Corona City Council
December 18, 2024

Corona Police Employees Association (CPEA) MOU
2025-2027
4 b. In evaluating years of service, both full time service to the City of Corona as well as full-time sworn law enforcement service in a position (as defined by California Penal Code sections 830.1, 830.2, 830.31 (a), (d), 830.32 and 830.33 or the out-of-state equivalent as determined by the Chief of Police) shall count. Employees in the unit must produce an attestation that they worked as a sworn law enforcement officer for another agency, and the City will confirm the information.

Section 3.4 – Marksmanship Proficiency Pay
a. Employees shall be paid $16.15 per pay period for meeting the marksmanship proficiency standards established by the police department. A list will be provided to the Human Resources Department each quarter listing those employees failing to meet the standards required to receive this benefit.
b. Employees must have worked at least one day during the pay period during which the marksmanship proficiency pay is to be issued (or were on Annual Leave, Compensatory Time Off, Administrative Leave or Workers’ Compensation Leave) to receive the pay. If due to an accepted industrial injury, an employee is unable to participate in the marksmanship proficiency testing, an extension of up to twenty-six (26) pay periods, to include the first pay period in which the employee is unable to test, will be granted. Once an extension has been approved the employee will continue to receive the marksmanship proficiency pay until such time they are returned to duty and are able to test or the 26 pay period extension has been exhausted. Once the 26 pay period extension is exhausted, the employee will be required to test only if medically able or will not be eligible to receive the pay. Employees unable to test due to an industrial injury are eligible to request a 26 pay period extension. Employees who separate from employment prior to the date the benefit is paid each pay period will not be entitled to a prorated payment.

Section 3.5 – P.O.S.T. Certificate Pay
a. Employees shall receive the following for earning a certificate from the Commission on Peace Officers Standards and Training (POST)

1. Three percent (3%) of base pay for earning an Intermediate POST Certificate:

2. Eight percent (8%) of base pay for earning an Advanced POST Certificate

3. POST certificate pay is not cumulative and the employee shall receive the highest pay for which they are qualified.

Section 3.6 – Bilingual Pay
a. The City shall pay four percent (4%) of base pay to employees who demonstrate the ability to both understand and effectively communicate in Spanish or American Sign or another language other than English that the Police Chief deems appropriate.
b. To become qualified to receive this pay, an employee must be certified by the Human Resources Department after passing a certification test (an oral conversational test) established by the Human Resources Department. Employees who first become eligible for bilingual pay on or after January 1, 2022, must re-certify every three (3) years to continue to receive bilingual pay by passing the certification test.
c. Employees receiving this pay are required to speak the second language in the course and scope of their employment when it is necessary and may be asked to assist in translating.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
5 Section 3.7 – Canine Officer Pay
a. Each employee performing the assignment of Canine Officer or Canine Detective will receive one and three-quarters (1.75) hours of overtime compensation or 2.625 hours of compensatory time off (CTO) per week which is considered compensation for hours worked under the FLSA for the time spent in the off-duty care and maintenance of the canine. b. The parties acknowledge that the FLSA, which governs the entitlement to compensation for canine duties, entitles the parties to agree to a reasonable number of hours for the performance of off duty canine duties. The hours derived at in this agreement were determined after an actual inquiry of the employees assigned as Canine Officer or Canine Detective as addressed by Leever v. City of Carson City, 360 F.3d 1014 (9th Cir. 2004). It is the intent of the parties through the provisions of this section to fully comply with the requirements of the FLSA. In addition, both parties believe that this section of the MOU does comply with the requirements of the FLSA. c. The City and the Association understand and agree that this additional compensation is intended to compensate Canine Officers or Canine Detectives for all off duty hours spent caring, grooming, feeding, exercising, transporting, obtaining veterinary care, purchasing food and supplies for the canine and otherwise maintaining their assigned canine unit. Unless otherwise authorized by a supervisor, employees in these assignments shall not work in excess of 1.75 hours per week performing their off-duty canine duties.

Section 3.8 – School Resource Officer Pay
a. The City shall provide three (3) hours of overtime compensation (paid as four and one half (4.5) hours of compensatory time off (CTO) per week, to each employee assigned as a School Resource Officer.

Section 3.9 – Acting Pay
a. An employee assigned to act in higher classification (one with a higher top step base salary) shall be paid at the higher of the bottom step of the higher classification or a step that is at least five percent (5%) higher than their base salary. If the employee assigned to act is currently receiving any pays provided for in Section 3.1, if they will not be performing the duties of the assignment while acting, the step at which they shall be placed will be the higher of the bottom step of the higher classification or a step that is at least ten percent (10%) higher than their base salary.

Section 3.10 – Uniform Allowance and Ballistic Safety Vest a. Employees shall receive a uniform allowance of one hundred and thirty-two dollars and thirty-one cents ($132.31) per pay period. These employees are required to use their uniform allowance to maintain their uniforms and purchase new uniforms.
b. Employees must have worked at least one day during the pay period in which Uniform Allowance is paid and must be on the City payroll (or on Annual Leave, Compensatory Time Off, Administrative Leave or Workers’ Compensation status) on the day Uniform Allowance is paid in order to receive it. An employee shall not be paid their uniform allowance if on an unpaid (i.e., did not use Annual Leave) leave of absence that is non-industrial for the entire pay period and did not work during that pay period. Employees who resign, retire, or otherwise terminate employment prior to the date the uniform allowance is paid will not be entitled to a prorated payment. c. The City will reimburse members for the cost of a ballistic safety vest up to $1,150.00 once every five (5) years. Members due a vest replacement will be notified by the Personnel and Training division that they are due for replacement. Members will be given the option of being given a Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
6 voucher or being reimbursed by receipt for a replacement vest that meets department protection standards. The department will maintain a list of manufacturers providing the appropriate level vest in the established price range. Any upgrade beyond the approved amount will be the financial responsibility of the member.

ARTICLE 4 – DEFERRED COMPENSATION
a. All employees in the unit may open a deferred compensation account (per IRS Code section 457) and make pre-tax contributions into it up the maximum permitted by law based on their age.

Employees may also make contributions to a Roth IRA. Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

ARTICLE 5 – PROMOTIONS
Section 5.1 – Promotions
a. An employee who is promoted (moved to a classification with a salary range whose top step is higher than the top step of the employee’s current classification) will, upon promotion, be placed at a step (which may be the “1” step or higher) in the salary range of the new classification. The step shall result in an increase of at least five percent (5%) to the employee. b. Upon promotion to corporal or detective, the City will ensure that the newly-promoted employee is placed on a step in the salary range such that they have a higher base pay than the base pay of the employees that they supervise.
c. In determining whether the employee has received at least a five percent (5%) increase, the City will include the employee’s base pay plus pays the employee has been receiving in the classification from which they promoted that are set forth in Section 3.1 (as well as any additional assignment pays to which the parties agree) with the following exceptions:

1. Field Training Officer

2. Investigative Unit assignments that are not continuous and are one year or less in duration, and any temporary assignment pay for duties that are not continuous and are under one year in duration.
d. In no case will the employee’s salary step placement exceed the top step of the new classification’s salary range.

ARTICLE 6 – WORK SCHEDULES
Section 6.1 – The Defined FLSA Work Period
a. The City has adopted the 28-day work period in in accordance with Section 7(k) of the Fair Labor Standards Act (FLSA). Notwithstanding the City’s adoption of this work period (which is adopted to set forth the City’s obligation under the FLSA), the City pays overtime per the provisions of this Article of the MOU.

Section 6.2 – Work Schedules
a. Employees in the CPEA shall work a 4/10 work schedule, except employees assigned to Patrol, who shall work a 3/12.5 work schedule and employees who are assigned to work as School Resource Officers who shall work a 5/8 schedule.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
7 b. A 5/8 schedule shall consist of five consecutive work days of eight consecutive hours each (inclusive of a paid 45-minute meal period and paid breaks). This schedule may be modified to a 4/10 during times of school closure.
c. A 4/10 work schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each, inclusive of a paid 45-minute meal period and paid breaks. d. Employees assigned to a 3/12.5 work schedule shall work three consecutive shifts of 12.5 consecutive hours each (inclusive of a paid 45-minute meal period and paid breaks) each week during each of the four calendar weeks of a 28-day FLSA work period. In addition, the employee shall work one additional shift of ten (10) consecutive hours (inclusive of a paid 45-minute meal period and paid breaks) during the same work period that is adjacent to one of the employee’s first or last shifts. This will ensure that these employees are scheduled to work 160 hours (an average of 40 hours per week) during the 28-day work period.
e. The ten (10) hour shift will be bid by each member during the shift bid process for each six-month shift rotation.
f. Even though employees scheduled to work a 3/12.5 will be scheduled to work 75 hours in one pay period and 85 hours in the other pay period, they will receive 80 hours per pay period for their regularly scheduled hours.
g. If the Chief of Police determines that Field Operations should go back to a 4/10 work schedule, the parties shall meet and confer over that decision. However, if the Chief of Police determines that based on an emergency (which shall be articulated) there is a need to suspend the 3/12.5 work schedule, employees will be provided with a minimum of two pay periods’ notice.

Section 6.3 – Accurately Reporting Time Worked
a. Employees are required to accurately report all time worked on their time sheets. Employees may not work any time in addition to their regular work hours before or after work without first receiving approval in advance from their supervisor. In addition, since no supervisor is permitted to require an employee to work overtime without it being reported on their time sheet, if an employee works such time it will be recorded.
b. Unit members shall record hours worked in one-quarter (1/4) of an hour increments of time. This is illustrated by the following:
0-7 Minutes = No additional time should be recorded
8-22 Minutes = one quarter of an hour
23-37 Minutes = one-half of an hour
38-52 Minutes = three quarters of an hour
53 Minutes = 1 hour and 7 Minutes = one-hour
For example, if an employee whose work schedule is 7:30 a.m. to 5:30 p.m. works until 5:38 p.m., they would record 10.25 hours for the day.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
8 Section 6.4 – Clothes Changing and Briefing
a. Clothes changing - Time spent in changing clothes before or after a shift is not hours worked and is not compensable. The parties recognize that such time is not compensable because employees have the option per Department Policy to don and doff their uniform and protective gear at home whether they do so or not.
b. Briefings begin 15 minutes after the start of shift, to permit employees to prepare their assigned vehicles and equipment.

Section 6.5 – Meal Period / Code 7 Time
a. Employees receive a paid meal period within their assigned work shift. By being paid for a meal period, each employee in the unit must be available to respond to any work-related request, emergency or call for service during their meal period.

