Chino City Council
November 4, 2025

MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO POLICE OFFICERS ASSOCIATION

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

74. 75.

76. 77.

78. 79.

ChinoPoliccOfficers
Memorandumof
July1,2025—June30,2027

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

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

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

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

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

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

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

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

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

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND

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

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

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

C.TheauthorizedrepresentativesoftheCityandCPOAhavereachedamutualagreementon wages,hours,andothertermsandconditionsofemploymentoftheemployees.

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

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

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

2.ASSOCIATIONHOURSFORCPOA
A totalofforty(40)paidhoursperfiscalyearwillbeavailabletotheChinoPoliceOfficers Association(CPOA)Board,orotherdesignatedmembers,asauthorizedbytheCity,toattend Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE CHINO POLICE OFFICERS ASSOCIATION (CPOA)(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino Police Officers Association, hereinafter referred to as the “CPOA”, is therecognized employee organization for all regular, full-time non-management sworn PoliceDepartment employees in the City of Chino, hereinafter referred to as the “City”. Theseemployees are collectively referred to as “employees.” The CPOA consists of the followingposition classifications:CorporalPolice OfficerB. In the interest of maintaining harmonious relations between the City and the employees,authorized representatives of the City and the CPOA have met and conferred in good faith,exchanging various proposals concerning wages, hours, and other terms and conditions ofemployment of the employees which are within the scope of law for represented employees inthe CPOA.C. The authorized representatives of the City and CPOA have reached a mutual agreement onwages, hours, and other terms and conditions of employment of the employees.THEREFORE, the City and the CPOA agree that wages, hours, and terms and conditions ofemployment will be applied as follows for the period of July 1, 2025, through and including June30, 2027.1. ACTING PAYThe City will grant Acting Pay after an employee has worked in a higher classification for twenty(20) consecutive workdays or for twenty (20) non-consecutive workdays in a ninety (90) calendarday period. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. This assignment must be confirmed by the processing of a Personnel Action Form(PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or “A”Step of the Acting position Classification, whichever is greater.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive workdays or twenty (20) non-consecutive workdays in a ninety (90)-calendar day period, the employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ASSOCIATION HOURS FOR CPOAA total of forty (40) paid hours per fiscal year will be available to the Chino Police OfficersAssociation (CPOA) Board, or other designated members, as authorized by the City, to attend4 ChinoPoliceOfficersAssaciation
MemorandumofUnderstanding
July1,2025~June30,2027
trainingsessiOns,workshops,orothorrelatedactivitiesforCPOAbusiness.Thesehoursshallnot accumulateorcarryoverfromonefiscalyeartothenext.Theuseofthesehoursmustbeapproved bytheChiefofPolice.

3.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85—53toreadasfollows:

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

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

IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeterminethewishesof employeesastothequestionofrepresentation.

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

ThebenefitbankamountwillbeadjustedannuallywhennewratesbecomeeffectiveDecember 15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregularpaychecksas earned.

Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example,aletterfromtheemployerofaspouse,domesticpartnerorparent. )
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027training sessions, workshops, or other related activities for CPOA business. These hours shall notaccumulate or carry over from one fiscal year to the next. The use of these hours must be approvedby the Chief of Police.3. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe City amends its language as found in Resolution 85-53 to read as follows:A Decertification petition alleging that the incumbent recognized employee organization no longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources/Risk Management no later than six (6) months (180 days) prior to the expiration of theMemorandum of Understanding then in effect. A Decertification Petition must be filed by two (2)or more employees or their representative, or an employee organization, and will contain thefollowing information and documentation declared by the duly authorized signatory under penaltyof perjury to be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.Such proof will be submitted for verification to the Director of Human Resources. All signatureson the Decertification Petition will indicate the date when signed by the employees. All signatureson the Petition will be obtained within one month (30 days) prior to filing the DecertificationPetition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.4. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.The benefit bank amount will be adjusted annually when new rates become effective DecemberI s’. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks asearned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.5 ChinoPoliceOfticersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
NewHires:

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

Recertification:

FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwill remainineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextOpen Enrollmentperiod.

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

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

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember.ifrequestedbytheChiefofPoliceortheirdesignee.

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

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

TheHumanResourcesDepartmentwilladministerthecompetencyexamination,andtheChiefof Policemustapproveanemployee’seligibilitytotaketheexamandreceivethebilingualpay allowance.

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

TheCityreservestherighttomodifyordiscontinuethebilingualpayallowanceatanytimeshould itbedeterminedtheskillisnolongernecessary.

Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.5. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis provided. A “qualified family member” is defined as a spouse, parent, brother, sister, child,stepchild, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, father-in-law,grandparent, grandchild or any other relative residing within the employee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member, if requested by the Chief of Police or their designee.Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of a death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.6. BILINGUAL PAYEmployees who use on-the-job bilingual skills of any language deemed necessary by the Chief ofPolice deems necessary, including sign language, and who have demonstrated fluency by passinga competency examination will receive two hundred and forty dollars ($240) per month allowance(paid over 24 pay periods) for use of this skill.The Human Resources Department will administer the competency examination, and the Chief ofPolice must approve an employee’s eligibility to take the exam and receive the bilingual payallowance.Employees who have the ability to read and/or write in the designated language, may be asked toperform those tasks on the job; however, they are not required to do so in order to receive thisbenefit. No additional compensation will be provided for those employees who possess readingand/or writing skills beyond verbal fluency.The City reserves the right to modify or discontinue the bilingual pay allowance at any time shouldit be determined the skill is no longer necessary.6 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1.2025—June30,2027

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

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

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

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

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

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

Caninetrainingwilloccurondutyasfollows:
a.TheCanineHandlerwillparticipateinweeklyCaninetrainingwithalliedagencies.

Absencesmaybeallowedforemergencies,e.g.,HandlerorDogillness;scheduled vacations;or,toaccommodatetheneedsoftheDepartmentasdeterminedbytheCanine CoordinatorortheWatchCommander.
b.TheCanineHandlerswillreportfortheirweeklytrainingatthedesignatedlocationand time.TheseniorHandlerwillberesponsiblefornotifyingDispatchandtheWatch Commandereachweekoftheirtraininglocationandattendancepriortothe commencementoftraining.Theweeklytrainingblockissix(6)hours.Theremainingfour (4)hoursoftheHandler’sscheduledten(’lO)—hourshiftwillbeconsideredas“Canine MaintenanceCompensation”toprovideforthecare,grooming,exerciseandmaintenance ofthePoliceServiceDogsandtheirequipment.
c.Onceamonth,AdlerhorstInternational(orthedesignatedtrainingfacility)willschedule therequiredeight(8)hourrequalificationday.Handlerswillattendasscheduledbythe CanineCoordinator.Thetrainingdaywillbeconsideredanormalten(10)-h0urworkday forallHandlers.Theremainingtwo(2)hoursofthatdaywillalsobeconsidered“Canine Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 20277. BREAKS AND (CODE 7) MEAL PERIODEmployees are provided with a 45-minute paid lunch period within a 10-12-hour shift.Effective July 1, 1998. employees will be provided with a twenty (20)-minute paid break timeduring any period of overtime worked in which between a minimum of five (5) consecutive hoursand up to a maximum of seven (7) consecutive hours are worked. Any employee working anovertime shift of seven (7) consecutive hours or more is entitled to receive one forty five (45)-minute paid lunch break. During each of these paid leave times the employee will remain on anon-call status.8. CALL BACK PAYEmployees who are not on stand-by and are called back to work during their off-duty hours willreceive a minimum of two (2) hours of pay per the Overtime Article.Compensation will be provided regardless of the actual time worked if the total duration of the callback assignment is less than two (2) hours. If the employee’s call back assignment extends beyondthe two (2) hours, they will be compensated for the actual time worked at the applicable overtimerate.9. CANINE HANDLERSCanine Handlers will work a 4-10 schedule. The assigned working hours will be based on theneeds of the Department and are subject to change, as determined by the Operations DivisionCommander.Handlers will not be required to be on call. In the event a Handler is contacted and requested foran emergency call out (as determined by the on-duty Watch Commander), normal call outcompensation will apply. If, however, a Handler is placed on call, the Handler will be compensatedaccording to the existing MOU.Canine training will occur on duty as follows:a. The Canine Handler will participate in weekly Canine training with allied agencies.Absences may be allowed for emergencies, e.g., Handler or Dog illness; scheduledvacations; or, to accommodate the needs of the Department as determined by the CanineCoordinator or the Watch Commander.b. The Canine Handlers will report for their weekly training at the designated location andtime. The senior Handler will be responsible for notifying Dispatch and the WatchCommander each week of their training location and attendance prior to thecommencement of training. The weekly training block is six (6) hours. The remaining four(4) hours of the Handler’s scheduled ten (lO)-hour shift will be considered as “CanineMaintenance Compensation” to provide for the care, grooming, exercise and maintenanceof the Police Service Dogs and their equipment.c. Once a month, Adlerhorst International (or the designated training facility) will schedulethe required eight (8) hour requalification day. Handlers will attend as scheduled by theCanine Coordinator. The training day will be considered a normal ten (lO)-hour workdayfor all Handlers. The remaining two (2) hours of that day will also be considered “Canine7 ChinoP01iccOfflccrsAssociation
MemorandumofUndcrstanding
July1,2025—Junc30,2027
MaintenanceCompansation”fortheHandlers.TheHandlerswillreceiveatotalof fourteen(l4)hoursofstraighttimecompensationinatwentyeight(28)daypaycycle(30 minutesaday,7daysaweek).ThisistocompensatetheHandlersfortimespentoncare andmaintenance0fthePoliceServiceDogandequipment.Thetimeoffwillbearranged withtheCanineCoordinator.Attendanceismandatory.However,excusedabsencesmay beallowedforemergenciesorHandler/DogillnessatthediscretionoftheCanine Coordinator.
d.AyearlyP.O.S.T.certificationisrequiredfor“PatrolandDetection”andattendanceis mandatory.TheCanineCoordinatorwillschedulethecertificationdays.

