR RATE OF PAY ................................................................................................. 14 527
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
I)x
REHIREPOLICY..............................................................................................................
RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
RETIREMENT..................................................................................................................
SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) SCHEDULE.......................................................................................................................
SEPARATIONFROMCITY
SICKLEAVE....................................................................................................................
SICKLEAVEHIRINGINCENTIVE
SICKLEAVEBUY—BACK..............................................................................................
SICKLEAVECONVERSIONTOPERSONALLEAVE...............................................
SICKLEAVEPROGRAM................................................................................................
TUITIONADVANCEPROGRAM
TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
VACATIONLEAVE.........................................................................................................
VACTIONLEAVEBUYBACK......................................................................................
VACATIONLEAVECONVERSION
WORKERS’COMPENSATIONPROGRAM.................................................................
WORKERS’COMPENSATIONPREMIUMPAYMENT 21
SAVINGSCLAUSE..........................................................................................................21 MAINTENANCEOFEXISTINGBENEFITS 21.................................................................
IMPLEMENTATION........................................................................................................21
TERMOFAGREEMENT
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202730. REHIRE POLICY.................................................................................................................. 1431 . RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE.......... 1 532. RETIREMENT ...................................................................................................................... 1533. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)................ 1634. SCHEDULE ........................................................................................................................... 1635. SEPARATION FROM CITY ............................................................................................... 1636. SICK LEAVE ........................................................................................................................ 1737. SICK LEAVE HIRING INCENTIVE.................................................................................. 1 738. SICK LEAVE BUY-BACK ................................................................................................. 1739. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................ 1 840. SICK LEAVE PROGRAM................................................................................................... 1 841. TUITIONADVANCE PROGRAM...................................................................................... 1842. TUITION REIMBURSEMENT - ENHANCED PROGRAM .......................................... 1943. VACATION LEAVE............................................................................................................. 2044. VACTION LEAVE BUY BACK......................................................................................... 2045. VACATION LEAVE CONVERSION................................................................................. 2046. WORKERS’ COMPENSATION PROGRAM ................................................................... 2047. WORKERS’ COMPENSATION PREMIUM PAYMENT ............................................... 2148. SAVINGS CLAUSE.............................................................................................................. 2149. MAINTENANCE OF EXISTING BENEFITS................................................................... 2 150. IMPLEMENTATION............................................................................................................ 2151. TERM OF AGREEMENT .................................................................................................... 21 2 528
Memorandum0fUnderstanding
CONFIDENTIALJuly1,2025AJune30d2027
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,
ANDTHECHINOCITYHALLCONFIDENTIALEMPLOYEEASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:
A.TheChinoCityHallCONFIDENTIALEmployeeAssociation.hereinafterreferredtoasthe“CONFIDENTIAL,”istherecognizedemployeeorganizationforallregular,full-time CONFIDENTIAL,non—managementemployeeswithinCityHallintheCityofChino, hereinafterreferredtoasthe“City,”whoareassignedtotheCityManager’sOffice,Human Resources/RiskManagementDepartment,FinanceDepartment/PayrollDivision, AdministrativeSecretariesreportingtoaDepartmentDirectorandallManagementAssistants assignedtoFinance,CommunityServices,Parks& RecreationandtheAdministration Departments.ThepositionsintheCONFIDENTIALAssociationaredesignatedassuchinthe City’sClassificationandCompensationSchedule—Non—ManagementPositions.
AdministrativeAssistant
CityClerkRecordsTechnician
CommunityLiaison
DeputyCityClerk
ExecutiveAssistant
ExecutiveAssistanttotheCityCouncil
HumanResourcesSpecialistI/II
InformationTechnologySpecialistI/II
ManagementAssistant
PayrollTechnician
IntheinterestofmaintainingharmoniousrelationsbetweentheCityandthe CONFIDENTIAL,authorizedrepresentativesoftheCityandCONFIDENTIALhavemetand conferredingoodfaith,exchangingvariousproposalsconcerningwages,hours,andother termsandconditionsofemploymentoftheemployeeswhicharewithinthescopeoflawfor representedemployeesinCONFIDENTIAL.
TheauthorizedrepresentativesoftheCityandCONFIDENTIALhavereachedmutual agreementonwages,hoursandothertemisandconditionsofemploymentfortheseemployees.
THEREFORE,theCityandCONFIDENTIALagreethatwages,hours,andtermsandconditions ofemploymentwillbeappliedasfollowsfortheperiodofJulyl,2025,throughandincluding June30.2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonlytothose individualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoptionofaformal resolutionbyCityCouncilapprovingthisMOU).
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino City Hall CONFIDENTIAL Employee Association, hereinafter referred to as the“CONFIDENTIAL,” is the recognized employee organization for all regular, full-timeCONFIDENTIAL, non-management employees within City Hall in the City of Chino,hereinafter referred to as the “City,” who are assigned to the City Manager’s Office, HumanResourccs/Risk Management Department, Finance Department/Payroll Division,Administrative Secretaries reporting to a Department Director and all Management Assistantsassigned to Finance, Community Services, Parks & Recreation and the AdministrationDepartments. The positions in the CONFIDENTIAL Association are designated as such in theCity’s Classification and Compensation Schedule - Non-Management Positions.Administrative AssistantCity Clerk Records TechnicianCommunity LiaisonDeputy City ClerkExecutive AssistantExecutive Assistant to the City CouncilHuman Resources Specialist I/IIInformation Technology Specialist I/IIManagement AssistantPayroll TechnicianB. In the interest of maintaining harmonious relations between the City and theCONFIDENTIAL, authorized representatives of the City and CONFIDENTIAL have met andconferred in good faith, exchanging various proposals concerning wages, hours, and otherterms and conditions of employment of the employees which are within the scope of law forrepresented employees in CONFIDENTIAL.C. The authorized representatives of the City and CONFIDENTIAL have reached mutualagreement on wages, hours and other terms and conditions of employment for these employees.THEREFORE, the City and CONFIDENTIAL agree that wages, hours, and terms and conditionsof employment will be applied as follows for the period of July I, 2025, through and includingJune 30, 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).3 529
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
1.ACTINGPAY
TheCitywillgrantActingPayafteranemployeehasworkedinahigherclassificationfortwenty (20)consecutiveworkdaysorfortwenty(20)non—consecutiveworkdaysinaninety(90)calendar dayperiod.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateor“A” StepoftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.
Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20‘)consecutiveworkdaysortwenty(20)non- consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.
2.ADDITIONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheDepartment Director.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theDepartmentHeadmayrequestanextensionoftheadditionalduty paypastthetwelve(l2)monthlimit.ThisrequestmustbemadeinwritingtotheCityManager withjustificationastowhyanextensionisrequired.Theextensionmustincludethedatethe additionaldutypaywillexpireandacopyofthesignedextensionmustbeattachedtothePersonnel ActionForm(PAF).
3.ASSOCIATIONMATTERS
A250copypermonthphotocopyaccountisestablishedforCONFIDENTIALbusiness.Copies exceeding250permonthwillbepaidtotheCitybyCONFIDENTIALatthecurrentper-copy charge.Associationmembersareprovided24hoursperfiscalyeartobeusedtoattendtotraining orotherrelatedbusinessintheinterestofCONFIDENTIAL,attimesauthorizedbytheCity.
Thesehoursdonotaccumulateorcarryoverfromonefiscalyeartothenext.
CONFIDENTIALisallowedtouseCityHallasitscorporateheadquarters(mailingaddressand meetings).PermissionmustbeobtainedfromtheCityManagerforanyassociationfundraising activityconductedonCityofChinoproperty.
4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:
ADecertificationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofemployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resourcesnolaterthansix(6i)months(180days)priortotheexpirationoftheMemorandumof Understandingthenineffect.A DecertificationPetitionmustbefiledbytwo(2)ormore Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 20271. ACTING PAYThe City will grant Acting Pay after an employee has worked in a higher classification for twenty(20) consecutive work days or for twenty (20) non-consecutive work days in a ninety (90) 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 4iA”Step 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. ADDITIONAL 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 DepartmentDirector. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Department Head may request an extension of the additional dutypay past the twelve (12) month limit. This request must be made in writing to the City Managerwith justification as to why an extension is required. The extension must include the date theadditional duty pay will expire and a copy of the signed extension must be attached to the PersonnelAction Form (PAF).3. ASSOCIATION MATTERSA 250 copy per month photocopy account is established for CONFIDENTIAL business. Copiesexceeding 250 per month will be paid to the City by CONFIDENTIAL at the current per-copycharge. Association members are provided 24 hours per fiscal year to be used to attend to trainingor other related business in the interest of CONFIDENTIAL, at times authorized by the City.These hours do not accumulate or carry over from one fiscal year to the next.CONFIDENTIAL is allowed to use City Hall as its corporate headquarters (mailing address andmeetings). Permission must be obtained from the City Manager for any association fundraisingactivity conducted on City of Chino property.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 no later than six (6) months (180 days) prior to the expiration of the Memorandum ofUnderstanding then in effect. A Decertification Petition must be filed by two (2) or more4 530
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025iJunn30,2027
employees01‘theirrepresentative,oranemployeeorganization,andwillcontainthefollowing informationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenaltyofperjury tobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)anda designated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughttobedecertifiedastherepresentativeofthatunit. c Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.
SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertificationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinonemonth(’30days)priorto filingtheDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.
IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeterminethewishesof employeesastothequestionofrepresentation.
5.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequaltoKaiser),dentalandvisioncoverageforfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecember15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregular paychecksasearned.
Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example.aletterfromtheemployerofaspouse,domesticpartnerorparent.
NewHires:
Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt—outdocumentationduringthenextOpenEnrollmentperiod.
Recertification:
FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinlowestcostmedicalplan.Suchenrollmentwillremain ineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextopenenrollment period.
)
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027employees or their representative, or an employee organization, and will contain the followinginformation and documentation declared by the duly authorized signatory under penalty of perjuryto 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 Rcsources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within one month (30 days) prior tofiling the 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 1 st. 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 lowest cost medical plan. Such enrollment will remainin effect until the employee provides valid opt-out documentation during the next open enrollmentperiod. 5 531
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CONFIDENTIALJuly1,2025~June30,2027
6.BEREAVEMENTLEAVE
Anon—accruingbankofflve(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,domesticpanner,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,oranyotherrelative residingwithintheemployee’shome.
Thefive(5)daysofbereavementleavedonotneedt0betakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.
Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember,ifrequestedbytheDepartmentHeadortheirdesignee.
Documentationmayincludebutisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofadeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.
7.BILINGUALPAY
Employeesareeligibletoreceiveaonehundredandsixtydollar($160)bilingualallowanceper month(paidover24payperiods)forverbalfluencyinanylanguagethattheDepartmentDirector deemsnecessaryotherthanEnglish,includingsignlanguage,underthefollowingconditions:
a.Certification:A competencyexaminationwillbeadministeredbytheHuman Resources/RiskManagementDepartmenttodetermineanemployees’proficiency.Testing anditsfrequencyareatthediscretionoftheCity.AnemployeemustpasstheCity‘s competencyexaminationtobeeligibleforBilingualPay.
b.DepartmentDirectorApproval:TobeeligibletotaketheCity’scompetencyexamination, anemployeemustberecommendedbytheirDepartmentDirector.Eligibilityforthe opportunitytotestforBilingualPayissolelyattheemployee’sDepartmentDirector’s discretionandisnotsubjecttoadministrativeappealorchallenge.TheDepartment Directorwillmakehis/herrecommendationbasedonanassessmentoftheneedforthe employeetousebilingualskillsonthejob.IfanemployeeisapprovedforBilingualPay, thenlaterChangesassignment,classification,jobduties,oristransferredorpromoted,a determinationmaybemadebytheemployee’sDepartmentDirectorthatbilingualskills arenolongerrequiredforuseonthejobandthisbenefitwillberemovedfromthe employeewithnorightofappeal.
8.COMPENSATORYTIME
Employeesmayaccrueamaximumofforty(40)hoursofCompensatoryTimeoff.Eachemployee hastheoptionofeleetingtoconvertany,orall,accruedCompensatoryTimeoffhourstopaywith thesecondpaycheckinNovemberofeachyearatthehourlyrateexistingatthattime.Upon separationfromthisbargainingunit,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 20276. 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 Department Head 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.7. BILINGUAL PAYEmployees are eligible to receive a one hundred and sixty dollar ($160) bilingual allowance permonth (paid over 24 pay periods) for verbal fluency in any language that the Department Directordeems necessary other than English, including sign language, under the following conditions:a. Certification: A competency examination will be administered by the HumanResources/Risk Management Department to determine an employees’ proficiency. Testingand its frequency are at the discretion of the City. An employee must pass the City’scompetency examination to be eligible for Bilingual Pay.b. Department Director Approval: To be eligible to take the City's competency examination,an employee must be recommended by their Department Director. Eligibility for theopportunity to test for Bilingual Pay is solely at the employee’s Department Director’sdiscretion and is not subject to administrative appeal or challenge. The DepartmentDirector will make his/her recommendation based on an assessment of the need for theemployee to use bilingual skills on the job. If an employee is approved for Bilingual Pay,then later changes assignment, classification, job duties, or is transferred or promoted, adetermination may be made by the employee’s Department Director that bilingual skillsare no longer required for use on the job and this benefit will be removed from theemployee with no right of appeal.8. COMPENSATORY TIMEEmployees may accrue a maximum of forty (40) hours of Compensatory Time off. Each employeehas the option of electing to convert any, or all, accrued Compensatory Time off hours to pay withthe second paycheck in November of each year at the hourly rate existing at that time. Uponseparation from this bargaining unit, accrued Compensatory Time off will be converted to cash atthe then existing base hourly rate. 6 532
M6m0randumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
EmployeeswillonlybeeligibletoearnCOmpensatoryTimewhenworkingovertimeintheir regularlyassignedassignment.Allotherovertimeearnedwillbepaid.
9.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:
‘Maximumamountfinancedistwothousand,fivehundreddollars($2,500).zO.Anycomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
’:’Minimumofone(l)businesssoftwarepackagemustbepurchased(i.e.spreadsheet,data basemanager,wordprocessor,etc.).
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.
0O§
:90
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.Shouldlimitationsonfundsoccur, participantsbuyingnewsystemswillbegivenfirstconsiderationandthenalotteryforany participantsupgradingtheircurrentsystemwillbeheld.
10.COSTOFLIVINGADJUSTMENT
Increasestoemployees’basewages/salaryrangesforanyrepresentedpositionsareasfollows:
'3EffectivethefirstpayperiodafterratificationoftheConfidentialUnitandapprovalbythe CityCouncil:Twopercent(2%)‘3‘EffectivethebeginningofthepayperiodincludingJulyl,2026:Fourpercent(4%)
11.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiaryonfile intheHumanResources/RiskManagementDepartmentattimeofdeath.
Intheeventofanemployee’sdeath,theirbeneficiarywillreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeavetimewillbepaidoutattherateestablishedbyyears ofservice.Iftheemployeewouldhavebeeneligibleforretirementusingthedefinitionin CalPERS,SickLeavewillbepaidtotheemployee’sbeneficiary(ies)at100%cashoutofthe employee’saccruedSickLeaveonrecord.
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Employees will only be eligible to earn Compensatory Time when working overtime in theirregularly assigned assignment. All other overtime earned will be paid.9. 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 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.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. Should limitations on funds occur,participants buying new systems will be given first consideration and then a lottery for anyparticipants upgrading their current system will be held.10. 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 Confidential Unit and approval by theCity Council: Two percent (2%)❖ Effective the beginning of the pay period including July 1, 2026: Four percent (4%)11. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary on filein the Human Resources/Risk Management Department at time of death.In the event of an employee’s death, their beneficiary will receive payment of all unused 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, Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cash out of theemployee’s accrued Sick Leave on record. 7 533
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
Intheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiaryOes)willreceive100%cash-outofthe employee’saccruedSickLeaveonrecord.
12.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 three(3)yearsoftheirplannedretirementdate,maytakeadvantageofthe457Deferred CompensationPlan”Catch—up”provisionsandallowancesasdefinedinfederalandstatelaw.
TotheextentallowedbyfederalandstatelawandtheCity'sdeferredcompensationplan administrator,theCitywillallow,duringthethree(3)yearspriortoanemployee'splanned retirementdate,theconversionofaccruedSickLeave/Vacation/SickLeaveConversion/ FloatingHolidayCompensatoryTimeleavehourstocashcontributionattheemployee'sbase rateofpayineffectatthetimeofconversion.Leaveconversioncontributionsforthe”457 Catch—up”shallnormallybedistributedoveranemployee'slastthree(3)yearspriortotheir plannedretirementdate.However,basedonthetotalamountof"457Catch—up"contributions availabletotheemployee,accumulatedsickleavehours,andtheemployee'sdesignated retirementdate,"457catch-up"contributionsmayoccuroverashorterperiodoftimepriorto retirement.Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsoftheir plannedretirementdate,have"457Catch—up"privilegesavailabletohim/her,andbeenrolled intheCity-sponsored457DeferredCompensationPlan.
“Catch-up”—SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountif‘theychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.
Intheeventanemployeeseparatesforanyreasonotherthanserviceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027In 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.12. 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 withinthree (3) years of their planned retirement date, may take advantage of the 457 DeferredCompensation Plan "Catch-up" provisions and allowances as defined in federal and state law.To the extent allowed by federal and state law and the City's deferred compensation planadministrator, the City will allow, during the three (3) years prior to an employee's plannedretirement date, the conversion of accrued Sick Leave/Vacation/Sick Leave Conversion/Floating Holiday Compensatory Time leave hours to cash contribution at the employee's baserate of pay in effect at the time of conversion. Leave conversion contributions for the "457Catch-up" shall normally be distributed over an employee's last three (3) years prior to theirplanned retirement date. However, based on the total amount of "457 Catch-up" contributionsavailable to the employee, accumulated sick leave hours, and the employee's designatedretirement date, "457 catch-up" contributions may occur over a shorter period of time prior toretirement. To be eligible to participate, the employee must be within three (3) years of theirplanned retirement date, have "457 Catch-up" privileges available to him/her, and be enrolledin the City-sponsored 457 Deferred Compensation Plan.“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 reimbursement8 534
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willbedeductedbytheCityfromany0rallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.
Inordertoparticipate,theemployeewillselecttheamountofSickLeavetheywanttransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.
TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram,
“Catch—up”hoursadvancedwillbecountedtowardstheemployee’sSickLeavebankforthe SickLeaveProgramcalculation.
“Cateh—up"—VacationLeave
Inordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Cateh-up"—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orcompensatoryLeave)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch-up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRS)The“Age50Catch-up” and“Pre-RetirementCatch-up”provisionsmaynotbothbeusedinthesamecalendaryear.
EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory and/"oraccruedVacationLeavehourstocontributethisadditionalamount.
Contributionstodeferredcompensationprogramwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.
Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027will 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. 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 counted towards 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 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). 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, Compensatoryand/or accrued Vacation Leave hours to contribute this additional amount.Contributions to deferred compensation program will be discontinued while an employee isreceiving Workers’ Compensation payments.9 535
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CONFIDENTIALJuly1,2025AJune30,2027
13.DIRECTDEPOSIT
Allemployeeswillhavefundsdirectlydepositedintoanaccounttheyestablishedfordepositof theirpayrollchecks.
14.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity-fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe41“consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary,withaprovisiontocontinueregular benefitsandbenefitaccruals.Onthe6l3‘consecutivecalendardayofdisability,salarycontinuation ispaidatarateofupto66-2/3%ofsalaryattimeofdisability.Theentirebenefitperiodwillnot exceedfive(5)years.
15.DISCIPLINARYAPPEALPROCEDURE
Resolution2003-1lwillbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.
