MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN
July 1, 2025 to June 30, 2027
THE CITY OF CHINO, CALIFORNIA
AND
THE CHINO POLICE
MANAGERS ASSOCIATION
#wrq
U1
\OOO)O\\
DJO
U).,_.
DISCIPLINARYAPPEALPROCEDUREACTIONCONSISTINGOFAWRITTENREPRIMAND ORLESS............................................................................................................................................I1 DISCIPLINARYAPPEALPROCEDURECHANGE......................................................................12 EDUCATIONALINCENTIVEPROGRAM.....................................................................................12 FLEXIBLEBENEFITSSPENDINGPLAN......................................................................................1 FLOATINGHOLIDAYTIME..........................................................................................................I HOLIDAYS........................................................................................................................................I HOLIDAYPAY.................................................................................................................................1 JURYDUTY......................................................................................................................................14 LAYOFFREOPENER.......................................................................................................................14 LIFEINSURANCE............................................................................................................................14 LONGEVITY.....................................................................................................................................14 MANAGEMENTLEAVE.................................................................................................................IS MANAGEMENTRIGHTS................................................................................................................15 MEALPERIOD(CODE7)................................................................................................................16 I9.
20. 71.
DJ
DJ
I)xLu UJ
UJ
[Q
IJ\
[Q
l)\
[\J
I)x
O
4A
CO
l\
3\
U1
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND
THECHINOPOLICEMANAGERSASSOCIATION(CPMA)
(ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
ACTINGPAY......................................................................................................................................
ASSOCIATIONBOARDHOURS......................................................................................................
BENEFITBANK..................................................................................................................................
BEREAVEMENTLEAVE...................................................................................................................
BILINGUALPAY................................................................................................................................
CALLBACKPAY...............................................................................................................................
CANINEHANDLERS.........................................................................................................................
COMPENSATIONTIMEOFF............................................................................................................
COMPUTERLOANPROGRAM........................................................................................................
COSTOFLIVINGADJUSTMENT(COLA)......................................................................................
COURTAPPEARANCEANDSTAND-BYCOMPENSATION.......................................................
COURTTRAVELTIME.....................................................................................................................8 DEATHBENEFIT...............................................................................................................................9 DEFERREDCOMPENSATION.........................................................................................................9 DIRECTDEPOSIT............................................................................................................................11 DISABILITY......................................................................................................................................11 DISCIPLINARYAPPEALPROCEDURE 11
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE CHINO POEICE MANAGERS ASSOCIATION (CPMA)(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY ............................................................................................................................................. 32. ASSOCIATION BOARD HOURS ........................................................................................................... 33. BENEFIT BANK ........................................................................................................................................ 44. BEREAVEMENT LEAVE......................................................................................................................... 45. BILINGUAL PAY ...................................................................................................................................... 56. CALL BACK PAY ..................................................................................................................................... 57. CANINE HANDLERS............................................................................................................................... 58. COMPENSATION TIME OFF ................................................................................................................. 79. COMPUTER LOAN PROGRAM............................................................................................................. 710. COST OF LIVING ADJUSTMENT (COLA).......................................................................................... 711. COURT APPEARANCE AND STAND-BY COMPENSATION......................................................... 812. COURT TRAVEL TIME ........................................................................................................................... 813. DEATH BENEFIT ..................................................................................................................................... 91 4. DEFERRED COMPENSATION .............................................................................................................. 915. DIRECT DEPOSIT .................................................................................................................................. 1116. DISABILITY............................................................................................................................................. 111 7. DISCIPLINARY APPEAL PROCEDURE............................................................................................ 1 11 8. DISCIPLINARY APPEAL PROCEDURE ACTION CONSISTING OF A WRITTEN REPRIMANDOR LESS ................................................................................................................................................... 1 11 9. DISCIPLINARY APPEAL PROCEDURE CHANGE ......................................................................... 1220. EDUCATIONAL INCENTIVE PROGRAM......................................................................................... 122 1. FLEXIBLE BENEFITS SPENDING PLAN.......................................................................................... 1 322. FLOATING HOLIDAY TIME ............................................................................................................... 1 323. HOLIDAYS............................................................................................................................................... 1324. HOLIDAY PAY ....................................................................................................................................... 1325. JURY DUTY............................................................................................................................................. 1426. LAYOFF REOPENER ............................................................................................................................. 1427. LIFE INSURANCE .................................................................................................................................. 1428. LONGEVITY............................................................................................................................................ 1429. MANAGEMENT LEAVE ....................................................................................................................... 1530. MANAGEMENT RIGHTS ..................................................................................................................... 153 1. MEAL PERIOD (CODE 7) ..................................................................................................................... 16 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJunc30.2027
MILEAGEREIMBURSEMENT.......................................................................................................16 MOTORDUTY..................................................................................................................................16 NEPOTISMPOLICY.........................................................................................................................16 ON—CALLCOMPENSATION...........................................................................................................17 OVERTIMECOMPENSATION.......................................................................................................17 PHYSICALFITNESSPROGRAM(VOLUNTARY).......................................................................17 P.O.S.T.CERTIFICATEPAY...........................................................................................................18 RECRUITMENT[NCENTIVEFORRECOMMENDATIONRESULTINGINSWORNHIREAS [J
.TERM.................................................................................................................................................28 FOLLOWS.........................................................................................................................................19
40.REHIREPOLICY..............................................................................................................................19
41.RETENTIONOFDOCUMENTS......................................................................................................19
42.RETIREMENT...................................................................................................................................19
43.RETIREMENTHEALTHSAVINGS(RHS)PLAN.........................................................................2O
44.SALARYADJUSTMENTS...............................................................................................................20
45.SEPARATIONFROMCITY.............................................................................................................21
46.SICKLEAVE.....................................................................................................................................21
47.SICKLEAVEBUYBACK22
48.SICKLEAVECONVERSIONTOPERSONALLEAVE 22
49.SICKLEAVEPROGRAM 223
50.SPECIALCOMPENSATIONPAYMENTSCHEDULE23
51SUPPLEMENTALCONTRIBUTIONFORRETIREES2.
52TUITIONADVANCEPROGRAM...................................................................................................24
53.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM..........................................................25 541UNIFORMEDANDNON-UNIFORMED-CLOTHINGALLOWANCE......................................25
55.VACATIONLEAVE.........................................................................................................................25
56.VACATIONLEAVECONVERSION...............................................................................................26
57.VEHICLE—CITY..............................................................................................................................26
58.WORKSCHEDULE..........................................................................................................................26
59.WORKERS’COMPENSATIONPROGRAM...................................................................................26
60.WORKERS’COMPENSATIONPREMIUMPAYMENT...............................................................26
61.SAVINGSCLAUSE..........................................................................................................................27
62.MAINTENANCEOFEXISTINGBENEFITS..................................................................................27
63.IMPLEMENTATION.........................................................................................................................27
64.NOSTRIKEPROVISION 27
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30. 202732. MILEAGE REIMBURSEMENT ............................................................................................................ 1633. MOTOR DUTY ........................................................................................................................................ 1634. NEPOTISM POLICY............................................................................................................................... 1635. ON-CALL COMPENSATION................................................................................................................ 1 736. OVERTIME COMPENSATION ............................................................................................................ 1737. PHYSICAL FITNESS PROGRAM (VOLUNTARY) .......................................................................... 1 738. P.O.S.T. CERTIFICATE PAY ................................................................................................................ 1839. RECRUITMENT INCENTIVE FOR RECOMMENDATION RESULTING IN SWORN HIRE ASFOLLOWS ................................................................................................................................................ 1940. REHIRE POLICY .................................................................................................................................... 194 1. RETENTION OF DOCUMENTS........................................................................................................... 1942. RETIREMENT.......................................................................................................................................... 1943. RETIREMENT HEALTH SAVINGS (RHS) PLAN ............................................................................ 2044. SALARY ADJUSTMENTS .................................................................................................................... 2045. SEPARATION FROM CITY .................................................................................................................. 2146. SICK LEAVE............................................................................................................................................ 2147. SICK LEAVE BUY BACK ..................................................................................................................... 2248. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................... 2249. SICK LEAVE PROGRAM ..................................................................................................................... 2350. SPECIAL COMPENSATION PAYMENT SCHEDULE..................................................................... 235 1. SUPPLEMENTAL CONTRIBUTION FOR RETIREES..................................................................... 2352. TUITION ADVANCE PROGRAM........................................................................................................ 2453. TUITION REIMBURSEMENT - ENHANCED PROGRAM ............................................................ 2554. UNIFORMED AND NON-UNIFORMED - CLOTHING ALLOWANCE........................................ 2555. VACATION LEAVE ............................................................................................................................... 2556. VACATION LEAVE CONVERSION.................................................................................................... 2657. VEHICLE -CITY .................................................................................................................................... 2658. WORK SCHEDULE ................................................................................................................................ 2659. WORKERS’ COMPENSATION PROGRAM....................................................................................... 2660. WORKERS’ COMPENSATION PREMIUM PAYMENT .................................................................. 266 1. SAVINGS CLAUSE ................................................................................................................................ 2762. MAINTENANCE OF EXISTING BENEFITS...................................................................................... 2763. IMPLEMENTATION............................................................................................................................... 2764. NO STRIKE PROVISION ....................................................................................................................... 2765. TERM......................................................................................................................................................... 282 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30,2027
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINOAND
THECHINOPOLICEMANAGERSASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isonteredintowithreferencestothefollowingfacts:
A.TheChinoPoliceManagersAssociation,hereinafterreferredtoasthe“CPMA”,isthe recognizedemployeeorganizationforallregular,full-timeswornmanagementPolice DepartmentemployeesintheCityofChino,hereinafterreferredtoasthe“City”.These employeesarecollectivelyreferredtoas“employees”.TheCPMAconsistsofthefollowing positionclassifications:
Lieutenant
Sergeant
B.IntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees. authorizedrepresentativesoftheCityandtheCPMAhavemetandconferredingoodfaith, exchangingvariousproposalsconcerningwages,hours,andothertermsandconditionsof employmentoftheemployeeswhicharewithinthescopeoflawforrepresentedemployeesin theCPMA.
C.TheauthorizedrepresentativesoftheCityandCPMAhavereachedamutualagreementon wages,hours,andothertermsandconditionsofemploymentoftheemployees.
THEREFORE,theCityandtheCPMAagreethatwages,hours,andtermsandconditionsof employmentwillbeappliedasfollowsfortheperiodofJulyl,2025,throughandincludingJune 30,2027.
1.ACTINGPAY
ActingPaymaybeprovidedtoemployeeswhoareformallyassignedthedutiesofahigher—level classforanextendedperiod,anticipatedtobeinexcessofatleasttwo(’2)weeks.Suchassignment willbeconfirmedbytheprocessingofaPersonnelActionFormbytheChiefofPoliceordesignee.
ActingPaywillbegrantedasapercentageincreasetotheemployeesexistingbasesalaryonly.
Thepercentageincreasewillbefivepercent(5%)orequaltotheentrylevelsalaryofthehigher levelclassforwhichtheemployeeisperformingduties.Atnotimewillthepercentageincrease exceedthemaximumsalaryatthetopoftherangeofsaidclass.
2.ASSOCIATIONBOARDHOURS
Associationmembersareprovidedforty(40)paidhoursperfiscalyeartoattendtrainingorother relatedworkshopsforCPMAbusiness,asauthorizedbytheCity.Thesehourswillnotbe accumulatedorcarriedfromonefiscalyeartothenext.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO ANDTHE CHINO POLICE MANAGERS ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino Police Managers Association, hereinafter referred to as the “CPMA”, is therecognized employee organization for all regular, full-time sworn management PoliceDepartment employees in the City of Chino, hereinafter referred to as the “City”. Theseemployees are collectively referred to as “employees”. The CPMA consists of the followingposition classifications:LieutenantSergeantB. In the interest of maintaining harmonious relations between the City and the employees,authorized representatives of the City and the CPMA have met and conferred in good faith,exchanging various proposals concerning wages, hours, and other terms and conditions ofemployment of the employees which are within the scope of law for represented employees inthe CPMA.C. The authorized representatives of the City and CPMA have reached a mutual agreement onwages, hours, and other terms and conditions of employment of the employees.THEREFORE, the City and the CPMA agree that wages, hours, and terms and conditions ofemployment will be applied as follows for the period of July 1, 2025, through and including June30, 2027.1. ACTING PAYActing Pay may be provided to employees who are formally assigned the duties of a higher-levelclass for an extended period, anticipated to be in excess of at least two ( 2) weeks. Such assignmentwill be confirmed by the processing of a Personnel Action Form by the Chief of Police or designee.Acting Pay will be granted as a percentage increase to the employees existing base salary only.The percentage increase will be five percent (5%) or equal to the entry level salary of the higherlevel class for which the employee is performing duties. At no time will the percentage increaseexceed the maximum salary at the top of the range of said class.2. ASSOCIATION BOARD HOURSAssociation members are provided forty (40) paid hours per fiscal year to attend training or otherrelated workshops for CPMA business, as authorized by the City. These hours will not beaccumulated or carried from one fiscal year to the next.3 ChinoPoliceManagersASSOCiation
MemorandumofUnderstanding
July1.2025toJune30,2027
3.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequalt0Kaiser),dentalandvisioncoveragefromfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecemberl“.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregular paychecksasearned.
Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example,aletterfromtheemployerofaspouse,domesticpartnerorparent.
NewHires:
Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt—outdocumentationduringthenextOpenEnrollmentperiod.