TheOperationsDivisionCommanderwillassignthedaysoffforeachHandler.Thechoiceofdays offwillbemadebyseniorityandwitheachnormalshiftrotation.Senioritywillbeestablishedby timeassignedintheCanineUnit.

Day—to—daysupervisionoftheCanineUnitpersonnelwillbetheresponsibilityofthepatrolteam SergeantstoensurethatboththeneedsoftheDepartmentandtheCanineUnitarebeingmet.

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

AnyinjuriestoorillnessaffectingthePoliceServiceDogmustbeimmediatelyreportedtothe CanineCoordinatorwhowillauthorizeallveterinarycaredeemednecessary.Veterinaryservices willbepaidforbytheDepartment.Anexceptionwillbemadeforemergencyveterinarycare,in whichcasepreauthorizationfortreatmentisnotneeded.

WhenitbecomesnecessarytoretireaPoliceServiceDogfromactiveservice,theDepartmentwill transferownershipofthedogtothelastHandler,providedtheHandlerwantstokeepthedog.

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

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

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

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

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

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

Maximumamountfinancedistwothousand,fivehundreddollars($2.500).

Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
‘3Minimumofone(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.

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

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

Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202710. CANINE OFFICER CALL OUT COMPENSATIONEffective July 1, 1998, three (3) hours minimum pay earned at one and one-half (1 '/z) times theemployee’s regular base rate of pay will be provided to employees assigned to canine duty whoare off-duty and are called back to conduct an investigation.11. CATASTROPHIC TIME BANKEffective July 1, 1994, a Catastrophic Time Bank may be created on an as-needed basis for use byCPOA members. Refer to Catastrophic Leave Policy.12. CHANGING OF DAYS OFF FOR TRAINING PURPOSESEffective July 1, 1985, employees will not be subject to non-voluntary splitting of their days offto accommodate Department training needs.13. COMPENSATION TIME OFFEmployees may accrue a maximum of one hundred and eighty (180) hours of Compensatory Timewhich may be requested as time off. Upon separation from employment, accumulatedcompensatory time off will be converted to cash at the then existing base hourly rate.14. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith the requirements of the program as listed below:❖ Maximum amount financed is two thousand, five hundred dollars ($2,500).❖ Any new computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.❖ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds.9 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1.2025~June30,2027

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

ThesameprocesswillapplyeveryAugust,withanynecessaryadjustmentstoretainsworn classificationsinthetop3rankingbeingretroactivetothepayperiodthatincludesJulyl.Benefit BankupdatesforthenextyearwillbeimplementedinDecemberoftheyeartheyarcreleased.

DefinitionofTotalCompensation
ForthepurposesofthisArticle,totalcompensationshallconsistofthefollowingelements:

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

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

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

CourtStand—byCompensation:Offdutyswompersonnelwhoareplacedonstand—byforapossible courtappearancewillbepaidattheirstraighttimerateforhoursspentonstand-by.Thetimewill becalculatedtothenearestfifteen(15)-minuteincrement.Inadditiontothiscompensation. employeesinstructedtoremainavailableforacourtcasearecompensatedwithfour(4)hoursat straighttime,paidattheemployee’sbaserateofpay,aftertheemployeehasbeeninstand—by modefortwo(2)consecutivedaysandhasnotbeenrelievedofsuchstand—by. 10 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202715. COST OF LIVING ADJUSTMENT (COLA)A Total Compensation Survey will be conducted in August 2025 using the same criteria and surveycities used in the 2022 Total Compensation Survey. The City agrees to maintain swornclassifications at no lower than the number three (3) ranking in total compensation among thesurvey cities, excluding the Benefit Bank. Any adjustments necessaiy to meet that benchmark willbe retroactive to the pay period that includes July 1, 2025.The same process will apply every August, with any necessary adjustments to retain swornclassifications in the top 3 ranking being retroactive to the pay period that includes July 1 . BenefitBank updates for the next year will be implemented in December of the year they are released.Definition of Total CompensationFor the purposes of this Article, total compensation shall consist of the following elements:❖ Base salary❖ Uniform allowance❖ Shift differential (graveyard shift)❖ Advanced POST pay❖ City-paid Deferred Compensation contribution❖ City-paid Retiree Health Savings (RHS) contribution❖ Employer-paid healthcare contribution❖ Longevity pay ($500 at 5 years = $8.33 monthly value)Minus the employee-paid PERS PEPRA contribution rate16. COURT APPEARANCE AND STAND-BY COMPENSATIONEmployees asked to appear or stand-by for civil, criminal, or administrative proceedings will becompensated in accordance with the established court appearance and court stand-by policies thatread as follows:Court Appearance Compensation: Employees who are subpoenaed to appear in court during theiroff-duty hours will be paid at one and one-half (1 A) times their hourly rate of pay with a two (2)-hour minimum guarantee. Employees who receive two (2) separate subpoenas to appear for themorning and afternoon sessions on the same day will receive two (2), two-hour minimumguarantees. Time spent during all courtroom recesses, including court lunch recesses will beconsidered time worked for purposes of computing compensation. Hours spent in court beyondthe two (2) two-hour guarantees will be compensated on an hour-per-hour basis with exception oftravel time. Employees who do not exercise the option to verify that a case is scheduled and whoreport to the court will be compensated for their appearance.Court Stand-by Compensation: Off duty sworn personnel who are placed on stand-by for a possiblecourt appearance will be paid at their straight time rate for hours spent on stand-by. The time willbe calculated to the nearest fifteen (15)-minute increment. In addition to this compensation,employees instructed to remain available for a court case are compensated with four (4) hours atstraight time, paid at the employee’s base rate of pay, after the employee has been in stand-bymode for two (2 ) consecutive days and has not been relieved of such stand-by.10 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025aJune30,2027

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

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

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

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

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

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

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

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

Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsofhis/herplanned ll
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 202717. COURT TRAVEL TIMEEmployees who are subpoenaed to and appear in court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid at a straight timerate for travel time. The travel time is to be calculated from the Chino Police Department to thecourt and return.18. DEATH BENEFITEmployees are provided with one hundred thousand dollars ($100,000) in life insurance coverage,payable to beneficiary on file in Human Resources at time of death. Death benefits under the City’sself-insured life insurance program are intended to be treated for all federal income tax purposesas being paid under a life insurance contract within the meaning of Section 7702 of the InternalRevenue Code and to result in no recognition of income under Code Section 101 .In the event of an employee’s death, his/her beneficiary will receive payment of all unused vacationand compensation time at 100%. Sick leave time will be paid out at the rate established by yearsof service.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued sick leave on record.19. DEFERRED COMPENSATIONA deferred compensation plan, 457(b) and/or 401(a), is available to all employees, providing tax-deferred savings to serve as a retirement supplement. An employee may contribute to the City'sdesignated deferred compensation plan up to the maximum annual amount allowed by federal andstate law through a payroll deduction program.City ContributionEmployees will receive a two hundred and fifty dollar ($250) per month City contribution to theirCity Deferred Compensation account, 401(a).“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who arewithin three (3) years of their planned retirement date, may take advantage of the 457Deferred Compensation Plan "catch-up" provisions and allowances as defined in federaland state law. To the extent allowed by federal and state law and the City's deferredcompensation plan administrator, the City will allow, during the three (3) years prior to anemployee's planned retirement date, the conversion of accrued sick/vacation leave hours tocash contribution at the employee's base rate of pay in effect at the time of conversion.Sick/vacation leave conversion contributions for the "457 catch-up" shall normally bedistributed over an employee's last three (3) years prior to his/her planned retirement date.However, based on the total amount of "457 catch-up" contributions available to theemployee, accumulated sick leave hours, and the employee's designated retirement date,"457 catch-up" contributions may occur over a shorter period of time prior to retirement.To be eligible to participate, the employee must be within three (3) years of his/her planned11 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025iJune30,2027
retirementdate,have"457catch—up"privilegesavailabletohim/her,andbeenrolledinthe City—sponsored457DeferredCompensationPlan.
“Catch-up”-SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5) yearsofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceor disabilityretirement.TheCitywilladvanceemployees47yearsofageorolderacash-out oftheiraccruedSickLeaveuptotheindexedamountiftheyChoosetoutilizethe“Catch Up”provisionprovidedthroughtheCity’s457plan.

