7.7 Overtime/Compensatory Time
7.7.1 Overtime Rate:
1) Dispatchers and Police Records Technician: Employees may work overtime with the prior approval of the Chief of Police or his/her designee. Overtime will be paid at one-and-onehalf (1.5) times the employee’s regular rate for all hours in a paid status in excess of forty (40) hours in a workweek.
2) Part-Time Dispatchers: Overtime pay will be computed at one-and-one-half (1.5) times straight pay for all work in excess of ten (10) hours in a workday.
7.7.2 Compensatory (Comp) Time:
7.7.2.1 With the prior approval of the Chief of Police or his/her designee, overtime may be earned as compensatory time, at the rate of one-and-one-half (1.5) times the employee’s straight time per overtime hour worked, up to a maximum banked amount of eighty (80) hours.
7.7.2.2 An employee may only use or cash out CTO during the calendar year Iin which it Is earned.
7.7.2.3 All accrued and unused CTO balances will be cashed out on the last pay day of each calendar year so that the employee's CTO account is reduced to a zero balance.
7.7.2.4 Employees may use or cash out CTO accrued at any time during the calendar year (with approval of the Chief of Police or his/her designee), prior to the last full pay period of the calendar year. No unused CTO hours may be carried over to a subsequent calendar year. No CTO can be elected for overtime worked during the last pay period of the calendar year.
7.7.2.5 Employees will not have the option to take CTO instead of cash when the Department is reimbursed by another governmental agency for Overtime worked by the employee.
Overtime earned in accordance with the FLSA will be paid in the pay period in which it is earned.
7.7.2.26At any time, an employee may sell back all or any part of accumulated comp time. Any such sell back shall occur as part of a regular paycheck.
7.7.2.37The use of accumulated comp time will be at the request of the employee with the approval of the Chief of Police or his/her designee.
7.7.2.48When used, comp time hours shall not be considered hours in a paid status for the purpose of computing overtime.
7.8 Sick Leave
7.8.1 Accrual Rate: Employees shall accrue sick leave at the rate of ten (10) hours for each month of service.
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7.8.2 Maximum Accumulation: Accumulation of sick leave will be limited to two hundred (200) working days.
7.8.3 Compensation for Unused Sick Leave: Upon termination or retirement, the City will compensate employees for 35% of accrued but unused sick leave, up to, but not in excess of a two thousand (2,000) hour cap. The compensation shall be calculated based upon the employee’s hourly rate at the time of termination or retirement.
7.8.4 Sick Leave Incentive Program: Employee use of sick leave within a calendar year may qualify for conversion of unused sick leave to vacation leave, based upon the following utilization schedule.
Usage of Sick Leave (Hours per Year) Conversion of Existing Balance to Vacation
Leave (in Hours)
0 – 10 Hours Up to 40 Hours
More than 10 but less than 21 Hours Up to 16 Hours
21 or more Hours No Conversion
7.8.5 Conversion of Sick Leave upon Retirement: To the extent provided by PERS regulations, any unused sick leave upon retirement may be converted to years of service for PERS purposes.
7.9 Court, Standby Callback and Meetings
7.9.1 Callback: Callback shall apply only to those situations where an employee’s shift is changed within twenty-four (24) hours prior to the start of his/her shift, or if called back on his/her scheduled days off. Employees shall receive two (2) hours credit, in addition to total time worked, when the employee is called back during non-duty hours. Said two (2) hours are to be computed at straight time; provided, however, that once an employee has been called back, he/she shall not receive additional callback hours’ credit for any subsequent callbacks within three (3) hours of the beginning of the previous callback.
7.9.2 Standby: When the City requires an employee to remain available for callback at any time, the employee shall receive standby pay. Standby time shall be compensated at one (1) hour of base pay, payable at straight time, per eight (8) hours of standby time, with a minimum of one (1) hour paid.
7.9.3 Extended Shift: Employees ordered by the Chief of Police or his/her designee to extend their shift will be compensated at two (2) hours in addition to time worked. Said two (2) hours are to be compensated at straight time.
