MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN
July 1, 2025 to June 30, 2027
THE CITY OF CHINO, CALIFORNIA
AND
THE CHINO POLICE PROFESSIONAL
EMPLOYEES ASSOCIATION
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,
ANDTHECHINOPOLICEPROFESSIONALEMPLOYEESASSOCIATION(CPPEA) (ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
I.ACTINGPAY.......................................................................................................................................
2.ADDITONALDUTYPAY..................................................................................................................
3.ASSOCIATIONMATTERS.................................................................................................................
4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION..............................
5.BENEFITBANK..................................................................................................................................
6.BEREAVEMENTLEAVE...................................................................................................................
7.BILINGUALPAY................................................................................................................................
8.BREAKSANDLUNCH.......................................................................................................................
9.CALLBACKPAY...............................................................................................................................
10.COMPENSATORYTIME....................................................................................................................
11.COMPUTERLOANPROGRAM........................................................................................................
12.COSTOFLIVINGADJUSTMENT.....................................................................................................
13.COURTAPPEARANCECOMPENSATION .....
14.COURTSTAND-BYCOMPENSATION............................................................................................
15.COURTTRAVEL.................................................................................................................................
16.DEATHBENEFIT................................................................................................................................
17.DEFERREDCOMPENSATIONPLAN.............................................................................................1O
18.DIRECTDEPOSIT.............................................................................................................................11
19.DISABILITY......................................................................................................................................12
20.DISCIPLINARYAPPEALPROCEDURE........................................................................................12
21.EMOTIONALSUPPORTCANINEHANDLER...............................................................................12
22.FLEXIBLEBENEFITSSPENDINGPLAN......................................................................................12
23.FLOATINGHOLIDAYTIME...........................................................................................................12
24.HIRINGTNCENTIVE.........................................................................................................................13
25.HOLIDAYS........................................................................................................................................13
26.HOLIDAYCLOSURE........................................................................................................................14
27.JURYDUTY.......................................................................................................................................14
28.LEAVEAPPROVAL..........................................................................................................................14
29.LIFEINSURANCE.............................................................................................................................15
30.LONGEVITYPAY 15
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA)(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY.......................................................................................................................................42. ADDITONAL DUTY PAY ..................................................................................................................53. ASSOCIATION MATTERS................................................................................................................. 54. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION.............................. 55. BENEFIT BANK ..................................................................................................................................66. BEREAVEMENT LEAVE...................................................................................................................67. BILINGUAL PAY ................................................................................................................................ 78. BREAKS AND LUNCH.......................................................................................................................79. CALL BACK PAY ............................................................................................................................... 710. COMPENSATORY TIME....................................................................................................................81 1 . COMPUTER LOAN PROGRAM ........................................................................................................812. COST OF LIVING ADJUSTMENT.....................................................................................................913. COURT APPEARANCE COMPENSATION................................................................................<.....914. COURT STAND-BY COMPENSATION............................................................................................915. COURT TRAVEL.................................................................................................................................916. DEATH BENEFIT................................................................................................................................91 7. DEFERRED COMPENSATION PLAN.............................................................................................1018. DIRECT DEPOSIT.............................................................................................................................1119. DISABILITY ...................................................................................................................................... 1220. DISCIPLINARY APPEAL PROCEDURE ........................................................................................ 1221. EMOTIONAL SUPPORT CANINE HANDLER............................................................................... 1222. FLEXIBLE BENEFITS SPENDING PLAN ......................................................................................1223. FLOATING HOLIDAY TIME...........................................................................................................1224. HIRING INCENTIVE.........................................................................................................................1325. HOLIDAYS ........................................................................................................................................ 1326. HOLIDAY CLOSURE........................................................................................................................ 1427. JURY DUTY....................................................................................................................................... 1428. LEAVE APPROVAL.......................................................................................................................... 1429. LIFE INSURANCE.............................................................................................................................1530. LONGEVITY PAY............................................................................................................................. 15 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
.MANAGEMENTRIGHTS.................................................................................................................15 MILEAGEREIMBURSEMENT........................................................................................................16 .ON-CALLPAY..................................................................................................................................16 OVERTIME........................................................................................................................................16
5.OVERTIMECOMPENSATION........................................................................................................16 .PRISONERTRANSPORTATIONPAY............................................................................................17 .RECRUITMENTINCENTIVE..........................................................................................................17 REGULARRATEOFPAY................................................................................................................17 REHIREPOLICY...............................................................................................................................17 .RESPONSETODOCUMENTSPLACEDFNEMPLOYEEPERSONNELFILE...........................18 .RETIREMENT....................................................................................................................................18 SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments).................................18 .SCHEDULE........................................................................................................................................19 .SENIORITY........................................................................................................................................19 .SEPARATIONFROMCITY.............................................................................................................20 SICKLEAVE......................................................................................................................................20 .SICKLEAVEHIRINGINCENTIVE................................................................................................20
48.SICKLEAVEBUY-BACK................................................................................................................21
49.SICKLEAVECONVERSIONTOPERSONALLEAVE.................................................................21
50.SICKLEAVEPROGRAM.................................................................................................................21
51. 52.SPECIALASSIGNMENTPAY.........................................................................................................22
53.STANDBYPAY.................................................................................................................................22 ITRAININGPAY.................................................................................................................................22 .TUITIONADVANCEPROGRAM22
TUITIONREIMBURSEMENT—ENHANCEDPROGRAM...........................................................23 UNIFORMCLEANINGALLOWANCE...........................................................................................24 VACATIONLEAVE..........................................................................................................................24 VACATIONLEAVEBUY-BACK....................................................................................................24 .VACATIONLEAVECONVERSION...............................................................................................24 .WORKERS’COMPENSATIONPROGRAM...................................................................................25 .WORKERS’COMPENSATIONPREMIUMPAYMENT................................................................25 .SAVINGSCLAUSE...........................................................................................................................25 MAINTENANCEOFEXISTINGBENEFITS...................................................................................25 .IMPLEMENTATION.........................................................................................................................26 2 SPECIALASSIGNMENTS................................................................................................................21 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 20273 1. MANAGEMENT RIGHTS................................................................................................................ 1532. MILEAGE REIMBURSEMENT....................................................................................................... 1 633. ON-CALL PAY ................................................................................................................................. 1634. OVERTIME ....................................................................................................................................... 1635. OVERTIME COMPENSATION ....................................................................................................... 1636. PRISONER TRANSPORTATION PAY ........................................................................................... 1 737. RECRUITMENT INCENTIVE ......................................................................................................... 1 738. REGULAR RATE OF PAY............................................................................................................... 1739. REHIRE POLICY .............................................................................................................................. 1740. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE .......................... 1841. RETIREMENT................................................................................................................................... 1842. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................................ 1843. SCHEDULE ....................................................................................................................................... 1944. SENIORITY ....................................................................................................................................... 1945. SEPARATION FROM CITY ............................................................................................................2046. SICK LEAVE ..................................................................................................................................... 2047. SICK LEAVE HIRING INCENTIVE ...............................................................................................2048. SICK LEAVE BUY-BACK ............................................................................................................... 2149. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................2150. SICK LEAVE PROGRAM ................................................................................................................2151. SPECIAL ASSIGNMENTS ............................................................................................................... 2152. SPECIAL ASSIGNMENT PAY ........................................................................................................2253. STANDBY PAY ................................................................................................................................2254. TRAINING PAY ................................................................................................................................ 2255. TUITION ADVANCE PROGRAM ..................................................................................................2256. TUITION REIMBURSEMENT - ENHANCED PROGRAM ..........................................................2357. UNIFORM CLEANING ALLOWANCE .......................................................................................... 2458. VACATION LEAVE .........................................................................................................................2459. VACATION LEAVE BUY-BACK ...................................................................................................2460. VACATION LEAVE CONVERSION ..............................................................................................2461. WORKERS’ COMPENSATION PROGRAM...................................................................................2562. WORKERS’ COMPENSATION PREMIUM PAYMENT ...............................................................2563. SAVINGS CLAUSE ..........................................................................................................................2564. MAINTENANCE OF EXISTING BENEFITS...................................................................................2565. IMPLEMENTATION ........................................................................................................................262 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
66.TERMOFAGREEMENT..................................................................................................................26 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202766. TERM OF AGREEMENT.................................................................................................................. 26 3 MemorandumofUnderstanding
CPPEAJuly1,2025Juna30,2027
MEMORANDUMOFUNDERSTANDING
BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,
ANDTHECHINOPOLICEPROFESSIONALEMPLOYEESASSOCIATION(CPPEA) (ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:
A.TheChinoPoliceProfessionalEmployeesAssociation,hereinafterreferredtoas“CPPEA”,is therecognizedemployeeorganizationforallregular,non-sworn,full-timeChinoPolice employeesintheCityofChino,hereinafterreferredtoasthe“City”.Theseemployeesare collectivelyreferredtoasthe“employees”.ThecurrentpositionsofCPPEAcanbefoundin thecurrentClassificationandCompensationSchedule~Non-ManagementPositions.
AdministrativeAssistant
CrimeAnalyst
CrimePrevention&CommunityOutreachSpecialist
ManagementAssistant
PoliceRecords&EvidenceCoordinator
PoliceRecordsTechnician
PoliceServiceOfficerl/ll
PoliceTrainingCoordinator
Property&EvidenceTechnician
PublicSafetyDispatcherl/ll
B.lntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees, authorizedrepresentativesoftheCityandCPPEAhavemetandconferredingoodfaith, exchangingvariousproposalsconcerningwages,hours,andothertermsandconditionsof employmentoftheemployeeswhicharewithinthescopeoflawforrepresentedemployeesin CPPEA.
C.TheauthorizedrepresentativesoftheCityandCPPEAhavereachedmutualagreementon wages,hoursandothertermsandconditionsofemploymentfortheseemployees.