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

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

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

Theemployeemaintaininghis/herVacationLeavemaximumwouldstillbeeligiblefor VacationLeaveincentives,suchasVacationLeaveConversion.Theemployeewill continuetoaccrueVacationLeavehoursatthenormalratewhileparticipatinginthis program.
“Age50+Catch-up”
Inthecalendaryearyouattainage50(orolder),youmaycontributeanadditionalamount overthenormalmaximumcontributionlimitpertheIRS.The“Age50Catch-up”and“Pre- RetirementCatch—up”provisionsmaynotbothbeusedinthesamecalendaryear. 12 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027retirement date, have "457 catch-up" privileges available to him/her, and be enrolled in theCity-sponsored 457 Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 100% cash-out of Sick Leave until completion of five (5)years of service with the City as the final employer and either a qualified service ordisability retirement. The City will advance employees 47 years of age or older a cash-outof their accrued Sick Leave up to the indexed amount if they choose to utilize the “CatchUp” provision provided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee willbe required to reimburse the excess amount of Sick Leave previously paid out. Thereimbursement will be deducted by the City from any or all earned funds available to theemployee on separation, without it being necessary for the City to seek a civil judgmentfor the monies.To participate, the employee will select the amount of sick leave he/she wants transferredinto deferred compensation at the beginning of each of the three (3) years. The amount canbe a selected number of hours or a percentage of Sick Leave remaining at the end of theyear. The employee’s Sick Leave balance would then decrease commensurately with theamount of funds withdrawn.The employee will continue to accrue Sick Leave hours at the normal rate whileparticipating in this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for thesick leave program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave he/she wantstransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining atthe end of the year. The employee’s Vacation Leave balance would then decreasecommensurately with the amount of funds withdrawn.The employee maintaining his/her Vacation Leave maximum would still be eligible forVacation Leave incentives, such as Vacation Leave Conversion. The employee willcontinue to accrue Vacation Leave hours at the normal rate while participating in thisprogram.“Age 50+ Catch-up”In the calendar year you attain age 50 (or older), you may contribute an additional amountover the normal maximum contribution limit per the IRS. The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.12 ChinoPoliceOfflccrsAssociation
MemorandumofUnderstanding
July1.2025—Juno30,2027
EmployeesmayuseaccruedSickLeavehoursand/oraccruedVacationLeavehoursto contributethisadditionalamount.Thisprovisionmaybeusedregardlessoftheamountof deferralstheemployeecurrentlycontributes.

Contributionstodeferredcompensationwillbediscontinuedwhileanemployeeisreceiving Workers’Compensationpayments.

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

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

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

22.DISCIPLINARYACTIONAPPEALPROCEDURECONSISTINGOFAWRITTEN

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

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

Withinfive(5)workdaysofthetimethewrittenorverbalreprimandisissued,theemployeewill beentitledtoanon-evidentiarymeetingwiththesupervisorwhoissuedthedisciplinaryaction.

Thepurposeofthisadministrativeappealistoaffordtheemployeeanopportunitytobeheardby thesupervisorastowhytheemployeebelievesthedisciplineshouldberevokedormodified.The employee’sappealmaybemadeverballyorinwriting.Thesupervisorwillhaveten(10)workdays fromthedateoftheadministrativeappealtorespondtotheemployee.lfthesupervisordoesnot respondwithinten(10)workdaysoftheadministrativeappeal,theoriginaldisciplinaryactionwill remainunchanged.
lfthematterisnotresolvedtotheaggrievedemployee’ssatisfaction,withinten(10)workdaysof thesupervisor’sresponsetotheemployee’sappeal,orten(10)workdaysafterthetimeforthe 13 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027Employees may use accrued Sick Leave hours and/or accrued Vacation Leave hours tocontribute this additional amount. This provision may be used regardless of the amount ofdeferrals the employee currently contributes.Contributions to deferred compensation will be discontinued while an employee is receivingWorkers’ Compensation payments.20. DIRECT DEPOSITEmployees will not receive separate checks as noted under the sections titled Cleaning/ClothingAllowance and Holiday Pay but will have funds directly deposited into the account established fordeposit of their regular payroll check. All employees are required to have funds directly depositedinto an account established for deposit of any payroll check.21. DISABILITYEffective July 1, 2019, the City will pay all premiums for the City-funded Short/Long TermDisability Program and provide it to all employees, with a buy-down program to be effective onthe 41stcalendar day of disability, with a provision to continue regular benefits and benefit accrualsduring the “buy-down” and Term Disability coverage periods. Salary continuation effective on the41stconsecutive calendar day of disability will be at a rate of 100% of the employee’s base salary.Effective on the 61stconsecutive calendar day of disability, salary continuation will be made at arate of 66-2/3% of the employee’s base salary. The entire benefit period will not exceed two (2)years.22. DISCIPLINARY ACTION APPEAL PROCEDURE CONSISTING OF A WRITTENREPRIMAND OR LESSEffective August 15, 2000, the following Appeal Procedure will be utilized by employees for thepurpose of appealing disciplinary action consisting of a Written Reprimand or less. This will bethe sole and exclusive procedure afforded to sworn employees for appealing disciplinary actionconsisting of a Written Reprimand or less.Any sworn employee having received a disciplinary action consisting of a Written Reprimand orless will be entitled to the following appeal procedure pursuant to the Public Safety OfficersProcedural Bill of Rights Act at California Government Code § 3304(b) and 3304.5.Within five (5) workdays of the time the written or verbal reprimand is issued, the employee willbe entitled to a non-evidentiary meeting with the supervisor who issued the disciplinary action.The purpose of this administrative appeal is to afford the employee an opportunity to be heard bythe supervisor as to why the employee believes the discipline should be revoked or modified. Theemployee’s appeal may be made verbally or in writing. The supervisor will have ten (10) workdaysfrom the date of the administrative appeal to respond to the employee. If the supervisor does notrespond within ten (10) workdays of the administrative appeal, the original disciplinary action willremain unchanged.If the matter is not resolved to the aggrieved employee’s satisfaction, within ten (10) workdays ofthe supervisor’s response to the employee’s appeal, or ten (10) workdays after the time for the13 ChinoPoliceOfflccrsAssociation
MemorandumofUnderstanding
July1.2025—June30,2027
supervisortorespondhaspassed,theemployeewillthenbeentitledtoanon—evidentiarymeeting withtheChiefofPolice.Thepurposeofthisadministrativeappealistoaffordtheemployeean opportunitytobeheardbytheChiefofPoliceastowhytheemployeebelievesthediscipline shouldberevokedormodified.Theemployee’sappealmaybemadeverballyorinwriting.The ChiefofPolicewillhaveten(10)workdaystorespondtotheemployee.IftheChiefofPolicedoes notrespondwithinten(10)workdaysoftheadministrativeappeal,theoriginaldisciplinaryaction willremainunchanged.

ThedeterminationoftheChiefofPolicewillbefinal,bindingandconclusive.Therewillbeno otheradministrativemethodtoappealthedeterminationoftheChiefofPolice.

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

ResolutionNo.2003-1lwillbeamendedtoreflectthattheCityManagerwillnolongerserveas theHearingOfficer.

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

Forpurposesoftheabovecomputation,annualbasesalarywillbecomputedbyreferencetothe monthlysalarybeingreceivedbytheemployeeatthetimethathe/shequalifiesforthedegree.

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

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

25.EMERGENCYSCHEDULE
TheCityreservestherighttowaivesenioritycriteriaanddetermineshiftworkschedulingand vacationassignmentsasnecessarytomeetoperationalneeds.Thisauthoritymaybeexercisedin easesofemergencyand/ortemporarysituationstoensureadequatestaffingandcontinuityof S€FVICES
14 Degree PercentageofSalary
AssociateofArts/Science 2—1/2%
BachelorofArts/Science 5%
MasterofArts/Science 7%
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 2027supervisor to respond has passed, the employee will then be entitled to a non-evidentiary meetingwith the Chief of Police. The purpose of this administrative appeal is to afford the employee anopportunity to be heard by the Chief of Police as to why the employee believes the disciplineshould be revoked or modified. The employee’s appeal may be made verbally or in writing. TheChief of Police will have ten (10) workdays to respond to the employee. If the Chief of Police doesnot respond within ten (10) workdays of the administrative appeal, the original disciplinary actionwill remain unchanged.The determination of the Chief of Police will be final, binding and conclusive. There will be noother administrative method to appeal the determination of the Chief of Police.23. DISCIPLINARY APPEAL PROCEDURE CHANGECity Resolution No. 98-39, which governs the appeal of disciplinary action, is rescinded in itsentirety and Section 3 through 5 of Rule XIV or City Resolution No. 85-52 (Personnel Rules) willbe amended as reflected in City Resolution No. 2003-11, attached hereto as Exhibit A.Resolution No. 2003-11 will be amended to reflect that the City Manager will no longer serve asthe Hearing Officer.24. EDUCATIONAL INCENTIVE PROGRAMEmployees hired after July 1, 1980, with two (2) or more years of service as a sworn Policeemployee with the City of Chino will be paid a lump sum at the time of receipt of a qualifyingdegree. The sum will be a percentage of the employee’s total annual base salary computed asfollows:DegreePercentage of SalaryAssociate of Arts/Science2-1/2%Bachelor of Arts/Science5%Master of Arts/Science7%For purposes of the above computation, annual base salary will be computed by reference to themonthly salary being received by the employee at the time that he/she qualifies for the degree.For purposes of the Educational Incentive Program, qualifying degrees must be in Police Science,Public Administration, Business Administration, Behavioral Science, or other course of studyapproved by the Chief of Police.Employees will be eligible to receive concurrently the one-time Educational Incentive Pay whilecontinuing to receive P.O.S.T. Certificate Pay for all degrees received.25. EMERGENCY SCHEDULEThe City reserves the right to waive seniority criteria and determine shift work scheduling andvacation assignments as necessary to meet operational needs. This authority may be exercised incases of emergency and/or temporary situations to ensure adequate staffing and continuity ofservices14 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
UnderCaliforniaGovernmentCodeSection3101allChinoPoliceDepartmentemployeesare considereddisasterServiceWorkers.