7.9.4 Court Time: Court time shall be authorized at the discretion of the Chief of Police or his/ her designee. Minimum compensation for court appearances will be compensated at three-andone-half (3.5) hours. The described court time shall be one-and-one-half (1.5) times the hourly rate. If the employee’s court appearance extends beyond the minimum three-and-one-half (3.5) hours’ compensation, the employee shall also be compensated for the additional time at a rate of one-and-one-half (1.5) times the employee’s straight time pay rate. At no time will the employee be allowed to claim the minimum court time plus the actual time in court. 121
City recognizes the inconvenience court-generated standby creates for the employee and will endeavor to do everything the City can to limit the employee’s inconvenience. The Chief of Police or his/her designee will continue to monitor subpoenas and limit the number of employees required to attend court hearings. Additionally, the department will, upon request, provide departmental pagers to employees serving on court standby. The pagers will have sufficient range to enable the employee to travel freely throughout the County.
When the Court requires an employee to remain available for callback at any time, the employee shall receive standby pay. Standby pay shall be compensated at the rate of two-and-one-half (2.5) hours per eight (8) hours of such standby time, with a minimum paid of two-and-one-half (2.5) hours. Compensation will be at straight time.
7.9.5 Mandatory Squad Meetings: The Association and the City realize the value and necessity of Squad Meetings. It is agreed and understood that all employees are required to attend the regularly scheduled quarterly squad meetings. All squad meetings will be scheduled at least ninety (90) days in advance and shall not be canceled unless a forty-eight (48) hour cancellation notice is given to the employees, unless cancellation is deemed an emergency.
7.9.6 Administrative On-Call Time: The Dispatch Supervisor shall be granted five (5) additional administrative days off per year for being on-call. Administrative leave shall have no compensated value if not utilized withing the year period. The year period is a calendar year.
7.10 Additional Incentives
7.10.1 Educational Incentive: Employees hired prior to the ratification of this MOU shall receive compensation of one percent (1%) of their regular base wage for every twenty (20) units of college credit completed toward a degree program. Such compensation shall not be given for credits completed toward a second degree. The maximum allowable college credits will not exceed 120 units.
Employees hired after the ratification of this MOU, the educational pay incentive above will be for college credits toward a job-related degree, as approved by the Chief of Police.
7.10.2 Bi-Lingual Proficiency: City's bilingual pay program shall provide for two levels of interpretation skills, duties and competence. Qualifications and certification to such positions shall be determined by the Chief of Police or his/her designee in consultation with the Personnel Officer.
To continue receiving the bilingual pay the employee may not refuse to interpret or translate, and the employee shall be required to re-qualify every two (2) years. Requalification shall be determined by a methodology which best meets the City’s needs.
7.10.2.1 Conversational: The normal level of providing oral interpretation between English and Spanish language. The compensation for this level shall be one hundred fifty dollars ($150) per month.
7.10.2.2 Advanced: The advanced level of providing written translation to translate technical documents and concepts with a client in addition to the skills and abilities required at the conversational level. The compensation for this level shall be three hundred dollars ($300) per month.
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7.10.3 Wellness Incentive Program: The City will offer a Wellness Incentive Program to employees.
Employees will be eligible to receive two three hundred fifty dollars ($250300) per calendar year on a reimbursement basis for participation in an organized physical fitness program, or healthrelated class, or to purchase items used for the purpose of maintaining physical fitness.
Eligibility for reimbursement will be determined by the prior approval of the program activity by the City Manager or his/her designee.
7.11 P.O.S.T.
7.11.1 Certificate Pay: The City shall add to the base salary of each permanent, full-time employee who has been awarded an Intermediate Certificate from P.O.S.T. the amount of one hundred dollars fifty ($150) per month; and the City shall add to the base salary of each permanent, full-time employee who has been awarded an Advanced Certificate from P.O.S.T. the amount of two hundred fifty dollars ($250) per month. A full-time employee who has been awarded an Intermediate and an Advanced Certificate shall, therefore, have the amount of four hundred dollars ($400) added to his/her base monthly salary. If an employee attains a new Intermediate or Advanced Certificate during the year, the applicable certificate pay will go into effect as of the first full month following the attainment.
7.11.2 The Police Records Technician may be required to serve in dispatch at the Police Chief or designee’s discretion. This requires 24 hours of P.O.S.T. continued professional training (CPT) every 2 years as required for dispatchers. The Police Records Technician is eligible to be paid up to four hundred dollars ($400) per months, if he/she has been awarded dispatch/records P.O.S.T. certificates: the P.O.S.T. Intermediate Dispatch Certificate (one hundred dollars ($100); the P.O.S.T. Advanced Dispatch Certificate (one hundred fifty dollars ($150); and the P.O.S.T.