THEREFORE,theCityandtheCPPEAagreethatwages,hours,andtermsandconditionsof employmentwillbeappliedasfollowsfortheperiodofJulyl,2025throughandincludingJune 30,2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonlytothose individualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoptionofaformal resolutionbyCityCouncilapprovingthisMOU.)
l.ACTINGPAY
TheCitywillgrantActingafteranemployeehasworkedinahigherclassificationfortwenty(20) consecutiveworkdaysortwenty(20)non—consecutiveworkdaysinaninety(90)calendarday period.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateorStep Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA)(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino Police Professional Employees Association, hereinafter referred to as “CPPEA”, isthe recognized employee organization for all regular, non-sworn, full-time Chino Policeemployees in the City of Chino, hereinafter referred to as the “City”. These employees arecollectively referred to as the “employees”. The current positions of CPPEA can be found inthe current Classification and Compensation Schedule - Non- Management Positions.Administrative AssistantCrime AnalystCrime Prevention & Community Outreach SpecialistManagement AssistantPolice Records & Evidence CoordinatorPolice Records TechnicianPolice Service Officer I/IIPolice Training CoordinatorProperty & Evidence TechnicianPublic Safety Dispatcher I/IIB. In the interest of maintaining harmonious relations between the City and the employees,authorized representatives of the City and CPPEA have met and conferred in good faith,exchanging various proposals concerning wages, hours, and other terms and conditions ofemployment of the employees which are within the scope of law for represented employees inCPPEA.C. The authorized representatives of the City and CPPEA have reached mutual agreement onwages, hours and other terms and conditions of employment for these employees.THEREFORE, the City and the CPPEA agree that wages, hours, and terms and conditions ofemployment will be applied as follows for the period of July 1, 2025 through and including June30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to thoseindividuals who are employed with the City of Chino on the day following the adoption of a formalresolution by City Council approving this MOU.)1. ACTING PAYThe City will grant Acting after an employee has worked in a higher classification for twenty (20)consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar dayperiod. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. This assignment must be confirmed by the processing of a Personnel Action Form(PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step4 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
“A”oftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.
Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20)consecutiveworkdaysortwenty(20)non— consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.
2.ADDITONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheChiefof Police.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theChiefofPolicemayrequestanextensionoftheadditionaldutypay pastthetwelve(12)monthlimit.ThisrequestmustbemadeinwritingtotheCityManagerwith justificationastowhyanextensionisrequired.Theextensionmustincludethedatetheadditional dutypaywillexpireandacopyofthesignedextensionmustbeattachedtothePersonnelAction Form(PAF).
3.ASSOCIATIONMATTERS
A250copypermonthphotocopyaccountisestablishedforassociationbusiness.Copiesexceeding 250permonthwillbepaidtotheCityatthecurrentper-copycharge.Associationmembersare providedwith24hoursperfiscalyeartoattendtotrainingorotherrelatedbusinessintheinterest oftheCPPEA,whenauthorizedbytheCityandtheCPPEA.Thehoursdonotaccumulateorcarry overfromfiscalyeartofiscalyear.
4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:
ADecertificationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofemployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resources/RiskManagementnolaterthansix(6)months(l80days)priortotheexpirationofthe MemorandumofUnderstandingthenineffect.ADecertificationPetitionmustbefiledbytwo(2) ormoreemployeesortheirrepresentative,oranemployeeorganization,andwillcontainthe followinginformationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenalty ofperjurytobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)andadesignated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughttobedecertifiedastherepresentativeofthatunit. c)Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027“A” of the Acting position Classification, whichever is greater, unless otherwise authorized by theCity Manager.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ADDITONAL DUTY PAYAfforded to an employee who takes on a significant number of extra assignments in an areadifferent than their regularly assigned responsibilities. An employee performing this type of workfor a period of time greater than two (2) weeks will receive pay in the amount of five percent (5%)increase in salary to compensate for performing dual functions at the discretion of the Chief ofPolice. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Chief of Police may request an extension of the additional duty paypast the twelve (12) month limit. This request must be made in writing to the City Manager withjustification as to why an extension is required. The extension must include the date the additionalduty pay will expire and a copy of the signed extension must be attached to the Personnel ActionForm (PAF).3. ASSOCIATION MATTERSA 250 copy per month photocopy account is established for association business. Copies exceeding250 per month will be paid to the City at the current per-copy charge. Association members areprovided with 24 hours per fiscal year to attend to training or other related business in the interestof the CPPEA, when authorized by the City and the CPPEA. The hours do not accumulate or carryover from fiscal year to fiscal year.4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe City amends its language as found in Resolution 85-53 to read as follows:A Decertification petition alleging that the incumbent recognized employee organization no longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources/Risk Management no later than six (6) months (180 days) prior to the expiration of theMemorandum of Understanding then in effect. A Decertification Petition must be filed by two (2)or more employees or their representative, or an employee organization, and will contain thefollowing information and documentation declared by the duly authorized signatory under penaltyof perjury to be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.5 MemorandumofUnderstanding
CPPEAJuly132025—June30,2027
SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertiflcationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinthirty(30)dayspriortofiling theDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.
IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeterminethewishesof employeesastothequestionofrepresentation.
5.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequaltoKaiser),dentalandvisioncoverageforfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecember15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee'sregular paychecksasearned.
Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example,aletterfromtheemployerofaspouse,domesticpartnerorparent.
NewHires:
Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt-outdocumentationduringthenextOpenEnrollmentperiod.
Recertification:
FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwill remainineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextOpen Enrollmentperiod.
SeealsoRegularRateofPaySectionofthisMOU.
6.BEREAVEMENTLEAVE
Anon—accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,domesticpartner,parent,step— parent,sibling,child,step—child,mother-in-law,father-in—law,brother-in-law,sister—in-law, daughter-in—law,son-in-law,grandparent,step—grandparent,grandchildoranyotherrelative residingwithintheemployee’shome.
Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.
Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymemberifrequestedbytheChiefofPoliceortheirdesignee. 6 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Such proof will be submitted for verification to the Director of Human Resources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within thirty (30) days prior to filingthe Decertification Petition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.5. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1st. Unused portions of the Benefit Bank will be paid out in the employee's regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.See also Regular Rate of Pay Section of this MOU.6. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis provided. A “qualified family member” is defined as a spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law,daughter-in-law, son-in-law, grandparent, step-grandparent, grandchild or any other relativeresiding within the employee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member if requested by the Chief of Police or their designee.6 MemorandumofUnderstanding
CPPEAJuly1,2025~June30,2027
Documentationmayinclude,butisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofdeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.
7.BILINGUALPAY
Employeesareeligibletoreceivetwohundredandfortydollars($240)permonth(paidover24 payperiods)forverbalfluencyisprovidedtoemployeesiftheydemonstratetheirconversational skillinanylanguageotherthanEnglishtheChiefofPolicedeemsnecessary,includingsign language,underthefollowingconditions:
a.Certification:A competencyexaminationwillbedevelopedandadministeredbythe HumanResources/RiskManagementDepartmenttodetermineemployees’proficiency.
TestinganditsfrequencyareatthediscretionoftheCity.Anemployeemustpassthe City’scompetencyexaminationtobeeligibleforbilingualpay. b.ChiefofPoliceApproval:TobeeligibletotaketheCity’scompetencyexamination,an employeemustberecommendedbytheChiefofPolice.Eligibilityfortheopportunityto testforbilingualpayissolelyattheChiefofPolice’sdiscretionandisnotsubjectto administrativeappealorchallenge.TheChiefofPolicewillmaketheirrecommendation basedonanassessmentoftheneedfortheemployeetousebilingualskillsonthejob.In theeventthatanemployeeisapprovedforbilingualpay,thenlaterchangesassignment, classification,jobduties,oristransferredorpromoted,inanymanner,adeterminationmay bemadebytheChiefofPolicethatbilingualskillsarenolongerrequiredforuseon-the- jobandthisbenefitwillberemovedfromtheemployeewithnorightofappeal.
8.BREAKSANDLUNCH
Thisarticleappliestothefollowingclassificationsonly:
st.PublicSafetyDispatchersI/II
‘1‘CrimeAnalysts
6°PoliceServiceOfficersI/II
Theseclassificationswillbeprovidedwitha45minutepaidmealperiodwithina10-12hourshift.
Employeesworkingovertimebetweenfive(5)andseven(7)consecutivehoursshallreceivea20- minutepaidbreaktime.Employeesworkingovertimeshiftsofseven(7)consecutivehoursor moreshallbeentitledtoreceiveone(l)45-minutemealperiod.
Duringeachofthesepaidmealbreaks,employeeswillremainonanon—callstatus.
9.CALLBACKPAY
Employeeswhoarenotonstand—byandwhoarecalledbacktoworkduringtheiroff-dutyhours willreceivetwo(2)hoursminimumpayatoneandone—half(l
1/2)timestheirregularrate.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.7. BILINGUAL PAYEmployees are eligible to receive two hundred and forty dollars ($240) per month (paid over 24pay periods) for verbal fluency is provided to employees if they demonstrate their conversationalskill in any language other than English the Chief of Police deems necessary, including signlanguage, under the following conditions:a. Certification: A competency examination will be developed and administered by theHuman Resources/Risk Management Department to determine employees’ proficiency.Testing and its frequency are at the discretion of the City. An employee must pass theCity’s competency examination to be eligible for bilingual pay.b. Chief of Police Approval: To be eligible to take the City’s competency examination, anemployee must be recommended by the Chief of Police. Eligibility for the opportunity totest for bilingual pay is solely at the Chief of Police’s discretion and is not subject toadministrative appeal or challenge. The Chief of Police will make their recommendationbased on an assessment of the need for the employee to use bilingual skills on the job. Inthe event that an employee is approved for bilingual pay, then later changes assignment,classification job duties, or is transferred or promoted, in any manner, a determination maybe made by the Chief of Police that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.8. BREAKS AND LUNCHThis article applies to the following classifications only:♦♦♦ Public Safety Dispatchers 1/ II❖ Crime Analysts❖ Police Service Officers I/IIThese classifications will be provided with a 45 minute paid meal period within a 10-12 hour shift.Employees working overtime between five (5) and seven (7) consecutive hours shall receive a 20-minute paid break time. Employees working overtime shifts of seven (7) consecutive hours ormore shall be entitled to receive one (1) 45-minute meal period.During each of these paid meal breaks, employees will remain on an on-call status.9. CALL BACK PAYEmployees who are not on stand-by and who are called back to work during their off-duty hourswill receive two (2) hours minimum pay at one and one-half (1 ’A) times their regular rate. 7 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
10.COMPENSATORYTIME
AdministrativeAssistant,ManagementAssistant,andPoliceTrainingCoordinator Employeesmayaccrueamaximumof40hoursofCompensatoryTimeoff,withtheexception notedbelow.Eachemployeehastheoptionofelectingtoconvertany,orall,accrued CompensatoryTimeoffhourstopayatthehourlyrateexistingatthetimeofdistribution.