CivilDisturbanceorUnusualOccurrencePlan
InthefaceofaCivilDisturbanceoranUnusualOccurrence,theDepartmentresourceswillbe directedinthemostefficientmannerpossibletowardthegoalofrestoringtheCitytoastateof normalcy.

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

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

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

Anymodificationstoschedulingorvacationassignmentsunderthisarticlewillbemadein accordancewithdepartmentalpoliciesandprocedures.Forfurtherdetails,refertotheSeniority SectionofthisMOU.

26.EQUIPMENT
Allemployeeswillbeprovidedwiththerequiredequipmentnecessarytoperformtheirdutiesat theCity’sexpense.

EquipmentissuedtoemployeesduringtheiremploymentshallremainthepropertyoftheCity.

Uponseparationfromemployment,employeesarerequiredtoreturnallCity—issuedproperty immediately.Failuretoreturnissuedequipmentmayresultinappropriateactionaspermittedby laworotherapplicablemeasures.

27.EXAMINATIONOFPROMOTIONALSCORES
Employeeshavingcompletedawrittenandinterviewpromotionaltestingprocesswillbeeligible toreceiveaverbalsummaryoffeedbackprovidedbyraters.Theverbalsummarywillinclude relevantcommentsmadebyratersthatwereusedindeterminingplacementonaneligibilitylist.

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

TheChiefofPoliceand/orhisdesigneewillensurethattheprocesswillremaintransparent, consistent,andincompliancewiththeseprocedures.

28.FLEXIBLEBENEFITSSPENDINGPLAN
A Section~l25—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.

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

SuchFLSAmandatedovertimeratewillbepaidforallhoursworkedinexcessof171ina designated28-dayperiodasrequiredby29USCSection207(k).

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

However,thissectionwillnotdiminish0ralteranyprovisionofEMPLOYEECOMPENSATION RESOLUTION85—54,whichprovidedforovertimepay,call-backpay,courtappearancepay, courtstand-bypayandotherformsofpremiumcompensation.Thus,suchovertimeandpremium compensationcomputationswillcontinuetoincludetheabove-describedpaidleavehoursin computingovertimeandpremiumcompensationpaymentsotherthanthoseregulatedbythe FLSA.Forexample,ifanemployeeactuallyworks75hoursinanytwo(2)consecutivework weeksandutilizesten(10)hoursofsickleaveinsaidtimeperiod,thentheemployeewillreceive five(5)hoursofovertimeatoneandone-half(1
1/2)timestheemployee’shourlyrate(ArticleIV,
Section1,2ofResolution85—54).However,suchpaidleaveofabsencewillnotbeutilizedin determiningtheemployee’spost171-hourentitlementtoFLSAcomputationattheregularrateof PEW-
Further,if,duringthetermofthisAgreement,theFairLaborStandardsActiseitherlegislatively, administrativelyorjudiciallyheldinapplicabletoanyorallCPOAmembersthenthissectionwill benullandvoidexceptforthoseprovisionswhichperpetuateovertimeandpremiumcompensation provisionsassetforthinEMPLOYEECOMPENSATIONRESOLUTION85-54,andits successor(whichwillnotaltercounterpartovertimeandpremiumcompensationprovisionsof Resolution85-54).Additionally,andtotheextentthattheMemorandumofUnderstanding,the EmployeeCompensationResolution,andotherCityrulesandregulationshavebeenalteredin 16 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027The purpose of the verbal summary is to provide insight into the employee’s performance,highlighting strengths and areas for potential improvement in future promotional opportunities.The Chief of Police and/or his designee will ensure that the process will remain transparent,consistent, and in compliance with these procedures.28. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.29. FAIR LABOR STANDARDS ACTIn accord with the FLSA, the City will pay all CPOA members at the overtime rate as mandatedby the FLSA, and with regard to “law enforcement personnel” as that term is defined in the FLSA.Such FLSA mandated overtime rate will be paid for all hours worked in excess of 171 in adesignated 28-day period as required by 29 USC Section 207(k).In connection with “law enforcement personnel”, the City will designate thirteen (13), twenty-eight (28) day periods for each calendar year. In determining the quantity of “hours worked”, asthat term is defined in the FLSA, time for which persons are compensated, but do not actuallywork, will not be counted as “hours worked” for purposes of making FLSA computations. Suchpaid leave hours which will be excluded from the computation of “hours worked” as set forth inthe FLSA, are sick leave, holiday pay, vacation pay, personal holiday pay, military leave,bereavement leave, jury duty pay, civic responsibility leave, long term disability leave, industrialleave such as set forth in California Labor Code Section 4850, and police CPOA board hours.However, this section will not diminish or alter any provision of EMPLOYEE COMPENSATIONRESOLUTION 85-54, which provided for overtime pay, call-back pay, court appearance pay,court stand-by pay and other forms of premium compensation. Thus, such overtime and premiumcompensation computations will continue to include the above-described paid leave hours incomputing overtime and premium compensation payments other than those regulated by theFLSA. For example, if an employee actually works 75 hours in any two (2) consecutive workweeks and utilizes ten (10) hours of sick leave in said time period, then the employee will receivefive (5) hours of overtime at one and one-half (1 Vz) times the employee’s hourly rate (Article IV,Section 1, 2 of Resolution 85-54). However, such paid leave of absence will not be utilized indetermining the employee’s post 171- hour entitlement to FLSA computation at the regular rate ofpay.Further, if, during the term of this Agreement, the Fair Labor Standards Act is either legislatively,administratively or judicially held inapplicable to any or all CPOA members then this section willbe null and void except for those provisions which perpetuate overtime and premium compensationprovisions as set forth in EMPLOYEE COMPENSATION RESOLUTION 85-54, and itssuccessor (which will not alter counterpart overtime and premium compensation provisions ofResolution 85-54). Additionally, and to the extent that the Memorandum of Understanding, theEmployee Compensation Resolution, and other City rules and regulations have been altered in16 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30.2027
responsetotheFLSA,thestatusquoprecedingthisMemorandumofUnderstandingwillbe restoreduponanydescribeddeterminationthattheFLSAisnolongerapplicabletoCPOA membership.

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

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

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

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

AssignmentofreliefTacticalFlightOfficersshallbebasedonoperationalneeds, experience,andrelevanttraining,andshallbeatthediscretionoftheChiefofPoliceor designee.

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

Employeeswillreceiveten(10)hoursstraighttimepayorcompensatorytimeoffeach month.Thisistocompensateemployeesfortimespentcleaningandmaintainingthe motorcycle.ThetimeoffwillbecoordinatedwiththeTrafficSupervisor. 17 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027response to the FLSA, the status quo preceding this Memorandum of Understanding will berestored upon any described determination that the FLSA is no longer applicable to CPOAmembership.30. FLOATING HOLIDAY TIMEFollowing completion of six (6) months of continuous full-time City service, an employee will becredited with three and one half (3-1/2) days (35 hours) of Floating Holiday Time. Thereafter,employees are credited with three and one half (3-1/2) (35 hours) floating holidays in July of eachyear.Employees will be permitted use of floating holiday time or conversion of said holiday time tocash in accordance with the provisions set forth in this Memorandum of Understanding andestablished City policies. (Refer to Holiday Pay Section.)Except for employees retiring from the City, employees resigning/separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check) s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.31. HAZARD COMPENSATIONA. Tactical Flight Officer AssignmentOne (1) full-time employee will be assigned to Tactical Flight Officer as their primaryassignment and will be provided with an additional monthly compensation of two and ahalf percent (2.5%) of the employee’s regular base rate of pay.In the event the assigned Tactical Flight Officer is unable to perform theses duties due tolong-term illness or injury or any other approved long-term leave of absence, theDepartment shall designate a qualified relief Tactical Flight Officer to temporarily assumethe duties. The relief employee shall receive the same Tactical Flight Officer pay for theperiod during which the duties are performed.Assignment of relief Tactical Flight Officers shall be based on operational needs,experience, and relevant training, and shall be at the discretion of the Chief of Police ordesignee.B. Motorcycle Duty AssignmentEmployees on assignment to a motorcycle unit will be provided with an additional monthlycompensation of two and a half percent (2.5%) of the employee’s regular base rate of pay.Employees will receive ten (10) hours straight time pay or compensatory time off eachmonth. This is to compensate employees for time spent cleaning and maintaining themotorcycle. The time off will be coordinated with the Traffic Supervisor.17 ChinoPoliceOfflccrsAssociation
MemorandumofUndorstanding
July1,2025—June30,2027

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

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

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

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

ExceptforretiringfromtheCity,Holidayleavetimeusedorreceivedincashinexcessofthose whichwouldhavenormallyaccruedduringthatperiodoftimeinthefiscalyearforobservedCity holidays,willreimbursetheCityuponterminationoftheiremployment.

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

Source:ResolutionNo.2020-007

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

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

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

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

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

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

Determiningtheorganization,mission,andobjectivesoftheagencyordepartment.

Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directing,andcontrollingtheworkforce.