Records Supervisor Certificate (one hundred fifty dollars ($150). Payment for an applicable certificate will go into effect as of the first full month following the employee’s attainment.
Employee will provide a copy of the Certificate(s) to the Personnel Officer before payment will commence.
7.11.23 Training: Upon prior approval of the Chief of Police or his/her designee, employees may be assigned to training class on an annual basis. The Chief of Police or his/her designee may use staffing, budget constraints and a list of training attained by dispatchers in determining if an employee should receive the additional training.
7.12 Leave
7.12.1 Bereavement: Any employee who is absent from work by reason of the death of a member of the employee’s immediate family may be allowed allowed up to five (5) days per incident, with up to a maximum of a leave of absence with full pay, not to exceed three (3) work days with full pay per incident. However, when it is reasonable and necessary and good cause is shown, and upon approval of the Chief of Police or his/her designee, three (3) additional paid workdays may be granted to such leave. Time off does not need to be taken consecutively. In order to receive compensation while absent on bereavement leave, the employee shall notify his/her immediate supervisor or Chief of Police prior to the time set for the beginning of his/her regular duties. 123
Immediate family shall include the spouse, domestic partner, child (including legally adopted child), parent, grandparent, grandchild, step-parent, stepchild, sibling, step-sibling, uncle, aunt, nephew, niece, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, or daughter-in-law of the eligible employee. Requests for bereavement leave for persons not listed above may be granted at the discretion of the City Manager or his/her designee. The City’s Bereavement Leave policy will be implemented consistent with AB 1949.
7.12.2 Holidays for Dispatchers: The following holidays shall be recognized:
Holiday Recognition
1 New Year’s Day January 1
2 Martin Luther King’s Birthday 3
rd Monday in January
3 Lincoln’s Birthday February 12
4 Washington’s Birthday 3
rd Monday in February
5 Memorial Day Last Monday in May
6 Independence Day July 4
7 Labor Day 1
st Monday in September
8 Admission Day September 9
9 Columbus Day 2
nd Monday in October
10 Veteran’s Day November 11
11 Thanksgiving Day As designated
12 Friday after Thanksgiving As designated
13 Christmas Eve Noon until
closingDecember 24
14 Christmas Day December 25
15 Floating Holiday Employee’s discretion
Compensation for the above designated holidays (#1-14) shall be paid on an annual payment system to full-time employees on the last payday of November of each year. EXCEPTION: The floating holiday will not be compensated in the annual holiday pay. Employees must use this holiday annually.
Part-time dispatcher(s) will be paid at one-and-one-half (1.5) times their straight time rate for working any portion of holidays #1 - #14.
7.12.3 Holidays for Police Records Technician: The following holidays shall be recognized:
Holiday Recognition
New Year's Day January 1
Martin Luther King's Birthday 3rd Monday in
President's Day 3rd Monday in January
Memorial Day Last Monday in May February
Independence Day July 4
Labor Day 1st Monday in
September
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Veteran's Day November 11
Thanksgiving Day As designated
Friday after Thanksgiving As designated
Christmas Eve December 24
Christmas Day December 25
In addition to the above-described holidays, employees have four (4) floating holidays per year in exchange for previously approved holidays:
Lincoln's Birthday February 12
Admissions Day September 9
Columbus Day Second Monday in October
Floating Holiday Employee's Discretion
Floating holidays shall accrue to employees on the dates corresponding to the actual holidays, and reflected on the City's leave accounting system on the next regular payroll following the close of the payroll period during which the holiday falls.
The floating holidays may be used at the employee's discretion, with the prior approval of the employee's supervisor or Department Head, or his/her designee. Such request for use and related approval shall be in conformance with the City's regular policies governing the use of any and all leave. Once floating holidays are earned and accrued, employees may request that floating holiday time in any banked amount be converted to a dollar value and paid out on a regular payroll. In no event shall employees be allowed to carry more than eighty (80) hours of floating holiday time on the City's leave accounting system; therefore, balances above this limit shall be paid on the employee's next regular payroll.
7.12.3 4 Jury Duty: When an employee is called to Jury Duty during a workday, the City currently pays the employee’s regular salary. If an employee has to respond for Jury Duty, that will be considered the employee’s workday, excepting when the Police Chief or his/her designee determines that limited manpower necessitates the employee’s filling of his/her regular shift.