CompensatoryTimeconvertedwillbepaidwiththesecondpaycheckinNovemberofeachyear.
Uponseparationfromemployment,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.
Allpositionsnotlistedabove—Two(2)CompensatoryTimebanks,eachconsistingofeighty (80)hours,areestablished:
°:’CompensationBankNo.1:Thisbankprovidesfortheaccrualofeighty(80)hoursof CompensatoryTimetobepaidoutonlyuponseparationfromemployment.Thefirsteight (80)hoursofCompensatoryTimeearnedbyanemployeearerecordedinthisaccount.No annualbuybackofthistimeisprovided.‘3CompensationBankNo.2:Thisbankprovidesfortheaccrualofuptoeighty(80)hours ofCompensatoryTimeforuseastimeoffonly.ThistimemaynotbesoldbacktotheCity.
Overtimehoursinexcessofeighty(80)inthisaccountwillbepaidtoemployeesinsalary atoneandone—half(l1/2)timestheemployee’sregularrateofpay.
11.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:
Maximumamountfinancedistwothousand,fivehundreddollars($2,500).
Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
‘3Minimumofone(l)businesssoftwarepackagemustbepurchased(i.e.spreadsheet,data basemanager,wordprocessor,etc.).
é Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.
Nogameorentertainmentsoftwarewillqualifyunderthisprogram.
Loanstoparticipantswillbeforatermnottoexceedthirty-sixmonths(36)andnointerest willbechargedduringthattime.
Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.
Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc).
TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.
A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.‘2‘UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days tosubmitnecessarydocumentationtoFinanceDepartmentforpre-approvalofsystem purchase.
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TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202710. COMPENSATORY TIMEAdministrative Assistant, Management Assistant, and Police Training CoordinatorEmployees may accrue a maximum of 40 hours of Compensatory Time off, with the exceptionnoted below. Each employee has the option of electing to convert any, or all, accruedCompensatory Time off hours to pay at the hourly rate existing at the time of distribution.Compensatory Time converted will be paid with the second paycheck in November of each year.Upon separation from employment, accrued Compensatory Time off will be converted to cash atthe then existing base hourly rate.All positions not listed above - Two (2) Compensatory Time banks, each consisting of eighty(80) hours, are established:❖ Compensation Bank No. 1: This bank provides for the accrual of eighty (80) hours ofCompensatory Time to be paid out only upon separation from employment. The first eight(80) hours of Compensatory Time earned by an employee are recorded in this account. Noannual buy back of this time is provided.❖ Compensation Bank No. 2: This bank provides for the accrual of up to eighty (80) hoursof Compensatory Time for use as time off only. This time may not be sold back to the City.Overtime hours in excess of eighty (80) in this account will be paid to employees in salaryat one and one-half (1 ‘A) times the employee’s regular rate of pay.11. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith the requirements of the program as listed below:❖ Maximum amount financed is two thousand, five hundred dollars ($2,500).❖ Any new computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.❖ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds.8 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
12.COSTOFLIVINGADJUSTMENT
Increasestoemployees’basewages/salaryrangesfOranyrepresentedpositionsareasfollows:
‘3EffectivethefirstpayperiodafterratificationoftheCPPEAUnitandapprovalbytheCity Council:Twopercent(2%)
‘3‘EffectivethebeginningofthepayperiodincludingJuly1,2026:Fourpercent(4%) Foranypart—timepositionthatreceivesamandatedwageincrease(duetotheminimumwagelaw), thefull-timepositionwillreceivethesameincrease.
13.COURTAPPEARANCECOMPENSATION
Employeeswhoaresubpoenaedtoappearincourtduringtheiroff-dutyhoursarecompensatedat oneandone-half(1—1/2)timestheirhourlyrateofpaywitha2—hourminimumguarantee.
Employeeswhoreceivetwo(2)separatesubpoenastoappearforthemorningandafternoon sessionsonthesamedaywillreceivetwo(2),2-hourminimumguarantees.Timespentduringall courtroomrecesses,includingcourtlunchrecesseswillbeconsideredtimeworkedforpurposes ofcomputingcompensation.Hoursspentincourtbeyondthetwo(2),2-hourguaranteeswillbe compensatedonanhour-per-hourbasiswiththeexceptionoftraveltime.Employeeswhodonot exercisetheoptiontoverifythatacaseisscheduledandwhoreporttothecourtwillbe compensatedfortheirappearance.
14.COURTSTAND-BYCOMPENSATION
Offdutypersonnelwhoareplacedonstand—byforapossiblecourtappearancewillbepaidattheir straighttimeratefortwo(2)hoursperday.
15.COURTTRAVEL
Employeeswhoaresubpoenaedtoandappearinacourtoutsidethelocalarea(thelocalareabeing definedasPomonaandRanchoCucamonga)duringoffdutyhourswillbepaid,atastraighttime rate,compensatorytimeofffortraveltime.ThetraveltimeistobecalculatedfromtheChino PoliceDepartmenttothecourtandreturn.
16.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiary(ies)on fileinHumanResources/RiskManagementattimeofdeath.
Intheeventofanemployee’sdeath,theirbeneficiary(ies)willreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeaveTimewillbepaidoutattherateestablishedbyyears ofservice.Iftheemployeewouldhavebeeneligibleforretirementusingthedefinitionin CalPERS,thenSickLeaveTimewillbepaidtotheemployees”beneficiary(ies)at100%cashout oftheaccruedSickLeaveonrecord.
lntheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiary(ies)willreceive100%cash—outofthe employee’saccruedSickLeaveonrecord.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202712. COST OF LIVING ADJUSTMENTIncreases to employees’ base wages/salary ranges for any represented positions are as follows:♦♦♦ Effective the first pay period after ratification of the CPPEA Unit and approval by the CityCouncil: Two percent (2%)❖ Effective the beginning of the pay period including July 1 , 2026: Four percent (4%)For any part-time position that receives a mandated wage increase (due to the minimum wage law),the full-time position will receive the same increase.13. COURT APPEARANCE COMPENSATIONEmployees who are subpoenaed to appear in court during their off-duty hours are compensated atone and one-half (l-Uz) times their hourly rate of pay with a 2-hour minimum guarantee.Employees who receive two (2) separate subpoenas to appear for the morning and afternoonsessions on the same day will receive two (2), 2-hour minimum guarantees. Time spent during allcourtroom recesses, including court lunch recesses will be considered time worked for purposesof computing compensation. Hours spent in court beyond the two (2), 2-hour guarantees will becompensated on an hour-per-hour basis with the exception of travel time. Employees who do notexercise the option to verify that a case is scheduled and who report to the court will becompensated for their appearance.14. COURT STAND-BY COMPENSATIONOff duty personnel who are placed on stand-by for a possible court appearance will be paid at theirstraight time rate for two (2) hours per day.15. COURT TRAVELEmployees who are subpoenaed to and appear in a court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid, at a straight timerate, compensatory time off for travel time. The travel time is to be calculated from the ChinoPolice Department to the court and return.16. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary (ies) onfile in Human Resources/Risk Management at time of death.In the event of an employee’s death, their beneficiary(ies) will receive payment of all unused LeaveTime at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by yearsof service. If the employee would have been eligible for retirement using the definition inCalPERS, then Sick Leave Time will be paid to the employees’ beneficiary(ies) at 100% cash outof the accrued Sick Leave on record.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued Sick Leave on record.9 Memorandum0fUnderstanding
CPPEAJuly1,2025—June30,2027
17.DEFERREDCOMPENSATIONPLAN
A deferredcompensationplan,457(b),isavailabletoallemployees,providingtax-deferred savingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignated deferredcompensationplanuptothemaximumannualamountallowedbyfederalandstatelaw throughapayrolldeductionprogram.
CityContribution
Employeeswillreceiveaonehundreddollar($100)permonthCitymatchtotheirDeferred CompensationPlanprovidedtheemployeecontributesonehundreddollars($100)permonthto theirCityDeferredCompensationaccount.IftheemployeedoesnotcontributetotheDeferred Compensationaccounteachmonth,theywillnotbeeligiblefortheCitymatch. “Catch-up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47,whoarewithin 3yearsoftheirplannedretirementdate,maytakeadvantageofthe457DeferredCompensation Plan"catch—up"provisionsandallowancesasdefinedinfederalandstatelaw.Totheextent allowedbyfederalandstatelawandtheCity'sdeferredcompensationplanadministrator,the Citywillallow,duringthethree(3)yearspriortoanemployee'splannedretirementdate,the conversionofaccruedSickLeave,Vacation,FloatingHoliday,SickLeaveConversion, CompensatoryTimehourstocashcontributionattheemployee'sbaserateofpayineffectat thetimeofconversion.Leaveconversioncontributionsforthe”457catch—up”shallnormally bedistributedoveranemployee'slastthree(3)yearspriortotheirplannedretirementdate.
However,basedonthetotalamountof”457catch—up"contributionsavailabletotheemployee, accumulatedSickLeavehours,andtheemployee'sdesignatedretirementdate,”457catch—up" contributionsmayoccuroverashorterperiodoftimepriortoretirement,Tobeeligibleto participate,theemployeemustbewithinthree(3)yearsoftheirplannedretirementdate,have”457catch-up"privilegesavailabletothem,andbeenrolledintheCity-sponsored457 DeferredCompensationPlan.
“Catch-up”-SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionofflve(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountiftheychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.
Intheeventanemployeeseparatesforanyreasonotherthanserviceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement willbedeductedbytheCityfromanyorallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.
