ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENTS:
EXHIBIT A. Memorandum of Understanding between representatives of the City of Chino, California, and the Teamsters Local 1932 Professional, Technical and Clerical Unit covering the period of July 1, 2025 through June 30, 2027
EXHIBIT B. Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Teamsters Local 1932 Professional, Technical and Clerical Unit covering the period of July 1, 2025 through June 30, 2027
113
RESOLUTION NO. 2025-084
State of California )
County of San Bernardino ) §
City of Chino )
I, NATALIE GONZAGA , City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council at a regular meeting held on the 18th day of November 2025 by the following votes:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
NATALIE GONZAGA, CITY CLERK
114
MEMORANDUMOFUNDERSTANDING(MOU)
BETWEEN
THECITYOFCHINOCALIFORNIA
AND
TeamstersLocal1932ProfessionalTechnicaland
ClericalUnit
July1,2025toJune30,2027
MEMORANDUM OF UNDERSTANDING (MOU)BETWEENTHE CITY OF CHINO, CALIFORNIAANDTeamsters Local 1932 Professional, Technical andClerical Unit Julyl, 2025 to June 30, 2027
115
©9°I9sn£wNr>
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,
ANDTHETEAMSTERSLOCAL1932
PROFESSIONAL,TECHNICALANDCLERICALUNIT
(ARECOGNIZEDEMPLOYEEUNION)
Table0fContents
ACTINGPAY....................................................................................................................5 ADDITIONALDUTYPAY..............................................................................................5 ASSOCIATIONMATTERS/UNIONSTEWARDRELEASETIME..........................5 ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION6
NNNNNNNNN#ttHH~~tn##tt———
§>9ol9wwsvc9r~sh9<°9m>N9~
N\O
BENEFITBANK...............................................................................................................6 BEREAVEMENTLEAVE...............................................................................................7 BILINGUALPAY.............................................................................................................7 CALLBACKBENEFITFORINSPECTORS...............................................................8 CALLBACKTOWORK.................................................................................................9 CERTIFICATIONPAY....................................................................................................9 COMPENSATORYTIME...............................................................................................9 COMPUTERLOANPROGRAM....................................................................................9 COSTOFLIVINGADJUSTMENT(COLA)...............................................................10 DEATHBENEFIT...........................................................................................................11 DEFERREDCOMPENSATIONPLAN.......................................................................11 DIRECTDEPOSIT.........................................................................................................13 DISABILITY....................................................................................................................13 DISCIPLINARYAPPEALPROCEDURE...................................................................13 DUESDEDUCTION.......................................................................................................13 FLEXIBLEBENEFITSSPENDINGPLAN.................................................................13 FLOATINGHOLIDAYTIME......................................................................................13 GRIEVANCEPROCEDURE.........................................................................................14 HOLIDAYS......................................................................................................................18 HOLIDAYCLOSURE....................................................................................................18 JURYDUTY.....................................................................................................................19 LEAVEAPPROVAL.......................................................................................................19 LIFEINSURANCE.........................................................................................................19 LONGEVITYPAY..........................................................................................................19 MANAGEMENTRIGHTS 19
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE TEAMSTERS LOCAL 1932PROFESSIONAL, TECHNICAL AND CLERICAL UNIT(A RECOGNIZED EMPLOYEE UNION)Table of Contents1. ACTING PAY ........................................................................................................................ 52. ADDITIONAL DUTY PAY ................................................................................................. 53. ASSOCIATION MATTERS/UNION STEWARD RELEASE TIME .......................... 54. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION .... 65. BENEFIT BANK ................................................................................................................... 66. BEREAVEMENT LEAVE .................................................................................................. 77. BILINGUAL PAY ................................................................................................................. 78. CALL BACK BENEFIT FOR INSPECTORS ................................................................. 89. CALL BACK TO WORK .................................................................................................... 910. CERTIFICATION PAY ....................................................................................................... 911. COMPENSATORY TIME .................................................................................................. 912. COMPUTER LOAN PROGRAM....................................................................................... 913. COST OF LIVING ADJUSTMENT (COLA)................................................................. 1014. DEATH BENEFIT............................................................................................................... 1115. DEFERRED COMPENSATION PLAN ......................................................................... 1116. DIRECT DEPOSIT ............................................................................................................. 1317. DISABILITY ........................................................................................................................ 1318. DISCIPLINARY APPEAL PROCEDURE ..................................................................... 1319. DUES DEDUCTION .......................................................................................................... 1320. FLEXIBLE BENEFITS SPENDING PLAN ................................................................... 1321. FLOATING HOLIDAY TIME ......................................................................................... 1322. GRIEVANCE PROCEDURE............................................................................................ 1423. HOLIDAYS .......................................................................................................................... 1824. HOLIDAY CLOSURE ....................................................................................................... 1825. JURY DUTY ......................................................................................................................... 1926. LEAVE APPROVAL .......................................................................................................... 1927. LIFE INSURANCE ............................................................................................................. 1928. LONGEVITY PAY.............................................................................................................. 1929. MANAGEMENT RIGHTS ................................................................................................ 19 116
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
MILEAGEREIMBURSEMENT...................................................................................20 NOSTRIKEPROVISION..............................................................................................20 OVERTIME.....................................................................................................................21 RECRUITMENTINCENTIVE.....................................................................................21 REGULARRATEOFPAY............................................................................................21 REHIREPOLICY...........................................................................................................22 RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE..22
30. 31.
32. 33.
34. 35.
36. 37.
38. 39.
40. 41.
42. 43.
44. 45.
46. 47.
48. 49.
50. 51.
52. 53.
54. 55.
56. 57.
58. 59.
60. RETIREMENT................................................................................................................22 SAFETYINCENTIVEFORPUBLICWORKSINSPECTORS................................23 SALARYADJUSTMENTS(Overpayment,Recovery,andUnderpayments)..........23 SCHEDULE......................................................................................................................24 SEPARATIONFROMCITY.........................................................................................24 SICKLEAVE...................................................................................................................25 SICKLEAVEHIRINGINCENTIVE...........................................................................25 SICKLEAVEBUY-BACK.............................................................................................25 SICKLEAVECONVERSIONTOPERSONALLEAVE...........................................26 SICKLEAVEPROGRAM.............................................................................................26 SPECIALASSIGNMENTS............................................................................................26 STANDBYPAY...............................................................................................................27 TUITIONADVANCEPROGRAM...............................................................................27 TUITIONREIMBURSEMENT—ENHANCEDPROGRAM....................................28
UNIFORMSFORCODECOMPLIANCEINSPECTORS,BUILDING
INSPECTORS,PUBLICWORKSINSPECTORS,COMMUNITYSERVICES
STAFFANDSTOREKEEPER.....................................................................................28 UNIONUSEOFBULLETINBOARDSANDEMAILSYSTEMS............................29 VACATIONLEAVE.......................................................................................................30 VACATIONLEAVEBUYBACK.................................................................................30 VACATIONLEAVECONVERSION...........................................................................30 WORKBOOTSANDWORKSHOES..........................................................................30 WORKERS’COMPENSATIONPROGRAM.............................................................30 WORKERS’COMPENSATIONPREMIUMPAYMENT.........................................31 SAVINGSCLAUSE.........................................................................................................31 MAINTENANCEOFEXISTINGBENEFITS.............................................................31 Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 202730. MILEAGE REIMBURSEMENT...................................................................................... 2031. NO STRIKE PROVISION ................................................................................................. 2032. OVERTIME ......................................................................................................................... 2133. RECRUITMENT INCENTIVE ........................................................................................ 2134. REGULAR RATE OF PAY ............................................................................................... 2135. REHIRE POLICY ............................................................................................................... 2236. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE .. 2237. RETIREMENT .................................................................................................................... 2238. SAFETY INCENTIVE FOR PUBLIC WORKS INSPECTORS................................. 2339. SALARY ADJUSTMENTS (Overpayment, Recovery, and Underpayments) .......... 2340. SCHEDULE .......................................................................................................................... 2441. SEPARATION FROM CITY ............................................................................................ 2442. SICK LEAVE ....................................................................................................................... 2543. SICK LEAVE HIRING INCENTIVE ............................................................................. 2544. SICK LEAVE BUY-BACK ................................................................................................ 2545. SICK LEAVE CONVERSION TO PERSONAL LEAVE............................................ 2646. SICK LEAVE PROGRAM ................................................................................................ 2647. SPECIAL ASSIGNMENTS ............................................................................................... 2648. STANDBY PAY ................................................................................................................... 2749. TUITION ADVANCE PROGRAM .................................................................................. 2750. TUITION REIMBURSEMENT - ENHANCED PROGRAM ..................................... 2851. UNIFORMS FOR CODE COMPLIANCE INSPECTORS, BUILDINGINSPECTORS, PUBLIC WORKS INSPECTORS, COMMUNITY SERVICESSTAFF AND STOREKEEPER ........................................................................................ 2852. UNION USE OF BULLETIN BOARDS AND EMAIL SYSTEMS............................. 2953. VACATION LEAVE........................................................................................................... 3054. VACATION LEAVE BUY BACK .................................................................................... 3055. VACATION LEAVE CONVERSION ............................................................................. 3056. WORK BOOTS AND WORK SHOES ............................................................................ 3057. WORKERS’ COMPENSATION PROGRAM ............................................................... 3058. WORKERS’ COMPENSATION PREMIUM PAYMENT .......................................... 3159. SAVINGS CLAUSE............................................................................................................. 3160. MAINTENANCE OF EXISTING BENEFITS ............................................................... 312 117
MemorandumofUnderstanding
TeamstersPTCUnitJuly1;2025—June30,2027
61.IMPLEMENTATION.....................................................................................................31
62.TERMOFAGREEMENT..............................................................................................31 Memorandum of UnderstandingTeamsters PTC Unit July 1 . 2025 - June 30, 202761. IMPLEMENTATION ........................................................................................................ 3162. TERM OF AGREEMENT ................................................................................................. 3 1 118
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,
ANDTHETEAMSTERSLOCAL1932
PROFESSIONAL,TECHNICALANDCLERICALUNIT
(ARECOGNIZEDEMPLOYEEUNION)
ThisMemorandumOfUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:
A.TheTeamstersLocal1932Professional,TechnicalandClericalUnit,hereinafterreferredtoas the“TeamstersPTCUnit”,istherecognizedemployeeorganizationforallregular,full-time Professional,TechnicalandClericalemployeesintheCityofChino,hereinafterreferredtoas the“City.”Theseemployeesarecollectivelyreferredtoasthe“employees.”Thecurrent positionsoftheTeamstersPTCUnitcanbefoundinthecurrentClassificationand CompensationSchedule—Non—ManagementPositions.
B.IntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees, authorizedrepresentativesoftheCityandtheTeamstersPTCUnithavemetandconferredin goodfaith,exchangingvariousproposalsconcemingwages,hours,andothertermsand conditionsofemploymentoftheemployeeswhicharewithinthescopeoflawforrepresented employeesintheTeamstersPTCUnit.
C.TheauthorizedrepresentativesoftheCityandtheTeamstersPTCUnithavereachedmutual agreementonwages,hoursandothertermsandconditionsofemploymentoftheemployees.
AccessibilitySpecialist EnvironmentalComplianceTechnician Accountant HomelessOutreachCoordinator
AccountingTechnician HousingTechnician
AgingServicesCoordinator ManagementAide
Asst.HomelessOutreachCoordinatorPermitTechnician
AssistantPlanner PlanningTechnician
BillingSupervisor PlansExaminer
BroadcastAssociate PoliceAcademyTrainee
BroadcastCoordinator PoliceRecruit
BuildingInspector ProjectCoordinator
CaseManagerI/H PublicWorksInspector
CodeComplianceInspectorI/II PublicWorksLeadInspector
CodeComplianceTechnician SeniorAccountant
CommunityServices,Parksand SeniorBuildingInspector
RecreationCoordinator SeniorCodeComplianceOfficer
CommunityServices,Parksand SeniorCustomerServicesRepresentative RecreationSpecialist SeniorPermitTechnician
CustomerServiceRepresentativeI/II Storekeeper
EngineeringAide StorekeeperAide
EngineeringTechnician
Memorandum of UnderstandingTeamsters PTC Unit July I, 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE TEAMSTERS LOCAL 1932PROFESSIONAL, TECHNICAL AND CLERICAL UNIT(A RECOGNIZED EMPLOYEE UNION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Teamsters Local 1 932 Professional, Technical and Clerical Unit, hereinafter referred to asthe “Teamsters PTC Unit”, is the recognized employee organization for all regular, full-timeProfessional, Technical and Clerical employees in the City of Chino, hereinafter referred to asthe “City.” These employees are collectively referred to as the “employees.” The currentpositions of the Teamsters PTC Unit can be found in the current Classification andCompensation Schedule - Non-Management Positions.Environmental Compliance TechnicianHomeless Outreach CoordinatorHousing TechnicianManagement AidePermit TechnicianPlanning TechnicianPlans ExaminerPolice Academy TraineePolice RecruitProject CoordinatorPublic Works InspectorPublic Works Lead InspectorSenior AccountantSenior Building InspectorSenior Code Compliance OfficerSenior Customer Services RepresentativeSenior Permit TechnicianStorekeeperStorekeeper Aide Accessibility SpecialistAccountantAccounting TechnicianAging Services CoordinatorAsst. Homeless Outreach CoordinatorAssistant PlannerBilling SupervisorBroadcast AssociateBroadcast CoordinatorBuilding InspectorCase Manager I/IICode Compliance Inspector I/IICode Compliance TechnicianCommunity Services, Parks andRecreation CoordinatorCommunity Services, Parks andRecreation SpecialistCustomer Service Representative I/IIEngineering AideEngineering TechnicianB. In the interest of maintaining harmonious relations between the City and the employees,authorized representatives of the City and the Teamsters PTC Unit have met and conferred ingood faith, exchanging various proposals concerning wages, hours, and other terms andconditions of employment of the employees which are within the scope of law for representedemployees in the Teamsters PTC Unit.C. The authorized representatives of the City and the Teamsters PTC Unit have reached mutualagreement on wages, hours and other terms and conditions of employment of the employees.4 119
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
THEREFORE,theCityandtheTeamstersPTCUnitagreethatwages,hOurs,andtermsand conditionsofemploymentwillbeappliedasfollowsfortheperiodofJuly1,2025,throughand includingJune30,2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonly tothoseindividualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoption ofaformalresolutionbyCityCouncilapprovingthisMOU).
1.ACTINGPAY
TheCitywillgrantActingPayafteranemployeehasworkedinahigherclassificationfortwenty (20)consecutiveworkdaysorfortwenty(20)non-consecutiveworkdaysinaninety(90)calendar dayperiod.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbeflvepercent(5%)abovetheemployee’scurrentbasesalaryrateor“A” StepoftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.
Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20)consecutiveworkdaysortwenty(20)non- consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.
SeealsoSpecialAssignmentSectionofthisMOU.
2.ADDITIONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheDepartment Director.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theDepartmentDirectormayrequestanextensionoftheadditional dutypaypastthetwelve(l2)monthlimit.ThisrequestmustbemadeinwritingtotheCity managerwithjustificationastowhyanextensionisrequired.Theextensionmustincludethedate theadditionaldutypaywillexpireandacopyofthesignedextensionmustbeattachedtothe PersonnelActionForm(PAF).
3.ASSOCIATIONMATTERS/UNIONSTEWARDRELEASETIME
A250copypermonthphotocopyaccountisestablishedforTeamstersPTCUnitbusiness.Copies exceeding250permonthwillbepaidtotheCitybytheTeamstersPTCUnitatthecurrentper— copycharge.Associationmembersareprovided24hoursperfiscalyeartobeusedtoattendto trainingorotherrelatedbusinessintheinterestoftheTeamstersPTCUnit,attimesauthorizedby theCityandtheTeamstersPTCUnit.Thesehoursdonotaccumulateorcarryoverfromonefiscal yeartothenext.
TheAssociationisallowedtouseCityHallasitscorporateheadquarters(mailingaddressand meetings).PennissionmustbeobtainedfromtheCityManagerforanyAssociationfundraising activityconductedonCityofChinoproperty.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027THEREFORE, the City and the Teamsters PTC Unit agree that wages, hours, and terms andconditions of employment will be applied as follows for the period of July 1, 2025, through andincluding June 30, 2027. (Note: The provisions of this Memorandum of Understanding apply onlyto those individuals who are employed with the City of Chino on the day following the adoptionof a formal resolution by City Council approving this MOU).1. ACTING PAYThe City will grant Acting Pay after an employee has worked in a higher classification for twenty(20) consecutive work days or for twenty (20) non-consecutive work days in a ninety (90) calendarday period. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. This assignment must be confirmed by the processing of a Personnel Action Form(PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or “A”Step of the Acting position Classification, whichever is greater, unless otherwise authorized by theCity Manager.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Payretroactive to the first day of serving in the acting capacity.See also Special Assignment Section of this MOU.2. ADDITIONAL DUTY PAYAfforded to an employee who takes on a significant number of extra assignments in an areadifferent than their regularly assigned responsibilities. An employee performing this type of workfor a period of time greater than two (2) weeks will receive pay in the amount of five percent (5%)increase in salary to compensate for performing dual functions at the discretion of the DepartmentDirector. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Department Director may request an extension of the additionalduty pay past the twelve (12) month limit. This request must be made in writing to the Citymanager with justification as to why an extension is required. The extension must include the datethe additional duty pay will expire and a copy of the signed extension must be attached to thePersonnel Action Form (PAF).3. ASSOCIATION MATTERS/UNION STEWARD RELEASE TIMEA 250 copy per month photocopy account is established for Teamsters PTC Unit business. Copiesexceeding 250 per month will be paid to the City by the Teamsters PTC Unit at the current per-copy charge. Association members are provided 24 hours per fiscal year to be used to attend totraining or other related business in the interest of the Teamsters PTC Unit, at times authorized bythe City and the Teamsters PTC Unit. These hours do not accumulate or carry over from one fiscalyear to the next.The Association is allowed to use City Hall as its corporate headquarters (mailing address andmeetings). Permission must be obtained from the City Manager for any Association fund raisingactivity conducted on City of Chino property.5 120
MemorandumofUnderstanding
TeamstersPTCUnitJulyI,2025-June30,2027
Two(2)hourspermOnthofreleasetimewillbeprovidedtoupt0four(4)UnionStewardsto attendUnionmeetings.Advancenoticeofnotlessthantwo(2)workdaysmustbeprovidedtothe employee’ssupervisorthattimefromworkisneededtoattendUnionbusiness.
TeamsterLocal1932shallnotifytheCity’sHumanResources/RiskManagementDepartmentof thenamesoftheUnionStewards.
4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:
ADecertificationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofemployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resources/RiskManagementnolaterthansix(6)months(180days)priortotheexpirationofthe MemorandumofUnderstandingthenineffect.ADecertificationPetitionmustbefiledbytwo(2) ormoreemployeesortheirrepresentative,oranemployeeorganization,andwillcontainthe followinginformationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenalty ofperjurytobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)anda designated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughtt0bedecertifiedastherepresentativeofthatunit. c)Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.
SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertificationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinonemonth(30days)priorto filingtheDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.
IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeteirninethewishesof employeesastothequestionofrepresentation.
5.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequaltoKaiser),dentalandvisioncoverageforfamily coverage.TheBenefitBankamountwillbeadjustedwhennewratesbecomeeffectiveDecember 13‘,UnusedportionsoftheBenefitBankwillbepaidoutintheemployee’sregularpaychecksas camed.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027Two (2) hours per month of release time will be provided to up to four (4) Union Stewards toattend Union meetings. Advance notice of not less than two (2) work days must be provided to theemployee’s supervisor that time from work is needed to attend Union business.Teamster Local 1932 shall notify the City’s Human Resources/Risk Management Department ofthe names of the Union Stewards.4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe City amends its language as found in Resolution 85-53 to read as follows:A Decertification petition alleging that the incumbent recognized employee organization no longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources/Risk Management no later than six (6) months (180 days) prior to the expiration of theMemorandum of Understanding then in effect. A Decertification Petition must be filed by two (2)or more employees or their representative, or an employee organization, and will contain thefollowing information and documentation declared by the duly authorized signatory under penaltyof perjury to be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.Such proof will be submitted for verification to the Director of Human Resources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within one month (30 days) prior tofiling the Decertification Petition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.5. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for familycoverage. The Benefit Bank amount will be adjusted when new rates become effective December1 st. Unused portions of the Benefit Bank will be paid out in the employee’s regular paychecks asearned. 6 121
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
AnyemployeeoptingOutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example,aletterfromtheemployerofaspouse,domesticpartnerorparent.
NewHires:
Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt—outdocumentationduringthenextOpenEnrollmentperiod.
Recertification:
FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinlowestcostmedicalplan.Suchenrollmentwillremain ineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextOpenEnrolment period.
SeealsoRegularRateofPaySectioninthisMOU.
6.BEREAVEMENTLEAVE
Anon—accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedfamilymember.
A“qualifiedfamilymember”isdefinedasaspouse,domesticpartner,parent,step-parent,sibling, child,step—child,mother-in-law,father-in-law,brother-in-law,sister-in—law,daughter-in-law,son— in-law,grandparent,step—grandparent,grandchildoranyotherrelativeresidingwithinthe employee’shome.
Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.
Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymemberifrequestedbytheDepartmentHeadortheirdesignee.
Documentationmayinclude,butisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofdeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.
7.BILINGUALPAY
Employeesareeligibletoreceiveaonehundredandsixtydollar($160)allowancepermonthpaid overtwentyfour(24)payperiodsforverbalfluencyinanylanguageotherthanEnglishthattheir DepartmentDirectordeemsnecessary,includingsignlanguage,underthefollowingconditions:
a.Certification:A competencyexaminationwillbeadministeredbytheHuman Resources/RiskManagementDepartmenttodetermineemployees”proficiency.Testing anditsfrequencyareatthediscretionoftheCity.AnemployeemustpasstheCity’s competencyexaminationtobeeligibleforBilingualPay.
b.DepartmentDirectorApproval:Tobeeligiblet0taketheCity’scompetencyexamination, anemployeemustberecommendedbytheirDepartmentDirector.Eligibilityforthe Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in lowest cost medical plan. Such enrollment will remainin effect until the employee provides valid opt-out documentation during the next Open Enrolmentperiod.See also Regular Rate of Pay Section in this MOU.6. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family member.A “qualified family member” is defined as a spouse, domestic partner, parent, step-parent, sibling,child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandparent, step-grandparent, grandchild or any other relative residing within 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 Department Head or their designee.Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.7. BILINGUAL PAYEmployees are eligible to receive a one hundred and sixty dollar ($ 160) allowance per month paidover twenty four (24) pay periods for verbal fluency in any language other than English that theirDepartment Director deems necessary, including sign language, under the following conditions:a. Certification: A competency examination will be administered by the HumanResources/Risk Management Department to determine employees’ proficiency. Testingand its frequency are at the discretion of the City. An employee must pass the City’scompetency examination to be eligible for Bilingual Pay.b. Department Director Approval: To be eligible to take the City’s competency examination,an employee must be recommended by their Department Director. Eligibility for the7 122
McmorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
opportunityt0testforBilingualPayissolelyatthe:employee’sDepartmentDirector’s discretionandisnotsubjecttoadministrativeappealorchallenge.TheDepartment Directorwillmakehis/herrecommendationbasedonanassessmentoftheneedforthe employeetousebilingualskillson—the-job.Ifanemployeeisapprovedforbilingualpay, thenlaterchangesassignment,classification,jobduties,oristransferredorpromoted,a determinationmaybemadebytheemployee’sDepartmentDirectorthatbilingualskills arenolongerrequiredforuseon-the—jobandthisbenefitwillberemovedfromthe employeewithnorightofappeal.
e.CodeComplianceInspectors:Employeesemployedinthisclassificationasofthedateof CouncilapprovalofthisMOUwillreceivetwohundredandtendollars($210)allowance permonthpaidovertwentyfour(24)payperiodsforverbalfluencyinanylanguageother thanEnglishthattheirDepartmentDirectordeemsnecessary,includingSignlanguage, basedontheconditionsaslistedabove.
d.IfanyoftheCodeComplianceInspectorsthatareemployedpriortoJulyl,2025,transfer intoanotherclassificationthatdoesnotrequirebilingualskillsasdeterminedbythe DepartmentDirectororpromoteintoanotherunit,theywillnolongerreceivebilingualpay and/orfollowtheprovisionoftheMOUforthatbargainingunit.
e.EffectiveJulyl,2025,anyemployeeshiredintotheCodeComplianceInspector classificationwillreceiveonehundredsixtydollars($160)allowancepermonthpaidover twentyfour(24)payperiodsforverbalfluencyinanylanguageotherthanEnglishthat theirDepartmentHeaddeemsnecessary,includingsignlanguage,basedontheconditions aslistedabove.