ARTICLE 7 – OVERTIME
Section 7.1 – Calculation of Overtime
a. There are two types of overtime provided by the City: 1) Overtime paid for hours actually worked in excess 40 hours in a workweek, and 2) Overtime paid when an employee’s actual hours worked are less than 40 hours in a workweek, but their use of paid leave in the same workweek results in them being in paid status for more than 40 hours in the workweek. For example, an employee who uses two shifts of Annual Leave in the workweek and works one additional shift not on a regularly scheduled workday in the same workweek.
b. Overtime earned for actually working more than 40 hours in a week shall be paid at the regular rate of pay as defined by the Fair Labor Standards Act (FLSA). c. Overtime earned when an employee’s hours worked are less than 40 hours in a workweek, but their use of paid leave in the same workweek results in them being in paid status for more than 40 hours in the workweek, is calculated in the same manner as overtime earned for actually working more than 40 hours in a week, except that the rate at which it is calculated does not include any dollars an employee may receive from opting out of health insurance. d. Notwithstanding the parties’ agreement to pay overtime in excess of the requirements of the FLSA, the parties agree that the City has adopted the 28-day FLSA work period in accordance with section 7(k) of the FLSA. This means that actual FLSA overtime is owed for actual hours worked in excess of 171 in the 28-day FLSA work period. The parties agree that the above agreement in which overtime is paid exceeds the requirements of the FLSA.
e. The regular rate of pay is determined by dividing the employee’s total remuneration earned each week by 40. The MOU overtime rate is determined by dividing the employee’s total remuneration earned each week by 40, but does not include any sums an employee may receive for opting out of health insurance.

Section 7.2 – Compensatory Time

7.2.1 – Earning Compensatory Time Off
Employees working overtime shall receive either pay or compensatory time off (CTO), at the employee’s option. Employees can accumulate up to 480 hours of compensatory time. Since CTO is earned at 1.5 hours for each hour of overtime worked, 480 hours of CTO equates to 320 hours Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
9 of overtime worked. Once an employee has 480 hours of accumulated CTO, they cannot accumulate any additional CTO until their bank is below 480 hours. Any overtime worked when an employee has 480 hours of accumulated CTO will be paid to the employee, shall be paid in cash at the applicable overtime rate.

7.2.2 – Using Compensatory Time Off
An employee wishing to use their accumulated CTO must provide reasonable notice (i.e., 10 days) to their supervisor. If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. The requirement to backfill at overtime rates is not considered “unduly disruptive”. The first two (2) employees per shift shall be permitted to use CTO and the Department shall secure a replacement. Any other employees will be required to secure their own replacement. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

7.2.3 – Cashing Out Compensatory Time Off
a. Employees may, at their option, be paid for their compensatory time off. Payment when requested under this section shall be at the employee’s regular rate of pay in effect at the time the request is made.
b. On or before the beginning of the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out up to 160 hours of accrued compensatory time off which will be earned in the following calendar year. The payout shall be between the first two regular pay days in November. If the employee’s compensatory time off leave balance (in between the regular pay days in November) is less than the total amount the employee elected to cash out the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. Compensatory time off which is cashed out will be paid at the employee’s regular rate of pay.
c. Employees will be cashed out of any accumulated when they leave employment with the City, or if they are promoted into a classification in the City that does not have CTO.

CHAPTER 3 – BENEFITS
ARTICLE 8 – TIERS FOR CERTAIN BENEFITS IN THIS MOU
Some of the benefits in this MOU are provided per a tiered structure based on date of hire. There are three (3) tiers. Whenever there is a reference to a tier in this MOU, the particular tier is defined as follows:

Tier I – Employees hired as full-time employees before January 1, 2000 Tier II – Employees hired as full-time employees on or after January 1, 2000 through October 12, 2007
Tier III – Employees hired as full-time employees on or after October 13, 2007 ARTICLE 9 – HEALTH INSURANCE
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees in the bargaining unit shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $158.00/month for calendar year 2025 and a yet to be determined amount for subsequent calendar years).

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
10 The City contracts with Delta Dental to provide Dental Insurance with both an HMO and PPO plan option available for employees to choose.

The City contracts with EyeMed to provide Vision Insurance for employees to choose.

If the City desires to change dental or vision carriers, the Association agrees that it will meet promptly with the City to meet and confer regarding such changes.

All employees in the bargaining unit shall receive the monthly amounts below for the purchase of health insurance. This includes medical, dental and vision insurance. These monthly amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:

Effective
January 2025
Effective January
2026
Effective January
2027
Single $978 $1,003 $1,028
Employee +1 $1,646 $1,721 $1,796
Family $2,173 $2,273 $2,373
The Association agrees that it cannot request to reopen the MOU to discuss adjustments to the cafeteria allowance during the term of this MOU.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If a Member enrolls in health benefits that cost more than provided above, they will be responsible for payment of any additional dollars for the benefits chosen.

Section 9.1 – Medical Insurance Opt Out
Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Article 9 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
An employee who opts out will not receive the City’s health insurance contribution in Article 9, but those employees who satisfy the Eligible Opt-Out Arrangement rules, will receive the amount in Section 9.1 (a), (b), or (c), as applicable based on an Employees number of dependents (“Opt-Out Amount”). The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the Opt-Out Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:

1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;
Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
11 2. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;

3. The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and

4. The reasonable evidence will be an attestation signed by the employee, attesting to the above, and must be provided no earlier than a reasonable period of time before each plan year begins.

In order to qualify for this election, the Member must meet all of the following requirements:

1. An employee who opts out of medical insurance must sign a waiver of City offered medical insurance coverage and an agreement to hold the City harmless for any consequences, whatsoever, that result from the waiver of City offered medical insurance coverage; and

2. Sign a statement acknowledging that the Employee and the Employee’s eligible dependents will not be allowed to re-enroll in the health insurance coverage offered by the City until the next open enrollment period, and that re-enrollment will be subject to all conditions imposed by the insurance provider at the time of re-enrollment. However, in the event of a COBRA “qualifying event” such would be allowed to re-enroll in health insurance effective the beginning of the following month without having to wait for the next open enrollment period.

If an employee who is currently opting out fails to make an election for opt out during open enrollment, the employee will be enrolled in a medical insurance plan, lowest cost employee only plan coverage.

This default allocation shall not be subject to change.

ARTICLE 10 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health Care FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so.

A unit member who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

An employee will have the opportunity to make such elections during open enrollment each year.

ARTICLE 11 – RETIREE MEDICAL INSURANCE
A. Tier I Retirees: For Tier I Retirees the City shall pay a medical insurance premium equal to or less than the monthly premium for the second highest (in cost) PERS family plan at the PERS-designated classification for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). The payment for medical is actually deducted from the employee’s retirement check and the City then reimburses the employee for the cost.

If a Tier I retiree enrolls in the highest cost medical plan, they will be responsible for payment of the premium between the second highest and highest cost plan.

The City affirms the above Tier 1 Lifetime Health Benefit by agreeing this is a vested benefit that cannot be revoked or negotiated away by future members of management, City Councils, and/or union representatives. The right to receive the above Tier 1 Lifetime Health Benefit is a vested benefit for each Tier I Employee and Retiree. The inclusion of this vesting language is to comply with Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
12 the United States Supreme Court’s decision in M&G Polymers v. Tackett, (2015) 135 S.Ct. 926, requiring the intent to vest a benefit be explicitly set forth.

B. Tier II and III Retirees: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II and III Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 11.1 – Retiree Health Alternative
In lieu of receiving the City’s retiree medical benefit in Article 11 above, a Tier I Retiree shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such Tier I Retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a Tier I Retiree must forfeit participating in any of the health benefit plans available to retirees of the City of Corona for the plan year in which such Tier I Retiree elects to receive the contribution. Tier I Retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in the absence of a HIPPA “qualifying event” may re-enroll during the next open enrollment period, unless the Tier I Retiree has never participated in a CalPERS health plan. Tier II and III Retirees shall not be eligible for this alternative.

ARTICLE 12 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT
Unit members in Tiers II and III shall receive $5,000 annually, paid at $1,250 per quarter, deposited into a Retirement Healthcare Savings Account.

ARTICLE 13 – SHORT-TERM DISABILITY PLAN
a. The City shall provide a short-term disability insurance plan (provided by an outside carrier) to each employee in the unit who, due a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of pre-disability earnings as determined by the carrier. • 90-calendar day benefit period (Includes 7-calendar day benefit waiting period before benefits are provided).
• Monthly maximum benefit of $10,000.00
b. Employees may use accrued Annual Leave or Compensatory Time to supplement payments received by the plan. However, employees may not receive more than 100% of their gross compensation prior to the disability.
c. Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.
d. To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act or per the California Pregnancy Disability Leave Act, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
13 ARTICLE 14 – LONG-TERM DISABILITY PLAN
a. The City shall provide the California Law Enforcement Association Group Long Term Disability Insurance Plan A (hereinafter Plan A) to each employee in the unit. The specific details, benefits and plan documents are on file in the City’s Human Resources Department. b. If the City’s pro-rata premium cost for providing Plan A to the CPEA Members is less than the prorata premium cost of providing Long-Term Disability insurance to all other City employees, the savings will be distributed to unit members pro-rata in a lump sum payment, less applicable deductions in the final pay period of each applicable year. The payment shall be calculated by dividing the actual number of employees in the unit in the last pay period into the actual savings in premium cost by providing Plan A instead of the Long-Term Disability Insurance provided to all other City employees.

ARTICLE 15 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS
a. The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual base pay up to a maximum of $750,000. b. The City shall provide unit members with an accidental death and dismemberment policy in an amount equal to five and one-half times the member's annual base pay to a maximum of $750,000. c. If an employee has any dispute regarding the benefits of what the plan provides, the employee shall contact the carrier to address their dispute since the carrier provides the policy but does not administer it.

Section 15.1 – Retiree Life Insurance
a. The City shall provide a Life Insurance policy in the amount of $50,000.00 to all members who retire from the City. This policy shall remain in force until the retiree reaches the age of 70.

ARTICLE 16 – RETIREMENT
The City contracts with CalPERS for retirement benefits.

A. For “Classic Member” Employees

1. Retirement Formula: 3% at 50 retirement formula set forth in California Government Code Section 21362.2.

2. Single Highest Year: “Single Highest Year" retirement benefit per Government Code section 20042.

3. Payment of Employee/Member Contribution: Classic Members pay nine percent (9%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

4. Cost Sharing: Classic member employees pay an additional one and one half percent (1.5%) compensation earnable for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee cost-sharing contribution is made on a pre-tax basis.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
14 B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: 2.7% at 57 formula per Government Code section 7522.25(d).