7.13 Training Expense Reimbursement
Upon prior approval of the Chief of Police or his/her designee, employees may be reimbursed for expenses incurred in attending training sessions, seminars, etc. Such expenses include, but are not limited to, books, tuition and travel. Mileage for private vehicles will be reimbursed at the City-approved rate.
7.14 Insurance Programs
7.14.1 Health Insurance: The City shall pay all health and welfare insurance coverage as provided for in the Redwood Empire Municipal Insurance Fund (REMIF)-sponsored Health Plan. The employee may select the above-mentioned plan or other coverage as offered through the City.
If any plan other than the REMIF plan is selected by the employee, the employee is responsible 125
for any amount of premium difference. Effective the first full pay period in October 2011, employees shall pay five percent (5%) of the cost of their medical insurance premium.
Effective July 1, 2025, the City’s medical contribution will be benchmark at 95% of the REMIF EPO 500 Plan at 95% for the City’s medical contribution.
Effective July 1, 2025, the City will contribute towards an employee-owned Health Reimbursement Account (HRA) for employees and their dependents who are on the REMIF or Kaiser plan. Each July the annual contribution will be:
Employee Only: $500.00 per year
Employee + 1: $1,000.00 per year
Family: $1,500.00 per year
In addition, the City will provide group vision care; dental care; and life insurance in the amount of five thousand dollars ($5,000) per employee.
7.14.2 Life Insurance: In addition to the life insurance coverage cited in Section 7.14.1, the City agrees to maintain life insurance policies for each employee in the amount of the employee’s annual salary. The City agrees to pay the premium for said insurance. City shall determine the insurance benefit plan which provides the above life insurance policy limits.
7.14.3 Long-Term Disability: The City agrees to pay one-half (50%) of the cost of a Long-Term Disability Plan for employees. Said Plan will provide a monthly benefit of sixty percent (60%) of base salary, up to ten thousand dollars ($10,000) per month, and will provide a ninety (90) day waiting period before benefits commence.
7.15 Payments to Employees
The City agrees to continue to provide a detailed itemization of all non-salary payments for each employee.
The City will provide direct deposit of employee paychecks to banks, provided the City can provide such service at a reasonable fee.
7.16 Building Security
The City agrees that the outer lobby door of the police station may be locked between the hours of 9:00 p.m. and 7:00 a.m. for security purposes; provided, however, that the Chief of Police or his/her designee may issue operational rules regarding this subject.
7.17 Special Assignments
The City agrees to pay employees an additional five percent (5%) of base salary for the performance of special assignments upon approval of the Chief of Police or his/her designee. These assignments normally consist of performing additional work such as report writing and verifying accuracy of police officer-generated reports destined for use by the District Attorney or Courts. 126
7.17.1 Out of Classification Pay: An employee temporarily working out of classification (in a position in a higher range) for a period of not less than a single pay period and not more than a maximum of six (6) months will be entitled to a five percent (5.0%) increase in base wage for that period.
Upon mutual consent of the Association and the City Manager or his/her designee, such assignments may be extended beyond the six (6) months. Out of classification pay has no impact on an employee’s eligibility for additional pay to which s/he may be entitled.
7.18 Contract Distribution
Upon completion of negotiations and subsequent agreement, the MOU will be prepared, signed and copies distributed to each employee within thirty (30) days.
7.19 Business Cards
The City will pay the cost of business cards.
7.20 Merit Step Increases
An employee appointed at A-Step remains at A-Step for the first twelve (12) months of employment. An employee appointed at A Step shall receive a performance evaluation by the employee’s supervisor after six (6) months of employment.
Advancement to B-Step occurs after twelve (12) months of employment and upon completion of a satisfactory performance evaluation by the employee’s supervisor.
Advancement to C-Step occurs twelve (12) months later, upon the employee reaching twenty-four (24) months of employment and upon completion of a satisfactory performance evaluation by the employee’s supervisor.
Advancement to D-Step occurs twelve (12) months after that, upon the employee reaching thirty-six (36) months of employment and upon completion of a satisfactory performance evaluation by the employee’s supervisor.
Advancement to E-Step occurs twelve (12) months after that, upon the employee reaching forty-eight (48) months of employment and upon completion of a satisfactory performance evaluation by the employee’s supervisor.