8.CALLBACKBENEFITFORINSPECTORS
Employeesinthefollowingclassifications:CodeComplianceInspector,BuildingInspectorand PublicWorksInspectorwhoarecalledbacktoworkduringtheiroff—dutyhoursarepaidonan hour-per—hourbasisattherateofoneandone—half(1-1/2)timestheemployee’sbaserateofpay foractualtimeworked,withaminimumguaranteeoftwo(2)hourspay.
TimespentintravelinanassignedCityvehicleisconsideredtimeworked.Worktimedoesnot includetimespentintravelingtoandfromtheworksiteunlessaCityvehiclehasbeenassigned forpurposesofrespondingtoCallBack.Thecostforthisbenefitistobecoveredintotalinfee chargespaidbycontractorsanddevelopersrequestingspecialafter-hoursandweekend inspections.
PublicWorksInspectorsOnly
Contractorsmayrequestweekend,afterhours,oremergencyinspectionsfromPublicWorks Inspectorsfromtimetotime.Forweekendsandemergencyinspectionrequestsfromcontractors, theworkinthepublicright-of-wayandroadclosuresmustbepre—approvedbytheCityTraffic Engineer.Inspectorsmustbepresentforthewholedurationoftheworktoinspecttrafficcontrol, trench,otherconstructionactivities,anddocumentintheConstructionDailies.
OnlytheCIPprojectovertimemaybebankedforCompTime.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027opportunity to test for Bilingual Pay is solely at the employee’s Department Director’sdiscretion and is not subject to administrative appeal or challenge. The DepartmentDirector will make his/her recommendation based on an assessment of the need for theemployee to use bilingual skills on-the-job. If an employee is approved for bilingual pay,then later changes assignment, classification, job duties, or is transferred or promoted, adetermination may be made by the employee’s Department Director that bilingual skillsare no longer required for use on-the-job and this benefit will be removed from theemployee with no right of appeal.c. Code Compliance Inspectors: Employees employed in this classification as of the date ofCouncil approval of this MOU will receive two hundred and ten dollars ($210) allowanceper month paid over twenty four (24) pay periods for verbal fluency in any language otherthan English that their Department Director deems necessary, including sign language,based on the conditions as listed above.d. If any of the Code Compliance Inspectors that are employed prior to July 1, 2025, transferinto another classification that does not require bilingual skills as determined by theDepartment Director or promote into another unit, they will no longer receive bilingual payand/or follow the provision of the MOU for that bargaining unit.e. Effective July 1, 2025, any employees hired into the Code Compliance Inspectorclassification will receive one hundred sixty dollars ($160) allowance per month paid overtwenty four (24) pay periods for verbal fluency in any language other than English thattheir Department Head deems necessary, including sign language, based on the conditionsas listed above.8. CALL BACK BENEFIT FOR INSPECTORSEmployees in the following classifications: Code Compliance Inspector, Building Inspector andPublic Works Inspector who are called back to work during their off-duty hours are paid on anhour-per-hour basis at the rate of one and one-half (1-1/2) times the employee’s base rate of payfor actual time worked, with a minimum guarantee of two (2) hours pay.Time spent in travel in an assigned City vehicle is considered time worked. Work time does notinclude time spent in traveling to and from the work site unless a City vehicle has been assignedfor purposes of responding to Call Back. The cost for this benefit is to be covered in total in feecharges paid by contractors and developers requesting special after-hours and weekendinspections.Public Works Inspectors OnlyContractors may request weekend, after hours, or emergency inspections from Public WorksInspectors from time to time. For weekends and emergency inspection requests from contractors,the work in the public right-of-way and road closures must be pre-approved by the City TrafficEngineer. Inspectors must be present for the whole duration of the work to inspect traffic control,trench, other construction activities, and document in the Construction Dailies.Only the CIP project overtime may be banked for Comp Time.8 123
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
PrivateDevelopmentrequestsforweekendworkmustbetakenasovertimepay.Thereisnooption forCompTime.
9.CALLBACKTOWORK
IntheeventthatanemployeeintheclassificationofBuildingInspector,PublicWorksInspector, orCodeComplianceInspectorisneededtoperformasiteinspectionoutsideofregularlyscheduled workhoursandtheemployeeindicatesthathe/sheisdisinterestedinperformingsuchwork,a qualifiedmanagementemployeewillbesoughttoperformtheinspection.Ifnomanagement employeeisavailable,andaworkurgency,businessorsafetyissuenecessitatestheneedforasite inspectionoutsideofregularlyscheduledworkhours,thentheBuildingInspector,PublicWorks Inspectors,orCodeComplianceInspectormaybeorderedbacktoperformworkasneeded.
10.CERTIFICATIONPAY
Certificationcompensationisprovidedwiththeapprovaloftheemployee’ssupervisor.Toqualify, theremustbea requirement/relationtotheemployee’sjobclassification.Certification compensationwillbeprovidedonafiscalyearbasis,withsubmittalofproperdocumentationby employeetosupervisor.Certificationcompensationwillbeproratedifanemployeereceivesthe certificateinthemiddleofthefiscalyear,transferstoanotherassignmentwheresuchcertificate doesnotapplytothenewassignmentorterminatesemploymentwiththeCityinthemiddleofthe fiscalyear.Compensationmaybereceivedforcertificationsotherthanthoselistedbelowifthe certificationisrequiredorisdeemeddesirablebytheemployee’ssupervisor.Certificationpay shallbeestablishedattwohundreddollars($200)perfiscalyear.
CASpCertification
One(l)employeeintheclassificationofBuildingInspectororSeniorBuildingInspectorshallbe eligibletoreceivecertificationpayforholdingacurrentCertifiedAccessSpecialist(CASp) certificate.Thepaywillbetwohundredandfiftydollars($250)permonth(paidover24pay periods)contingentupontheemployeemaintainingavalidandcurrentCASpcertification.This certificationpaywillbeatthediscretionoftheDepartmentHeadbasedontheoperationalneeds oftheCity.
11.COMPENSATORYTIME
Employeesmayaccrueamaximumofforty(40)hoursofCompensatoryTimeoff.Eachemployee hastheoptionof‘electingtoconvertany,orall,accruedCompensatoryTimeoffhourstopaywith thesecondpaycheckinNovemberofeachyearatthehourlyrateexistingatthattime.Upon separationfromthisbargainingunit,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.
EmployeeswillonlybeeligibletoearnCompensatoryTimewhenworkingovertimeintheir regularlyassignedassignment.Allotherovertimeearnedwillbepaid.
12.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:
Memorandum of UnderstandingTeamsters PTC Unit July 1 , 2025 - June 30, 2027Private Development requests for weekend work must be taken as overtime pay. There is no optionfor Comp Time.9. CALL BACK TO WORKIn the event that an employee in the classification of Building Inspector, Public Works Inspector,or Code Compliance Inspector is needed to perform a site inspection outside of regularly scheduledwork hours and the employee indicates that he/she is disinterested in performing such work, aqualified management employee will be sought to perform the inspection. If no managementemployee is available, and a work urgency, business or safety issue necessitates the need for a siteinspection outside of regularly scheduled work hours, then the Building Inspector, Public WorksInspectors, or Code Compliance Inspector may be ordered back to perform work as needed.10. CERTIFICATION PAYCertification compensation is provided with the approval of the employee’s supervisor. To qualify,there must be a requirement/relation to the employee’s job classification. Certificationcompensation will be provided on a fiscal year basis, with submittal of proper documentation byemployee to supervisor. Certification compensation will be prorated if an employee receives thecertificate in the middle of the fiscal year, transfers to another assignment where such certificatedoes not apply to the new assignment or terminates employment with the City in the middle of thefiscal year. Compensation may be received for certifications other than those listed below if thecertification is required or is deemed desirable by the employee’s supervisor. Certification payshall be established at two hundred dollars ($200) per fiscal year.CASp CertificationOne (1) employee in the classification of Building Inspector or Senior Building Inspector shall beeligible to receive certification pay for holding a current Certified Access Specialist (CASp)certificate. The pay will be two hundred and fifty dollars ($250) per month (paid over 24 payperiods) contingent upon the employee maintaining a valid and current CASp certification. Thiscertification pay will be at the discretion of the Department Head based on the operational needsof the City.11. COMPENSATORY TIMEEmployees may accrue a maximum of forty (40) hours of Compensatory Time off. Each employeehas the option of electing to convert any, or all, accrued Compensatory Time off hours to pay withthe second paycheck in November of each year at the hourly rate existing at that time. Uponseparation from this bargaining unit, accrued Compensatory Time off will be converted to cash atthe then existing base hourly rate.Employees will only be eligible to earn Compensatory Time when working overtime in theirregularly assigned assignment. All other overtime earned will be paid.12. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith the requirements of the program as listed below:9 124
zo.
Maximumamountfinancedistwothousand,fivehundreddollars($2,500).
Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
Minimumofone(l)businesssoftwarepackagemustbepurchased(Le.spreadsheet,data basemanager,wordprocessor,etc).
Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataproccssingequipment.Forexample,Dell,HP,etc.
Nogameorentertainmentsoftwarewillqualifyunderthisprogram. :0.
OOOO
O:O
MemorandumofUnderstanding
T6amstersPTCUnitJuly1,2025—June30,2027
Loanstoparticipantswillbeforatermnottoexceedthirty-sixmonths(36)andnointerest willbechargedduringthattime.
Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.
Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc).
TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.
A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.
UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days tosubmitnecessarydocumentationtoFinanceDepartmentforpre—approvalofsystem purchase.
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.Shouldlimitationsonfundsoccur, participantsbuyingnewsystemswillbegivenfirstconsiderationandthenalotteryforany participantsupgradingtheircurrentsystemwillbeheld.
13.COSTOFLIVINGADJUSTMENT(COLA)
Increasestoemployees’basewages/salaryrangesareasfollows:
0:0 EffectivethefirstfullpayperiodafterCityCouncilapproval:Athreepercent(3%)base payincreaseshallbeappliedtothebasepayrangesforeachrepresentedclassification undertheTeamstersPTCUnit.Anadditionalfiftyonecents($0.51)ontopofthethree percent(3%)basepayincreaseshallbeappliedtoeachrepresentedclassificationunderthe TeamstersPTCUnitinthesamemanner.Thefiftyonecents($0.51)thattheTeamsters PTCUnitreceivedoverwhatwasprovidedtootherbargainingunitsfortheirCOLAis baseduponandtheresultoftheTeamstersPTCUnit’seliminationand/orrelinquishment ofanyrightorclaimtoanyCitydeferredcompensationmatchingbenefit.
EffectivethebeginningofthepayperiodincludingJuly1,2026:Athreepercent(3%)base payincreaseshallbeappliedtothebasepayrangesforeachrepresentedclassification undertheTeamstersPTCUnit.
Foranypart-timepositionthatreceivesamandatedwageincrease(duetotheminimumwagelaw), thefull—timepositionwillreceivethesameincrease.
10 Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027❖ Maximum amount financed is two thousand, five hundred dollars ($2,500).❖ Any new computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.♦♦♦ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds. Should limitations on funds occur,participants buying new systems will be given first consideration and then a lottery for anyparticipants upgrading their current system will be held.13. COST OF LIVING ADJUSTMENT (COLA)Increases to employees’ base wages/salary ranges are as follows:❖ Effective the first full pay period after City Council approval: A three percent (3%) basepay increase shall be applied to the base pay ranges for each represented classificationunder the Teamsters PTC Unit. An additional fifty one cents ($0.51) on top of the threepercent (3%) base pay increase shall be applied to each represented classification under theTeamsters PTC Unit in the same manner. The fifty one cents ($0.51) that the TeamstersPTC Unit received over what was provided to other bargaining units for their COLA isbased upon and the result of the Teamsters PTC Unit’s elimination and/or relinquishmentof any right or claim to any City deferred compensation matching benefit.❖ Effective the beginning of the pay period including July 1, 2026: A three percent (3%) basepay increase shall be applied to the base pay ranges for each represented classificationunder the Teamsters PTC Unit.For any part-time position that receives a mandated wage increase (due to the minimum wage law),the full-time position will receive the same increase. 10 125
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
l4.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiaryonfile intheHumanResources/RiskManagementDepartmentattimeofdeath.
Intheeventofanemployee’sdeath,theirbeneficiarywillreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeaveTimewillbepaidoutattherateestablishedbyyears ofservice.IftheemployeewouldhavebeeneligibleforretirementusingthedefinitioninCalPERS (5yearsofCalPERSserviceandatleastage50),SickLeavewillbepaidtotheemployee’s beneficiary(ies)at100%cashoutoftheemployee’saccruedSickLeaveonrecord.
Intheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiary(ies)willreceive100%cash—outofthe employee’saccruedSickLeaveonrecord.
15.DEFERREDCOMPENSATIONPLAN
A deferredcompensationplan,457(b),isavailabletoallemployees,providingtax-deferred savingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignated deferredcompensationplanupt0themaximumannualamountallowedbyfederalandstatelaw throughapayrolldeductionprogram.
“Catch-up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47,whoarewithin three(3)yearsoftheirplannedretirementdate,maytakeadvantageofthe457Deferred CompensationPlan"Catch-up”provisionsandallowancesasdefinedinfederalandstatelaw.
TotheextentallowedbyfederalandstatelawandtheCity'sdeferredcompensationplan administrator,theCitywillallow,duringthethree(3)yearspriortoanemployee'splanned retirementdate,theconversionofaccruedSick,Vacation,FloatingHoliday,SickLeave Conversion,CompensatoryTimehourstocashcontributionattheemployee'sbaserateofpay ineffectatthetimeot‘conversion.Leaveconversioncontributionsforthe"457catch—up”shall normallybedistributedoveranemployee'slastthree(3)yearspriortotheirplannedretirement date.However,basedonthetotalamountof”457Catch—up"contributionsavailabletothe employee,accumulatedsickleavehours,andtheemployee'sdesignatedretirementdate,”457 catch-up”contributionsmayoccuroverashorterperiodoftimepriortoretirement.Tobe eligibletoparticipate,theemployeemustbewithinthree(3)yearsoftheirplannedretirement date,have"457Catch—up”privilegesavailabletothem,andbeenrolledintheCity-sponsored 457DeferredCompensationPlan.
“Catchup”-SickLeave
Employeesarenotentitledto100%cashoutofSickLeaveuntilcompletionoffive(5)years ofserVieeWiththeCityasthefinalemployerandeitheraqualifedserv1ceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash-outoftheir accruedSickLeaveuptotheindexedamountiftheychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.
ll
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 202714. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary on filein the Human Resources/Risk Management Department at time of death.In the event of an employee’s death, their beneficiary will receive payment of all unused LeaveTime at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by yearsof service. If the employee would have been eligible for retirement using the definition in CalPERS(5 years of CalPERS service and at least age 50), Sick Leave will be paid to the employee’sbeneficiary(ies) at 100% cashout of the employee’s accrued Sick Leave on record.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued Sick Leave on record.15. DEFERRED COMPENSATION PLANA deferred compensation plan, 457(b), is available to all employees, providing tax-deferredsavings to serve as a retirement supplement. An employee may contribute to the City's designateddeferred compensation plan up to the maximum annual amount allowed by federal and state lawthrough a payroll deduction program.“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are withinthree (3) years of their planned retirement date, may take advantage of the 457 DeferredCompensation Plan "Catch-up" provisions and allowances as defined in federal and state law.To the extent allowed by federal and state law and the City's deferred compensation planadministrator, the City will allow, during the three (3) years prior to an employee's plannedretirement date, the conversion of accrued Sick, Vacation, Floating Holiday, Sick LeaveConversion, Compensatory Time hours to cash contribution at the employee's base rate of payin effect at the time of conversion. Leave conversion contributions for the "457 catch-up" shallnormally be distributed over an employee's last three (3) years prior to their planned retirementdate. However, based on the total amount of "457 Catch-up" contributions available to theemployee, accumulated sick leave hours, and the employee's designated retirement date, "457catch-up" contributions may occur over a shorter period of time prior to retirement. To beeligible to participate, the employee must be within three (3) years of their planned retirementdate, have "457 Catch-up" privileges available to them, and be enrolled in the City-sponsored457 Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 100% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan. 11 126
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
Intheeventanemployeeseparatesforanyreasonotherthansen/iceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement willbedeductedbytheCityfromanyorallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.
Inordertoparticipate,theemployeewillselecttheamountofSickLeavetheywanttransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.
TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram.
“Catch—up”hoursadvancedwillbecountedfortheemployee’sSickLeavebankfortheSick LeaveProgramcalculation.
“Catch-up”—VacationLeave
Inordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Catch-up”—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orCompensatoryTime)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch—up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRSlimit).The“Age50Catch— up”and“Pre-RetirementCatch—up”provisionsmaynotbothbeusedinthesamecalendaryear.
EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory and/oraccruedVacationLeavehourstocontributethisadditionalamount.
Contributionstothedeferredcompensationplanwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursementwill be deducted by the City from any or all earned funds available to the employee onseparation, without it being necessary for the City to seek a civil judgment for the monies.In order to participate, the employee will select the amount of Sick Leave they want transferredinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Sick Leave remaining at the end of the year. Theemployee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be counted for the employee’s Sick Leave bank for the SickLeave Program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave they wanttransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining at theend of the year. The employee’s Vacation Leave balance would then decrease commensuratelywith the amount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Catch-up”- Other Leave BanksIn order to participate, the employee will select the amount of other leave (this may be FloatingHoliday, Sick Leave Conversion and/or Compensatory Time) to be transferred into deferredcompensation at the beginning of each of the three (3) years. The amount must be a selectednumber of hours of leave. The employee’s leave balance would then decrease commensuratelywith the amount of funds withdrawn.“Age 50+ Catch-up”In the calendar year an employee reaches age 50 (or older), they may contribute an additionalamount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, Compensatoryand/or accrued Vacation Leave hours to contribute this additional amount.Contributions to the deferred compensation plan will be discontinued while an employee isreceiving Workers’ Compensation payments.12 127
MemorandumofUnderstanding
TeamstersPTCUnitJulyl,2025—June30,2027
16.DIRECTDEPOSIT
Allemployeeswillhavefundsdirectlydepositedintoanaccounttheyestablishedfordepositof theirpayrollchecks.
17.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity-fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe41“consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary.Onthe61$consecutivecalendardayof disability,salarycontinuationispaidatarateofupto66-2/3%ofsalaryattimeofdisabilitywith aprovisiontocontinueregularbenefitsandbenefitaccruals.Theentirebenefitperiodwillnot exceedfive(5)years.
18.DISCIPLINARYAPPEALPROCEDURE
Resolution2003—1lwillbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.
19.DUESDEDUCTION
TeamstersrequeststhattheCitydeductmembershipdues,initiationfees,andgeneralassessments, aswellaspaymentofanyothermembershipbenefitprogramsponsoredbyTeamsters,fromthe wagesandsalariesofmembersofTeamsters.Teamstersherebycertifiesthatithasandshall maintainallsuchdeductionauthorizationssignedbytheindividualfromwhosesalaryorwages thedeductionistobemadeandshallnotberequiredtoprovideacopyofanindividual authorizationtotheCityunlessadisputearisesabouttheexistenceortermsoftheauthorization.
TeamstersduesshallbedeductedeachpayperiodinaccordancewithCityproceduresand provisionsofapplicablelawfromthesalaryofeachemployeewhosenameisprovidedby Teamsters.PerGov’tCodesection1157.12,TeamstersshallindemnifytheCityforanyclaims madebytheemployeefordeductionsmadeinrelianceonthatcertification.TheCityshall,as allowedbyABIl9,providetotheUnioneveryonehundredandtwenty(120)days,alistofall employeesinthebargainingunitswiththeemployees’name,employeeidentificationnumber, classificationtitle,department,worklocation,wagerate,homeaddress,personalemailaddresses, hiredate,andpersonalphonenumbers.
TheCityshallprovideforpayrolldeductionsoneachpayrollperiod.TheCityshallremitthetotal amountofdeductionstoTeamsterswithinthirty(30)daysofthedateofthededuction.Any changesinTeamstersduesmustbegiventotheCityaminimumofthirty(30)dayspriortothe changetoaccommodatechangestopayroll.
20.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125-FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.
21.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornew-hiresfollowingcompletionofsix(6)monthsoffull—time/continuousservice).
Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 202716. DIRECT DEPOSITAll employees will have funds directly deposited into an account they established for deposit oftheir payroll checks.17. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41 slconsecutive calendar day ofdisability at a rate of 100% of the employee’s base salary. On the 61stconsecutive calendar day ofdisability, salary continuation is paid at a rate of up to 66-2/3% of salary at time of disability witha provision to continue regular benefits and benefit accruals. The entire benefit period will notexceed five (5) years.18. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.19. DUES DEDUCTIONTeamsters requests that the City deduct membership dues, initiation fees, and general assessments,as well as payment of any other membership benefit program sponsored by Teamsters, from thewages and salaries of members of Teamsters. Teamsters hereby certifies that it has and shallmaintain all such deduction authorizations signed by the individual from whose salary or wagesthe deduction is to be made and shall not be required to provide a copy of an individualauthorization to the City unless a dispute arises about the existence or terms of the authorization.Teamsters dues shall be deducted each pay period in accordance with City procedures andprovisions of applicable law from the salary of each employee whose name is provided byTeamsters. Per Gov’t Code section 1157.12, Teamsters shall indemnify the City for any claimsmade by the employee for deductions made in reliance on that certification. The City shall, asallowed by AB1 19, provide to the Union every one hundred and twenty (120) days, a list of allemployees in the bargaining units with the employees’ name, employee identification number,classification title, department, work location, wage rate, home address, personal email addresses,hire date, and personal phone numbers.The City shall provide for payroll deductions on each payroll period. The City shall remit the totalamount of deductions to Teamsters within thirty (30) days of the date of the deduction. Anychanges in Teamsters dues must be given to the City a minimum of thirty (30) days prior to thechange to accommodate changes to payroll.20. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.21. 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.13 128
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
Employeesmaycash-outuptothirtyflve(35)hoursofFloatingHolidayTime,onetimeperflscal year,inonesetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.