2. Retirement Benefit Calculation Period: Highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

C. Additional Optional Benefits for All Employees
The following list of optional benefits is listed here in the MOU for the convenience of the parties to reflect what is currently in the City’s contract with CalPERS.

1. 1959 Survivor’s Benefit: The City’s contract with CalPERS provides Level 3 coverage under the 1959 Survivor's Benefit per Government Code section 21573. Following adoption of this MOU, the City will initiate action to amend its contract with CalPERS to provide Level 4 coverage per Government Code section 21574, with employees paying the employee premium for this benefit and the employer cost for the difference between the Level 3 and the Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for PreRetirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retiree Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit (Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. (All associated costs are borne by the member electing to purchase the service credit)

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
15 9. Post Retirement Survivor Allowance to Continue after Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

10. Pre-Retirement Death Benefits to Continue after Remarriage of Survivor: The City’s contract with CalPERS provides the Pre-Retirement Death Benefits to Continue after Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

ARTICLE 17 – TUITION REIMBURSEMENT
The City recognizes the value of an educated workforce and encourages employees to pursue higher education. This section provides reimbursement to unit members for tuition, e-books and textbooks for college courses leading to a job-related degree or certificate. Employees shall use their off-duty hours in the pursuit of education.

Subject to satisfaction of all criteria set forth in Article 17 for education plans approved in writing by the City after October 17, 2018, the City shall reimburse Members for the costs described in Section 17.2 up to a lifetime maximum amount of $10,000 per employee. For education plans approved in writing by the City on or before October 17, 2018, the lifetime maximum shall not apply.

Section 17.1 – Pre-Approval
Unit members must apply for and receive written approval from their supervisor and Human Resources prior to enrolling in classes at an approved accredited educational institution with full accreditation status granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 17.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to application fees, tuition, books, and e-books required for the course. Supplies, optional textbooks, mileage on the employee’s car, parking fees, lab fees, student fees, health fees, all other fees and costs are not reimbursable.

Section 17.3 – Repayment Upon Separation
A unit member who voluntarily leaves employment with the City within one year of receiving a reimbursement per this Section shall be required to repay the City for any reimbursement received during the 12 months preceding the employee’s termination date. This repayment requirement shall not apply to members that retire due to an industrial disability retirement.

Section 17.4 – Procedure

1. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department, and a plan indicating the requisite course work leading to the degree or certificate approved by the educational institution. (The request shall be submitted through the employee’s Department Head for recommendation and to the Human Resources Department for approval. The Human Resources Department shall review and pre-approve requests for job relatedness and its decision shall be final.)

2. Subject to the lifetime maximum, the City will reimburse eligible employees for completion of formal education leading to a work-related degree or certificate at a rate equivalent to the California State Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
16 University fee schedule for tuition.

3. An employee receiving funds for tuition and books, e-books paid for from other sources, including, but not limited to, grants, scholarships, and veteran's educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City. Supplies, optional textbooks, parking fees, lab fees, student fees, health fees, and all other fees are not reimbursable under this policy.

4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval. Reimbursement will be made as soon as practical.

5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses, unless incidental to the employee’s regular commute.

ARTICLE 18 – ADDITIONAL BENEFIT PROVISIONS
Section 18.1 – Employee Assistance Program (EAP)
a. The City will provide an Employee Assistance Program to all employees free of charge. This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems. b. The City will provide members and their dependents an additional enhanced Employee Assistance Program through The Counseling Team. This service will cover a wide range of mental health and substance abuse care, from individual counseling to comprehensive and group therapy.

Section 18.2 – Medicare Contribution
The City shall pay the employee’s Medicare contribution of 1.45%.

Section 18.3 – Fallen or Retired Officers
a. The City will provide the surviving family members of any unit member killed in the line of duty the costs of travel and lodging for attendance at the State Peace Officer Memorial and National Peace Officer Memorial when honored.
b. The City will provide the family of a unit member who retired from the Corona Police Department a six-member honor guard, and a department vehicle to attend the funeral and/or memorial service of the retired member. Use of department vehicle is limited to services in California.

Section 18.4 – Take Home Vehicles
a. Detectives, as well as members in the following assignments shall be allowed to take a City vehicle home.
▪ Motor Officer
▪ Accident Investigator
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Corona Police Employees Association (CPEA) MOU
2025-2027
17 ▪ Commercial Officer
▪ Traffic Corporal
▪ Detective
▪ School Resource Officer
▪ Canine Officer
▪ An Officer or Corporal assigned to a Task Force
b. The vehicle is assigned to the member in the particular classification and not to the individual. If a member is no longer assigned to one of the above assignments or is no longer a Detective, they will no longer be provided with access to a take-home vehicle. c. The Chief of Police may determine that additional employees (those in assignments not listed above), can have access to a take-home vehicle. Use of those vehicles is solely at the discretion of the Chief of Police.
d. Department members authorized to take home vehicles must adhere to the guidelines detailed in Corona Police Policy Manual Section 704 (specifically 704.7) and Section 706, Vehicle Use and Maintenance.

CHAPTER 4 – LEAVES OF ABSENCE
ARTICLE 19 – ANNUAL LEAVE
Section 19.1 – Accrual of Annual Leave
a. Annual Leave is compensated absence for employees who are absent from duty because of illness, injury, medical or dental care appointments, or personal vacation. b. Full-Time Employees: Each biweekly pay period, Annual Leave hours earned are posted to the account of each employee as follows:

YEARS OF SERVICE

WITH THE CITY

ANNUAL ACCRUAL ACCRUAL PER PAY
PERIOD
1-5 210 hrs 8.08
6-8 226 hrs 8.69
9-15 250 hrs 9.62
16 or more 290 hrs 11.15
The above chart shall be interpreted as follows: completion of one year of service to completion of five years of service is the first level. Beginning of the sixth year to completion of the eighth year is the second level. Beginning of the ninth year to completion of the fifteenth year is the third level. Beginning of the sixteenth year to the end of career is the fourth level. c. Annual Leave credits will continue to be added to the employee's account while the employee is on paid leave.
d. In computing eligibility for Annual Leave for members of the bargaining unit, (including newly hired lateral members of the unit) it shall include sworn “law enforcement” service at another law enforcement agency (as defined by California Penal Code sections 830.1, 830.2, 830.31 (a), (d), 830.32 and 830.33 or the out-of-state equivalent as determined by the Chief of Police). e. Effective at the beginning of the pay period following July 1, 2023, any newly hired lateral members of the bargaining unit shall be provided with forty (40) hours of Annual Leave upon hire. As Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
18 permitted by Labor Code section 227.3, if such employee does not successfully complete their initial-hire probationary period as addressed in Article 24 of this MOU, forty (40) hours of their Annual Leave will not be permitted to be cashed out upon release from probation.

Section 19.2 – Employees on Initial Probation
For probationary employees employed less than one full year they shall accrue Annual Leave as follows:
a. During their probationary period, they shall accrue Annual Leave as Probationary Sick Leave at one-half the rate of a 1-5 year full time regular employee.

b. At six (6) months, the probationary employee may request up to one week of “Advanced Annual Leave” for vacation purposes with the permission of their supervisor. c. When the employee completes one year of service, the employee will be credited with 210 hours of Annual Leave minus any hours used for Probationary Sick Leave or Advanced Annual Leave used during their probationary period.

If an employee’s probation is extended, even though still on probation, once they are employed for one year they will accrue Annual Leave per the chart above as an employee who has completed one year of service.

Section 19.3 – Use of Annual Leave
a. Annual Leave used as vacation Leave for 3/12.5 Patrol: Employees assigned to a 3/12.5 shift in patrol bid the use of annual leave as vacation leave by seniority. There are semi-annual bids and two (2) employees in the unit may be off on vacation leave per shift. Once the vacation bid process for these employees is complete, additional requests for time off must be approved by the Chief of Police or designees, who shall determine if the request is operationally feasible (i.e., services can still be provided without the employee) to be granted. Competing requests for annual leave used as vacation leave following each bid process shall be approved based who submitted the request first.
b. Employees who use Annual Leave time for illness or injury (i.e., like sick leave) are required to call into their supervisor at least 30 minutes prior to the start of their shift to inform a supervisor that the employee will not be coming to work that day. If the employee is unable to reach a supervisor by phone, the employee may contact dispatch who shall create a call and send it to the on-duty sergeants.
c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness. If the claim is accepted the employee’s annual leave will be returned to their account. If and an employee exhausts Labor Code section 4850 benefits but remains off work, an employee may supplement their total temporary disability payments with Annual Leave to receive up to 100% of their base salary. d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. Employees will continue to accrue Annual Leave while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period. e. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent, or designated person per Labor Code sections 233 and 245.5.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
19 Section 19.4 – Cash Out or Conversion of the Value of Annual Leave Cash Out/conversion of annual leave is permitted under the three scenarios, below. The cash out or conversion of annual leave as either payment into deferred compensation, retiree health savings plan or taxable cash shall be at the employee’s regular rate of pay, minus the medical insurance opt out/cash back:

19.4.1 – Maximum Accrual of Annual Leave – Conversion above 624 Hours At the end of the last day of the last pay period that ends in each calendar year, if an employee has accrued more than 624 hours of Annual Leave, the Annual Leave hours in excess of 624 hours will be converted to the monetary equivalent at the employee’s regular rate of pay and the employee shall have the following choice:

1. To have the dollar value placed in the Nationwide Retirement Healthcare Savings Account on the employee’s behalf; or

2. To have the dollar value placed in the employee’s deferred compensation account (set up per IRS code section 457) or Roth IRA up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

For employees who have informed the City that they will be retiring at the end of the calendar year, they will have the option to allow the hours above 624 to be converted to the RHS or have the hours above 624 subject to section 19.4.2.

19.4.2 – Separation from the City
Employees separating from the City have the following options regarding their accrued Annual Leave:

1. Employees can be paid (as taxable wages) for their accrued Annual Leave.

2. Employees may make an irrevocable election prior to the first day of the month of separation to contribute accrued Annual Leave to the employee’s account provided under the City’s 457(b) deferred compensation plan or Roth IRA. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

3. Employees may also receive any amount of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up the maximum amount permitted under the IRS Code.

19.4.3 – Annual Leave Cash Out
On or before December 31 of each calendar year, an employee may make an irrevocable election to cash out Annual Leave that will be earned in the following calendar year.