16.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.
l7.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull~time/continuousservice).
Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.
Employeesmaycashoutuptothirtyfive(35)hoursofFloatingHolidayTime,onetimeperfiscal year,inonesetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.
ExceptforemployeesretiringfromtheCity,employeesresigningorseparatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable.theemployeewillberesponsibletopaybacktheCitywithinfourteen(14) calendardaysfromthedateofseparation.
18.HOLIDAYS
TheCityhas twelve(l2)ten—hourasfollows:
NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202713. DIRECT DEPOSITAll employees will have funds directly deposited into an account they established for deposit oftheir payroll checks.14. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41 stconsecutive 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.15. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.16. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.17. 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 one 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 or 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.18. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s Day Martin Luther KingPresidents Day Memorial DayIndependence Day Labor DayVeterans Day Thanksgiving Day10 536
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DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear‘sEvo
WhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedastheholiday.When aholidayfallsonaSunday,thefollowingMondaywillberecognizedastheholiday.Tobeeligible foranobservedholiday,employeesmustbepaidfortheregularlyscheduledworkdaywhich immediatelyfollowstheobservedholidaytoreceivepayforthatholiday.Forexample,ifaholiday fcllonaMonday‘andtheemployeewasona4/10workschedulewithFridaysoff,theemployee wouldberequiredtobepaidforaregularlyscheduledworkdayontheThursdaybeforethe observedholidayandtheTuesdayfollowingtheobservedholiday.
WhenaCity-designatedholidayisobsen'edonanemployee’sscheduleddayoff,holidayhours willbecreditedtotheemployee.Theemployeeisrequiredtoinitiatecontactwiththeirsupervisor inwritingtorequestauthorizationtoutilizethesebankedholidayhours.Anyremainingtimewill bepaidoutinthefinalpayrollcheckofeachfiscalyear.
WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparation,theaccumulatedholiday willbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinanamount equivalenttothenumberofhoursconstitutinga“workday”atthetimeofscparation.
Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)ofthe followingoptionsforcompensation:
a)Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimerate.
b)Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate.
19.HOLIDAYCLOSURE
TheCityreservestherighttoclosenon—safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation.FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod.
TheCityshallhavethediscretiontoadvanceVacationtime.whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.
Basedontheorganizationalneeds,certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheDepartmentDirector.
20.JOINT-LABORMANAGEMENTCOMMITTEE
TheCityandtheConfidentialUnitmayconveneaJointLabor—Management(JLM)Committee fromtimetotimeforthepurposeofdiscussingmattersofmutualconcernthatdonotinvolve modificationstothisMemorandumofUnderstanding(MOU).
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Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Day following Thanksgiving Christmas EveChristmas Day New Year’s EveWhen a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. Whena holiday falls on a Sunday, the following Monday will be recognized as the holiday. To be eligiblefor an observed holiday, employees must be paid for the regularly scheduled workday whichimmediately follows the observed holiday to receive pay for that holiday. For example, if a holidayfell on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employeewould be required to be paid for a regularly scheduled workday on the Thursday before theobserved holiday and the Tuesday following the observed holiday.When a City-designated holiday is observed on an employee’s scheduled day off, holiday hourswill be credited to the employee. The employee is required to initiate contact with their supervisorin writing to request authorization to utilize these banked holiday hours. Any remaining time willbe 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 accumulated holidaywill be converted to cash at the hourly rate existing at the time of separation and in an amountequivalent to the number of hours constituting a “workday” at the time of separation.In any instance where an employee works on a holiday, the employee may choose one ( 1) of thefollowing options for compensation:a) Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime rate.b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.19. HOLIDAY CLOSUREThe 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 Department Director.20. JOINT-LABOR MANAGEMENT COMMITTEEThe City and the Confidential Unit may convene a Joint Labor-Management (JLM) Committeefrom time to time for the purpose of discussing matters of mutual concern that do not involvemodifications to this Memorandum of Understanding (MOU).11 537
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CONFIDENTIALJuly1,2025—June30,2027
MeetingsoftheJLMCommitteeshallbescheduledasneededandonlybymutualagreementof bothparties.Theformat,structure,andcompositionoftheCommitteeshallbedeterminedjointly bytheCityandtheConfidentialUnit.
AnyactionstakenorrecommendationsmadebytheJLMCommitteeshallbenon-bindingunless explicitlystatedotherwiseinawrittenagreement.Suchagreementsshallbeeffectiveonlyupon approvalbytheCityCouncilandratificationbytheConfidentialUnit.
21.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemployee.
Foralljuryservice,employeesarerequiredtodeliverajurydutycertificationformattheendof therequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreportto workbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(l)hourofactual worktime.
22.LIFEINSURANCE
Employeesareprovidedwith$100,000intermlifeinsurancecoverage.
AlsoseeDeathBenefitSectioninthisMOU.
23.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
‘1‘10yearsofservice—$500paidinalumpsumattimeofanniversary. 15yearsofservice-$1,000paidinalumpsumattimeofanniversary 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 30yearsofservice~$2,500paidinalumpsumattimeofanniversary. 35yearsofservice—$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice—$4,000paidinalumpsumattimeofanniversary.
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24.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.
Theserightsinclude,butarenotlimitedto:
"'Detemiiningtheorganization,mission,andobjectiveoftheagencyordepartment.
Establishingthemissionofitsconstituentdepartments,commissions,andboards.
Settingandmodifyingstandardsofservice.
Planning,directingandcontrollingtheworkforce.
Establishingpoliciesprocedures,andstandardsforemployeeconductandperformance. :99
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Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Meetings of the JLM Committee shall be scheduled as needed and only by mutual agreement ofboth parties. The format, structure, and composition of the Committee shall be determined jointlyby the City and the Confidential Unit.Any actions taken or recommendations made by the JLM Committee shall be non-binding unlessexplicitly stated otherwise in a written agreement. Such agreements shall be effective only uponapproval by the City Council and ratification by the Confidential Unit.21. 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 arc 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.22. LIFE INSURANCEEmployees arc provided with $100,000 in term life insurance coverage.Also see Death Benefit Section in this MOU.23. 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.1 5 years of service - $ 1,000 paid in a lump sum at time of anniversary20 years of service - $1,500 paid in a lump sum at time of anniversary.25 years of service - $2,000 paid in a lump sum at time of anniversary.30 years of service - $2,500 paid in a lump sum at time of anniversary.35 years of service - $3,000 paid in a lump sum at time of anniversary.40 years of service - $3,500 paid in a lump sum at time of anniversary.45 years of service - $4,000 paid in a lump sum at time of anniversary. ❖ ♦> ♦> ♦$» ♦♦♦ ♦♦♦
24. MANAGEMENT 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 objective of the agency or department.Establishing the mission of its constituent departments, commissions, and boards.Setting and modifying standards of service.Planning, directing and controlling the workforce.Establishing policies procedures, and standards for employee conduct and performance. ❖ ❖ ♦♦♦ ❖ ❖
12 538
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CONFIDENTIALJuly1,2025—June30,2027
‘9Conductingperformanceevaluationsandimplementingperformanceimprovementplans asnecessary.
Determiningthenumber,location,andtypesofemployeesrequired.
Hiring,promoting.transferring,assigning,andretainingemployees. . Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
‘9Exercisingfullcontrolanddiscretionovertheorganization’sStructureandthetechnology usedtoperformwork.
‘3Implementingcorrectiveactions,includingsuspension,demotionorterminationforjust cause.
6'Takingallnecessaryactionstocarryoutitsmissioninemergencies,includingreassigning personnelandmodifyingworkassignmentsasneeded.
a? TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’s rights,unlessandonlytotheextentthattheprovisionsofthisMOUspecificallycurtailor limitsuchrights.
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MeetandConferObligation
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe ConfidentialUnitconcerningtheimpactoftheexerciseofCityrightsonwages.hours.andterms andconditionsofemployment.
25.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheirDepartmentDirectorforuseof personalautomobilesforCitybusiness.Employeesmustprovidepriortoanymileage reimbursementbeingpaidtherequiredvehicleinsuranceverification.
VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheDepartmentDirectorandFinanceDepartmentthatthe mileagereimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeen provided.TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementformileage.
26.NOTARYPAY
TheCitywillprovidecompensationintheamountofonehundreddollars($100)permonthtoup totwo(2:)employeesintheunitdesignatedbytheCityManagertoperfonnnotaryduties.The paymentfornotarydutieswillbemadebiweeklyintheamountofforty—sixdollarsandfifteen cents($46.15)fortwenty-six(26)payperiods.
EmployeesreceivingnotarypayshallmaintaintheircommissionfromtheCaliforniaSecretaryof State,iftheyarereceivingthenotarypay.TheCityshallpayforthecostofnecessarystamps, journals,supplies,andfeesassociatedwithStateand/orCountyrequirements,asapplicable.
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027❖ Conducting performance evaluations and implementing performance improvement plansas 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 the technologyused to perform work.❖ Implementing corrective actions, including suspension, demotion or termination for justcause.❖ Taking all necessary actions to carry out its mission in emergencies, including reassigningpersonnel and modifying work assignments as needed.❖ There are no provisions in this MOU that shall be deemed to limit or curtail the City’srights, unless and only to the extent that the provisions of this MOU specifically curtail orlimit such rights.Meet and Confer ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with theConfidential Unit concerning the impact of the exercise of City rights on wages, hours, and termsand conditions of employment.25. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by their Department Director for use ofpersonal automobiles for City business. Employees must provide prior to any mileagereimbursement being paid 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 Department Director and Finance Department that themileage reimbursement for the employee may not be paid until current vehicle coverage has beenprovided. The City uses the standard rate established by the Internal Revenue Service to calculatereimbursement for milcage.26. NOTARY PAYThe City will provide compensation in the amount of one hundred dollars ($100) per month to upto two (2) employees in the unit designated by the City Manager to perform notary duties. Thepayment for notary duties will be made biweekly in the amount of forty-six dollars and fifteencents ($46. 15) for twenty-six (26) pay periods.Employees receiving notary pay shall maintain their commission from the California Secretary ofState, if they are receiving the notary pay. The City shall pay for the cost of necessary stamps,journals, supplies, and fees associated with State and/or County requirements, as applicable.13 539
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CONFIDENTIALJuly132025—June30,2027
Shouldtheemploy6enotmaintaintheircommission,theemployeeisresponsiblefornotifying theirsupervisorandPayrollDivisionimmediately,sothenotarypaymaybeceased.
27.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone—half(l—l/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.
EmployeesworkingHouseholdHazardousWasteoranotherassignmentoutsideoftheirregularly assignedDepartmentmustseektheirsupervisor‘sapprovalpriortoworkingtheoutside assignment;theemployeemaybepaidforovertimeoraccruecompensatorytime.
AlsosecRegularRateofPaySectioninthisMOU.
28.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwornOfficerhireasfollows:
‘3$2,000@ Hire+$500@ completionofprobationforentrylevel. '3$4,000@ Hire+$1.000({1},completionofprobationforlateral.
ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
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$2,000athire+$500attimeofcompletionofprobation.
29.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemployee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(e)).Inadditiontothebasesalaryrate,compensationeamedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
‘ActingPay
AdditionalDutyPay
UnusedportionsofthcBenefitBankactuallyreceivedascash
BilingualPay
Longevity
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Forpurposesofdeterminingthetotalhoursactuallyworkedintheworkperiod,allhourstaken asleavearedeductedfromtotalnumberofhourspaid.
SeealsoOvertimeSectionofthisMOU.
30.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhois,infact,rehiredlaterthansix(6)monthsaftertheeffectivedateof 14 Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Should the employee not maintain their commission, the employee is responsible for notifyingtheir supervisor and Payroll Division immediately, so the notary pay may be ceased.27. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a workweek will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (1-1/2) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.Employees working Household Hazardous Waste or another assignment outside of their regularlyassigned Department must seek their supervisor’s approval prior to working the outsideassignment; the employee may be paid for overtime or accrue compensatory time.Also sec Regular Rate of Pay Section in this MOU.28. RECRUITMENT INCENTIVEFor recommendation resulting in Sworn Officer hire as follows:❖ $2,000 @ Hire + $500 @ completion of probation for entry level.❖ $4,000 @ Hire + $1,000 @ completion of probation for lateral.For recommendation resulting in hire of Public Safety Dispatcher or Public Safety DispatchSupervisor:❖ $2,000 at hire + $500 at time of completion of probation.29. 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 PayUnused portions of the Benefit Bank actually received as cash*t* Bilingual Pay❖ LongevityFor purposes of determining the total hours actually worked in the work period, all hours takenas leave are deducted from total number of hours paid.See also Overtime Section of this MOU.30. 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 of14 540
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resignationandthanemployedintheirformerclassificationorinapositionwithinthe classificationseriesheldatthetimeofresignationandinacomparableorlowerrank,Willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessetbaseduponthenumberofyearsofservicewiththeCityofChinopriortotheirresignation.
EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire‘Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.
31.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Employees,duringCityHallbusinesshours,withadvancenoticetoHumanResourcesandwith releasetimegrantedbytheirsupervisor,havetherighttohaveaccesstoandcopiesofany documentintheirofficialpersonnelfile.Employeesmaybechargedforcostofduplicationofany materialsinthepersonnelfileforwhichtheyrequestcopies.
Anemployeeshallhavetherighttorespondinwritingtoadversedocumentsplacedintheir personnelfilebysubmittingawrittenresponsetotheHumanResources/RiskManagement Department.Thewrittenresponsewillbefiledwiththeoriginaldocument.
32.RETIREMENT
RetirementPlans—TheCityhasathree~tierretirementplanasfollows:
A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctober16,20]1, willcontinuetobeeligibleforthe2.7%at55Plan,withthesinglehighestyearfinal compensation.
B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctoberl6, 201lwillbeenrolledinthe2%at55Plan,witha3—yearaveragefinalcompensation.
C.EmployeeshiredonorafterJanuaryl,2013,willbeenrolledintheis2%atage62 (PEPRA)Planwitha3-yearaveragefinalcompensation.
MemberContributiontoCalPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoPERSwillbemadeonapre—taxbasis,inaccordancewithIRSSection414(h)(2) andPERSguidelines:
A.2.7%at55,ifhiredbeforeOctoberl6,201l:
l)Employeecontributionrate-8%ofreportablecompensation.
B.2%at55,ifhiredonorafterOctober16,201l:
l)Employeecontributionrate~7%ofreportablecompensation.
C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl.2013:
I)Employeecontributionrate—7.25%ofreportablecompensation(subjecttochange).
FourthLevel1959SurvivorBenefit*TheCitywillpayallcostsassociatedwiththisbenefit. 15 Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027resignation 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.Employees rehired by the City under the City’s Rehirc 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.31. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEEmployees, during City Hall business hours, with advance notice to Human Resources and withrelease time granted by their supervisor, have the right to have access to and copies of anydocument in their official personnel file. Employees may be charged for cost of duplication of anymaterials in the personnel file for which they request copies.An employee shall have the right to respond in writing to adverse documents placed in theirpersonnel file by submitting a written response to the Human Resources/Risk ManagementDepartment. The written response will be filed with the original document.32. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 16,2011,will continue to be eligible for the 2.7% at 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.C. Employees hired on or after January 1, 2013, will be enrolled in the is 2% at age 62(PEPRA) Plan with a 3-year average final compensation.Member Contribution to CalPERSMembers 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. 2.7% at 55, if hired before October 16, 2011:1 ) Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 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 1 959 Survivor Benefit - The City will pay all costs associated with this benefit.15 541
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
33.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpavments) A11adjustmentstoanemployee’ssalarywillbemadeatthestartofthepayuperiodinwhichthe salaryadjustmentbecomeseffective.
l)x
A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepaymentshall occurwithinthesametimeframetheoverpaymentwasreceivedbytheemployeeor sooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months,the employeshallbegivensix(6)monthstorepaytheoverpayment.
Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand todiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.
Extensionstotheperiodforrepaymentoftheoverageoranaltemativerepaymentmethod mayberequestedbytheemployeeandaresubjecttotheApprovaloftheDirectorof HumanResources/RiskManagementortheirdesignee.Extensionswillbeapprovedonly inthecaseofextremehardship,andtheextendedperiodforrepaymentwillnotbelonger thanoneandone-half(l[/2)timesaslongastheoverpaymentperiod.
Recoverv
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainsttheemployee.
Underpayments
InsituationsinvolvingunderpaymenttoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade, followingtimelysubmissionofappropriatedocumentationandnecessaryapprovalofthe compensationchange.
34.SCHEDULE
TheCityallowsemployeestheabilitytoutilizeaflexibletime(flextime)workschedule.
Schedulingisdeveloped/administereddepartmentallywiththeDepartmentDirectorservingas ultimateapproverofschedules.
35.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheDepartmentDirector,employeesmaybeallowedtoextend theirlastdayofemploymentusingleavetime(vacation,holidaycomp,orcomp)one(I)pay periodbeyondthatdayonwhichtheemployeeactuallyreportstowork.Sickleavemaynotbe usedforextensionunlessaccompaniedbyaphysician’sorders.
16 Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202733. 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 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, theemploye shall be given six (6) months to repay the overpayment.2. 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.3. 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 ofHuman Resources/Risk Management or their designee. Extensions will be approved onlyin the case of extreme hardship, and the extended period for repayment will not be longerthan one and one-half ( 1 A) times as long as the overpayment period.B. Recovery1. If 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 a collections process against the employee.C. Underpayments1 . In situations involving underpayment 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.34. SCHEDULEThe City allows employees the ability to utilize a flexible time (flex time) work schedule.Scheduling is developed/administered departmental ly with the Department Director serving asultimate approver of schedules.35. SEPARATION FROM CITYAt the discretion and approval of the Department Director, employees may be allowed to extendtheir last day of employment using leave time (vacation, holiday comp, or comp) one (1) payperiod beyond that day on which the employee actually reports to work. Sick leave may not beused for extension unless accompanied by a physician’s orders.16 542
MemorandumofUnderstanding
CONFIDENTIALJulyl,2025#June30‘2027
36.SICKLEAVE
UpOnhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety('90)daysofcontinuous full—timeemployment.Followingthe90mdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofSickLeavepermonthuptoamaximumaccrualofonethousandeighty (1,080)hours,
lfanemployeechangesstatus(eg.changesfromfull-timetopart—timeemployment),orseparates fromthisbargaininggroup,theemployee-willbesubjecttothcnewbargaininggroup’sMOUor SummaryofBenefits.
UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor‘snoteorcertification.Ifdoeumentationisnotreceived,theemployeewillnotreceive paymentofanySickLeavehoursfortimemissedfromwork.
37.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongas theprioremployerdidnotcompensatetheemployeeforsickleavehoursattheamountproposed orgreater.Newemployeeswillberequiredtoprovideproofthatthesickleavehourswerenot cashedoutbypresentingtheirlastpaystuborwrittenverificationfromtheirprioremployer’s PayrollDivision.
38.SICKLEAVEBUY-BACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployeesaccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:
TheCitywillbuy—backSickLeaveat100%foranyserviceordisabilityretirementfollowingflve (5)yearsofcontinuousfull—timeservicewiththeCityasthefinalemployer. 17 CompletedYearsofService %ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202736. 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 up 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 of any Sick Leave hours for time missed from work.37. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long asthe prior employer did not compensate the employee for sick leave hours at the amount proposedor greater. New employees will be required to provide proof that the sick leave hours were notcashed out by presenting their last pay stub or written verification from their prior employer’sPayroll Division.38. 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 contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%10 years 35%1 5 years 40%20 or more years45%The City will buy-back Sick Leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer. 17 543
39.SICKLEAVECONVERSIONTOPERSONALLEAVE
Foremployeeswhohaveearnedsickleaveaccrualbenefitsforone(1)fullflscalyear,sickleave maybeconvertedtopersonalleaveinaccordancewiththefollowingschedule:
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025uJune30,2027
PersonalleavemustbetakenastimeoffwithDepartmentDirectorapprovalandmaynotbecarried fromonefiscalyeartoanother.PersonalleavethatisnotusedwillbecreditedtoSickLeaveat theendofafiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty(1,080)hours SickLeavetime.