ExceptforemployeesretiringfromtheCity,employeesresigningorseparatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashed-outinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(l4) calendardaysfromthedateofseparation.
22.GRIEVANCEPROCEDURE
A.Definition
A“grievance”isaformal,writtenallegationbyaCityemployeethattheemployeehasbeen adverselyaffectedbyanexistingviolation,misinterpretationormisapplicationofspecific provisionsofthisMemorandumofUnderstanding,theCity’sPersonnelRulesand Regulations,and/oranywrittenCityOrdinance,Resolutionand/orPolicyregardingtermsand conditionsofemployment.Agrievanceshallnotincludedisciplinaryappeals,performance evaluationsoranyothermatterswhereotheradministrativereviewmethodsorproceduresare inplace.
B.Procedure
l.InformalResolution
Employeesmustfirstattempttomakeeveryefforttoresolvegrievancesinformallywiththeir immediatesupervisorthroughaninformalmeetingwiththemwithinfifteen(l5)daysofthe employeebecomingawareoftheissueorwhenbyreasonablediligencetheemployeeshould haveknownoftheissue.Averbalresponsefromthesupervisorisduewithinseven(7)business daysafterthesupervisor’sinformalmeetingwiththeemployee.Theimmediatesupervisor’s failuretoconductaninformalmeetingwiththeemployeewithinfifteen(15)daysofthe employee’srequestforsuchmeetingoroftheimmediatesupervisor’sfailuretoprovidea verbalresponsewithinseven(7)businessdaysaftertheinformalmeetingwiththeemployee shallpermittheemployeetoadvancethegrievancetothenextstepinthisGrievance Procedure,shouldtheysochoose.
2.DepartmentDirector
1ftheemployeeisdissatisfiedwiththeresponseoftheirimmediatesupervisoraftercompletion oftheinformalResolutionstepinthisGrievanceProcedureorifthereisnotimelyresponse, thentheemployeemayfileawrittengrievancewiththeirDepartmentDirectorwithinseven (7)daysfromthedateofreceivingtheresponsefromtheirimmediatesupervisororfromthe expirationofthetimefortheimmediatesupervisortorespond.Thewrittengrievanceshall containthefollowinginformation:
14 Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one time per fiscalyear, in one set number of hours, payable at the employee’s existing base rate of pay at the time ofrequest. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten (10) working days prior to request). Any remaining Floating HolidayTime will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning or separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed-out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.22. GRIEVANCE PROCEDUREA. DefinitionA “grievance” is a formal, written allegation by a City employee that the employee has beenadversely affected by an existing violation, misinterpretation or misapplication of specificprovisions of this Memorandum of Understanding, the City’s Personnel Rules andRegulations, and/or any written City Ordinance, Resolution and/or Policy regarding terms andconditions of employment. A grievance shall not include disciplinary appeals, performanceevaluations or any other matters where other administrative review methods or procedures arein place.B. Procedure1 . Informal ResolutionEmployees must first attempt to make every effort to resolve grievances informally with theirimmediate supervisor through an informal meeting with them within fifteen (15) days of theemployee becoming aware of the issue or when by reasonable diligence the employee shouldhave known of the issue. A verbal response from the supervisor is due within seven (7) businessdays after the supervisor’s informal meeting with the employee. The immediate supervisor’sfailure to conduct an informal meeting with the employee within fifteen (15) days of theemployee’s request for such meeting or of the immediate supervisor’s failure to provide averbal response within seven (7) business days after the informal meeting with the employeeshall permit the employee to advance the grievance to the next step in this GrievanceProcedure, should they so choose.2. Department DirectorIf the employee is dissatisfied with the response of their immediate supervisor after completionof the informal Resolution step in this Grievance Procedure or if there is no timely response,then the employee may file a written grievance with their Department Director within seven(7) days from the date of receiving the response from their immediate supervisor or from theexpiration of the time for the immediate supervisor to respond. The written grievance shallcontain the following information:14 129
Memorandum0fUndcrstanding
TeamstersPTCUnitJuly1,2025—Jun€30,2027
Thenameoftheemployeeandtheirjobtitle;
Theemployee’sdepartment/section;
Aclearandconcisestatementofthenatureofthegrievanceincludingthecircumstance, dates,personsinvolvedandanypotentialwitnessest0theallegedviolation(s); d.Thespecificprovision(s)oftheMOU,CityPersonnelRules&Regulationsand/orCity Policyallegedtohavebeenviolated;
e.Theemployee’srequestedremedy;
f.Thedateandtimeoftheinformalmeetingbetweentheemployeeandtheirimmediate supervisorandthesupervisor’sverbalresponsetotheemployee; g.Thenameoftheemployee’sLaborRepresentative,ifanyisdesignatedbythe employeet0representthem;and
h.Thedatedsignatureoftheemployeeand/ortheirdesignatedLaborRepresentative.
TheDepartmentDirectormaymeetwiththeemployeeand/ortheirlaborrepresentativeata mutuallyacceptabletimeandlocationtodiscussthegrievanceandobtainfurtherinformation toresolvetheissue.TheDepartmentDirectorshallrenderawrittenresponsetothegrievance totheemployeeand/ortheirdesignatedLaborRepresentativewithinthen(10)businessdays afterreceivingthewrittengrievanceand/orthemeetingtheemployee,whicheverislater.The DepartmentDirector’sfailuret0provideatimelywrittenresponsewillpermittheemployeeto advancethegrievanceprocesstothenextstepinthisGrievanceProcedure.
3.CityManager
IftheemployeeisdissatisfiedwiththewrittenresponseoftheirDepartmentDirectororthe DepartmentDirectorfailstoprovideattimelywrittenresponse,thentheemployeemaysubmit thegrievance,alongwithanywrittenresponsetheretobytheDepartmentDirector,totheCity managerwithinten(10)daysfromthedateofthedecisionbytheDepartmentDirector.
TheCityManagerand/ortheirdesigneemayrequesttomeetwiththeemployeeand/ortheir laborrepresentativeatamutuallyacceptabletimeandlocationtodiscussthegrievanceand obtainfurtherinformationtoassistinresolvingtheissue.TheCityManagerand/ortheir designeewillrespondinwritingtotheemployeewithintwenty(20)businessdaysofreceiving thegrievancesubmission.TheCityManager’sortheirdesignee’sfailuretoprovideatimely writtenresponsewillpermittheemployeetoadvancethegrievanceprocesstothenextstepin thisGrievanceProcedure.
AnytimedeadlinessetforthinthisGrievanceProceduremaybeextendedbymutual agreementofthepartiesand/ortheirrepresentativesthatisevidencedandconfirmedinwriting bybothsides.Theemployee’sfailuretomeetanytimedeadlineforsubmittingoradvancing theirgrievanceshallbedeemedbothasatisfactoryresolutionofthegrievanceandaformal waiverofthegrievanceandtheunderlyingallegedviolations.Anytimeframenotspecifically designatedasbusinessdaysshallbecalendardays.
4.MiscellaneousProvisions
a.Theemployeemayrequesttheassistanceofanotherpersonoftheirownchoosingin preparingandpresentingtheirgrievanceatanylevelofreview.Intheeventthe 15 Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027a. The name of the employee and their job title;b. The employee’s department/section;c. A clear and concise statement of the nature of the grievance including the circumstance,dates, persons involved and any potential witnesses to the alleged violation(s);d. The specific provision(s) of the MOU, City Personnel Rules & Regulations and/or CityPolicy alleged to have been violated;e. The employee’s requested remedy;£ The date and time of the informal meeting between the employee and their immediatesupervisor and the supervisor’s verbal response to the employee;g. The name of the employee’s Labor Representative, if any is designated by theemployee to represent them; andh. The dated signature of the employee and/or their designated Labor Representative.The Department Director may meet with the employee and/or their labor representative at amutually acceptable time and location to discuss the grievance and obtain further informationto resolve the issue. The Department Director shall render a written response to the grievanceto the employee and/or their designated Labor Representative within then (10) business daysafter receiving the written grievance and/or the meeting the employee, whichever is later. TheDepartment Director’s failure to provide a timely written response will permit the employee toadvance the grievance process to the next step in this Grievance Procedure.3. City ManagerIf the employee is dissatisfied with the written response of their Department Director or theDepartment Director fails to provide at timely written response, then the employee may submitthe grievance, along with any written response thereto by the Department Director, to the Citymanager within ten (10) days from the date of the decision by the Department Director.The City Manager and/or their designee may request to meet with the employee and/or theirlabor representative at a mutually acceptable time and location to discuss the grievance andobtain further information to assist in resolving the issue. The City Manager and/or theirdesignee will respond in writing to the employee within twenty (20) business days of receivingthe grievance submission. The City Manager’s or their designee’s failure to provide a timelywritten response will permit the employee to advance the grievance process to the next step inthis Grievance Procedure.Any time deadlines set forth in this Grievance Procedure may be extended by mutualagreement of the parties and/or their representatives that is evidenced and confirmed in writingby both sides. The employee’s failure to meet any time deadline for submitting or advancingtheir grievance shall be deemed both a satisfactory resolution of the grievance and a formalwaiver of the grievance and the underlying alleged violations. Any timeframe not specificallydesignated as business days shall be calendar days.4. Miscellaneous Provisionsa. The employee may request the assistance of another person of their own choosing inpreparing and presenting their grievance at any level of review. In the event the15 130
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
employeedesiresthepresenceOfarepresentativewhoisanemployeeoftheCity,the employeeshallmakesuchrequestthroughtherepresentative’ssupervisor,andthat supervisorshallmakethenecessaryarrangementsfortheemployeerepresentativeto bepresent.
b.Theemployeeand/ortheirrepresentativemayuseareasonableamountofworktime, asdeterminedbytheappropriatesupervisororDepartmentHead,inpresentingthe grievance.However,noemployeeshallabsentthemselvesfromtheirworkduties withoutflrstbeingexcusedbytheirsupervisor.
c.Noemployeeshallbediscouragedfromnorrequiredt0berepresentedbyanemployee organizationinprocessingagrievance.Thesettlementtermsofagrievance,whichis processedbyanemployeeindividuallyorbyarecognizedemployeeorganization,shall notconflictwiththeexpressprovisionsofaMemorandumofUnderstandingbetween theCityandtheformallyrecognizedemployeeorganizationforsuchunit. d.Employeesshallbeassuredfreedomfromreprisalforusingthegrievanceprocedures byboththeCityandtheemployeeorganization.
e.Agroupgrievancemaybefiledwhenonesetofcircumstancesoroccurrencesaffects morethanoneemployeeinthesamemannerortothesameextent.Thegroupmayfile onedocumentwhichallmembersofthegrouphavereadandsigned.Membersofthe groupshallbelimitedtothosewhohavesignedthegrievanceandaresimilarly affected.Theresolutionofagroupgrievancemaynotbeconsistentamongall employeesinthegroupgrievanceduetodifferencesinthecircumstancesor occurrencesthatbroughtaboutthegrievance.
f.Agroupgrievanceaffectingallemployeesrepresentedbyanemployeeorganization maybebroughtbytheemployeeorganizationitself.lnsuchcase,theprocedureshall becommenceddirectlyattheCitymanagerlevelwithinflfteen(15)daysafter authorizedrepresentativesoftheemployeeorganizationknew,orbyreasonable diligenceshouldhaveknown,oftheconditiongivingrisetothegrievanceandshallbe subjecttoallapplicabletimelimitationsandtheprovisionssetforthabove.
5.PersonnelCommittee
IfanemployeeisdissatisfiedwiththewrittenresponseoftheCityManager,theemployee and/ortheirdesignatedemployeeorganizationmaymakearequestinwritingtotheCity ManagerforahearingwiththePersonnelCommitteewithinten(10)daysfromthedateofthe decisionoftheCityManager.
ThePersonnelCommitteeshallconsistoftwo(2)membersoftheCityCouncil,appointedby theMayorwithCouncilapproval.Eachmembershallserveforatermoftwo(2)yearswithno limitationonreappointmentsornumberoftermswhichmaybeserved.Appointmentstothe Committeeshallbesequencedtoensurethatthetermsofbothoftheincumbentcommittee membersdonotexpireatthesametime.Forpurposesofagrievancehearing,theMayorshall appointathirdmemberofthehearingpanelwhowillbeanoutsidepartyfromCity employmentandwillbethetiebreakerifneeded.TherPersonnelCommittee’sdecisionisthe finalstepinthisadministrativeGrievanceProcedureandsubjecttotheprovisionsofSection 1094.6oftheCodeofCivilProcedure.
16 Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027employee desires the presence of a representative who is an employee of the City, theemployee shall make such request through the representative’s supervisor, and thatsupervisor shall make the necessary arrangements for the employee representative tobe present.b. The employee and/or their representative may use a reasonable amount of work time,as determined by the appropriate supervisor or Department Head, in presenting thegrievance. However, no employee shall absent themselves from their work dutieswithout first being excused by their supervisor.c. No employee shall be discouraged from nor required to be represented by an employeeorganization in processing a grievance. The settlement terms of a grievance, which isprocessed by an employee individually or by a recognized employee organization, shallnot conflict with the express provisions of a Memorandum of Understanding betweenthe City and the formally recognized employee organization for such unit.d. Employees shall be assured freedom from reprisal for using the grievance proceduresby both the City and the employee organization.e. A group grievance may be filed when one set of circumstances or occurrences affectsmore than one employee in the same manner or to the same extent. The group may fileone document which all members of the group have read and signed. Members of thegroup shall be limited to those who have signed the grievance and are similarlyaffected. The resolution of a group grievance may not be consistent among allemployees in the group grievance due to differences in the circumstances oroccurrences that brought about the grievance.f. A group grievance affecting all employees represented by an employee organizationmay be brought by the employee organization itself. In such case, the procedure shallbe commenced directly at the City manager level within fifteen (15) days afterauthorized representatives of the employee organization knew, or by reasonablediligence should have known, of the condition giving rise to the grievance and shall besubject to all applicable time limitations and the provisions set forth above.5. Personnel CommitteeIf an employee is dissatisfied with the written response of the City Manager, the employeeand/or their designated employee organization may make a request in writing to the CityManager for a hearing with the Personnel Committee within ten (10) days from the date of thedecision of the City Manager.The Personnel Committee shall consist of two (2) members of the City Council, appointed bythe Mayor with Council approval. Each member shall serve for a term of two (2) years with nolimitation on reappointments or number of terms which may be served. Appointments to theCommittee shall be sequenced to ensure that the terms of both of the incumbent committeemembers do not expire at the same time. For purposes of a grievance hearing, the Mayor shallappoint a third member of the hearing panel who will be an outside party from Cityemployment and will be the tie breaker if needed. Ther Personnel Committee’s decision is thefinal step in this administrative Grievance Procedure and subject to the provisions of Section1094.6 of the Code of Civil Procedure.16 131
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
a.DutiesandPowers0fthePersonnelCommittee
l. TheCommitteeshallreceiveand/orhearappealsongrievances.
11. TheCommitteeshallholdhearingswithinareasonabletimeandhearall informationpresentedbytheemployeeandtheCityonthematterbeing grieved.
111.TheCommitteeshallrecognizeitwillactasanofficialbodyandnomemberof theCommitteeshalltakeituponthemselvestograntaprivateorunofficial hearingtoanyemployeeorgroupofemployeesortopursueanysuchcourse asitmightbeconstruedasprejudicialfororagainstanyemployeeorgroupof employees.
TheCommitteeshallnotifytheemployeethroughtheDirectorofHuman Resources/RiskManagementofthetime,date,andplaceofthegrievance appealhearing.Thenoticemaybedeliveredpersonally,bytelephone,emailor byU.S.mail,whicheverprovidestheinformationtotheemployeeinthemost efficientmanner.
TheCommitteeshallprovideitsdecisiontotheemployeewithinthirty(30) daysofthehearingandthedecisionwillbeprovidedthroughtheDirectorof HumanResources/RiskManagementwhowillsendthedecisiontothe employeeviaemailandcertifiedU.S.mailtoensuretheemployeereceivesthe decision.
b.Hearing
Thecostofatranscriptionservice,shouldtheemployeerequestone,shallbesplit equallybetweentheCityandtheemployeeand/orunion.
ll.Hearingswillbeconsideredclosedtothepublicunlesstheemployeerequestsin writing,nolaterthanfive(5)calendardaysbeforethehearing,thatthehearingwill beopen.
111.Thehearingneednotbeconductedinaccordancewithtechnicalrulesrelatingto evidenceandwitnessesnorshalltheCaliforniaAdministrativeProcedureActapply inanyway.Anyrelevantevidenceshallbeadmittedifitisthesortofevidenceon whichreasonablepersonsareaccustomedtorelyonintheconductofserious affairs,regardlessoftheexistenceofanycommonlaworstatutoryruleswhich mightmakeimpropertheadmissionofsuchevidenceoverobjectionincivil actions.Hearsayevidencemaybeusedforthepurposeofsupplementingor explaininganydirectevidencebutshallnotbesufficientinitselftosupporta findingunlessitwouldbeadmissibleoverobjectionincivilactions.Therulesof privilegeshallbeeffectivetothesameextentthattheyarenoworhereaftermaybe recognizedincivilandcriminalactions.Irrelevantandundulyrepetitiousevidence shallbeexcluded.
TheemployeegrievingtheactionoftheCityshallbepermittedtomakeanopening statementandshallhavetheburdenofprovingtheallegedviolationsgivingriseto thegrievance.Thestandardofproofshallbe“preponderanceoftheevidence,” meaningthegrievantmustdemonstratethattheirclaimismorelikelytruethannot.
TheCityshallthenbepermittedtorespondtothegrievingemployee’sopening statement.
1V.
17 Memorandum of UnderstandingTeamsters PTC Unit July I, 2025 - June 30, 2027a. Duties and Powers of the Personnel Committeei. The Committee shall receive and/or hear appeals on grievances.ii. The Committee shall hold hearings within a reasonable time and hear allinformation presented by the employee and the City on the matter beinggrieved.iii. The Committee shall recognize it will act as an official body and no member ofthe Committee shall take it upon themselves to grant a private or unofficialhearing to any employee or group of employees or to pursue any such courseas it might be construed as prejudicial for or against any employee or group ofemployees.iv. The Committee shall notify the employee through the Director of HumanResources/Risk Management of the time, date, and place of the grievanceappeal hearing. The notice may be delivered personally, by telephone, email orby U.S. mail, whichever provides the information to the employee in the mostefficient manner.v. The Committee shall provide its decision to the employee within thirty (30)days of the hearing and the decision will be provided through the Director ofHuman Resources/Risk Management who will send the decision to theemployee via email and certified U.S. mail to ensure the employee receives thedecision.b. Hearingi. The cost of a transcription service, should the employee request one, shall be splitequally between the City and the employee and/or union.ii. Hearings will be considered closed to the public unless the employee requests inwriting, no later than five (5) calendar days before the hearing, that the hearing willbe open.iii. The hearing need not be conducted in accordance with technical rules relating toevidence and witnesses nor shall the California Administrative Procedure Act applyin any way. Any relevant evidence shall be admitted if it is the sort of evidence onwhich reasonable persons are accustomed to rely on in the conduct of seriousaffairs, regardless of the existence of any common law or statutory rules whichmight make improper the admission of such evidence over objection in civilactions. Hearsay evidence may be used for the purpose of supplementing orexplaining any direct evidence but shall not be sufficient in itself to support afinding unless it would be admissible over objection in civil actions. The rules ofprivilege shall be effective to the same extent that they are now or hereafter may berecognized in civil and criminal actions. Irrelevant and unduly repetitious evidenceshall be excluded.iv. The employee grieving the action of the City shall be permitted to make an openingstatement and shall have the burden of proving the alleged violations giving rise tothe grievance. The standard of proof shall be “preponderance of the evidence,”meaning the grievant must demonstrate that their claim is more likely true than not.v. The City shall then be permitted to respond to the grieving employee’s openingstatement.17 132
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
Vi.Evidencemaythenbeofferedbythegrievingemployeetosupporttheirposition, followedbyevidencefromtheCitytosupportitsdefense(s)thereto. vii.Thepartiesmayagreeonoralclosingargumentsorwrittenstatements. viii.TheCommitteeshalldeterminerelevancy,weight,andcredibilityoftestirnonyand evidencepresentedinmakingtheirdecision.
ix.TheCommittee’sdecisionshallbefinalwithnorightofappeal.
23.HOLIDAYS
TheCityhasdesignatedtwelve(l2)ten—hourholidaysasfollows:
WhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedastheholiday.When aholidayfallsonaSunday,thefollowingMondaywillberecognizedastheholiday.Tobeeligible foranobservedholiday,employeesmustbepaidfortheregularlyscheduledworkdaybeforeand thedayafterwhichimmediatelyfollowsanobservedholidaytoreceivepayforthatholiday.For example,ifaholidayfellonaMonday,andtheemployeewasona4/10workschedulewith Fridaysoff,theemployeewouldberequiredtobepaidforaregularlyscheduledworkdayonthe ThursdaybeforetheobservedholidayandtheTuesdayfollowingtheobservedholiday.
WhenaCity-designatedholidayisobservedonanemployee’sscheduleddayoff,thensaidholiday hourswillbedepositedwithinanaccountintheemployee’sname.Theemployeeisrequiredto initiatecontactwiththeirsupervisorinwritingtorequestauthorizationtoutilizethesebanked holidayhours.Anyremainingtimewillbepaidoutintheflnalpayrollcheckofeachfiscalyear.
WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparation,theaccumulatedholiday willbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinanamount equivalenttothenumberofhoursconstitutinga“workday”atthetimeofseparation.
Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)ofthe followingoptionsforcompensation:
a)Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimerate;or
b)Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate.
24.HOLIDAYCLOSURE
TheCityreservestherighttoclosenon-safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation,FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod. 18 NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear’sEve
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027vi. Evidence may then be offered by the grieving employee to support their position,followed by evidence from the City to support its defense(s) thereto.vii. The parties may agree on oral closing arguments or written statements.viii. The Committee shall determine relevancy, weight, and credibility of testimony andevidence presented in making their decision.ix. The Committee’s decision shall be final with no right of appeal.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 EveWhen a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. Whena holiday falls on a Sunday, the following Monday will be recognized as the holiday. To be eligiblefor an observed holiday, employees must be paid for the regularly scheduled workday before andthe day after which immediately follows an observed holiday to receive pay for that holiday. Forexample, if a holiday fell on a Monday, and the employee was on a 4/10 work schedule withFridays off, the employee would be required to be paid for a regularly scheduled workday on theThursday before the observed holiday and the Tuesday following the observed holiday.When a City-designated holiday is observed on an employee’s scheduled day off, then said holidayhours will be deposited within an account in the employee’s name. The employee is required toinitiate contact with their supervisor in writing to request authorization to utilize these bankedholiday hours. Any remaining time will be paid out in the final payroll check of each fiscal year.When an employee separates from City employment (for any reason) and has one or moreaccumulated holidays on account on the effective date of the separation, the accumulated holidaywill be converted to cash at the hourly rate existing at the time of separation and in an amountequivalent to the number of hours constituting a “workday” at the time of separation.In any instance where an employee works on a holiday, the employee may choose one (1) of thefollowing options for compensation:a) Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime rate; orb) Be paid holiday hours at straight time and be paid hours worked at overtime rate.24. HOLIDAY CLOSUREThe City reserves the right to close non-safety facilities between Christmas Eve and New Year’sDay. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick LeaveConversion or remain in an unpaid leave status during this period.18 133
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30.2027
TheCityshallhavethediscretiontoadvanceVacationtime,whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.