In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Talent Officer for a payoff of accrued flex leave.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
20 The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave earlier in the year than described above.

19.4.4 – Donating Annual Leave
Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

19.4.5 – Using Leave Prior to Retirement
An employee who has informed the City of their retirement has the option to delay the date of their retirement by up to a maximum of two months (i.e., they can use up to two months of their Annual Leave) and cash out any remaining accrued Annual Leave.

ARTICLE 20 – HOLIDAYS
Section 20.1 – Holidays
The following are holidays for employees in the unit:

1. January 1st, New Year’s Day

2. Third Monday in January, Martin Luther King Day

3. Third Monday in February, President's Day

4. Last Monday in May, Memorial Day

5. Juneteenth, June 19th

6. July 4th, Independence Day

7. First Monday in September, Labor Day

8. November 11th, Veterans Day

9. Fourth Thursday in November, Thanksgiving Day

10. Friday immediately after Thanksgiving Day

11. December 24th, Christmas Eve

12. December 25th, Christmas Day

13. December 31st, New Year’s Eve

14. Every day appointed by the President, Governor or Mayor as a holiday, with the consent of the City Council, except for every day on which an election is held throughout the State.

For all City holidays, employees will either work (because it is their regularly scheduled workday or because they are working an additional shift) or be off work (because the holiday falls on their regular day off). Employees who are scheduled to work on a City holiday may request the day off and such request is subject to supervisor approval. If approved, the employee will receive holiday pay for the shift and may use annual leave or compensatory time to cover any hours scheduled above ten (10) for the shift.

Section 20.2 – Payment and/or Accrual of Annual Leave for Certain Holidays a. Except for the six holidays listed below, if the employee works on the holiday and it is their regularly scheduled day to work, they shall receive their regular wages for the day (including any overtime if applicable) and accrue Annual Leave for the number of hours of their regular work shift up to a maximum of ten (10) hours.
b. If the employee is required to work on the holiday and it is their regularly scheduled day off, they shall be compensated with time and one half for actual hours worked and accrue Annual Leave up to a maximum of ten (10) hours.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
21 c. If an employee does not work on the holiday and it is their regularly scheduled day off, they shall accrue Annual Leave for the number of hours of their regular work shift up to a maximum of ten (10) hours.
d. For the six holidays listed below, employees shall receive pay for work shifts that begin on a holiday or for work shifts that begin before a holiday (holidays begin at 12:00 a.m. on the day of a holiday) but continue into the holiday, as described below the list of holidays. For all six (6) of these holidays, regardless of whether an employee works any part of the holiday, they shall also accrue Annual Leave for the number of hours of their regular work shift up to a maximum of ten (10) hours.

1. January 1st, New Year’s Day

2. July 4th, Independence Day

3. Fourth Thursday in November, Thanksgiving Day

4. December 24th, Christmas Eve

5. December 25th, Christmas Day

6. December 31st, New Year’s Eve
A. If an employee’s regularly scheduled work shift begins on one of these holidays, the employee shall be paid time and one-half (1.5) for the hours worked on that entire shift.

B. If an employee’s regularly scheduled work shift begins before one of these holidays, but that same shift continues into the holiday, the employee shall be paid time and one-half (1.5) only for the hours worked on that holiday. The hours worked before the holiday begins (at 12:00 a.m.) shall be paid as regular work hours.

C. If an employee is not regularly scheduled to work on the holiday, but is called in, agrees to work for another employee, is held over or otherwise ordered to work a shift that begins on one of these holidays, the employee shall be paid double time for the hours worked on that entire shift.

D. If an employee is not regularly scheduled to work on the holiday, but is called in, agrees to work for another employee, is held over or otherwise ordered to work a shift that begins before one of these holidays, but that same shift continues into the holiday, the employee shall be paid double time only for the hours worked on that holiday. The hours worked before the holiday begins (at 12:00 a.m.) shall be paid as regular work hours (including any overtime if applicable).

E. Employees on Labor Code § 4850 leave shall be credited with 10 hours of Annual Leave for all holidays that occur while the employee is out on leave.

ARTICLE 21 – COMPASSIONATE LEAVE
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, shall be granted upon request to a regular employee in the case of death in their family. For the purposes of clarification, family is defined as spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents).

CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS
ARTICLE 22 – ASSOCIATION ACTIVITIES
Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
22 Section 22.1 – Time Bank
The City shall establish a "Time Bank” for use by members of the CPEA. The City shall annually contribute the dollar value of three (3) hours of annual leave for each unit member to the Time Bank in the first pay period in August.

The Time Bank is for use by unit members for any lawful activity, including, but not limited to, attendance at seminars, classes, and conferences, for the welfare of officers and for community service. To use the Time Bank, employees must receive approval from the Association. The use must also be approved by the Chief of Police or designee to ensure it is consistent with the operational needs of the Department. An employee who uses the Time Bank shall use the appropriate Time Bank payroll code in recording their time.

ARTICLE 23 – MANAGEMENT RIGHTS
CPEA recognizes that the City has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer, and manage its municipal services and work force performing those services in all respects, subject to this MOU.

The exclusive rights of the City shall include, but not be limited to, the right to determine the organization of City government and the purpose and mission of its constituent agencies; to set standards of service to be offered to the public, and through its management officials, to exercise control and discretion over its organization and operations; to establish and effect administrative regulations and employment rules and regulations consistent with law and the specific provisions of this MOU; to direct its employees; to take disciplinary action for just cause; to relieve its employees from duty because of lack of work or for other legitimate reasons; to determine whether goods shall be made, purchased, or contracted for; to determine the methods, means, and personnel by which the City's services are to be provided, including the right to assign work and overtime pursuant to existing policies and protocols; and to otherwise act in the interest of efficient service to the community.

Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management's rights shall impact on members of CPEA in their wages, hours, or other conditions or employment, the City agrees to meet and confer with representatives of CPEA regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in this MOU or in personnel rules and salary resolutions. By agreeing to meet and confer with CPEA as to the impact of the exercise and of the foregoing City rights, management's discretion in the exercise of these rights shall not be diminished.

ARTICLE 24 – PROBATIONARY PERIOD
Section 24.1 – Length of Probationary Period
The initial-hire probationary period for all positions in the bargaining unit shall be one year. Employees on their initial-hire probationary period are at-will employees.

Employees promoted to a higher classification shall be subject to a six-month probationary period. If an employee is rejected from probation, they shall be entitled to return to their prior position.

Section 24.2 – Extension of Probation
An employee’s probationary period can be extended for three reasons provided the employee is provided written notice of the extension prior to the original expiration date of their probation:
1) The employee was on a leave of absence without pay during probation.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
23 2) The employee was unable to work due to an injury or illness. 3) Based on the discretion of Chief of Police with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments.

ARTICLE 25 – NOTICE REGARDING LAYOFFS
Before the City provides written notification to any employee that they are being laid-off, the City shall provide advance notice to the CPEA Board of its intent to lay-off employees. It is expressly understood that, by providing such notice, the City is not in any way changing, limiting, or impeding its management rights, as discussed in Article 23 of this MOU, including its right to effectuate lay-offs in its sole and absolute discretion. This section applies only to those situations where the City is contemplating laying-off one or more employees due to economic, operational, or other reasons, and does not apply to the termination of one or more employees for a disciplinary or other reason.

ARTICLE 26 – DISCIPLINE
Section 26.1 – Disciplinary Actions Defined

1. Notice of Discussion
The Notice of Discussion shall be used as a tool by supervisors to address performance problems or minor instances of misconduct and may be initiated at any time. Only if it qualifies as punitive action under the Public Safety Officers’ Procedural Bill of Rights Act will the employee be entitled to an administrative appeal per the informal process below. The supervisor or manager will review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency will be identified along with specific improvement needed. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee.

The employee may attach a written rebuttal if desired. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year.

Written warnings shall be discarded at the end of one year or sooner.

2. Written Reprimand
A Written Reprimand generally is appropriate to correct instances of more serious circumstances or employee misconduct which do not warrant suspension or discharge, repeated instances of minor misconduct or identified performance problems. The purpose of a Written Reprimand is to put the employee on notice that the City will take other disciplinary action unless immediate, real and consistent improvement in performance is demonstrated. The supervisor or manager issuing the Written Reprimand shall meet with the employee to discuss specific improvements required within a defined time period to avoid further disciplinary action. A copy of the Written Reprimand will be placed in the employee’s official personnel file.

3. Transfer for purpose of punishment
The transfer of an employee’s work assignment or to a different schedule, with or without loss of pay, for the purpose of punishment.

4. Suspension
Suspension is the temporary removal of employees from their duties without pay.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
24 5. Reduction in Pay
A Reduction in Pay is a reduction in hourly salary for a limited and defined period of time, and does not result in any classification change. The employee continues to report to work for the duration of the Reduction in. If the employee accepts the reduction in pay and agrees to waive the right to appeal, the employee shall have the option to use accrued leaves (with the exception of sick leave) for all or part of time of reduction in pay.

6. Demotion
Demotion is the movement of an employee from the current classification to a new classification having a lower top step salary.

7. Discharge
A discharge is a termination from employment.

Section 26.2 – Pre-Disciplinary Procedure
If an employee is to be suspended, receive a reduction in pay, be transferred for purposes of punishment, demoted or discharged, the employee shall:

1. Receive written notice of the intended action at least ten (10) calendar days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the action is based.

2. Receive copies of any known materials, reports or other documents upon which the intended action is based, including all documents, statements, transcripts and other materials produced during the investigation of the underlying misconduct.

3. Be accorded the right to respond in writing within a reasonable period of time to the intended charges.

4. Be accorded the right to meet within a reasonable period of time with the Police Chief.

5. Be given the written decision of the Police Chief prior to the effective date of the disciplinary action.

Section 26.3 – Disciplinary Appeals Procedure
The following appeals procedures are adopted by the parties pursuant to Government Code § 3304.5 of the Public Safety Officers’ Procedural Bill of Rights Act.

1. Punitive Action - The term “punitive action” means any action defined by Government Code § 3303, i.e., “any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment.”