Recertification:
FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwill remainineffectuntiltheemployeeprovidesvalidopt—outdocumentationduringthenextOpen Enrollmentperiod.
4.BEREAVEMENTLEAVE
Anon—accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedimmediate familymember.A“qualifiedfamilymember”isdefinedasaspouse,domesticpartner,parent, brother,sister,child,step—child,mother-in—law,father—in-law,brotherAin—law,sister-in—law. daughter-in-law,son—in—law,grandparent,grandchildoranyotherrelativeresidingwithinthe employee’shome.
Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.
Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember,ifrequestedbytheChiefofPoliceortheirdesignee.
Documentationmayinclude,butisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofadeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.
Anadditionalthree(3)days(30hours)maybeutilizedinconjunctionwithbereavement,charged againstaccruedSickLeave.Employeeswillnotberequiredtosubmitaphysician’snoteexcusing theabsencewhenSickLeaveusageisrequested.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30,20273. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage from familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1st. Unused portions of the Benefit Bank will be paid out in the employee’s regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.4. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified immediatefamily member. A “qualified family member” is defined as a spouse, domestic partner, parent,brother, sister, child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law.daughter-in-law, son-in-law, grandparent, grandchild or any other relative residing within theemployee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member, if requested by the Chief of Police or their designee.Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of a death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.An additional three (3) days (30 hours) may be utilized in conjunction with bereavement, chargedagainst accrued Sick Leave. Employees will not be required to submit a physician’s note excusingthe absence when Sick Leave usage is requested.4 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30.2027
5.BILINGUALPAY
Employeeswhouseon-the-jobbilingualskillsofanylanguagedeemednecessarybytheChiefof Police,includingsignlanguage,andwhohavedemonstratedfluencybypassingacompetency examinationwillreceivetwohundredandfortydollars($240)permonthallowance(paidover24 payperiods)foruseofthisskill.
TheHumanResourcesDepartmentwilladministerthecompetencyexamination,andtheChiefof Policemustapproveanemployee’seligibilitytotaketheexamandreceivethebilingualpay allowance.
Employeeswhohavetheabilitytoreadand/orwriteinthedesignatedlanguage,maybeaskedto performthosetasksonthejob;however,theyarenotrequiredtodosoinordertoreceivethis benefit.Noadditionalcompensationwillbeprovidedforthoseemployeeswhopossessreading and/orwritingskillsbeyondverbalfluency.
TheCityreservestherighttomodifyordiscontinuethebilingualpayallowanceatanytimeshould itbedeterminedtheskillisnolongernecessary.
6.CALLBACKPAY
Employeeswhoarenotonstand-byandwhoarecalledbacktoworkduringtheiroff-dutyhours willreceivetwo(2)hoursminimumpayatoneandone—half(lV2)timestheirregularrate.
7.CANINEHANDLERS
CanineHandlerswillworka4-10schedule.Theassignedworkinghourswillbebasedonthe needsoftheDepartmentandaresubjecttochange,asdeterminedbytheOperationsDivision Commander.
Handlerswillnotberequiredtobeoncall.IntheeventaHandleriscontactedandrequestedfor anemergencycallout(asdeterminedbytheon-dutyWatchCommander),normalcallout compensationwillapply.If.however.aHandlerisplacedoncall,theHandlerwillbecompensated accordingtotheexistingMOU.
Caninetrainingwilloccurondutyasfollows:
a.TheCanineHandlerwillparticipateinweeklyCaninetrainingwithalliedagencies.
Absencesmaybeallowedforemergencies,e.g.,HandlerorDogillness;scheduled vacations;or,toaccommodatetheneedsoftheDepartmentasdeterminedbytheCanine CoordinatorortheWatchCommander.
b.TheCanineHandlerswillreportfortheirweeklytrainingatthedesignatedlocationand time.TheseniorHandlerwillberesponsiblefornotifyingDispatchandtheWatch Commandereachweekoftheirtraininglocationandattendancepriortothe commencementoftraining.Theweeklytrainingblockissix(6)hours.Theremainingfour (4)hoursoftheHandler’sscheduledten(IO)hourshiftwillbeconsideredas“Canine MaintenanceCompensation”toprovideforthecare,grooming,exerciseandmaintenance ofthePoliceServiceDogsandtheirequipment.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 20275. BILINGUAL PAYEmployees who use on-the-job bilingual skills of any language deemed necessary by the Chief ofPolice, including sign language, and who have demonstrated fluency by passing a competencyexamination will receive two hundred and forty dollars ($240) per month allowance (paid over 24pay periods) for use of this skill.The Human Resources Department will administer the competency examination, and the Chief ofPolice must approve an employee’s eligibility to take the exam and receive the bilingual payallowance.Employees who have the ability to read and/or write in the designated language, may be asked toperform those tasks on the job; however, they are not required to do so in order to receive thisbenefit. No additional compensation will be provided for those employees who possess readingand/or writing skills beyond verbal fluency.The City reserves the right to modify or discontinue the bilingual pay allowance at anytime shouldit be determined the skill is no longer necessary.6. CALL BACK PAYEmployees who are not on stand-by and who are called back to work during their off-duty hourswill receive two (2) hours minimum pay at one and one-half (1 ‘A) times their regular rate.7. CANINE HANDLERSCanine Handlers will work a 4-10 schedule. The assigned working hours will be based on theneeds of the Department and are subject to change, as determined by the Operations DivisionCommander.Handlers will not be required to be on call. In the event a Handler is contacted and requested foran emergency call out (as determined by the on-duty Watch Commander), normal call outcompensation will apply. If, however, a Handler is placed on call, the Handler will be compensatedaccording to the existing MOU.Canine training will occur on duty as follows:a. The Canine Handler will participate in weekly Canine training with allied agencies.Absences may be allowed for emergencies, e.g., Handler or Dog illness; scheduledvacations; or, to accommodate the needs of the Department as determined by the CanineCoordinator or the Watch Commander.b. The Canine Handlers will report for their weekly training at the designated location andtime. The senior Handler will be responsible for notifying Dispatch and the WatchCommander each week of their training location and attendance prior to thecommencement of training. The weekly training block is six (6) hours. The remaining four(4) hours of the Handler’s scheduled ten (10) hour shift will be considered as “CanineMaintenance Compensation” to provide for the care, grooming, exercise and maintenanceof the Police Service Dogs and their equipment.5 ChinoPoliccManagersAssociation
McmorandumofUnderstanding
Julyl.2025toJune30,2027
c.Onceamonth,AdlcrhorstInternational(orthedesignatedtrainingfacility)willschedule therequiredeight(8)hourrequalificationday.Handlerswillattendasscheduledbythe CanineCoordinator.Thetrainingdaywillbeconsideredanormalten(l0)hourworkday forallHandlers.Theremainingtwo(2)hoursofthatdaywillalsobeconsidered“Canine MaintenanceCompensation”fortheHandlers.TheHandlerswillreceiveatotaloffour‘reen (14)hoursofstraighttimecompensationinatwentynine(29)daypaycycle(3Ominutes aday,7daysaweek).ThisistocompensatetheHandlersfortimespentoncareand maintenanceofthePoliceServiceDogandequipment.Thetimeoffwillbearrangedwith theCanineCoordinator.Attendanceismandatory.However,excusedabsencesmaybe allowedforemergenciesorHandler/DogillnessatthediscretionoftheCanine Coordinator.
d.A yearlyP.O.S.T.certificationisrequiredfor“PatrolandDetection”andattendanceis mandatory.TheCanineCoordinatorwillschedulethecertificationdays.
TheOperationsDivisionCommanderwillassignthedaysoffforeachHandler.Thechoiceofdays offwillbemadebyseniorityandwitheachnormalshiftrotation.Senioritywillbeestablishedby timeassignedintheCanineUnit.
Day—to-daysupervisionoftheCanineUnitpersonnelwillbetheresponsibilityofthepatrolteam SergeanttoensurethatboththeneedsoftheDepartmentandtheCanineUnitarebeingmet.
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($1.00)andinreturntheHandleragreestoprovideacomfortable,humaneandcaring environmentfortheremainderoftheretiredPoliceServiceDog’sLife.TheHandleralsoagrees Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30, 2027c. Once a month, Adlerhorst International (or the designated training facility) will schedulethe required eight (8) hour requalification day. Handlers will attend as scheduled by theCanine Coordinator. The training day will be considered a normal ten (10) hour workdayfor all Handlers. The remaining two (2) hours of that day will also be considered “CanineMaintenance Compensation” for the Handlers. The Handlers will receive a total of fourteen(14) hours of straight time compensation in a twenty nine (29) day pay cycle (30 minutesa day, 7 days a week). This is to compensate the Handlers for time spent on care andmaintenance of the Police Service Dog and equipment. The time off will be arranged withthe Canine Coordinator. Attendance is mandatory. However, excused absences may beallowed for emergencies or Handler/Dog illness at the discretion of the CanineCoordinator.d. A yearly P.O.S.T. certification is required for “Patrol and Detection” and attendance ismandatory. The Canine Coordinator will schedule the certification days.The Operations Division Commander will assign the days off for each Handler. The choice of daysoff will be made by seniority and with each normal shift rotation. Seniority will be established bytime assigned in the Canine Unit.Day-to-day supervision of the Canine Unit personnel will be the responsibility of the patrol teamSergeant to ensure that both the needs of the Department and the Canine Unit are being met.Canine Handlers will be issued patrol cars with proper canine kennel/safety equipment and markedwith proper Police canine warnings. The patrol cars will be utilized to transport the canine to andfrom the Handler’s residence to Department approved training, as well as to normal patrol shiftsas determined by the Canine Coordinator. Each Canine Handler must provide necessarymaintenance of the Police Service Dog and all related equipment. Equipment deficiencies must bereported to the Canine Coordinator who will oversee replacement or repair.Any injuries to or illness affecting the Police Service Dog must be immediately reported to theCanine Coordinator who will authorize all veterinary care deemed necessary. Veterinary serviceswill be paid for by the Department. An exception will be made for emergency veterinary care, inwhich case preauthorization for treatment is not needed.When it becomes necessary to retire a Police Service Dog from active service, the Department willtransfer ownership of the dog to the last Handler, provided the Handler wants to keep the dog.Should the Handler decline to accept the retired Police Service Dog and upon approval of theCanine Coordinator, the offer of transfer of ownership will then be presented to the dog’s previousHandler(s). Should no Handler elect to accept the dog, the Canine Coordinator will make otherappropriate plans for the dog with the approval of the Chief of Police.Note: The City of Chino Police Department will sell the retired Police Service Dog to the Handlerfor one dollar ($ 1.00) and in return the Handler agrees to provide a comfortable, humane and caringenvironment for the remainder of the retired Police Service Dog’s Life. The Handler also agrees6 ChinoPoliceManagersAssociatiOn
MemorandumofUnderstanding
July1,2025toJune30,2027
thattheretireddogwillnotperformanysearchesoractivityrelatedtopatrolornarcoticrelated duties.
8.COMPENSATIONTIMEOFF
Employeesmayaccrueamaximumofonehundredandeighty(180)hoursofCompensatoryTime whichmayberequestedastimeoff.Uponseparationfromemployment,accumulated compensatorytimeoffwillbeconvertedtocashatthethenexistingbasehourlyrate.
UponpromotionfromthisAssociation,anyhoursinCompensationBankswillbecashedoutto employeeatcurrentbaserateofpay.
9.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein theComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreeto complywiththerequirementsoftheprogramaslistedbelow:
0? Maximumamountfinancedistwothousand,fivehundreddollars($2,500).‘3Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
'z‘Minimumofone(l)businesssoftwarepackagemustbepurchased(Le.spreadsheet,data basemanager,wordprocessor,ete.).
Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe0:9 compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.
Nogameorentertainmentsoftwarewillqualifyunderthisprogram.
Loanstoparticipantswillbeforatermnottoexceedthirty—sixmonths(36)andnointerest willbechargedduringthattime.
Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.
Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc.).
TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.
A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.'3UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days t0submitnecessarydocumentationtoFinanceDepartmentforpre—approvalofsystem purchase.
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.
10.COSTOFLIVINGADJUSTMENT(COLA)
ATotalCompensationSurveywillbeconductedinAugust2025usingthesamecriteriaandsurvey citiesusedinthe2022TotalCompensationSurvey.TheCityagreestomaintainsworn classificationsatnolowerthanthenumberthree(3)rankingintotalcompensationamongthe surveycities,excludingtheBenefitBank.Anyadjustmentsnecessarytomeetthatbenchmarkwill beretroactivetothepayperiodthatincludesJuly1,2025.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027that the retired dog will not perform any searches or activity related to patrol or narcotic relatedduties.8. COMPENSATION TIME OFFEmployees may accrue a maximum of one hundred and eighty (180) hours of Compensatory Timewhich may be requested as time off. Upon separation from employment, accumulatedcompensatory time off will be converted to cash at the then existing base hourly rate.Upon promotion from this Association, any hours in Compensation Banks will be cashed out toemployee at current base rate of pay.9. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate inthe Computer Loan Program managed by the Finance Department. Participants must agree tocomply with the requirements of the program as listed below:❖ Maximum amount financed is two thousand, five hundred dollars ($2,500).Any new computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).*t* System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.❖ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds.10. COST OF LIVING ADJUSTMENT (COLA)A Total Compensation Survey will be conducted in August 2025 using the same criteria and surveycities used in the 2022 Total Compensation Survey. The City agrees to maintain swornclassifications at no lower than the number three (3) ranking in total compensation among thesurvey cities, excluding the Benefit Bank. Any adjustments necessary to meet that benchmark willbe retroactive to the pay period that includes July 1, 2025.7 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyL2025toJune30,2027
ThesameprocesswillapplyeveryAugust,withanynecessaryadjustmentstoretainsworn classificationsinthetop3rankingbeingretroactivetothepayperiodthatincludesJulyl.Benefit BankupdatesforthenextyearwillbeimplementedinDecemberoftheyeartheyarereleased.