An employee that does not receive a step increase due to an unsatisfactory performance evaluation shall be evaluated once more within six months. If the employee receives a satisfactory performance evaluation, the employee shall receive a step increase effective that date. The employee’s anniversary date/eligibility for the next salary step will not change as a result of the initial failure to receive a satisfactory performance evaluation.
If a satisfactory performance evaluation by the employee’s supervisor is provided after the applicable time period for step advancement, the employee shall be provided the step increase retroactive to the applicable date, to be paid on both base wages and overtime hours. In addition, the employee’s supervisor in his or her discretion may approve the step increase in advance of finalizing the applicable performance evaluation by notifying payroll that the employee’s performance for the applicable period was satisfactory.
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ARTICLE 8. DISCIPLINARY ACTION
(In accordance with Personnel Resolution No. 75-93 – Rule 11)
8.1 Types of Action
The following are forms of disciplinary action: oral reprimand, written reprimand, suspension, demotion, reduction in pay and discharge.
8.2 Grounds for Discipline
Grounds or causes for discipline shall include, but not be limited to, the following:
a) Fraud in securing employment;
b) Incompetence;
c) Inefficiency;
d) Inexcusable neglect of duty;
e) Insubordination;
f) Blatant and intentional dishonesty;
g) Substance abuse which impairs ability to function in job class; h) Unexcused absence without leave;
i) Excessive absenteeism;
j) Conviction of a felony or misdemeanor involving moral turpitude; k) Discourteous treatment of public or other employees; l) Willful disobedience;
m) Misuse of City property;
n) Violation of a City ordinance, rule or regulation;
o) Behavior during or misuse of official position outside of duty hours which is of such a nature that it causes discredit to the City;
p) Unlawful discrimination, harassment or retaliation against the public or other employees; q) Violation of any City personnel rule, General Order, MOU provision or departmental policy.
8.3 Authority to Discipline
The Chief of Police or his/her designee may institute discipline in the form of oral reprimand, written reprimand, or suspension for less than one day against any employee in the Police Department. The City Manager, or Chief of Police with the approval of the City Manager, may institute discipline in the form of suspensions of more than one day or demotion. The City Manager may discharge employees for cause. All discipline shall be in accordance with the procedures outlined in these rules.
8.4 Procedure
8.4.1 Written Reprimand: An employee who wishes to respond to a written reprimand must do so in writing within thirty (30) calendar days from receipt of discipline. The response should be made or submitted to the Chief of Police with a copy to the Personnel Officer. A copy of the employee’s written response will be placed in his/her personnel file. 128
8.4.2 Other Discipline: Prior to the suspension, demotion, reduction in pay or discharge of a regular employee for disciplinary purposes, the procedure set forth in this rule shall be followed.
8.5 Written Notice
Advance written notice of the proposed disciplinary action in the form of demotion, reduction in pay, suspension or discharge shall be given to the employee. The notice shall include the following:
a) A statement of the reason(s) for the proposed action, the charge(s) being considered, and the specific grounds and particular facts upon which the disciplinary action is proposed; b) A statement that the documents or materials upon which the proposed disciplinary action is based is either attached or available upon request;
c) A statement informing the employee of the right to respond in writing or verbally to the proposed disciplinary action, the date by which the employee must respond and the person to whom the employee should respond;
d) A statement informing the employee of his/her option to have a pre-disciplinary meeting.
All notices shall be personally served or shall be mailed by certified mail, return receipt requested, to the last known address of the employee. For notices personally served, the employee shall acknowledge in writing receipt of the notice at the time of presentation.
The employee shall be given ten (10) working days from the date of receipt in which to respond in writing or verbally to the designated authority. The response will be considered before disciplinary action is made. Failure to respond within this period of time will result in a waiver of the employee’s right to respond. One extension of five (5) additional days will be given upon a showing of good cause.
Written reprimands and suspensions of less than one day are not entitled to the Appeal Rights and Hearing Procedures as outlined in Section 8.6.
8.6 Appeal Rights and Hearing Procedures
Employees may appeal disciplinary actions to a hearing before an Appeals Board (“Board”) by filing a written request with the Personnel Officer within fifteen (15) calendar days after the demotion, dismissal, reduction in pay, or suspension for periods exceeding one (1) day is finalized. For purposes of this section, one day shall be defined as ten (10) hours for employees.
The Appeals Board shall have the authority to convene and conduct a full-scale evidentiary hearing.