2. Formal Appeals Procedures – For Punitive Action Not Covered by the Informal Hearing Process a. Filing the appeal: If an employee desires to appeal a disciplinary action not covered by the informal process, they (or their representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or their identified representative within ten (10) calendar days of receipt of the notice of appeal to determine whether the parties can agree on an arbitrator to hear the appeal. If the parties cannot reach agreement on an Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
25 arbitrator, the Chief Talent Officer or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing. b. Hearing Process: During the hearing, the formal rules of evidence do not apply. The cost of the list of arbitrators, the arbitrator themselves, and the court reporter shall be split between the City and the Association unless the Association is not financially supporting the appeal by providing representation for the employee. Once the arbitrator issues their advisory recommendation, they will submit it to the City Manager as well as both parties’ representatives c. The Arbitrator’s Decision: The arbitrator shall issue their advisory recommendation within thirty (30) calendar days from the conclusion of the hearing.
d. The City Manager’s Role: Within thirty-five days of receipt of the advisory arbitrator’s recommendation the City Manager shall issue and send their final written decision to the parties. The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitration.
e. Right to File In Court: The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

3. Appeals Procedures Informal Process
The Informal Hearing Procedure, as opposed to the formal procedures, will be used for written reprimands.

1. Appeal to the Police Chief
(1) An employee who receives a written reprimand may appeal the action to the Police Chief.

The appeal is an opportunity for the employee to present information and arguments why a punitive action should not occur or offer alternatives to the action. (2) Notice of Appeal: Within ten (10) calendar days of receipt by an employee of the reprimand, the employee shall notify the Police Chief in writing that they intend to appeal the punitive action.
(3) Hearing Officer: The Police Chief shall act as the hearing officer. If the Police Chief cannot serve as the hearing officer because they are a material witness or are otherwise conflicted, then the City Manager shall serve as the hearing officer. The hearing shall take place within twenty (20) calendar days of the date the employee filed the appeal or such other time as may be agreeable by the parties.

2. Burden of Proof: The City shall bear the burden of proof at the hearing.

Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

Corona Police Employees Association (CPEA) MOU
2025-2027
26 The Department shall have the burden of proving by a preponderance of the evidence the facts which form the basis for the charge(s) and that punitive action was reasonable under the circumstances.

3. Conduct of Hearing
(1) The rules of privilege shall be observed.
(2) The parties may present arguments through documents and statements. (3) Following the presentation of material and statements, the involved parties may submit closing arguments orally for consideration by the hearing officer. (4) Representation: The employee may be represented by an Association representative or attorney of their choice.

4. Decision
After the hearing, a decision will be submitted in writing within thirty (30) calendar days and provided to the employee. The decision shall advise the employee that the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.5.

ARTICLE 27 – GRIEVANCE PROCEDURE
The Grievance Procedure is established to provide a consistent process for the fair and expeditious resolution of grievances.

A. Definition of a Grievance: A Grievance is an allegation by one or more an employee or the CPEA that there has been a misinterpretation, misapplication or violation of the MOU.

B. Steps in the Grievance Process

1. Informal: Any party believing it has a grievance is encouraged to attempt to resolve the matter by informal discussion through the chain of command or by bringing the matter to the attention of the designated supervisor or department representative.

2. Step One (Department) – Employee or Association
a. The grievant or their representative shall present the grievance in writing to the Police Chief within sixty (60) calendar days of the occurrence giving rise to the grievance or the time within which the grievant (either the employee or CPEA) knew or should have known of the occurrence.

The grievance must state the Article and Section of the MOU alleged to be violated and provide as much narrative as possible as to why the employee believes their rights (under the MOU) have been violated. The grievance is not required to be submitted on any particular form.
b. Within seven (7) calendar days of the submission of the grievance, the Police Chief, or designee, shall meet with the grievant and the grievant's representative, if any. Within seven (7) days of the meeting, the Police Chief or designee shall provide a written decision regarding the grievance and send it to the grievant.

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Corona Police Employees Association (CPEA) MOU
2025-2027
27 3. Step Two - Chief Talent Officer
a. If the grievant is not satisfied that the grievance was resolved at step 2, the grievant or their representative shall present the grievance in writing to the Chief Talent Officer within ten (10) calendar days of the response from the Police Chief at step 2. b. Within ten (10) calendar days of the presentation of the grievance at step 3, the Chief Talent Officer and, if necessary, other City representatives, will meet with the grievant and the grievant’s representative to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time. c. If the grievance is not resolved at the meeting at step 3, the Chief Talent Officer shall, within ten (10) calendar days, provide a written decision regarding the grievance and send it to the grievant

4. Step Three (Advisory Arbitration)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant's representative shall advise the Chief Talent Officer in writing within fifteen (15) calendar days following receipt of the written decision from the Chief Talent Officer that the matter is being appealed to advisory arbitration.
b. The Chief Talent Officer, within ten (10) calendar days, will request a list of seven arbitrators from the office of State Mediation and Conciliation and the parties will either mutually select an arbitrator or exercise an alternate striking process of the names on the list provided by SMCS with the parties flipping a coin as to which party will make the first strike.
c. The arbitrator will conduct an arbitration in such manner as they deem appropriate, provided however, each party shall have the right to make opening statements, examine and cross-examine witnesses and introduce evidence.
d. Within 45 calendar days of conclusion of the arbitration, the arbitrator will issue an advisory recommendation to the City Manager, and the parties.
e. The City and the grievant shall share equally the costs of the arbitrator and the court reporter. Each party shall bear their own costs of representation and shall pay the cost of transcripts, if desired.
f. The City Manager will issue their final decision on the grievance within twenty (20) days of receipt of the advisory recommendation of the arbitrator. g. The grievant has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

C. Rules regarding the Grievance Procedure

1. No employee shall be subject to any adverse actions or consequences filing of a grievance in good faith.

2. A grievant is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure.

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Corona Police Employees Association (CPEA) MOU
2025-2027
28 3. Grievances must be filed as described in the steps. Unless there is an agreement in writing to extend any of the time deadlines of a timely filed grievance, it shall be deemed abandoned.

4. Grievances involving the same or similar issues may be consolidated for presentation at the discretion of the City.

5. Any grievance may be withdrawn by the grievant at any time.

6. Any step or steps in this grievance procedure can be waived by agreement between the grievant and the City Manager or their designee.

ARTICLE 28 – FITNESS FOR DUTY EXAMINATIONS
An employee may be required to participate in a fitness for duty medical examination with a City physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by the Chief of Police, with the approval of the Human Resources Department. Such an examination will only be required if it is determined based on objective evidence that the employee is suffering from an injury or illness that may be rendering them unable to perform the essential functions of their job.

ARTICLE 29 – NO STRIKE / CONCERTED ACTIVITIES
The parties to this MOU recognize their mutual responsibility to provide the citizens uninterrupted public safety services.

During the term of the MOU, no employee of the Unit shall engage in any form of concerted action to withhold service from the City.

A strike is never permitted since members of the unit are not permitted to strike per the law.

During the life of this MOU, CPEA will not cause, authorize, advise, or encourage the interruption of work.

The term "interruption of work" shall mean any concerted work stoppage or strike.

ARTICLE 30 – NO SMOKING OR VAPING
Employees are prohibited from smoking tobacco products or vaping on duty or in City facilities and vehicles at any time.

ARTICLE 31 – SEVERABILITY
If any provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation for the purpose of arriving at a mutually satisfactory replacement.

Except as herein modified, there shall be no change in wages, hours, working conditions, or previously agreed to rights, obligations, and relationships expressed in any previous MOU and all rights, privileges, benefits, and terms and conditions of employment and the obligations between the parties as of the date of this MOU which are not specifically set forth shall remain in full force, unchanged, and unaffected, during the term of this agreement unless changed by mutual consent.

The parties agree that each has had full and unrestricted right and opportunity to make, advance and, discuss all matters properly within the province of meeting and conferring. This MOU constitutes the full and complete agreement of the parties and there are no others, oral or written, except as herein contained.

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Corona Police Employees Association (CPEA) MOU
2025-2027
29 However, each party may seek the mutual cooperation of the other party in meeting and conferring on working conditions that will improve departmental efficiency and for which there is negligible or no cost; and during the ensuing 18 month period from the signing date of this MOU the City and the Unit may bring forward and correct "errors and omissions,” i.e., items which were inadvertently overlooked during the compilation of this MOU for inclusion into this document.

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Corona Police Employees Association (CPEA) MOU
2025-2027
30 FOR THE CITY OF CORONA _________________________ __________________________ Brett Channing Date Assistant City Manager _________________________ __________________________ Kim Sitton Date Finance Director _________________________ __________________________ Julie Kennicutt Date Budget Manager _________________________ __________________________ Lori Sassoon Date Chief Talent Officer

FOR THE CORONA POLICE ASSOCIATION
_________________________ __________________________ Sr. Detective Daryl Sailer Date President, CPEA _________________________ __________________________ Corporal Scott Cocke Date CPEA Negotiations Team Member _________________________ __________________________ Detective Wade Arens Date CPEA Negotiations Team Member
Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B 12/11/2024
12/12/2024
12/12/2024
12/12/2024

Corona Police Employees Association (CPEA) MOU
2025-2027
31 Appendix A – Base Salary Schedule
Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
Police Officer 216 7,601 $ $ 9,701 216 8,026 $ $ 10,244 216 8,267 $ $ 10,551 Police Corporal 226 7,989 $ $ 10,197 226 8,437 $ $ 10,768 226 8,690 $ $ 11,091 Police Detective 231 8,191 $ $ 10,454 231 8,650 $ $ 11,040 231 8,909 $ $ 11,371 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026 Docusign Envelope ID: 3DD297D8-0A8F-4D0D-825C-9B8E5F42365B