Inordertoparticipate,theemployeewillselecttheamountofSickLeavetheywanttransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The 10 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202717. DEFERRED COMPENSATION PLANA deferred compensation plan, 457(b), is available to all employees, providing tax-deferredsavings to serve as a retirement supplement. An employee may contribute to the City's designateddeferred compensation plan up to the maximum annual amount allowed by federal and state lawthrough a payroll deduction program.City ContributionEmployees will receive a one hundred dollar ($100) per month City match to their DeferredCompensation Plan provided the employee contributes one hundred dollars ($100) per month totheir City Deferred Compensation account. If the employee does not contribute to the DeferredCompensation account each month, they will not be eligible for the City match.“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are within3 years of their planned retirement date, may take advantage of the 457 Deferred CompensationPlan "catch-up" provisions and allowances as defined in federal and state law. To the extentallowed by federal and state law and the City's deferred compensation plan administrator, theCity will allow, during the three (3) years prior to an employee's planned retirement date, theconversion of accrued Sick Leave, Vacation, Floating Holiday, Sick Leave Conversion,Compensatory Time hours to cash contribution at the employee's base rate of pay in effect atthe time of conversion. Leave conversion contributions for the "457 catch-up" shall normallybe distributed over an employee's last three (3) years prior to their planned retirement date.However, based on the total amount of "457 catch-up" contributions available to the employee,accumulated Sick Leave hours, and the employee's designated retirement date, "457 catch-up"contributions may occur over a shorter period of time prior to retirement. To be eligible toparticipate, the employee must be within three (3) years of their planned retirement date, have"457 catch-up" privileges available to them, and be enrolled in the City-sponsored 457Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 1 00% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursementwill be deducted by the City from any or all earned funds available to the employee onseparation, without it being necessary for the City to seek a civil judgment for the monies.In order to participate, the employee will select the amount of Sick Leave they want transferredinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Sick Leave remaining at the end of the year. The10 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.
TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram.
“Catch—up”hoursadvancedwillbeaddedbacktotheemployee’sSickLeavebankfortheSick LeaveProgramcalculation.
“Catch-up”~—VacationLeave
lnordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Catch-up”—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orCompensatoryLeave)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch-up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRSlimit).The“Age50Catch— up”and“Pre-RetirementCatch-up”provisionsmaynotbothbeusedinthesamecalendaryear.
EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory Timeand/oraccruedVacationLeavetocontributethisadditionalamount.
Contributionstothedeferredcompensationplanwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.
18.DIRECTDEPOSIT
Allemployeeswillberequiredtohavefundsdirectlydepositedintoanaccounttheyestablished fordepositoftheirpayrollchecks.
ll
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027employee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the SickLeave Program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave they wanttransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining at theend of the year. The employee’s Vacation Leave balance would then decrease commensuratelywith the amount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Catch-up”- Other Leave BanksIn order to participate, the employee will select the amount of other leave (this may be FloatingHoliday, Sick Leave Conversion and/or Compensatory Leave) to be transferred into deferredcompensation at the beginning of each of the three (3) years. The amount must be a selectednumber of hours of leave. The employee’s leave balance would then decrease commensuratelywith the amount of funds withdrawn.“Age 50+ Catch-up”In the calendar year an employee reaches age 50 (or older), they may contribute an additionalamount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, CompensatoryTime and/or accrued Vacation Leave to contribute this additional amount.Contributions to the deferred compensation plan will be discontinued while an employee isreceiving Workers’ Compensation payments.18. DIRECT DEPOSITAll employees will be required to have funds directly deposited into an account they establishedfor deposit of their payroll checks. 11 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
19.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity—fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe413‘consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary,withaprovisiontocontinueregular benefltsandbenefitaccruals.Onthe61“consecutivecalendardayofdisability,salarycontinuation ispaidatarateofupto66—2/3%ofsalaryattimeofdisability.Theentirebenefitperiodwillnot exceedfive(5)years.
20.DISCIPLINARYAPPEALPROCEDURE
Resolution2003-11willbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.
21.EMOTIONALSUPPORTCANINEHANDLER
Providehandlerforemotionalsupportcanine,four(4)workhoursperweekforthededicatedcare andmaintenanceofcanine.
Wheneveracanineisretiredfromactivedutylthecaninehandlerlasthavingthecanineshallhave theoptiontopurchasethecaninepursuanttotheapplicablecaninepolicyandpurchasing agreement.
22.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125-FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.
23.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull-time/continuousservice).
Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.
Employeesmaycash—outuptothirtyfive(35)hoursofFloatingHolidayTime,onetimeperfiscal year,inasetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.
ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(14) calendardaysfromthedateofseparation.
12 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202719. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41stconsecutive calendar day ofdisability at a rate of 100% of the employee’s base salary, with a provision to continue regularbenefits and benefit accruals. On the 61stconsecutive calendar day of disability, salary continuationis paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will notexceed five (5) years.20. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.21. EMOTIONAL SUPPORT CANINE HANDLERProvide handler for emotional support canine, four (4) work hours per week for the dedicated careand maintenance of canine.Whenever a canine is retired from active duty, the canine handler last having the canine shall havethe option to purchase the canine pursuant to the applicable canine policy and purchasingagreement.22. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.23. FLOATING HOLIDAY TIMEEmployees are provided with thirty five (35) hours of Floating Holiday Time in July of each year(prorated for new hires following completion of six (6) months of full-time/continuous service).This time off is used by the employee with the approval of their supervisor.Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one time per fiscalyear, in a set number of hours, payable at the employee’s existing base rate of pay at the time ofrequest. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten (10) working days prior to request). Any remaining Floating HolidayTime will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning/separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation. 12 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
24.HIRINGINCENTIVE
PerResolutionNo.2022-40,theCitywillpaynew—hirelateralDispatchers(non—entrylevel)an incentiveof$5,000uponhire,andanadditional$5,000uponsuccessfullypassingtheprobation period.
25.HOLIDAYS
TheCityhasdesignatedtwelve(12)ten—hourholidaysasfollows:
a)
CoordinatorWhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedas theholiday.WhenaholidayfallsonaSunday,thefollowingMondaywillberecognizedas theholiday.Tobeeligibleforanobservedholiday,employeesmustbepaidfortheregularly scheduledworkdaywhichimmediatelyfollowstheobservedholidaytoreceivepayforthat holiday.Forexample,ifaholidayfellonaMonday,andtheemployeewasona4/10work schedulewithFridaysoff,theemployeewouldberequiredtobepaidforaregularlyscheduled workdayontheThursdaybeforetheobservedholidayandtheTuesdayfollowingtheobserved holiday.
WhenaCity-designatedholidayisobservedonanemployee’sscheduleddayoff,holiday hourswillbecreditedtotheemployee.Theemployeeisrequiredtoinitiatecontactwiththeir supervisorinwritingtorequestauthorizationtoutilizethesebankedholidayhours.Any remainingtimewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.
WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparationtheaccumulated holidaywillbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinan amountequivalenttothenumberofhoursconstitutinga“workday”atthetimeofseparation.
Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)of thefollowingoptionsforcompensation:
i.Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimehours.
ii.Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate. b)Pertainingtoallpositionsotherthanthoselistedinparagraph(a)herein—Employeesare creditedwithonehundredandfiftyfive(155)holidayhours(observedCityholidaysplus FloatingHolidayTime)atthebeginningofeachfiscalyear.Employeeshavetheoptionof convertingHolidayTimetocashortoaccumulatedtimeoff.Holidaytimeconvertedtocash pursuanttoexerciseoftheaboveoption,willbecompensatedatthecurrentbasehourlyrate.
Anyholidaysconvertedtoaccumulatedtimeoffmustbeutilizedduringthefiscalyear,and NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear’sEve
PertainingtoAdministrativeAssistant,ManagementAssistant“andPoliceTraining Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202724. HIRING INCENTIVEPer Resolution No. 2022-40, the City will pay new-hire lateral Dispatchers (non-entry level) anincentive of $5,000 upon hire, and an additional $5,000 upon successfully passing the probationperiod.25. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s DayPresidents DayIndependence DayVeterans DayDay following ThanksgivingChristmas Day Martin Luther KingMemorial DayLabor DayThanksgiving DayChristmas EveNew Year’s Evea) Pertaining to Administrative Assistant, Management Assistant, and Police TrainingCoordinator - When a holiday falls on a Saturday, the preceding Friday will be recognized asthe holiday. When a holiday falls on a Sunday, the following Monday will be recognized asthe holiday. To be eligible for an observed holiday, employees must be paid for the regularlyscheduled workday which immediately follows the observed holiday to receive pay for thatholiday. For example, if a holiday fell on a Monday, and the employee was on a 4/10 workschedule with Fridays off, the employee would be required to be paid for a regularly scheduledworkday on the Thursday before the observed holiday and the Tuesday following the observedholiday.When a City-designated holiday is observed on an employee’s scheduled day off, holidayhours will be credited to the employee. The employee is required to initiate contact with theirsupervisor in writing to request authorization to utilize these banked holiday hours. Anyremaining time will be paid out in the final payroll check of each fiscal year.When an employee separates from City employment (for any reason) and has one or moreaccumulated holidays on account on the effective date of the separation the accumulatedholiday will be converted to cash at the hourly rate existing at the time of separation and in anamount equivalent to the number of hours constituting a “workday” at the time of separation.In any instance where an employee works on a holiday, the employee may choose one (1) ofthe following options for compensation:i. Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime hours.ii. Be paid holiday hours at straight time and be paid hours worked at overtime rate.b) Pertaining to all positions other than those listed in paragraph (a) herein - Employees arecredited with one hundred and fifty five (155) holiday hours (observed City holidays plusFloating Holiday Time) at the beginning of each fiscal year. Employees have the option ofconverting Holiday Time to cash or to accumulated time off. Holiday time converted to cashpursuant to exercise of the above option, will be compensated at the current base hourly rate.Any holidays converted to accumulated time off must be utilized during the fiscal year, and13 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
therewillbenooptiontocarryunusedaccumulatedholidaytimefromoneflscalyearto another.EmployeeswhohaveunusedholidayhoursfortheperiodofJulylthroughJune30 ofanyfiscalyearwillbepaid,onthelastpaydayofthefiscalyear,forallremaininghours calculatedatthebasehourlyrateforeachhourofunusedholidaytime.
Employeesmayreceivepaymentforholidaysinonelumpsum,inacheckseparatefromtheir regularpayrollcheck,uponwrittenrequesttotheCity’sFinanceDepartment,atanytime throughouttheyear.Requestssubmittedwithtimesheetswillbepaidwiththenextregular payrollcheckdistribution.Holidaypaywillbecalculatedatthepayrateatthetimeofcash out.
SpecialcompensationwillbereportedaccordingtoPERSrequirementsandguidelines.