00.Establishingpolicies.procedures,andstandardsforemployeeconductand performance.'i‘Conductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.
é Determiningthenumber,location.andtypesofemployeesrequired. '9’9
:90
:e0
:9.
19 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 202736. INVESTIGATOR CALL-OUT PAYA three (3) hour minimum guarantee earned at one and one-half (1 x/i) times the employee’s regularbase rate of pay will be provided to employees who are off-duty and called back to conduct aninvestigation. This provision will apply to employees who are assigned as a Detective, NarcoticsInvestigator, and Traffic Investigator. Traffic Investigator is defined as those who have completedthe required training pursuant to the Chino Police Department guideline for an AccidentInvestigator.37. JURY DUTYEmployees will be compensated for jury duty service up to a total of ten (10) workdays during anyfiscal year. A ‘‘workday” will be defined as a regularly scheduled day of work for the employee.For all jury service, employees will be required to deliver a jury duty certification form at the endof the required jury duty to verify such service. Employees required to serve on a jury must reportto work before and after jury duty provided there is an opportunity for at least one (1) hour ofactual work time.38. LIFE INSURANCEThe City will provide, at City expense, one hundred thousand dollars ($ 1 00,000) life insurancecoverage to all employees. See also Death Benefit Section of this MOU.39. LONGEVITY PAYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:❖ 10 years of service - $500 paid in a lump sum at time of anniversary.❖ 15 years of service - $ 1,000 paid in a lump sum at time of anniversary.❖ 20 years of service - $ 1,500 paid in a lump sum at time of anniversary.❖ 25 years of service - $2,000 paid in a lump sum at time of anniversary.*Z* 30 years of service - $2,500 paid in a lump sum at time of anniversary.❖ 35 years of service - $3,000 paid in a lump sum at time of anniversary.❖ 40 years of service - $3,500 paid in a lump sum at time of anniversary.❖ 45 years of service - $4,000 paid in a lump sum at time of anniversary.40. MANAGEMENT RIGHTSThe City retains all rights, powers, and authority to manage, direct, and control its operations,except as specifically limited by this Memorandum of Understanding (MOU) or applicablelaw. These rights include, but are not limited to:❖ Determining the organization, mission, and objectives of the agency or department.❖ Establishing the mission of its constituent departments, commissions, and boards.❖ Setting and modifying standards of service.❖ Planning, directing, and controlling the workforce.❖ Establishing policies, procedures, and standards for employee conduct andperformance.❖ Conducting performance evaluations and implementing performance improvementplans as necessary.❖ Determining the number, location, and types of employees required.19 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1.2025—June30,2027
Hiring‘promoting,transferring,assigning,andretainingemployees.

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

TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’srights, unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtailorlimitsuchrights.

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

41.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheChiefofPoliceforuseofpersonal automobilesforCitybusiness.Employeesmustprovidepriortoanymileagereimbursementbeing paidtherequiredvehicleinsuranceverification.

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

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

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

43.ON—CALLCOMPENSATION
EffectiveJulyl,2007,employeeswhoarerequiredtobcon-callduringoff—dutyhourswillbe compensatedattherateoftwo(2)hoursofstraighttimepayforeachfullday(24hours)whileon call.
20 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025- June 30, 2027❖ Hiring, promoting, transferring, assigning, and retaining employees.❖ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning personnel and modifying work assignments as needed.There are no provisions in this MOU that shall be deemed to limit or curtail the City’s rights,unless and only to the extent that the provision of this MOU specifically curtail or limit such rights.Meet and Confer ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with CPOAconcerning the impact of the exercise of City rights on wages, hours, and terms and conditions ofemployment.41. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by the Chief of Police for use of personalautomobiles for City business. Employees must provide prior to any mileage reimbursement beingpaid the required vehicle insurance verification.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for the mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Chief of Police and Finance Department that the mileagereimbursement for the employee may not be paid until the current vehicle coverage has beenprovided. The City uses the standard rate established by the Internal Revenue Service (IRS) tocalculate reimbursements for mileage.42. NEPOTISM POLICYWith regard to the hiring of relatives, the City has determined that a business purpose exists todictate that the employment of relatives within City departments for certain positions is prohibitedin order to promote supervision, safety, security, morale, and efficiency. As a result, the Cityadopted Resolution 2006-044, attached hereto as Exhibit B. The provisions of this Nepotism Policyshall be applicable to any individual hired by the City on or after June 20, 2006. This policy alsoapplies to individuals who become related (as defined within exhibit) after commencement ofemployment by one or both individuals.Source: Resolution Nos. 85-52, 98-83, 2006-4443. ON-CALL COMPENSATIONEffective July 1, 2007, employees who are required to be on-call during off-duty hours will becompensated at the rate of two (2) hours of straight time pay for each full day (24 hours) while oncall. 20 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025iJune30,2027

44.OVERTIME
Overrimeforemployeeswillbebrokenintothreesections:

I Mandatoryovertimewillbeallovertimewhichisassigned,andemployeeswillreceive payorcompensatorytimeoff.

I Orderedmandatoryovertimeoccurswhenanemployeeiscontactedandorderedtoreport toworkimmediately.Anemployeewillreceiveaminimumoftwo(2)hoursovertimepay startingfromthetimetheemployeeiscontactedandorderedtoreporttoworkimmediately.

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

Overtimeearnedshallbecalculatedbasedonthefollowing:

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

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

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

Itisexpresslyagreedandacknowledgedbythepartiesthatthedecisiontoimplementthe VoluntaryPhysicalFitnessProgramwasmadewithdueconsiderationgiventotheCity’sconcern thatimplementationofsuchaprogramwillnotgenerateWorkers’Compensationliability.

Therefore,thepartiestothisAgreementexpresslyagreeandacknowledgethatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment.Itis furtheragreedthattheCPOAwillclearlyinformallofitsmembersthatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment,that noCityemployeeisexpectedtoparticipateinsaidactivities,andthattheCitywillnotbeliable forthepaymentofWorkers’Compensationbenefitsforanyinjuriesarisingfromparticipationin 21 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202744. OVERTIMEOvertime for employees will be broken into three sections:■ Mandatory overtime will be all overtime which is assigned, and employees will receivepay or compensatory time off.■ Ordered mandatory overtime occurs when an employee is contacted and ordered to reportto work immediately. An employee will receive a minimum of two (2) hours overtime paystarting from the time the employee is contacted and ordered to report to work immediately.■ Voluntary overtime will be limited to employees signing up for overtime to fill vacancieswithin the Department for the following reasons: Vacation relief, Compensatory time off,or position vacancy due to termination. Employees working voluntary overtime withintheir assigned bureau will receive pay or compensatory time off. Employees workingvoluntary overtime outside of their assigned bureau or at an event where an outside vendoris contracting with the City for Police services will receive pay (e.g. Concert at Prado Park,Grant funded operation).Overtime earned shall be calculated based on the following:■ 1 .5 times the employee’s base hourly rate,■ Plus any applicable Specialty Pay (e.g., bilingual, other assignment-specific pays),■ Plus Hazard Pay, where applicable,■ Plus P.O.S.T. Certificate pay.45. OVERTIME COMPENSATION - NON-PATROLEffective July 1, 1987, employees who work beyond sixteen (16) consecutive hours within a 24-hour period will be compensated at two (2) times the employee’s regular base rate of paycommencing on the 1 7 thconsecutive hour of work.46. PHYSCIAL FITNESS PROGRAM (VOLUNTARY)Effective July 1, 1995, attached hereto as Exhibit C and incorporated herein by reference as thoughset forth in full is the “VOLUNTARY PHYSICAL FITNESS PROGRAM” as adopted by theparties. The Voluntary Physical Fitness Program is available to sworn, non-probationaryAssociation members only. Compensated time off or pay will be awarded between 1 and 30 hoursduring each fiscal year for demonstration of physical fitness.It is expressly agreed and acknowledged by the parties that the decision to implement theVoluntary Physical Fitness Program was made with due consideration given to the City’s concernthat implementation of such a program will not generate Workers’ Compensation liability.Therefore, the parties to this Agreement expressly agree and acknowledge that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment. It isfurther agreed that the CPOA will clearly inform all of its members that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment, thatno City employee is expected to participate in said activities, and that the City will not be liablefor the payment of Workers’ Compensation benefits for any injuries arising from participation in21 ChinoPoliceOfficersAssociation
MemorandumofUndcrstanding
July1,2025~June30‘2027
theprogramorfromtraining/preparationwhichanyemployeeundertakesforparticipationinthe program.Eachemployeeparticipatingintheprogramwillberequiredtosignthefollowing acknowledgementattheinceptionofhis/herparticipation,training,orpreparationfortheprogram:
“ParticipationbyemployeesoftheCityofChinointheVoluntaryPhysicalFitnessProgramand intraining/preparationforparticipationintheprogramisstrictlyvoluntary.NoCityemployeeis expectedtoparticipateintheprogram,andparticipationisnotapartofanyCityemployee’swork— relatedduties.TheCitywillnotbeliableforthepaymentofWorkers’Compensationbenefitsfor anyinjurywhicharisesfromparticipationintheVoluntaryPhysicalFitnessProgram,orfrom training/preparationforparticipationintheprogram.

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

Dated:

SignatureofEmployee”
Employeesmaybeawardedbetweenlto3Ohoursofpayorcompensatorytimeoffduringeach fiscalyearfordemonstrationofphysicalfitness
EffectiveJulyl,1997,rehiredswornemployeeswillbeallowedtoparticipateintheVoluntary PhysicalFitnessProgram.

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

Employeesunabletoparticipateinthetestingprocessduet0awork—relatedillnessorinjurywill becreditedthefollowingyearinwhichtheyparticipateintheprogramwithbenefitsequaltotwo (2)yearsofcredit.