40.SICKLEAVEPROGRAM
Employeeshavinginexcessofninehundredandsixty(960)hoursofaccumulatedsickLeaveon thelastpayperiodinJunewillbepaidinthefinalpaycheckofthefiscalyear,anamountcomputed atthcthenexistinghourlyrateforeachhourinexcessofninehundredandsixty(960)hours,up toamaximumoffiftysix(56)hours.
41.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 arerequiredtocompleteoneyearofservicewiththeCityfromthedateof‘completionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromthcCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement 18 A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Earned (10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) O 8days(64hrs) O+64+56=120hrs
11days(110hrs) 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) 5clays(50hrs) 3days(24hrs) 50+24+46=120hrs 6days(60hrs) 6days(60hrs) 2days(16hrs) 60+16+44:120hrs
Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 202739. 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 convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56 = 120 hrs1 1 days (110 hrs)1 day ( 1 0 hrs)7 days (56 hrs)10+56+54= 120 hrs10 days ( 1 00 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 approval and may not be carriedfrom one fiscal year to another. Personal leave that is not used will be credited to Sick Leave atthe end of a fiscal year if said credited hours do not exceed the one thousand eighty (1,080) hoursSick Leave time.40. 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.41. TUITIONADVANCE 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 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 year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursement18 544
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.
AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthemAssociationofCollegesandSchoolsCommissionon 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 theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.
42.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResources/RiskManagementDepartmentnolaterthanMayI“ofeachyearinorder toparticipateinthisEnhancedProgram.
Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment. 19 Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027shall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association 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 fromthe employee's next regular payroll check in an amount equal to the amount of tuition fundsadvanced.42. 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 makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources/Risk Management Department 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.19 545
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025AJune30‘2027
43.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.UponseparationfromCity employment,accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.
Newemployeeswithlessthansix(6)monthsofCityserviceareineligibletoreceiveVacation LeaveConversion.ltistheresponsibilityofemployeestoscheduleVacationtimeoffforrestand recuperationinorderthatearnedVacationtimeinexcessoffourhundred(400)hourswillnotbe removedfromtherecords.
44.VACTIONLEAVEBUYBACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithlcss thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.
45.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumof120hoursofVacationLeavemayconvertamaximum ofeighty(80)hoursofVacationLeavetopayperfiscalyear.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.EmployeesmayconvertleavetopayinApriland/orNovemberofeach year,calculatedattheemployee’shourlybaserateofpayatthetimeofconversion.Note:Usage requirementwaivedfor“activated”militarypersonnel.
46.WORKERS’COMPENSATIONPROGRAM
WheneveranyemployeeoftheCityisdisabledWhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseof,theirdutiestheemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjuryemployeeswilluseaccruedSickLeave, VacationLeave,FloatingHolidayLeave,and/0rCompensatoryTimeoffforfullsalary continuance.
Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66—23%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(l2)months.lfthedisabilityextendsfora periodbeyondfourteen(14)calendardaystheCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequiredthefirst,second,andthirddays”salaryis paidbytheCitythroughtheWorkers’Compensationprogram.
MonthsofCompletedService AnnualVacationAccrual
6mos—24mosofservice:12daysp/year(10.0000hoursp/month)
25mos—48mosofservice: 15daysp/year(12.5000hoursp/month) 49mos~108mosofservice:18daysp/year(15.0000hoursp/month) 109mos—120mosofservice:19daysp/year(15.8333hoursp/month) 121ormoremonthsofservice:20daysp/year(16.6666hoursp/month) Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202743. VACATION LEAVEMaximum accrual of Vacation is four hundred (400) hours. Upon separation from Cityemployment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.New employees with less than six (6) months of City service are ineligible to receive VacationLeave Conversion. It is the responsibility of employees to schedule Vacation time off for rest andrecuperation in order that earned Vacation time in excess of four hundred (400) hours will not beremoved from the records.Months of Completed ServiceAnnual Vacation Accrual6 mos - 24 mos of service:12 days p/year (10.0000 hours p/month)25 mos - 48 mos of service:15 days p/year (12.5000 hours p/month)49 mos - 108 mos of service:18 days p/year (15.0000 hours p/month)109 mos - 120 mos of service:19 days p/year (15.8333 hours p/month)121 or more months of service:20 days p/year (16.6666 hours p/month)44. VACTION LEAVE BUY BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.45. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of 1 20 hours of Vacation Leave may convert a maximumof eighty (80) hours of Vacation Leave to pay per fiscal year. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Employees may convert leave to pay in April and/or November of eachyear, calculated at the employee’s hourly base rate of pay at the time of conversion. Note: Usagerequirement waived for “activated” military personnel.46. WORKERS’ COMPENSATION PROGRAMWhenever any employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of, their duties the employee will be compensated asfollows: On the first, second, and third day of the injury employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for aperiod beyond fourteen (14) calendar days the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.20 546
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025¥June30,2027
47.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapennanentdisabilitysettlement,the Citywillprovideatenpercent(10%)premiumbenefitpaymentprovidedthefollowingoccurs:
0:. ThattheWorkers”CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
‘2'Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
6’Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;and
‘3ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.
Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefitofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon—litigatedcasesthatcanbepassedontotheillorinjuredworker.
48.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityand CONFIDENTIALwillimmediatelycommencetonegotiateforthepurposeofreplacingany invalidorillegalprovision.However,nosuchreplacementismandated.
49.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityand CONFIDENTIALordeterminedbylawand/orbyacourtofcompetentjurisdictiontobeunlawful.
50.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjecttoconsiderationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.
CONFIDENTIALproposalsforthenextAgreementarerequestedtobeservedontheCitybyno laterthanApril15ofeachyear.
51.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandConfidentialUnitagreethatthe provisionsofthisMemorandumofUnderstandingshallbeeffectiveonJulyI,2025,andshall expireonJune30,2027.
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202747. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs:❖ That the Workers’ 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; and❖ 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 or 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 in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.48. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City andCONFIDENTIAL will immediately commence to negotiate for the purpose of replacing anyinvalid or illegal provision. However, no such replacement is mandated.49. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City andCONFIDENTIAL or determined by law and/or by a court of competent jurisdiction to be unlawful.50. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.CONFIDENTIAL proposals for the next Agreement are requested to be served on the City by nolater than April 1 5 of each year.51. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and Confidential Unit agree that theprovisions of this Memorandum of Understanding shall be effective on July 1, 2025, and shallexpire on June 30, 2027. 21 547
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Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027Linda Reich, City ManagerCjZy of Chino7-/Az5~t Contreraz, Emee RepresentativeCONFIDENTIAL7// /arDate DateCONFIDENTIALTheresa Doyle,Director of Human Resources/Risk ManagementDate Date 23 549
AMENDMENT NO. 1 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO
CITY HALL CONFIDENTIAL EMPLOYEE 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 City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027 (“CCHCEA MOU 2025-27”) , is entered into by and between the City of Chino (“City”) and the Confidential Employee Association (“CCHCEA”).
RECITALS:
WHEREAS, CCHCEA is the recognized employee organization for all regular, full-time confidential, non-management employees within City Hall in the City of Chino as identified in the CCHCEA MOU 2025-27; and
WHEREAS, CCHCEA had agreed to defer 1% of its requested cost of living wage (“COLA”) increase from year one to year two of the CCHCEA MOU 2025 -27 with the understanding that other b argaining groups were doing the same to relieve the immediate fiscal impact of the wage increases on the City, but other bargaining groups have since received the full 3% COLA in the first year of their labor contracts; and
WHEREAS, the labor representatives of the City and CCHCEA have determined that changing the implementation schedule of Article 10 on cost of living wage adjustments in the CCHCEA MOU 2025-27 would be in the best interests of the City and the parties for un iformity across bargaining units and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CCHCEA 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 CCHCEA MOU 2025-27, the parties her eto agree to the following update s and/or amendments made to the current/existing language in the CCHCEA 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:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Effective the first pay period after ratification of the Confidential Unit and approval by the City Council: Two percent (2%)
Effective the beginning of the pay period including July 1, 2026: Four percent (4%)
Effective upon approval of the City Council, this Article shall be modified as follows:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
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Chino City Hall Confidential Employee Association
Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027
2 Effective the first pay period beginning July 21, 2025, a three percent (3%) cost of living adjustment (COLA). The City appreciates the union’s agreement to defer one percent (1%) into the subsequent contract year but given that such deferment was not universal among employee bargaining groups, the parties agree to implement the full COLA in the first year of the contract as described herein.
Effective the beginning of the pay period including July 1, 2026: Three percent (3%).
Except as expressly provided for in this Amendment No. 1 to the CCHCEA MOU 2025-2027, all other provisions of the CCHCEA MOU 2025-2027 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the CCHCEA MOU 2025-2027 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.
_________________________________ ______________________________ Sarah Contreraz, Employee Representative Linda Reich, City Manager CONFIDENTIAL City of Chino
_________________________________ ______________________________ Date Date
_________________________________ ______________________________ Rosa Olguin, Employee Representative Terry Doyle, Director of Human CONFIDENTIAL Resources/Risk Management
City of Chino
_________________________________ ______________________________ Date Date
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RESOLUTION NO. 2025-073
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AND AMENDING PORTIONS OF RESOLUTION NOS. 85 -52, 85 -53, AND 85 -54 PERTAINING TO COMPENSATION FOR
EMPLOYEE POSITION CLASSIFICATIONS REPRESENTED B Y EXECUTIVE
MANAGEMENT
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 Executive Management; and WHEREAS, the wages, hours, and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Summaries of Benefits, and Agreements; and WHEREAS, the latest Summary of Benefits for Executive Management covering the period of July 1, 2025 through June 30, 2027 (“EXECUTIVE MANAGEMENT 2025 -27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the City has determined that changing the implementation schedule of the cost of living wage adjustments for Executive Management would be in the best interests of the City and the parties; and
WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amended EXECUTIVE MANAGEMENT 2025-27 Summary of Benefits to memorialize and confirm the change in the implementation schedule of the cost of living wage adjustments.
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.
SECTION 2. The City hereby approves and adopts an amended EXECUTIVE MANAGEMENT 2025-27 Summary of Benefits, which is attached hereto as Exhibit A.
SECTION 3. In the event of conflict between this Resolution and any prior City resolution relating to the subject matter thereof, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent of this Resolution provides benefits in excess or is different from the benefits provided in Resolution No. 2025 -039, the provisions of this Resolution shall control.
SECTION 4. 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
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ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENTS:
EXHIBIT A. Amended Executive Management Summary of Benefits covering the period of July 1, 2025 through June 30, 2027
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State of California )
County of San Bernardino ) §
City of Chino )
I, NATALIE GONZAGA, City Clerk of the City of Chino, do hereby certify that the foregoing 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
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SUMMARY OF BENEFITS
EXECUTIVE MANAGEMENT
Excerpts from relevant State statutes, City Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.
The positions of Executive Management are:
City Manager
Assistant City Manager
Director of Community Services, Parks & Recreation
Director of Development Services
Director of Finance
Director of Human Resources/Risk Management
Director of Public Works
ACTING PAY:
The City will grant Acting Pay after an employee has worked in a higher classification for twenty (20) consecutive work days or for twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or “A” Step of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager.
Subject to the conditions noted above, a qualifying employee will receive Acting Pay for all days worked 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 then receive Acting Pay retroactive to the first day of serving in the acting capacity.
Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:
Afforded to an employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the City Manager.
Source: Resolution No. 97-62
ANNUAL PHYSICAL/WELLNESS:
Up to one thousand, two hundred dollars ($1,200) may be provided to employees each fiscal year for reimbursement toward the cost of gym membership, an annual physical , or related out -of- pocket medical expenses as approved by the City Manager . Employees must submit an invoice from the medical provider or proof of gym membership to receive reimbursement.
Source: Resolution Nos. 2001-76, 2006-021, 2025-039
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SUMMARY OF BENEFITS
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BENEFIT BANK:
Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.
The Benefit Bank amount will be adjusted annually when new rates become effective December 1st. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks as earned.
Any employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent.
New Hires:
Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next Open Enrollment period.
Recertification:
Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the employee in lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next open enrollment period.
Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050, 2025-039
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified family member is provided. A “qualified family member” is defined as 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 relative residing within the employee’s home.
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the City Manager. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial services from a mortuary, funeral home, burial socie ty, crematorium, religious institution, or governmental agency.
Source: Resolution Nos. 87-83, 2000-47, 2000-69, 2001-76, 2019-050, 2025-039
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BILINGUAL PAY:
Employees are eligible to receive one hundred and sixty dollar s ($160) per month (paid over 24 pay periods) for verbal fluency in any language other than English that the City Manager deems necessary including sign language, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine employees’ proficiency. Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. City Manager Approval: To be el igible to take the City’s competency examination, an employee must be recommended by the City Manager. Eligibility for the opportunity to test for Bilingual Pay is solely at the City Manager ’s discretion and is not subject to administrative appeal or chall enge. The City Manager will make their recommendation based on an assessment of the need for the employee to use bilingual skills on -the-job. If an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the City Manager that bilingual skills are no longer required for use on -the-job and this benefit will be removed from the employee with no right of appeal.
Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025, 2025-039
CITY TREASURER:
The Director of Finance shall receive five hundred dollar s ($500) per month for being appointed as the City Treasurer.
Source: Municipal Code Section 2.040.070(A)
COMPUTER LOAN PROGRAM:
All executive employees are eligible to participate in a Computer Loan Program managed by the Finance Department.
Participants must agree to comply with the requirements of the program as listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. A written agreement between the City and participant is required to participate in this program.
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SUMMARY OF BENEFITS
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The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.
Source: Resolution No. 2025-039
COST OF LIVING ADJUSTMENT:
Increases to employees’ base wages/salary ranges are as follows:
Effective the first pay period beginning July 21, 2025: Three percent (3%) Effective the beginning of the pay period including July 1, 2026: Three percent (3%) Source: Resolution Nos. 2025-039, 2025-073
DEATH BENEFIT:
Employees are provided with $ 250,000 in life insurance coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.
In the event of an employee’s death, their beneficiary will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for retirement using CalPERS definition, Sick Leave will be paid out to the employee’s beneficiary(ies) at 100% cash out of the employees accrued Sick Leave on record.
In the event of an employee death, and such death is defined by the Workers’ Compensation system as an industrial death, the employee’s be neficiary(ies) will receive 100% cash -out of the employee’s accrued Sick Leave on record.
Source: Resolution Nos. 2000-047, 2000-069
DEFERRED COMPENSATION PLAN:
A deferred compensation plan is available to all employees, providing tax -deferred savings to serve as a retirement supplement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.
Department Director and Assistant City Manager - The City-paid contribution to deferred compensation is seven hundred dollars ( $700) per month. The contribution will be placed in a deferred compensation account, 401(a), selected by the City.
Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 98-40, 2005-008
“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three ( 3) years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law.
To the extent allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrued Sick, Vacation, Floating Holiday, Sick Leave Conversion, Management Leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the “457 Catch-up” shall 558
SUMMARY OF BENEFITS
EXECUTIVE MANAGEMENT 2025-2027
Amended 11/04/2025 5
normally be distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of “457 Catch-up” contributions available to the employee, accumulated sick leave hours, and the employee's designated retirement date, “457 Catch-up” contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have "457 Catch-up" privileges available to them, be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will advance employees 47 years of age or older a cash -out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.
In the event an employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.
In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch-up” hours advanced will be counted towards to the employee’s Sick Leave bank for the Sick Leave Program calculation.
“Catch-up”– Vacation Leave
In order to participate, the employee will select the amount of Vacation Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.
“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or Management Leave) to be transferred into deferr ed compensation at the beginning of each of the three (3) years. The amount must be a selected 559
SUMMARY OF BENEFITS
EXECUTIVE MANAGEMENT 2025-2027
Amended 11/04/2025 6
number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch- up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.
Employees may use accrued Sick , Floating Holiday, Sick Leave Conversion, Management and/or accrued Vacation Leave contribute this additional amount.
Defined Contribution Plan - 401(A):
This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating employee. An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.
Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.
Source: Resolution Nos. 98-09, 98-40, 2019-050
DIRECT DEPOSIT:
All employees will have funds directly deposited into an account they established for deposit of their payroll checks.
Source: Resolution No. 2019-050
DISABILITY:
The City will pay all premiums for a Short/Long Term Disability Program and provide it to all employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy -down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.
Source: Resolution No. 86-59
FLEXIBLE BENEFITS SPENDING PLAN:
A Section 125 – Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.
Source: Resolution Nos. 2009-043, 2017-049
FLOATING HOLIDAY TIME:
Employees are provided with thirty-five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).
This time off is used by the employee with the approval of the City Manager. 560
SUMMARY OF BENEFITS
EXECUTIVE MANAGEMENT 2025-2027
Amended 11/04/2025 7
Employees may cash-out up to thirty-five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the employee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash- out (requires minimum of ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.
Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen ( 14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 97-62, 2000-47, 2000-69, Administrative Policy-Floating Holiday Time
HOLIDAYS:
The City has designated twelve (12) ten-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050
HOLIDAY CLOSURE:
The City reserves the right to close non -safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.
The City shall have the discretion to advance Vacation time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holiday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.
Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.
HOLIDAY TIME COMPENSATION BANK:
When a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours will be deposited within a holiday time compensation bank. Any holiday hours remaining in 561
SUMMARY OF BENEFITS
EXECUTIVE MANAGEMENT 2025-2027
Amended 11/04/2025 8
the holiday time compensation bank by the end of the fiscal year will be converted to cash at the employee’s current hourly rate.
Should the employee separate from City employment (for any reason) and has one (1) or more accumulated holidays on account on the effective date of the separation, the accumulated holiday will be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.
Source: Resolution Nos. 2016-047, 2025-039
JURY DUTY:
The policy of the City is no employee will be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” will be defined as a regularly scheduled day of work for the affected employee.
For all jury service, employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one (1) hour of actual work time.
Source: Resolution Nos. 96-86, 2019-050
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:
The City will pay the employee cost of the renewal fee for Registration as a Professional Engineer in the State of California. If the employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.
Source: Resolution No. 91-102
LIFE INSURANCE:
Employees are provided with a total of $250,000 in life insurance coverage.
See also Death Benefits section in the Summary of Benefits.
Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $500 paid in a lump sum at time of anniversary. 15 years of service - $1,000 paid in a lump sum at time of anniversary. 20 years of service - $1,500 paid in a lump sum at time of anniversary. 25 years of service - $2,000 paid in a lump sum at time of anniversary. 30 years of service - $2,500 paid in a lump sum at time of anniversary. 35 years of service - $3,000 paid in a lump sum at time of anniversary. 40 years of service - $3,500 paid in a lump sum at time of anniversary. 45 years of service - $4,000 paid in a lump sum at time of anniversary.
Source: Resolution Nos. 2023-051, 2023-060
MANAGEMENT LEAVE:
Employees are provided with ninety (90) Management Leave hours in the first pay period of July of each fiscal year. Management Leave is non-accruing and will not be carried from one fiscal year 562
SUMMARY OF BENEFITS
EXECUTIVE MANAGEMENT 2025-2027
Amended 11/04/2025 9
to the next. Newly hired management employees or current employees promoted into management will receive a prorated management leave benefit.
Time taken as management leave must be pre -approved by the City Manager prior to its use.