CORONA POLICE

SUPERVISORS

ASSOCIATION

MEMORANDUM

OF UNDERSTANDING
JANUARY 1, 2025 THROUGH
DECEMBER 31, 2027
Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
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TABLE OF CONTENTS
Page
CHAPTER 1 – INTRODUCTION................................................................................................ 1 PREAMBLE........................................................................................................................... 1 ARTICLE 1 – TERM OF THE MEMORANDUM OF UNDERSTANDING ............................... 1 Section 1.1 – Beginning of Negotiations ........................................................................ 1 CHAPTER 2 – COMPENSATION.............................................................................................. 1 ARTICLE 2 - COMPENSATION ............................................................................................ 1 Section 2.1 – Base Rate Schedule................................................................................... 1 Section 2.2 – Compaction Adjustments ......................................................................... 2 ARTICLE 3 – ADDITIONAL COMPENSATION..................................................................... 2 Section 3.1 – Assignment Pay for Police Sergeants...................................................... 2 Section 3.2 Court Assignment Pay ................................................................................. 3 Section 3.3 – Longevity Pay ............................................................................................ 4 Section 3.4 – Marksmanship Proficiency Pay ................................................................ 4 Section 3.5 – P.O.S.T. Certification Pay.......................................................................... 5 Section 3.6 – Bilingual Pay .............................................................................................. 5 Section 3.7 – Acting Pay.................................................................................................. 5 Section 3.8 – Pay for Police Captains Assigned as Acting or Interim Chief of Police . 5 Section 3.9 – Uniform Allowance and Ballistic Safety Vest........................................... 6 ARTICLE 4 – DEFERRED COMPENSATION ....................................................................... 6 ARTICLE 5 – PROMOTIONS ................................................................................................ 6 ARTICLE 6 – WORK SCHEDULES....................................................................................... 7 Section 6.1 – The Defined FLSA Work Period................................................................ 7 Section 6.2 – Work Schedules......................................................................................... 7 Section 6.3 – Accurately Reporting Time Worked ......................................................... 7 Section 6.4 – Clothes Changing and Briefings............................................................... 8 Section 6.5 – Meal Period / Code 7 Time......................................................................... 8 ARTICLE 7 – OVERTIME...................................................................................................... 8 Section 7.1 – Calculation of Overtime for Police Sergeants and Police Lieutenants .. 8 Section 7.2 – Compensatory Time .................................................................................. 9 Section 7.2.1 – Earning Compensatory Time Off ........................................................ 9 Section 7.2.2 – Using Compensatory Time Off............................................................ 9 Section 7.2.3 – Cashing Out Compensatory Time Off ................................................ 9 CHAPTER 3 – BENEFITS........................................................................................................10 ARTICLE 8 – TIERS FOR CERTAIN BENEFITS IN THIS MOU...........................................10 ARTICLE 9 – HEALTH INSURANCE ...................................................................................10 Section 9.1 – Medical Insurance Opt Out.......................................................................11 ARTICLE 10 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS..........................................................................................................................12 ARTICLE 11 – RETIREE MEDICAL INSURANCE ...............................................................12 Section 11.1 – Retiree Health Alternative ......................................................................12 Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
ii
ARTICLE 12 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT..................................13 ARTICLE 13 – SHORT-TERM DISABILITY PLAN...............................................................13 ARTICLE 14 – LONG-TERM DISABILITY PLAN.................................................................13 Section 14.1 – Police Sergeants and Police Lieutenants .............................................13 Section 14.2 – Police Captains.......................................................................................14 ARTICLE 15 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS............................................................................................................14 Section 15.1 – Retiree Life Insurance ............................................................................14 ARTICLE 16 – RETIREMENT...............................................................................................14 ARTICLE 17 – TUITION REIMBURSEMENT .......................................................................16 Section 17.1 – Pre-Approval ...........................................................................................16 Section 17.2 – Repayment Upon Separation.................................................................16 Section 17.3 – Procedure................................................................................................17 ARTICLE 18 – ADDITIONAL BENEFIT PROVISIONS.........................................................17 Section 18.1 – Employee Assistance Program (EAP)...................................................17 Section 18.2 – Medicare Contribution............................................................................17 Section 18.3 – Fallen or Retired Officers .......................................................................18 Section 18.4 – Take Home Vehicles ...............................................................................18 CHAPTER 4 – LEAVES OF ABSENCE ...................................................................................18 ARTICLE 19 – ANNUAL LEAVE..........................................................................................18 Section 19.1 – Accrual of Annual Leave ........................................................................18 Section 19.2 – Employees on Initial Probation..............................................................19 Section 19.3 – Use of Annual Leave...............................................................................20 Section 19.4 – Cash Out or Conversion of the Value of Annual Leave........................20 Section 19.4.1 – Maximum Accrual of Annual Leave – Conversion above 624 Hours to RHS OR Deferred Compensation............................................................................20 Section 19.4.2 – Separation from the City ..................................................................21 Section 19.4.3 – Annual Leave Cash Out....................................................................21 Section 19.4.4 – Donating Annual Leave ....................................................................21 Section 19.4.5 – Option to Use Annual Leave at Retirement.....................................21 ARTICLE 20 – HOLIDAYS ...................................................................................................21 Section 20.1 – Holidays...................................................................................................21 Section 20.2 – Payment and/or Accrual of Annual Leave for Certain Holidays for Police Sergeants and Police Lieutenants......................................................................22 Section 20.3 – Holidays for Police Captains..................................................................23 ARTICLE 21 – COMPASSIONATE LEAVE..........................................................................23 ARTICLE 22 – EXECUTIVE LEAVE.....................................................................................23 Section 22.1 – Accrual of Executive Leave....................................................................23 Section 22.2 – Use of Executive Leave ..........................................................................24 CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS............................................................24 ARTICLE 23 – ASSOCIATION ACTIVITIES.........................................................................24 Section 23.1 – Association Dues....................................................................................24 Section 23.2 – Use of City Facilities...............................................................................24 Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
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Section 23.3 – Time to Process Grievances..................................................................25 Section 23.4 – Time Bank ...............................................................................................25 ARTICLE 24 – MANAGEMENT RIGHTS..............................................................................25 ARTICLE 25 – PROBATIONARY PERIOD ..........................................................................25 Section 25.1 – Length of Probationary Period...............................................................25 Section 25.2 – Extension of Probation...........................................................................26 ARTICLE 26 – NOTICE REGARDING LAYOFFS ................................................................26 ARTICLE 27 – DISCIPLINE..................................................................................................26 Section 27.1 – Disciplinary Actions Defined .................................................................26 Section 27.2 – Pre-Disciplinary Procedure....................................................................27 Section 27.3 – Disciplinary Appeals Procedure ............................................................27 ARTICLE 28 – GRIEVANCE PROCEDURE.........................................................................29 ARTICLE 29 – FITNESS FOR DUTY EXAMINATIONS........................................................31 ARTICLE 30 – NO STRIKE CLAUSE/CONCERTED ACTIVITIES .......................................31 ARTICLE 31 – NO SMOKING OR VAPING..........................................................................32 ARTICLE 32 – SEVERABILITY............................................................................................32 Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
1 CHAPTER 1 – INTRODUCTION

PREAMBLE
The City of Corona (hereinafter referred to as “City”), and the Corona Police Supervisors Association, (hereinafter referred to as “CPSA” or Association), a recognized supervisory Association that represents employees (who within this MOU shall be referred to as “Employees” or “Members”) in the classifications of Police Sergeant, Police Lieutenant, and Police Captain, have met and conferred in good faith regarding those matters provided for in Section 3500 et seq. of the California Government Code.

ARTICLE 1 – TERM OF THE MEMORANDUM OF UNDERSTANDING
The City and CPSA agree that the term of this Memorandum of Understanding (“MOU”) shall be from January 1, 2025, through December 31, 2027. In the event agreement is not made for a new MOU prior to December 31, 2027, the provisions of this MOU shall remain in force until the successor MOU is approved.

Section 1.1 – Beginning of Negotiations
The City and the members of the Corona Police Supervisors bargaining unit agree to meet and confer in good faith for the purposes of beginning negotiations no later than six months prior to the expiration of this Memorandum of Understanding.

CHAPTER 2 – COMPENSATION
ARTICLE 2 - COMPENSATION
Section 2.1 – Base Rate Schedule: During the term of the MOU, salaries will be adjusted each year as follows:

Effective December 28, 2024, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 27, 2025, the City agrees to increase the base salary for each member of each classification in the bargaining unit as set forth on the spreadsheet attached to this MOU as Appendix A.

Effective December 26, 2026, the City agrees to increase the base salary for each member of each classification in the bargaining unit by three percent (3.0%) as set forth on the spreadsheet attached to this MOU as Appendix A.

The following chart summarizes those adjustments:

Effective 12/28/24 Effective 12/27/25 Effective 12/26/26 Sergeants 5.6% 5.6% 3%
Lieutenants 8.3% 8.3% 3%
Captains 11% 11% 3%
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Corona Police Supervisors Association (CPSA) MOU
2025-2027
2 a. Each classification shall be assigned a salary range. An employee may advance annually within the salary range. An employee whose overall performance rating is “Satisfactory“ or better shall be advanced one or more steps up to the top of the classification’s range. An employee who does not receive an evaluation within thirty (30) days of the date the evaluation is due will receive their merit step increase effective the pay period including the employee’s performance evaluation date regardless of the evaluation rating if received after that date. If the evaluation is provided within thirty (30) days of the employee’s performance evaluation date, and if it is “Satisfactory” or better, the merit increase will be effective the pay period including the employee’s performance evaluation date. If the overall performance evaluation rating on a timely-provided evaluation is less than “Satisfactory”, the employee will not receive a merit increase. b. An employee who is promoted within or out of the bargaining unit to a classification with a higher top of salary range, upon promotion, their performance evaluation date (i.e., the date they may be eligible for a merit increase) shall change to the effective date of the promotion.

Section 2.2 – Compaction Adjustments
a. The parties agree that the top of the base salary range of Police Sergeant shall be at least twenty percent (20%) higher than the top of the base salary range of the highest paid non-supervisory sworn classification within the Police Department (currently the classification of Police Detective).

The parties agree that the top of the base salary range of Police Lieutenant shall be at least twenty percent (20%) higher than the top of the base salary range of Police Sergeant. In evaluating compaction, only the top step of the base salary range will be evaluated, no additional forms of compensation.
b. If at any time in the future, the City agrees to provide an increase to the highest paid nonsupervisory sworn classification within the Police Department (currently the classification of Police Detective), if the increase results in the differential between that classification and Police Sergeant (at top step base salary) being less than twenty percent (20%), at the same time the increase is provided to that classification, the Police Sergeant will receive a base salary increase so that the differential is exactly twenty percent (20%). Similarly, if at any time in the future, the classification of Police Sergeant receives an increase in base salary such that the differential between the top step base salary of Police Sergeant is less than from the top step of Police Lieutenant, at the same time the increase is provided to that the Police Sergeant, the classification of Police Lieutenant will receive a base salary increase so that the differential is exactly twenty percent (20%).