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

INTERMEDIATE6%ofmonthlybasesalary;or
ADVANCED 12%ofmonthlybasesalary
Employeesareeligibletoconcuirentlyreceivetheone-timeEducationalIncentivePaybenefit whilecontinuingtoreceiveP.O.S.T.CertificatePayforqualifiedcollegedegreesreceived. 22 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027the program or from training/preparation which any employee undertakes for participation in theprogram. Each employee participating in the program will be required to sign the followingacknowledgement at the inception of his/her participation, training, or preparation for the program:“Participation by employees of the City of Chino in the Voluntary Physical Fitness Program andin training/preparation for participation in the program is strictly voluntary. No City employee isexpected to participate in the program, and participation is not a part of any City employee’s work-related duties. The City will not be liable for the payment of Workers’ Compensation benefits forany injury which arises from participation in the Voluntary Physical Fitness Program, or fromtraining/preparation for participation in the program.I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file noWorkers’ Compensation claim which is related in any way to my participation, training, orpreparation for the program.Dated:Signature of Employee”Employees may be awarded between 1 to 30 hours of pay or compensatory time off during eachfiscal year for demonstration of physical fitness.Effective July 1, 1997, rehired sworn employees will be allowed to participate in the VoluntaryPhysical Fitness Program.The program will consist of a number of testing dates, to be determined together by the AssociationBoard Members of the CPOA and CPMA. From the date of announcement of the testing schedule,testing will take place over a period of time not to exceed three (3) months from the date of thefirst test to the date of the final test.Employees unable to participate in the testing process due to a work-related illness or injury willbe credited the following year in which they participate in the program with benefits equal to two(2) years of credit.47. P.O.S.T. CERTIFICATE PAYEmployees who have been employed by the City for at least six (6) months in the position of PoliceOfficer or Corporal will be eligible to attempt to receive monthly compensation as follows forpossession of the following certificatc(s):INTERMEDIATE 6% of monthly base salary; orADVANCED 12% of monthly base salaryEmployees are eligible to concurrently receive the one-time Educational Incentive Pay benefitwhile continuing to receive P.O.S.T. Certificate Pay for qualified college degrees received.22 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027

48.PROBATIONARYPERIOD
Theprobationaryperiodforemployeesinthefollowingcategoriesshallbeasfollows:

NewlyHiredandRehiredOfficers:EmployeeshiredforthefirsttimewiththeCityofChinoor rehiredintothepositionofPoliceOfficershallserveaminimumprobationaryperiodofeighteen (l8)monthsfromtheirofficialdateofhire.

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

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

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

50.RECRUITMENTINCENTIVEFORRECOMMENDATIONRESULTINGINSWORN

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

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

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

Note:AnyPoliceDepartmentPersonnelwhoareassignedtotheTraining/BackgroundUnitorwho aregivenanyworkresponsibilityrelatedtotherecruitmentandhiringofemployeesarenoteligible forthisbenefitunlesscontacthasbeenmadesolelyandentirelyoutsideofworkhours.

51.REHI'REPOLICY
EffectiveJulyl,1995,anyemployeewhoresignsfromCityemploymentandatthetimeof resignationisnotedasbeingsubjecttorehire,andwhoisinfactrehirednotlaterthan6months aftertheeffectivedateofresignationandthenemployedinhisorherformerclassificationorina positionwithintheclassificationseriesheldatthetimeofresignationandinacomparableorlower 23 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 202748. PROBATIONARY PERIODThe probationary period for employees in the following categories shall be as follows:Newly Hired and Rehired Officers: Employees hired for the first time with the City of Chino orrehired into the position of Police Officer shall serve a minimum probationary period of eighteen(18) months from their official date of hire.Lateral Hires: Employees hired as lateral transfers from another law enforcement agency, withprior experience in a comparable role, shall serve a probationary period of twelve (12) monthsfrom their official date of hire.The Probationary period may be extended at the discretion of the Chief of Police or designee basedon performance evaluations, training requirements, or other relevant factors deemed necessary toassess the employee’s competency in the role. The extension of the probationary period may notexceed six (6) months, must be accompanied by a performance evaluation completed within thirty(30) days preceding when the employee’s probationary period is due to end. The extension mustbe filed with the Human Resources department.49. RANGE QUALIFICATION COMPENSATIONEffective July 1, 1987, employees required to spend time in shooting qualification, other thanduring a regularly scheduled work shift, or other times when the employee is being compensatedby the City for attendance at a work site, will be provided with a two (2) hour minimum guaranteecompensated at one and one-half (1 l/z) times the employee’s regular base rate of pay. Time spentin shooting qualification beyond the two (2) hour minimum guarantee will be compensated at oneand one-half ( 1 !A) times the employee’s regular hourly base rate of pay on an hour-per-hour basis.50. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORNHIRE AS FOLLOWS■ $2,000 @ hire + $500 @ completion of probation for Police Recruits (entry level).■ $4,000 @ hire + $1,000 @ completion of probation for lateral Police Officers.To qualify for this incentive, an employee’s name must be listed as the referral source on the sworn,new-hire’s original employment application and be verified by Human Resources. If more thanone employee’s name is listed on the application as a referral source, the incentive will be splitaccordingly.Note: Any Police Department Personnel who are assigned to the Training/ Background Unit or whoare given any work responsibility related to the recruitment and hiring of employees are not eligiblefor this benefit unless contact has been made solely and entirely outside of work hours.51. REHIRE POLICYEffective July 1, 1995, any employee who resigns from City employment and at the time ofresignation is noted as being subject to rehire, and who is in fact rehired not later than 6 monthsafter the effective date of resignation and then employed in his or her former classification or in aposition within the classification series held at the time of resignation and in a comparable or lower23 ChinoPoliceOfticcrsAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
rank?willservethesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbe otherwisesubjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhired employee.Theonlyexceptionwillbethatanyemployeerehired,willhavehisorherseniority levelandleaveaccrualratesdeterminedbaseduponthenumberofyearsofservicewiththeCity ofChinopriortotheresignation.

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

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

53.RETIREMENT
RetirementPlans—TheCityhasathree-tierretirementbenefitasfollows:

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

A.3%atage50,ifhiredbeforeOctoberl6,2011:
l)Employeecontributionrate—9%ofreportablecompensation
B.3%atage55,ifhiredonorafterOctober16,2011:
1)Employeecontributionrate—9%ofreportablecompensation
C.2.7%atage57(PEPRA),ifenteringPERSmembershiponorafterJanuary1,2013:
l)Employeecontributionratei13%ofreportablecompensation(subjecttochange) 1959Survivor’sBenefit(LevelIV)~TheCitywillpayallcostsforthisbenefit. 24 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027rank, will serve the same probationary period that any new hire would otherwise serve and will beotherwise subject to all terms and conditions of employment applicable to any newly hiredemployee. The only exception will be that any employee rehired, will have his or her senioritylevel and leave accrual rates determined based upon the number of years of service with the Cityof Chino prior to the resignation.Effective July 1, 1997, employees rehired by the City under the City’s Rehire Policy will beallowed to buy back any time cashed out at time of separation. Said buy back will be at the hourlyrate existing upon rehire. Sick leave on record at the time of separation that was not compensatedfor will be reinstated. Further, rehired employees will be allowed to participate in the VoluntaryPhysical Fitness Program.52. RETENTION OF DOCUMENTSAll written discipline, internal affairs investigations, and citizen complaints, five (5) years or olderfrom the date complaint was received/discovered, will be purged from employees’ Personnel Filesand other City files. All Job Performance Evaluations will be purged from the employee’sPersonnel Files and other City files five (5) years after the date of the end of the Job PerformanceEvaluation Period. This stipulation affects all active employees only; records will not be trackedor purged for inactive/former employees.53. RETIREMENTRetirement Plans - The City has a three-tier retirement benefit as follows:A. 3% at age 50, if hired before October 16, 2011, with the single highest year finalcompensationB. 3% at age 55, if hired on or after October 16, 2011, with a 3-year average finalcompensationC. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, withfinal compensation for the purposes of calculating a new member’s retirement allowanceequal to the new member’s highest average PERS compensation for 36 consecutive monthsof employmentMember Contribution to PERSMembers will contribute the employee rate of contributions each payroll. All employee-paidcontributions to PERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h) (2)and PERS guidelines:A. 3% at age 50, if hired before October 16, 201 1:1 ) Employee contribution rate - 9% of reportable compensationB. 3% at age 55, if hired on or after October 16, 2011:1 ) Employee contribution rate - 9% of reportable compensationC. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013:1) Employee contribution rate - 13% of reportable compensation (subject to change)1959 Survivor’s Benefit (Level IV) - The City will pay all costs for this benefit.24 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027

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

I Allemployeescoveredbythisagreementwillcontribute1%ofbaseearningseachpay period.