Definition0fTotalCompensation
ForthepurposesofthisArticle,totalcompensationshallconsistofthefollowingelements:
:oO
QO
:00
:oc
'o‘0
{o
:90
:..
Basesalary
Uniformallowance
Shiftdifferential(graveyardshift)
AdvancedPOSTpay
City—paidDeferredCompensationcontribution
City-paidRetireeHealthSavings(RHS)contribution
Employer—paidhealthcarecontribution
Longevitypay($500at5years=$8.33monthlyvalue)
Minustheemployee-paidPERSPEPRAcontributionrate
11.COURTAPPEARANCEANDSTAND—BYCOMPENSATION
Employeesaskedtoappearorstand-byforcivil,criminal,oradministrativeproceedingswillbe compensatedinaccordancewiththeestablishedcourtappearanceandcourtstand-bypoliciesthat readasfollows:
CourtAppearanceCompensation:Employeeswhoaresubpoenaedtoappearincourtduringtheir off-dutyhoursarecompensatedatoneandone-half(l-l/2)timestheirhourlyrateofpaywitha two(2)hourminimumguarantee.Employeeswhoreceivetwo(2)separatesubpoenastoappear forthemorningandafternoonsessionsonthesamedaywillreceivetwo(2),2—hourminimum guarantees.Timespentduringallcourtroomrecesses,includingcourtlunchrecesses,willbe consideredtimeworkedforpurposesofcomputingcompensation.Hoursspentincourtbeyond thethree(3),2—hourguaranteeswillbecompensatedonanhour—per—hourbasiswiththeexception oftraveltime.Employeeswhodonotexercisetheoptiontoverifythatacaseisscheduledand whoreporttothecourtwillbecompensatedfortheirappearance.
CourtStandbyCompensation:Employeeswhoareplacedonstand—byforapossiblecourt appearanceduringtheiroff-dutyhourswillbepaidorreceivecompensatorytimeattheirstraight timerateforhoursspentonstand—by.Thetimewillbecalculatedt0thenearestfifteen(15)minute increment.Inadditiontothiscompensation,employeesinstructedtoremainavailableforacourt casearecompensatedwithfour(4)hoursatstraighttime,paidattheemployee’sbaserateofpay, aftertheemployeehasbeeninstand—bymodefortwo(2)consecutivedaysandhasnotbeen relievedofsuchstand-by.
12.COURTTRAVELTIME
Employeeswhoaresubpoenaedtoandappearinacourtoutsidethelocalarea(thelocalareabeing definedasPomonaandRanchoCueamonga)duringoffdutyhourswillbepaidatastraighttime Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027The same process will apply every August, with any necessary adjustments to retain swornclassifications in the top 3 ranking being retroactive to the pay period that includes July 1. BenefitBank updates for the next year will be implemented in December of the year they are released.Definition of Total CompensationFor the purposes of this Article, total compensation shall consist of the following elements:Base salaryUniform allowanceShift differential (graveyard shift)Advanced POST payCity-paid Deferred Compensation contributionCity-paid Retiree Health Savings (RHS) contributionEmployer-paid healthcare contributionLongevity pay ($500 at 5 years = $8.33 monthly value)Minus the employee-paid PERS PEPRA contribution rate11. COURT APPEARANCE AND STAND-BY COMPENSATIONEmployees asked to appear or stand-by for civil, criminal, or administrative proceedings will becompensated in accordance with the established court appearance and court stand-by policies thatread as follows:Court Appearance Compensation: Employees who are subpoenaed to appear in court during theiroff-duty hours are compensated at one and one-half (1-1/2) times their hourly rate of pay with atwo (2) hour minimum guarantee. Employees who receive two (2) separate subpoenas to appearfor the morning and afternoon sessions on the same day will receive two (2), 2-hour minimumguarantees. Time spent during all courtroom recesses, including court lunch recesses, will beconsidered time worked for purposes of computing compensation. Hours spent in court beyondthe three (3), 2-hour guarantees will be compensated on an hour-per-hour basis with the exceptionof travel time. Employees who do not exercise the option to verify that a case is scheduled andwho report to the court will be compensated for their appearance.Court Stand by Compensation: Employees who are placed on stand-by for a possible courtappearance during their off-duty hours will be paid or receive compensatory time at their straighttime rate for hours spent on stand-by. The time will be calculated to the nearest fifteen (15) minuteincrement. In addition to this compensation, employees instructed to remain available for a courtcase are compensated with four (4) hours at straight time, paid at the employee’s base rate of pay,after the employee has been in stand-by mode for two (2) consecutive days and has not beenrelieved of such stand-by.12. COURT TRAVEL TIMEEmployees who are subpoenaed to and appear in a court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid at a straight time ♦♦♦ ❖ ❖ ❖ ❖ ❖ ♦♦♦ <♦
8 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyI,2025toJune30,2027
ratefortraveltime.ThetraveltimeistobecalculatedfromtheChinoPoliceDepartmenttothe courtandreturn.
l3.DEATHBENEFIT
Employeesareprovidedwithonehundredthousanddollars($100,000)inlifeinsurancecoverage, payabletotheirbeneficiaryonfileinHumanResourcesattimeofdeath.Deathbenefitsunderthe City’sself—insuredlifeinsuranceprogramareintendedtobetreatedforallfederalincometax purposesasbeingpaidunderalifeinsurancecontractwithinthemeaningofSection7702ofthe InternalRevenueCodeandtoresultinnorecognitionofincomeunderCodeSection101. lntheeventofanemployee’sdeath,his/herbeneficiarywillreceivepaymentofallunusedvacation andcompensationtimeat100%.Sickleavetimewillbepaidoutattherateestablishedbyyears ofservice.
1ntheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiary(ies)willreceivc100%cash-outofthe employee’saccruedsickleaveonrecord.
14.DEFERREDCOMPENSATION
AdefeiTedcompensationplanisavailabletoallemployees,providingtax—deferredsavingsto serveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignateddeferred compensationplanuptothemaximumannualamountallowedbyfederalandstatelawthrougha payrolldeductionprogram.
CityContribution
Employeeswi11receiveafourhundredandtendollar($410)permonthCitycontributiontotheir CityDeferredCompensationaccount,401(a).
“Catch—up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47.whoarewithin 3yearsoftheirplannedretirementdate,maytakeadvantageofthe457DeferredCompensation Plan”catch-up"provisionsandallowancesasdefinedinfederalandstatelaw.Totheextent allowedbyfederalandstatelawandtheCity'sdeferredcompensationplanadministrator,the Citywillallow,duringthethree(3)yearspriortoanemployee'splannedretirementdate,the conversionofaccruedsick/vacationleavehourstocashcontributionattheemployee'sbase rateofpayineffectatthetimeofconversion.Sick/vacationleaveconversioncontributions forthe"457catch-up"shallnormallybedistributedoveranemployee'slastthree(3)years priortohis/herplannedretirementdate.However,basedonthetotalamountof”457catch—up" contributionsavailabletotheemployee,accumulatedsickleavehours,andtheemployee's designatedretirementdate,"457catch—up"contributionsmayoccuroverashorterperiodprior toretirement.Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsof his/herplannedretirementdate,have”457catch-up"privilegesavailabletohim/her,andbe enrolledintheCity—sponsored457DeferredCompensationPlan.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027rate for travel time. The travel time is to be calculated from the Chino Police Department to thecourt and return.13. DEATH BENEFITEmployees are provided with one hundred thousand dollars ($100,000) in life insurance coverage,payable to their beneficiary on file in Human Resources at time of death. Death benefits under theCity’s self-insured life insurance program are intended to be treated for all federal income taxpurposes as being paid under a life insurance contract within the meaning of Section 7702 of theInternal Revenue Code and to result in no recognition of income under Code Section 101 .In the event of an employee’s death, his/her beneficiary will receive payment of all unused vacationand compensation time at 100%. Sick leave time will be paid out at the rate established by yearsof service.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued sick leave on record.14. DEFERRED COMPENSATIONA deferred compensation plan is available to all employees, providing tax-deferred savings toserve as a retirement supplement. An employee may contribute to the City's designated deferredcompensation plan up to the maximum annual amount allowed by federal and state law through apayroll deduction program.City ContributionEmployees will receive a four hundred and ten dollar ($410) per month City contribution to theirCity Deferred Compensation account, 401(a).“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are within3 years of their planned retirement date, may take advantage of the 457 Deferred CompensationPlan "catch-up" provisions and allowances as defined in federal and state law. To the extentallowed by federal and state law and the City's deferred compensation plan administrator, theCity will allow, during the three (3) years prior to an employee's planned retirement date, theconversion of accrued sick/vacation leave hours to cash contribution at the employee's baserate of pay in effect at the time of conversion. Sick/vacation leave conversion contributionsfor the "457 catch-up" shall normally be distributed over an employee's last three (3) yearsprior to his/her planned retirement date. However, based on the total amount of "457 catch-up"contributions available to the employee, accumulated sick leave hours, and the employee'sdesignated retirement date, "457 catch-up" contributions may occur over a shorter period priorto retirement. To be eligible to participate, the employee must be within three (3) years ofhis/her planned retirement date, have "457 catch-up" privileges available to him/her, and beenrolled in the City-sponsored 457 Deferred Compensation Plan.9 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
“Catch-up”—SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountiftheychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.
Intheeventanemployeeseparatesforanyreasonotherthanservice0rdisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement willbedeductedbytheCityfromanyorallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.
Toparticipate,theemployeewillselecttheamountofsickleavetheywanttotransferinto deferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbea selectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.
TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhilepaiticipating inthisprogram.
“Catch-up”hoursadvancedwillbeaddedbacktotheemployee‘sSickLeavebankforthesick leaveprogramcalculation.
“Catch-up”—VacationLeave
Toparticipate,theemployeewillselecttheamountofVacationLeavetheywanttotransfer intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhours0rapercentageofVacationLeaveremainingattheendoftheyear.
Theemployee’sVacationLeavebalancewouldthendecreasecommensuratelywiththe amountoffundswithdrawn.
TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. “Age50+Catch-up”
Inthecalendaryeartheemployeeattainsage50(orolder),theemployeemaycontributean additionalamountoverthenormalmaximumcontributionlimitperIRSguidelines.The“Age 50Catch-up”and“Pie—RetirementCatch—up”provisionsmaynotbothbeusedinthesame calendaryear.EmployeesmayuseaccruedSickLeavehoursand/oraccruedVacationLeave hourstocontributethisadditionalamount.Thisprovisionmaybeusedregardlessofthe amountofdeferralstheemployeecurrentlycontributes.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027“Catch-up” - Sick LeaveEmployees are not entitled to 100% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursementwill be deducted by the City from any or all earned funds available to the employee onseparation, without it being necessary for the City to seek a civil judgment for the monies.To participate, the employee will select the amount of sick leave they want to transfer intodeferred compensation at the beginning of each of the three (3) years. The amount can be aselected number of hours or a percentage of Sick Leave remaining at the end of the year. Theemployee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the sickleave program calculation.“Catch-up”- Vacation LeaveTo participate, the employee will select the amount of Vacation Leave they want to transferinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Vacation Leave remaining at the end of the year.The employee’s Vacation Leave balance would then decrease commensurately with theamount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Age 50+ Catch-up”In the calendar year the employee attains age 50 (or older), the employee may contribute anadditional amount over the normal maximum contribution limit per IRS guidelines. The “Age50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the samecalendar year. Employees may use accrued Sick Leave hours and/or accrued Vacation Leavehours to contribute this additional amount. This provision may be used regardless of theamount of deferrals the employee currently contributes.10 ChinoPoliceManagersAssociatiOn
Memorandum0fUnderstanding
July1,2025toJune30,2027
DefinedContributionPlan401(a):
Thisplan,offeredinadditiontotheexisting457DeferredCompensationPlan,allowsemployees todeferadditionalincome(beyondwhatisallowedinthe457Plan)asameansofaccumulating greatersavingsforretirement.Theplanisopentomanagementemployeesonlyandalthough participationisvoluntary,electionmustbedoneattimeofappointmentorwithinthirty(30)days ofpromotionintomanagement.Employeeswhoelecttoenrollinthe401(a)Plancontributepre— taxcontributionsinoneoftheestablishedamounts:1%—20%inclusive,25%or100%.lfenrolled, theCitycontributesonedollar($1)perpayperiod.Anemployee’selectiontoenrollinthe401(a) Planisirrevocable.
Source:ResolutionNos.2003—001,2004-074
Contributionstodeferredcompensationwillbediscontinuedwhileanemployeeisreceiving Workers’Compensationpayments.
15.DIRECTDEPOSIT
Employeeselectingtousethedirectdepositofpayrollchecksservicewillnotreceiveseparate checksasnotedunderthesectionstitledClothingAllowance,HolidayPay,andManagement Leave,butwillhavefundsdirectlydepositedintheaccountestablishedfordepositoftheirregular payrollcheck.
EmployeeshiredafterSeptember3,2019,willberequiredtohavefundsdirectlydepositedinto anaccountestablishedfordepositofanypayrollcheck.