Employees may cash out up to seventy (70) hours of Management Leave per fiscal year at their current base rate of pay at any time throughout the fiscal year by making notification of request to cash out to the Finance Department. Any unused Management Leave on record at the ending date of the final payroll in June will be cashed out, up to seventy (70) hours maximum. Any remaining Management Leave at that time will be removed from the employee’s leave bank.
Up to an additional sixty (60) hours of Management Leave may be granted by the City Manage r with a corresponding ability to cash out these hours for any employee who demonstrates committing an extraordinary amount of time beyond their normal work schedule to the job.
Except for employees retiring from the City, employees resigning/separating f rom employment will have Management Leave credited on a prorated basis (7.5 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen ( 14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave
MEDICARE CONTRIBUTION:
The City will pay the cost of the employee portion of the Medicare Tax.
Source: Resolution No. 98-40
MILITARY LEAVE:
Under certain conditions, employees ordered to active duty may receive wage continuation and benefits for up to one year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
Source: Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66
PERFORMANCE EVALUATION:
Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.
Source: Resolution No. 97-62
PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):
Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file. Employees may be charged for cost of duplication of any materials in the personnel file for which they request copies.
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An employee shall have the right to respond in writing to adverse documents placed in their personnel file by submitting a written response to the Human Resources/Risk Management Department. The written response will be filed with the original document.
Source: Resolution No. 2000-47, 2025-039
PROFESSIONAL MEMBERSHIP DUES AND RELATED MEALS:
Each fiscal year, the City shall reimburse each Department Director for dues and for related meeting attendance meals for one (1) of the following organizations:
Chino Valley Lions Club
Rotary Club of Chino Valley
Kiwanis Club of Chino
Soroptimists Chino Valley
Source: Resolution No. 2025-039
RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: The City Manager and Director of Human Resources/Risk Management are not eligible for this benefit.
Source: Resolution Nos. 2006-021, 2007-056, 2013-046
REHIRE POLICY:
Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, will serve the same probationary period th at any new hire would otherwise serve and will be subject to all terms and conditions of employment applicable to any newly hired employee. The only exception will be that any employee rehired will have their leave accrual rates determined based upon the number of years of service with the City of Chino prior to their resignation.
Any employee rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation from employment. Said buy back will be at th e hourly base pay rate existing upon rehire. Sick Leave on record at the time of separation that was not compensated for, will be reinstated.
Source: Resolution Nos. 96-86, 97-62
RETIREMENT:
The City has a three-tier retirement benefit as follows:
A. Employees hired before the contract amendment with CalPERS effective October 16, 2011 will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year final compensation.
564
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B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at age 55 Plan, with a 3-year average final compensation.
C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan, with a 3-year average final compensation.
Member Contribution to PERS
Members will contribute the employee rate of contributions each payroll. All employee paid contributions to CalPERS will be made on a pre -tax basis, in accordance with IRS Section 414 (h)(2) and PERS guidelines:
A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.
B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.
C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 7.25% of reportable compensation (subject to change).
Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054, California Public Employee Pension Reform Act of 2013 (PEPRA)
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
Department Director and Assistant City Manager
A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of employee contributions only.
Beginning January 1, 2021, employee will contribute $25 per pay period on a pre-tax basis. Upon separation or retirement, employees will contribute 50% of all q ualifying accrued Sick Leave to the plan.
Source: Resolution No. 2007-049
SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an employee's salary will be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing. 565
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3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only in the case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.
B. Recovery
1. If the employee leaves emp loyment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate a collections process against the employee.
C. Underpayments
1. In situations involving underpayment to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
Source: Resolution Nos. 97-62, 2000-47, 2000-69, 2025-039, Employee Handbook
SEPARATION FROM CITY:
At the discretion and approval of the City Manager, employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.
Source: Resolution Nos. 97-62, 2025-039
SEVERANCE:
Should the City Manager elect to terminate employment without cause, the City shall, upon effective date of such termination, and with signature on Waiver and Release Agreement pay to the employee , severance in the amount equal to four (4) months of base monthly salary, less applicable deductions and excluding deferred compensation or the value of any other benefits.
Source: Resolution Nos. 2009-036A, 2019-050
SICK LEAVE:
Upon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90 th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty hours (1,080) hours.
If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this employee unit, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.
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Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment of any Sick Leave hours for time missed from work.
Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination
SICK LEAVE BUY BACK:
At separation of employment the City may buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at the time of separation . This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of a minimum of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:
Completed Years of Service % of Sick Leave
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%
The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full -time employment with the City as the final employer. The percentages may be adjusted in accordance with the Reti rement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 85-54, 87-83, 2007-56
SICK LEAVE CONVERSION TO COMPENSATION:
Employees who have accrued in excess of three hundred and twenty (320) hours of Sick Leave as of the final pay period in June of each year will have the option of annually converting up to forty (40) hours to compensation, for hours in excess of three hundred and twenty ( 320) hours, calculated at their base rate of pay. Sick Leave Conversion is paid in the final payroll check of each fiscal year.
Source: Resolution No. 87-83
SICK LEAVE CONVERSION TO PERSONAL LEAVE:
For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule:
A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 567
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8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs
Personal Leave may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.
Source: Resolution Nos. 86-59, 91-102
SICK LEAVE HIRING INCENTIVE:
New employees may be eligible to be credited with up to two hundred (200) hours of Sick Leave from their prior employer so long as the prior employer did not compensate the employee for these Sick Leave hours at the amount proposed or greater. New employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.
Source: Resolution No. 2025-039
SICK LEAVE PROGRAM:
Employees having in excess of nine hundred and sixty (960) hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty-six (56) hours.
Source: Resolution Nos. 87-83, 91-102
TUITION ADVANCE PROGRAM:
Employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancemen t Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will b e authorized to cover any amount of any employee’s educational expenses.
Affected employees are required to complete one (1) year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one (1) year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program.
Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.
A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning 568
SUMMARY OF BENEFITS
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Commission (HLC). Other accreditations may be eligible upon revi ew by the Human Resources Department.
Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherw ise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.
Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). If the educational institution attended does not provide the employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an addition al sixty ( 60) calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120 calendar days total), the City will have the right to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.
Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
TUITION REIMBURSEMENT – ENHANCED PROGRAM:
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year to verify the number of employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources /Risk Management Department no later than May 1 st of each year to participate in this Enhanced Program.
It shall remain the individual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.
Source: Resolution Nos. 96-86, 2015-054
VACATION LEAVE:
Maximum accrual of Vacation is four hundred ( 400) hours. Upon termination of employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave buy back. It is the responsibility of employees to schedule Vacation time off for rest and recuperation in order that earned Vacation time in excess of four hundred ( 400) hours will not be removed from the records.
Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
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49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
Vacation leave will be taken at a time approved by the City Manager with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the City Manager or designated representative. If one or more City holidays fall within an annual vacation leave, the holidays will not be charged as vacation leave ; however, extension of the vacation leave for the period of such holiday(s) is subject to approval of the City Manager.
A temporary increase in the total Vacation hours accrued (in excess of 400 hours) may be approved by the City Manager and notification to the Finance Department to affect this temporary exception.
Newly hired Department Directors are eligible to accrue vacation hours based on their years of service in prior public agencies. Newly hired Department Directors will be required to provide documentation from their prior employer(s) or retirement system such as CalPERS, SBCERA, LACERA, etc. verifying their years of service.
The City Manager can authorize newly hired Department Directors up to one hundred and twenty (120) Vacation hours to be available immediately upon hire.
Source: Resolution Nos. 85-54, 86-59, 2005-008, 2025-039
VACATION LEAVE BUY BACK:
At separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 85-54, 2005-008
VACATION LEAVE CONVERSION:
Employees may convert a maximum of one hundred and twenty (120) hours of Vacation Leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.
*This usage requirement is waived for “active” military personnel.
Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021
VEHICLE ALLOWANCE:
Employees not assigned a City vehicle will be provided with five hundred dollars ($500) per month for vehicle allowance.
Source: Resolution Nos. 86-59, 87-83, 89-195, 91-102, 2005-008, 2013-046 570
SUMMARY OF BENEFITS
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Amended 11/04/2025 17
WORKERS’ COMPENSATION PROGRAM:
Whenever any employee of the City is disabled whether tempo rarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday and/or Management Leave for full salary continuance.
Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed twelve (12) months. If the disability extends for a period beyond fourteen (14) calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.
Source: Labor Code section 4850; Resolution No. 85-54
WORKERS’ COMPENSATION PREMIUM PAYMENT:
In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
That the Workers’ Compensation Appeals Board approves the total settlem ent, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured employee has diligently sought medical attention as prescribed b y the treating physician(s) approved by the City.
That the injured employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.
Source: Resolution No. 97-62
SAVINGS CLAUSE:
Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.
IMPLEMENTATION:
These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council. 571
RESOLUTION NO. 2025-074
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AND AMENDING PORTIONS OF RESOLUTION NOS. 85 -52, 85 -53, AND 85 -54 PERTAINING TO COMPENSATION FOR
EMPLOYEE POSITION CLASSIFICATIONS REPRESENTED B Y DEPUTY
DIRECTORS
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 Deputy Directors; and WHEREAS, the wages, hours, and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Summaries of Benefits, and Agreements; and WHEREAS, the latest Summary of Benefits for Deputy Directors covering the period of July 1, 2025 through June 30, 2027 (“ DEPUTY DIRECTORS 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the City has determined that changing the implementation schedule of the cost of living wage adjustments for Deputy Directors would be in the best interests of the City and the parties; and
WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amended DEPUTY DIRECTORS 2025-27 Summary of Benefits to memorialize and confirm the change in the implementation schedule of the cost of living wage adjustments.
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.
SECTION 2. The City hereby approves and adopts an amended DEPUTY DIRECTORS 2025 -27 Summary of Benefits, which is attached hereto as Exhibit A.
SECTION 3. In the event of conflict between this Resolution and any prior City resolution relating to the subject matter thereof, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent of this Resolution provides benefits in excess or is different from the benefits provided in Resolution No. 202 5-039, the provisions of this Resolution shall control.
SECTION 4. 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
572
ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENTS:
EXHIBIT A. Amended Deputy Directors Summary of Benefits covering the period of July 1, 2025 through June 30, 2027
573
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
574
SUMMARY OF BENEFITS
DEPUTY DIRECTORS
Excerpts from relevant State statutes, City Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.
The positions of Deputy Directors are:
Deputy City Manager
Deputy Director of Community Services, Parks & Recreation Deputy Director of Development Services
Deputy Director of Finance
Deputy Director of Human Resources/Risk Management
Deputy Director of Public Works/City Engineer
Deputy Director of Public Works/Services
*Deputy Directors appointed after February 7, 2023, are at-will.
Source: Chino Municipal Code Chapter 2.24.070
ACTING PAY:
The City will grant Acting after an employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager
Subject to the conditions noted above, qualifying employees will receive Acting Pay for all days worked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non- consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.
Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:
Afforded to an employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.
Source: Resolution No. 97-62
BENEFIT BANK:
Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.
The Benefit Bank amount will be adjusted annually when new rates become effective December 575
SUMMARY OF BENEFITS
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1st. Unused portions of the Benefit Bank will be paid out in the employee's regular paychecks as earned.
Any employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent.
New Hires:
Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next Open Enrollment period.
Recertification:
Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the employee in lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next open enrollment period.
Source: Resolutions Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050, 2025-039
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified immediate family member is provided. A “qualified immediate family member” is defined as 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 relative residing within the employee's home.
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Head. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
Source: Resolution Nos. 2000-47, 2000-69, 2001-76, 2019-050, 2025-039
BILINGUAL PAY:
Employees are eligible to receive one hundred and sixty dollars ($160) per month (paid over 24 pay periods) for verbal fluency in any language, other than English, that the Department Director deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine employees’ proficiency. Testing 576
SUMMARY OF BENEFITS
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and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the employee to use bilingual skills on the job. If an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the employee’s Department Director that bilingual skills are no longer required for use on the job and this benefit will be removed from the employee with no right of appeal.
Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025, 2025-039
CERTIFICATE PAY:
If a professional certificate is required as part of an employees’ job, it will be paid for in the same manner and subject to the same limits as the American Federation of State, County and Municipal Employees (AFSCME) employees.
Certified Access Specialist (CASp) – Qualifying employees are eligible to receive two hundred and fifty dollars ($250) per month (paid over 24 pay periods) if they possess a current CASp certificate.
Source: Resolution No. 2025-039
COMPUTER LOAN PROGRAM:
Employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. A written agreement between the City and participant is required to participate in this program.
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The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.
Source: Resolution No. 2025-039
COST OF LIVING ADJUSTMENT:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Effective the first pay period beginning July 21, 2025: Three percent (3%) Effective the beginning of the pay period including July 1, 2026: Three percent (3%) Source: Resolution Nos. 2025-039, 2025-074
DEATH BENEFIT:
Employees are provided with $100,000 in life insurance coverage, payable to beneficiary(ies) on file in Human Resources/Risk Management Department at time of death.
In the event of an employee’s death, their beneficiary(ies) will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for retirement using the definition in CalPERS, Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cash out of the employee’s accrued Sick Leave on record.
In the event of an employee death, and such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of the employee’s accrued sick leave on record.
Source: Resolution Nos. 2000-047, 2000-069
DEFERRED COMPENSATION PLAN:
A deferred compensation plan, 457(b), is available to all employees, providing tax-deferred savings to serve as a retirement supplement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.
City Contribution
The City-paid contribution to deferred compensation is four hundred and ten dollars ($410) per month. The contribution will be placed in a deferred compensation account, 401(a), selected by the City. Loans are permitted.
Source: Resolution Nos. 86-59, 87-83, 98-40
“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within 3 years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan "catch-up" provisions and allowances as defined in federal and state law. 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, Sick Leave Conversion, Management, and Floating 578
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Holiday Leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 catch-up" shall normally be distributed over an employee's last three (3) years prior to their planned retirement date.
However, based on the total amount of "457 catch-up" contributions available to the employee, accumulated Sick Leave hours, and the employee's designated retirement date, “457 catch-up” contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within 3 years of their planned retirement date, have “457 catch-up” privileges available to them, be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of 5 years of service with the City as the final employer and either a qualified service or disability retirement.
The City will advance employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.
In the event an employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.
In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the 3 years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the Sick Leave Program calculation.
“Catch-up”– Vacation Leave
In order to participate, the employee will select the amount of Vacation Leave they want transferred into deferred compensation at the beginning of each of the 3 years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.
“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Sick Leave Conversion, Management, and/or Floating Holiday leave hours) to be transferred into 579
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deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year and employee attains age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch- up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.
Employees may use accrued Sick, Vacation, Management, and/or Floating Holiday leave hours to contribute this additional amount.
Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.
Source: Resolution Nos. 98-09, 98-40, 2019-050
DEFINED CONTRIBUTION PLAN -- 401(a):
This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating employee. An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.
Source: Resolution Nos. 2003-001, 2004-074
DIRECT DEPOSIT:
All employees will have funds directly deposited into an account they established for deposit of their payroll checks.
Source: Resolution No. 2019-050
DISABILITY:
The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy- down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.
Source: Resolution No. 86-59
FLEXIBLE BENEFITS SPENDING PLAN:
A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.
Source: Resolution Nos. 2009-043, 2017-049
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FLOATING HOLIDAY TIME:
Employees are provided with thirty five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).
This time off is used by the employee with the approval of their supervisor.
Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the employee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash out (requires minimum of ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.
Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 97-62, 2000-47, 2000-69, Administrative Policy-Floating Holiday Time
HOLIDAYS:
The City has designated twelve (12) ten-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050
HOLIDAY CLOSURE:
The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Sick Leave Conversion or remain in an unpaid leave status during this period.
The City shall have the discretion to advance Vacation time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holiday, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.
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Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.
HOLIDAY TIME COMPENSATION BANK:
When a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compensation bank. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the employee’s current hourly rate.
Should the employee separate from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday shall be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.
Source: Resolution Nos. 2016-047, 2025-039
JURY DUTY:
It is the policy of the City that no employee be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” shall be defined as a regularly scheduled day of work for the affected employee.
For all jury service, employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.
Source: Resolution Nos. 96-86, 2019-050
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:
The City shall pay the employee cost of the renewal fee for Registration as a Professional Engineer in the State of California. If the employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.
Source: Resolution No. 91-102
LIFE INSURANCE:
Employees are provided with a total of $100,000 in life insurance coverage.
See also Death Benefit section.
Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
LONGEVITY PAY
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $500 paid in a lump sum at time of anniversary. 15 years of service - $1,000 paid in a lump sum at time of anniversary. 20 years of service - $1,500 paid in a lump sum at time of anniversary. 25 years of service - $2,000 paid in a lump sum at time of anniversary. 30 years of service - $2,500 paid in a lump sum at time of anniversary. 35 years of service - $3,000 paid in a lump sum at time of anniversary. 582
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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.
Source: Resolution Nos. 2023-051, 2023-060
MANAGEMENT LEAVE:
Employees are provided with sixty (60) Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated Management Leave benefit.
Up to thirty (30) hours of Management Leave may be cashed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the second payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the second payroll in June will be cashed out, up to thirty (30) hours maximum.
An additional sixty (60) hours of Management Leave may be granted by the Department Director with a corresponding ability to convert these hours to cash.
Except for employees retiring from the City, employees resigning/separating from employment will have Management Leave credited on a prorated basis (five (5) hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave
MILEAGE REIMBURSEMENT:
The City agrees to reimburse employees authorized by the Department Head for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid, the required vehicle insurance verification.
Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided.
The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.
Source: Resolution Nos. 96-86, 2025-039
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MILITARY LEAVE:
Under certain conditions, employees ordered to active duty may receive wage continuation and benefits for up to one year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
Source: Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66
PERFORMANCE EVALUATION:
Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.
Source: Resolution No. 97-62
PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):
Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file. Employees may be charged for cost of duplication of any materials in the personnel file for which they request copies.
An employee shall have the right to respond in writing to adverse documents placed in their personnel file by submitting a written response to the Human Resources/Risk Management Department. The written response will be filed with the original document.
Source: Resolution Nos. 2000-47, 2025-039
RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: Any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this benefit unless the recommendation for hire is made independent of their duties as a Recruitment Team Member, i.e., outside of the work hours in which they are formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.
Source: Resolution Nos. 2006-021, 2007-056, 2013-046
REHIRE POLICY:
Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of 584
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resignation and then employed in his or her former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall be subject to all terms and conditions of employment applicable to any newly hired employee. The only exception shall be that any employee rehired shall have their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation.
Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back shall be at the hourly rate existing upon rehire.
Sick leave on record at the time of separation that was not compensated for will be reinstated.
Source: Resolution Nos. 96-86, 97-62
RETIREMENT:
The City has a three-tier retirement plan as follows:
A. Employees hired before the contract amendment with CalPERS effective October 16, 2011, will continue to be eligible for the 2.7% at 55 Plan, with the single highest year final compensation.
B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.
C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan with a 3-year average final compensation.
Member Contribution to CalPERS
Members will contribute the employee rate of contributions each payroll. All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2) and CalPERS guidelines:
A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.
B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.
C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 7.25% of reportable compensation (subject to change).
Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.
Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054 and California Public Employee Pension Reform Act of 2013 (PEPRA)
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of employee contributions only.
Employees will contribute twenty five dollars ($25) per pay period on a pre-tax basis. Upon separation or retirement, employees will contribute 50% of all qualifying accrued Sick Leave to the plan.
Source: Resolution No. 2007-049
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SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.
3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only the in case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.
B. Recovery
1. If the employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate a collections process against the employee.
C. Underpayments
1. In situations involving underpayment to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
Source: Resolution Nos. 2000-47, 2000-69, 2025-039, Employee Handbook
SEPARATION FROM CITY:
At the discretion and approval of the Department Director, employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.