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

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

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

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

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

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

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

C.Underpayments
InsituationsinvolvingunderpaymentstoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade, 25 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202754. RETIREMENT HEALTH SAVINGS (RHS) PLANA Retirement Health Savings (RHS) Plan is available for employee contributions in accordancewith IRS regulations. Employees covered under this bargaining group have elected to establishand contribute to this plan; contributions are as follows:■ All employees covered by this agreement will contribute 1% of base earnings each payperiod.■ City will contribute three hundred dollars ($300) per month beginning January 1. 2023,deposited on a 24-pay period cycle.Upon separation from the City, a 100% cash out of all qualifying, verified accrued Sick Leave attime of retirement, or a proportion of accrued leave at time of non-retirement separation, will beplaced in the employees' Retirement Health Savings Plan. Refer to Sick Leave Buy Back Policyfor eligible Sick Leave.55. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)All adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. OverpaymentsIn situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemployee shall be given six (6) months to repay the overpayment.Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the HumanResources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.Extensions to the period for repayment of the overage or an alternative repayment methodmay be requested by the employee and are subject to the approval of the Director of HumanResources/Risk Management or their designee. Extensions will be approved only in thecase of extreme hardship, and the extended period for repayment will not be longer thanone and one-half (1 A) times as long as the overpayment period.B. RecoveryIf the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greater thanthe employee’s final pay, the City may initiate collections process against the employee.C. UnderpaymentsIn situations involving underpayments to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can be made,25 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
followingtimelysubmissionofappropriatedocumentationandnecessaryapprovalofthe compensationchange.

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

57.SENIORITY
EffectiveFiscalYear1976/77,theCityandtheCPOAagreetouseseniorityasmethodof determiningshiftworkschedulesandvacation.

Forlinelevelpersonnel(Patrol):SenioritywillbedetemiinedbyhiredatewiththeChinoPolice Department.

IftwoormoreemployeesareatthesamerankintheclassificationofCorporal,theonewithmore timeinthatpositionisthesenior.

IftwoormoreemployeesarepromotedtoCorporalatthesametime,thenlongevityintheChino PoliceDepartmentatthelower—levelrankisusedtodetermineseniority.

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

Foraddedclarification,theCityreservestherighttowaivethesenioritycriteriaanddetermine shiftworkschedulingandvacationsasisnecessaryanddesirablefortheneedsoftheservice, underemergencyand/ortemporarysituations.

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

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

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

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

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

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

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

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

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

Fornon—retirementseparations,theemployeewillbesubjecttoSickLeaveBuy—Backeligibility requirementsasindicatedabove,andtheassociatedpercentageofqualifyingaccruedsickleave willbedepositedintotheemployee’srespectiveRHSPlan,tax—free.attimeofseparation. 27 CompletedYearsofService %ofSickLeave
5years 3000
10years 35%
15years 40%
2Oormoreyears 45%
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 2027full-time employment. Following the 90thday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten ( 1 0) hours of sick leave per month to a maximum accrual of one thousand eighty ( 1,080)hours.If an employee changes status (e.g. changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any sick leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment for any sick leave hours used.60. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued sickleave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent uponnon-retirement, non-disciplinary separation, and completion of five (5) years of full-time Cityservice. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave5 years 30%10 years 35%15 years 40%20 or more years45%Effective July 1, 1987, the City will buy back 100% of Sick Leave upon retirement, service ordisability, following completion of five (5) years of service with the City of Chino as the finalemployer.Effective July 1, 2016, employees are required to deposit 100% of all eligible accrued sick leave,tax-free, in the employee’s respective RHS Plan.For non-retirement separations, the employee will be subject to Sick Leave Buy-Back eligibilityrequirements as indicated above, and the associated percentage of qualifying accrued sick leavewill be deposited into the employee’s respective RHS Plan, tax-free, at time of separation. 27 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
Julyl,2025—Juno30,2027

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

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

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

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

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

64.SUPPLEMENTALCONTRIBUTIONFORRETIREES
EffectiveJuly8,1998.employeesseparatingfromCityofChinoemploymentasaresultofanon- disputeddisabilityorserviceretirement,aftercompletionineithercaseoffifteen(15)yearsof continuous,uninterrupted,full-timeswornCityofChinoservicewillreceiveatotalmonthly supplementalcontributionequaltofifteendollars($15.00)eachmonthmultipliedbythenumber ofyearsofservicefromtimeofretirementandceaseupontheeventofthemember’sdeath.No benefitwillbeprovidedtoanybeneficiaryafterthemember’sdeath.A disputeddisability retirementisdefinedasoneinwhichtheCityhasnotcertifiedtheretirementasbeingvalidfor 28 A
SickLeave
Days(10hours)
B
AnnualSick
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Eamed
LeaveDays
(10hours)Used
Days(8hours)
ConversionhourslimitConvertedto
Pay
12days(120hrs) O 8days(64hrs)0+64+56=l20hrs
lldays(l10hrs) 1day(10hrs)7days(56hrs)10+56+54=120hrs
10days(100hrs) 2days(20hrs)6days(48hrs)20+48+52=120hrs
9days(90hrs) 3days(30hrs)5days(40hrs)30+40+50=120hrs
8days(80hrs) 4days(40hrs)4days(32hrs)40+32+48=120hrs
7days(70hrs) 5days(50hrs)3days(24hrs)50+24+46=120hrs
6days(60hrs) 6days(60hrs)2days(l6hrs)60+16+44=120hrs
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 202761. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned sick leave accrual benefits for one (1) full fiscal year, Sick Leavemay be converted to Personal Leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960hours limit Converted toPay12 days (120 hrs)0 8 days (64 hrs)0 + 64 + 56= 120 hrs11 days (110 hrs)1 day ( 10 hrs)7 days (56 hrs)10 + 56 + 54= 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20 + 48 + 52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30 + 40 + 50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40 + 32 + 48= 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50 + 24 + 46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days ( 16 hrs)60+ 16 + 44= 120 hrsPersonal Leave must be taken as time off with Department Director or designated representativeapproval and may not be carried from one fiscal year to the next. Personal Leave that is not usedwill be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed theone thousand eighty (1,080) hours Sick Leave limit.62. SICK LEAVE PROGRAMEmployees having in excess of nine hundred and sixty (960) hours of accumulated sick leave onthe last pay period in June will be paid in the final paycheck of the fiscal year, an amount computedat the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, upto a maximum of fifty six (56) hours.63. SPECIAL COMPENSATION PAYMENT SCHEDULEEffective July 1, 1994 employees eligible to receive special compensation benefits, which are apercentage of base pay, such as P.O.S.T. Certificate Pay, Motorcycle Assignment Compensation,etc., will receive compensation paid over the normal twenty six (26) pay periods each fiscal year.All other special compensation, such as Bilingual Pay, will receive compensation paid over twentyfour (24) pay periods each fiscal year. Special compensation will be reported in accordance withapplicable sections of the California Government Code, California Code of Regulations, and theCity’s contract with the California Public Employee’s Retirement System.64. SUPPLEMENTAL CONTRIBUTION FOR RETIREESEffective July 8, 1998. employees separating from City of Chino employment as a result of a non-disputed disability or service retirement, after completion in either case of fifteen (15) years ofcontinuous, uninterrupted, full-time sworn City of Chino service will receive a total monthlysupplemental contribution equal to fifteen dollars ($15.00) each month multiplied by the numberof years of service from time of retirement and cease upon the event of the member’s death. Nobenefit will be provided to any beneficiary after the member’s death. A disputed disabilityretirement is defined as one in which the City has not certified the retirement as being valid for28 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
disabilitystatus.ThisbenefltinitsentiretywillapplyonlytothoseswornmembersofthisCPOA employedasofJune30,1998.Thereafter,nofutureCPOAmemberswillqualifyforthisbenefit atanylevelwhatsoever”Futurehireswillbeprovidedwithnosupplementalcontributionfor retirees.

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

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

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

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

Advanceableexpenseswillincludebooks.tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth-relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.
29 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027disability status. This benefit in its entirety will apply only to those sworn members of this CPOAemployed as of June 30, 1998. Thereafter, no future CPOA members will qualify for this benefitat any level whatsoever, Future hires will be provided with no supplemental contribution forretirees.65. TRAINING OFFICER PAYEffective January 1, 2005, employees who are formally designated to act as a Training Officer,actually supervising a trainee, and doing so for no less than 50%' of the Training Officer’s regularlyscheduled shift, will earn one and one-half (1 !4) hours of pay for each shift served as a TrainingOfficer. This pay will have no limiting effect on the receipt of overtime by the training employeewhen overtime is authorized by the supervisor.66. TUITION ADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/'Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one (1 ) year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one (1) year of service with the City from date of completion of course work willbe required to reimburse the City for funds advanced to them under this program. Saidreimbursement shall be deducted from any separation check to be distributed to the employee whatthe nature of the funds, without the necessity of a judgment being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.29 ChinoPoliceOfflcersAssociation
MemorandumofUnderstanding
July1,2025—June30,2027
EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptsWithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee’snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.

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

Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.

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

Attheemployee‘soption.theannualallowancemaybeusedtowardthepurchaseofnewPolice Departmentuniformsinanamounttobedeterminedindividuallybyeachemployee.