Basedontheorganizationalneeds;certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheDepartmentDirector.
25.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemployee.
Foralljuryservice,employeesarerequiredtodeliverajurydutycertificationformattheendof therequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreportto workbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(1)hourofactual worktime.
26.LEAVEAPPROVAL
Employeesareguaranteedtoreceiveapprovalfromsupervisor(s)forpaidleaveofnotlessthan eight(80)hoursnon-consecutiveVacation,FloatingHolidayorCompensatoryTimeeachfiscal yeartobedeductedfromtheemployee’saccruedleavetimeonrecord.
27.LIFEINSURANCE
Employeesareprovidedwith$100,000inlifeinsurancecoverage.AlsoseeDeathBenefitSection ofthisMOU.
28.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
10yearsofservice—$500paidinalumpsumattimeofanniversary. 15yearsofservice-$1,000paidinalumpsumattimeofanniversary. 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice-$2,000paidinalumpsumattimeofanniversary. 30yearsofservice-$2,500paidinalumpsumattimeofanniversary. 35yearsofservice-$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice-$4,000paidinalumpsumattimeofanniversary. {o
Q:'
‘0OO
Oz'
£0
zo.
’0’0
:0.
29.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations. exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.
Theserightsinclude.butarenotlimitedto:
’i'Determiningtheorganization,mission,andobjectivesoftheagencyordepartment. ‘9Establishingthemissionofitsconstituentdepartments.commissions.andboards. 6 Settingandmodifyingstandardsofservice.
19 Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027The City shall have the discretion to advance Vacation time, which will be earned by the employeein the future, to those employees who request it and who do not have any current Vacation, FloatingHoliday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leavestatus during the closure.Based on the organizational needs, certain classifications may be required to work during theholiday closure. This determination will be made by the Department Director.25. JURY DUTYEmployees are compensated for jury service of ten (10) work days per fiscal year. A "work day”will be defined as a regularly scheduled day of work for the employee.For all jury service, employees are required to deliver a jury duty certification form at the end ofthe required jury duty to verify such service. Employees required to serve on a jury must report towork before and after jury duty provided there is an opportunity for at least one (1) hour of actualwork time.26. LEAVE APPROVALEmployees are guaranteed to receive approval from supervisor(s) for paid leave of not less thaneight (80) hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscalyear to be deducted from the employee’s accrued leave time on record.27. LIFE INSURANCEEmployees are provided with $100,000 in life insurance coverage. Also see Death Benefit Sectionof this MOU.28. LONGEVITY PAYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:❖ 10 years of service - $500 paid in a lump sum at time of anniversary.❖ 15 years of service - $1,000 paid in a lump sum at time of anniversary.❖ 20 years of service - $1,500 paid in a lump sum at time of anniversary.♦♦♦ 25 years of service - $2,000 paid in a lump sum at time of anniversary.❖ 30 years of service - $2,500 paid in a lump sum at time of anniversary.❖ 35 years of service - $3,000 paid in a lump sum at time of anniversary.❖ 40 years of service - $3,500 paid in a lump sum at time of anniversary.❖ 45 years of service - $4,000 paid in a lump sum at time of anniversary.29. 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.19134 Memorandum0fUnderstanding
TeamstersPTCUnitJuly1,2025-June30.2027
O3‘
O
6 Q’0
Planning,directing,andcontrollingtheworkforce.
Establishingpolicies,procedures,andstandardsforemployeeconductandperformance.‘Conductingperformanceevaluationsandimplementingperformanceimprovementplans asnecessary.
Determiningthenumber,location,andtypesofemployeesrequired.
Hiring,promoting,transferring,assigning,andretainingemployees.
Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
’t'Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthetechnology usedtoperformwork.
’3Implementingcorrectiveactions,includingsuspension,demotion,ortermination,forjust cause.
6‘Takingallnecessaryactionstocarryoutitsmissioninemergencies,includingreassigning personnelandmodifyingworkassignmentsasneeded.
6‘ThereisnotprovisioninthisMOUthatshallbedeemedtolimitorcurtailtheCity’srights, unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtailsorlimit suchrights.
MEETANDCONFER
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe TeamstersPTCUnitconcerningtheimpactoftheexerciseofCityrightsonwages,hours,and termsandconditionsofemployment.
30.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheirDepartmentDirectorforuseof personalautomobilesforCitybusiness.Employeesmustprovidepriortoanymileage reimbursementbeingpaid,therequiredvehicleinsuranceverification.
VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheDepartmentHeadandFinanceDepartmentthatthe mileagereimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeen provided.
TheCityusesthestandardrateestablishedbytheInternalRevenueService(IRS)tocalculate reimbursementformileage.
31.NOSTRIKEPROVISION
DuringthetermofthisAgreement.theTeamstersPTCUnit,itsofficers,agents,representatives and/ormembersagreetheywillnotcause,condoneorparticipateinanystrike,walk—out,work stoppage,jobaction,slowdown.speedup,sick—out,refusalorfailuretofaithfullyperform assigneddutiesandresponsibilities,withholdingofservicesorotherinterferencewithCity operations.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027❖ Planning, directing, and controlling the workforce.❖ Establishing policies, procedures, and standards for employee conduct and performance.❖ Conducting performance evaluations and implementing performance improvement plansas necessary.❖ Determining the number, location, and types of employees required.❖ Hiring, promoting, transferring, assigning, and retaining employees.❖ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s structure and the technologyused to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, for justcause.❖ Taking all necessary actions to carry out its mission in emergencies, including reassigningpersonnel and modifying work assignments as needed.♦♦♦ There is not provision in this MOU that shall be deemed to limit or curtail the City’s rights,unless and only to the extent that the provision of this MOU specifically curtails or limitsuch rights.MEET AND CONFERWhere required by law, the City agrees, prior to implementation, to meet and confer with theTeamsters PTC Unit concerning the impact of the exercise of City rights on wages, hours, andterms and conditions of employment.30. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by their Department Director for use ofpersonal automobiles for City business. Employees must provide prior to any mileagereimbursement being paid, the required vehicle insurance verification.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Department Head and Finance Department that themileage reimbursement for the employee may not be paid until current vehicle coverage has beenprovided.The City uses the standard rate established by the Internal Revenue Service (IRS) to calculatereimbursement for mileage.31. NO STRIKE PROVISIONDuring the term of this Agreement, the Teamsters PTC Unit, its officers, agents, representativesand/or members agree they will not cause, condone or participate in any strike, walk-out, workstoppage, job action, slow down, speed up, sick-out, refusal or failure to faithfully performassigned duties and responsibilities, withholding of services or other interference with Cityoperations. 20135 MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
TheCityrctainstherightthatitmaytakelawfulremediesforthedisciplinaryactionavailable underitsEmployer-EmployeeRelationsSectionofthePersonnelRulesandRegulationsand/or anyotherDepartmentpolicies
32.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone-half(1-1/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.
AlsoseeRegularRateofPaySectionthisMOU.
33.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwornOfficerhireasfollows:
é $2,000@ Hire+$500@ completionofprobationforentrylevel. '9$4,000@ Hire+$1,000@ completionofprobationforlateral.
ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
'3$2,000@ Hire+$500@ timeofcompletionofprobation.
34.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemplcyee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(e)).Inadditiontothebasesalaryrate,compensationearnedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
ActingPay
AdditionalDutyPay
UnusedportionsoftheBenefitBankactuallyreceivedascash
BilingualPay
CertificationPay
LongevityPay
SpecialAssignmentsPay
StandbyPay
WorkBoots&WorkShoes
:¢o
91'
:99
z.o
'0.9
O:'
:99
z.Q
'¢OO
Forpurposesofcalculatingthetotalhoursactuallyworkedintheworkperiod,allhourstakenas leaveduringtheworkperiodwillcontinuetobedeductedfromtotalnumberofhoursactually paid.
AlsoseeOvertimeSectioninthisMOU.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027The 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.32. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a work week will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (1-1/2) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.Also see Regular Rate of Pay Section this MOU.33. RECRUITMENT INCENTIVEFor recommendation resulting in Sworn Officer hire as follows:❖ $2,000 @ Hire + $500 @ completion of probation for entry level.$4,000 @ Hire + $1,000 @ completion of probation for lateral.For recommendation resulting in hire of Public Safety Dispatcher or Public Safety DispatchSupervisor:❖ $2,000 @ Hire + $500 @ time of completion of probation.34. REGULAR RATE OF PAYFor purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act(“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to,or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USCSection 207(e)). In addition to the base salary rate, compensation earned by the employee duringthe seven (7) day work period pursuant to the following provisions of this Memorandum ofUnderstanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:❖ Acting Pay❖ Additional Duty Pay❖ Unused portions of the Benefit Bank actually received as cash❖ Bilingual Pay❖ Certification Pay*t* Longevity PaySpecial Assignments Pay❖ Stand by Pay❖ Work Boots & Work ShoesFor purposes of calculating the total hours actually worked in the work period, all hours taken asleave during the work period will continue to be deducted from total number of hours actuallypaid.Also see Overtime Section in this MOU. 21 136
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-Junc30,2027
35.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhois,infact,rehiredlaterthansix(6)monthsaftertheeffectivedateof resignationandthenemployedintheirformerclassificationorinapositionwithinthe classificationscriesheldatthetimeofresignationandinacomparableorlowerrank,willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoallteirnsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessctbaseduponthenumberofyearsofserviccwiththeCityofChinopriortotheirresignation.
EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire.Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.
36.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Employees,duringCityHallbusinesshours,withadvancenoticetoHumanResourcesandwith releasetimegrantedbytheirsupervisor)havetherighttohaveaccesstoandcopiesofany documentintheirofficialpersonnelfiles.Employeesmaybechargedforcostofduplicationof anymaterialsinthepersonnelfileforwhichtheyrequestcopies.
Anemployeeshallhavetherighttorespondinwritingtoadversedocumentsplacedintheir personnelfllebysubmittingawrittenresponsestotheHumanResources/RiskManagement Department.Thewrittenresponsewillbefiledwiththeoriginaldocument.
37.RETIREMENT
RetirementPlans—TheCityhasathree-tierretirementplanasfollows:
A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctoberl6,201l, willcontinuetobeeligibleforthe2.7%at55Plan,withthesinglehighestyearfinal compensation.
B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctober16, 2011willbeenrolledinthe2%at55Plan,witha3-yearaveragefinalcompensation.
C.EmployeeshiredonorafterJanuary1,2013,willbeenrolledinthe2%atage62(PEPRA) Planwitha3-yearaveragefinalcompensation.
MemberContributiontoCalPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoCalPERSwillbemadeonapre-taxbasis,inaccordancewithIRSsection414 (h)(2)andCalPERSguidelines:
A.2.7%at55,ifhiredbeforeOctober16,2011:
i.Employeecontributionrate—8%ofreportablecompensation.
B.2%at55.ifhiredonorafterOctober16,201l:
i.Employeecontributionrate—7%ofreportablecompensation.
C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl,2013:
i.Employeecontributionrate— 7.25%ofreportablecompensation(subjectto change).
I)xl>\
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 202735. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is noted as beingsubject to rehire, and who is, in fact, rehired later than six (6) months after the effective date ofresignation and then employed in their former classification or in a position within theclassification scries held at the time of resignation and in a comparable or lower rank, will servethe same probationary period that any new hire would otherwise serve and will be otherwisesubject to all terms and conditions of employment applicable to any newly hired employee. Theonly exception will be that any employee rehired will have their seniority level and leave accrualrates set based upon the number of years of service with the City of Chino prior to their resignation.Employees rehired by the City under the City’s 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.36. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEEmployees, during City Hall business hours, with advance notice to Human Resources and withrelease time granted by their supervisor, have the right to have access to and copies of anydocument in their official personnel files. Employees may be charged for cost of duplication ofany materials in the personnel file for which they request copies.An employee shall have the right to respond in writing to adverse documents placed in theirpersonnel file by submitting a written responses to the Human Resources/Risk ManagementDepartment. The written response will be filed with the original document.37. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 1 6, 201 1,will continue to be eligible for the 2.7% at 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA)Plan with a 3-year average final compensation.Member Contribution to CalPERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions to CalPERS will be made on a pre-tax basis, in accordance with IRS section 414(h)(2) and CalPERS guidelines:A. 2.7% at 55, if hired before October 16, 201 1:i. Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 201 1 :i. Employee contribution rate - 7% of reportable compensation.C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:i. Employee contribution rate - 7.25% of reportable compensation (subject tochange). 22 137
MemorandumofUnderstanding
TeamstersPTCUnitJulyl,2025-June30,2027
FourthLevel1959SurvivorBenefit—TheCitywillpayallcostsassociatedwiththisbenefit.
38.SAFETYINCENTIVEFORPUBLICWORKSINSPECTORS
AllPublicWorksInspectors(PWI),uponcompletionofsafetytraining,willbeeligibleforasafety incentive.Foranythree(3)monthperiod,usingthequartersofJuly—September;October— December;January—March;April—June,thatallPWIasagroupdonotexperienceanywork- relatedillnessorinjury,exceptforthatrequiringfirstaidtreatment,willqualifythegroupto receiveone-halfdayoffWithinthirty(30)daysaftertheendofthequarter.Affectedemployees willreceivepaidtimeoffequaltofive(5)hours.Thispaidtimeoffwillbeplacedinaleavebank whichmaybeusedatatimeoftheemployee’schoosingwithinaone(1)yearperiod.Anyhours remaininginthisleavebankafteraone(l)yearperiodwillberemovedfromtherecordswithout furtherconsideration.Thisleavebankisnoteligibletobeconvertedtocashatanytime.This incentiveistiedtotheAmericanFederationofState,CountyandMunicipalEmployees (AFSCME).ShouldanymemberofAFSCMEexperienceawork—relatedillnessorinjury,PWIS willnotbeeligiblefortheone-halfdayoff.Injuriesthatariseoutofno—faultbytheCityemployee willnotaffectthisincentive.“Nofault”willbedeterminedbytheDirectorofHuman Resources/RiskManagementafterreviewingrecommendationsfromtheDeputyDirectorof DevelopmentServicesand/orthePublicWorksServicesManager.
39.SALARYADJUSTMENTS(Overpayment,Recovery,andUnderpayments) Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.
A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepaymentshall occurwithinthesametimeframetheoverpaymentwasreceivedbytheemployeeor sooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months,the employeeshallbegivensix(6)monthstorepaytheoverpayment.
Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand todiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.
3.Extensionstotheperiodforrepaymentoftheoverageoranalternativeprepaymentmethod mayberequestedbytheemployeeandaresubjecttotheapprovalofthedirectorofHuman Resources/RiskManagementortheirdesignee.Extensionswillbeapprovedonlyinthe caseofextremehardship,andtheextendedperiodforrepaymentwillnotbelongerthan oneandone—half(lV2)timesaslongastheoverpaymentperiod.
I)x
B.Recovery
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainsttheemployee.
I)x.b)
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027Fourth Level 1959 Survivor Benefit - The City will pay all costs associated with this benefit.38. SAFETY INCENTIVE FOR PUBLIC WORKS INSPECTORSAll Public Works Inspectors (PWI), upon completion of safety training, will be eligible for a safetyincentive. For any three (3) month period, using the quarters of July - September; October -December; January - March; April - June, that all PWI as a group do not experience any work-related illness or injury, except for that requiring first aid treatment, will qualify the group toreceive one-half day off within thirty (30) days after the end of the quarter. Affected employeeswill receive paid time off equal to five (5) hours. This paid time off will be placed in a leave bankwhich may be used at a time of the employee’s choosing within a one ( 1 ) year period. Any hoursremaining in this leave bank after a one (1) year period will be removed from the records withoutfurther consideration. This leave bank is not eligible to be converted to cash at any time. Thisincentive is tied to the American Federation of State, County and Municipal Employees(AFSCME). Should any member of AFSCME experience a work-related illness or injury, PWIswill not be eligible for the one-half day off. Injuries that arise out of no-fault by the City employeewill not affect this incentive. “No fault” will be determined by the Director of HumanResources/Risk Management after reviewing recommendations from the Deputy Director ofDevelopment Services and/or the Public Works Services Manager.39. SALARY ADJUSTMENTS (Overpayment, Recovery, and Underpayments)All adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. Overpayments1 . In situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemployee shall be given six (6) months to repay the overpayment.2. Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the HumanResources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.3. Extensions to the period for repayment of the overage or an alternative prepayment 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 !4) 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 a collections process against the employee.23 138
McmorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
C.Underpayments
InsituationinvolvingundeipaymenttoanemployecbytheCity,theemployeeshallreceive thebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade,following timelysubmissionofappropriatcdocumentationandnecessaryapprovalofthecompensation change.
40.SCHEDULE
FlexibleTimeScheduling
TheCityshallestablishworkschedulesasmaybenecessaryforefficientandeconomicalprovision ofservicesforthepublicandtomakesuchadjustmentsinworkschedulesarerequiredfromtime t0i11’1’16.
TheFairLaborStandardsAct(FLSA)definesaworkperiodasaregularlyrecurringperiodofone hundredsixty-eight(168)hoursinseven(7)consecutive24—hourperiods.The7-dayworkperiod neednotcoincidewiththecalendarweek.ForpurposesofthisAgreement,the7—dayworkperiod beginsatmidnighteachMondayandendsatl1:59p.m.thefollowingSunday.
EmployeesofthisUnionshallworkaforty(40)hourworkweekundereithera4/10,9/80or5/40 schedule.
Employeesassigneda4/10workscheduleshallworkfour(4)consecutiveworkdaysoften(10) workinghourseachexcludingthemealperiod,followedbythree(3)consecutivedaysoff.
Employeesassigneda9/80workscheduleshallworkeight(8)workdaysofnine(9)hourseach, andone(l)dayofeight(8)hours,exclusiveofthemealperiod.Thedesignatedworkweekshall beginexactlyfourhoursafterthestartofthe8—hoursshiftonthedayoftheweekthatcorresponds withtheemployee’salternativeregulardayoff.
Employeesassignedtoa5/40workscheduleshallworkaweekoffive(5)consecutiveworkdays ofeight(8)hourseachwithinaseven(7)dayperiodandtwo(2)consecutivedaysoff.
Permanentchangesinanemployee’sregularworkscheduleshallbecommunicatedinwritingto theemployeeatleastten(10)workingdaysinadvanceoftheimplementationofsuchchanges.
Thisprovisionappliestoregularpermanentworkschedulinganddoesnotapplytosituations identifiedasemergency.
AlsoseeOvertimeandRegularRateofPaySectionsinthisMOU.
41.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheDepartmentDirector,employeesmaybeallowedtoextend theirlastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(l)payperiod beyondthelastdaytheemployeephysicallyreportstowork.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027C. UnderpaymentsIn situation involving underpayment to an employee by the City, the employee shall receivethe balance due within the next pay period for which the adjustment can be made, followingtimely submission of appropriate documentation and necessary approval of the compensationchange.40. SCHEDULEFlexible Time SchedulingThe City shall establish work schedules as may be necessary for efficient and economical provisionof services for the public and to make such adjustments in work schedules are required from timeto time.The Fair Labor Standards Act (FLSA) defines a work period as a regularly recurring period of onehundred sixty-eight (168) hours in seven (7) consecutive 24-hour periods. The 7-day work periodneed not coincide with the calendar week. For purposes of this Agreement, the 7-day work periodbegins at midnight each Monday and ends at 1 1 :59 p.m. the following Sunday.Employees of this Union shall work a forty (40) hour work week under either a 4/10, 9/80 or 5/40schedule.Employees assigned a 4/10 work schedule shall work four (4) consecutive workdays of ten (10)working hours each excluding the meal period, followed by three (3) consecutive days off.Employees assigned a 9/80 work schedule shall work eight (8) workdays of nine (9) hours each,and one (1) day of eight (8) hours, exclusive of the meal period. The designated workweek shallbegin exactly four hours after the start of the 8-hours shift on the day of the week that correspondswith the employee’s alternative regular day off.Employees assigned to a 5/40 work schedule shall work a week of five (5) consecutive workdaysof eight (8) hours each within a seven (7) day period and two (2) consecutive days off.Permanent changes in an employee’s regular work schedule shall be communicated in writing tothe employee at least ten (10) working days in advance of the implementation of such changes.This provision applies to regular permanent work scheduling and does not apply to situationsidentified as emergency.Also see Overtime and Regular Rate of Pay Sections in this MOU.41. SEPARATION FROM CITYAt the discretion and approval of the Department Director, employees may be allowed to extendtheir last day of employment through the use of qualifying leave time for up to one (1) pay periodbeyond the last day the employee physically reports to work.24 139
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgovemingleaveusage.TheDepartmentDirector0rdesignee shallberesponsibleforreviewingandgrantingrequestsonacase—by—casebasistoensure consistencyandfairnessinapplication.
Forthisarticle,qualifyingleavetimeisdefinedasvacation,holiday,floatingholiday,personalor comptime.SickleaveusagewillbeallowedunderthetermsofArticle42SickLeave,andthose provisionsmustbefollowedforanysickleaveusagetobeallowedunderthisarticle.
42.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater;whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous full—timeemployment.Followingthe90thdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofSickLeavepermonthtoamaximumaccrualofonethousandeighty (1,080)hours.
lfanemployeeChangesstatus(e.g.changesfromfull-timetopart-timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOUor SummaryofBenefits.
UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentofanySickLeavehoursfortimemissedfromwork.
43.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongasthe prioremployerdidnotcompensatetheemployeefortheseSickLeavehoursatthisamount proposedorgreater.Newemployeeswillberequiredtoprovideproofthatthesickleavehours werenotcashedoutbypresentingtheirlastpaystuborwrittenverificationfromtheirprior employer’sPayrollDivision.
44.SICKLEAVEBUY-BACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployee’saccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non-disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:
CompletedYearsofService%ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
Memorandum of UnderstandingTeamsters PTC Unit July 1 , 2025 - June 30, 2027The approval of such an extension shall be subject to operational needs, departmental policies, andcompliance with all applicable rules governing leave usage. The Department Director or designeeshall be responsible for reviewing and granting requests on a case-by-case basis to ensureconsistency and fairness in application.For this article, qualifying leave time is defined as vacation, holiday, floating holiday, personal orcomp time. Sick leave usage will be allowed under the terms of Article 42 Sick Leave, and thoseprovisions must be followed for any sick leave usage to be allowed under this article.42. 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 eighty(1,080) hours.If an employee changes status (e.g. changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any Sick Leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment of any Sick Leave hours for time missed from work.43. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long as theprior employer did not compensate the employee for these Sick Leave hours at this amountproposed or greater. New employees will be required to provide proof that the sick leave hourswere not cashed out by presenting their last pay stub or written verification from their prioremployer’s Payroll Division.44. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued SickLeave hours, at the hourly base rate of pay at the time of separation. This benefit is contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%10 years 35%1 5 years 40%20 or more years45%25 140
McmOrandumofUnderstanding
TeamstersPTCUnitJuly1,2025—Junc30,2027
TheCitywillbuy—backsickleaveat100%foranyservice0rdisabilityretirementfallowingfive (5)yearsofcontinuousfull-timeservicewiththeCityastheflnalemployer.