Source: Resolution Nos. 97-62, 2025-039
SICK LEAVE:
Upon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees 586
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accrue ten (10) hours of Sick Leave per month to a maximum accrual of one thousand eighty hours (1,080) hours.
If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this employee unit, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.
Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment for any Sick Leave hours used.
Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination
SICK LEAVE BUY BACK:
At separation of employment the City will buy back a percentage of the employee’s accrued sick leave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City.
Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%
The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 85-54, 87-83, 2007-56
SICK LEAVE CONVERSION TO PERSONAL LEAVE:
For employees who have earned sick leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.
A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 587
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9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs
Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.
Source: Resolution Nos. 86-59, 91-102
SICK LEAVE HIRING INCENTIVE:
New employees may be eligible to be credited with two hundred (200) hours of Sick Leave so long as the prior employer did not compensate the employee for sick leave hours in the same amount or greater. New employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.
Source: Resolution No. 2025-039
SICK LEAVE PROGRAM:
Employees having in excess of nine hundred and sixty (960) hours of accumulated sick leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.
Source: Resolution Nos. 87-83, 91-102
SPECIAL COMPENSATION PAYMENT SCHEDULE:
Employees eligible to receive special compensation benefits which are a percentage of base pay, will receive compensation paid over 26 pay periods each fiscal year. All other special compensation, such as Bilingual Pay, will receive compensation paid over 24 pay periods each fiscal year. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.
Source: Resolution No. 2019-050
TUITION ADVANCE PROGRAM:
Employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.
Affected employees are required to complete one (1) year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one (1) year of service with the City from date of completion of 588
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course work will be required to reimburse the City for funds advanced to them under this program.
Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.
A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.
Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.
Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the educational institution attended does not provide the employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (60) calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to one hundred and twenty (120) calendar days total), the City will have the right to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.
Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
TUITION REIMBURSEMENT – ENHANCED PROGRAM:
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year to verify the number of employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1st of each year to participate in this enhanced program.
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It shall remain the individual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.
Source: Resolution No. 96-86, 2015-054
VACATION LEAVE:
Maximum accrual of vacation is four hundred (400) hours. Upon termination of employment, accrued vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave buy back. It is the responsibility of employees to schedule vacation time off for rest and recuperation in order that earned vacation time in excess of four hundred (400) hours will not be removed from the records.
Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the City Manager or designated representative. If one or more City holidays fall within an annual vacation leave, the holidays will not be charged as vacation leave; however, extension of the vacation leave for the period of such holiday(s) is subject to approval of the City Manager.
A temporary increase in the total vacation hours accrued (in excess of 400 hours) may be approved by the Department Director and notification to Finance to affect this temporary exception.
Source: Resolution Nos. 85-54, 86-59, 2005-008
VACATION LEAVE BUY BACK:
At separation or retirement, 100% of accrued vacation leave, to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive vacation leave buy back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 86-59, 2005-008
VACATION LEAVE CONVERSION:
Employees who have accumulated a minimum of one hundred and twenty (120) vacation hours may convert a maximum of eighty (80) hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* 590
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the number of accrued leave hours requested, excluding sick leave, must have been taken as time off.
*This usage requirement is waived for “active” military personnel.
Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021
WORKERS’ COMPENSATION PROGRAM:
Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.
Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond fourteen (14) calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days off are picked up by the City through the Workers’ Compensation program.
Source: Labor Code section 4850; Resolution No. 85-54
WORKERS’ COMPENSATION PREMIUM PAYMENT:
In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
That the injured employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.
Source: Resolution No. 97-62
SAVINGS CLAUSE:
Should any clause in this Summary of Benefits be held invalid by law and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will be in full force and effect.
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MAINTENANCE OF EXISTING BENEFITS:
All wages, hours and other terms and conditions of employment not specifically altered by this Agreement and presently enjoyed by the employees will remain in full force and effect during the term of this agreement unless determined by a court of law to be unlawful.
IMPLEMENTATION:
These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council. 592
RESOLUTION NO. 2025-075
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AND AMENDING PORTIONS OF RESOLUTION NOS. 85 -52, 85 -53, AND 85 -54 PERTAINING TO COMPENSATION FOR
EMPLOYEE POSITION CLASSIFICATIONS REPRESENTED B Y
UNREPRESENTED SWORN MANAGEMENT
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 Unrepresented Sworn Management; and
WHEREAS, the wages, hours, and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Summaries of Benefits, and Agreements; and WHEREAS, the latest Summary of Benefits for Unrepresented Sworn Management covering the period of July 1, 2025 through June 30, 2027 (“ UNREPRESENTED SWORN 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, in the event the City authorizes a general salary increase, cost of living adjustment, or other across the board base salary increase for employees represented by the Chino Police Managers Association (“CPMA”), the same percentage salary adjustment shall be applied concurrently to all classifications within the Unrepresented Sworn Management group, including Captain, Deputy Chief of Police, and Chief of Police; and WHEREAS, labor representatives of the City and CPMA have met and conferred and reached a tentative agreement on cost of living wage adjustments and the City has determined that the same salary adjustm ent shall be applied to all classifications within the Unrepresented Sworn Management group, including Captain, Deputy Chief of Police, and Chief of Police; and WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amended UNREPRESENTED SWORN 2025-27 Summary of Benefits to memorialize and confirm the change in the cost of living wage adjustments; and
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.
SECTION 2. The City hereby approves and adopts an amended UNREPRESENTED SWORN 2025-27 Summary of Benefits, which is attached hereto as Exhibit A.
SECTION 3. In the event of conflict between this Resolution and any prior City resolution relating to the subject matter thereof, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent of this Resolution provid es benefits in excess or is different from the benefits provided in Resolution No. 2025 -039, the provisions of this Resolution shall control.
SECTION 4. The City Clerk shall certify the adoption of this Resolution effective November 4, 2025.
593
APPROVED AND ADOPTED THIS 4th day of November, 2025.
EUNICE M. ULLOA, MAYOR
ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENTS:
EXHIBIT A. Amended Unrepresented Sworn Management Summary of Benefits covering the period of July 1, 2025 through June 30, 2027
594
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
595
SUMMARY OF BENEFITS
UNREPRESENTED SWORN MANAGEMENT
Excerpts from relevant State statutes, Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.
Sworn Unrepresented Management consist of the following position classifications:
Chief of Police
Captain
Deputy Chief of Police
ACTING PAY:
The City will grant Acting after an employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager
Subject to the conditions noted above, qualifying employees will receive Acting Pay for all days worked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non- consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.
Source: Personnel Rules
ADDITIONAL DUTY PAY:
Afforded to an employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Chief of Police (Captain & Deputy Chief of Police) or City Manager (Chief of Police).
Source: Resolution No. 97-62
ADDITIONAL LEAVE:
Deputy Chief of Police and Captain – In addition to Management Leave, affected employees may be provided up to thirty (30) additional hours of leave, at the Police Chief’s discretion, per fiscal year based on workload and hours worked. These hours will be cashed out if they are not used by the last pay period of the fiscal year.
Source: Resolution No. 85-54
ANNUAL PHYSICAL/WELLNESS:
Chief of Police - Up to one thousand, two hundred dollars ($1,200) may be provided to employees for reimbursement toward the cost of gym membership, an annual physical, or related out-of- 596
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pocket medical expenses. Employees must submit an invoice from the medical provider or proof of gym membership to receive reimbursement.
Source: Resolution Nos. 2001-76, 2006-021, 2025-039
BENEFIT BANK:
Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.
The Benefit Bank amount will be adjusted annually when new rates become effective December 1st. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks as earned.
Any employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent.
New Hires:
Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next Open Enrollment period.
Recertification:
Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the employee in lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next open enrollment period.
Source: Resolutions Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050, 2025-039
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified, immediate family member is provided.
A “qualified immediate family member” is defined as spouse, domestic partner, parent, parent- in-law, step-parent, sibling, child, step-child, sibling-in-law, daughter/son-in-law, grandparent, grandchild, or any other relative residing within the employee's home.
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Head. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of 597
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a death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
Source: Resolution Nos. 2000-47, 2000-69, 2001-76, 2019-050, 2025-039
BILINGUAL PAY:
Employees are eligible to receive an allowance (paid over 24 pay periods) for verbal fluency in any language other than English, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine employees’ proficiency. Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Approval: To be eligible to take the City’s competency examination, an employee must be recommended by the Chief of Police (Approver). Eligibility for the opportunity to test for Bilingual Pay is solely at the Approver’s discretion and is not subject to administrative appeal or challenge. The Approver will make their recommendation based on an assessment of the need for the employee to use bilingual skills on-the-job. If an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the Approver that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.
Chief of Police – Eligible to receive a one hundred and sixty dollar ($160) allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English that the City Manager deems necessary, including sign language.
Deputy Chief of Police and Captain - Eligible to receive a two hundred and forty dollar ($240) allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English that the Chief of Police deems necessary, including sign language.
Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025, 2025-039
COMPUTER LOAN PROGRAM:
Non-probationary employees are eligible to participate in a Computer Loan Program managed by the Finance Department.
Participants must agree to comply with the requirements of the program as listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. 598
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Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. A written agreement between the City and participant is required to participate in this program.
The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.
Source: Resolution No. 2025-039
COST OF LIVING ADJUSTMENT:
Effective the beginning of the pay period including July 1, 2025: Three percent (3%)
In the event the City authorizes a general salary increase, cost-of-living adjustment (COLA), or other across-the-board base salary increase for employees represented by the Chino Police Managers Association (CPMA), the same percentage salary adjustment shall be applied concurrently to all classifications within the Unrepresented Sworn Management group, including Captain, Deputy Chief of Police, and Chief of Police.
Source: Resolution Nos. 2025-039, 2025-075
DEATH BENEFIT:
Chief of Police – Employee is provided with $250,000 in life insurance coverage, payable to beneficiary on file in the Human Resources/Risk Management at time of death.
Deputy Chief of Police and Captain – Employees are provided with $100,000 in life insurance coverage, payable to beneficiary on file in the Human Resources/Risk Management at time of death.
In the event of an employee’s death, their beneficiary will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for retirement using CalPERS definition, Sick Leave will be paid out to the employee’s beneficiary(ies) at 100% cash out of the employees accrued Sick Leave on record.
In the event of an employee death, and such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.
Source: Resolution Nos. 2000-047, 2000-069
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DEFERRED COMPENSATION PLAN:
A deferred compensation plan, 457(b), is available to all employees, providing tax-deferred savings to serve as a retirement supplement. An employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.
City Contribution
Chief of Police - A contribution of seven hundred dollars ($700) per month is made into the City’s selected plan, 401(a), for the employee. Loans are permitted.
Deputy Chief of Police and Captain - A contribution of four hundred and ten dollars ($410) per month is made into the City’s selected plan, 401(a), for each employee. Loans are permitted.
Source: Resolution Nos. 86-59, 87-83, 98-40
“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three (3) years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan "Catch-up" provisions and allowances as defined in federal and state law.
To the extent allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrued Sick, Vacation, Management, Floating Holiday, Sick Leave Conversion, and Holiday Leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 Catch-up" shall normally be distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of "457 Catch-up" contributions available to the employee, accumulated sick leave hours, and the employee's designated retirement date, "457 Catch-up" contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of his/her planned retirement date, have “457 Catch-up” privileges available to them, be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will advance employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.
In the event an employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.
In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The 600
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employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the Sick Leave Program calculation.
“Catch-up”– Vacation Leave
In order to participate, the employee will select the amount of Vacation Leave he/she wants transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.
“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Floating Holiday, Sick Leave Conversion and/or Management Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch- up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.
Employees may use accrued Sick, Vacation, Management, Floating Holiday, Sick Leave Conversion, and Holiday Leave hours to contribute this additional amount.
Defined Contribution Plan - 401(A):
This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating employee. An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.
Source: Resolution Nos. 2003-001, 2004-074
Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.
Source: Resolution Nos. 98-09, 98-40, 2019-050
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DIRECT DEPOSIT:
All employees will have funds directly deposited into an account established for deposit of any payroll check.
Source: Resolution No. 2019-050
DISABILITY:
The City will pay all premiums for a Short/Long Term Disability Program and provide it to all full-time, non-probationary employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the employee’s base salary.
Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.
Source: Resolution No. 86-59
DISCIPLINARY ACTION APPEAL PROCEDURE CONSISTING OF A WRITTEN REPRIMAND OR LESS:
Chief of Police - The following Appeal procedure will be utilized by the Chief of Police for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This will be the sole and exclusive procedure afforded to the Chief for appealing disciplinary action consisting of a Written Reprimand or less.
The Chief having received a disciplinary action consisting of a Written Reprimand or less will be entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.
Within five (5) workdays of the time the written or verbal reprimand is issued, the Chief will be entitled to a non-evidentiary meeting with the City Manager. The purpose of this administrative appeal is to afford the Chief an opportunity to be heard by the City Manager as to why the Chief believes the discipline should be revoked or modified. The Chief may be heard verbally or in writing. The City Manager will have ten (10) workdays to respond to the Chief. If the City Manager does not respond within ten (10) workdays from the date of the administrative appeal to respond to the employee, the original disciplinary action will be deemed unchanged.
The determination of the City Manager will be final, binding and conclusive. There will be no other administrative method to appeal the determination of the City Manager.
Source: Resolution No. 2000-69
Deputy Chief of Police and Captain - The following Appeal procedure will be utilized by sworn employees for the purpose of appealing disciplinary action consisting of a Written Reprimand or less. This shall be the sole and exclusive procedure afforded to sworn employees for appealing disciplinary action consisting of a Written Reprimand or less.
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Any sworn employee having received a disciplinary action consisting of a Written Reprimand or less shall be entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.
Within five (5) workdays of the time the written or verbal reprimand is issued, the employee shall be entitled to a non-evidentiary meeting with the supervisor who issued the disciplinary action.
The purpose of this administrative appeal is to afford the employee an opportunity to be heard by the supervisor as to why the employee believes the discipline should be revoked or modified. The employee may be heard verbally or in writing. The supervisor shall have ten (10) workdays to respond to the employee. If the supervisor does not respond within ten (10) workdays of the administrative appeal meeting, the original disciplinary action shall be deemed unchanged.
If the matter is not resolved to the aggrieved employee's satisfaction, within ten (10) workdays of the supervisor's response to the employee's appeal, or ten (10) workdays after the time for the supervisor to respond has passed, the employee shall then be entitled to a non-evidentiary meeting with the Chief of Police. The purpose of this administrative appeal shall be to afford the employee an opportunity to be heard by the Chief of Police as to why the employee believes the discipline should be revoked or modified. The employee may be heard verbally or in writing. The Chief of Police shall have ten (10) workdays to respond to the employee. If the Chief of Police does not respond within ten (10) workdays of the administrative appeal meeting, the original disciplinary action shall be deemed unchanged.
The determination of the Chief of Police shall be final, binding and conclusive. There shall be no other administrative method to appeal the determination of the Chief of Police.
Source: Resolution No. 2000-69
DISCIPLINARY APPEAL PROCEDURE CONSISTING OF MORE THAN A WRITTEN REPRIMAND:
The City Manager will no longer serve as the Hearing Officer.
Source: Resolution Nos. 98-40, 2005-008
EDUCATIONAL INCENTIVE PAY:
Deputy Chief of Police and Captain – Employees who have served two (2) consecutive years of full-time employment with the Chino Police Department are eligible to receive a one-time payment of his/her total annual base salary at the time the degree is awarded.
Degree Percentage of Salary
Associate of Arts/Science 2-1/2%
Bachelor of Arts/Science 5%
Master of Arts/Science 7%
Employees are eligible to concurrently receive the one-time Educational Incentive Pay while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.
Source: Resolution Nos. 97-62, 2009-036A
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FLEXIBLE BENEFITS SPENDING PLAN:
A Section 125 - Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.
Source: Resolution Nos. 2009-043, 2017-049
FLOATING HOLIDAY TIME:
See Holiday Pay below.
Source: Administrative Policy-Floating Holiday Time
HOLIDAYS:
The City has designated twelve (12) ten-hour holidays and two (2) five-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050
HOLIDAY PAY:
Employees are credited with one hundred and twenty (120) Holiday and thirty five (35) Floating Holiday hours at the beginning of each fiscal year (prorated for new-hires following completion of six (6) months of full-time/continuous service). These positions have the option of converting Holiday time to cash or to accumulated time off. Holiday time converted to cash pursuant to exercise of the above option, will be compensated at the current base hourly rate. Any Holidays converted to accumulated time off must be utilized during the fiscal year, and there will be no option to carry unused accumulated Holiday time from one fiscal year to another. Any unused Holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last pay day of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused Holiday time.
Upon written request to the City’s Finance Department, payment of Holidays will be made in a check separate from the regular payroll check at any time throughout the year. Holiday pay will be calculated at the pay rate at the time of cash out.
Except for retiring from the City, Holiday Leave time used or received in cash in excess of those which would have normally accrued during that period of time in the fiscal year for observed City holidays, will reimburse the City upon termination of their employment.
Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California 604
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Public Employee’s Retirement System. To comply with PERS regulations, this special compensation will be reported to PERS as it is earned.
Source: Resolution Nos. 96-86, 2016-047, 2025-039
JURY DUTY:
It is the policy of the City that no employee be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” shall be defined as a regularly scheduled day of work for the affected employee.
For all jury service, employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.
Source: Resolution Nos. 96-86, 2019-050
LIFE INSURANCE:
See Death Benefit section.
Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
LONGEVITY PAY:
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $500 paid in a lump sum at time of anniversary. 15 years of service - $1,000 paid in a lump sum at time of anniversary. 20 years of service - $1,500 paid in a lump sum at time of anniversary. 25 years of service - $2,000 paid in a lump sum at time of anniversary. 30 years of service - $2,500 paid in a lump sum at time of anniversary. 35 years of service - $3,000 paid in a lump sum at time of anniversary. 40 years of service - $3,500 paid in a lump sum at time of anniversary. 45 years of service - $4,000 paid in a lump sum at time of anniversary.
Source: Resolution Nos. 2023-051, 2023-060
LUNCH (PAID):
Chief of Police, Deputy Chief of Police, and Captain - Employees receive a one (1) hour paid lunch period included in their 10-hour workday.
Source: Resolution Nos. 96-86, 2025-039
MANAGEMENT LEAVE:
Chief of Police - Employee is provided with ninety (90) Management Leave hours in the first pay period of July of each fiscal year. Management Leave is non-accruing and will not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated management leave benefit.
Time taken as management leave must be pre-approved by the City Manager prior to its use.
Employees may cash out up to seventy (70) hours of Management Leave per fiscal year at their current base rate of pay at any time throughout the fiscal year by making notification of request to cash out to the Finance Department. Any unused Management Leave on record at the ending date 605
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of the final payroll in June will be cashed out, up to seventy (70) hours maximum. Any remaining Management Leave at that time will be removed from the employee’s leave bank.
Up to an additional sixty (60) hours of Management Leave may be granted by the City Manager with a corresponding ability to cash-out these hours for any employee who demonstrates they are committing an extraordinary amount of time beyond their normal work schedule to the job.
Deputy Chief of Police and Captain - Employees are provided with sixty (60) Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated management leave benefit.
Up to thirty (30) hours of Management Leave may be cashed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the second payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the final payroll in June will be cashed out, up to thirty (30) hours maximum. See also Additional Leave.
Up to an additional sixty (60) hours of Management Leave may be granted by the Chief of Police with a corresponding ability to cash out these hours for any employee who demonstrates they are committing an extraordinary amount of time beyond their normal work schedule to the job.