ARTICLE 3 – ADDITIONAL COMPENSATION
Section 3.1 – Assignment Pay
a. The Chief of Police has the authority and discretion to assign employees to the below listed assignments. If the Chief of Police creates any additional assignments during the term of this MOU, the Association agrees that if they have any impacts over the creation of the assignment, it will identify them promptly so that the assignment can be promptly filled. The City shall pay five percent (5%) of base pay to sergeants and/or lieutenants assigned to work in the following assignments:

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
3 i. For Police Sergeants:

1. Any employee assigned to a task force or specialized team assigned by the Chief of Police

2. Relief Watch Commander

3. Traffic Division

4. FLEX Team

5. Investigative Services Division

6. Professional Standards Unit

7. Administrative Adjutant

8. Personnel

9. Training

10. HOPE Team

11. Drone First Responder team
ii. For Police Lieutenants:

1. Investigative Services Division

2. Special Enforcement Bureau
Section 3.2 Court Assignment Pay
a. Employees who are required to appear and/or testify in connection with work-related matters outside of their scheduled work hours, (pursuant to a lawful subpoena relating to events occurring during the course and scope of their employment), shall receive overtime compensation for the actual time of their appearance, with a minimum of four (4) hours of overtime. Employees may choose to be paid or receive CTO. A member is considered in attendance when they are enroute to and from court. Employees will be paid based on actual travel time to and from any courthouse from their residence, as long as the travel time does not exceed what would be travel time from the station to the court in which they attend. For example, travel time from the station to Riverside Court is 30 minutes.
b. When, prior to leaving for court, an employee contacts (or is contacted by) the district attorney, the subpoena clerk, or police department supervision, and their immediate attendance in court is not requested; they can be put on "stand-by" and their time off is restricted. The member will be compensated two hours of straight time for the morning. Should the condition continue into the afternoon, the member will be compensated another two hours straight time for the afternoon.

Members may elect, in lieu of stand-by pay, to receive compensatory time off (CTO). If an employee on standby reports to court prior to the start of their shift and the time in court continues into the start of the employee’s shift, the employee shall be paid for the actual time in court (plus travel) at time and one half.
c. If the employee is called to court in the morning/afternoon, they shall receive the four-hour minimum as described in the paragraph above and shall not receive court standby for the morning/afternoon.

Standby pay for the morning/afternoon will only be paid if the employee does not need to report to court in the morning/afternoon. An employee on standby for the morning court session and who is subsequently called to court during the afternoon session, shall receive standby pay (2 hrs.) for the morning session and court appearance pay for the afternoon session. This would apply equally for an employee who appears in court in the morning and is told to remain on standby for the afternoon session.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
4 Section 3.3 – Longevity Pay
a. In recognition of unit member’s length of full-time service to the City of Corona, employees who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll:

Police Sergeants:

After five (5) years of service: $2,320.00
After ten (10) years of service: $3,720.00
After fifteen (15) years of service: $5,120.00
After twenty (20) years of service: $7,041.00
After twenty-five (25) years of service: $8,371.00
Police Lieutenants:

After five (5) years of service: $2,320.00
After ten (10) years of service: $3,720.00
After fifteen (15) years of service: $5,120.00
After twenty (20) years of service: $8,216.00
After twenty-five (25) years of service: $9,840.00
Police Captains:

After five (5) years of service: $2,600.00
After ten (10) years of service: $4,000.00
After fifteen (15) years of service: $5,400.00
After twenty (20) years of service: $7,715.00
After twenty-five (25) years of service: $9,620.00
b. In evaluating years of service, both full time service to the City of Corona as well as full-time sworn law enforcement service in a position (as defined by California Penal Code sections 830.1, 830.2, 830.31 (a), (d), 830.32 and 830.33 or the out-of-state equivalent as determined by the Chief of Police) shall count. Employees in the unit must produce an attestation that they worked as a sworn law enforcement officer for another agency, and the City will confirm the information.

Section 3.4 – Marksmanship Proficiency Pay
a. Employees shall be paid $16.15 per pay period for meeting the marksmanship proficiency standards established by the police department. A list will be provided to the Human Resources Department each quarter listing those employees failing to meet the standards required to receive this benefit.
b. Employees must have worked at least one day during the pay period during which the marksmanship proficiency pay is to be issued (or were on Annual Leave, Compensatory Time Off, Administrative Leave or Workers’ Compensation Leave) to receive the pay. If due to an accepted industrial injury, an employee is unable to participate in the marksmanship proficiency testing, an extension of up to twenty-six (26) pay periods, to include the first pay period in which the employee is unable to test, will be granted. Once an extension has been approved the employee will continue to receive the marksmanship proficiency pay until such time they are returned to duty and are able to test or the 26 pay period extension has been exhausted. Once the 26 pay period extension is Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
5 exhausted, the employee will be required to test only if medically able or will not be eligible to receive the pay.

Section 3.5 – P.O.S.T. Certification Pay
Employees shall receive the following for earning a certificate from the Commission on Peace Officers Standards and Training (POST)

1. For Police Sergeants and Police Lieutenants, three percent (3%) of base pay for earning an Intermediate POST Certificate.

2. For Police Sergeants and Police Lieutenants, eight percent (8%) of base pay for earning an Advanced POST Certificate. POST certificates are not cumulative. The employee shall receive the highest pay for which they are qualified.

3. For Police Captains, three percent (3%) of base pay for earning a Supervisory level POST Certificate.

4. For Police Captains, eight percent (8%) of base pay for having earned a Management level POST Certificate. The two POST certificates are not cumulative. The employee shall receive the highest pay for which they are qualified.

Section 3.6 – Bilingual Pay
a. The City shall pay four percent (4%) of base pay to employees who demonstrate the ability to both understand and effectively communicate in Spanish or American Sign or another language other than English that the Police Chief has determined is appropriate. b. To become qualified to receive this pay, an employee must be certified by the Human Resources Department after passing a certification test (an oral conversational test) established by the Human Resources Department. Employees who first become eligible for bilingual pay on or after January 1, 2022, must re-certify every three (3) years to continue to receive bilingual pay by passing the certification test.
c. Employees receiving this pay are required to speak the second language in the course and scope of their employment when it is necessary and may be asked to assist in translating.

Section 3.7 – Acting Pay
a. An employee assigned to act in higher classification (one with a higher top step base salary) shall be paid at the higher of the bottom step of the higher classification or a step that is at least five percent (5%) higher than their base salary. If a Police Sergeant assigned to act is currently receiving any pays provided for in Section 12.1, if they will not be performing the duties of the assignment while acting, the step at which they shall be placed will be the higher of the bottom step of the higher classification or a step that is at least ten percent (10%) higher than their base salary.

Section 3.8 – Pay for Police Captains Assigned as Acting or Interim Chief of Police a. Police Captains who are assigned as the Acting or Interim Chief of Police, when assigned to perform the tasks of the Chief of Police for more than 40 hours shall be paid the higher of the first step of the salary range of the Chief of Police or seven and one half percent (7.5%) more than their current base salary.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
6 Section 3.9 – Uniform Allowance and Ballistic Safety Vest a. Employees shall receive a uniform allowance of one hundred and thirty two dollars and thirty one cents ($132.31) per pay period. These employees are required to use their uniform allowance to maintain their uniforms and purchase new uniforms.
b. Employees must have worked at least one day during the pay period in which Uniform Allowance is paid and must be on the City payroll (or on Annual Leave, Compensatory Time Off, Administrative Leave or Workers’ Compensation status) on the day Uniform Allowance is paid in order to receive it. An employee shall not be paid their uniform allowance if on an unpaid (i.e., did not use Annual Leave) leave of absence that is non-industrial for the entire pay period and do not work during that pay period.
c. The City will reimburse members for the cost of a ballistic safety vest up to $1,150.00 once every five (5) years. Members due a vest replacement will be notified by the Personnel and Training division that they are due for replacement. Members will be given the option of being given a voucher or being reimbursed by receipt for a replacement vest that meets department protection standards. The department will maintain a list of manufacturers providing the appropriate level vest in the established price range. Any upgrade beyond the approved amount will be the financial responsibility of the member.

ARTICLE 4 – DEFERRED COMPENSATION
a. All employees in the unit may open a deferred compensation account (per IRS Code section 457) and make pre-tax contributions into it up the maximum permitted by law based on their age.

Employees may also make contributions to a Roth IRA. Except for Police Captains as provided below, deferred compensation is employee (not City) funded. Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator. b. For Tier I Police Captains who set up a deferred compensation account, the City shall make a matching contribution into their deferred compensation account at the end of each quarter in an amount equal to that deposited by the employee, but not to exceed $1,900.00 per calendar year.

Employees who do not open a deferred compensation account will not receive a city contribution.

ARTICLE 5 – PROMOTIONS
a. An employee who is promoted (moved to a classification with a salary range whose top step is higher than the top step of the employee’s current classification) will, upon promotion, be placed at a step (which may be the “1” step or higher) in the salary range of the new classification. The step shall result in an increase of at least five percent (5%) to the employee. b. In determining whether the employee has received at least a five percent (5%) increase, the City will include the employee’s base pay plus pays the employee has been receiving in the classification from which they promoted that are set forth in Section 12.1 (as well as any additional assignment pays to which the parties agree) with the following exceptions:

1. Field Training Officer pay;

2. Investigative Unit assignments that are not continuous and/or are designed to last one year or less; and
Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
7 3. Temporary assignment pay for duties that are not continuous and are designed to last one year in duration or less.
c. In no case will the employee’s salary step placement exceed the top step of the new classification’s salary range.

ARTICLE 6 – WORK SCHEDULES
Section 6.1 – The Defined FLSA Work Period
a. The City has adopted the 28-day work period in in accordance with Section 7(k) of the Fair Labor Standards Act (FLSA). Notwithstanding the City’s adoption of this work period (which is adopted to set forth the City’s obligation under the FLSA), the City pays overtime to Police Sergeants and Police Lieutenants per the provisions of this Article of the MOU.

Section 6.2 – Work Schedules
a. Employees in the CPSA shall work a 4/10 work schedule, except Sergeants assigned to Patrol, who shall work a 3/12.5 work schedule.
b. A 4/10 work schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each, inclusive of a paid 45-minute meal period and paid breaks. c. Sergeants assigned to a 3/12.5 work schedule shall work three consecutive shifts of 12.5 consecutive hours each (inclusive of a paid 45-minute meal period and paid breaks) each week during each of the four calendar weeks of a 28-day FLSA work period. In addition, the employee shall work one additional shift of ten (10) consecutive hours (inclusive of a paid 45-minute meal period and paid breaks) during the same work period that is adjacent to one of the employee’s first or last shifts. This will ensure that these employees are scheduled to work 160 hours (an average of 40 hours per week) during the 28-day work period.
d. The ten (10) hour shift will be bid by each member during the shift bid process for each six-month shift rotation.
e. Even though employees scheduled to work a 3/12.5 will be scheduled to work 75 hours in one pay period and 85 hours in the other pay period, they will receive 80 hours per pay period for their regularly scheduled hours.
f. If the Chief of Police determines that Field Operations should go back to a 4/10 work schedule, the parties shall meet and confer over that decision. However, if the Chief of Police determines that based on an emergency (which shall be articulated) there is a need to suspend the 3/12.5 work schedule, employees will be provided with a minimum of two pay periods’ notice Section 6.3 – Accurately Reporting Time Worked
a. Employees are required to accurately report all time worked on their time sheets. Police Sergeants and Police Lieutenants may not work any time in addition to their regular work hours before or after work without first receiving approval in advance from their supervisor. In addition, since no supervisor is permitted to require an employee to work overtime without it being reported on their time sheet, if an employee works such time it will be recorded.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
8 b. Unit members shall record hours worked in one-quarter (1/4) of an hour increments of time. This is illustrated by the following:
0-7 Minutes = No additional time should be recorded
8-22 Minutes = one quarter of an hour
23-37 Minutes = one half of an hour
38-52 Minutes = three quarters of an hour
53 Minutes – 1 hour and 7 minutes = one-hour
For example, if an employee whose work schedule is 7:30 a.m. to 5:30 p.m. works until 5:38 p.m., they would record 10.25 hours for the day.