45.SICKLEAVECONVERSIONTOPERSONALLEAVE
ForemployeeswhohaveearnedSickLeaveaccrualbenefitsforone(l)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:
PersonalLeavemustbetakenastimeoffwithDepartmentDirectorapprovalandmaynotbe carriedfromonefiscalyeartoanother.PersonalLeavethatisnotusedwillbecreditedtoSick Leaveattheendofafiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty (1,080)hoursSickLeavelimit.
46.SICKLEAVEPROGRAM
Employeeshavinginexcessofninehundredandsixty(960)hoursofaccumulatedSickLeaveon thelastpayperiodinJunewillbepaidinthefinalpaycheckofthefiscalyear,anamountcomputed atthethenexistinghourlyrateforeachhourinexcessofninehundredandsixty(960)hours,up toamaximumoffiftysix(56)hours.
47.SPECIALASSIGNMENTS
Employeeswillbesubjecttomandatorytransfersinto“SpecialAssignments”tomeetthe operationalneedsoftheCity(exceptingpositionsrequiringanofficialPoliceBackgroundbe conducted,whichremainsubjecttovoluntarytransfer).Trainingwillbeprovided,asneeded,to assistinthetransitionofacquiringnewdutiesandresponsibilities.Ifanemployeehasaspecific concernrelativetothe“SpecialAssignment”theyhavebeenchosentofill,adiscussionwillbe heldthatmayincludetheaffectedemployee,theirrepresentative,theDirectorofHuman Resources/RiskManagementandanyotherrelevantparty.
Anemployeewillexperiencenochangeincompensationifthe“SpecialAssignment”isdeemed tobesetatalowerpaygradethantheemployeeiscurrentlyearning.Ifanemployeeisplacedin apositionatahigherpaygradethantheemployeeiscurrentlyearning.thiswillbedeemedtobe“ActingDuty”andwillbecompensatedinaccordancewiththeCity’srulesregarding“Acting A
SickLeave
B
AnnualSick
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960Days(10hours)
Earned
LeaveDays
(10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) 0 8days(64hrs) 0+64+56=120hrs
11days(l10hrs) lday(10hrs) 7days(56hrs) 10+56+54=120hrs 10days(100hrs) 2days(20hrs) 6days(48hrs) 20+48+52:120hrs 9days(90hrs) 3days(30hrs) 5days(40hrs) 30+40+50=120hrs
8days(80hrs) 4days(40hrs) 4days(32hrs) 40+32+48=120hrs
7days(70hrs) 5days(50hrs) 3days(24hrs) 50+24+46=120hrs
6days(60hrs) 6days(60hrs) 2days(l6hrs) 60+16+44=120hrs
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027The City will buy-back sick leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer.45. 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( 1 0 hours) UsedcPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960Hours limit convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56 = 120 hrs1 1 days (110 hrs)1 day (10 hrs)7 days (56 hrs)10+56+54= 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48 = 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days (16 hrs)60+16+44= 120 hrsPersonal Leave must be taken as time off with Department Director approval and may not becarried from one fiscal year to another. Personal Leave that is not used will be credited to SickLeave at the end of a fiscal year if said credited hours do not exceed the one thousand eighty(1,080) hours Sick Leave limit.46. SICK LEAVE PROGRAMEmployees having in excess of nine hundred and sixty (960) hours of accumulated Sick Leave onthe last pay period in June will be paid in the final paycheck of the fiscal year, an amount computedat the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, upto a maximum of fifty six (56) hours.47. SPECIAL ASSIGNMENTSEmployees will be subject to mandatory transfers into “Special Assignments” to meet theoperational needs of the City (excepting positions requiring an official Police Background beconducted, which remain subject to voluntary transfer). Training will be provided, as needed, toassist in the transition of acquiring new duties and responsibilities. If an employee has a specificconcern relative to the “Special Assignment” they have been chosen to fill, a discussion will beheld that may include the affected employee, their representative, the Director of HumanResources/Risk Management and any other relevant party.An employee will experience no change in compensation if the “Special Assignment” is deemedto be set at a lower pay grade than the employee is currently earning. If an employee is placed ina position at a higher pay grade than the employee is currently earning, this will be deemed to be“Acting Duty” and will be compensated in accordance with the City’s rules regarding “Acting26 141
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
Duty”status.TheperiOdoverwhich“ActingDuty”canbecontinuedwillnotbelimitedbythe timelinesetinthePersonnelRules.Anemployeeon“SpecialAssignment”willnotbeplacedon probationarystatus.Thelengthoftimetobeworkedina“SpecialAssignment”isundetermined; however,anemployee,ortheirrepresentative,mayperiodicallyrequestastatusreportastothe anticipatedcontinuationoftheir“SpecialAssignment"job.
Anemployeedemonstratingabonafideinabilitytoperformthedutiesofthe“SpecialAssignment” (i.e.,notperformingatasatisfactorylevelorbetter)willnotbesubjecttoterminationifsaid substandardperformanceisbasedonalackofjobskilloradisability.
48.STANDBYPAY
One(l)hourforeachdayoftheweek,includingweekendsandholidays,willbepaidatstraight time,inpayorcompensatorytimeoffattheemployee’soption,toemployeesrequiredtobeon StandbydutyasauthorizedbytheirDepartmentDirectororadesignatedrepresentative.
49.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 arerequiredtocompleteoneyearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.
AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthernAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(’MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.
Advanceableexpenseswillincludebooks,tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth—relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled Memorandum of UnderstandingTeamsters PTC Unit July 1 , 2025 - June 30, 2027Duty” status. The period over which “Acting Duty” can be continued will not be limited by thetimeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed onprobationary status. The length of time to be worked in a “Special Assignment” is undetermined;however, an employee, or their representative, may periodically request a status report as to theanticipated continuation of their “Special Assignment” job.An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment”(i.e., not performing at a satisfactory level or better) will not be subject to termination if saidsubstandard performance is based on a lack of job skill or a disability.48. STANDBY PAYOne (1) hour for each day of the week, including weekends and holidays, will be paid at straighttime, in pay or compensatory time off at the employee’s option, to employees required to be onStandby duty as authorized by their Department Director or a designated representative.49. 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 Rcsources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursementshall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed27 142
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.
EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.
50.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResources/RiskManagementDepartmentnolaterthanMay15‘ofeachyearinorder toparticipateinthisEnhancedProgram.
Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment. 5].UNIFORMSFORCODECOMPLIANCEINSPECTORS,BUILDINGINSPECTORS,
PUBLICWORKSINSPECTORS,COMMUNITYSERVICESSTAFFAND
STOREKEEPER
UniformswillbeprovidedforemployeesinthepositionclassificationsofCodeCompliance Inspector,BuildingInspector,PublicWorksInspector,CommunityServicesStaffand Storekeeper.Employeesagreetoacceptonlythoseuniformsneededandtoreturnanyunused uniformstotheCity.RefertoExhibitAforeligibility.Shirts,pants,sweatshirts,jacketsandhats shallbereturnedtotheemployee’sDepartmentsupervisorforreplacementasneeded.
TheCitywillreporttoCalPERSthemonetaryvalueforprovidingandmaintainingtheemployee’s requireduniforms.TheuniformallowancewillbederivedfromtheCity’stotalcalendaryearcosts forprovidingandmaintainingtheemployees’uniforms,nottoexceedonethousanddollars ($1,000)perfiscalyearperemployee,andwillbereportedonabi—weeklybasis.
A“bulletproofvest”willbeprovidedtoCodeComplianceInspectorsuponrequest.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027as '‘tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60)calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee's next regular payroll check in an amount equal to the amount of tuition fundsadvanced.50. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources/Risk Management Department no later than May 1 stof each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.51. UNIFORMS FOR CODE COMPLIANCE INSPECTORS, BUILDING INSPECTORS,PUBLIC WORKS INSPECTORS, COMMUNITY SERVICES STAFF ANDSTOREKEEPERUniforms will be provided for employees in the position classifications of Code ComplianceInspector, Building Inspector, Public Works Inspector, Community Services Staff andStorekeeper. Employees agree to accept only those uniforms needed and to return any unuseduniforms to the City. Refer to Exhibit A for eligibility. Shirts, pants, sweatshirts, jackets and hatsshall be returned to the employee’s Department supervisor for replacement as needed.The City will report to CalPERS the monetary value for providing and maintaining the employee’srequired uniforms. The uniform allowance will be derived from the City’s total calendar year costsfor providing and maintaining the employees’ uniforms, not to exceed one thousand dollars($1,000) per fiscal year per employee, and will be reported on a bi-weekly basis.A “bulletproof vest” will be provided to Code Compliance Inspectors upon request.28 143
MemorandumofUnderstanding
TeamstcrsPTCUnitJuly1,2025—June30,2027
SecalsoWorkBootsandWorkShoes.
52.UNIONUSEOFBULLETINBOARDSANDEMAILSYSTEMS
BulletinBoards:
A.TheCityagreestoprovidereasonablespaceonBulletinBoardsforUnionnoticesinthe followinglocations:
i.CityHall(upstairsanddownstairs)
ii.PoliceDepartment
iii.PublicWorks(yard)
B.NoCityequipmentshallbeusedtoreproducematerialspostedonthebulletinboards.Union representativesmayonlyremovepostingbytheUnion.
C.ItisunderstoodandagreedthatthespaceprovidedonthebulletinboardsforUnionuseshall beonlyforthepostingforformalnoticesofmeetings,newsbulletins,agendas,andminutes, informationconcerningTeamstersPTCUnitelectionsortheresultsthereof;TeamstersPTC Unitrecreationalandrelatedsocialevents,andnamesofrepresentativeandoffersoftheUnion.
Thebulletinboardsshallnotbeusedforpostingordistributingliteratureconcerningcandidates forpublicoffice.
D.AllmaterialspostedbyTeamstersPTCUnitshallbeidentifiedasUnionmaterialormustbe signedbyaUnionrepresentativewhosenameisonfrlewiththeHumanResources/Risk Managementpriortoposingforinformationalpurposesonly.
UseofEmail:
A TeamstersPTCUnitispermittedtousetheCitysemailsystemforthefollowrngpurposes
1. CommunicatingWithunionmembersrevardingmeetingseventselectronsandother unronactrvrtres
ii.Distributinginformationrelatedtocollectivebargaining,grievanCeprocessesand otherunionrelatedmatters.
iii.Announcementsrelatedtoworkplaceissuesorconcerns.
B.Allunion-relatedemailsmustcomplywiththeCity’spoliciesgoverningacceptableuseof electroniccommunicationsystems.
C Unionuseoftheemailsystemmustnot
1. InterfereWiththeefficientoperationoftheCitysemailsystemofworkplace productiVity.
ii.Includecontentthatispolitical,harassing,discriminatory,orotherwiseprohibitedby CityofChino’spoliciesorapplicablelaws.
iii.Usedforsolicitationunrelatedtotheunion‘srepresentationalactivitiesorforperson gain.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027See also Work Boots and Work Shoes.52. UNION USE OF BULLETIN BOARDS AND EMAIL SYSTEMSBulletin Boards:A. The City agrees to provide reasonable space on Bulletin Boards for Union notices in thefollowing locations:i. City Hall (upstairs and downstairs)ii. Police Departmentiii. Public Works (yard)B. No City equipment shall be used to reproduce materials posted on the bulletin boards. Unionrepresentatives may only remove posting by the Union.C. It is understood and agreed that the space provided on the bulletin boards for Union use shallbe only for the posting for formal notices of meetings, news bulletins, agendas, and minutes,information concerning Teamsters PTC Unit elections or the results thereof; Teamsters PTCUnit recreational and related social events, and names of representative and offers of the Union.The bulletin boards shall not be used for posting or distributing literature concerning candidatesfor public office.D. All materials posted by Teamsters PTC Unit shall be identified as Union material or must besigned by a Union representative whose name is on file with the Human Resources/RiskManagement prior to posing for informational purposes only.Use of Email:A. Teamsters PTC Unit is permitted to use the City’s email system for the following purposes:i. Communicating with union members regarding meetings, events, elections, and otherunion activities.ii. Distributing information related to collective bargaining, grievance processes, andother union-related matters.iii. Announcements related to workplace issues or concerns.B. All union-related emails must comply with the City’s policies governing acceptable use ofelectronic communication systems.C. Union use of the email system must not:i. Interfere with the efficient operation of the City’s email system of workplaceproductivity.ii. Include content that is political, harassing, discriminatory, or otherwise prohibited byCity of Chino’s policies or applicable laws.iii. Used for solicitation unrelated to the union’s representational activities or for persongain. 29 144
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—June30,2027
53.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.Uponterminationofemployment, accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.Newemployees withlessthansix(6)monthsofCityserviceareineligibletoreceiveVacationLeaveConversion. [tistheresponsibilityofemployeestoscheduleVacationtimeoffforrestandrecuperationinorder thatearnedvacationtimeinexcessoffourhundred(400)hourswillnotberemovedfromthe records.
54.VACATIONLEAVEBUYBACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithless thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.
55.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(120)hoursofVacation Leavemayconvertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.
EmployeesmayconvertleavetopayinApriland/orNovemberofeachyear,calculatedatthe employee’shourlybaserateofpayatthetimeofconversion.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.Note:usagerequirementwaivedfor“activated”militarypersonnel.
56.WORKBOOTSANDWORKSHOES
Eligibleemployees(PublicWorksInspectors,BuildingInspectors,EnvironmentalCompliance Technicians,CodeComplianceInspectors,andStorekeepers)willreceiveathreehundreddollar ($300)allowanceintheirfirstpaycheckinJanuary.Thesefundswillbeusedbytheemployeefor thepurchaseofsafety-ratedworkbootsorworkshoes.Thiscompensationisnotreportableto PERSasspecialcompensation.
57.WORKERS’COMPENSATIONPROGRAM
WheneveranyemployeeoftheCityisdisabledwhethertemporarilyorpermanently.byinjuryor illnessaiisingoutof,andinthecourseof,theirdutiestheemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjuryemployeeswilluseaccruedSickLeave.
VacationLeave,FloatingHolidayLeave,and/orCompensatoryTimeoffforfullsalary continuance.
Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66-2/3%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(12)months.Ifthedisabilityextendsfora MonthsofCompletedService AnnualVacationAccrual
6~24months 12daysp/year(10.0000hoursp/month)
25—48months 15daysp/year(12.5000hoursp/month)
49—108months 18daysp/year(15.0000hoursp/month)
109#120months 19daysp/year(15.8333hoursp/month)
121ormoremonths 20daysp/year(16.6666hoursp/month)
Memorandum of UnderstandingTeamsters PTC Unit July 1 , 2025 - June 30, 202753. 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 Conversion.It is the responsibility of employees to schedule Vacation time off for rest and recuperation in orderthat earned vacation time in excess of four hundred (400) hours will not be removed from therecords.Months of Completed ServiceAnnual Vacation Accrual6-24 months12 days p/year (10.0000 hours p/month)25 - 48 months15 days p/year (12.5000 hours p/month)49 - 108 months18 days p/year (15.0000 hours p/month)109 - 120 months19 days p/year (15.8333 hours p/month)121 or more months20 days p/year (16.6666 hours p/month)54. VACATION LEAVE BUY BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.55. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) hours of VacationLeave may convert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year.Employees may convert leave to pay in April and/or November of each year, calculated at theemployee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Note: usage requirement waived for “activated” military personnel.56. WORK BOOTS AND WORK SHOESEligible employees (Public Works Inspectors, Building Inspectors, Environmental ComplianceTechnicians, Code Compliance Inspectors, and Storekeepers) will receive a three hundred dollar($300) allowance in their first paycheck in January. These funds will be used by the employee forthe purchase of safety-rated work boots or work shoes. This compensation is not reportable toPERS as special compensation.57. WORKERS’ COMPENSATION PROGRAMWhenever any employee of the City is disabled whether temporarily or permanently, by injury orillness arising out of, and in the course of, their duties the employee will be compensated asfollows: On the first, second, and third day of the injury employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for a30 145
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025—Jun€30,2027
periodbeyondfourteen(14)calendardaystheCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequiredthefirst,second,andthirddays’salaryis paidbytheCitythroughtheWorkers’Compensationprogram.
58.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork-relatedillnessorinjuryresultsinapermanentdisabilitysettlement,the Citywillprovideatenpercent(10%)premiumbenefitpaymentprovidedthefollowingoccurs:
o ThattheWorkers’CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
o Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
o Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;and
o ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.
Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefltofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon—litigatedcasesthatcanbepassedontotheillorinjuredworker.
59.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityandtheTeamsters PTCUnitwillimmediatelycommencetonegotiateforthepurposeofreplacinganyinvalidor illegalprovision.However,nosuchreplacementismandated.
60.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityandtheTeamsters PTCUnitordeterminedbylawand/oracourtofcompetentjurisdictiontobeunlawful.
61.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjecttoconsiderationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.
62.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandTeamstersPTCUnitagreethatthe provisionofthisMemorandumofUnderstandingshallbeeffectiveonJulyl,2025,andshall expireonJune30,2027.
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027period beyond fourteen (14) calendar days the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.58. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs: That the Workers’ Compensation Appeals Board approves the total settlement, includingthe 10% premium benefit; That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will havebeen filed or served against the City of Chino; That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City; and That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve anyoutstanding issues or misunderstandings.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein cases handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.59. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City and the TeamstersPTC Unit will immediately commence to negotiate for the purpose of replacing any invalid orillegal provision. However, no such replacement is mandated.60. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City and the TeamstersPTC Unit or determined by law and/or a court of competent jurisdiction to be unlawful.61. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.62. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and Teamsters PTC Unit agree that theprovision of this Memorandum of Understanding shall be effective on July 1, 2025, and shallexpire on June 30, 2027. 31 146
Memorandum0fUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
TeamstersPTCUnitproposalsfOrthenextAgreementareduet0theCitynolaterthanApril15 ofeachyear.
Signaturesonfollowingpage.
bJI)x
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027Teamsters PTC Unit proposals for the next Agreement are due to the City no later than April 15of each year.Signatures on following page. 32 147
MemorandumofUnderstanding
TeamstersPTCUnitJuly1,2025-June30,2027
/
Andrvew\€6leman,LaborRelationsRepresentative
TeamstersLocal1932
Professionl,TechnicalandClericalUnit
9/)?W35
Datdl
%WL%
&bertAquino,Em o eRepresentativeTheresaDoyle
TeamstersLocal1 DirectorofHumanResources/
Professional,TechnicalandClericalUnit RiskManagement
Date
,3 é,
T Date
?,07g//ao25’
JorgeCruz,pl/oyee’Representative
TeamstersLocal1932
Professional,TechnicalandClericalUnit
7/},6/25‘
Date
SopMeza yeeRepresentative
amstersLocal
Profess1ona1TeccalandClerlcalUn1t
(9‘23‘25
Date
JessePiedo,Ep10eRepresentative
TeamsterLoc193
Professiona,TechnicaandClericalUnit
qlblu
Date
33 m
Memorandum of UnderstandingTeamsters PTC Unit July 1, 2025 - June 30, 2027Andrewk€61eman, Labor Relations RepresentativeTeamsters Local 1932Professional, Technical and Clerical Unita Reich, City Managerfry of ChinoDatbert Aquino, Employee RepresentativeTeamsters Local 1Professional, Technical and Clerical Unit Jorge Cruz, Efnployeel epresentativeTeamsters Local 1932Professional, Technical and Clerical Unit DateTheresa DoyleDirector of Human Resources/Risk ManagementDate Date DateSophia Meza,plpyee Representativeamsters Local 1932Professional, Technical and Clerical UnitDatJesse Pinedo, Eihploj e RepresentativeTeamsterkLoc193ProfessionaUTechnicahand Clerical UnitDate 33148 149
AMENDMENT NO. 1 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE TEAMSTERS LOCAL 1932 PROFESSIONAL, TECHNICAL AND CLERICAL UNIT JULY 1, 2025 – JUNE 30, 2027
This Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Teamsters Local 1932 Professional, Technical and Clerical Unit covering the period of July 1, 2025 through June 30, 2027 (“TEAMSTERS PTC UNIT MOU 2025-27”), is entered into by and between the City of Chino (“City”) and Teamsters Local 1932 representing the Professional, Technical and Clerical Unit (“TEAMSTERS PTC UNIT”).
RECITALS:
WHEREAS, the Teamsters Local 1932 is the recognized employee organization for the TEAMSTERS PTC UNIT which includes all regular, full-time Professional, Technical and Clerical employees in the City of Chino as identified in the TEAMSTERS PTC UNIT MOU 2025- 27; and
WHEREAS, on September 16, 2025, the City Council adopted Resolution No. 2025-064, which included a 3% cost-of-living adjustment wage increase (“COLA”) and an additional $0.51 per hour applied to each represented classification in the TEAMSTERS PTC UNIT, effective the first full pay period after City Council approval; and
WHEREAS, it is the City’s and Teamsters Local 1932’s desire to amend the implementation schedule for the 3% COLA and additional $0.51 per hour in the first year of the TEAMSTERS PTC UNIT MOU 2025-27 to make the COLA and additional $0.51 per hour effective the beginning of the pay period that includes July 1, 2025; and
WHEREAS, the labor representatives of the City and Teamsters Local 1932 have determined that changing the implementation schedule of Article 13 regarding the first year COLA wage increase in the TEAMSTERS PTC UNIT MOU 2025-27 would be in the best interests of the City and the parties for purposes of uniformity across bargaining units and commencing at the start of the successor TEAMSTERS PTC UNIT MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the TEAMSTERS PTC UNIT MOU 2025-27, signed by the parties and ratified by the members of the TEAMSTERS PTC UNIT, and approved and adopted by resolution of the City Council before becoming effective; and
THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 1 to the TEAMSTERS PTC UNIT MOU 2025-27, the parties hereto agree to the following updates and/or amendments made to the current/existing language in the TEAMSTERS PTC UNIT MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 1 language supersedes and governs.
150
Teamsters Local 1932 Professional, Technical and Clerical Unit Amendment No. 1 to Memorandum of Understanding
July 1, 2025 – June 30, 2027
2 ARTICLE 13. COST OF LIVING ADJUSMENT
Currently reads as follows:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Increases to employees’ base wages/salary ranges are as follows:
Effective the first full pay period after City Council approval: A three percent (3%) base pay increase shall be applied to the base pay ranges for each represented classification under the Teamsters PTC Unit. An additional fifty one cents ($0.51) on top of the three percent (3%) base pay increase shall be applied to each represented classification under the Teamsters PTC Unit in the same manner. The fifty one cents ($0.51) that the Teamsters PTC Unit received over what was provided to other bargaining units for their COLA is based upon and the result of the Teamsters PTC Unit’s elimination and/or relinquishment of any right or claim to any City deferred compensation matching benefit. Effective the beginning of the pay period including July 1, 2026: A three percent (3%) base pay increase shall be applied to the base pay ranges for each represented classification under the Teamsters PTC Unit.