The Appeals Board shall be created as a three-member board. One member shall be appointed by the City Council, and may or may not be a member of the City Council. One member shall be appointed by the aggrieved employee who has complied with the rules and regulations set forth herein. The third member shall be an Administrative Law Judge provided by the State Office of Administrative Hearings or a hearing officer chosen pursuant to a strike list provided by California State Mediation and Conciliation Services (CA-SMCS).
The parties shall mutually agree on the procedure for selecting the third member of the Board. If a hearing officer is to be chosen, the Personnel Officer shall request within ten (10) days of that decision 129
a list of seven (7) hearing officers from the CA-SMCS. If mutual selection cannot be made from the list within five (5) calendar days, the parties shall select the hearing officer by alternately striking names until one lone name remains; that person shall serve as the third member of the Board. The party which strikes the first name from the list shall be determined by the toss of a coin.
The third member shall be the Chair of the Board, and shall rule on the admission or exclusion of evidence, and any procedural or evidentiary objections raised by either party. S/he may consult with the City Attorney or the Representative Attorney as necessary. The Appeals Board shall cease to exist once the Board has reached its decision on the appeal pending before it.
If possible, the appeal shall be heard within sixty (60) working days from the date it was filed. The parties shall make a mutual request that the Appeals Board render its decision within thirty (30) working days from the conclusion of the hearing, unless otherwise stipulated by the parties. The Board’s decision shall be by a majority of the Board. The decision shall set forth the Board’s findings and shall be binding on the employee and the City.
8.7 Relief of Duty
Notwithstanding the provisions of this rule, the City Manager or Chief of Police may approve the temporary assignment of an employee to a status of leave with pay pending completion of an investigation, or if extraordinary circumstances exist that require the immediate removal of the employee from the premises.
ARTICLE 9. GRIEVANCE PROCEDURES
9.1 Purpose of Grievance Procedures
The grievance procedure shall be used to resolve any dispute which involves the interpretation or application of any City personnel rule, General Order, MOU provision or departmental policy. The grievance procedure shall not be used for:
a) The resolution of any complaint concerning any disciplinary action; b) The resolution of any complaint concerning any aspect of the performance evaluation process; or
c) The resolution of any complaint relating to any concerted refusal to work.
9.2 Informal Discussion of Grievance
When an employee has a complaint, the employee shall first informally discuss the matter with the employee’s immediate supervisor within fifteen (15) calendar days from the date of the incident or decision generating the grievance. If after a discussion with the immediate supervisor the complaint has not been satisfactorily resolved, the employee shall have the right to discuss the complaint informally with the supervisor’s immediate supervisor. If after such a discussion the complaint has not been satisfactorily resolved, the employee shall have the right to file a formal grievance. 130
9.3 Formal Grievance Procedure
a) An employee shall have the right to present a formal grievance, in writing, within five (5) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor’s supervisor. All formal grievances shall state the reasons for the grievance; the City personnel rule, General Order, MOU provision or departmental policy at issue; and the employee’s suggested solution.
b) The formal grievance shall be presented to the Chief of Police or his/her designee. S/he shall discuss the grievance with the employee and/or the employee’s representative. Within ten (10) working days after receipt of the formal grievance, the Chief of Police or his/her designee shall render a written decision regarding its merits. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule if the employee does not seek further review of the grievance within five (5) working days. c) If the Chief of Police’s decision does not satisfactorily resolve the grievance, the employee may present the formal grievance to the Personnel Officer. The Personnel Officer shall discuss the grievance with the employee and/or the employee’s representative. Within fifteen (15) working days after meeting with the employee and the employee’s representative, the Personnel Officer shall render a written decision regarding the grievance. d) If the Personnel Officer’s decision does not satisfactorily resolve the grievance, or if the Personnel Officer fails to respond in writing as provided in Step (c) above, the employee shall have the right to refer the grievance to binding arbitration. Such referral shall be made in writing to the Personnel Officer within ten (10) working days of receipt of his/her decision. e) At any time, the parties may mutually agree to an extension of the above deadlines.
9.4 Binding Arbitration
The binding arbitration procedure shall be as follows:
a) Within ten (10) days of receipt of the written request for binding arbitration, the Personnel Officer shall request a list of seven (7) arbitrators from the California State Mediation and Conciliation Service (CA-SMCS).