ExceptforemployeesretiringfromtheCity,employeeswhouseorreceivepayforobservedCity holidaysandsubsequentlyterminatetheiremploymentwiththeCity,willberesponsibleto reimbursetheCityforhoursusedbeyondthosewhichwouldhavenormallyaccruedduringthat periodoftimeinthefiscalyear.SeeSalaryAdjustments(Overpayments,Recovery,and Underpayments)SectionofthisMOU.
26.HOLIDAYCLOSURE
PertainingtoAdministrativeAssistant,ManagementAssistant,andPoliceTrainingCoordinator:
TheCityreservestherighttoclosenon-safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation,FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod.
TheCityshallhavethediscretiontoadvanceVacationtime,whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.
Basedontheorganizationalneeds,certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheChiefofPolice.
27.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemloyee.
Foralljuryservice,employeesarerequiredtodeliverajurydutycertificationformattheendof therequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreportto workbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(l)hourofactual worktime.
28.LEAVEAPPROVAL
Employeesareguaranteedtoreceiveapprovalfromsupervisor(s)forpaidleaveofnotlessthan eighty(80)hoursnon~consecutiveVacation,FloatingHolidayorCompensatoryTimeeachfiscal yeartobedeductedfromtheemployee’saccruedleavetimeonrecord. 14 p
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027there will be no option to carry unused accumulated holiday time from one fiscal year toanother. Employees who have unused holiday hours for the period of July 1 through June 30of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hourscalculated at the base hourly rate for each hour of unused holiday time.Employees may receive payment for holidays in one lump sum, in a check separate from theirregular payroll check, upon written request to the City’s Finance Department, at any timethroughout the year. Requests submitted with time sheets will be paid with the next regularpayroll check distribution. Holiday pay will be calculated at the pay rate at the time of cashout.Special compensation will be reported according to PERS requirements and guidelines.Except for employees retiring from the City, employees who use or receive pay for observed Cityholidays and subsequently terminate their employment with the City, will be responsible toreimburse the City for hours used beyond those which would have normally accrued during thatperiod of time in the fiscal year. See Salary Adjustments (Overpayments, Recovery, andUnderpayments) Section of this MOU.26. HOLIDAY CLOSUREPertaining to Administrative Assistant, Management Assistant, and Police Training Coordinator:The City reserves the right to close non-safety facilities between Christmas Eve and New Year'sDay. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick LeaveConversion or remain in an unpaid leave status during this period.The City shall have the discretion to advance Vacation time, which will be earned by the employeein the future, to those employees who request it and who do not have any current Vacation, FloatingHoliday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leavestatus during the closure.Based on the organizational needs, certain classifications may be required to work during theholiday closure. This determination will be made by the Chief of Police.27. JURY DUTYEmployees are compensated for jury service of ten (10) work days per fiscal year. A “work day”will be defined as a regularly scheduled day of work for the employee.For all jury service, employees are required to deliver a jury duty certification form at the end ofthe required jury duty to verify such service. Employees required to serve on a jury must report towork before and after jury duty provided there is an opportunity for at least one (1) hour of actualwork time.28. LEAVE APPROVALEmployees are guaranteed to receive approval from supervisor(s) for paid leave of not less thaneighty (80) hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscalyear to be deducted from the employee’s accrued leave time on record.14 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
29.LIFEINSURANCE
Employeesareprovidedwith$100,000inlifeinsurancecoverage.
SeealsoDeathBenefitSectionofthisMOU.
30.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
"‘10yearsofservice—$500paidinalumpsumattimeofanniversary. '0.’ 15yearsofservice-$1,000paidinalumpsumattimeofanniversary. 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 3Oyearsofservice-$2,500paidinalumpsumattimeofanniversary. 35yearsofservice-$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice-$4,000paidinalumpsumattimeofanniversary.
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31.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.
Theserightsinclude,butarenotlimitedto:
‘3Determiningtheorganization,mission,andobjectivesoftheagencyordepartment. 'Establishingthemissionofitsconstituentdepartments,commissions,andboards.
Settingandmodifyingstandardsofservice.
Planning,directing,andcontrollingtheworkforce.
‘Establishingpolicies,procedures,andstandardsforemployeeconductand performance.
isConductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.
'2‘Determiningthenumber,location,andtypesofemployeesrequired. ‘:’Hiring,promoting,transferring,assigning,andretainingemployees. '3Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
‘:‘Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthe technologyusedtoperformwork.
'3Implementingcorrectiveactions,includingsuspension,demotion,ortermination,for Justcause.
6’Takingallnecessaryactionstocarryoutitsmissioninemergencies,including reassigningpersonnelandmodifyingworkassignmentsasneeded. ‘9ThereisnotprovisioninthisMOUthatshallbedeemedtolimitorcurtailtheCity’s rights,unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtail orlimitsuchrights.
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Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe CPPEAUnitconcerningtheimpactoftheexerciseofCityrightsonwages,hours,andtermsand conditionsofemployment.
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 202729. LIFE INSURANCEEmployees are provided with $100,000 in life insurance coverage.See also Death Benefit Section of this MOU.30. LONGEVITY PAYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:❖ 10 years of service - $500 paid in a lump sum at time of anniversary.❖ 15 years of service - $1,000 paid in a lump sum at time of anniversary.❖ 20 years of service - $1,500 paid in a lump sum at time of anniversary.❖ 25 years of service - $2,000 paid in a lump sum at time of anniversary.❖ 30 years of service - $2,500 paid in a lump sum at time of anniversary.❖ 35 years of service - $3,000 paid in a lump sum at time of anniversary.♦♦♦ 40 years of service - $3,500 paid in a lump sum at time of anniversary.❖ 45 years of service - $4,000 paid in a lump sum at time of anniversary.31. MANAGEMENT RIGHTSThe City retains all rights, powers, and authority to manage, direct, and control its operations,except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.These rights include, but are not limited to:❖ Determining the organization, mission, and objectives of the agency or department.❖ Establishing the mission of its constituent departments, commissions, and boards.❖ Setting and modifying standards of service.❖ Planning, directing, and controlling the workforce.❖ Establishing policies, procedures, and standards for employee conduct andperformance.❖ Conducting performance evaluations and implementing performance improvementplans as necessary.❖ Determining the number, location, and types of employees required.❖ Hiring, promoting, transferring, assigning, and retaining employees.♦♦♦ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning personnel and modifying work assignments as needed.❖ There is not provision in this MOU that shall be deemed to limit or curtail the City’srights, unless and only to the extent that the provision of this MOU specifically curtailor limit such rights.MEET AND CONFERWhere required by law, the City agrees, prior to implementation, to meet and confer with theCPPEA Unit concerning the impact of the exercise of City rights on wages, hours, and terms andconditions of employment.15 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
32.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheChiefofPoliceforuseofpersonal automobilesforCitybusiness.Employeesmustprovidepriortoanymileagereimbursementbeing paidtherequiredvehicleinsuranceverification.
VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfllewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheChiefofPoliceandFinanceDepartmentthatthemileage reimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeenprovided.
TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementformileage.
33.ON-CALLPAY
Employeeswhoarereleasedfromactivedutybutarerequiredtoleavenoticewheretheycanbe reachedshallbedefinedasassignedtoon-callduty.On—calldutyrequiresemployeesassignedto respondtowithinareasonableperiod.TheChiefofPolicemayestablishwhatconstitutes reasonableresponsetimesbasedonthenatureofincident.
Inordertoassureareasonableresponsetime,employeeson—callarerequiredtoeithercarryaCity- providedcommunicationdeviceorprovidetheirsupervisorwithatelephonenumberwherethey canbereachedwhileon-callduty.
TheChiefofPoliceshallidentifypositionswithintheDepartmentthatrequireemployeestobe on—callandareeligibleforon-calldutypay.
Employeesplacedon—callwillbeguaranteedtwo(2)hoursstraighttimepayforeachdayofthe week,includingweekendsandholidays.Theemployeemayelecttohavethisinpayor CompensatoryTimeoff.
34.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone—half(1-1/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.
SeealsoRegularRateofPaySectionofthisMOU.
35.OVERTIMECOMPENSATION
Mandatoryovertimewillbeallovertimewhichisassigned;thisratewillbeatoneandone—half (l—‘/2)timestheemployee’shourlyrate.Employeeswhoworkbeyondtwo(2)consecutiveshifts withina24hourperiodwillbecompensatedattwo(2)timestheemployee’sregularbaserateof paycommencingonthe17thconsecutivehourofwork.
SeealsoRegularRateofPaySectionofthisMOU.
16 Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 202732. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by the Chief of Police for use of personalautomobiles for City business. Employees must provide prior to any mileage reimbursement beingpaid the required vehicle insurance verification..Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Chief of Police and Finance Department that the mileagereimbursement for the employee may not be paid until current vehicle coverage has been provided.The City uses the standard rate established by the Internal Revenue Service to calculatereimbursement for mileage.33. ON-CALL PAYEmployees who are released from active duty but are required to leave notice where they can bereached shall be defined as assigned to on-call duty. On-call duty requires employees assigned torespond to within a reasonable period. The Chief of Police may establish what constitutesreasonable response times based on the nature of incident.In order to assure a reasonable response time, employees on-call are required to either carry a City-provided communication device or provide their supervisor with a telephone number where theycan be reached while on-call duty.The Chief of Police shall identify positions within the Department that require employees to beon-call and are eligible for on-call duty pay.Employees placed on-call will be guaranteed two (2) hours straight time pay for each day of theweek, including weekends and holidays. The employee may elect to have this in pay orCompensatory Time off.34. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a work week will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (l-!4) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.See also Regular Rate of Pay Section of this MOU.35. OVERTIME COMPENSATIONMandatory overtime will be all overtime which is assigned; this rate will be at one and one-half(l-'/z) times the employee’s hourly rate. Employees who work beyond two (2) consecutive shiftswithin a 24 hour period will be compensated at two (2) times the employee’s regular base rate ofpay commencing on the 1 7lhconsecutive hour of work.See also Regular Rate of Pay Section of this MOU.16 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
36.PRISONERTRANSPORTATIONPAY
SeeSpecialAssignmentPaysection0fthisMOU.
37.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwomOfficerhireasfollows:
'3$2,000@ Hireplus$500@ completionofprobationforentrylevel. 't'$4,000@ Hireplus$1,000@ completionofprobationforlateral.
ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
‘i‘$2,000athire+$500attimeofcompletionofprobation.
38.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemployee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(6)).Inadditiontothebasesalaryrate,compensationearnedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
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AdditionalDutyPay
UnusedportionsoftheBenefitBankactuallyreceivedascash
BilingualPay
LongevityPay
SpecialAssignment/Pay
StandbyPay
TrainingPay
UniformCleaningAllowance
Forpurposesofcalculatingthetotalhoursactuallyworkedintheworkperiod,allhourstakenas leaveduringtheworkperiodwillcontinuetobedeductedfromtotalnumberofhoursactually paid.
SeealsoOvertimeandOvertimeCompensationSectionsinthisMOU.
39.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhoisinfact,rehiredlaterthansix(6)monthsaftertheeffectivedateof resignationandthenemployedintheirformerclassification,orinapositionwithinthe classificationseriesheldatthetimeofresignationandinacomparableorlowerrank,willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessetbaseduponthenumberofyearsofservicewiththeCityofChinopriortotheirresignation. 17 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202736. PRISONER TRANSPORTATION PAYSee Special Assignment Pay section of this MOU.37. RECRUITMENT INCENTIVEFor recommendation resulting in Sworn Officer hire as follows:❖ $2,000 @ Hire plus $500 @ completion of probation for entry level.❖ $4,000 @ Hire plus $1,000 @ completion of probation for lateral.For recommendation resulting in hire of Public Safety Dispatcher or Public Safety DispatchSupervisor:❖ $2,000 at hire + $500 at time of completion of probation.38. REGULAR RATE OF PAYFor purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act(“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to,or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USCSection 207(e)). In addition to the base salary rate, compensation earned by the employee duringthe seven (7) day work period pursuant to the following provisions of this Memorandum ofUnderstanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:❖ Acting Pay❖ Additional Duty Pay❖ Unused portions of the Benefit Bank actually received as cash❖ Bilingual Pay❖ Longevity Pay❖ Special Assignment/Pay❖ Standby Pay❖ Training Pay❖ Uniform Cleaning AllowanceFor purposes of calculating the total hours actually worked in the work period, all hours taken asleave during the work period will continue to be deducted from total number of hours actuallypaid.See also Overtime and Overtime Compensation Sections in this MOU.39. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is noted as beingsubject to rehire, and who is in fact, rehired later than six (6) months after the effective date ofresignation and then employed in their former classification, or in a position within theclassification series held at the time of resignation and in a comparable or lower rank, will servethe same probationary period that any new hire would otherwise serve and will be otherwisesubject to all terms and conditions of employment applicable to any newly hired employee. Theonly exception will be that any employee rehired will have their seniority level and leave accrualrates set based upon the number of years of service with the City of Chino prior to their resignation.17 Memorandum0fUnderstanding
CPPEAJuly1,2025—Juna30,2027
EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire.Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.
40.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Anemployeeislimitedtothirty(3O)calendardaysfromserviceofanadversedocumentinwhich torespondtosaiddocumentplacedintheirPersonnelFile.Iftheemployee,ortheemployee’s representative,requiresadditionaltimetopreparearesponse,eitherpartymay,inwriting,notify theDirectorofHumanResources/RiskManagementandanadditionalthirty(30)daysextension willbegranted.
41.RETIREMENT
RetirementPlansTheCityhasathree—tierretirementplanasfollows:
A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctoberl6,201l willcontinuetobeeligibleforthe2.7%atage55Plan,withthesinglehighestyearfinal compensation.
B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctoberl6, 2011willbeenrolledinthe2%atage55Plan,witha3—yearaveragefinalcompensation.
C.EmployeeshiredonorafterJanuaryl,2013,willbeenrolledinthe2%atage62(PEPRA) Plan,witha3-yearaveragefinalcompensation.
MemberContributiontoPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoCalPERSwillbemadeonapre-taxbasis,inaccordancewithIRSSection414 (h)(2)andPERSguidelines:
A.2.7%at55,ifhiredbeforeOctoberl6.201l:
1)Employeecontributionrate8%ofreportablecompensation.
B.2%at55,ifhiredonorafterOctoberl6,201l:
l)Employeecontributionrate7%ofreportablecompensation.
C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl,2013:
l)Employeecontributionrate7.25%ofreportablecompensation(subjecttochange).
FourthLevel1959SurvivorBenefit—TheCitywillpayallcostsassociatedwiththisbenefit.
42.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.
A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepayment shalloccurwithinthesametimeframetheoverpaymentwasreceivedbytheemployee orsooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months, theemployeeshallbegivensix(6)monthstorepaytheoverpayment.
Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovided totheemployee.A meetingmayberequestedbytheemployeewiththeHuman IQ
18 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. SickLeave on record at the time of separation that was not compensated for, will be reinstated.40. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEAn employee is limited to thirty (30) calendar days from service of an adverse document in whichto respond to said document placed in their Personnel File. If the employee, or the employee’srepresentative, requires additional time to prepare a response, either party may, in writing, notifythe Director of Human Resources/Risk Management and an additional thirty (30) days extensionwill be granted.41. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 16, 201 1will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 will be enrolled in the 2% at age 55 Plan, with a 3-year average final compensation.C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA)Plan, with a 3-year average final compensation.Member Contribution to PERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions to CalPERS will be made on a pre-tax basis, in accordance with IRS Section 414(h)(2) and PERS guidelines:A. 2.7% at 55, if hired before October 16, 201 1:1 ) Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 201 1:1) Employee contribution rate - 7% of reportable compensation.C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:1) Employee contribution rate - 7.25% of reportable compensation (subject to change).Fourth Level 1959 Survivor Benefit - The City will pay all costs associated with this benefit.42. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)All adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. Overpayments1 . In situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repaymentshall occur within the same time frame the overpayment was received by the employeeor sooner. For example, if the overpayment was made over the course of six (6) months,the employee shall be given six (6) months to repay the overpayment.2. Written documentation showing the calculations of the overpayment will be providedto the employee. A meeting may be requested by the employee with the Human18 MemorandumofUnderstanding
CPPEAJuly1,2025-June30,2027
Resources/RiskManagementandFinanceDepartmentst0reviewthedocumentation andtodiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepayment amountoralternativerepaymentmethodwillbedocumentedinwriting.
3.Extensionstotheperiodforrepaymentoftheoverageoranalternativeprepayment methodmayberequestedbytheemployeeandaresubjecttotheapprovalofthe DirectorofHumanResources/RiskManagementortheirdesignee.Extensionswillbe approvedonlyinthecaseofextremehardship,andtheextendedperiodforrepayment willnotbelongerthanoneandone—half(l
1/2)timesaslongastheoverpaymentperiod.
B.Recovery
l.Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreater thantheemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainstthe employee.
C.Underpayments
l.lnsituationinvolvingunderpaymenttoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbe made,followingtimelysubmissionofappropriatedocumentationandnecessary approvalofthecompensationchange.
PublicSafetyDispatcher—willreceiveaone-timeadjustmenttocurrentbasesalaryrangeinorder toplacethisclassificationinlinewiththenumberthree(3)positionamongthesalarysurveycities.
43.SCHEDULE
A.WORKSCHEDULES
TheChiefofPoliceshallestablishworkschedulesandhoursasmaybenecessaryforthe efficientandoperationalneedsoftheDepartmentortheserviceneedsofthecommunity.
CHANGINGOFDAYSOFFFORTRAININGPURPOSES:
Employeeswillnotbesubjectedtonon-voluntarysplittingoftheirdaysofftoaccommodate departmentaltrainingneeds.
EMERGENCYSCHEDULE:
TheCityreservestherighttowaivethesenioritycriteriaanddetermineshiftworkscheduling andvacationsasisnecessaryanddesirablefortheneedsoftheservice,underemergencyand/or temporarysituations.(RefertoSenioritysection)
FLEXIBLETIMESCHEDULING:
TheCityallowsemployeestheabilitytoutilizeaflexibletime(flextime)workschedule.
Schedulingisdeveloped/administereddepartmentallywiththeChiefofPoliceservingas ultimateapproverofschedules.
44.SENIORITY
TheCityandnon—swornemployeesoftheChinoPoliceDepartmentagreetouseseniorityasthe methodofdeterminingshiftworkschedulesandvacation.
SenioritywillbedeterminedbyhiredatewithChinoPoliceDepartment.lftwo(2)newpersonnel (anyjobclassorrank)arehiredatthesametime,atthesamestep,forthesameposition,then 19 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Resources/Risk Management and Finance Departments to review the documentationand to discuss the recovery schedule. The repayment schedule, biweekly repaymentamount or alternative repayment method will be documented in writing.3. Extensions to the period for repayment of the overage or an alternative prepaymentmethod may be requested by the employee and are subject to the approval of theDirector of Human Resources/Risk Management or their designee. Extensions will beapproved only in the case of extreme hardship, and the extended period for repaymentwill not be longer than one and one-half (1 !4) times as long as the overpayment period.B. Recovery1 . If the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greaterthan the employee’s final pay, the City may initiate a collections process against theemployee.C. Underpayments1. In situation involving underpayment to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can bemade, following timely submission of appropriate documentation and necessaryapproval of the compensation change.Public Safety Dispatcher - will receive a one-time adjustment to current base salary range in orderto place this classification in line with the number three (3) position among the salary survey cities.43. SCHEDULEA. WORK SCHEDULESThe Chief of Police shall establish work schedules and hours as may be necessary for theefficient and operational needs of the Department or the service needs of the community.B. CHANGING OF DAYS OFF FOR TRAINING PURPOSES:Employees will not be subjected to non-voluntary splitting of their days off to accommodatedepartmental training needs.C EMERGENCY SCHEDULE:The City reserves the right to waive the seniority criteria and determine shift work schedulingand vacations as is necessary and desirable for the needs of the service, under emergency and/ortemporary situations. (Refer to Seniority section)D. FLEXIBLE TIME SCHEDULING:The City allows employees the ability to utilize a flexible time (flex time) work schedule.Scheduling is developed/administered departmentally with the Chief of Police serving asultimate approver of schedules.44. SENIORITYThe City and non-swom employees of the Chino Police Department agree to use seniority as themethod of determining shift work schedules and vacation.Seniority will be determined by hire date with Chino Police Department. If two (2) new personnel(any job class or rank) are hired at the same time, at the same step, for the same position, then19 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
Citypayrollnumbers(determinedalphabetically)willdeterminesenioritywiththelowestnumber beingsenior.