Except for employees retiring from the City, employees resigning/separating from employment will have Management Leave credited on a prorated basis, and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave
MEDICARE CONTRIBUTION:
Chief of Police - The City will pay the cost of the employee portion of the Medicare Tax.
Source: Resolution No. 98-40
MILEAGE REIMBURSEMENT:
Deputy Chief of Police and Captain - The City agrees to reimburse employees authorized by the Chief of Police for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid, the required vehicle insurance verification.
Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Chief of Police and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided.
606
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The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.
Source: Resolution Nos. 96-86, 2025-039
MILITARY LEAVE:
Under certain conditions, employees ordered to active duty may receive wage continuation and benefits for up to one year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
Source: Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66
PERFORMANCE EVALUATION:
Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.
Source: Resolution No. 97-62
PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):
An employee is limited to thirty (30) calendar days from service of an adverse document in which to respond to said document placed in his/her Personnel File. If the affected employee, or the affected employee’s representative, requires additional time to prepare a response, either party may, in writing, notify the Director of Human Resources/Risk Management and an additional thirty (30) days extension will be granted.
Source: Resolution No. 2000-47
PHYSICAL FITNESS PROGRAM (VOLUNTARY):
Employees shall receive 1-30 hours of pay respectively per fiscal year for demonstration of physical fitness.
The City and the Employee agree and acknowledge that participation in this program is not an implied or express requirement of employment. The City will not be liable for the payment of workers’ compensation benefits for any injuries arising from participation in the program or from training/preparation, which any employee undertakes for participation in the program. Each employee participating in the program is required to sign the following acknowledgement at the inception of his/her participation, training, or preparation for the program:
“Participation by employees of the City of Chino in the volunteer physical fitness program and in training/preparation for participation in the program, is strictly voluntary. No City employee is expected to participate in the program, and participation is not a part of any City employee’s work-related duties. The City shall not be liable for the payment of workers’ compensation benefits for any injury which arises from participation in the volunteer physical fitness program, or from training/preparation for participation in the program.
I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file no Workers’ Compensation claim which is related in any way to my participation, training, or preparation for the program. 607
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Dated:
Signature of Employee”
The CPOA and CPMA Association Board Members will determine test dates for the Voluntary Physical Fitness Program and testing will take place over a period of time not to exceed three (3) three months from the date of the first test to the date of the final test. Sworn employees unable to participate in the testing process due to a work-related illness or injury will be credited the following year in which they participate in the Program with benefits equal to two (2) years of credit.
Source: Resolution Nos. 96-86(CPOA, CPMA & Captains), 97-62, 2008-047 (CPOA), 2009-036A, 2025-039
P.O.S.T. CERTIFICATE PAY:
Chief of Police – Eligible to attempt to qualify to receive additional monthly compensation as follows for possession of the following certificate(s):
Advanced P.O.S.T. Certificate 12% of monthly base salary; and Management P.O.S.T. Certificate 9% of monthly base salary; and Executive P.O.S.T. Certificate 1% of monthly base salary
Deputy Chief of Police and Captain – Employees are eligible to attempt to qualify to receive additional monthly compensation as follows for possession of the following certificate(s):
Intermediate P.O.S.T. Certificate 6% of monthly base salary; or Advanced P.O.S.T. Certificate 12% of monthly base salary; and Management P.O.S.T. Certificate 9% of monthly base salary
Qualified employees eligible to receive P.O.S.T. Certificate Pay will receive compensation paid over the normal twenty-six (26) pay periods each fiscal year.
Deputy Chief of Police and Captain – Employees will be eligible to concurrently receive the one- time Educational Incentive Pay (equal to that provided to the Chino Police Association in Resolution 85-54) while continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.
Source: Resolution Nos. 89-195, 96-86, 97-62, 2004-105, 2005-008
PROFESSIONAL MEMBERSHIP DUES AND RELATED MEALS:
Each fiscal year, the City shall reimburse the Chief of Police for dues and related meeting attendance meals for one (1) of the following organizations:
Chino Valley Lions Club
Rotary Club of Chino Valley
Kiwanis Club of Chino
Soroptimists Chino Valley
Source: Resolution No. 2025-039
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RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: The Chief of Police is not eligible for this benefit. In addition, any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this benefit unless the recommendation for hire is made independent of their duties as a Recruitment Team Member, i.e., outside of the work hours in which they are formally assigned to serve in the capacity of “Recruiter”. To receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.
Source: Resolution Nos. 2006-021, 2007-056, 2013-046
REHIRE POLICY:
Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall serve the same probationary period that any new hire would serve and shall be subject to all terms and conditions of employment applicable to any newly hired employee. The only exception shall be that any employee rehired shall have their leave accrual rates determined based upon the number of years of service with the City of Chino prior to their resignation.
Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back shall be at the hourly rate existing upon rehire.
Sick Leave on record at the time of separation that was not compensated for will be reinstated.
Source: Resolution Nos. 96-86, 97-62
RETIREMENT:
The City has a three-tier retirement benefit as follows:
Plan for sworn personnel:
A. Employees hired before the contract amendment with CalPERS effective October 16, 2011, will continue to be eligible for the 3% at age 50 Plan, with the single highest year final compensation.
B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011, will be enrolled in the 3% at age 55 Plan, with a 3-year average final compensation.
C. Employees hired on or after January 1, 2013, will be enrolled in the 2.7% at age 57 (PEPRA) Plan, with a 3-year average final compensation. 609
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Member contributions:
Members will contribute the employee rate of contributions each payroll. All employee-paid contributions to PERS will be made on a pre-tax basis, in accordance with IRS section 414 (h) (2) and PERS guidelines:
A. 3% at age 50, if hired before October 16, 2011:
1) Employee contribution rate – 9% of reportable compensation.
B. 3% at age 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 9% of reportable compensation.
C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013:
1) Employee contribution rate – 13% of reportable compensation (subject to change).
Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054 and California Public Employee Pension Reform Act of 2013 (PEPRA)
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
A Retirement Health Savings Plan is established in accordance with IRS regulations. Employee contributes 1% of base earnings each pay period. Upon separation from the City, a 90% cash out of all qualifying, verified accrued leave will be deposited to the employee’s RHS plan.
City will contribute three hundred dollars ($300) per month, deposited on a twenty-four (24) pay period cycle.
Source: Resolution No. 2007-049
SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.
3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only the in case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period. 610
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B. Recovery
1. If the employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate a collections process against the employee.
C. Underpayments
1. In situations involving underpayment to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
Source: Resolution Nos. 2000-47, 2000-69, 2025-039, Employee Handbook
SEPARATION FROM CITY:
Chief of Police - At the discretion and approval of the City Manager, employees may be allowed to extend their last day of employment through the use of leave time for up to one (1) pay period beyond the last day the employee actually reports to work.
Deputy Chief of Police and Captain - At the discretion and approval of the Chief of Police, employees may be allowed to extend their last day of employment through the use of leave time for up to one (1) pay period beyond the last day the employee actually reports to work.
The approval of such an extension shall be subject to operational needs, departmental policies, and compliance with all applicable rules governing leave usage. The Chief of Police or designee shall be responsible for reviewing and granting requests on a case-by-case basis to ensure consistency and fairness in application.
Leave time is defined as vacation, holiday, or management. Sick leave usage will be allowed under the terms of Sick Leave, and those provisions must be followed for any sick leave usage to be allowed.
Source: Resolution Nos. 97-62, 2025-039
SEVERANCE:
Should the City Manager elect to terminate employment without cause, the City shall, upon effective date of such termination, and with signature on Waiver and Release Agreement, pay to the employee severance in the amount equal to six (6) months of their base monthly salary, less applicable deductions and excluding deferred compensation or the value of any other benefits.
Source: Resolution Nos. 2009-036A, 2019-050
SICK LEAVE:
Upon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty (1,080) hours.
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If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this bargaining group, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.
Upon notice of resignation or retirement from the City, any sick leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment for any Sick Leave hours for time missed from work.
Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59,2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination
SICK LEAVE BUY BACK:
At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:
Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%
The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 85-54, 87-83, 2007-56
SICK LEAVE CONVERSION TO COMPENSATION:
Chief of Police - Who has accrued in excess of three hundred and twenty (320) hours of Sick Leave as of the final pay period in June of each year will have the option of annually converting up to forty (40) hours to compensation, for hours in excess of three hundred and twenty (320) hours, calculated at their base rate of pay. Sick Leave Conversion is paid in the final payroll check of each fiscal year.
Source: Resolution No. 87-83
SICK LEAVE CONVERSION TO PERSONAL LEAVE:
For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.
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A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs
Personal Leave may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.
Source: Resolution Nos. 86-59, 91-102
SICK LEAVE PROGRAM:
Employees having in excess of nine hundred and sixty (960) hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.
SPECIAL COMPENSATION PAYMENT SCHEDULE:
Employees eligible to receive special compensation benefits which are a percentage of base pay, such as P.O.S.T. Certificate Pay, will receive compensation paid over twenty-six (26) pay periods each fiscal year. All other special compensation, such as Bilingual Pay, will receive compensation paid over twenty-four (24) pay periods each fiscal year. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.
Source: Resolution No. 2019-050
SUPPLEMENTAL CONTRIBUTION FOR RETIREES:
Employees separating from City employment as a result of a non-disputed disability or service retirement after completion in either case of fifteen (15) years of continuous, uninterrupted, full- time sworn City service shall receive a monthly supplemental contribution equal to fifteen dollars ($15) per month multiplied by the number of years of service from time of retirement and shall continue until death of the retiree. (For example, an employee retiring after 15 years of required continuous service shall receive a City-funded supplemental contribution in the amount of $225 per month.) However, if the retiree dies after receipt of this benefit for less than fifteen (15) years, then the benefit will continue to be paid to the eligible spouse, if any, until the duration of benefits payments totals a complete fifteen (15) years from the date that the payments commenced. For example, if the eligible retiree should die after receiving ten (10) years of the supplemental contribution as described herein, and the now deceased eligible retiree has a legal spouse, said spouse shall continue to receive the benefit for a remaining 5 years. No benefit shall be provided 613
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to any other beneficiary with the exception of what is noted here after the member’s death. A disputed disability retirement is defined as one in which the City has not certified the retirement as being valid for disability status. This benefit in its entirety shall apply only to employees employed as of June 30, 1998. Thereafter, no future employees in this position classification shall qualify for this benefit at any level whatsoever. Future hires will be provided with no supplemental contribution for retirees.
Source: Resolution Nos. 96-86, 97-62, 98-40
TUITION ADVANCE PROGRAM:
Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.
The non-probationary status requirement does not pertain to those employees who are considered to hold probationary status due to a promotion into a new position in the City. Affected employees are required to complete one year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program. Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.
A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.
Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.
Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the educational institution attended does not provide the employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the employee is responsible to notify the Director of 614
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Human Resources/Risk Management, in writing, of such and an additional sixty (60) calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120 calendar days total), the City will have the right to automatically make a payroll deduction from the employee's next regular payroll check in an amount equal to the amount of tuition funds advanced.
Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
TUITION REIMBURSEMENT – ENHANCED PROGRAM:
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year in order to verify the number of employees making an application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1st of each year in order to participate in this Enhanced Program.
It shall remain the individual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.
Source: Resolution Nos. 96-86, 2015-054
UNIFORM CLOTHING/CLEANING ALLOWANCE:
The City shall provide to affected employees a clothing/cleaning allowance of one thousand two hundred dollars ($1,200) per year. Affected employees shall receive payment for their total clothing/cleaning allowance one time per year. This payment shall be in a check separate from the employee’s regular paycheck and shall be provided at the time of distribution on the second payroll check in August of each year. Upon appointment/promotion to a non-eligible position classification or separation from employment prior to the end of a fiscal year, the employee shall be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.
Source: Resolution Nos. 85-54, 96-86, 2003-01
The amount of reportable compensation for uniforms shall not exceed seven hundred and seventy dollars ($770) per year. Non-uniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the employee’s option, the annual allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually by each employee.
Source: Resolution No. 2006-021
VACATION LEAVE:
Maximum accrual of Vacation is four hundred (400) hours. Upon termination of employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave buy back. It is the responsibility of employees to schedule Vacation time off for rest and recuperation in order 615
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that earned Vacation time in excess of four hundred (400) hours will not be removed from the records.
Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
Vacation Leave will be taken at a time approved by the Chief of Police with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the Chief of Police.
In the event that one or more City holidays fall within an annual Vacation Leave, the holidays will not be charged as Vacation Leave; however, extension of the Vacation Leave for the period of such holiday(s) is subject to approval of the City Manager.
A temporary increase in the total vacation hours accrued (in excess of 400 hours) may be approved by the Chief of Police and notification to the Finance Department to affect this temporary exception.
Source: Resolution Nos. 85-54, 86-59, 2005-008
VACATION LEAVE BUY BACK:
At separation or retirement, 100% of accrued Vacation leave, to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution No. 86-59, 2005-008
VACATION LEAVE CONVERSION:
Chief of Police - May convert a maximum of one hundred and twenty (120) hours of Vacation Leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.
Deputy Chief of Police and Captain - Employees who have accumulated a minimum of one hundred and twenty (120) vacation hours may convert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.
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*This usage requirement is waived for “active” military personnel.
Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021
VEHICLE ALLOWANCE:
Chief of Police – Employee is provided with a vehicle. The City pays all expenses related to the operation of the vehicle.
Source: Resolution Nos. 86-59, 87-83, 89-195, 91-102, 2005-008, 2013-046
WORKERS’ COMPENSATION PROGRAM:
Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday, and/or Management Leave for full salary continuance. Thereafter, the employee will receive 100% salary plus full benefits continuation for a period of one (1) year.
Source: Labor Code section 4850; Resolution No. 85-54
WORKERS’ COMPENSATION PREMIUM PAYMENT:
In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
That the injured employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.
Source: Resolution No. 97-62
SAVINGS CLAUSE:
Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.
MAINTENANCE OF EXISTING BENEFITS:
All wages, hours and other terms and conditions of employment not specifically altered herein and presently enjoyed by the employees will remain in full force and effect unless determined by law and/or a court of competent jurisdiction to be unlawful or amended by City Council.
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IMPLEMENTATION:
These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.
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RESOLUTION NO. 2025-076
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AND AMENDING PORTIONS OF RESOLUTION NOS. 85 -52, 85 -53, AND 85 -54 PERTAINING TO COMPENSATION FOR
EMPLOYEE POSITION CLASSIFICATIONS REPRESENTED B Y
UNREPRESENTED MANAGEMENT
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 Unrepresented Management; and
WHEREAS, the wages, hours, and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Summaries of Benefits, and Agreements; and WHEREAS, the latest Summary of Benefits for Unrepresented Management covering the period of July 1, 2025 through June 30, 2027 (“ UNREPRESENTED MANAGEMENT 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the City has determined that changing the implementation schedule of the cost of living wage adjustments for Unrepresented Management would be in the best interests of the City and the parties; and
WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amended UNREPRESENTED MANAGEMENT 2025-27 Summary of Benefits to memorialize and confirm the change in the implementation schedule of the cost of living wage adjustments.
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.
SECTION 2 . The City hereby approves and adopts an amended UNREPRESENTED MANAGEMENT 2025-27 Summary of Benefits, which is attached hereto as Exhibit A.
SECTION 3. In the event of conflict between this Resolution and any prior City resolution relating to the subject matter thereof, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent of this Resolution pr ovides benefits in excess or is different from the benefits provided in Resolution No. 2025 -039, the provisions of this Resolution shall control.
SECTION 4. 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
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ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENTS:
EXHIBIT A. Amended Unrepresented Management Summary of Benefits covering the period of July 1, 2025 through June 30, 2027
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State of California )
County of San Bernardino ) §
City of Chino )
I, NATALIE GONZAGA , City Clerk of the City of Chino, do hereby certify that the foregoing 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
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Excerpts from relevant State statutes, City Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.
The positions of Unrepresented Management are:
Accessibility Coordinator
Administrative Services Manager
Assistant Budget Manager
Assistant City Engineer
Assistant Civil Engineer
Assistant Engineer
Assistant Parks & Facilities Manager
Assistant Public Works Services Manager
Assistant to the City Manager
Associate Civil Engineer
Associate Engineer
Associate Planner
Budget Manager
Building and Code Compliance Manager
Building Official
Capital Improvement Projects Engineering
Manager
City Clerk
City Planner
City Traffic Engineer
Civil Engineering Manager
Clinical Program Manager
Communications Manager
Construction Project Coordinator
Contracts and DIF Administrator
Council Liaison
Crime Prevention & Community Outreach
Supervisor
Community Services, Parks & Recreation
Manager
Community Services, Parks & Recreation
Supervisor
Economic Development Analyst
Economic Development Manager
Emergency Services Coordinator
Engineering Manager
Environmental Compliance Coordinator
Environmental Compliance Supervisor
Environmental Services Administrator
Equipment Mechanic Supervisor
Facility Coordinator
Fiscal Services Manager
Grounds Supervisor
Housing Manager
Human Resources/Risk Management Analyst
Information Technology Analyst
Information Technology Manager
Information Technology Supervisor
Management Analyst
Multimedia Officer
Parks & Facilities Manager
Payroll Supervisor
Permit & Inspection Supervisor
Permit Center Coordinator
Police Records & Evidence Supervisor
Police Technical Services Manager
Principal Engineer
Principal Planner
Projects Manager
Public Information Officer
Public Safety Dispatch Supervisor
Public Works Project Manager
Public Works Services Manager
Public Works Supervisor
Purchasing Manager
Revenue Manager
Risk Manager
Senior Engineer
Senior Human Resources/Risk Management
Analyst
Senior Information Technology Analyst
Senior Management Analyst
Senior Planner
Sewer & Storm Drain Supervisor
Strategic Initiatives Manager
Streets Supervisor
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Supervising Building Inspector
Supervising Code Compliance Inspector
Supervising Plans Examiner
Transportation Manager
Utilities Engineering and Operations Manager
Water Utilities Superintendent
Water Utilities Supervisor
ACTING PAY:
The City will grant Acting after an employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager
Subject to the conditions noted above, qualifying employees will receive Acting Pay for all days worked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non- consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.
Source: Resolution No. 97-62
ADDITIONAL DUTY PAY:
Afforded to an employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.
Source: Resolution No. 97-62
BENEFIT BANK:
Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.
The Benefit Bank amount will be adjusted annually when new rates become effective December 1st. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks as earned.
Any employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent.
New Hires:
Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect until the employee provides valid opt-out documentation during the next Open Enrollment period.
Recertification:
Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the employee in lowest cost medical plan. Such enrollment will remain 623
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in effect until the employee provides valid opt-out documentation during the next open enrollment period.
Source: Resolutions Nos. 85-54, 86-59, 87-83, 89-195, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2001-76, 2004-022, 2005-008, 2006-021, 2007-49, 2013-046, 2015-054, 2019-050, 2025-039
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified family member is provided. A “qualified family member” is defined as 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 relative residing within the employee’s home.
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Director. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial service from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
Source: Resolution Nos. 2000-47, 2000-69, 2001-76, 2019-050, 2025-039
BILINGUAL PAY:
Employees are eligible to receive one hundred and sixty dollars ($160) per month (except for eligible Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor who receive two hundred and forty dollars ($240) per month) (paid over 24 pay periods) for verbal fluency in any language, other than English, that the Department Director deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine employees’ proficiency. Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the employee to use bilingual skills on the job. If an employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.
Source: Resolution Nos. 85-54, 87-83, 91-102, 97-62, 98-40, 2000-47, 2000-69, 2006-021, 2006-025, 2025-039
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CERTIFICATE PAY:
If a professional certificate is required as part of an employees’ job, it will be paid for in the same manner and subject to the same limits as American Federation of State, County and Municipal Employees (AFSCME) employees.