69.VACATIONLEAVE
Maximumaccrualofvacationisfourhundred(400)hours.Uponterminationofemployment, acemedvacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.Newemployees withlessthansix(6)monthsofCityserviceareineligibletoreceiveVacationLeavebuyback.It istheresponsibilityofemployeestoschedulevacationtimeoffforrestandrecuperationinorder thatearnedvacationtimeinexcessoffourhundred(400)hourswillnotberemovedfromthe records.
30 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1,2025 -June 30, 2027Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60)calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee’s next regular payroll check in an amount equal to the amount of tuition fundsadvanced.67. TUITION REIMBURSMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingan application for the enhanced benefit. Employees must submit a tuition reimbursement invoiceto the Human Resources Department/Risk Management no later than May 1 stof each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.68. UNIFORM CLEANING/CLOTHING ALLOWANCEEffective January 1, 2005, employees receive an annual allowance of seven hundred and seventydollars ($770). Employees will receive payment for their Cleaning/Clothing Allowance one (1)time per year. This payment will be in a check separate from the employee’s regular paycheck andwill be provided at the time of distribution of the second payroll check in August of each year. Tocomply with PERS regulations, this special compensation will be reported to PERS as it is earned.At the employee’s option, the annual allowance may be used toward the purchase of new PoliceDepartment uniforms in an amount to be determined individually by each employee.69. VACATION LEAVEMaximum accrual of vacation is four hundred (400) hours. Upon termination of employment,accrued vacation will be paid at the employee’s then existing hourly rate of pay. New employeeswith less than six (6) months of City service are ineligible to receive Vacation Leave buy back. Itis the responsibility of employees to schedule vacation time off for rest and recuperation in orderthat earned vacation time in excess of four hundred (400) hours will not be removed from therecords.30 ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
July1,2025iJune30,2027
AtseparationfromthisAssociationorretirement,100%ofaecruedVacationLeave,t0amaximum offourhundred(400)hours,willbepaidattheemployee’sexistingbaserateofpay.

Employeeswillbepermittedtouseand/orreceivecompensationforVacationtimeinaccordance withtheprovisionssetforthinthisMemorandumofUnderstandingandestablishedCitypolicies.

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

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

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

Shiftassignmentsandworkscheduleswillbeestablishedinaccordancewithdepartmentalneeds, ensuringadequatecoverageandoperationalefficiency.Anymodificationstoanemployee’s schedulewillbecommunicatedinadvance,followingdepartmentpolicies.

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

74.WORKERS’COMPENSATIONPREMIUMPAYMENT
EffectiveDecember17,1997,intheeventthatawork—relatedillnessorinjuryresultsina permanentdisabilitysettlement,theCitywillprovidea10%premiumbenefitpaymentprovided thefollowingoccurs:
31 MonthsofComplctcdService AnnualVacationAccrual
6—24 12daysp/year(10.0000hoursp/month)
25—48 15daysp/year(12.5000hoursp/month)
49—108 18daysp/year(15.0000hoursp/month)
109—120 19daysp/year(15.8333hoursp/month)
121+ 20daysp/year(16.6666hoursp/month)
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1, 2025 - June 30, 2027Months of Completed ServiceAnnual Vacation Accrual6-2412 days p/year (10.0000 hours p/month)25-481 5 days p/year (12.5000 hours p/month)49-1081 8 days p/year (1 5.0000 hours p/month)109-12019 days p/year (15.8333 hours p/month)121+ 20 days p/year (16.6666 hours p/month)At separation from this Association or retirement, 100% of accrued Vacation Leave, to a maximumof four hundred (400) hours, will be paid at the employee’s existing base rate of pay.Employees will be permitted to use and/or receive compensation for Vacation time in accordancewith the provisions set forth in this Memorandum of Understanding and established City policies.70. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) Vacation hours mayconvert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year. Employees mayconvert leave to pay in April and/or November of each year, calculated at the employee’s hourlybase rate of pay at the time of conversion. Six (6) months prior to conversion, half the number ofaccrued leave hours requested, excluding sick leave, must have been taken as time off. The usagerequirement is waived for “activated” military personnel.71. VEHICLE - CITYCertain personnel, at the discretion of the Chief of Police and City Manager, will be provided witha City vehicle while maintaining on-call status. In addition, qualifying officers and corporalsassigned to the Detective Bureau may also be provided an assigned take-home vehicle as available.72. WORK SCHEDULEEmployees will be assigned to work various schedules based on the operational needs of the PoliceDepartment. Work schedules may include but are not limited to: A 4/10, 5/8, or other alternativework schedule as determined by the Chief of Police or designee.Shift assignments and work schedules will be established in accordance with departmental needs,ensuring adequate coverage and operational efficiency. Any modifications to an employee’sschedule will be communicated in advance, following department policies.73. WORKERS’ COMPENSATION PROGRAMWhenever an employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of his/her duties, the employee will be compensatedpursuant to Labor Code Section 4850.74. WORKERS’ COMPENSATION PREMIUM PAYMENTEffective December 17, 1997, in the event that a work-related illness or injury results in apermanent disability settlement, the City will provide a 10% premium benefit payment providedthe following occurs:31 ChinoPoliceOfflccrsAssociation
MemorandumofUnderstanding
JulyI:2025—June30.2027
0 ThatthoWorkers’CompensationAppealsBoardapprovesthetotalsettlement,including thetenpercent(10%)premiumbenefit.
o Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino.
¢ Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity.
o ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesofmisunderstandings.

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

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

76.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hours,andothertelmsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbyemployeeswillremaininfullforceandeffectduringtheterm ofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityandtheCPOA.

77.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandinghavebeencodifiedinthisdocumentandagreed uponbythePresidentoftheCPOAandCityManageroftheCityofChinoandwillonlybe implementeduponapprovalbytheCityCouncil.

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

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

79.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandCOPAagreethattheprovisionsof thisMemorandumofUnderstandingshallbeeffectiveonJulyl?2025,andshallexpireonJune 30‘2027.
33 Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 202779. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and COPA agree that the provisions ofthis Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027. 33 A ‘
AlexWright.Pr€sident
ChinoPoliceOfficersAssociation
7-29-zy
Date
ChinoPoliceOfficersAssociation
MemorandumofUnderstanding
Julyl.2025AJune30,2027
J
LindReich,CityManger' ofChino,Californiavy
7k?%ar
Date
WW
U
TheresaDoyle,Directorof
HumanResources/RiskManagement
CityofChino,California
7’a?'7!«M2Y
Date
Chino Police Officers AssociationMemorandum of UnderstandingJuly 1.2025 -June 30, 2027 Alex Wright, PresidentChino Police Officers AssociationDate DateTheresa Doyle, Director ofHuman Resources/Risk ManagementCity of Chino, CaliforniaDate 34 orig: Valut
xc: M. Sakamoto ( HR)
RESOLUTION NO. 2006- 044

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

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

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

SECTION 8 of RULE IX is amended as follows:

SECTION 8. Nepotism Policv:

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

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

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

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

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

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

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

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

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

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

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

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

ATTEST:

LENNA J. TAN R, CiTY CLERK

CITY OF CHINO

STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO ) ss.

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

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

TheAssociations’proposalallowsaparticipanttoaccrueanywherenom1to30hoursof compensatorytimeOEbasedonanindividual’sperformance.Theproposedprogram encouragesperformanceandparticipation.

TheAssociationsageswiththeCityinthatflexibilityisanimportantpartofhtness.

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

Thefollowingmusculo-skeletalflexibilityandstrengthtestsweretakenhornthepre—hire physicalrequiredbytheCityofChino.

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

Fromstandingposition,aparticipantcanbendat
least2Odegreesbackwards.
2,)BACKBENDING-

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

EXHIBITC

CHINOPOLICEASSOCIATION

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

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

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

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

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

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

3.0MILEWALK(Ma.1cs)
30-39AGE
39:00-under
39:01-40:00
40:01'-4'1":00
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
40-49‘“‘
7,)41:00-under
41:01-42:00
42:01-43:00
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
PUSH-UPS(Females)
30-39
24 23
22 21
20 19
18 17
16 15
40-49
22 21
20 19
18 17
16 15
14 13
50-59
44:00-under
44:01-45:OO
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-5l:00
51:01-52:00
52:01-53:00
60+
46:00-under
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00
51:01-52:00
52:01-53:OO
53:01-54:00
54:01-55:00
50-59
43:00-under
43:01-44:00
44:01-45:00
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49z00
49:01-50:OO
50:01-51:00
51:01-52:00
50-59
17 16
15 14
13 12
11 10
09 O8
60+
45:00-under
45:01-46:00
46:01-47:00
47:01-48:00
48:01-49:00
49:01-50:00
50:01-51:00
51:01-52:00
52:01-53:00
53:01-54:00
60+
15 14
13 12
11 10
09 O8
07 06
AGE
CTO
10 O9
()8
07 O6
OS
04 O3
G2
01 AGE
CTO
10 O9
O8
O7
06 05
04 O3
02 01
AGE
STE?
1Q
{31;}
33 0"}
{36
'05
I'M
PUSH—wsmales)
20-29 30-39 40-49 50-59
34 27 21 17
33 26 20 16
32 25 19 15
31 24 18 14
30 23 17 13
29 22 16 12
28 21 15 11
27 20 14 1o
26 19 13 09
25 13 12 08
BENTWEECRUNCHES(Females)
BENTKNEECRUNCEES(Males)
20-29 30-39 40-49 50~59
46 39 35 30
45 38 34 29
44 37 33 28
43 36 32 27
42 35 31 26
41 34 30 25
40 33 29 24
16 15
14 13
12 11
10 09
08 O7
6Q+
20 19
18 17
16 15
14 13
12 11
604
26 25
24 23
22 21
20 20—29 30-39 40-49 50-59
39 32 23 22
38 31 27 :1
37 30 26 20
36 29 25 19.
35 23 24 13
34 27 23 17
33 26 22 16
32 25 21 15
31 24 20 14
30 23 19 13
{i3
G2
()1
39 38
3T
3‘2
31 30
28 2?
2§
23 22
2l
19 .13
l?