16.DISABILITY
EffectiveJuly1,2019,theCitywillpayallpremiumsfortheCity—fundedShort/LongTerm DisabilityProgramandprovideittoallfull-time,non-probationaryemployees.withabuy-down programtobeeffectiveonthe415‘calendardayofdisability,withaprovisiontocontinueregular benefitsandbenefitaccrualsduringthe“buy-down”andTermDisabilitycoverageperiods.Salary continuationeffectiveonthe41“consecutivecalendardayofdisabilitywillbeatarateof100% oftheemployee’sbasesalary.Effectiveonthe61Stconsecutivecalendardayofdisability,salary continuationwillbemadeatarateof66-28%oftheemployee’sbasesalary.Theentirebenefit periodwillnotexceedtwo(2)years.
l7.DISCIPLINARYAPPEALPROCEDURE
CityResolutionNo.98—39,whichgovernstheappealofdisciplinaryaction,isrescindedinits entiretyandSections3through5ofRuleXIVofCityResolutionNo.85-52(PersonnelRules)is amendedasreflectedinCityResolutionNo.2003—11,attachedheretoasExhibitA.
18.DISCIPLINARYAPPEALPROCEDUREACTIONCONSISTINGOFA W'RITTEN
REPRIMANDORLESS
ThefollowingAppealprocedurewillbeutilizedbyemployeesforthepurposeofappealing disciplinaryactionconsistingofaWrittenReprimandorless.Thiswillbethesoleandexclusive procedureaffordedtoemployeesforappealingdisciplinaryactionconsistingofaWritten Reprimandorless.
11 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027Defined Contribution Plan 401(a):This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows employeesto defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulatinggreater savings for retirement. The plan is open to management employees only and althoughparticipation is voluntary, election must be done at time of appointment or within thirty (30) daysof promotion into management. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1 % - 20% inclusive, 25% or 100%. If enrolled,the City contributes one dollar ($1) per pay period. An employee’s election to enroll in the 401(a)Plan is irrevocable.Source: Resolution Nos. 2003-001, 2004-074Contributions to deferred compensation will be discontinued while an employee is receivingWorkers’ Compensation payments.15. DIRECT DEPOSITEmployees electing to use the direct deposit of payroll checks service will not receive separatechecks as noted under the sections titled Clothing Allowance, Holiday Pay, and ManagementLeave, but will have funds directly deposited in the account established for deposit of their regularpayroll check.Employees hired after September 3, 2019, will be required to have funds directly deposited intoan account established for deposit of any payroll check.16. DISABILITYEffective July 1, 2019. the City will pay all premiums for the City-funded Short/Long TermDisability Program and provide it to all full-time, non-probationary employees, with a buy-downprogram to be effective on the 41stcalendar day of disability, with a provision to continue regularbenefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Salarycontinuation effective on the 41 stconsecutive calendar day of disability will be at a rate of 100%of the employee’s base salary. Effective on the 61 stconsecutive calendar day of disability, salarycontinuation will be made at a rate of 66-2/3% of the employee’s base salary. The entire benefitperiod will not exceed two (2) years.17. DISCIPLINARY APPEAL PROCEDURECity Resolution No. 98-39, which governs the appeal of disciplinary action, is rescinded in itsentirety and Sections 3 through 5 of Rule XIV of City Resolution No. 85-52 (Personnel Rules) isamended as reflected in City Resolution No. 2003-1 1, attached hereto as Exhibit A.18. DISCIPLINARY APPEAL PROCEDURE ACTION CONSISTING OF A WRITTENREPRIMAND OR LESSThe following Appeal procedure will be utilized by employees for the purpose of appealingdisciplinary action consisting of a Written Reprimand or less. This will be the sole and exclusiveprocedure afforded to employees for appealing disciplinary action consisting of a WrittenReprimand or less.II ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30.2027
AnyemployeehavingreceivedadisciplinaryactionconsistingofaWrittenReprimandorlesswill beentitledtothefollowingappealprocedurepursuanttothePublicSafetyOfficersProceduralBill ofRightsActatCaliforniaGovernmentCode§3304(b)and3304.5.
Withinfive(5)workdaysofthetimethewrittenorverbalreprimandisissued,theemployeewill beentitledtoanon-evidentiarymeetingwiththesupervisorwhoissuedthedisciplinaryaction.
Thepurposeofthisadministrativeappealistoaffordtheemployeeanopportunityt0beheardby thesupervisorastowhytheemployeebelievesthedisciplineshouldberevokedormodified.The employee’sappealmaybemadeverballyorinwriting.Thesupervisorwillhaveten(10)work daysfromthedateoftheadministrativeappealtorespondtotheemployee.lfthesupervisordoes notrespondwithinten(lO)workdays0ftheadministrativeappeal,theoriginaldisciplinaryaction willremainunchanged.
Ifthematterisnotresolvedtotheaggrievedemployee’ssatisfaction,withinten(10)workdaysof thesupervisor’sresponsetotheemployee’sappeal,orten(10)workdaysafterthetimeforthe supervisortorespondhaspassed,theemployeewillthenbeentitledtoanon-evidentiarymeeting withtheChiefofPolice.Thepurposeofthisadministrativeappealistoaffordtheemployeean opportunitytobeheardbytheChiefofPoliceastowhytheemployeebelievesthediscipline shouldberevokedormodified.Theemployee’sappealmaybemadeverballyorinwriting.The ChiefofPolicewillhaveten(10)workdaystorespondtotheemployee.IftheChiefofPolice doesnotrespondwithinten(10)workdaysoftheadministrativeappeal,theoriginaldisciplinary actionwillremainunchanged.
ThedeterminationoftheChiefofPolicewillbefinal,bindingandconclusive.Therewillbeno otheradministrativemethodtoappealthedeterminationoftheChiefofPolice.
19.DISCIPLINARYAPPEALPROCEDURECHANGE
ResolutionNo.2003—1lwillbeamendedtoref1eetthattheCityManagerwillnolongerserveas theHearingOfficer.
20.EDUCATIONALINCENTIVEPROGRAM
Employeeswithtwo('2)ormoreyearsofconsecutivefull-timeserviceasaswornPoliceemployee withtheCityofChinowillbepaidalumpsumatthetimeofreceiptofaqualifyingdegree.The sumwillbeapercentageoftheemployee’stotalannualbasesalarycomputedasfollows:
Forpurposesoftheabovecomputation,annualbasesalarywillbecomputedbyreferencetothe monthlysalarybeingreceivedbytheemployeeatthetimethathe/shequalifiesforthedegree.
Degree PercentageofSalary
AssociateofArts/Science 2—1/2%
BachelorofArts/Seience 5%
MasterofArts/Science 7%
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027Any employee having received a disciplinary action consisting of a Written Reprimand or less willbe entitled to the following appeal procedure pursuant to the Public Safety Officers Procedural Billof Rights Act at California Government Code § 3304(b) and 3304.5.Within five (5) work days of the time the written or verbal reprimand is issued, the employee willbe entitled to a non-evidentiary meeting with the supervisor who issued the disciplinary action.The purpose of this administrative appeal is to afford the employee an opportunity to be heard bythe supervisor as to why the employee believes the discipline should be revoked or modified. Theemployee’s appeal may be made verbally or in writing. The supervisor will have ten (10) workdays from the date of the administrative appeal to respond to the employee. If the supervisor doesnot respond within ten ( 1 0) work days of the administrative appeal, the original disciplinary actionwill remain unchanged.If the matter is not resolved to the aggrieved employee’s satisfaction, within ten (10) work days ofthe supervisor’s response to the employee’s appeal, or ten (10) work days after the time for thesupervisor to respond has passed, the employee will then be entitled to a non-evidentiary meetingwith the Chief of Police. The purpose of this administrative appeal is to afford the employee anopportunity to be heard by the Chief of Police as to why the employee believes the disciplineshould be revoked or modified. The employee’s appeal may be made verbally or in writing. TheChief of Police will have ten (10) work days to respond to the employee. If the Chief of Policedoes not respond within ten (10) work days of the administrative appeal, the original disciplinaryaction will remain unchanged.The determination of the Chief of Police will be final, binding and conclusive. There will be noother administrative method to appeal the determination of the Chief of Police.19. DISCIPLINARY APPEAL PROCEDURE CHANGEResolution No. 2003-1 1 will be amended to reflect that the City Manager will no longer serve asthe Hearing Officer.20. EDUCATIONAL INCENTIVE PROGRAMEmployees with two (2) or more years of consecutive full-time service as a sworn Police employeewith the City of Chino will be paid a lump sum at the time of receipt of a qualifying degree. Thesum will be a percentage of the employee’s total annual base salary computed as follows:DegreePercentage of SalaryAssociate of Arts/Science2-1/2%Bachelor of Arts/Science5%Master of Arts/Science7%For purposes of the above computation, annual base salary will be computed by reference to themonthly salary being received by the employee at the time that he/she qualifies for the degree.12 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
ForpurposesoftheEducationalIncentiveProgram,QualifyingdegreesmustbeinPoliceScience, PublicAdministration:BusinessAdministration,BehavioralScience,orothercourseofstudy approvedbytheChiefofPolice.
Employeesareeligibletoreceiveconcurrentlytheone-timeEducationalIncentivePaywhile continuingtoreceiveP.O.S.T.CertificatePayforalldegreesreceived.
21.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.
22.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull-time/continuousservice).
Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.
Employeesmaycash—outuptothirtyfive(35)hoursofFloatingHolidayTime,one(l)timeper fiscalyear,inonesetnumberofhours,payableattheemployee’sexistingbaserateofpayatthe timeofrequest.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestof thecash—out(requiresminimumof10workingdayspriortorequest).AnyremainingFloating HolidayTimewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.
ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.9l6hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(l4) calendardaysfromthedateofseparation.
23.HOLIDAYS
The has twelvel2)ten-hourasfollows:
24.HOLIDAYPAY
Employeesarecredited,inJulyofeachyear,withonehundredandtwenty(120)hoursofholiday timeandthiityfive(35)hoursoffloatingholidays.Anyemployee,regardlessofassignment,has theoptionofconvertingholidaytimetocashortoaccumulatedtimeoff.Anyholidaysconverted toaccumulatedtimeoffmustbeutilizedduringthefiscalyear,andtherewillbenooptiontocarry NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear‘sEve
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027For purposes of the Educational Incentive Program, Qualifying degrees must be in Police Science,Public Administration, Business Administration, Behavioral Science, or other course of studyapproved by the Chief of Police.Employees are eligible to receive concurrently the one-time Educational Incentive Pay whilecontinuing to receive P.O.S.T. Certificate Pay for all degrees received.21. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.22. FLOATING HOLIDAY TIMEEmployees are provided with thirty five (35) hours of Floating Holiday Time in July of each year(prorated for new hires following completion of six (6) months of full-time/continuous service).This time off is used by the employee with the approval of their supervisor.Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one (1) time perfiscal year, in one set number of hours, payable at the employee’s existing base rate of pay at thetime of request. Payment will be made with the regular payroll check run nearest the request ofthe cash-out (requires minimum of 10 working days prior to request). Any remaining FloatingHoliday Time will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning/separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.9 1 6 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.23. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s DayMartin Luther KingPresidents DayMemorial DayIndependence DayLabor DayVeterans DayThanksgiving DayDay following ThanksgivingChristmas EveChristmas DayNew Year’s Eve24. HOLIDAY PAYEmployees are credited, in July of each year, with one hundred and twenty (120) hours of holidaytime and thirty five (35) hours of floating holidays. Any employee, regardless of assignment, hasthe option of converting holiday time to cash or to accumulated time off. Any holidays convertedto accumulated time off must be utilized during the fiscal year, and there will be no option to carry13 ChinoPoliccManagersAssociation
MemorandumofUndcrstanding
July1,2025toJune30,2027
unusedaccumulatedholidaytimefromonefiscalyeartoanother.Anyunusedaccumulated holidaytimewillbepaidoutinthesecondpaycheckinJuneofeachfiscalyear.
Holidaytimeconvertedtocashpursuanttoexerciseoftheaboveoptionwillbecompensatedat straighttime.Employeescanreceivepaymentforholidaysinonelumpsum,inapayrollcheck depositseparatefromtheirregularpayrollcheck,uponwrittenrequesttotheCity’sFinance Department/Payroll,atanytimethroughouttheyear.Requestssubmittedwithtimesheetswillbe paidwiththenextregularpayrollcheckdistributions.Holidaypaywillbecalculatedatthepay rateatthetimeofcashout.TocomplywithPERSregulations,thisspecialcompensationwillbe reportedtoPERSasitisearned.
ExceptforretiringfromtheCity,Holidayleavetimeusedorreceivedincashinexcessofthose whichwouldhavenormallyaccruedduringthatperiodoftimeinthefiscalyearforobservedCity holidays,willreimbursetheCityuponterminationoftheiremployment.
25.JURYDUTY
Employeeswillbecompensatedforjurydutyserviceuptoatotaloften(10)workdaysduringany fiscalyear.A“workday”willbedefinedasaregularlyscheduleddayofworkfortheemployee.
Foralljuryservice,employeeswillberequiredtodeliverajurydutycertificationformattheend oftherequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreport toworkbeforeandafterjurydutyprovidedthereisanopportunityforaleastone(1)hourofactual worktime.
26.LAYOFFREOPENER
Thepartiesagreethatuponwrittendemandbyeitherparty,themeetandconferprocesswillbe convenedandlawfullyparticipatedin.
27.LIFEINSURANCE
TheCitywillprovide,atCityexpense,onehundredthousanddollars($100,000)lifeinsurance coveragetoallemployees.SeealsoDeathBenefitSectionofthisMOU.