If mutual selection cannot be made from the list within five (5) calendar days, the parties shall select the arbitrator by alternately striking names until one lone name remains; that person shall serve as the arbitrator. The party which strikes the first name from the list of arbitrators shall be determined by the toss of a coin.
The arbitration shall be conducted as a full-scale evidentiary hearing. b) Unless otherwise agreed to by both parties, expedited arbitration shall be used and shall include:
i. A mutual request that the arbitrator render a decision within sixty (60) calendar days from the conclusion of the hearing.
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ii. No court reporter unless mutually agreed to by the parties. iii. No post hearing briefs unless mutually agreed to by the parties. c) The fees and expenses of the arbitrator and the court reporter, if required, shall be shared equally by both parties.
9.5 Arbitrator’s Decision
The decision of the arbitrator shall be final and binding.
9.6 Reprisals Prohibited
The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.
9.7 Grievance Preparation Time
An employee submitting a grievance and the employee’s representative may use a reasonable amount of time during working hours to prepare for and present the grievance.
ARTICLE 10. PRIOR MOU’S, RULES, REGULATIONS, ORDINANCES AND PRACTICES
10.1 Prior MOU’s
All prior MOU’s, rules, regulations, ordinances and practices covering the represented classes, except where herein modified, shall remain in full force and effect during the term of this MOU.
ARTICLE 11. CONTENT, TERMS AND RECOMMENDATIONS
11.1 Severability
If any article or section of this MOU should be found invalid, unlawful or unenforceable by reason of any existing or subsequent enacted legislation or by judicial authority, all other articles and sections of this MOU shall remain in full force and effect for the duration of this MOU. In the event of invalidation of any article or section, the City and the Association agree to meet within thirty (30) days for purposes of renegotiating said article or section.
11.2 MOU Provisions Prevail
Any conflict between any section or part thereof of this agreement and any City or departmental rule, regulation, ordinance, code, resolution, procedure or practice existing as of the date of this agreement or adopted thereafter, shall be resolved in favor of the provisions contained in this agreement.
11.3 Term of Agreement
The term of this Memorandum of Understanding shall be from July 1, 202422 through June 30, 20264.
11.4 Representative Recommendation
The undersigned representatives of the City of Cloverdale and the Cloverdale Dispatchers’ Association, having met and conferred in good faith, have reached agreement on the items contained herein and 132
mutually agree to recommend to the Cloverdale City Council and to the general membership of the Association that the terms of this agreement may be adopted.
11.5 Review of Personnel Rules, Regulations and Policies:
During the term of this agreement the parties agree to reconvene the Labor/Management Committee (LMC), with representatives from each of the employee Associations and unrepresented employees for the purpose of reviewing the City’s Personnel Rules, Regulations and Policies with the intent to establish current practices in human resources management and a high performance and continually improving organization. The parties recognize that any recommendations made by the LMC would be advisory and, where legally required, subject to meet and confer with the respective Associations.
CITY OF CLOVERDALE: CLOVERDALE DISPATCHERS’ ASSOCIATION:
David Kelley
City Manager
Date Tami Lemley
President Cloverdale
Dispatchers’ Association
Date
Kevin ThompsonShannon
Peterson
Assistant CityFinance & HR
Manager
Date Darlene Strattan
Cloverdale Dispatchers’
Association
Date
Patrick Clark
Chief Labor Negotiator
Date Cheryl Schiele
Employee Representation
Services, Inc.