Effective upon approval of the City Council, this Article shall be modified by wholly replacing the above with the following:
Increases to employees’ base wages/salary ranges for any represented positions are as follows:
Effective the pay period that includes July 1, 2025: A three percent (3%) base pay increase shall be applied to the base pay ranges for each represented classification in the Teamsters PTC Unit. An additional fifty one cents ($0.51) on top of the three percent (3%) base pay increase shall be applied to each represented classification in the Teamsters PTC Unit in the same manner. The fifty one cents ($0.51) that the Teamsters PTC Unit received over what was provided to other bargaining units for their COLA is based upon and the result of the Teamsters PTC Unit’s elimination and/or relinquishment of any right or claim to any City deferred compensation matching benefit.
Effective the beginning of the pay period that includes July 1, 2026: A three percent (3%) base pay increase shall be applied to the base pay ranges for each represented classification in the Teamsters PTC Unit.
Except as expressly provided for in this Amendment No. 1 to the TEAMSTERS PTC UNIT MOU 2025-27, all other provisions of the TEAMSTERS PTC UNIT MOU 2025-27 shall remain in full force and effect. The parties also acknowledge that this Amendment No. 1 to the TEAMSTERS PTC UNIT MOU 2025-27 shall not be in full force and effect until adopted by resolution by the City Council of the City of Chino.
[Signatures on Next Page]
151
152
RESOLUTION NO. 2025-085
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, APPROVING THE AMENDED AND RESTATED
COMPENSATION AND BENEFITS FOR DEPUTY DIRECTOR EMPLOYEES EFFECTIVE NOVEMBER 18, 2025
WHEREAS, Section 36506 of the California Government Code requires the City Council of the City of Chino to fix the compensation for all employees through a resolution or ordinance; and
WHEREAS, the City Council of the City of Chino previously adopted resolutions establishing compensation and benefits for Deputy Director Employees, with the most recent being Resolution No. 2025-074; and
WHEREAS, it is the City Council’s desire to clearly and compr ehensively repeal all prior resolutions affecting compensation and benefits for Deputy Director Employees and replace them entirely with a new, single, comprehensive document that incorporates all prior and current changes including updated compensation and benefits.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference.
SECTION 2. Resolution No. 2025-074 and all prior compensation and benefits resolutions adopted by City Council are hereby rescinded and replaced by this Resolution 2025-085, which approves amended and restated compensation and benefits for Deputy Director Employees. In the event of conflict between this Resolution and any prior City Council resolution relating to the subject matter of this Resolution No. 2025 -085, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent this Resolution No. 2025-085 provides benefits in excess or is different from the benefits provided in any prior City Council resolution, the provisions of this Resolution shall control.
SECTION 3. The City Council hereby approves and adopts the amended and restated Compensation and Benefit Plan for Deputy Director Employees, which is attached hereto as Exhibit A.
SECTION 4. The City Clerk shall certify the adoption of this Resolution as of November 18, 2025, with an effective date of November 24, 2025.
APPROVED AND ADOPTED THIS 18th day of November, 2025.
EUNICE M. ULLOA, MAYOR
153
RESOLUTION NO. 2025-085
ATTEST:
NATALIE GONZAGA
CITY CLERK
ATTACHMENT:
EXHIBIT A. Compensation and Benefit Plan for Deputy Directors
154
RESOLUTION NO. 2025-085
State of California )
County of San Bernardino ) §
City of Chino )
I, NATALIE GONZAGA , City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council at a regular meeting held on the 18th day of November 2025 by the following votes:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
NATALIE GONZAGA, CITY CLERK
155
Exhibit A
COMPENSATION AND BENEFIT PLAN
FOR DEPUTY DIRECTOR EMPLOYEES
DEPUTY DIRECTOR EMPLOYEES:
The Deputy Director Employee group (Employee or Employees) shall be comprised of the following classifications and positions employed by the City of Chino (City):
Deputy City Manager
Deputy Director of Community Services, Parks & Recreation Deputy Director of Development Services
Deputy Director of Finance
Deputy Director of Human Resources/Risk Management
Deputy Director of Public Works/City Engineer
Deputy Director of Public Works/Services
Deputy Directors appointed after February 7, 2023 are at-will employees of the City.
BASE COMPENSATION:
In addition to the two percent (2%) cost-of-living adjustment wage increase (COLA) previously provided to all Deputy Director Employees through City Council Resolution No. 2025-039, adopted on July 15, 2025 and made effective July 21, 2025, all Deputy Director Employees shall be provided an additional one percent (1%) COLA wage increase effective the pay period beginning on November 24, 2025, as reflected in the updated Classification Plan and Compensation Schedule set forth below:
Classification Title Range Base Midpoint MaximumHourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Deputy Director of Public Works/ServicesM39 Deputy City Manager M39
Deputy Director of Human Resources/Risk ManagementM39Deputy Director of Public Works/City EngineerM39 Deputy Director of Finance M39Deputy Director of Community Services, Parks & RecreationM39Deputy Director of Development ServicesM39 156
Effective the beginning of the pay period including July 1, 2026, the Classification Plan and Compensation Schedule for Deputy Director Employees shall reflect a three percent (3%) COLA as follows:
RETENTION PAY:
All Deputy Director Employees still employed by the City as of November 24, 2025 shall receive a one-time, lump sum retention payment in the amount of 0.90% of their annal base pay, as Off- Salary-Schedule Pay per section 571(a) of Title 2 of the California Code of Regulations, to be issued through Payroll and subject to applicable taxes and withholdings, and shall not be considered earnable or pensionable compensation under the California Public Employees’ Retirement System.
DIRECT DEPOSIT:
All Employees will have funds directly deposited into an account they established for deposit of their payroll checks.
LONGEVITY PAY:
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $500 paid in a lump sum at time of anniversary. 15 years of service - $1,000 paid in a lump sum at time of anniversary. 20 years of service - $1,500 paid in a lump sum at time of anniversary. 25 years of service - $2,000 paid in a lump sum at time of anniversary. 30 years of service - $2,500 paid in a lump sum at time of anniversary. 35 years of service - $3,000 paid in a lump sum at time of anniversary. 40 years of service - $3,500 paid in a lump sum at time of anniversary. 45 years of service - $4,000 paid in a lump sum at time of anniversary.
Classification Title Range Base Midpoint Step D
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Hourly 74.63$ 85.83$ 98.70$
Monthly 12,936.25$ 14,876.67$ 17,108.17$
Annually 155,235.00$ 178,520.00$ 205,298.00$
Deputy Director of Public
Works/Services
M39
Deputy City Manager M39
Deputy Director of Human
Resources/Risk Management
M39
Deputy Director of Public
Works/City Engineer
M39
Deputy Director of Finance M39
Deputy Director of Community
Services, Parks & Recreation
M39
Deputy Director of
Development Services
M39
157
ACTING PAY:
The City will grant Acting after an Employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an Employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the Employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager
Subject to the conditions noted above, qualifying Employees will receive Acting Pay for all days worked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non- consecutive work days in a ninety (90) calendar day period. The Employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.
ADDITIONAL DUTY PAY:
Afforded to an Employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An Employee performing this type of work for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.
BILINGUAL PAY:
Employees are eligible to receive one hundred and sixty dollars ($160) per month (paid over 24 pay periods) for verbal fluency in any language, other than English, that the Department Director deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine Employees’ proficiency. Testing and its frequency are at the discretion of the City. An Employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an Employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the Employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the Employee to use bilingual skills on the job. If an Employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the Employee’s Department Director that bilingual skills are no longer required for use on the job and this benefit will be removed from the Employee with no right of appeal.
DEFERRED COMPENSATION PLAN:
A deferred compensation plan, 457(b), is available to all Employees, providing tax-deferred savings to serve as a retirement supplement. An Employee may contribute to the City's designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.
City Contribution
The City-paid contribution to deferred compensation is four hundred and ten dollars ($410) per month. The contribution will be placed in a deferred compensation account, 401(a), selected by the City. Loans are permitted.
158
“Catch-up” Provision
Pursuant to federal and state law, Employees attaining the minimum age of 47, who are within 3 years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan "catch-up" provisions and allowances as defined in federal and state law. To the extent allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an Employee's planned retirement date, the conversion of accrued Sick, Vacation, Sick Leave Conversion, Management, and Floating Holiday Leave hours to cash contribution at the Employee's base rate of pay in effect at the time of conversion. Leave conversion contributions for the "457 catch-up" shall normally be distributed over an Employee's last three (3) years prior to their planned retirement date. However, based on the total amount of "457 catch-up" contributions available to the Employee, accumulated Sick Leave hours, and the Employee's designated retirement date, “457 catch-up” contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the Employee must be within 3 years of their planned retirement date, have “457 catch-up” privileges available to them, be enrolled in the City-sponsored 457 Deferred Compensation Plan.
“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of 5 years of service with the City as the final employer and either a qualified service or disability retirement. The City will advance Employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.
In the event an Employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said Employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the Employee on separation, without it being necessary for the City to seek a civil judgment for the monies.
In order to participate, the Employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the 3 years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The Employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.
The Employee will continue to accrue Sick Leave hours at the normal rate while participating in this program. “Catch-up” hours advanced will be added back to the Employee’s Sick Leave bank for the Sick Leave Program calculation.
“Catch-up”– Vacation Leave
In order to participate, the Employee will select the amount of Vacation Leave they want transferred into deferred compensation at the beginning of each of the 3 years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The Employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.
The Employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The Employee will 159
continue to accrue Vacation Leave hours at the normal rate while participating in this program.
“Catch-up”– Other Leave Banks
In order to participate, the Employee will select the amount of other leave (this may be Sick Leave Conversion, Management, and/or Floating Holiday leave hours) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The Employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year and Employee attains age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Sick, Vacation, Management, and/or Floating Holiday leave hours to contribute this additional amount.
Contributions to the deferred compensation plan will be discontinued while an Employee is receiving Workers’ Compensation payments.
BENEFIT BANK:
Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.
The Benefit Bank amount will be adjusted annually when new rates become effective December 1st. Unused portions of the Benefit Bank will be paid out in the Employee’s regular paychecks as earned.
Any Employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent.
New Hires:
Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the Employee in the lowest cost medical plan. Such enrollment will remain in effect until the Employee provides valid opt-out documentation during the next Open Enrollment period.
Recertification:
Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the Employee in lowest cost medical plan. Such enrollment will remain in effect until the Employee provides valid opt-out documentation during the next open enrollment period.
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified immediate family member is provided. A “qualified immediate family member” is defined as spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandparent, step-grandparent, grandchild, or any other relative residing within the Employee’s home.
160
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The Employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Head. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
CERTIFICATE PAY:
If a professional certificate is required as part of an Employees’ job, it will be paid for in the same manner and subject to the same limits as the American Federation of State, County and Municipal Employees (AFSCME) Employees.
Certified Access Specialist (CASp) – Qualifying Employees are eligible to receive two hundred and fifty dollars ($250) per month (paid over 24 pay periods) if they possess a current CASp certificate.
COMPUTER LOAN PROGRAM:
Employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. A written agreement between the City and participant is required to participate in this program.
The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.
DEATH BENEFIT:
Employees are provided with $100,000 in life insurance coverage, payable to beneficiary(ies) on file in Human Resources/Risk Management Department at time of death.
In the event of an Employee’s death, their beneficiary(ies) will receive payment of all unused Leave Time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established 161
by years of service. If the Employee would have been eligible for retirement using the definition in CalPERS, Sick Leave will be paid to the Employee’s beneficiary(ies) at 100% cash out of the Employee’s accrued Sick Leave on record.
In the event of an Employee death, and such death is defined by the Workers’ Compensation system as an industrial death, the Employee’s beneficiary(ies) will receive 100% cash-out of the Employee’s accrued sick leave on record.
DEFINED CONTRIBUTION PLAN -- 401(a):
This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows Employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating Employee. An Employee’s election to enroll in the 401(a) Plan is irrevocable. Loans are permitted.
DISABILITY:
The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, Employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy- down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the Employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the Employee’s base salary. The entire benefit period will not exceed five (5) years.
FLEXIBLE BENEFITS SPENDING PLAN:
A Section 125 - Flexible Benefits Spending Plan is available for Employee contributions in accordance with IRS regulations.
FLOATING HOLIDAY TIME:
Employees are provided with thirty five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).
This time off is used by the Employee with the approval of their supervisor.
Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the Employee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash out (requires minimum of ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.
Except for Employees retiring from the City, Employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the Employee’s final check(s), or in the event that sufficient funds are not available, the Employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
HOLIDAYS:
The City has designated twelve (12) ten-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
162
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
HOLIDAY CLOSURE:
The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Sick Leave Conversion or remain in an unpaid leave status during this period.
The City shall have the discretion to advance Vacation time, which will be earned by the Employee in the future, to those Employees who request it and who do not have any current Vacation, Floating Holiday, or Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.
Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.
HOLIDAY TIME COMPENSATION BANK:
When a City-designated holiday is observed on an Employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compensation bank. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the Employee’s current hourly rate.
Should the Employee separate from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday shall be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.
JURY DUTY:
It is the policy of the City that no Employee be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” shall be defined as a regularly scheduled day of work for the affected Employee.
For all jury service, Employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:
The City shall pay the Employee cost of the renewal fee for Registration as a Professional Engineer in the State of California. If the Employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.
LIFE INSURANCE:
Employees are provided with a total of $100,000 in life insurance coverage.
163
See also Death Benefit section.
MANAGEMENT LEAVE:
Employees are provided with sixty (60) Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management Employees or current Employees promoted into management will receive a prorated Management Leave benefit.
Up to thirty (30) hours of Management Leave may be cashed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the second payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the second payroll in June will be cashed out, up to thirty (30) hours maximum.
An additional sixty (60) hours of Management Leave may be granted by the Department Director with a corresponding ability to convert these hours to cash.
Except for Employees retiring from the City, Employees resigning/separating from employment will have Management Leave credited on a prorated basis (five (5) hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the Employee’s final check(s), or in the event that sufficient funds are not available, the Employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
MILEAGE REIMBURSEMENT:
The City agrees to reimburse Employees authorized by the Department Head for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid, the required vehicle insurance verification.
Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an Employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the Employee may not be paid until current vehicle coverage has been provided.
The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.
MILITARY LEAVE:
Under certain conditions, Employees ordered to active duty may receive wage continuation and benefits for up to one year. Cost-of-living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
PERFORMANCE EVALUATION:
Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.
164
PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):
Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file. Employees may be charged for cost of duplication of any materials in the personnel file for which they request copies.
An Employee shall have the right to respond in writing to adverse documents placed in their personnel file by submitting a written response to the Human Resources/Risk Management Department. The written response will be filed with the original document.
RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: Any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of Employees are not eligible for this benefit unless the recommendation for hire is made independent of their duties as a Recruitment Team Member, i.e., outside of the work hours in which they are formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.
REHIRE POLICY:
Any Employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in his or her former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall be subject to all terms and conditions of employment applicable to any newly hired Employee. The only exception shall be that any Employee rehired shall have their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation.
Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back shall be at the hourly rate existing upon rehire.
Sick leave on record at the time of separation that was not compensated for will be reinstated.
RETIREMENT:
The City has a three-tier retirement plan as follows:
A. Employees hired before the contract amendment with the California Public Employee’ Retirement System (CalPERS) effective October 16, 2011, will continue to be eligible for the 2.7% at 55 Plan, with the single highest year final compensation.
B. Employees hired on or after the contract amendment with CalPERS effective October 16, 2011 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation. 165
C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA) Plan with a 3-year average final compensation.
Member Contribution to CalPERS
Members will contribute the Employee rate of contributions each payroll. All Employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2) and CalPERS guidelines:
A. 2.7% at 55, if hired before October 16, 2011:
1) Employee contribution rate – 8% of reportable compensation.
B. 2% at 55, if hired on or after October 16, 2011:
1) Employee contribution rate – 7% of reportable compensation.
C. 2% at age 62 (Public Employees' Pension Reform Act of 2013) (PEPRA) if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 7.25% of reportable compensation (subject to change).
Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of Employee contributions only.
Employees will contribute twenty-five dollars ($25) per pay period on a pre-tax basis. Upon separation or retirement, Employees will contribute 50% of all qualifying accrued Sick Leave to the plan.
SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an Employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an Employee by the City, the Employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the Employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the Employee. A meeting may be requested by the Employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.
3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the Employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only the in case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.
B. Recovery
1. If the Employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the Employee’s final pay. If the amount owed is greater 166
than the Employee’s final pay, the City may initiate a collections process against the Employee.
C. Underpayments
1. In situations involving underpayment to an Employee by the City, the Employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
SEPARATION FROM CITY:
At the discretion and approval of the Department Director, Employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the Employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.
SICK LEAVE:
Upon hire, Employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90th day of employment, for each calendar month in which the Employee is paid for more than two-thirds (2/3) of the working days in such month, Employees accrue ten (10) hours of Sick Leave per month to a maximum accrual of one thousand eighty hours (1,080) hours.
If an Employee changes status (e.g. changes from full-time to part-time employment), or separates from this Employee unit, the Employee will be subject to the new bargaining group’s MOU or Compensation and Benefit Plan.
Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the Employee will not receive payment for any Sick Leave hours used.
SICK LEAVE BUY BACK:
At separation of employment the City will buy back a percentage of the Employee’s accrued sick leave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City.
Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%
The City shall buy back 100% of the Employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
167
SICK LEAVE CONVERSION TO PERSONAL LEAVE:
For Employees who have earned sick leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.
A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs
Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.
SICK LEAVE HIRING INCENTIVE:
New Employees may be eligible to be credited with two hundred (200) hours of Sick Leave so long as the prior employer did not compensate the Employee for sick leave hours in the same amount or greater. New Employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.
SICK LEAVE PROGRAM:
Employees having in excess of nine hundred and sixty (960) hours of accumulated sick leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.
SPECIAL COMPENSATION PAYMENT SCHEDULE:
Employees eligible to receive special compensation benefits which are a percentage of base pay, will receive compensation paid over 26 pay periods each fiscal year. All other special compensation, such as Bilingual Pay, will receive compensation paid over 24 pay periods each fiscal year. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employee’s Retirement System.
TUITION ADVANCE PROGRAM:
Employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond 168
the approved budget allocation will be authorized to cover any amount of any Employee’s educational expenses.
Affected Employees are required to complete one (1) year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one (1) year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program.
Said reimbursement shall be deducted from any separation check to be distributed to the Employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.
A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.
Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.
Employees agree that upon accepting a tuition advance from the City, the Employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for tuition advance form submitted by the Employee). In the event that the educational institution attended does not provide the Employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the Employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (60) calendar days extension will be granted. In the event that an Employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to one hundred and twenty (120) calendar days total), the City will have the right to automatically make a payroll deduction from the Employee’s next regular payroll check in an amount equal to the amount of tuition funds advanced.
TUITION REIMBURSEMENT – ENHANCED PROGRAM:
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year to verify the number of Employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1st of each year to participate in this enhanced program.
It shall remain the individual Employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.
169
VACATION LEAVE:
Maximum accrual of vacation is four hundred (400) hours. Upon termination of employment, accrued vacation will be paid at the Employee’s then existing hourly rate of pay. New Employees with less than six (6) months of City service are ineligible to receive Vacation Leave buy back. It is the responsibility of Employees to schedule vacation time off for rest and recuperation in order that earned vacation time in excess of four hundred (400) hours will not be removed from the records.
Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the Employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, Employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the City Manager or designated representative. If one or more City holidays fall within an annual vacation leave, the holidays will not be charged as vacation leave; however, extension of the vacation leave for the period of such holiday(s) is subject to approval of the City Manager.
A temporary increase in the total vacation hours accrued (in excess of 400 hours) may be approved by the Department Director and notification to Finance to affect this temporary exception.
VACATION LEAVE BUY BACK:
At separation or retirement, 100% of accrued vacation leave, to a maximum of four hundred (400) hours, will be paid at the Employee’s existing base rate of pay. New Employees with less than six (6) months of service are ineligible to receive vacation leave buy back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
VACATION LEAVE CONVERSION:
Employees who have accumulated a minimum of one hundred and twenty (120) vacation hours may convert a maximum of eighty (80) hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the Employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding sick leave, must have been taken as time off.
*This usage requirement is waived for “active” military personnel.
WORKERS’ COMPENSATION PROGRAM:
Whenever any Employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the Employee will be compensated as follows: On the first, second, and third day of the injury Employees will use accrued Sick, 170
Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.
Commencing the fourth day of the injury, the City will continue the Employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond fourteen (14) calendar days the City will credit the Employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days off are picked up by the City through the Workers’ Compensation program.
WORKERS’ COMPENSATION PREMIUM PAYMENT:
In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured Employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
That the injured Employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by statutory law. Nothing precludes an Employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.
SAVINGS CLAUSE:
Should any clause in this Compensation and Benefit Plan be held invalid by law and/or a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Compensation and Benefit Plan will be in full force and effect.
MAINTENANCE OF EXISTING BENEFITS:
All wages, hours and other terms and conditions of employment not specifically altered by this Resolution and presently enjoyed by the Employees will remain in full force and effect unless determined by a court of law to be unlawful.
IMPLEMENTATION:
These compensation and benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.
171
RESOLUTION NO. 2025-086
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, APPROVING THE AMENDED AND RESTATED
COMPENSATION AND BENEFITS FOR UNREPRESENTED MANAGEMENT
EMPLOYEES EFFECTIVE NOVEMBER 18, 2025
WHEREAS, Section 36506 of the California Government Code requires the City Council of the City of Chino to fix the compensation for all employees through a resolution or ordinance; and
WHEREAS, the City Council of the City of Chino previously adopted resolutions establishing compensation and benefits for Unrepresented Management Employees, with the most recent being Resolution No. 2025-076; and
WHEREAS, it is the City Council’s desire to clearly and comprehensively repeal all prior resolutions affecting compensation and benefits for Unrepresented Management Employees and replace them entirely with a new, single, comprehensive document that incorporates all prior and current changes including updated compensation and benefits.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The foregoing recitals are true and correct and are incorporated herein by this reference.
SECTION 2 . Resolution No. 2025 -076 and all prior compensation and benefits resolutions adopted by City Council are hereby rescinded and replaced by this Resolution 2025-086, which approves amended and restated compensation and benefits for Unrepresented Management Employees. In the event of conflict between this Resolution and any prior City Council resolution relating to the subject matter of this Resolution No. 2025-086, this Resolution shall supersede and prevail over the prior resolution to the extent of the conflict. To the extent this Resolution No. 2025-086 provides benefits in excess or is different from the benefits provided in any prior City Council resolution, the provisions of this Resolution shall control.
SECTION 3. The City Council hereby approves and adopts the amended and restated Compensation and Benefit Plan for Unrepresented Management Employees, which is attached hereto as Exhibit A.
SECTION 4. The City Clerk shall certify the adoption of this Resolution as of November 18, 2025, with an effective date of November 24, 2025.
APPROVED AND ADOPTED THIS 18th day of November, 2025.