28.LONGEVITY
Employeesareeligibleforlongevitypayasaone—timelumpsumpayoutasfollows:
W 10yearsofservice—$500paidinalumpsumatthetimeofanniversary. 15yearsofservice-$1,000paidinalumpsumatthetimeofanniversary. 20yearsofservice-$1,500paidinalumpsumatthetimeofanniversary. 25yearsofservice-$2,000paidinalumpsumatthetimeofanniversary. 3Oyearsofservice—$2,500paidinalumpsumatthetimeofanniversary. 35yearsofservice—$3,000paidinalumpsumatthetimeofanniversary. 40yearsofservice—$3,500paidinalumpsumatthetimeofanniversary. 45yearsofservice—$4,000paidinalumpsumatthetimeofanniversary. 9 OO.O
Oz'
:eo
zo.
:00
:9.
O:'
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30, 2027unused accumulated holiday time from one fiscal year to another. Any unused accumulatedholiday time will be paid out in the second paycheck in June of each fiscal year.Holiday time converted to cash pursuant to exercise of the above option will be compensated atstraight time. Employees can receive payment for holidays in one lump sum, in a payroll checkdeposit separate from their regular payroll check, upon written request to the City’s FinanceDepartment/Payroll, at any time throughout the year. Requests submitted with timesheets will bepaid with the next regular payroll check distributions. Holiday pay will be calculated at the payrate at the time of cash out. To comply with PERS regulations, this special compensation will bereported to PERS as it is earned.Except for retiring from the City, Holiday leave time used or received in cash in excess of thosewhich would have normally accrued during that period of time in the fiscal year for observed Cityholidays, will reimburse the City upon termination of their employment.25. JURY DUTYEmployees will be compensated for jury duty service up to a total of ten (10) workdays during anyfiscal year. A "workday” will be defined as a regularly scheduled day of work for the employee.For all jury service, employees will be required to deliver a jury duty certification form at the endof the required jury duty to verify such service. Employees required to serve on a jury must reportto work before and after jury duty provided there is an opportunity for a least one ( 1 ) hour of actualwork time.26. LAYOFF REOPENERThe parties agree that upon written demand by either party, the meet and confer process will beconvened and lawfully participated in.27. LIFE INSURANCEThe City will provide, at City expense, one hundred thousand dollars ($100,000) life insurancecoverage to all employees. See also Death Benefit Section of this MOU.28. LONGEVITYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:10 years of service - $500 paid in a lump sum at the time of anniversary.15 years of service - $ 1,000 paid in a lump sum at the time of anniversary.20 years of service - $1,500 paid in a lump sum at the time of anniversary.25 years of service - $2,000 paid in a lump sum at the time of anniversary.30 years of service - $2,500 paid in a lump sum at the time of anniversary.35 years of service - $3,000 paid in a lump sum at the time of anniversary.40 years of service - $3,500 paid in a lump sum at the time of anniversary.45 years of service - $4,000 paid in a lump sum at the time of anniversary. ♦♦♦ ♦♦♦ ❖ ❖ ❖ <♦ <♦ <♦
14 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
29.MANAGEMENTLEAVE
Employeesareprovidedwithsixty(60’)hoursofManagementLeaveonthefirstpayperiodofJuly eachfiscalyear.ManagementLeaveisnon—accruingandcannotbecarriedfromonefiscalyearto thenext.Newlyhiredmanagementemployeesorcurrentemployeespromotedintomanagement willreceiveaproratedManagementLeavebenefit.
Uptoanadditionalsixty(60)hoursofManagementLeavemaybegrantedbytheCitymanager withacorrespondingabilitytocash-outthesehoursforanyemployeewhodemonstratestheyare committinganextraordinaryamountoftimebeyondtheirnormalworkscheduletothejob.
EmployeeswishingtouseManagementLeavepriortotheendofthefiscalyearmustusesuch timenolaterthantheendingdateofthesecondpayrollinJune(thispayrollperioddoesnotextend intoJuly).
Employeesmaycash-outuptothirty(30)hoursofManagementLeaveperfiscalyearattheir currentbaseratepayatanytimethroughoutthefiscalyearbymakingnotificationofrequestto cash—outtotheFinanceDepartment/Payroll.Requestssubmittedwithtimesheetswillbepaidwith thenextregularpayrollcheck-distribution.AnyunusedManagementLeaveonrecordatthe endingdateofthesecondpayrollinJunewillbecashedout,uptothethirty(30)hoursmaximum.
ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveManagementLeavecreditedonaproratedbasis(5hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(l4) calendardaysfromthedateofseparation.
30.MANAGEMENTRIGHTS
TheCityretainsallrights,powers.andauthoritytomanage,direct.andcontrolitsoperations. exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.
Theserightsinclude,butarenotlimitedto:
Determiningtheorganization,mission,andobjectivesoftheagencyordepartment.
Establishingthemissionofitsconstituentdepartments,commissions,andboards.
Settingandmodifyingstandardsofservice.
Planning,directing,andcontrollingtheworkforce.:90
Establishingpolicies,procedures,andstandardsforemployeeconductand performance.'I'Conductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.
Determiningthenumber,location,andtypesofemployeesrequired, Hiring,promoting,transferring,assigning,andretainingemployees.
Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
:0.
cI'
:.9
:90
§t'
zco
:09
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 202729. MANAGEMENT LEAVEEmployees are provided with sixty (60) hours of Management Leave on the first pay period of Julyeach fiscal year. Management Leave is non-accruing and cannot be carried from one fiscal year tothe next. Newly hired management employees or current employees promoted into managementwill receive a prorated Management Leave benefit.Up to an additional sixty (60) hours of Management Leave may be granted by the City managerwith a corresponding ability to cash-out these hours for any employee who demonstrates they arecommitting an extraordinary amount of time beyond their normal work schedule to the job.Employees wishing to use Management Leave prior to the end of the fiscal year must use suchtime no later than the ending date of the second payroll in June (this payroll period does not extendinto July).Employees may cash-out up to thirty (30) hours of Management Leave per fiscal year at theircurrent base rate pay at any time throughout the fiscal year by making notification of request tocash-out to the Finance Department/Payroll. Requests submitted with timesheets will be paid withthe next regular payroll check-distribution. Any unused Management Leave on record at theending date of the second payroll in June will be cashed out, up to the thirty (30) hours maximum.Except for employees retiring from the City, employees resigning/separating from employmentwill have Management Leave credited on a prorated basis (5 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.30. MANAGEMENT RIGHTSThe City retains all rights, powers, and authority to manage, direct, and control its operations,except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.These rights include, but are not limited to:❖ Determining the organization, mission, and objectives of the agency or department.❖ Establishing the mission of its constituent departments, commissions, and boards.❖ Setting and modifying standards of service.❖ Planning, directing, and controlling the workforce.❖ Establishing policies, procedures, and standards for employee conduct andperformance.♦♦♦ Conducting performance evaluations and implementing performance improvementplans as necessary.<♦ Determining the number, location, and types of employees required.❖ Hiring, promoting, transferring, assigning, and retaining employees.Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.15 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30,2027
‘1'Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthe technologyusedtoperformwork.
‘i‘Implementingcorrectiveactions,includingsuspension,demotion,ortermination,for Justcause.
4'Takingallnecessaryactionstocarryoutitsmissioninemergencies,including reassigningpersonnelandmodifyingworkassignmentsasneeded.
TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’srights, unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtailorlimitsuchrights.
MeetandConferObligation
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwithCPMA concerningtheimpactoftheexerciseofCityrightsonwages,hours,andtermsandconditionsof employment.
31.MEALPERIOD(CODE7)
Employeeswillreceivea45—minutepaidlunchperiodincludedintheirten(10)hourworkday.
32.MILEAGEREIMBURSEMENT
TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementsformileageuptoalimitofforty(40)mileseachway(80milesroundtrip)for employeeswhorespondtoacalltoretumtoduty.
VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementwillnotifytheChiefofPoliceandFinanceDepartmentthatthemileage reimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeenprovided.
33.MOTORDUTY
Employeesonassignmenttoamotorcycleunitwillbeprovidedwithanadditionalmonthly compensationoftwoandahalfpercent(2.5%)oftheemployee’sregularbaserateofpay.
Employeeswillreceiveten(10)hoursofstraighttimepayorcompensatorytimeoffeachmonth.
Thisistocompensateemployeesfortimespentcleaningandmaintainingthemotorcycle.This timeoffwillbecoordinatedwiththeTrafficSupervisor.
34.NEPOTISMPOLICY
Regardingthehiringofrelatives.theCityhasdeterminedthatabusinesspurposeexiststodictate thattheemploymentofrelativeswithinCitydepartmentsforcertainpositionsisprohibitedinorder topromotesupervision,safety,security,moraleandefficiency.Asaresult,theCityadopted Resolution2006-044,attachedheretoasExhibitB.TheprovisionsofthisNepotismPolicyshall beapplicabletoanyindividualhiredbytheCityonorafterJune20,2006.Thispolicyalsoapplies Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027❖ Exercising full control and discretion over the organization's structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning personnel and modifying work assignments as needed.There are no provisions in this MOU that shall be deemed to limit or curtail the City’s rights,unless and only to the extent that the provision of this MOU specifically curtail or limit such rights.Meet and Confer ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with CPMAconcerning the impact of the exercise of City rights on wages, hours, and terms and conditions ofemployment.31. MEAL PERIOD (CODE 7)Employees will receive a 45-minute paid lunch period included in their ten (10) hour work day.32. MILEAGE REIMBURSEMENTThe City uses the standard rate established by the Internal Revenue Service to calculatereimbursements for mileage up to a limit of forty (40) miles each way (80 miles round trip) foremployees who respond to a call to return to duty.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement will notify the Chief of Police and Finance Department that the mileagereimbursement for the employee may not be paid until current vehicle coverage has been provided.33. MOTOR DUTYEmployees on assignment to a motorcycle unit will be provided with an additional monthlycompensation of two and a half percent (2.5%) of the employee’s regular base rate of pay.Employees will receive ten (10) hours of straight time pay or compensatory time off each month.This is to compensate employees for time spent cleaning and maintaining the motorcycle. Thistime off will be coordinated with the Traffic Supervisor.34. NEPOTISM POLICYRegarding the hiring of relatives, the City has determined that a business purpose exists to dictatethat the employment of relatives within City departments for certain positions is prohibited in orderto promote supervision, safety, security, morale and efficiency. As a result, the City adoptedResolution 2006-044, attached hereto as Exhibit B. The provisions of this Nepotism Policy shallbe applicable to any individual hired by the City on or after June 20, 2006. This policy also applies16 ChinoPoliceManagersAssociation
MemorandumofUndcrstanding
July1.2025toJune30,2027
toindividualswhobecomerelated(asdefinedWithinexhibit)aftercommencementofemployment byoneorbothindividuals.
Source:ResolutionNos.85-52,98-83,2006-44
35.ON-CALLCOMPENSATION
Employeeswhoarerequiredtobeon-eallduringoff—dutyhourswillbecompensatedattherateof two(2)hoursofstraighttimepayforeachfullday(24hours)whileoncall.
36.OVERTIMECOMPENSATION
Employeesareeligibleforovertimecompensationinconformancewiththeovertime compensationextendedtotheChinoPoliceOfficer’sAssociation,exceptasotherwisestatedin theMOU,overtimewillbecompensatedineitherpayorcompensationtimeoff.Overtimeworked ateventswhereanoutsidevendoriscontractingwiththeCityforPoliceserviceswillbe compensatedinpay.
Overtimeearnedshallbecalculatedbasedonthefollowing:
‘31.5timestheemployee’sbasehourlyrate,
'i'Plusanyapplicablespecialtypay(cg,FTO,bilingual,SWAT,K9,Motors,Detective,or otherassignment-specificpays),'1‘PlusP.O.S.T.CertificatePay.
37.PHYSICALFITNESSPROGRAM(VOLUNTARY)
TheVoluntaryPhysicalFitnessProgramisavailabletosworn,non—probationaryAssociation membersonly.AttachedheretoasExhibitC isthe“VOLUNTARYPHYSICALFITNESS PROGRAM.”Compensatedtimeofforpaywillbeawardedbetween1and3Ohoursduringeach fiscalyearfordemonstrationofphysicalfitness.
[tisexpresslyagreedandacknowledgedbythepartiesthatthedecisiontoimplementthe VoluntaryPhysicalFitnessProgramwasmadewithdueconsiderationgiventotheCity’sconcern thatimplementationofsuchaprogramwillnotgenerateWorkers’Compensationliability.