Foraddedclarification,theCityreservestherighttowaivethesenioritycriteriaanddetermine shiftworkschedulingandvacationsasisnecessaryanddesirablefortheneedsoftheservice, underemergencyand/ortemporarysituations.
45.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheChiefofPolice,employeesmaybeallowedtoextendtheir lastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(1)payperiod beyondthelastdaytheemployeephysicallyreportstowork.
Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgovemingleaveusage.TheChiefofPoliceordesigneeshall beresponsibleforreviewingandgrantingrequestsonacase—by—casebasistoensureconsistency andfairnessinapplication.
Forthisarticle,qualifyingleavetimeisdefinedasvacation,holiday,floatingholiday,personalor comptime.SickleaveusagewillbeallowedunderthetermsofArticle46SickLeave,andthose provisionsmustbefollowedforanysickleaveusagetobeallowedunderthisarticle.
46.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous full—timeemployment.Followingthe90thdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(lO)hoursofSickLeavepermonthuptoamaximumaccrualofonethousandeighty (1,080)hours.
Ifanemployeechangesstatus(e.g.changesfromfull-timetopart-timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOUor SummaryofBenefits.
UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentforanySickLeavehoursfortimemissedfromwork.
47.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongasthe prioremployerdidnotcompensatetheemployeefortheseSickLeavehoursatthisamountor greater.Newemployeeswillberequiredtoprovideproofthatthesickleavehourswerenotcashed outbypresentingtheirlastpaystuborwrittenverificationfromtheirprioremployer’sPayroll Division.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027City payroll numbers (determined alphabetically) will determine seniority with the lowest numberbeing senior.For added clarification, the City reserves the right to waive the seniority criteria and determineshift work scheduling and vacations as is necessary and desirable for the needs of the service,under emergency and/or temporary situations.45. SEPARATION FROM CITYAt the discretion and approval of the Chief of Police, employees may be allowed to extend theirlast day of employment through the use of qualifying leave time for up to one (1) pay periodbeyond the last day the employee physically reports to work.The approval of such an extension shall be subject to operational needs, departmental policies, andcompliance with all applicable rules governing leave usage. The Chief of Police or designee shallbe responsible for reviewing and granting requests on a case-by-case basis to ensure consistencyand fairness in application.For this article, qualifying leave time is defined as vacation, holiday, floating holiday, personal orcomp time. Sick leave usage will be allowed under the terms of Article 46 Sick Leave, and thoseprovisions must be followed for any sick leave usage to be allowed under this article.46. SICK LEAVEUpon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave,whichever is greater, which can be used following the completion of ninety (90) days of continuousfull-time employment. Following the 90lhday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty(1,080) hours.If an employee changes status (e.g. changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any Sick Leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment for any Sick Leave hours for time missed from work.47. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long as theprior employer did not compensate the employee for these Sick Leave hours at this amount orgreater. New employees will be required to provide proof that the sick leave hours were not cashedout by presenting their last pay stub or written verification from their prior employer’s PayrollDivision.20 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
48.SICKLEAVEBUY-BACK
AtseparatiOn0femploymenttheCitywillbuybackapercentageoftheemployee’saccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:
TheCitywillbuy-backSickLeaveat100%foranyserviceordisabilityretirementfollowingfive (5)yearsofcontinuousfull—timeservicewiththeCityasthefinalemployer.
49.SICKLEAVECONVERSIONTOPERSONALLEAVE
ForemployeeswhohaveeamedSickLeaveaccrualbenefitsforone(1)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:
PersonalLeavemustbetakenastimeoffwithapprovalfromtheChiefofPoliceandmaynotbe carriedfromonefiscalyeartoanother.PersonalLeavethatisnotusedwillbecreditedtoSick Leaveattheendofthefiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty (1,080)hoursSickLeavelimit.
50.SICKLEAVEPROGRAM
EmployeeswithaSickLeaveaccumulationinexcessofninehundredandsixty(960)hoursonthe lastpayperiodinJune,mayconvertuptofiftysix(56)hoursofsickleavetocash.Paymentshall becalculatedattheemployee’shourlybaserateandpaidinthefinalpayrollcheckofeachfiscal year.
51.SPECIALASSIGNMENTS
Employeeswillbesubjecttomandatorytransfersinto“SpecialAssignments”tomeetthe operationalneedsoftheCity.Trainingwillbeprovided,asneeded,toassistinthetransitionof 21 CompletedYearsofService %ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Earned (10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) 0 8days(64hrs) 0+64+56=120hrs
11days(110hrs) 1day(10hrs) 7days(56hrs) 10+56+54=120hrs 10days(100hrs) 2days(20hrs) 6days(48hrs)20+48+52=120hrs 9days(90hrs) 3days(30hrs) 5days(40hrs)30+40+50=120hrs
8days(80hrs) 4days(40hrs) 4days(32hrs)40+32+48=120hrs
7days(70hrs) 5days(50hrs) 3days(24hrs)50+24+46=120hrs
6days(60hrs) 6days(60hrs) 2days(16hrs)60+16+44=120hrs
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202748. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued SickLeave hours, at the hourly base rate of pay at the time of separation. This benefit is contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%1 0 years 35%1 5 years 40%20 or more years 45%The City will buy-back Sick Leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer.49. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leavemay be converted to Personal Leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960Hours limit convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56= 120 hrs1 1 days (110 hrs)1 day (1 0 hrs)7 days (56 hrs)10+56+54= 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48= 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days (1 6 hrs)60+16+44= 120 hrsPersonal Leave must be taken as time off with approval from the Chief of Police and may not becarried from one fiscal year to another. Personal Leave that is not used will be credited to SickLeave at the end of the fiscal year if said credited hours do not exceed the one thousand eighty(1,080) hours Sick Leave limit.50. SICK LEAVE PROGRAMEmployees with a Sick Leave accumulation in excess of nine hundred and sixty (960) hours on thelast pay period in June, may convert up to fifty six (56) hours of sick leave to cash. Payment shallbe calculated at the employee’s hourly base rate and paid in the final payroll check of each fiscalyear.51. SPECIAL ASSIGNMENTSEmployees will be subject to mandatory transfers into "Special Assignments” to meet theoperational needs of the City. Training will be provided, as needed, to assist in the transition of21 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
acquiringnewdutiesandresponsibilities.Ifanemployeehasaspecificconcernrelativetothe“SpecialAssignment”theyhavebeenchosentotill,adiscussionwillbeheldthatmayincludethe affectedemployee,theirrepresentative,theDirectorofHumanResources/RiskManagementand anyotherrelevantparty.
Anemployeewillexperiencenochangeincompensationifthe“SpecialAssignment”isdeemed tobesetatalowerpaygradethantheemployeeiscurrentlyearning.Ifanemployeeisplacedin apositionatahigherpaygradethantheemployeeiscurrentlyearning,thiswillbedeemedtobe“ActingDuty”andwillbecompensatedinaccordancewiththeCity’sRulesregarding“Acting Duty”status.Theperiodoverwhich“ActingDuty”canbecontinuedwillnotbelimitedbythe timelinesetinthePersonnelRules.Anemployeeon“SpecialAssignment”willnotbeplacedon probationarystatus.Thelengthoftimetobeworkedin“SpecialAssignment”isundetermined; however,anemployee,ortheirrepresentative,mayperiodicallyrequestastatusreportastothe anticipatedcontinuationoftheir“SpecialAssignment”job.
Anemployeedemonstratingabonafideinabilitytoperformthedutiesofthe“SpecialAssignment” (i.e.,notperformingatasatisfactorylevelorbetter)willnotbesubjecttoterminationifsaid substandardperformanceisbasedonalackofjobskilloradisability.
52.SPECIALASSIGNMENTPAY
AnadditiOnalonehundreddollars($100)permonth(paidover24payperiods)willbepaidto PoliceServiceOfficerswhoseadditionaldutiesincludeprisonertransportation.
53.STANDBYPAY
Two(2)hoursforeachdayoftheweek,includingweekendsandholidays,willbepaidatstraight time,inpayorCompensatoryTimeoffattheemployee’soption,toemployeesrequiredtobeon StandbydutyasauthorizedbytheChiefofPoliceoradesignatedrepresentative.
54.TRAININGPAY
EmployeesholdingthepositionclassificationofCrimeAnalyst,CrimePrevention&Community OutreachSpecialist,PoliceRecordsTechnician,PoliceRecords&EvidenceCoordinator,Police ServiceOfficerI/II,Property&EvidenceTechnician,andPublicSafetyDispatcherI/IIwhoare formallydesignatedtoactasaTrainingOfficer,actuallysupervisingatrainee,anddoingsofor nolessthan50%oftheTrainingOfficer’sregularlyscheduledshift,willeamoneand1/2(l 1/2
)
hoursofpayforeachshiftservedasaTrainingOfficer.Thispaywillhavenolimitingeffecton thereceiptofovertimebythetrainingemployeewhenovertimeisauthorizedbythesupervisor.
55.TUITIONADVANCEPROGRAM
Full—time,non-probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.
l)‘xl)\
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 2027acquiring new duties and responsibilities. If an employee has a specific concern relative to the“Special Assignment” they have been chosen to fill, a discussion will be held that may include theaffected employee, their representative, the Director of Human Resources/Risk Management andany other relevant party.An employee will experience no change in compensation if the “Special Assignment” is deemedto be set at a lower pay grade than the employee is currently earning. If an employee is placed ina position at a higher pay grade than the employee is currently earning, this will be deemed to be“Acting Duty” and will be compensated in accordance with the City’s Rules regarding “ActingDuty” status. The period over which “Acting Duty” can be continued will not be limited by thetimeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed onprobationary status. The length of time to be worked in “Special Assignment” is undetermined;however, an employee, or their representative, may periodically request a status report as to theanticipated continuation of their “Special Assignment” job.An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment”(i.e., not performing at a satisfactory level or better) will not be subject to termination if saidsubstandard performance is based on a lack of job skill or a disability.52. SPECIAL ASSIGNMENT PAYAn additional one hundred dollars ($100) per month (paid over 24 pay periods) will be paid toPolice Service Officers whose additional duties include prisoner transportation.53. STANDBY PAYTwo (2) hours for each day of the week, including weekends and holidays, will be paid at straighttime, in pay or Compensatory Time off at the employee’s option, to employees required to be onStandby duty as authorized by the Chief of Police or a designated representative.54. TRAINING PAYEmployees holding the position classification of Crime Analyst, Crime Prevention & CommunityOutreach Specialist, Police Records Technician, Police Records & Evidence Coordinator, PoliceService Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II who areformally designated to act as a Training Officer, actually supervising a trainee, and doing so forno less than 50% of the Training Officer’s regularly scheduled shift, will earn one and 1/2 (1 ’A )hours of pay for each shift served as a Training Officer. This pay will have no limiting effect onthe receipt of overtime by the training employee when overtime is authorized by the supervisor.55. TUITION ADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.22 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
Thenon-probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredtocompleteoneyearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.
AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthernAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.
Advanceableexpenseswillincludebooks,tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth—relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.
EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitial60 calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.
56.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResourcesDepartment/RiskManagementnolaterthanMay15‘ofeachyearinorder toparticipateinthisEnhancedProgram.
23 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursementshall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, "gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial 60calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee's next regular payroll check in an amount equal to the amount of tuition fundsadvanced.56. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources Department/Risk Management no later than May 1stof each year in orderto participate in this Enhanced Program.23 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.
57.UNIFORMCLEANINGALLOWANCE
Employeesinthefollowingclassifications:CrimePrevention&CommunityOutreachSpecialist, CrimeAnalyst,PoliceRecordsTechnician,PoliceRecords& EvidenceCoordinator,Police ServiceOfficerI/Il,Property&EvidenceTechnician,andPublicSafetyDispatcherI/IIwillbe providedwithauniformcleaningallowanceofsevenhundredandseventydollars($770)peryear.
EffectiveAugustl,2025,theCityagreestopaytheuniformcleaningallowanceofthirty—two dollarsandeightcents($32.08)per24payperiods.
ForPERSClassicemployees,theCityshallreporttoCalPERSthemonetaryvalueofuniformsin theamountofthirty-twodollarsandeightcents($32.08)per24payperiods.Ifassignmentismade toanon-uniformedunittheemployeewillnolongereligibletoreceivetheuniformcleaning allowanceandtheDepartmentwillimmediatelynotifyHumanResources/RiskManagement DepartmentbyprocessingaPersonnelActionForm(PAF)toceasepaymentoftheuniform cleaningallowance.
58.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.UponseparationfromCity employment,accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.
Newemployeeswithlessthansix(6)monthsofCityserviceareineligibletoreceiveVacation LeaveConversion.ItistheresponsibilityofemployeestoscheduleVacationtimeoffforrestand recuperationinorderthatearnedVacationtimeinexcessoffourhundred(400)hourswillnotbe removedfromtherecords.
59.VACATIONLEAVEBUY-BACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithless thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.
60.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(I20)hoursofVacation Leavemayconvertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.
EmployeesmayconvertleavetopayinApriland/orNovemberofeachyear,calculatedatthe employee’shourlybaserateofpayatthetimeofconversion.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.Usagerequirementwaivedfor“activated”militarypersonnel. 24 MonthsofCompletedService AnnualVacationAccrual
6-24 12Days(I20hours)
25-48 15Days(150hours)
49—108 18Days(180hours)
109-120 19Days(I90hours)
121+ 20Days(200hours)
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.57. UNIFORM CLEANING ALLOWANCEEmployees in the following classifications: Crime Prevention & Community Outreach Specialist,Crime Analyst, Police Records Technician, Police Records & Evidence Coordinator, PoliceService Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II will beprovided with a uniform cleaning allowance of seven hundred and seventy dollars ($770) per year.Effective August 1, 2025, the City agrees to pay the uniform cleaning allowance of thirty-twodollars and eight cents ($32.08) per 24 pay periods.For PERS Classic employees, the City shall report to CalPERS the monetary value of uniforms inthe amount of thirty-two dollars and eight cents ($32.08) per 24 pay periods. If assignment is madeto a non-uniformed unit the employee will no longer eligible to receive the uniform cleaningallowance and the Department will immediately notify Human Resources/Risk ManagementDepartment by processing a Personnel Action Form (PAF) to cease payment of the uniformcleaning allowance.58. VACATION LEAVEMaximum accrual of Vacation is four hundred (400) hours. Upon separation from Cityemployment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.New employees with less than six (6) months of City service are ineligible to receive VacationLeave Conversion. It is the responsibility of employees to schedule Vacation time off for rest andrecuperation in order that earned Vacation time in excess of four hundred (400) hours will not beremoved from the records.Months of Completed ServiceAnnual Vacation Accrual6-24 12 Days (120 hours)25-4815 Days (150 hours)49-10818 Days (180 hours)109-12019 Days (190 hours)121 + 20 Days (200 hours)59. VACATION LEAVE BUY-BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.60. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) hours of VacationLeave may convert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year.Employees may convert leave to pay in April and/or November of each year, calculated at theemployee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Usage requirement waived for ‘"activated” military personnel.24 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
61.WORKERS’COMPENSATIONPROGRAM
Wheneveranemployee0ftheCityisdisabledwhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseoftheirduties,theemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjury,employeeswilluseaccruedSickLeave, VacationLeave,FloatingHolidayLeave,and/orCompensatoryTimeoffforfullsalary continuance.
Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66-2/3%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(12)months.Ifthedisabilityextendsfora periodbeyondfourteen(l4)calendardays,theCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequired,thefirst,second,andthirddays”salaryis paidbytheCitythroughtheWorkers’Compensationprogram.
62.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapermanentdisabilitysettlement,the Citywillprovideatenpercent(l0%)premiumbenefitpaymentprovidedthefollowingoccurs:
'1'ThattheWorkers’CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
’3Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
‘I'Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;
‘I‘ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.
Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefitofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon—litigatedcasesthatcanbepassedontotheillorinjuredworker.
63.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityandCPPEAwill immediatelycommencetonegotiateforthepurposeofreplacinganyinvalidorillegalprovision.
However,nosuchreplacementismandated.
64.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityandCPPEAor determinedbylawand/orbyacourtofcompetentjurisdictiontobeunlawful.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202761. WORKERS’ COMPENSATION PROGRAMWhenever an employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of their duties, the employee will be compensated asfollows: On the first, second, and third day of the injury, employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for aperiod beyond fourteen (14) calendar days, the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required, the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.62. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs:❖ That the Workers’ Compensation Appeals Board approves the total settlement, includingthe 1 0% premium benefit;❖ That neither a "Notice of Claim” nor "Application for Adjudication of Claim” will havebeen filed or served against the City of Chino;♦♦♦ That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City;❖ That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve anyoutstanding issues or misunderstandings.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein cases handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.63. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City and CPPEA willimmediately commence to negotiate for the purpose of replacing any invalid or illegal provision.However, no such replacement is mandated.64. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City and CPPEA ordetermined by law and/or by a court of competent jurisdiction to be unlawful.25 Memorandum0fUnderstanding
CPPEAJuly1,2025—June30,2027
65.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjectt0considerationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.
CPPEAproposalsforthenextAgreementareduetotheCitynolaterthanApril15ofeachyear.
66.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandCPPEAUnitagreethattheprovisions ofthisMemorandumofUnderstandingshallbeeffectiveonJulyl,2025,andshallexpireonJune 30,2021/
Signaturesonfollowingpage.
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202765. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.CPPEA proposals for the next Agreement are due to the City no later than April 15 of each year.66. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and CPPEA Unit agree that the provisionsof this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027XSignatures on following page. 26 ?«K@’
LeahGrew,EmployeeRepresentative
ChinOPoliceProfessionalEmployees
Association(CPPEA)
7‘20’93
Date
GA /l§</
FernandoPelaez,EmMeeRepresentative
ChinoPoliceProfessionalEmployees
Association'CPPEA)
7—3/J3’
Date
MemorandumofUnderstanding
CPPEAJulyl.2025June30.2027
Date
Reich,CityManager
7237/41;
WW
TheresaDoyle,DirectorofHuman
Resources/RiskManagement
CityofChino
Date
7’}¥e£02§
(
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30. 2027 Linda Reich. City ManagerLXy of ChinoLeah Green, Employee RepresentativeChino Police Professional EmployeesAssociation (CPPEA)Date DateFernando Pelaez. EmpkKee RepresentativeChino Police Professional EmployeesAssociation (CPPEA)Theresa Doyle, Director of HumanResources/Risk ManagementCity of ChinoDateDate 27 AMENDMENT NO. 2 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO
POLICE PROFESSIONAL EMPLOYEES ASSOCIATON
JULY 1, 2025 – JUNE 30, 2027
This Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027 (“CPPEA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and Chino Police Professional Employees Association (“CPPEA”).
RECITALS:
WHEREAS, CPPEA is the recognized employee organization for all regular, non-sworn, full-time Chino police employees in the City of Chino as identified in the CPPEA MOU 2025-27; and
WHEREAS, CPPEA had agreed to defer 1% of its requested cost-of-living adjustment wage increase (“COLA”) from year one to year two of the CPPEA MOU 2025-27 with the understanding that other bargaining groups were doing the same to relieve the immediate fiscal impact of the wage increases on the City, but other bargaining groups have since received the full 3% COLA in the first year of their labor contracts; and
WHEREAS, on November 4, 2025, the City Council approved Amendment No. 1 of the CPPEA MOU 2025-27 which included a 3% COLA effective the first pay period beginning July 21; and
WHEREAS, it is the City and CPPEA’s desire to amend the implementation schedule for the 3% COLA in the first year of the CPPEA MOU 2025-27 to make effective the beginning of the pay period that includes July 1, 2025; and
WHEREAS, the labor representatives of the City and CPPEA have determined that changing the implementation schedule of Article 12 on the cost-of-living adjustment wage increase in the CPPEA 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 CPPEA MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPPEA MOU 2025-27, signed by the parties and ratified by the members of CPPEA, 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. 2 to the CPPEA MOU 2025-27, the parties hereto agree to the following updates and/or amendments made to the current/existing language in the CPPEA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 2 language supersedes and governs.