Certified Access Specialist (CASp) – Qualifying employees are eligible to receive two hundred and fifty dollars ($250) per month (paid over 24 pay periods) if they possess a current CASp certificate.
Source: Resolution No. 2025-039
COMMERCIAL DRIVER’S LICENSE
Employees who are required to maintain their Class “A”, Class “B” or Class “C” with Hazmat endorsement driver’s license are eligible to receive two hundred and fifty dollars ($250) per fiscal year.
Source: Resolution No. 2007-060
COMPENSATORY TIME:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Two (2) Compensatory Time banks, each consisting of eighty (80) hours, are established:
Compensation Bank No. 1: This bank provides for the accrual of eighty (80) hours of Compensatory Time to be paid out only upon separation from employment. The first eighty (80) hours of Compensatory Time earned by an employee are recorded in this account. No annual buy back of this time is provided.
Compensation Bank No. 2: This bank provides for the accrual of up to eighty (80) hours of Compensatory Time for use as time off only. This time may not be sold back to the City.
Overtime hours in excess of eighty (80) in this account will be paid to employees in salary at one and one-half (1 ½) times the employee’s regular rate of pay.
COMPUTER LOAN PROGRAM:
All non-represented management employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. 625
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A written agreement between the City and participant is required to participate in this program.
The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.
Source: Resolution No. 2025-039
COST OF LIVING ADJUSTMENT:
Increases to employees’ base wages/salary ranges are as follows:
Effective the first pay period beginning July 21, 2025: Three percent (3%) Effective the beginning of the pay period including July 1, 2026: Three percent (3%) Source: Resolution Nos. 2025-039, 2025-076
COURT APPEARANCE AND STAND-BY COMPENSATION:
Off-duty employees in the position of Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor who are placed on stand-by for a possible court appearance will be paid at their straight time rate for two (2) hours per day spent on stand-by.
Source: Resolution No. 2005-008
DEATH BENEFIT:
Employees are provided with $100,000 in life insurance coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.
In the event of an employee’s death, their beneficiary will receive payment of all unused Leave time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the employee would have been eligible for retirement using the CalPERS definition, Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cash-out of the employee’s accrued Sick Leave on record.
In the event of an employee death, if said such death is defined by the Workers’ Compensation system as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of the employee’s accrued Sick Leave on record.
Source: Resolution Nos. 2000-047, 2000-069
DEFERRED COMPENSATION PLAN:
A deferred compensation plan, 457(b), is available to all employees, providing tax-deferred savings to serve as a retirement supplement. An employee may contribute to the City’s designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.
City Contribution
The City-paid contribution to deferred compensation is two hundred and fifty dollars ($250) per month. The contribution will be placed in a deferred compensation account, 401(a), selected by the City. Loans are permitted.
Source: Resolution Nos. 86-59, 87-83, 98-40
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“Catch-up” Provision
Pursuant to federal and state law, employees attaining the minimum age of 47, who are within three (3) years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan “Catch-up” provisions and allowances as defined in federal and state law.
To the extent allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an employee's planned retirement date, the conversion of accrued Sick, Vacation, Sick Leave Conversion, Management, Floating Holiday/Compensatory and Holiday Leave hours to cash contribution at the employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the “457 Catch-up” shall normally be distributed over an employee's last three (3) years prior to their planned retirement date. However, based on the total amount of “457 catch-up” contributions available to the employee, accumulated Sick Leave hours, and the employee's designated retirement date, “457 Catch-up” contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the employee must be within three (3) years of their planned retirement date, have “457 catch-up” privileges available to them, be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will advance employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.
In the event an employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the employee on separation, without it being necessary for the City to seek a civil judgment for the monies.
In order to participate, the employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.
The employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.
“Catch-up” hours advanced will be counted towards 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 transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year.
The employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.
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The employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.
“Catch-up”– Other Leave Banks
In order to participate, the employee will select the amount of other leave (this may be Sick Leave Conversion, Management, Floating Holiday, Compensatory Time and/or Holiday Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year an employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch- up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.
Employees may use accrued Sick, Vacation, Management, Floating Holiday, Compensatory Time leave hours to contribute this additional amount.
Defined Contribution Plan - 401(A):
This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating employee. An employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.
Contributions to the deferred compensation plan will be discontinued while an employee is receiving Workers’ Compensation payments.
Source: Resolution Nos. 98-09, 98-40, 2003-1, 2004-74, 2019-050
DIRECT DEPOSIT:
All employees will have funds directly deposited into an account they established for deposit of their payroll checks.
Source: Resolution No. 2019-050
DISABILITY:
The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, non-probationary employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed five (5) years.
Source: Resolution No. 86-59
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DISCIPLINARY APPEAL PROCEDURE:
The City Manager will no longer serve as the Hearing Officer.
Source: Resolution Nos. 98-40, 2005-008
FLEXIBLE BENEFITS SPENDING PLAN:
A Section 125 – Flexible Benefits Spending Plan is available for employee contributions in accordance with IRS regulations.
Source: Resolution Nos. 2009-043, 2017-049
FLOATING HOLIDAY TIME:
Employees are provided with thirty-five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).
This time off is used by the employee with the approval of their supervisor.
Employees may cash out up to thirty-five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the employee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash- out (requires minimum of ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.
Except for employees retiring from the City, employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 86-59, 87-83, 89-195, 97-62, 2000-47, 2000-69, Administrative Policy-Floating Holiday Time
HOLIDAYS:
The City has designated twelve (12) ten-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
Source: Ordinance 2002-03; Resolution Nos. 85-54, 86-59, 96-86, 2001-76, 2019-050
HOLIDAY CLOSURE:
The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period. 629
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The City shall have the discretion to advance Vacation time, which will be earned by the employee in the future, to those employees who request it and who do not have any current Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.
Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.
HOLIDAY PAY:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Credited with one hundred and fifty-five (155) holiday hours (observed City holidays plus Floating Holiday Time) at the beginning of each fiscal year. These positions have the option of converting holiday time to cash or to accumulated time off. Holiday time converted to cash pursuant to exercise of the above option, will be compensated at the current base hourly rate. Any holidays converted to accumulated time off must be utilized during the fiscal year, and there will be no option to carry unused accumulated holiday time from one fiscal year to another. Any unused holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused holiday time.
Upon written request to the City’s Finance Department, payment of holidays will be made in a check separate from the regular payroll check at any time throughout the year. Holiday pay will be calculated at the pay rate at the time of cash-out. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.
Except for employees retiring from the City, Holiday leave time used or received in cash in excess of those which would have normally accrued during that period of time in the fiscal year for observed City holidays, will be reimbursed to the City upon termination of their employment.
Source: Resolution Nos. 96-86, 2016-047
HOLIDAY TIME COMPENSATION BANK:
When a City-designated holiday is observed on an employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compensation bank. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the employee’s current hourly rate.
Should the employee separate from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday shall be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.
Source: Resolution Nos. 2016-047, 2025-039
JURY DUTY:
It is the policy of the City that no employee be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” shall be defined as a regularly scheduled day of work for the affected employee.
For all jury service, employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to 630
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work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.
Source: Resolution Nos. 96-86, 2019-050
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:
The City shall pay the employee cost of the renewal fee for Registration as a Professional Engineer in the State of California. If the employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.
Source: Resolution No. 91-102
LIFE INSURANCE:
Employees are provided with a total of $100,000 in life insurance coverage.
See also Death Benefit Section in this Summary of Benefits.
Source: Resolution Nos. 85-54, 87-83, 2000-47, 2000-69
LUNCH (PAID):
Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors will receive a paid lunch break.
Source: Resolution No. 96-86
LONGEVITY PAY:
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $500 paid in a lump sum at time of anniversary. 15 years of service - $1,000 paid in a lump sum at time of anniversary. 20 years of service - $1,500 paid in a lump sum at time of anniversary. 25 years of service - $2,000 paid in a lump sum at time of anniversary. 30 years of service - $2,500 paid in a lump sum at time of anniversary. 35 years of service - $3,000 paid in a lump sum at time of anniversary. 40 years of service - $3,500 paid in a lump sum at time of anniversary. 45 years of service - $4,000 paid in a lump sum at time of anniversary.
Source: Resolution Nos. 2023-51, 2023-060
MANAGEMENT LEAVE:
With exception of Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors, who earn overtime, employees are provided with sixty (60) Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management employees or current employees promoted into management will receive a prorated management leave benefit.
Up to thirty (30) hours of Management Leave may be cashed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the final payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the final payroll in June will be cashed out, up to thirty (30) hours maximum.
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Up to an additional sixty (60) hours of Management Leave may be granted by the City Manager with a corresponding ability to cash-out these hours for any employee who demonstrates they are committing an extraordinary amount of time beyond their normal work schedule to the job.
Except for employees retiring from the City, employees resigning/separating from employment will have Management Leave credited on a prorated basis (5 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the employee’s final check(s), or in the event that sufficient funds are not available, the employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
Source: Resolution Nos. 85-54, 87-83, 97-62, 2000-047, 2000-69, 2007-049; Administrative Policy-Management Leave
MILEAGE REIMBURSEMENT:
The City agrees to reimburse employees authorized by their Department Head for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid the required vehicle insurance verification.
Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided.
The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.
Source: Resolution Nos. 96-86, 2025-039
MILITARY LEAVE:
Under certain conditions, employees ordered to active duty may receive wage continuation and benefits for up to one (1) year. Cost of living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
Source: Military and Veterans Code section 395.01 et seq.; Resolution Nos. 85-54, 2001-66
OVERTIME:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Are eligible to earn overtime hours. For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be counted as hours worked. Overtime hours are paid at the rate of one and one-half (1-½) times the employee’s base rate of pay unless otherwise specified in this Summary of Benefits.
Also see Regular Rate of Pay Section in this Summary of Benefits.
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PERFORMANCE EVALUATION:
Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.
Source: Resolution No. 97-62
PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):
Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file. Employees may be charged for cost of duplication of any materials in the personnel file for which they request copies.
An employee shall have the right to respond in writing to adverse documents placed in their personnel file by submitting a written response to the Human Resources/Risk Management Department. The written response will be filed with the original document.
Source: Resolution Nos. 2000-47, 2025-039
RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: Any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this benefit unless the recommendation for hire is made independent of his/her duties as a Recruitment Team Member, i.e., outside of the work hours in which he/she is formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.
Source: Resolution Nos. 2006-021, 2007-056, 2013-046
REGULAR RATE OF PAY:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the employee during the seven (7) day work period pursuant to the following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
Acting Pay
Additional Duty Pay
Unused portions of the Benefit Bank actually received as cash 633
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Bilingual Pay
Longevity
Uniform Clothing/Cleaning Allowance
For purposes of determining the total hours actually worked in the work period, all hours taken as leave are deducted from total number of hours paid.
See also Overtime section of this Summary of Benefits.
REHIRE POLICY:
Any employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall serve the same probationary period that any new hire would otherwise serve and shall be otherwise subject to all terms and conditions of employment applicable to any newly hired employee. The only exception shall be that any employee rehired shall have their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation.
Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back shall be at the hourly rate existing upon rehire.
Sick Leave on record at the time of separation that was not compensated for will be reinstated.
Source: Resolution Nos. 96-86, 97-62
RETIREMENT:
The City has a three-tier retirement benefit as follows:
A. 2.7% at age 55 if hired before October 17, 2011, with the single highest year final compensation.
B. 2% at age 55, if hired on or after October 17, 2011, with a 3-year average final compensation.
C. 2% at age 62 (PEPRA), if entering CalPERS membership on or after January 1, 2013, with a 3-year average final compensation.
Member Contribution to PERS
Members will contribute the employee rate of contributions each payroll. All employee paid contributions to PERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2) and PERS guidelines:
A. 2.7% at 55, if hired before October 17, 2011:
1) Employee contribution rate – 8% of reportable compensation.
B. 2% at 55, if hired on or after October 17, 2011:
1) Employee contribution rate – 7% of reportable compensation.
C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 7.25% of reportable compensation (subject to change).
Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.
Source: Resolution Nos. 1496, 85-54, 89-195, 91-102, 96-86, 634
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97-62, 98-40, 98-50, 2000-47, 2000-69, 2006-021, 2011-30, 2015-054 and California Public Employee Pension Reform Act of 2013 (PEPRA)
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of employee contributions only.
Beginning January 1, 2021, employees will contribute twenty five dollars ($25) per pay period on a pre-tax basis. Upon separation or retirement, employees will contribute fifty percent (50%) of all qualifying accrued Sick Leave to the plan.
Source: Resolution No. 2007-049
SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.
3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only the in case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.
B. Recovery
1. If the employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate a collections process against the employee.
C. Underpayments
1. In situations involving underpayment to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
Source: Resolution Nos. 2000-47, 2000-69, 2025-039, Employee Handbook
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SEPARATION FROM CITY:
At the discretion and approval of the Department Director, employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.
Source: Resolution Nos. 97-62, 2025-039
SICK LEAVE:
Upon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90th day of employment, for each calendar month in which the employee is paid for more than two-thirds (2/3) of the working days in such month, employees accrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty (1,080) hours.
If an employee changes status (e.g. changes from full-time to part-time employment), or separates from this employee unit, the employee will be subject to the new bargaining group’s MOU or Summary of Benefits.
Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment for any Sick Leave hours for time missed from work.
Source: Labor Code sections 233-234; Resolution Nos. 85-54, 86-59, 2015-046; Administrative Policies-Sick Leave Usage--Examination & Treatment, Sick Leave Usage--Birth of Child, Use of Leave Time for Care of Family Members, Sick Leave Usage--Pre-Employment Physical Examination
SICK LEAVE BUY BACK:
At separation of employment the City will buy back a percentage of the employee’s accrued Sick Leave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:
Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%
The City shall buy back 100% of the employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 85-54, 87-83, 2007-56
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SICK LEAVE CONVERSION TO PERSONAL LEAVE:
For employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.
A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs
Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.
Source: Resolution Nos. 86-59, 91-102
SICK LEAVE HIRING INCENTIVE:
New employees may be eligible to be credited with up to two hundred (200) hours of Sick Leave from their prior employer so long as the prior employer did not compensate the employee for Sick Leave hours at this amount or greater. New employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.
Source: Resolution No. 2025-039
SICK LEAVE PROGRAM:
Employees having in excess of nine hundred and sixty (960) hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.
Source: Resolution Nos. 87-83, 91-102
TUITION ADVANCE PROGRAM:
Full-time, non-probationary employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any employee’s educational expenses.
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Affected employees are required to complete one (1) year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one (1) year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program.
Said reimbursement shall be deducted from any separation check to be distributed to the employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.
A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.
Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.
Employees agree that upon accepting a tuition advance from the City, the employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the employee). In the event that the educational institution attended does not provide the employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (60) calendar days extension will be granted. In the event that an employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to one hundred twenty (120) calendar days total), the City will have the right to automatically make a payroll deduction from the employee’s next regular payroll check in an amount equal to the amount of tuition funds advanced.
Source: Resolution Nos. 85-54, 87-83, 89-195, 91-102,
96-86, 97-62, 2015-054
TUITION REIMBURSEMENT – ENHANCED PROGRAM:
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year to verify the number of employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1st of each year to participate in this Enhanced Program.
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It shall remain the individual employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.
Source: Resolution Nos. 96-86, 2015-054
UNIFORM CLOTHING/CLEANING ALLOWANCE:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – The City shall provide to affected employees a clothing/cleaning allowance of seven hundred and seventy dollars ($770) per year. Payment for the total uniform cleaning allowance will be made one time per year.
This payment will be in a check separate from the employee’s regular paycheck and will be provided at the time of distribution of the second payroll check in August of each year. If assignment is made to a non-uniformed unit prior to the end of the fiscal year, the employee will be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.
The amount of reportable compensation for uniforms shall not exceed seven hundred and seventy dollars ($770) per year. Non-uniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the employee’s option, the annual allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually by each employee.
Also see Work Boots and Work Shoes in this Summary of Benefits.
Source: Resolution No. 2006-021
VACATION LEAVE:
Maximum accrual of Vacation is four hundred (400) hours. Upon termination of employment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay. New employees with less than six (6) months of City service are ineligible to receive Vacation Leave Buy Back. It is the responsibility of employees to schedule Vacation time off for rest and recuperation in order that earned vacation time in excess of four hundred (400) hours will not be removed from the records.
Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the City Manager or designated representative. If one or more City holidays fall within an annual Vacation Leave, the holidays will not be charged as Vacation Leave; however, extension of the Vacation Leave for the period of such holiday(s) is subject to approval of the City Manager.
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A temporary increase in the total Vacation hours accrued (in excess of 400 hours) may be approved by the Department Director and notification to the Finance Department to affect this temporary exception.
Source: Resolution Nos. 85-54, 86-59, 2005-008
VACATION LEAVE BUY BACK:
At separation or retirement, 100% of accrued Vacation Leave, to a maximum of 400 hours, will be paid at the employee’s existing base rate of pay. New employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
Source: Resolution Nos. 86-59, 2005-008
VACATION LEAVE CONVERSION:
Employees who have accumulated a minimum of one hundred and twenty (120) vacation hours may convert a maximum of eighty (80) hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.
*This usage requirement is waived for “active” military personnel.
Source: Resolution Nos. 87-83, 89-195, 96-86, 98-40, 2006-021
WORK BOOTS/WORK SHOES:
Supervising Building Inspector and Supervising Code Compliance Inspector - Will receive a three hundred dollar ($300) allowance in their first paycheck in January. These funds will be used by the employee for the purchase of safety-rated work boots or work shoes. Employees are required to wear and maintain work boots/work shoes in conformance with OSHA regulations and City appearance standards.
Source: Resolution No. 2016-047
WORKERS’ COMPENSATION PROGRAM:
Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick, Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.
Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed twelve (12) months. If the disability extends for a period beyond fourteen (14) calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.
Source: Labor Code section 4850; Resolution No. 85-54
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WORKERS’ COMPENSATION PREMIUM PAYMENT:
In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
That the injured employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by statutory law. Nothing precludes an employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.
Source: Resolution No. 97-62
SAVINGS CLAUSE:
Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.
IMPLEMENTATION:
These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.
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RESOLUTION NO. 2025-077
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AND AMENDING PORTIONS OF RESOLUTION NOS. 85 -52, 85 -53, AND 85 -54 PERTAINING TO COMPENSATION FOR
EMPLOYEE POSITION CLASSIFICATIONS REPRESENTED B Y PART-TIME
EMPLOYEES
WHEREAS, the City Council of the City of Chino adopted Resolution Nos. 85-52, 85-53, and 85- 54 and subsequent resolutions to establish changes to salaries, benefits, and terms and conditions of employment for City classifications, including those represented by Part-Time Employees; and WHEREAS, the wages, hours, and terms and conditions of employment of affected employees are codified in a variety of City Resolutions, Summaries of Benefits, and Agreements; and WHEREAS, the latest Summary of Benefits for Part-Time Employees covering the period of July 1, 2025 through June 30, 2027 (“PART-TIME EMPLOYEES 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, the City has determined that changing the implementation schedule of the cost of living wage adjustments for Part-Time Employees would be in the best interests of the City and the parties; and
WHEREAS, the City has determined the updating the Sick Leave cap for Part -Time Employees from 48 hours to 80 hours in accordance with the Healthy Workplace, Healthy Families Act would be in the best interests of the City and the parties; and WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amended PART-TIME EMPLOYEES 2025-27 Summary of Benefits to memorialize and confirm the change in the implementation schedule of the cost of living wage adjustments and update the Sick Leave cap from 48 to 80 hours.
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.