Therefore,thepartiestothisagreementexpresslyagreeandacknowledgethatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment.Itis furtheragreedthattheCPMAwillclearlyinformallofitsmembersthatparticipationinthe VoluntaryPhysicalFitnessProgramisnotanimpliedorexpressrequirementofemployment,that noCityemployeeisexpectedtoparticipateinsaidactivities,andthattheCitywillnotbeliable forthepaymentofWorkers’Compensationbenefitsforanyinjuriesarisingfromparticipationin theprogramorfromtraining/preparationwhichanyemployeeundertakesforparticipationinthe program.Eachemployeepaiticipatingintheprogramwillberequiredtosignthefollowing acknowledgmentattheinceptionofhis/herparticipation,training,orpreparationfortheprogram:
“ParticipationbyemployeesoftheCityofChinointheVoluntaryPhysicalFitnessProgramand intraining/preparationforparticipationintheprogramisstrictlyvoluntary.NoCityemployeeis expectedtoparticipateintheprogram,allparticipationisnotapartofanyCityemployee’swork- relatedduties.TheCitywillnotbeliableforthepaymentofWorkers’Compensationbenefitsfor 17 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027to individuals who become related (as defined within exhibit) after commencement of employmentby one or both individuals.Source: Resolution Nos. 85-52, 98-83, 2006-4435. ON-CALL COMPENSATIONEmployees who are required to be on-call during off-duty hours will be compensated at the rate oftwo (2) hours of straight time pay for each full day (24 hours) while on call.36. OVERTIME COMPENSATIONEmployees are eligible for overtime compensation in conformance with the overtimecompensation extended to the Chino Police Officer’s Association, except as otherwise stated inthe MOU, overtime will be compensated in either pay or compensation time off. Overtime workedat events where an outside vendor is contracting with the City for Police services will becompensated in pay.Overtime earned shall be calculated based on the following:❖ 1.5 times the employee’s base hourly rate,❖ Plus any applicable specialty pay (c.g., FTO, bilingual, SWAT, K9, Motors, Detective, orother assignment-specific pays),❖ Plus P.O.S.T. Certificate Pay.37. PHYSICAL FITNESS PROGRAM (VOLUNTARY)The Voluntary Physical Fitness Program is available to sworn, non-probationary Associationmembers only. Attached hereto as Exhibit C is the “VOLUNTARY PHYSICAL FITNESSPROGRAM.” Compensated time off or pay will be awarded between 1 and 30 hours during eachfiscal year for demonstration of physical fitness.It is expressly agreed and acknowledged by the parties that the decision to implement theVoluntary Physical Fitness Program was made with due consideration given to the City’s concernthat implementation of such a program will not generate Workers’ Compensation liability.Therefore, the parties to this agreement expressly agree and acknowledge that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment. It isfurther agreed that the CPMA will clearly inform all of its members that participation in theVoluntary Physical Fitness Program is not an implied or express requirement of employment, thatno City employee is expected to participate in said activities, and that the City will not be liablefor the payment of Workers’ Compensation benefits for any injuries arising from participation inthe program or from training/preparation which any employee undertakes for participation in theprogram. Each employee participating in the program will be required to sign the followingacknowledgment at the inception of his/her participation, training, or preparation for the program:“Participation by employees of the City of Chino in the Voluntary Physical Fitness Program andin training/preparation for participation in the program is strictly voluntary. No City employee isexpected to participate in the program, all participation is not a part of any City employee’s work-related duties. The City will not be liable for the payment of Workers’ Compensation benefits for17 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyI.2025toJune30,2027
anyinjurywhicharisesfromparticipationinthoVoluntaryPhysicalFitnessProgram,orfrom training/preparationforparticipationintheprogram.
Iacknowledgereceiptofthisnotice,agreetobeboundbyitsadmonitions,andwillfileno Workers’Compensationclaimwhichisrelatedinanywaytomyparticipation,training,or preparationfortheprogram.”
Dated:
SignatureofEmployee”
Theprogramwillconsistofanumberoftestingdates,tobedeterminedtogetherbytheAssociation BoardmembersoftheCPOAandCPMA.Fromthedateofannouncementofthetestingschedule, testingwilltakeplaceoveraperiodoftimenottoexceedthree(3)monthsfromthedateofthe firsttesttothedateofthefinaltest.
Employeesunabletoparticipateinthctestingprocessduetowork—relatedillnessorinjurywillbe creditedthefollowingyearinwhichtheyparticipatedintheprogramwithbenefitsequaltotwo (2)yearsofcredit.
38.P.O.S.T.CERTIFICATEPAY
Employeesareeligibletoreceivemonthlycompensationasfollowsforpossessionofthe IncreasesinthebenefitaffordedtoqualifiedswornpersonnelforIntermediateandAdvanced Certificatesdoesnothaveanyimpactwhatsoeveronthebenefitprovidedforqualifiedsworn personnelreceivingSupervisory,ManagementorotherconcurrentlyauthorizedP.O.S.T.
CertificatePay.
AnySergeantpromotedtotherankofLieutenant,whoatthetimeofpromotionisreceiving compensationforaSupervisoryP.O.S.T.Certificate,willcontinuetoreceivecompensationfora SupervisoryP.O.S.T.Certificateuntilsuchtimeashe/shequalifiesforaManagementPOST.
Certificate.
Employeeswillbeeligibletoreceiveconcurrentlytheone—timeEducationalIncentivePaywhile continuingtoreceiveP.O.S.T.CertificatePayforalldegreesreceived. following:
INTERMEDIATECERTIFICATE6%ofmonthlybasesalary;0r
ADVANCEDCERTIFICATE 12%ofmonthlybasesalary;and
either
SUPERVISORYCERTIFICATE6%ofmonthlybasesalary/Sergeant;or MANAGEMENTCERTIFICATE9%ofmonthlybasesalary/Lieutenant
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027any injury which arises from participation in the Voluntary Physical Fitness Program, or fromtraining/preparation for participation in the program.I acknowledge receipt of this notice, agree to be bound by its admonitions, and will file noWorkers’ Compensation claim which is related in any way to my participation, training, orpreparation for the program.”Dated:Signature of Employee”The program will consist of a number of testing dates, to be determined together by the AssociationBoard members of the CPOA and CPMA. From the date of announcement of the testing schedule,testing will take place over a period of time not to exceed three (3) months from the date of thefirst test to the date of the final test.Employees unable to participate in the testing process due to work-related illness or injury will becredited the following year in which they participated in the program with benefits equal to two(2) years of credit.38. P.O.S.T. CERTIFICATE PAYEmployees are eligible to receive monthly compensation as follows for possession of thefollowing:INTERMEDIATE CERTIFICATE 6% of monthly base salary; orADVANCED CERTIFICATE 1 2% of monthly base salary; andeitherSUPERVISORY CERTIFICATE 6% of monthly base salary/Sergeant; orMANAGEMENT CERTIFICATE 9% of monthly base salary/LieutenantIncreases in the benefit afforded to qualified sworn personnel for Intermediate and AdvancedCertificates does not have any impact whatsoever on the benefit provided for qualified swornpersonnel receiving Supervisory, Management or other concurrently authorized P.O.S.T.Certificate Pay.Any Sergeant promoted to the rank of Lieutenant, who at the time of promotion is receivingcompensation for a Supervisory P.O.S.T. Certificate, will continue to receive compensation for aSupervisory P.O.S.T. Certificate until such time as he/she qualifies for a Management P.O.S.T.Certificate.Employees will be eligible to receive concurrently the one-time Educational Incentive Pay whilecontinuing to receive P.O.S.T. Certificate Pay for all degrees received. 18 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30.2027
39.RECRUITMENTINCENTIVEFORRECOMMENDATIONRESULTINGINSWORN
HIREASFOLLOWS
I
$2,000@ hire+$500@ completionofprobationforPoliceRecruits(entrylevel). ' $4,000@ hire+$1,000(a)completionofprobationforLateralPoliceOfficers.
TOqualifyforthisincentive,anemployee’snamemustbelistedasthereferralsourceonthenew hire’soriginalemploymentapplicationandbeverifiedbyHumanResources.Ifmorethanone employee’snameislistedontheapplicationasareferralsource,theincentivewillbesplit accordingly.
Note:AnyPoliceDepartmentPersonnelwhoareassignedtotheTraining/BackgroundsUnitor whoaregivenanywork/responsibilitiesrelatedtotherecmitmentandhiringofemployees,arenot eligibleforthisbenefitunlesscontacthasbeenmadesolelyandentirelyoutsideofworkhours.
40.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationiseligiblefor rehireandwhois,infact,rehirednotlaterthansix(6)monthsaftertheeffectivedateofresignation andthenemployedinhis/herformerclassification,orinapositionwithintheclassificationseries heldatthetimeofresignationandinacomparableorlowerrank,willservethesameprobationary periodthatanynewhirewouldotherwiseserveandwillbeotherwisesubjecttoalltermsand conditionsofemploymentapplicabletoanynewlyhiredemployee.Theonlyexceptionwillbe thatanyemployeerehircdwillhavehis/hersenioritylevelandleaveaccrualratesdeterminedbased uponthenumberofyearsofservicewiththeCityofChinopriortotheresignation.
EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire.Sick leaveonrecordatthetimeofseparationthatwasnotcompensatedforwillbereinstated.Further. rehiredemployeeswillbeallowedtoparticipateintheVoluntaryPhysicalFitnessProgram.
41.RETENTIONOFDOCUMENTS
Allwrittendisciplinaryrecords,internalaffairsinvestigations,andcitizencomplaintswillbe removedfromanemployee’spersonnelandotherCityfilesafterfive(5)yearsfromthedate complaintwasreceived/discovered.JobPerformanceEvaluationswillberemovedfromthesame filesfive(5)yearsaftertheevaluationperiodends.
Thispolicyappliesonlytoactiveemployees;recordsforseparatedorinactiveemployeeswillnot betrackedorpurged.
42.RETIREMENT
RetirementPlans—TheCityhasathree-tierretirementbenefitasfollows:
A.3%atage50,ifhiredbeforeOctoberl6,2011,withthesinglehighestyearfinal compensation
B.3%atage55,ifhiredonorafterOctoberl6,2011,witha3—yearaveragefinal COmpensatlOl’l
19 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 202739. RECRUITMENT INCENTI VE FOR RECOMMENDATION RESULTING IN SWORNHIRE AS FOLLOWS■ $2,000 @ hire + $500 @ completion of probation for Police Recruits (entry level).■ $4,000 @ hire + $1,000 @ completion of probation for Lateral Police Officers.To qualify for this incentive, an employee’s name must be listed as the referral source on the newhire’s original employment application and be verified by Human Resources. If more than oneemployee’s name is listed on the application as a referral source, the incentive will be splitaccordingly.Note: Any Police Department Personnel who are assigned to the Training/Backgrounds Unit orwho are given any work/responsibilities related to the recruitment and hiring of employees, are noteligible for this benefit unless contact has been made solely and entirely outside of work hours.40. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is eligible forrehire and who is, in fact, rehired not later than six (6) months after the effective date of resignationand then employed in his/her former classification, or in a position within the classification seriesheld at the time of resignation and in a comparable or lower rank, will serve the same probationaryperiod that any new hire would otherwise serve and will be otherwise subject to all terms andconditions of employment applicable to any newly hired employee. The only exception will bethat any employee rehired will have his/her seniority level and leave accrual rates determined basedupon the number of years of service with the City of Chino prior to the resignation.Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. Sickleave on record at the time of separation that was not compensated for will be reinstated. Further,rehired employees will be allowed to participate in the Voluntary Physical Fitness Program.41. RETENTION OF DOCUMENTSAll written disciplinary records, internal affairs investigations, and citizen complaints will beremoved from an employee’s personnel and other City files after five (5) years from the datecomplaint was received/discovered. Job Performance Evaluations will be removed from the samefiles five (5) years after the evaluation period ends.This policy applies only to active employees; records for separated or inactive employees will notbe tracked or purged.42. RETIREMENTRetirement Plans - The City has a three-tier retirement benefit as follows:A. 3% at age 50, if hired before October 16, 2011, with the single highest year finalcompensationB. 3% at age 55, if hired on or after October 16, 2011, with a 3-year average finalcompensation19 ChinoPoliceManagersAssociation
MomorundumofUnderstanding
July1.2025toJune30.2027
C.2.7%atage57(PEPRA)ifcntcringPERSmembershiponorafterJanuary1,2013,with finalcompensationforthepurposesofcalculatinganewmember’sretirementallowance equaltothenewmember’shighestaveragePERScompensationfor36consecutivemonths ofemployment
MemberContributiontoPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoPERSwillbemadeonapre—taxbasis,inaccordancewithIRSSection414(h)(2) andPERSguidelines.
A.3%atage50,ifhiredbeforeOctoberl6,2011:
1,)EmployeecontributionrateA9%ofreportablecompensation
B.3%atage55,ifhiredonorafterOctober16,2011:
1)Employeecontributionrate—9%ofreportablecompensation
C.2.7%atage57(PEPRA),ifenteringPERSmembershiponorafterJanuaryl.2013:
1)Employeecontributionrate—13%ofreportablecompensation(subjecttochange) 1959Survivor’sBenefit(LevelIV)—TheCitywillpayallcostsforthisbenefit.
43.RETIREMENTHEALTHSAVINGS(RHS)PLAN
Employeescoveredunderthisbargaininggrouphaveelectedtoestablishandcontributetoa RetirementHealthSavingsPlaninaccordancewithIRSregulations.Contributionsareasfollows:
- A11employeescoveredbythisagreementwillcontribute1%ofbaseearningseachpay period.
I Citywillcontributethreehundreddollars($300)permonthbeginningJanuary1.2023, depositedona24—payperiodcycle.
UponseparationfromtheCity,a90%cashoutofallqualifying,verifiedaccruedleaveattimeof retirement,oraproportionofaccruedleaveattimeofnon—retirement,willbeplacedinthe employees’RetirementHealthSavingsPlan.RefertoSickLeaveBuyBackPolicyforeligible sickleave.
44.SALARYADJUSTMENTS
Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.
A.Overpayments
InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepaymentshall occurwithinthesametimeframetheoverpaymentwasreceivedbytheemployeeor sooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months,the employeeshallbegivensix(6)monthstorepaytheoverpayment.
Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman 20 Chino Police Managers AssociationMemorandum of UnderstandingJuly 1.2025 to June 30. 2027C. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013, withfinal compensation for the purposes of calculating a new member’s retirement allowanceequal to the new member’s highest average PERS compensation for 36 consecutive monthsof employmentMember Contribution to PERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions to PERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h) (2)and PERS guidelines.A. 3% at age 50, if hired before October 16, 201 1:I) Employee contribution rate - 9% of reportable compensationB. 3% at age 55, if hired on or after October 16, 201 1 :1) Employee contribution rate - 9% of reportable compensationC. 2.7% at age 57 (PEPRA), if entering PERS membership on or after January 1, 2013:1) Employee contribution rate - 13% of reportable compensation (subject to change)1959 Survivor’s Benefit (Level IV) - The City will pay all costs for this benefit.43. RETIREMENT HEALTH SAVINGS (RHS) PLANEmployees covered under this bargaining group have elected to establish and contribute to aRetirement Health Savings Plan in accordance with IRS regulations. Contributions are as follows:■ All employees covered by this agreement will contribute 1% of base earnings each payperiod.■ City will contribute three hundred dollars ($300) per month beginning January 1, 2023,deposited on a 24-pay period cycle.Upon separation from the City, a 90% cash out of all qualifying, verified accrued leave at time ofretirement, or a proportion of accrued leave at time of non-retirement, will be placed in theemployees’ Retirement Health Savings Plan. Refer to Sick Leave Buy Back Policy for eligiblesick leave.44. SALARY ADJUSTMENTSAll adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. OverpaymentsIn situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemployee shall be given six (6) months to repay the overpayment.Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the Human20 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
JulyI,2025toJune30,2027
Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand t0discusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.
Extensionstotheperiodforrepaymentoftheoverageoranalternativerepaymentmethod mayberequestedbytheemployeeandaresubjecttotheapprovaloftheDirectorofHuman Resources/RiskManagementortheirdesignee.Extensionswillbeapprovedonlyinthe caseofextremehardship,andtheextendedperiodforrepaymentwillnotbelongerthan oneandone-half(11/2)timesaslongastheoverpaymentperiod.
B.Recovery
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.lftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiatecollectionsprocessagainsttheemployee.
C.Underpayments
InsituationsinvolvingunderpaymentstoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade, followingtimelysubmissionofappropriatedocumentationandnecessaryapprovalofthe compensationchange.
45.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheChiefofPolice,employeesmaybeallowedtoextendtheir lastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(l)payperiod beyondthelastdayonwhichtheemployeeactuallyreportstowork.
Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgoverningleaveusage.TheChiefofPoliceordesigneeshall beresponsibleforreviewingandgrantingrequestsonacase-by-casebasistoensureconsistency andfaimessinapplication.
Forthisarticle,qualifyingleaveisdefinedasvacation,holiday,orcomptime.Sickleaveusage willbeallowedunderthetermsofArticle46SickLeaveandthoseprovisionsmustbefollowed foranysickleaveusagetobeallowedunderthisarticle.
46.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofsickleave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous full—timeemployment.Followingthe90thdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofsickleavepermonthtoamaximumaccrualofonethousandandeighty (1,080)hours.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027Resources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.Extensions to the period for repayment of the overage or an alternative repayment methodmay be requested by the employee and are subject to the approval of the Director of HumanResources/Risk Management or their designee. Extensions will be approved only in thecase of extreme hardship, and the extended period for repayment will not be longer thanone and one-half (1 l/2) times as long as the overpayment period.B. RecoveryIf the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greater thanthe employee’s final pay, the City may initiate collections process against the employee.C. UnderpaymentsIn situations involving underpayments to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can be made,following timely submission of appropriate documentation and necessary approval of thecompensation change.45. SEPARATION FROM CITYAt the discretion and approval of the Chief of Police, employees may be allowed to extend theirlast day of employment through the use of qualifying leave time for up to one (1) pay periodbeyond the last day on which the employee actually reports to work.The approval of such an extension shall be subject to operational needs, departmental policies, andcompliance with all applicable rules governing leave usage. The Chief of Police or designee shallbe responsible for reviewing and granting requests on a case-by-case basis to ensure consistencyand fairness in application.For this article, qualifying leave is defined as vacation, holiday, or comp time. Sick leave usagewill be allowed under the terms of Article 46 Sick Leave and those provisions must be followedfor any sick leave usage to be allowed under this article.46. SICK LEAVEUpon hire, employees will be credited with thirty (30) hours or three (3) days of sick leave,whichever is greater, which can be used following the completion of ninety (90) days of continuousfull-time employment. Following the 90thday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten (10) hours of sick leave per month to a maximum accrual of one thousand and eighty(1,080) hours.21 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
[fanemployccchangesstatus(c.g.,changesfromfull-timetopart—timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOU termsorSummaryofBenefits.
UponnoticeofresignationorretirementfromtheCity,anysickleaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentforanysickleavehoursused.
47.SICKLEAVEBUYBACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployee’saccruedsick leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingentupon non-retirement,non-disciplinaryseparation,andcompletionoffive(5)yearsoffull—timeCity service.ThepercentageofSickLeaveBuyBackis:
TheCitywillbuyback100%oftheemployee’saccruedsickleavehoursforadisabilityorservice retirement,followingcompletionoffive(5’)yearsofservicewiththeCityofChinoasthefinal employer.
EffectiveJulyl,2016,employeesarerequiredtodeposit90%ofalleligibleaccruedsickleave,in accordancewithIRSregulations,intheemployees’respectiveRHSplan.
Fornon-retirementseparations,theemployeewillbesubjecttoSickLeaveBuy-Backeligibility requirementsasindicatedaboveandtheassociatedpercentageofaccruedsickleavewillbe depositedintotheemployee’sRHSplan,perIRSregulations,attimeofseparation.
48.SICKLEAVECONVERSIONTOPERSONALLEAVE
Foremployeeswhohaveearnedsickleaveaccrualbenefitsforone(l)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:
’7’)
CompletedYearsofService %ofSickLeave
5years 30%
lOyears 35%
15years 40%
20ormoreyears 45%
A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
Days(8)hours)
D
Upto56hoursofSick
Leave
Earned (IOhours)Used Conversioninexcessof960hours
limit
ConvertedtoPay
12days(I20hrs) 0 8days(64hrs)0+64+56120hrs
lldays(lIOhrs)1day('10hrs)7days(56hrs)10+56+54120hrs
10days(100hrs)2days(20hrs)6days(48hrs)20+48+52120hrs
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027If an employee changes status (e.g., changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOUterms or Summary of Benefits.Upon notice of resignation or retirement from the City, any sick leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment for any sick leave hours used.47. SICK LEAVE BUY BACKAt separation of employment the City will buy back a percentage of the employee’s accrued sickleave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent uponnon-retirement, non-disciplinary separation, and completion of five (5) years of full-time Cityservice. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave5 years 30%10 years 35%1 5 years 40%20 or more years45%The City will buy back 100% of the employee’s accrued sick leave hours for a disability or serviceretirement, following completion of five (5) years of service with the City of Chino as the finalemployer.Effective July 1, 2016, employees are required to deposit 90% of all eligible accrued sick leave, inaccordance with IRS regulations, in the employees’ respective RHS plan.For non-retirement separations, the employee will be subject to Sick Leave Buy-Back eligibilityrequirements as indicated above and the associated percentage of accrued sick leave will bedeposited into the employee’s RHS plan, per IRS regulations, at time of separation.48. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned sick leave accrual benefits for one (1) full fiscal year, Sick Leavemay be converted to Personal Leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8) hours)ConversionDUp to 56 hours of SickLeavein excess of 960 hourslimitConverted to Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56 120 hrs11 days (110 hrs)1 day ( 10 hrs)7 days (56 hrs)10+56+54 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 120 hrs22 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30,2027
PersonalLeavemustbetakenastimeoffwithDepartmentDirectorordesignatedrepresentative approvalandmaynotbecarriedfromonefiscalyeart0thenext.Personalleavethatisnotused willbecreditedtoSickLeaveattheendofafiscalyearifsaidcreditedhoursdonotexceedthe 1,080hoursSickLeavelimit.
49.SICKLEAVEPROGRAM
Employeeswhohaveaccumulatedsickleaveinexcessofninehundredandsixty(960)hourson thelastpayperiodinJune,mayconvertuptofiftysix(56)hoursofsickleavetocash.Payment shallbecalculatedattheemployee’shourlybaserateandpaidinthefinalpayrollcheckofeach fiscalyear.
50.SPECIALCOMPENSATIONPAYMENTSCHEDULE
Employeeseligibletoreceivespecialcompensationbenefits,whichareapercentageofbasepay, suchasP.O.S.T.CertificatePay,willreceivecompensationpaidovertwentysix(26)payperiods eachfiscalyear.Allotherspecialcompensation,suchasBilingualPay,willreceivecompensation paidovertwentyfour(24)payperiodseachfiscalyear.Specialcompensationwillbereportedin accordancewithapplicablesectionsoftheCaliforniaGovernmentCode,CaliforniaCodeof Regulations,andtheCity’scontractwiththeCaliforniaPublicEmployee’sRetirementSystem.
51.SUPPLEMENTALCONTRIBUTIONFORRETIREES
EmployeesseparatingfromCityofChinoemploymentasaresultofnon-disputeddisabilityor serviceretirement,aftercompletionineithercaseoffifteen(15)yearsofcontinuous, uninterrupted,full—timeswornCityofChinoservicewillreceiveatotalmonthlysupplemental contributionequaltofifteendollars($15)eachmonthmultipliedbythenumberofyearsofservice fromtimeofretirementandwillceaseuponthedeathofthemember.However,iftheretireedies afterreceiptofhisbenefitforlessthanfifteen(15)years,thenthebenefitwillcontinuetobepaid totheeligiblespouse,ifany,untilthedurationofbenefitpaymentstotalsacompletefifteen(l5) yearsfromthedatethepaymentcommenced.Forexample,iftheeligibleretireediesafter receivingten(10)yearsofthesupplementalcontributionasdescribedherein,andthenow deceasedeligibleretireehasalegalspouse,saidspousewillcontinuetoreceivethebenefitfora remainingfive(5)years.Nobenefitwillbeprovidedtoanyotherbeneficiarywiththeexception ofwhatisnotedhereaftertheemployee’sdeath.Adisputeddisabilityretirementisdefinedasone inwhichtheCityhasnotcertifiedtheretirementasbeingvalidfordisabilitystatus.Thisbenefit initsentiretyappliesonlytothoseemployedasofJune30.1998.Therefore,nofuturemembers oftheCPMAwillqualifyforthisbenefitatanylevelwhatsoever.Futurehireswillbeprovided withnosupplementalcontributionforretirees.
9days(9Ohrs)3days(30hrs)5days(4Ohrs)30+40+50120hrs
8days('80hrs)4days(40hrs)4days(32hrs)40+32+48120hrs
7days(70hrs)5days(50hrs)3days(24hrs)50+24+46120hrs
6days(60hrs)6days(60hrs)2days(16hrs)60+16+44120hrs
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 20279 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+501 20 hrs8 days ( 80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46120 hrs6 days (60 hrs)6 days (60 hrs)2 days ( 16 hrs)60+16+44120 hrsPersonal Leave must be taken as time off with Department Director or designated representativeapproval and may not be carried from one fiscal year to the next. Personal leave that is not usedwill be credited to Sick Leave at the end of a fiscal year if said credited hours do not exceed the1,080 hours Sick Leave limit.49. SICK LEAVE PROGRAMEmployees who have accumulated sick leave in excess of nine hundred and sixty (960) hours onthe last pay period in June, may convert up to fifty six (56) hours of sick leave to cash. Paymentshall be calculated at the employee's hourly base rate and paid in the final payroll check of eachfiscal year.50. SPECIAL COMPENSATION PAYMENT SCHEDULEEmployees eligible to receive special compensation benefits, which are a percentage of base pay,such as P.O.S.T. Certificate Pay, will receive compensation paid over twenty six (26) pay periodseach fiscal year. All other special compensation, such as Bilingual Pay, will receive compensationpaid over twenty four (24) pay periods each fiscal year. Special compensation will be reported inaccordance with applicable sections of the California Government Code, California Code ofRegulations, and the City’s contract with the California Public Employee’s Retirement System.51. SUPPLEMENTAL CONTRIBUTION FOR RETIREESEmployees separating from City of Chino employment as a result of non-disputed disability orservice retirement, after completion in either case of fifteen (15) years of continuous,uninterrupted, full-time sworn City of Chino service will receive a total monthly supplementalcontribution equal to fifteen dollars ($15) each month multiplied by the number of years of servicefrom time of retirement and will cease upon the death of the member. However, if the retiree diesafter receipt of his benefit for less than fifteen (15) years, then the benefit will continue to be paidto the eligible spouse, if any, until the duration of benefit payments totals a complete fifteen (15)years from the date the payment commenced. For example, if the eligible retiree dies afterreceiving ten (10) years of the supplemental contribution as described herein, and the nowdeceased eligible retiree has a legal spouse, said spouse will continue to receive the benefit for aremaining five (5) years. No benefit will be provided to any other beneficiary with the exceptionof what is noted here after the employee’s death. A disputed disability retirement is defined as onein which the City has not certified the retirement as being valid for disability status. This benefitin its entirety applies only to those employed as of June 30, 1998. Therefore, no future membersof the CPMA will qualify for this benefit at any level whatsoever. Future hires will be providedwith no supplemental contribution for retirees. 23 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
Julyl,2025toJune30.2027
52.TUITIONADVANCEPROGRAM
Full—time,non—probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.