EUNICE M. ULLOA, MAYOR
ATTEST:
NATALIE GONZAGA
CITY CLERK
172
RESOLUTION NO. 2025-086
ATTACHMENT:
EXHIBIT A. Compensation and Benefit Plan for Unrepresented Management
173
RESOLUTION NO. 2025-086
State of California )
County of San Bernardino ) §
City of Chino )
I, NATALIE GONZAGA, City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council at a regular meeting held on the 18th day of November 2025 by the following votes:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
NATALIE GONZAGA, CITY CLERK
174
Exhibit A
COMPENSATION AND BENEFIT PLAN
FOR UNREPRESENTED MANAGEMENT EMPLOYEES
UNREPRESENTED MANAGEMENT EMPLOYEES:
The Unrepresented Management Employee group (Employee or Employees) shall be comprised of the following classifications and positions employed by the City of Chino (City):
Accessibility Coordinator
Administrative Services Manager
Assistant Budget Manager
Assistant City Engineer
Assistant Civil Engineer
Assistant Engineer
Assistant Parks & Facilities Manager
Assistant Public Works Services Manager
Assistant to the City Manager
Associate Civil Engineer
Associate Engineer
Associate Planner
Budget Manager
Building and Code Compliance Manager
Building Official
Capital Improvement Projects Engineering
Manager
City Clerk
City Planner
City Traffic Engineer
Civil Engineering Manager
Clinical Program Manager
Communications Manager
Construction Project Coordinator
Contracts and DIF Administrator
Council Liaison
Crime Prevention & Community Outreach
Supervisor
Community Services, Parks & Recreation
Manager
Community Services, Parks & Recreation
Supervisor
Economic Development Analyst
Economic Development Manager
Emergency Services Coordinator
Engineering Manager
Environmental Compliance Coordinator
Environmental Compliance Supervisor
Environmental Services Administrator
Equipment Mechanic Supervisor
Facility Coordinator
Fiscal Services Manager
Grounds Supervisor
Housing Manager
Human Resources/Risk Management Analyst
Information Technology Analyst
Information Technology Manager
Information Technology Supervisor
Management Analyst
Multimedia Officer
Parks & Facilities Manager
Payroll Supervisor
Permit & Inspection Supervisor
Permit Center Coordinator
Police Records & Evidence Supervisor
Police Technical Services Manager
Principal Engineer
Principal Planner
Projects Manager
Public Information Officer
Public Safety Dispatch Supervisor
Public Works Project Manager
Public Works Services Manager
Public Works Supervisor
Purchasing Manager
Revenue Manager
Risk Manager
Senior Engineer
Senior Human Resources/Risk Management
Analyst
Senior Information Technology Analyst
Senior Management Analyst
Senior Planner
Sewer & Storm Drain Supervisor
Strategic Initiatives Manager
Streets Supervisor
Supervising Building Inspector
Supervising Code Compliance Inspector
Supervising Plans Examiner
Transportation Manager
Utilities Engineering and Operations Manager
Water Utilities Superintendent
Water Utilities Supervisor
175
BASE COMPENSATION:
In addition to the two percent (2%) cost-of-living adjustment wage increase (COLA) previously provided to all Unrepresented Management Employees through City Council Resolution No. 2025-039, adopted on July 15, 2025 and made effective July 21, 2025, all Unrepresented Management Employees shall be provided an additional one percent (1%) COLA wage increase effective the pay period beginning on November 24, 2025, as reflected in the updated Classification Plan and Compensation Schedule set forth at the end of this Compensation and Benefit Plan.
Effective the beginning of the pay period including July 1, 2026, the Classification Plan and Compensation Schedule for Unrepresented Management Employees shall reflect a three percent (3%) COLA as reflected in the Classification Plan and Compensation Schedule set forth at the end of this Compensation and Benefit Plan.
RETENTION PAY:
All Unrepresented Management Employees still employed by the City as of November 24, 2025 shall receive a one-time, lump sum retention payment in the amount of 0.90% of their annual base pay, as Off-Salary-Schedule Pay per section 571(a) of Title 2 of the California Code of Regulations, to be issued through Payroll and subject to applicable taxes and withholdings, and shall not be considered earnable or pensionable compensation under the California Public Employees’ Retirement System.
DIRECT DEPOSIT:
All Employees will have funds directly deposited into an account they established for deposit of their payroll checks.
LONGEVITY PAY:
Employees are eligible for longevity pay as a one-time lump sum payout as follows:
10 years of service - $500 paid in a lump sum at time of anniversary. 15 years of service - $1,000 paid in a lump sum at time of anniversary. 20 years of service - $1,500 paid in a lump sum at time of anniversary. 25 years of service - $2,000 paid in a lump sum at time of anniversary. 30 years of service - $2,500 paid in a lump sum at time of anniversary. 35 years of service - $3,000 paid in a lump sum at time of anniversary. 40 years of service - $3,500 paid in a lump sum at time of anniversary. 45 years of service - $4,000 paid in a lump sum at time of anniversary.
DEFERRED COMPENSATION PLAN:
A deferred compensation plan, 457(b), is available to all Employees, providing tax-deferred savings to serve as a retirement supplement. An Employee may contribute to the City’s designated deferred compensation plan up to the maximum annual amount allowed by federal and state law through a payroll deduction program.
City Contribution
The City-paid contribution to deferred compensation is two hundred and fifty dollars ($250) per month. The contribution will be placed in a deferred compensation account, 401(a), selected by the City. Loans are permitted.
176
“Catch-up” Provision
Pursuant to federal and state law, Employees attaining the minimum age of 47, who are within three (3) years of their planned retirement date, may take advantage of the 457 Deferred Compensation Plan “Catch-up” provisions and allowances as defined in federal and state law. To the extent allowed by federal and state law and the City's deferred compensation plan administrator, the City will allow, during the three (3) years prior to an Employee's planned retirement date, the conversion of accrued Sick, Vacation, Sick Leave Conversion, Management, Floating Holiday/Compensatory and Holiday Leave hours to cash contribution at the Employee's base rate of pay in effect at the time of conversion.
Leave conversion contributions for the “457 Catch-up” shall normally be distributed over an Employee's last three (3) years prior to their planned retirement date. However, based on the total amount of “457 catch-up” contributions available to the Employee, accumulated Sick Leave hours, and the Employee's designated retirement date, “457 Catch-up” contributions may occur over a shorter period of time prior to retirement. To be eligible to participate, the Employee must be within three (3) years of their planned retirement date, have “457 catch-up” privileges available to them, be enrolled in the City- sponsored 457 Deferred Compensation Plan.
“Catch-up” – Sick Leave
Employees are not entitled to 100% cash-out of Sick Leave until completion of five (5) years of service with the City as the final employer and either a qualified service or disability retirement. The City will advance Employees 47 years of age or older a cash-out of their accrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provision provided through the City’s 457 plan.
In the event an Employee separates for any reason other than service or disability retirement from the City prior to being eligible to receive 100% Sick Leave pay, said Employee will be required to reimburse the excess amount of Sick Leave previously paid out. The reimbursement will be deducted by the City from any or all earned funds available to the Employee on separation, without it being necessary for the City to seek a civil judgment for the monies.
In order to participate, the Employee will select the amount of Sick Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Sick Leave remaining at the end of the year. The Employee’s Sick Leave balance would then decrease commensurately with the amount of funds withdrawn.
The Employee will continue to accrue Sick Leave hours at the normal rate while participating in this program.
“Catch-up” hours advanced will be counted towards the Employee’s Sick Leave bank for the Sick Leave Program calculation.
“Catch-up”– Vacation Leave
To participate, the Employee will select the amount of Vacation Leave they want transferred into deferred compensation at the beginning of each of the three (3) years. The amount can be a selected number of hours or a percentage of Vacation Leave remaining at the end of the year. The Employee’s Vacation Leave balance would then decrease commensurately with the amount of funds withdrawn.
177
The Employee maintaining their Vacation Leave maximum would still be eligible for Vacation Leave incentives, such as Vacation Leave Conversion. The Employee will continue to accrue Vacation Leave hours at the normal rate while participating in this program.
“Catch-up”– Other Leave Banks
In order to participate, the Employee will select the amount of other leave (this may be Sick Leave Conversion, Management, Floating Holiday, Compensatory Time and/or Holiday Leave) to be transferred into deferred compensation at the beginning of each of the three (3) years. The amount must be a selected number of hours of leave. The Employee’s leave balance would then decrease commensurately with the amount of funds withdrawn.
“Age 50+ Catch-up”
In the calendar year an Employee reaches age 50 (or older), they may contribute an additional amount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year. Employees may use accrued Sick, Vacation, Management, Floating Holiday, Compensatory Time leave hours to contribute this additional amount.
Defined Contribution Plan - 401(A):
This plan, offered in addition to the existing 457 Deferred Compensation Plan, allows Employees to defer additional income (beyond what is allowed in the 457 Plan) as a means of accumulating greater savings for retirement. Participation is voluntary. Employees who elect to enroll in the 401(a) Plan contribute pre-tax contributions in one of the established amounts: 1% - 20% inclusive, 25%, or 100%. The City contributes $1 per pay period per participating Employee. An Employee’s election to enroll in the 401(a) Plan is irrevocable.
Loans are permitted.
Contributions to the deferred compensation plan will be discontinued while an Employee is receiving Workers’ Compensation payments.
ACTING PAY:
The City will grant Acting after an Employee has worked in a higher classification for twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. To receive Acting Pay, an Employee must be formally assigned the duties of the higher classification. This assignment must be confirmed by the processing of a Personnel Action Form (PAF). Acting Pay will be five percent (5%) above the Employee’s current base salary rate or Step “A” of the Acting position Classification, whichever is greater, or otherwise, as determined by the City Manager
Subject to the conditions noted above, qualifying Employees will receive Acting Pay for all days worked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non- consecutive work days in a ninety (90) calendar day period. The Employee will receive Acting Pay retroactive to the first day of serving in the acting capacity.
ADDITIONAL DUTY PAY:
Afforded to an Employee who takes on a significant number of extra assignments in an area different than their regularly assigned responsibilities. An Employee performing this type of work 178
for a period of time greater than two (2) weeks may be afforded a percentage increase in salary to compensate for performing dual functions at the discretion of the Department Director.
BILINGUAL PAY:
Employees are eligible to receive one hundred and sixty dollars ($160) per month (except for eligible Police Records & Evidence Supervisor and Public Safety Dispatch Supervisor who receive two hundred and forty dollars ($240) per month) (paid over 24 pay periods) for verbal fluency in any language, other than English, that the Department Director deems necessary, including sign language, under the following conditions:
a. Certification: A competency examination will be administered by the Human Resources/Risk Management Department to determine Employees’ proficiency. Testing and its frequency are at the discretion of the City. An Employee must pass the City’s competency examination to be eligible for Bilingual Pay. b. Department Director Approval: To be eligible to take the City’s competency examination, an Employee must be recommended by the Department Director. Eligibility for the opportunity to test for Bilingual Pay is solely at the Employee’s Department Director’s discretion and is not subject to administrative appeal or challenge. The Department Director will make their recommendation based on an assessment of the need for the Employee to use bilingual skills on the job. If an Employee is approved for Bilingual Pay, then later changes assignment, classification, job duties, or is transferred or promoted, a determination may be made by the Employee’s Department Director that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the Employee with no right of appeal.
CERTIFICATE PAY:
If a professional certificate is required as part of an Employees’ job, it will be paid for in the same manner and subject to the same limits as American Federation of State, County and Municipal Employees (AFSCME) Employees.
Certified Access Specialist (CASp) – Qualifying Employees are eligible to receive two hundred and fifty dollars ($250) per month (paid over 24 pay periods) if they possess a current CASp certificate.
COMMERCIAL DRIVER’S LICENSE:
Employees who are required to maintain their Class “A”, Class “B” or Class “C” with Hazmat endorsement driver’s license are eligible to receive two hundred and fifty dollars ($250) per fiscal year.
BENEFIT BANK:
Employees are provided with a Benefit Bank for the purchase of medical, dental and/or vision insurance for themselves and their eligible dependents. The Benefit Bank total will be equal to the premium cost of HMO medical (at the Kaiser rate), dental and vision coverage for family coverage.
The Benefit Bank amount will be adjusted annually when new rates become effective December 1st. Unused portions of the Benefit Bank will be paid out in the Employee’s regular paychecks as earned.
Any Employee opting out of health coverage will be required to submit an affidavit attesting that they have other qualifying group health coverage and provide supporting documentation. For example, a letter from the employer of a spouse, domestic partner, or parent. 179
New Hires:
Failure to provide the required documentation within sixty (60) days of hire may result in the City enrolling the Employee in the lowest cost medical plan. Such enrollment will remain in effect until the Employee provides valid opt-out documentation during the next Open Enrollment period.
Recertification:
Failure to provide the required documentation during the annual Open Enrollment period may result in the City enrolling the Employee in lowest cost medical plan. Such enrollment will remain in effect until the Employee provides valid opt-out documentation during the next open enrollment period.
BEREAVEMENT LEAVE:
A non-accruing bank of five (5) days (50 hours) for bereavement of a qualified family member is provided. A “qualified family member” is defined as spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in- law, son-in-law, grandparent, step-grandparent, grandchild, or any other relative residing within the Employee’s home.
The five (5) days of bereavement leave do not need to be taken consecutively; they can be used intermittently. If the leave is used intermittently, it must be used within three (3) months of the qualified family member’s date of death.
The Employee within thirty (30) days of the first day of the leave shall provide documentation of the death of the qualified family member, if requested by the Department Director. Documentation may include, but is not limited to a death certificate, a published obituary, a written verification of a death, burial or memorial service from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.
COMPENSATORY TIME:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Two (2) Compensatory Time banks, each consisting of eighty (80) hours, are established:
Compensation Bank No. 1: This bank provides for the accrual of eighty (80) hours of Compensatory Time to be paid out only upon separation from employment. The first eighty (80) hours of Compensatory Time earned by an Employee are recorded in this account. No annual buy back of this time is provided.
Compensation Bank No. 2: This bank provides for the accrual of up to eighty (80) hours of Compensatory Time for use as time off only. This time may not be sold back to the City.
Overtime hours in excess of eighty (80) in this account will be paid to Employees in salary at one and one-half (1 ½) times the Employee’s regular rate of pay.
COMPUTER LOAN PROGRAM:
All non-represented management Employees are eligible to participate in a Computer Loan Program managed by the Finance Department. Participants must agree to comply with the requirements of the program as listed below:
Maximum amount financed is two thousand, five hundred dollars ($2,500). Any computer system may be purchased under the plan as long as it complies with Administrative Policy Employee PC Lottery Loan Program. Minimum of one (1) business software package must be purchased (i.e. spreadsheet, data base manager, word processor, etc.).
180
System components must be manufactured by an established, brand name company and be compatible with City data processing equipment. For example, Dell, HP, etc. No game or entertainment software will qualify under this program. Loans to participants will be for a term not to exceed thirty-six months (36) and no interest will be charged during that time.
Payments on the loan will be made through payroll deduction on a bi-weekly basis. Loans are due and payable in full upon termination of employment for any reason. (i.e. resignation, retirement, etc.).
The City must approve in advance all purchases for equipment under this program. A written agreement between the City and participant is required to participate in this program.
The City intends to offer this program on an annual basis, but the Plan’s continued availability will be dependent upon its effectiveness and availability of funds. Should limitations on funds occur, participants buying new systems will be given first consideration and then a lottery for any participants upgrading their current system will be held.
DEATH BENEFIT:
Employees are provided with $100,000 in life insurance coverage, payable to beneficiary on file in Human Resources/Risk Management at time of death.
In the event of an Employee’s death, their beneficiary will receive payment of all unused Leave time at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by years of service. If the Employee would have been eligible for retirement using the CalPERS definition, Sick Leave will be paid to the Employee’s beneficiary(ies) at 100% cash-out of the Employee’s accrued Sick Leave on record.
In the event of an Employee death, if said such death is defined by the Workers’ Compensation system as an industrial death, the Employee’s beneficiary(ies) will receive 100% cash-out of the Employee’s accrued Sick Leave on record.
DISABILITY:
The City will pay all premiums for the City-funded Short/Long Term Disability Program and provide it to all full-time, non-probationary Employees, with a buy-down program to be effective on the 41st calendar day of disability, with a provision to continue regular benefits and benefit accruals during the “buy-down” and Term Disability coverage periods. Salary continuation effective on the 41st consecutive calendar day of disability will be at a rate of 100% of the Employee’s base salary. Effective on the 61st consecutive calendar day of disability, salary continuation will be made at a rate of 66-2/3% of the Employee’s base salary. The entire benefit period will not exceed five (5) years.
DISCIPLINARY APPEAL PROCEDURE:
The City Manager will no longer serve as the Hearing Officer.
FLEXIBLE BENEFITS SPENDING PLAN:
A Section 125 – Flexible Benefits Spending Plan is available for Employee contributions in accordance with IRS regulations.
181
FLOATING HOLIDAY TIME:
Employees are provided with thirty-five (35) hours of Floating Holiday Time in July of each year (prorated for new hires following completion of six (6) months of full-time/continuous service).
This time off is used by the Employee with the approval of their supervisor.
Employees may cash out up to thirty-five (35) hours of Floating Holiday Time, one (1) time per fiscal year, in a set number of hours, payable at the Employee’s existing base rate of pay at the time of request. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten (10) working days prior to request). Any remaining Floating Holiday Time will be paid out in the final payroll check of each fiscal year.
Except for Employees retiring from the City, Employees resigning/separating from employment will have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the Employee’s final check(s), or in the event that sufficient funds are not available, the Employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
HOLIDAYS:
The City has designated twelve (12) ten-hour holidays as follows:
New Year’s Day Martin Luther King
Presidents Day Memorial Day
Independence Day Labor Day
Veterans Day Thanksgiving Day
Day following Thanksgiving Christmas Eve
Christmas Day New Year’s Eve
Employees must be paid for the regularly scheduled workday which immediately follows a holiday in order to receive pay for that holiday. When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a holiday falls on a Sunday, the following Monday will be the holiday.
HOLIDAY CLOSURE:
The City reserves the right to close non-safety facilities between Christmas Eve and New Year's Day. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion or remain in an unpaid leave status during this period.
The City shall have the discretion to advance Vacation time, which will be earned by the Employee in the future, to those Employees who request it and who do not have any current Vacation, Floating Holidays, Compensatory Time, Sick Leave Conversion and do not wish to be in an unpaid leave status during the closure.
Based on the organizational needs, certain classifications may be required to work during the holiday closure. This determination will be made by the Department Director.
HOLIDAY PAY:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Credited with one hundred and fifty-five (155) holiday hours (observed City holidays plus Floating Holiday Time) at the beginning of each fiscal year. These positions have the option of converting holiday time to cash or to accumulated time off. Holiday time converted to cash pursuant to exercise of the above option, will be compensated at the current base hourly rate. Any holidays converted to accumulated 182
time off must be utilized during the fiscal year, and there will be no option to carry unused accumulated holiday time from one fiscal year to another. Any unused holiday hours for the period of July 1 through June 30 of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hours calculated at the base hourly rate for each hour of unused holiday time.
Upon written request to the City’s Finance Department, payment of holidays will be made in a check separate from the regular payroll check at any time throughout the year. Holiday pay will be calculated at the pay rate at the time of cash-out. Special compensation will be reported in accordance with applicable sections of the California Government Code, California Code of Regulations, and the City’s contract with the California Public Employees’ Retirement System.
Except for Employees retiring from the City, Holiday leave time used or received in cash in excess of those which would have normally accrued during that period of time in the fiscal year for observed City holidays, will be reimbursed to the City upon termination of their employment.
HOLIDAY TIME COMPENSATION BANK:
When a City-designated holiday is observed on an Employee’s scheduled day off, then said holiday hours shall be deposited within a holiday time compensation bank. Any holiday hours remaining in the holiday time compensation bank by the end of the fiscal year will be converted to cash at the Employee’s current hourly rate.
Should the Employee separate from City employment (for any reason) and has one or more accumulated holidays on account on the effective date of the separation, the accumulated holiday shall be converted to cash at the hourly rate existing at the time of separation and in an amount equivalent to the number of hours constituting a “workday” at the time of separation.
JURY DUTY:
It is the policy of the City that no Employee be compensated for jury service in excess of ten (10) working days during any fiscal year. A “working day” shall be defined as a regularly scheduled day of work for the affected Employee.
For all jury service, Employees are required to deliver a jury duty certification form at the end of the required jury duty to verify such service. Employees required to serve on a jury must report to work before and after jury duty provided there is an opportunity for at least one hour (1) of actual work time.
LICENSING RENEWAL FEE FOR REGISTERED ENGINEERS:
The City shall pay the Employee cost of the renewal fee for Registration as a Professional Engineer in the State of California. If the Employee who has been provided with fee payment resigns prior to the expiration of the license, the fee must be refunded to the City.
LIFE INSURANCE:
Employees are provided with a total of $100,000 in life insurance coverage.
See also Death Benefit Section in this Compensation and Benefit Plan.
LUNCH (PAID):
Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors will receive a paid lunch break.
183
MANAGEMENT LEAVE:
With exception of Public Safety Dispatch Supervisors and Police Records & Evidence Supervisors, who earn overtime, Employees are provided with sixty (60) Management Leave hours in the first pay period in July of each fiscal year. Management Leave is non-accruing and shall not be carried from one fiscal year to the next. Newly hired management Employees or current Employees promoted into management will receive a prorated management leave benefit.
Up to thirty (30) hours of Management Leave may be cashed out at any time during the fiscal year by making a request to the Finance Department. Employees shall use all management leave time no later than the ending date of the final payroll in June (this payroll period does not extend into July). Any unused Management Leave on record at the ending date of the final payroll in June will be cashed out, up to thirty (30) hours maximum.
Up to an additional sixty (60) hours of Management Leave may be granted by the City Manager with a corresponding ability to cash-out these hours for any Employee who demonstrates they are committing an extraordinary amount of time beyond their normal work schedule to the job.
Except for Employees retiring from the City, Employees resigning/separating from employment will have Management Leave credited on a prorated basis (5 hours per month), and amounts used/cashed out in excess of those they qualify for are owed back to the City upon separation. The difference will be deducted from the Employee’s final check(s), or in the event that sufficient funds are not available, the Employee will be responsible to pay back the City within fourteen (14) calendar days from the date of separation.
MILEAGE REIMBURSEMENT:
The City agrees to reimburse Employees authorized by their Department Head for use of personal automobiles for City business. Employees must provide prior to any mileage reimbursement being paid the required vehicle insurance verification.
Vehicle insurance coverage must be provided annually and kept on file with the Human Resources/Risk Management Department to remain eligible for mileage reimbursement. If an Employee does not maintain current vehicle insurance coverage, the Human Resources/Risk Management Department will notify the Department Director and Finance Department that the mileage reimbursement for the Employee may not be paid until current vehicle coverage has been provided.
The City shall use the standard rate established by the Internal Revenue Service to calculate reimbursement for mileage.
MILITARY LEAVE:
Under certain conditions, Employees ordered to active duty may receive wage continuation and benefits for up to one (1) year. Cost-of-living adjustments will be received and leave accruals will continue during the first year of ordered active duty.
OVERTIME:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – Are eligible to earn overtime hours. For purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holiday time taken in a work week will be counted as hours worked. Overtime hours are paid at the rate of one and one-half (1-½) times the Employee’s base rate of pay unless otherwise specified in this Compensation and Benefit Plan. 184
Also see Regular Rate of Pay Section in this Compensation and Benefit Plan.
PERFORMANCE EVALUATION:
Employees will receive an annual performance evaluation and consideration of a salary adjustment within the Merit Zone and the Outstanding Zone established by the date of hire. Salary adjustments will be based on individual performance and contribution.