SECTION 2. The City hereby approves and adopts an amended PART-TIME EMPLOYEES 2025- 27 Summary of Benefits, which is attached hereto as Exhibit A.
SECTION 3. In the event of conflict between this Resolution and any prior City resolution relating to the subject matter thereof, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent of this Resolution provid es benefits in excess or is different from the benefits provided in Resolution No. 2025 -039, the provisions of this Resolution shall control.
SECTION 4. The City Clerk shall certify the adoption of this Resolution effective November 4, 2025.
APPROVED AND ADOPTED THIS 4th day of November, 2025.
642
EUNICE M. ULLOA, MAYOR
ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENTS:
EXHIBIT A. Amended Part-Time Employees Summary of Benefits covering the period of July 1, 2025 through June 30, 2027
643
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
644
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES
Part-time positions can be found in the current Classification and Compensation Schedule – Part- time Positions. Excerpts from relevant State statutes, Council Resolutions, and Administrative Policies are found in this document, and are organized alphabetically by subject matter.
ACTING PAY/ADDITIONAL DUTY PAY:
1. Acting Pay may be provided to employees who are formally assigned the duties of a higher- level class for an extended period of time, anticipated to be for a minimum duration of two (2) weeks. Such assignment will be confirmed by the processing of a Personnel Action Form (PAF) by the employee’s Department Director. Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, unless otherwise authorized by the City Manager.
2. Additional Duty Pay may be afforded to an employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An employee performing this type of work for a period of time greater than two (2) weeks will receive pay in the amount of five percent (5%) increase in salary to compensate for performing dual functions at the discretion of the Department Director.
Source: Resolution Nos. 2006-021, 2019-050, 2025-039
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for the bereavement of a “qualified family member” is provided. A “qualified family member” is defined as a spouse, domestic partner, parent, 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 relative residing within the employee’s home.
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member if requested by the Department Director or their designee.
Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
Source: Resolution Nos. 2019-050, 2025-039
BILINGUAL PAY:
Employees, who are identified as holding status in a “regular” part-time position (as compared to a seasonal or on-call part-time position) are eligible to receive a seventy five dollar ($75) allowance per month (paid over 24 pay periods) for verbal fluency in any language other than English their Department Director deems necessary, including sign language, under the following conditions:
645
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 2
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine employees’ proficiency. Testing and its frequency are at the discretion of the City. An employee must pass the City’s competency examination to be eligible for bilingual pay.
Department Director Approval: To be eligible to take the City’s competency examination, an employee must be recommended by their Department Director. Eligibility for the opportunity to test for bilingual pay is solely at the employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the employee to use bilingual skills on the job. If an employee is approved for bilingual pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the employee’s Department Director that bilingual skills are no longer required for use on the job and this benefit will be removed from the employee with no right of appeal.
Source: Resolution No. 99-02
BREAKS/LUNCH:
For each five (5) hours worked, a twenty (20) minute paid break period will be provided. For each six (6) hours worked, a thirty (30) minute (minimum) unpaid meal break will be provided.
Source: Employee Handbook
COMMERCIAL DRIVER’S LICENSE:
Employees who are required to have a Class “A”, Class “B” or Class “C” with Hazmat endorsement driver’s license are eligible to receive two hundred and fifty dollars ($250) each fiscal year.
Source: Resolution No. 2019-050
COMPUTER LOAN PROGRAM:
Part-time employees who are assigned on a regular and consistent basis to work thirty (30) hours or more per week are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any new computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. 646
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 3
A written agreement between the City and participant is required to participate in this program.
Upon notification of winning the PC Lottery Program, participant will have thirty (30) days to submit necessary documentation to Finance Department for pre-approval of system purchase.
The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds.
Source: Resolution No. 2025-039
COST OF LIVING ADJUSTMENT:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Effective the first pay period beginning July 21, 2025: Three percent (3%) Effective the beginning of the pay period including July 1, 2026: Three percent (3%)
All positions will be paid an hourly rate that complies with the minimum wage law.
Source: Resolution Nos. 96-86, 2019-050, 2025-039, 2025-077
COURT APPEARANCE COMPENSATION:
Part-time Police Officer and Reserve Police Officer – The City will pay part-time Police Officers and Reserve Police Officers the sum equivalent to Step E of the full-time Police Officer salary schedule, less deductions, for court time when the employee is subpoenaed.
Source: Resolution No. 82-05
DEFERRED COMPENSATION PLAN:
Employees may voluntarily contribute to the City’s 457 deferred compensation program.
Contributions will be made to a Roth IRA plan.
Source: Resolution No. 2015-054
DIRECT DEPOSIT:
All employees will be required to have funds directly deposited into an account they established for deposit of their payroll checks.
Source: Resolution No. 2019-050
HEALTH INSURANCE (AFFORDABLE CARE ACT):
Part-time employees who are assigned on a regular and consistent basis to work thirty (30) hours or more per week are eligible to enroll in the City’s health insurance plan upon hire. For part-time employees, whose schedule is assigned to be less than thirty (30) hours per week, hours will be measured on an annual basis. If a part-time employee’s hours average thirty (30) hours or more per week during the measurement period, this employee will be eligible to enroll in the City’s health insurance plan during open enrollment each year.
The City will contribute a subsidy amount, which will be calculated based on the employee’s hourly rate of pay. The subsidy is calculated at the time of enrollment, and annually thereafter.
647
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 4
The total monthly cost of the health insurance plan chosen by the employee, minus the City’s subsidy amount will become the out-of-pocket cost that will be deducted from the employee’s pay on a bi-weekly basis. Health insurance premiums will be paid by the employee one month in advance in compliance with insurer’s billing.
Source: Resolution No. 2016-047
HIRING INCENTIVE:
For difficult to fill positions, new employees may be eligible to be receive an incentive of five hundred dollars ($500) upon hire, and an additional five hundred dollars ($500) upon their one- year anniversary with Outstanding Performance.
HOLIDAYS:
Part-time employees may receive a paid holiday benefit. Part-time employees must hold a “regular” part-time position and are assigned on a regular and consistent basis to work 20 hours or more per week (as compared to a seasonal or on-call part-time position).
The designation of “regular” part-time versus seasonal or on-call part-time status is determined at the sole discretion of the City. Verification of a part-time employee’s eligibility will be conducted by each departments’ Management Analyst prior to paying this holiday benefit to ensure compliance with the provision of this benefit.
The City has designated twelve (12) 5-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
Employees who work on a holiday will be paid the allowed holiday hours at the straight time hourly rate in addition to their regular worked hours.
Source: Resolution Nos. 97-62, 2001-76, 2005-008, 2023-060, 2023-075
LONGEVITY PAY:
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $250 paid in a lump sum at time of anniversary. 15 years of service - $500 paid in a lump sum at time of anniversary. 20 years of service - $750 paid in a lump sum at time of anniversary. 25 years of service - $1,000 paid in a lump sum at time of anniversary. 30 years of service - $1,250 paid in a lump sum at time of anniversary. 35 years of service - $1,500 paid in a lump sum at time of anniversary. 40 years of service - $1,750 paid in a lump sum at time of anniversary. 45 years of service - $2,000 paid in a lump sum at time of anniversary. 648
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 5
MILEAGE REIMBURSEMENT:
The City agrees to reimburse employees authorized by their Department Director for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid, the required vehicle insurance verification.
Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the employee may not be paid until current vehicle coverage has been provided.
The City uses the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.
Source: Administrative Policy-Business Related Expenses, Resolution No. 2025-039
MILITARY LEAVE:
Part-time employees receive compensation for military leave in compliance with applicable state and federal laws. A part-time employee shall be entitled to return to their City position at the conclusion of the Active Military Duty, as provided by law.
Source: Resolution No. 2001-66
OVERTIME:
Part-time employees who work more than forty (40) hours per work week will be automatically paid overtime at time and one-half for all hours worked over the 40 hour per week maximum.
The only exception to this requirement is “seasonal” employees. Seasonal employees may be requested by the City to work more than forty (40) hours per week and will be paid for the hours over 40 at their regular pay rate (not at time and one-half).
Source: Administrative Policy-Compensatory Time and
Overtime Paid for Part-time Employees
RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: Any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of employees are not eligible for this benefit unless the recommendation for hire is made independent of his/her duties as a Recruitment Team Member, i.e., outside of the work hours in which he/she is formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment 649
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 6
Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.
Source: Resolution Nos. 2006-021, 2007-056, 2013-046
RETIREMENT:
For Non-CalPERS Members
In 1990, Congress passed the Omnibus Budget and Reconciliation Act (OBRA), which required all local governments to establish a retirement plan for their part-time employees. The City has established a 457 Deferred Compensation Plan, which works as a savings account, to meet this requirement. Employees are required to contribute 7.5% of their pre-tax earnings to the City’s 457 Deferred Compensation Plan.
For CalPERS Members
The City has a 3-tier retirement benefit as follows:
Plan for sworn personnel:
A. 3% at age 50, if hired before October 16, 2011, with the single highest year final compensation.
B. 3% at age 55, if hired on or after October 16, 2011, with a 3-year average final compensation.
C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, with a 3-year average final compensation.
Plan for non-sworn personnel:
A. 2.7% at age 55 if hired before July 1, 2011, with the single highest year final compensation.
B. 2% at age 55, if hired on or after October 17, 2011, with a 3-year average final compensation.
C. 2% at age 62 (PEPRA), if entering PERS membership on or after January 1, 2013, with a 3-year average final compensation.
Sworn and non-sworn personnel:
Pre-Tax Contribution – All employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRC section 414 (h)(2) and PERS guidelines.
The City provides the Fourth Level 1959 Survivor Benefits.
Source: Resolution Nos. 91-69, 2006-021, 2011-30, 2015-054 California Public Employee Pension Reform Act of 2013 (PEPRA)
For Retired Annuitants:
There is no requirement for a retired annuitant to contribute to a 457 Deferred Compensation Plan nor to CalPERS.
650
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 7
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
In compliance with IRS regulations, Retirement Health Savings Plan participation will be suspended for any formerly retired City employee who works in the capacity of a part-time employee.
Source: Affordable Care Act
SALARY:
Upon Transfer
Any part-time employee who transfers to another part-time job assignment, including a concurrent assignment, in a different job classification (where the salary range is less than the current assignment/position), will receive an hourly rate which reflects experience within the new classification at the discretion of the Department Director, or their designee.
Source: Resolution No. 2019-050
SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an employee's salary will be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an employee by the City, the employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employee shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the employee. A meeting may be requested by the employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.
3. Extensions to the period for repayment of the overage or an alternative prepayment method may be requested by the employee and are subject to the approval of the director of Human Resources/Risk Management or their designee. Extensions will be approved only in the case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.
B. Recovery
1. If the employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the employee’s final pay. If the amount owed is greater than the employee’s final pay, the City may initiate a collections process against the employee.
C. Underpayments
1. In situation involving underpayment to an employee by the City, the employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
Source: Resolution Nos. 2016-047, 2025-039
651
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 8
SICK LEAVE:
All part-time employees (excluding Retired Annuitants)
All part-time employees are credited with forty (40) hours of Sick Leave at time of hire (which may be used after the 90th day of employment) and every July 1st thereafter. These sick leave hours are capped at eighty (80) hours. These hours will cease to be credited if the part-time employee qualifies for Regular Part-time Sick Leave.
Regular Part-time Sick Leave
To qualify for regular part-time sick leave benefits of five (5) hours per month, part-time employees must meet the following standards:
Complete one (1) year of service with the City. During this period, the part-time employee must hold a “regular” part-time position (as compared to a seasonal or on-call part-time position). The designation of “regular” part-time versus seasonal or on-call part-time status is determined at the sole discretion of the City.
Work twenty (20) hours or more per week on a regular and consistent basis (not including overtime).
Maintain an overall performance review rating of “Meets Standards”, or better, to be reevaluated upon the end of a special evaluation period. In the event that a part-time employee is approved to accrue regular part-time Sick Leave benefits on a monthly basis, and then at some future point, does not meet all of the standards as outlined in this section due to a change in work assignment or transfer, this benefit will cease with no right of appeal. In any case, annual recertification of an employee's continued eligibility to receive this benefit is required.
Unused Sick Leave will be accumulated and carried over from one year to the next. The maximum accrual of unused Sick Leave is 480 hours. Sick Leave may be used as time off only due to illness.
This time may not be sold back to the City.
If a part-time employee is approved to accrue monthly regular part-time Sick Leave benefits, and then at some future point does not meet all the standards as outlined in this section, due to a change in work assignment or transfer, this benefit will cease with no right of appeal. In any case, annual recertification of an employee’s continued eligibility to receive this benefit will be required. Upon qualification of Sick Leave benefit, the employee’s sick leave bank will be reinstated.
Part-time Sick Leave upon changing from Full-time to Part-time If a full-time employee changes status and becomes a part-time employee, their full-time Sick Leave bank will be cashed out at the appropriate amount based on years of service at the time they become part-time. Any remaining hours will be suspended. These hours are not eligible to be donated to other employees. Employees will be provided a part-time Sick Leave bank of 24 hours which may be used immediately. No further Sick Leave will be earned unless the employee meets the criteria for accruing at the regular part-time Sick Leave rate. If this employee subsequently returns to full-time employment with the City of Chino within one (1) year, the full-time Sick Leave bank will be reinstated. Otherwise, hours remaining in the full-time Sick Leave bank will be removed from the records without further consideration.
652
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 9
Upon notice of resignation or retirement from the City, all sick leave usage requested will require a doctor’s note or certification. If documentation is not received, the employee will not receive payment for any sick leave hours.
Source: Resolution Nos. 2005-008, 2015-046, 2025-077
SPECIAL DETAIL PAY:
Part-time Police Officer and Reserve Police Officer – The City will pay part-time Police Officers and Reserve Police Officers the sum equivalent to Step E of the full-time Police Officer salary schedule, less deductions, for assigned contract paid details and all special details including vacation house check, youth ride along, special patrol and special investigations.
Source: Resolution No. 82-05
UNIFORM - CLOTHING/CLEANING ALLOWANCE:
Part-time Police Officer and Reserve Police Officer – The City shall provide an annual allowance of $192.50 which will be paid in August. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.
Community Services Staff – The City shall provide uniforms as required.
Source: Resolution Nos. 82-05, 2007-049, 2016-047
Also see Work Boots and Work Shoes in this Summary of Benefits.
WORK BOOTS AND WORK SHOES:
Eligible employees (Building Inspector, Code Compliance Inspector I/II, Customer Service Representative I/II, Equipment Mechanic, Equipment Mechanic Aide, Equipment Mechanic Trainee, Facilities Worker, Maintenance Worker, Maintenance Worker Trainee, and Storekeeper Aide) will receive a one hundred and fifty dollar ($150) work boots/work shoes allowance in first paycheck upon hire and annually thereafter on the first paycheck in January. These funds will be used by the employee for the purchase of safety-related work boots or work shoes.
With supervisor approval, an employee may request compensation for an additional pair of boots/shoes each year. Their Supervisor will be required to inform the Finance Department/Payroll to process an additional payment of one hundred and fifty dollars ($150).
Source: Resolution No. 2016-047
WORKERS’ COMPENSATION:
Whenever any employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the employee will be compensated as follows: On the first, second, and third day of the injury, employees will use Accrued Leave, if any, for regular salary continuance.
Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the average regular salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed twelve (12) months. If the disability extends for a period beyond fourteen (14) calendar days, the City will credit the employee for the first 3 days of 653
SUMMARY OF BENEFITS
PART-TIME EMPLOYEES 2025-2027
Amended 11/04/2025 10
Accrued Leave used. If hospitalization is required, the first, second, and third days’ salary are paid by the City through the Workers’ Compensation program.
Sworn Employees receive 100% salary plus benefits continuation for a period of one year.
Source: Labor Code sections 3200-6002;
Resolution Nos. 85-54, 2016-047
SAVINGS CLAUSE:
Should any clause in this Summary of Benefits be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Summary of Benefits will remain in full force and effect.
MAINTENANCE OF EXISTING BENEFITS:
All wages, hours and other terms and conditions of employment not specifically altered herein and presently enjoyed by the employees will remain in full force and effect unless determined by law and/or a court of competent jurisdiction to be unlawful or amended by City Council.
IMPLEMENTATION:
These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.
654
RESOLUTION NO. 2025-068
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, AMENDING RESOLUTION NO S. 2023 -034 AND 2025-040 OF THE CITY’S CLASSIFICATION PLAN AND SALARY SCHEDULE PERTAINING
TO SALARY FOR CITY EMPLOYEES
WHEREAS, the City Council of the City of Chino established compensation classifications represented by the Chino Police Officers Association (“CPOA”), Chino Police Managers Association (“CPMA”), Chino Police Professional Employees Association (“CPPEA”), Chino City Hall Confidential Employee Association (“CCHCEA”), Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part-Time Employees; and WHEREAS, California Government Code Section 20636 and Title 2, Section 570.5 , of the California Code of Regulations outline certain requirements as it pertains to employee compensation and related information that must be adopted by the City Council and made available for public viewing; and
WHEREAS, the City Council is also adopting amendments to the Memoranda of Understanding and amended Summaries of Benefits at this Council Meeting; and WHEREAS, the attached salary schedules for CPOA, CPMA, and Unrepresented Sworn Management reflect a three percent (3%) Cost of Living Adjustment negotiated as part of the amendments to the Memoranda of Understanding and amended Summaries of Benefits effective retroactively to the beginning of the pay period including July 1, 2025; and WHEREAS, the attached salary schedules for CPPEA, CCHCEA, Executive Management, Deputy Directors, Unrepresented Management, and Part -Time Employees reflect a three percent (3%) Cost of Living Adjustment negotiated as part of the amendments to the Memoranda of Understanding and amended Summaries of Benefits effective retroactively to the pay period including July 21, 2025; and
WHEREAS, the attached salary schedules for CPPEA, CCHCEA, Executive Management, Deputy Directors, Unrepresented Management, and Part-Time Employees reflect a three percent (3%) Cost of Living Adjustment negotiated as part of the amendments to the Memoranda of Understanding and amended Summaries of Benefits effective the beginning of the pay period including July 1, 2026.
NOW, THEREFORE, BE IT RESOLVED that the attached Classification Plans and Salary Schedules be adopted.
APPROVED AND ADOPTED THIS 4th day of November, 2025.
EUNICE M. ULLOA, MAYOR
ATTEST:
NATALIE GONZAGA
CITY CLERK
655
ATTACHMENTS:
1. Classification and Compensation Schedule – CPOA
2. Classification and Compensation Schedule – CPMA
3. Classification and Compensation Schedule – Unrepresented Sworn Management
4. Classification and Compensation Schedules – CPPEA
5. Classification and Compensation Schedules – CCHCEA
6. Classification and Compensation Schedules – Executive Management
7. Classification and Compensation Schedules – Deputy Directors
8. Classification and Compensation Schedules – Unrepresented Management
9. Classification and Compensation Schedules – Part-Time Employees
656
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
657
City of Chino
CPOA Classification Plan and Salary Schedule
Effective 07/01/2025 (3% COLA)
Classification Title Range Step A Step B Step C Step D Step E Hourly 51.70$ 54.28$ 57.00$ 59.86$ 62.85$ Monthly 8,961.00$ 9,408.00$ 9,879.75$ 10,376.25$ 10,893.25$ Annually 107,532.00$ 112,896.00$ 118,557.00$ 124,515.00$ 130,719.00$ Hourly 48.08$ 50.48$ 53.01$ 55.66$ 58.43$ Monthly 8,333.75$ 8,749.83$ 9,187.58$ 9,648.00$ 10,128.00$ Annually 100,005.00$ 104,998.00$ 110,251.00$ 115,776.00$ 121,536.00$ Corporal 4200
Police Officer 4220