Thenon—probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredt0completeone(1)yearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofone(l)yearofservicewiththeCityfromdateofcompletionofcourseworkwill berequiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Said reimbursementshallbedeductedfromanyseparationchecktobedistributedtotheemployeewhat thenatureofthefunds,withoutthenecessityofajudgmentbeingmandatedonbehalfoftheCity.
Acollege0runiversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthernAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.
Advanceableexpenseswillincludebooks,tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth—relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.
EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es).grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement.inwriting.ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 202752. TUITION ADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one ( 1 ) year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one (1) year of service with the City from date of completion of course work willbe required to reimburse the City for funds advanced to them under this program. Saidreimbursement shall be deducted from any separation check to be distributed to the employee whatthe nature of the funds, without the necessity of a judgment being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60)calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction from24 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJunc30,2027
thecmploycc’snextregularpayrollchockinanamountcqualtotheamountoftuitionfunds advanced.
53.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking anapplicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoice totheHumanResourcesDepartment/RiskManagementnolaterthanMaylstofeachyearinorder toparticipateinthisEnhancedProgram.
ltshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.
54.UNIFORMEDANDNON-UNIFORMED-CLOTHINGALLOWANCE
EffectiveJanuary1,2005,employeeswillreceivepaymentfortheirClothingAllowanceone(l) timeperyear.Thispaymentwillbeinapayrollcheckdepositseparatefromtheemployee’s regularpaycheckandwillbeprovidedatthetimeofdistributionofthesecondpayrollcheckin Augustofeachyear.ClothingAllowanceamountsareasfollows:
o Sergeantsinuniformedassignmentsreceivesevenhundredandseventydollars($770)per fiscalyear
0 Sergeantsinnon—uniformedassignmentsreceiveninehundredandsixtydollars($960)per fiscalyear
o Lieutenantsrequiredtomaintainbothuniformedandnon-uniformedclothingreceiveone thousand,twohundreddollars($1,200)perfiscalyear
Theamountofreportablecompensationforuniformsshallnotexceedsevenhundredandseventy dollars($770)perfiscalyear.Non-uniformedclothingwillnotbeincludedwithrepOitable compensationinaccordancewithPERSguidelines.Attheemployee’soption,theannual allowancemaybeusedtowardthepurchaseofnewPoliceDepartmentuniformsinanamountto bedeterminedindividuallybeeachemployee.
55.VACATIONLEAVE
Maximumaccrualofvacationisfourhundred(400)hours.Upontermination0femployment, accruedvacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.Newemployees withlessthansix(6)monthsofCityserviceareineligibletoreceiveVacationLeavebuyback.1t istheresponsibilityofemployeestoschedulevacationtimeoffforrestandrecuperationinorder thateamedvacationtimeinexcessof400hourswillnotberemovedfromtherecords.
MonthsofCompletedService AnnualVacationAccrual
6i24 12daysp/year(10.0000hoursp/month)
25—48 15daysp/year(12.5000hoursp/month)
49—108 18daysp/year(l5.0000hoursp/month)
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027the employee’s next regular payroll check in an amount equal to the amount of tuition fundsadvanced.53. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingan application for the enhanced benefit. Employees must submit a tuition reimbursement invoiceto the Human Resources Department/Risk Management no later than May 1st of each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.54. UNIFORMED AND NON-UNIFORMED - CLOTHING ALLOWANCEEffective January 1, 2005, employees will receive payment for their Clothing Allowance one (1)time per year. This payment will be in a payroll check deposit separate from the employee’sregular paycheck and will be provided at the time of distribution of the second payroll check inAugust of each year. Clothing Allowance amounts are as follows: Sergeants in uniformed assignments receive seven hundred and seventy dollars ($770) perfiscal year Sergeants in non-uniformed assignments receive nine hundred and sixty dollars ($960) perfiscal year Lieutenants required to maintain both uniformed and non-uniformed clothing receive onethousand, two hundred dollars ($1 ,200) per fiscal yearThe amount of reportable compensation for uniforms shall not exceed seven hundred and seventydollars ($770) per fiscal year. Non-uniformed clothing will not be included with reportablecompensation in accordance with PERS guidelines. At the employee’s option, the annualallowance may be used toward the purchase of new Police Department uniforms in an amount tobe determined individually be each employee.55. VACATION LEAVEMaximum accrual of vacation is four hundred (400) hours. Upon termination of employment,accrued vacation will be paid at the employee’s then existing hourly rate of pay. New employeeswith less than six (6) months of City service are ineligible to receive Vacation Leave buy back. Itis the responsibility of employees to schedule vacation time off for rest and recuperation in orderthat earned vacation time in excess of 400 hours will not be removed from the records.Months of Completed ServiceAnnual Vacation Accrual6-2412 days p/year (10.0000 hours p/month)25 - 48 15 days p/year (12.5000 hours p/month)49- 1081 8 days p/year (15.0000 hours p/month)25 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1.2025toJune30.2027
109—120 19daysp/year(15.8333hoursp/month)
121+ 20daysp/year(16.6666hoursp/rnonth)
Inaccordancewiththeemployees’RetirementHealthSavings(RHS)Plangroupelectionandplan provisions,90%ofallaccruedleavedeposited,inaccordancewithIRSregulations,inthe employee’srespectiveRHSPlanSectionofthisMOU.Therefore,10%ofaccruedVacationLeave, uptoamaximumoffourhundred(400)hours,willbepaidattheemployeesexistingbaserateof payattimeofseparationorretirement.Newemployeeswithlessthansix(6)monthsofCity serviceareineligibletoreceiveVacationLeavebuyback.
Employeeswillbepermittedtouseand/orreceivecompensationforVacationtimeinaccordance withtheprovisionssetforthinthisMOUandestablishedCitypolicies.
56.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(120)Vacationhoursmay convertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.Employeesmay convertleavetopayinApriland/orNovemberofeachyear,calculatedattheemployee’shourly baserateofpayatthetimeofconversion.Six(6)monthspriortoconversion,halfthenumberof accruedleavehoursrequested,excludingsickleave,musthavebeentakenastimeoff.Note:The usagerequirementiswaivedfor“activated”militarypersonnel.
57.VEHICLE—CITY
Certainpersonnel,atthediscretionoftheChiefofPoliceandCityManager,willbeprovidedwith aCityvehiclewhilemaintainingon-eallstatus.Inaddition,qualifyingSergeantsassignedtothe DetectiveBureaumayalsobeprovidedwithanassignedtake—homevehicleasavailable.
58.WORKSCHEDULE
EmployeeswillbeassignedtoworkvariousschedulesbasedontheoperationalneedsofthePolice Department.Workschedulesmayinclude,butarenotlimitedto:4/10,5/8,orotheralternative workschedulesasdeterminedbytheChiefofPoliceordesignee.
Shiftassignmentsandworkscheduleswillbeestablishedinaccordancewithdepartmentalneeds, ensuringadequatecoverageandoperationalefficiency.Anymodificationstoanemployee’s schedulewillbecommunicatedinadvance,followingdepartmentpolicies.
59.WORKERS’COMPENSATIONPROGRAM
WheneveranemployeeoftheCityisdisabled,whethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseofhis/herduties,theemployeewillbecompensated pursuanttoLaborCodeSection4850.
60.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapermanentdisabilitysettlement,the Citywillprovidea10%premiumbenefitpaymentprovidedthefollowingoccurs:
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1. 2025 to June 30, 2027109-12019 days p/year (15.8333 hours p/month)121 + 20 days p/year (16.6666 hours p/month)In accordance with the employees’ Retirement Health Savings (RHS) Plan group election and planprovisions, 90% of all accrued leave deposited, in accordance with IRS regulations, in theemployee’s respective RHS Plan Section of this MOU. Therefore, 1 0% of accrued Vacation Leave,up to a maximum of four hundred (400) hours, will be paid at the employee’s existing base rate ofpay at time of separation or retirement. New employees with less than six (6) months of Cityservice are ineligible to receive Vacation Leave buy back.Employees will be permitted to use and/or receive compensation for Vacation time in accordancewith the provisions set forth in this MOU and established City policies.56. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) Vacation hours mayconvert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year. Employees mayconvert leave to pay in April and/or November of each year, calculated at the employee’s hourlybase rate of pay at the time of conversion. Six (6) months prior to conversion, half the number ofaccrued leave hours requested, excluding sick leave, must have been taken as time off. Note: Theusage requirement is waived for "activated” military personnel.57. VEHICLE - CITYCertain personnel, at the discretion of the Chief of Police and City Manager, will be provided witha City vehicle while maintaining on-call status. In addition, qualifying Sergeants assigned to theDetective Bureau may also be provided with an assigned take-home vehicle as available.58. WORK SCHEDULEEmployees will be assigned to work various schedules based on the operational needs of the PoliceDepartment. Work schedules may include, but are not limited to: 4/10, 5/8, or other alternativework schedules as determined by the Chief of Police or designee.Shift assignments and work schedules will be established in accordance with departmental needs,ensuring adequate coverage and operational efficiency. Any modifications to an employee’sschedule will be communicated in advance, following department policies.59. WORKERS’ COMPENSATION PROGRAMWhenever an employee of the City is disabled, whether temporarily or permanently by injury orillness arising out of, and in the course of his/her duties, the employee will be compensatedpursuant to Labor Code Section 4850.60. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a 10% premium benefit payment provided the following occurs:26 ChinoPoliccManagersASsociation
MemorandumofUnderstanding
July1,2025toJune30,2027
o ThattheWorker’sCompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit.
o Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino.
o Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCityr
o ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveall outstandingissuesofmisunderstanding.
Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounsel0rrepresentation;however,thepremiumbenef1tofferedisonlyavailable incasehandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon-litigatedcasesthatcanbepassedontotheillorinjuredworker.
61.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandum0fUnderstandingbeheldinvalidbyacourtofcompetent jurisdiction,thenonlythatclausewillbestrickenandtheremainderoftheMemorandumof Understandingwillbeinfullforceandeffect.TheCityandtheCPMAwillimmediately commencetonegotiateforthepurposeofreplacinganyinvalidorillegalprovision.However.no suchreplacementismandated.
62.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hours,andothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbyemployeeswillremaininfullforceandeffectduringtheterm ofthisAgreementunlessmutuallyagreedtothecontrarybybothCityandtheCPMA.
63.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandinghavebeencodifiedinthisdocumentandagreed uponbythePresidentoftheCPMAandCityManageroftheCityofChinoandwillonlybe implementeduponapprovalbytheCityCouncil.
64.NOSTRIKEPROVISION
DuringthetermofthisAgreement,theAssociation,itsofficers,agents,representativesand/or membersagreethey'willnotcause,condoneorparticipateinanystrike,walk-out,workstoppage, jobaction,slowdown,speedup,sick—out,refusalorfailuretofaithfullyperformassignedduties andresponsibilities,withholdingofservicesorotherinterferencewithCityoperations.
TheCityretainstherightthatitmaytakelawfulremediesforthedisciplinaryactionavailable underitsEmployer-EmployeeRelationsSectionofthePersonnelRulesandRegulationsand/or anyotherDepartmentpolicies.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1,2025 to June 30, 2027 That the Worker’s Compensation Appeals Board approves the total settlement, includingthe 10% premium benefit. That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will havebeen filed or served against the City of Chino. That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City. That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve alloutstanding issues of misunderstanding.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein case handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.61. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by a court of competentjurisdiction, then only that clause will be stricken and the remainder of the Memorandum ofUnderstanding will be in full force and effect. The City and the CPMA will immediatelycommence to negotiate for the purpose of replacing any invalid or illegal provision. However, nosuch replacement is mandated.62. MAINTENANCE OF EXISTING BENEFITSAll wages, hours, and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by employees will remain in full force and effect during the termof this Agreement unless mutually agreed to the contrary by both City and the CPMA.63. IMPLEMENTATIONThe terms of this Memorandum of Understanding have been codified in this document and agreedupon by the President of the CPMA and City Manager of the City of Chino and will only beimplemented upon approval by the City Council.64. NO STRIKE PROVISIONDuring the term of this Agreement, the Association, its officers, agents, representatives and/ormembers agree they will not cause, condone or participate in any strike, walk-out, work stoppage,job action, slow down, speed up, sick-out, refusal or failure to faithfully perform assigned dutiesand responsibilities, withholding of services or other interference with City operations.The City retains the right that it may take lawful remedies for the disciplinary action availableunder its Employer-Employee Relations Section of the Personnel Rules and Regulations and/orany other Department policies. 27 ChinoPoliceManagcrsAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
65.TERM
Exceptwhereexpresslystatedotherwiseherein,theCityandAssociationagreethattheprovisions ofthisMemorandumofUnderstandingshallbeeffectiveonJulyl,2025,andshallexpireonJune 30‘2027.
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 202765. TERMExcept where expressly stated otherwise herein, the City and Association agree that the provisionsof this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027. 28 ChinoPoliceManagersAssociation
MemorandumofUnderstanding
July1,2025toJune30,2027
aaéeé'O
Reich,CityManager
ofChino,California
eodoreSutton,President
ChinoPoliceManagersAssociation
7/a4/¢s/ 7’5/«025
Date / Date
WW4
TheresaDoyle,DirectorofHuman
Resources/RiskManagement
’7'M7025—
Date
Chino Police Managers AssociationMemorandum of UnderstandingJuly 1, 2025 to June 30, 2027 Lind/ Reich, City ManagerCity of Chino, CaliforniaChino Police Managers AssociationDateTheresa Doyle, Director of HumanResources/Risk ManagementDate 29 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?