PERSONNEL FILE (RESPONSE TO DOCUMENTS PLACED WITHIN):
Employees, during City Hall business hours, with advance notice to Human Resources have the right to have access to and copies of any document in their official personnel file. Employees may be charged for cost of duplication of any materials in the personnel file for which they request copies.
An Employee shall have the right to respond in writing to adverse documents placed in their personnel file by submitting a written response to the Human Resources/Risk Management Department. The written response will be filed with the original document.
RECRUITMENT INCENTIVES:
For recommendation resulting in Sworn Officer hire:
$2,000 at hire + $500 upon completion of probation for entry level. $4,000 at hire + $1,000 upon completion of probation for lateral.
For recommendation resulting in hire of Public Safety Dispatcher or Public Safety Dispatch Supervisor:
$2,000 at hire + $500 at time of completion of probation.
NOTE: Any Police Department personnel who are assigned to the Backgrounds and Training Unit or who are given any work responsibility related to the recruitment and hiring of Employees are not eligible for this benefit unless the recommendation for hire is made independent of his/her duties as a Recruitment Team Member, i.e., outside of the work hours in which he/she is formally assigned to serve in the capacity of “Recruiter”. In order to receive incentive pay, the Recruitment Team Member must prepare a written memorandum to the Chief of Police, detailing the circumstances under which contact was made with the individual recommended for hire. Upon the Chief’s review and approval of this submission, in compliance with the guidelines established for the Hiring Incentive Program, the Recruiter may receive the same hiring incentive compensation afforded to non-Recruitment Team Members.
REGULAR RATE OF PAY:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor For purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act (“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to, or on behalf of, the Employee” except payments specifically excluded under the FLSA (29 USC Section 207(e)). In addition to the base salary rate, compensation earned by the Employee during the seven (7) day work period pursuant to the following provisions of this Memorandum of Understanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:
Acting Pay
Additional Duty Pay
Unused portions of the Benefit Bank actually received as cash Bilingual Pay
Longevity
185
Uniform Clothing/Cleaning Allowance
For purposes of determining the total hours actually worked in the work period, all hours taken as leave are deducted from total number of hours paid.
See also Overtime section of this Compensation and Benefit Plan.
REHIRE POLICY:
Any Employee who resigns from City employment and at the time of resignation is noted as being subject to rehire, and who is in fact rehired later than six (6) months after the effective date of resignation and then employed in their former classification, or in a position within the classification series held at the time of resignation and in a comparable or lower rank, shall serve the same probationary period that any new hire would otherwise serve and shall be otherwise subject to all terms and conditions of employment applicable to any newly hired Employee. The only exception shall be that any Employee rehired shall have their seniority level and leave accrual rates determined based upon the number of years of service with the City of Chino prior to the resignation.
Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any time cashed out at time of separation. Said buy back shall be at the hourly rate existing upon rehire.
Sick Leave on record at the time of separation that was not compensated for will be reinstated.
RETIREMENT:
The City has a three-tier retirement benefit as follows:
A. 2.7% at age 55 if hired before October 17, 2011, with the single highest year final compensation.
B. 2% at age 55, if hired on or after October 17, 2011, with a 3-year average final compensation.
C. 2% at age 62 (PEPRA), if entering CalPERS membership on or after January 1, 2013, with a 3-year average final compensation.
Member Contribution to CalPERS
Members will contribute the Employee rate of contributions each payroll. All Employee paid contributions to CalPERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2) and CalPERS guidelines:
A. 2.7% at 55, if hired before October 17, 2011:
1) Employee contribution rate – 8% of reportable compensation.
B. 2% at 55, if hired on or after October 17, 2011:
1) Employee contribution rate – 7% of reportable compensation.
C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:
1) Employee contribution rate – 7.25% of reportable compensation (subject to change).
Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.
RETIREMENT HEALTH SAVINGS (RHS) PLAN:
A Retirement Health Savings Plan is established in accordance with IRS regulations, consisting of Employee contributions only.
186
Beginning January 1, 2021, Employees will contribute twenty five dollars ($25) per pay period on a pre-tax basis. Upon separation or retirement, Employees will contribute fifty percent (50%) of all qualifying accrued Sick Leave to the plan.
SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments):
All adjustments to an Employee’s salary shall be made at the start of the pay period in which the salary adjustment becomes effective.
A. Overpayments
1. In situations involving overpayment to an Employee by the City, the Employee shall be obliged to repay by payroll deduction the amount of the overpayment. The repayment shall occur within the same time frame the overpayment was received by the Employee or sooner. For example, if the overpayment was made over the course of six (6) months, the employe shall be given six (6) months to repay the overpayment.
2. Written documentation showing the calculations of the overpayment will be provided to the Employee. A meeting may be requested by the Employee with the Human Resources/Risk Management and Finance Departments to review the documentation and to discuss the recovery schedule. The repayment schedule, biweekly repayment amount or alternative repayment method will be documented in writing.
3. Extensions to the period for repayment of the overage or an alternative repayment method may be requested by the Employee and are subject to the Approval of the Director of Human Resources/Risk Management or their designee. Extensions will be approved only the in case of extreme hardship, and the extended period for repayment will not be longer than one and one-half (1 ½) times as long as the overpayment period.
B. Recovery
1. If the Employee leaves employment prior to the repayment of the overage, the City shall recover the amount owed from the Employee’s final pay. If the amount owed is greater than the Employee’s final pay, the City may initiate a collections process against the Employee.
C. Underpayments
1. In situations involving underpayment to an Employee by the City, the Employee shall receive the balance due within the next pay period for which the adjustment can be made, following timely submission of appropriate documentation and necessary approval of the compensation change.
SEPARATION FROM CITY:
At the discretion and approval of the Department Director, Employees may be allowed to extend their last day of employment using leave time (vacation, holiday, or management) one (1) pay period beyond that day on which the Employee actually reports to work. Sick leave may not be used for extension unless accompanied by a physician’s orders.
SICK LEAVE:
Upon hire, Employees will be credited with thirty (30) hours or three (3) days of Sick Leave, whichever is greater, which can be used following the completion of ninety (90) days of continuous full-time employment. Following the 90th day of employment, for each calendar month in which the Employee is paid for more than two-thirds (2/3) of the working days in such month, Employees 187
accrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty (1,080) hours.
If an Employee changes status (e.g. changes from full-time to part-time employment), or separates from this Employee unit, the Employee will be subject to the new bargaining group’s MOU or Compensation and Benefit Plan.
Upon notice of resignation or retirement from the City, any Sick Leave usage requested will require a doctor’s note or certification. If documentation is not received, the Employee will not receive payment for any Sick Leave hours for time missed from work.
SICK LEAVE BUY BACK:
At separation of employment the City will buy back a percentage of the Employee’s accrued Sick Leave hours, at the hourly base rate of pay at the time of separation. This benefit is contingent upon non-retirement, non-disciplinary separation, and completion of five (5) years full-time employment with the City. The percentage of Sick Leave Buy Back is:
Completed Years of Service % of Sick Leave Converted to Compensation
5 years 30%
10 years 35%
15 years 40%
20 or more years 45%
The City shall buy back 100% of the Employee’s accrued Sick Leave hours for a service or disability retirement following five (5) years of full-time employment with the City as the final employer. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
SICK LEAVE CONVERSION TO PERSONAL LEAVE:
For Employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leave may be converted to Personal Leave in accordance with the following schedule.
A
Sick Leave
Days (10 hours)
Earned
B
Annual Sick
Leave Days
(10 hours) Used
C
Personal Leave
Days (8 hours)
Conversion
D
Up to 56 hours of Sick
Leave in excess of 960
hours limit Converted to
Pay
12 days (120 hrs) 0 8 days (64 hrs) 0 + 64 + 56 = 120 hrs 11 days (110 hrs) 1 day (10 hrs) 7 days (56 hrs) 10 + 56 + 54 = 120 hrs 10 days (100 hrs) 2 days (20 hrs) 6 days (48 hrs) 20 + 48 + 52 = 120 hrs 9 days (90 hrs) 3 days (30 hrs) 5 days (40 hrs) 30 + 40 + 50 = 120 hrs 8 days (80 hrs) 4 days (40 hrs) 4 days (32 hrs) 40 + 32 + 48 = 120 hrs 7 days (70 hrs) 5 days (50 hrs) 3 days (24 hrs) 50 + 24 + 46 = 120 hrs 6 days (60 hrs) 6 days (60 hrs) 2 days (16 hrs) 60 + 16 + 44 = 120 hrs
Personal Leave must be taken as time off with Department Director approval and may not be carried from one fiscal year to the next. Converted Personal Leave that is not used will be credited 188
to Sick Leave at the end of a fiscal year if credited hours do not exceed the one thousand eighty (1,080) hours Sick Leave limit.
SICK LEAVE HIRING INCENTIVE:
New Employees may be eligible to be credited with up to two hundred (200) hours of Sick Leave from their prior employer so long as the prior employer did not compensate the Employee for Sick Leave hours at this amount or greater. New Employees will be required to provide proof that the sick leave hours were not cashed out by presenting their last pay stub or written verification from their prior employer’s Payroll Division.
SICK LEAVE PROGRAM:
Employees having in excess of nine hundred and sixty (960) hours of accumulated Sick Leave on the last pay period in June will be paid in the final paycheck of the fiscal year, an amount computed at the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, up to a maximum of fifty six (56) hours.
TUITION ADVANCE PROGRAM:
Full-time, non-probationary Employees who desire to enroll in an accredited college/university degree program or professional development course, are eligible for tuition advancement up to a maximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition Advancement Form must be received by the Human Resources/Risk Management Department for review and approval before and advance will be provided. Budgeted funds must be available to cover tuition advance and no expenditure beyond the approved budget allocation will be authorized to cover any amount of any Employee’s educational expenses.
Affected Employees are required to complete one (1) year of service with the City from the date of completion of course work to be eligible for this benefit. Individuals voluntarily separating from the City prior to completion of one (1) year of service with the City from date of completion of course work will be required to reimburse the City for funds advanced to them under this program.
Said reimbursement shall be deducted from any separation check to be distributed to the Employee, no matter what the nature of the funds, without the necessity of a judgement being mandated on behalf of the City.
A college or university shall be defined as an institution accredited by the Western Association of Schools and Colleges Senior College and University Commission (WASC), the Accrediting Commission of Community and Junior Colleges (ACCJC), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New England Association of Colleges and Schools (NEASC) or an institution listed on the Higher Learning Commission (HLC). Other accreditations may be eligible upon review by the Human Resources Department.
Advanceable expenses will include books, tuition, parking and registration/enrollment fees. All required fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billed as “tuition” or otherwise required of the institution are eligible. Items such as paper, pens, notebooks, and printing fees will not be eligible.
Employees agree that upon accepting a tuition advance from the City, the Employee is responsible to provide the City with verification of completion of class(es), grade(s) and receipts for expenses within sixty (60) calendar days from the date of final course work (as indicated on the request for 189
tuition advance form submitted by the Employee). In the event that the educational institution attended does not provide the Employee with verification of completion or grades or receipts within this sixty (60) calendar days timeframe, the Employee is responsible to notify the Director of Human Resources/Risk Management, in writing, of such and an additional sixty (60) calendar days extension will be granted. In the event that an Employee does not provide verification of completion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60) calendar days or at the end of the extension of an additional sixty (60) calendar days (to one hundred twenty (120) calendar days total), the City will have the right to automatically make a payroll deduction from the Employee’s next regular payroll check in an amount equal to the amount of tuition funds advanced.
TUITION REIMBURSEMENT – ENHANCED PROGRAM:
Employees who have incurred otherwise reimbursable tuition cost in an amount greater than the maximum amount available shall be eligible to receive additional reimbursement to the extent that tuition reimbursement funds are available at the end of each fiscal year. No such distribution will be made until the conclusion of the fiscal year to verify the number of Employees making application for the enhanced benefit. Employees must submit a tuition reimbursement invoice to the Human Resources/Risk Management Department no later than May 1st of each year to participate in this Enhanced Program.
It shall remain the individual Employee’s responsibility to apply for and receive written authorization to participate in a tuition reimbursable course prior to any such enrollment.
UNIFORM CLOTHING/CLEANING ALLOWANCE:
Public Safety Dispatch Supervisor and Police Records & Evidence Supervisor – The City shall provide to affected Employees a clothing/cleaning allowance of seven hundred and seventy dollars ($770) per year. Payment for the total uniform cleaning allowance will be made one time per year.
This payment will be in a check separate from the Employee’s regular paycheck and will be provided at the time of distribution of the second payroll check in August of each year. If assignment is made to a non-uniformed unit prior to the end of the fiscal year, the Employee will be responsible to reimburse to the City on a pro-rated basis such amount which he/she is no longer eligible to receive.
The amount of reportable compensation for uniforms shall not exceed seven hundred and seventy dollars ($770) per year. Non-uniformed clothing will not be included with reportable compensation in accordance with CalPERS guidelines. At the Employee’s option, the annual allowance may be used toward the purchase of new Police Department uniform in an amount to be determined individually by each Employee.
Also see Work Boots and Work Shoes in this Compensation and Benefit Plan.
VACATION LEAVE:
Maximum accrual of Vacation is four hundred (400) hours. Upon termination of employment, accrued Vacation will be paid at the Employee’s then existing hourly rate of pay. New Employees with less than six (6) months of City service are ineligible to receive Vacation Leave Buy Back. It is the responsibility of Employees to schedule Vacation time off for rest and recuperation in order that earned vacation time in excess of four hundred (400) hours will not be removed from the records.
190
Months of Completed Service Annual Vacation Accrual
6 – 24 12 days p/year (10.0000 hours p/month)
25 – 48 15 days p/year (12.5000 hours p/month)
49 – 108 18 days p/year (15.0000 hours p/month)
109 – 120 19 days p/year (15.8333 hours p/month)
121+ 20 days p/year (16.6666 hours p/month)
Vacation leave will be taken at a time approved by the Department Director with due regard for the wishes of the Employee and particular regard for the needs of the City. Unless otherwise provided by Department rules, Employees must submit vacation requests to their supervisor at least seven (7) calendar days prior to the intended start of vacation. No person will be permitted to work for compensation for the City during his/her vacation except with prior approval of the City Manager or designated representative. If one or more City holidays fall within an annual Vacation Leave, the holidays will not be charged as Vacation Leave; however, extension of the Vacation Leave for the period of such holiday(s) is subject to approval of the City Manager.
A temporary increase in the total Vacation hours accrued (in excess of 400 hours) may be approved by the Department Director and notification to the Finance Department to affect this temporary exception.
VACATION LEAVE BUY BACK:
At separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred (400) hours, will be paid at the Employee’s existing base rate of pay. New Employees with less than six (6) months of service are ineligible to receive Vacation Leave Buy Back. The percentages may be adjusted in accordance with the Retirement Health Savings Plan elections and provisions for affected individuals, per IRS regulations.
VACATION LEAVE CONVERSION:
Employees who have accumulated a minimum of one hundred and twenty (120) vacation hours may convert a maximum of eighty (80) hours of vacation leave to pay per fiscal year. Employees may convert leave to pay in April and/or November of each year, calculated at the Employee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date of conversion, half* the number of accrued leave hours requested, excluding Sick Leave, must have been taken as time off.
*This usage requirement is waived for “active” military personnel.
WORK BOOTS/WORK SHOES:
Supervising Building Inspector and Supervising Code Compliance Inspector – Will receive a three hundred dollar ($300) allowance in their first paycheck in January. These funds will be used by the Employee for the purchase of safety-rated work boots or work shoes. Employees are required to wear and maintain work boots/work shoes in conformance with OSHA regulations and City appearance standards.
WORKERS’ COMPENSATION PROGRAM:
Whenever any Employee of the City is disabled whether temporarily or permanently by injury or illness arising out of, and in the course of, his/her duties the Employee will be compensated as follows: On the first, second, and third day of the injury Employees will use accrued Sick, 191
Vacation, Floating Holiday, Management and/or Compensatory Leave Time for full salary continuance.
Commencing the fourth day of the injury, the City will continue the Employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed twelve (12) months. If the disability extends for a period beyond fourteen (14) calendar days the City will credit the Employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days salary is paid by the City through the Workers’ Compensation program.
WORKERS’ COMPENSATION PREMIUM PAYMENT:
In the event of a work-related illness or injury, which results in a permanent disability settlement, the City will provide a 10% premium benefit payment provided the following occurs:
That the Workers’ Compensation Appeals Board approves the total settlement, including the 10% premium benefit.
That neither a “Notice of Claim” nor “Application for Adjudication of claim” will have been filed or served against the City of Chino.
That the injured Employee has diligently sought medical attention as prescribed by the treating physician(s) approved by the City.
That the injured Employee and the City have employed the guidance of the State Department of Industrial Relations Office of Information and Assistance to resolve any outstanding issues or misunderstandings.
Representation is a legal right recognized by statutory law. Nothing precludes an Employee from retaining legal counsel or representation; however, the premium benefit offered is only available in cases handled without the involvement of legal counsel. This is done in recognition of the cost savings that result in non-litigated cases that can be passed on to the ill or injured worker.
SAVINGS CLAUSE:
Should any clause in this Compensation and Benefit Plan be held invalid by law and/or by a court of competent jurisdiction, then only that clause will be stricken and the remainder of the Compensation and Benefit Plan will remain in full force and effect.
IMPLEMENTATION:
These benefits are subject to consideration and approval by the City Manager of the City of Chino and will only be implemented upon adoption by the City Council.
192
Unrepresented Management Classification Plan and Compensation Schedule Effective 11/24/2025 (3% COLA)
Classification Title Range Base Midpoint MaximumHourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 44.22$ 50.85$ 58.48$ Monthly 7,664.67$ 8,814.42$ 10,136.50$ Annually 91,976.00$ 105,773.00$ 121,638.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 45.32$ 52.12$ 59.94$ Monthly 7,856.25$ 9,034.75$ 10,389.92$ Annually 94,275.00$ 108,417.00$ 124,679.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 55.22$ 63.51$ 73.03$ Monthly 9,572.17$ 11,007.92$ 12,659.17$ Annually 114,866.00$ 132,095.00$ 151,910.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 50.03$ 57.53$ 66.16$ Monthly 8,671.83$ 9,972.67$ 11,468.50$ Annually 104,062.00$ 119,672.00$ 137,622.00$ Hourly 52.56$ 60.45$ 69.51$ Monthly 9,110.83$ 10,477.50$ 12,049.08$ Annually 109,330.00$ 125,730.00$ 144,589.00$ Hourly 50.03$ 57.53$ 66.16$ Monthly 8,671.83$ 9,972.67$ 11,468.50$ Annually 104,062.00$ 119,672.00$ 137,622.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 51.28$ 58.97$ 67.82$ Monthly 8,888.67$ 10,222.00$ 11,755.25$ Annually 106,664.00$ 122,664.00$ 141,063.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Building and Code Compliance ManagerM34 Associate Civil Engineer M26Associate Engineer M24Associate Planner M17Assistant to the City Manager M24 Assistant City Engineer M34Assistant Civil Engineer M20Assistant Engineer M18 Budget Manager M25
Accessibility Coordinator M17Administrative Services Manager M19Assistant Budget Manager M21 Assistant Parks & Facilities Manager M28Assistant Public Works Services ManagerM22 193
Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 58.02$ 66.72$ 76.73$ Monthly 10,056.67$ 11,565.17$ 13,300.00$ Annually 120,680.00$ 138,782.00$ 159,600.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 72.46$ 83.33$ 95.83$ Monthly 12,559.50$ 14,443.33$ 16,609.83$ Annually 150,714.00$ 173,320.00$ 199,318.00$ Hourly 58.02$ 66.72$ 76.73$ Monthly 10,056.67$ 11,565.17$ 13,300.00$ Annually 120,680.00$ 138,782.00$ 159,600.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 58.02$ 66.72$ 76.73$ Monthly 10,056.67$ 11,565.17$ 13,300.00$ Annually 120,680.00$ 138,782.00$ 159,600.00$ Hourly 60.96$ 70.10$ 80.62$ Monthly 10,565.83$ 12,150.75$ 13,973.33$ Annually 126,790.00$ 145,809.00$ 167,680.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 41.06$ 47.22$ 54.30$ Monthly 7,117.42$ 8,185.00$ 9,412.75$ Annually 85,409.00$ 98,220.00$ 112,953.00$ Hourly 50.03$ 57.53$ 66.16$ Monthly 8,671.83$ 9,972.67$ 11,468.50$ Annually 104,062.00$ 119,672.00$ 137,622.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Crime Prevention & Community Outreach SupervisorM17Construction Project Coordinator M16Contracts & DIF Administrator M24Council Liaison M17 Communications Manager M30Community Services, Parks & Recreation ManagerM32Community Services, Parks & Recreation SupervisorM18 City Traffic Engineer M39Civil Engineering Manager M30Clinical Program Manager M34 Capital Improvement Projects (CIP) Engineering ManagerM34City Clerk M30City Planner M34Building Official M34 194
Hourly 60.96$ 70.10$ 80.62$ Monthly 10,565.83$ 12,150.75$ 13,973.33$ Annually 126,790.00$ 145,809.00$ 167,680.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 51.28$ 58.97$ 67.82$ Monthly 8,888.67$ 10,222.00$ 11,755.25$ Annually 106,664.00$ 122,664.00$ 141,063.00$ Hourly 42.09$ 48.40$ 55.66$ Monthly 7,295.33$ 8,389.58$ 9,648.08$ Annually 87,544.00$ 100,675.00$ 115,777.00$ Hourly 64.04$ 73.65$ 84.70$ Monthly 11,100.75$ 12,765.83$ 14,680.67$ Annually 133,209.00$ 153,190.00$ 176,168.00$ Hourly 43.14$ 49.61$ 57.05$ Monthly 7,477.75$ 8,599.42$ 9,889.25$ Annually 89,733.00$ 103,193.00$ 118,671.00$ Hourly 4.80$ 55.29$ 63.58$ Monthly 832.67$ 9,583.08$ 11,020.00$ Annually 9,992.00$ 114,997.00$ 132,240.00$ Hourly 48.81$ 56.13$ 64.55$ Monthly 8,460.33$ 9,729.42$ 11,188.83$ Annually 101,524.00$ 116,753.00$ 134,266.00$ Hourly 40.06$ 46.07$ 52.98$ Monthly 6,943.83$ 7,985.42$ 9,183.25$ Annually 83,326.00$ 95,825.00$ 110,199.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 47.62$ 54.76$ 62.98$ Monthly 8,254.00$ 9,492.17$ 10,915.92$ Annually 99,048.00$ 113,906.00$ 130,991.00$ Hourly 38.13$ 43.85$ 50.43$ Monthly 6,609.25$ 7,600.67$ 8,740.67$ Annually 79,311.00$ 91,208.00$ 104,888.00$ Hourly 46.46$ 53.43$ 61.44$ Monthly 8,052.75$ 9,260.58$ 10,649.67$ Annually 96,633.00$ 111,127.00$ 127,796.00$ Fiscal Services Manager M22Grounds Supervisor M13Housing Manager M21 Environmental Services AdministratorM23Equipment Mechanic Supervisor M15Facility Coordinator M22 Engineering Manager M34Environmental Compliance CoordinatorM18Environmental Compliance SupervisorM12 Economic Development Analyst M17Economic Development Manager M25Emergency Services Coordinator M17 Community Services, Parks & Recreation ManagerM32Community Services, Parks & Recreation SupervisorM18 195