Lead Negotiator
Date
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ATTACHMENT A TO MOU
The base salaries for the classifications represented by the Cloverdale Dispatchers’ Association as of July 1, 20242 are as follows:
Position Step Hourly Biweekly Monthly Annually
Dispatcher 1 $29.0239 $2,321.91 $5,030.80 $60,369.62
2 $30.4751 $2,438.00 $5,282.34 $63,388.11
3 $31.9988 $2,559.90 $5,546.46 $66,557.51
4 $33.5987 $2,687.90 $5,823.78 $69,885.39
5 $35.2787 $2,822.29 $6,114.97 $73,379.66
Position Step Hourly Biweekly Monthly Annually
Dispatch Supervisor 1 $33.3380 $2,667.04 $5,778.59 $69,343.09 2 $35.0049 $2,800.39 $6,067.52 $72,810.25
3 $36.7552 $2,940.41 $6,370.90 $76,450.76
4 $38.5929 $3,087.43 $6,689.44 $80,273.30
5 $40.5226 $3,241.81 $7,023.91 $84,286.96
Position Step Hourly Biweekly Monthly Annually
Dispatcher 1 $31.3922 $2,511.37 $5,441.31 $65,295.73
2 $32.9618 $2,636.94 $5,713.38 $68,560.52
3 $34.6099 $2,768.79 $5,999.05 $71,988.55
4 $36.3404 $2,907.23 $6,299.00 $75,587.97
5 $38.1574 $3,052.59 $6,613.95 $79,367.37
Position Step Hourly Biweekly Monthly Annually
Dispatch Supervisor 1 $36.0584 $2,884.67 $6,250.12 $75,001.43 2 $37.8613 $3,028.90 $6,562.63 $78,751.50
3 $39.7544 $3,180.35 $6,890.76 $82,689.08
4 $41.7421 $3,339.37 $7,235.29 $86,823.53
5 $43.8292 $3,506.33 $7,597.06 $91,164.71
Position Step Hourly Biweekly Monthly Annually
Police Records Technician 1 $28.4820 $2,278.56 $4,936.88 $59,242.56 2 $29.9061 $2,392.49 $5,183.72 $62,204.69
3 $31.4014 $2,512.11 $5,442.91 $65,314.92
4 $32.9715 $2,637.72 $5,715.06 $68,580.67
5 $34.6200 $2,769.60 $6,000.81 $72,009.70
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The base salaries for the classifications represented by the Cloverdale Dispatchers’ Association as of July 1, 2025 are as follows:
Position Step Hourly Biweekly Monthly Annually
Dispatcher 1 $32.3339 $2,586.72 $5,604.55 $67,254.59
2 $33.9506 $2,716.05 $5,884.78 $70,617.32
3 $35.6482 $2,851.85 $6,179.02 $74,148.19
4 $37.4306 $2,994.45 $6,487.97 $77,855.60
5 $39.3021 $3,144.17 $6,812.36 $81,748.38
Position Step Hourly Biweekly Monthly Annually
Dispatch Supervisor 1 $37.1401 $2,971.21 $6,437.62 $77,251.48 2 $38.9971 $3,119.77 $6,759.50 $81,114.06
3 $40.9470 $3,275.76 $7,097.48 $85,169.76
4 $42.9944 $3,439.55 $7,452.35 $89,428.25
5 $45.1441 $3,611.53 $7,824.97 $93,899.66
Position Step Hourly Biweekly Monthly Annually
Police Records Technician 1 $29.3365 $2,346.92 $5,084.99 $61,019.84 2 $30.8033 $2,464.26 $5,339.24 $64,070.83
3 $32.3434 $2,587.48 $5,606.20 $67,274.37
4 $33.9606 $2,716.85 $5,886.51 $70,638.09
5 $35.6587 $2,852.69 $6,180.83 $74,169.99
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From: Michael Maloney
To: City Council
Subject: FW: Council Report 8/16-28
Date: Wednesday, August 28, 2024 10:49:00 AM
Attachments: image001.png
Good Afternoon City Council,
Please find Councilmember Bagby’s Written Report below:
Mike Maloney, CMC | City Clerk / Public Information Officer City of Cloverdale, California | 124 N. Cloverdale Blvd, CA, 95425 [email protected] | cloverdale.net | 707.894.1712 All correspondence may be subject to disclosure under the California Public Records Act From: Melanie Bagby <[email protected]>
Sent: Wednesday, August 28, 2024 9:48 AM
To: Michael Maloney <[email protected]>
Subject: Council Report 8/16-28
8/16 Chaired Sonoma County Mayors' & Councilmembers' Legislative Committee, received presentation from "Our Kids, Or Future" campaign, reviewed pending bills, Santa Rosa https://sonomacountylocalleaders.org/wpcontent/uploads/2024/08/SOCO-Leg-Meeting-08.16.2024.pdf 8/20 Chaired Planning & Sustainability Subcommittee meeting 8/21 Attended SMART Executive Committee and Board Meeting. General Manager's Report: https://sonomamarintrain.org/sites/default/files/Documents/Agenda%20Item% 204%20-%20General%20Manager's%20Report_08.21.2024.pdf
8/27 Attended meeting with constituents regarding local concerns; attended Cal Cities Governance Committee meeting via Zoom
Melanie Bagby
Councilmember, City of Cloverdale
Voicemail 707-893-7170 • [email protected]
Council bio
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