Section 6.4 – Clothes Changing and Briefings
a. Clothes changing - Time spent in changing clothes before or after a shift is not hours worked and is not compensable. The parties recognize that such time is not compensable because employees have the option per Department Policy to don and doff their uniform and protective gear at home whether they do so or not.
b. Briefings begin 15 minutes after the start of shift, to permit employees to prepare their assigned vehicles and equipment.

Section 6.5 – Meal Period / Code 7 Time
a. Employees receive a paid meal period within their assigned work shift. By being paid for a meal period, each employee in the unit must be available to respond to any work-related request, emergency or call for service during their meal period.

ARTICLE 7 – OVERTIME
Section 7.1 – Calculation of Overtime for Police Sergeants and Police Lieutenants a. Police Sergeants and Police Lieutenants are non-exempt employees entitled to receive overtime.

Police Captains are exempt employees. They are not entitled to receive overtime, but do receive Executive Leave per this MOU.
b. There are two types of overtime provided by the City. 1) Overtime paid for hours actually worked in excess 40 hours in a workweek, and 2) Overtime paid when an employee’s actual hours worked are less than 40 hours in a workweek, but their use of paid leave in the same workweek results in them being in paid status for more than 40 hours in the workweek. For example, an employee who uses two shifts of Annual Leave in the workweek and works one additional shift not on a regularly scheduled workday in the same workweek.
c. Overtime earned for actually working more than 40 hours in a week shall be paid at the regular rate of pay as defined by the Fair Labor Standards Act (FLSA). d. Overtime earned when an employee’s hours worked are less than 40 hours in a workweek, but their use of paid leave in the same workweek results in them being in paid status for more than 40 hours in the workweek, is calculated in the same manner as overtime earned for actually working Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
9 more than 40 hours in a week, except that the rate at which it is calculated does not include any dollars an employee may receive from opting out of health insurance. e. Notwithstanding the parties’ agreement to pay overtime in excess of the requirements of the FLSA, the parties agree actual FLSA overtime is owed for actual hours worked in excess of 171 in the 28- day FLSA work period. The parties agree that the above agreement in which overtime is paid exceeds the requirements of the FLSA.
f. The regular rate of pay is determined by dividing the employee’s total remuneration earned each week by 40. The MOU overtime rate is determined by dividing the employee’s total remuneration earned each week by 40, but does not include any sums an employee may receive for opting out of health insurance.

Section 7.2 – Compensatory Time
Section 7.2.1 – Earning Compensatory Time Off
Police Sergeants and Police Lieutenants working overtime shall receive either pay or compensatory time off (CTO), at the employee’s option. Employees can accumulate up to 480 hours of compensatory time. Since CTO is earned at 1.5 hours for each hour of overtime worked, 480 hours of CTO equates to 320 hours of overtime worked. Once an employee has 480 hours of accumulated CTO, they cannot accumulate any additional CTO until their bank is below 480 hours.

Any overtime worked when an employee has 480 hours of accumulated CTO will be paid to the employee, shall be paid in cash at the applicable overtime rate.

Section 7.2.2 – Using Compensatory Time Off
A Police Sergeant and Police Lieutenant wishing to use their accumulated CTO must provide reasonable notice (i.e., 10 days) to their supervisor. If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. The requirement to backfill at overtime rates is not considered “unduly disruptive”. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

Section 7.2.3 – Cashing Out Compensatory Time Off
a. Police Sergeants and Police Lieutenants may, at their option, be paid for their compensatory time off. Payment when requested under this section shall be at the employee’s regular rate of pay in effect at the time the request is made.
b. On or before the beginning of the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out up to 160 hours of accrued compensatory time off which will be earned in the following calendar year. The payout shall be between the first two regular pay days in November. If the employee’s compensatory time off leave balance (in between the regular pay days in November) is less than the total amount the employee elected to cash out the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. Compensatory time off which is cashed out will be paid at the employee’s regular rate of pay.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
10 c. Police Sergeants and Police Lieutenants will be cashed out of any accumulated when they leave employment with the City, or if they are promoted into a classification in the City that does not have CTO.

CHAPTER 3 – BENEFITS
ARTICLE 8 – TIERS FOR CERTAIN BENEFITS IN THIS MOU
Some of the benefits in this MOU are provided per a tiered structure based on date of hire. There are three (3) tiers. Whenever there is a reference to a tier in this MOU, the particular tier is defined as follows:

Tier I – Employees hired as full-time employees before January 1, 2000 Tier II – Employees hired as full-time employees on or after January 1, 2000 through October 12, 2007 Tier III – Employees hired as full-time employees on or after October 13, 2007 ARTICLE 9 – HEALTH INSURANCE
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees in the bargaining unit shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $158.00/month for calendar year 2025 and a yet to be determined amount for subsequent calendar years).

The City contracts with Delta Dental to provide Dental Insurance with both an HMO and PPO plan option available for employees to choose.

The City contracts with EyeMed to provide Vision Insurance for employees to choose.

If the City desires to change dental or vision carriers, the Association agrees that it will meet promptly with the City to meet and confer regarding such changes.

All employees in the bargaining unit shall receive the monthly amounts below for the purchase of health insurance. This includes medical, dental and vision insurance. These monthly amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:

Effective
January 2025
Effective January
2026
Effective January
2027
Single $978 $1,003 $1,028
Employee +1 $1,646 $1,721 $1,796
Family $2,173 $2,273 $2,373
The Association agrees that it cannot request to reopen the MOU to discuss adjustments to the cafeteria allowance during the term of this MOU.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If a Member enrolls in health benefits that cost more than provided above, they will be responsible for payment of any additional dollars for the benefits chosen.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
11 Section 9.1 – Medical Insurance Opt Out
Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Section 3.4 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
An employee who opts out will not receive the City’s health insurance contribution in Section 3.4, but those employees who satisfy the Eligible Opt-Out Arrangement rules, will receive the amount in Section

3.4.2 (a), (b), or (c), as applicable based on an Employees number of dependents (“Opt-Out Amount”).

The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the Opt-Out Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:

1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;

2. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;

3. The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and

4. The reasonable evidence will be an attestation signed by the employee, attesting to the above, and must be provided no earlier than a reasonable period of time before each plan year begins.

In order to qualify for this election, the Member must meet all of the following requirements:

1. An employee who opts out of medical insurance must sign a waiver of City offered medical insurance coverage and an agreement to hold the City harmless for any consequences, whatsoever, that result from the waiver of City offered medical insurance coverage; and

2. Sign a statement acknowledging that the Employee and the Employee’s eligible dependents will not be allowed to re-enroll in the health insurance coverage offered by the City until the next open enrollment period, and that re-enrollment will be subject to all conditions imposed by the insurance provider at the time of re-enrollment. However, in the event of a COBRA “qualifying event” such would be allowed to re-enroll in health insurance effective the beginning of the following month without having to wait for the next open enrollment period.

If an employee who is currently opting out fails to make an election for opt out during open enrollment, the employee will be enrolled in a medical insurance plan, lowest cost employee only plan coverage.

This default allocation shall not be subject to change.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
12 ARTICLE 10 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health Care FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so.

A unit member who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

An employee will have the opportunity to make such elections during open enrollment each year.

ARTICLE 11 – RETIREE MEDICAL INSURANCE
A. Tier I Retirees: For Tier I Retirees the City shall pay a medical insurance premium equal to or less than the monthly premium for the second highest (in cost) PERS family plan at the PERSdesignated classification for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). The payment for medical is actually deducted from the employee’s retirement check and the City then reimburses the employee for the cost.

If a Tier I retiree enrolls in the highest cost medical plan, they will be responsible for payment of the premium between the second highest and highest cost plan.

The City affirms the above Tier 1 Lifetime Health Benefit by agreeing this is a vested benefit that cannot be revoked or negotiated away by future members of management, City Councils, and/or union representatives. The right to receive the above Tier 1 Lifetime Health Benefit is a vested benefit for each Tier I Employee and Retiree. The inclusion of this vesting language is to comply with the United States Supreme Court’s decision in M&G Polymers v. Tackett, (2015) 135 S.Ct. 926, requiring the intent to vest a benefit be explicitly set forth.

B. Tier II and III Retirees: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II and III Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 11.1 – Retiree Health Alternative
In lieu of receiving the City’s retiree medical benefit in Section 3.5 above, a Tier I Retiree shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such Tier I Retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a Tier I Retiree must forfeit participating in any of the health benefit plans available to retirees of the City of Corona for the plan year in which such Tier I Retiree elects to receive the contribution. Tier I Retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
13 the absence of a HIPPA “qualifying event” may re-enroll during the next open enrollment period, unless the Tier I Retiree has never participated in a CalPERS health plan. Tier II and III Retirees shall not be eligible for this alternative.

ARTICLE 12 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT
Unit members in Tiers II and III shall receive $5,000 annually, paid at $1,250 per quarter, deposited into a Retirement Healthcare Savings Account.

ARTICLE 13 – SHORT-TERM DISABILITY PLAN
a. The City shall provide a short-term disability insurance plan (provided by an outside carrier) to each employee in the unit who, due a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of pre-disability earnings as determined by the carrier • 90-calendar day benefit period (Includes 7-calendar day benefit waiting period before benefits are provided)
• Monthly maximum benefit of $10,000.00
b. Employees may use accrued Annual Leave or Compensatory Time to supplement payments received by the plan. However, employees may not receive more than 100% of their gross compensation prior to the disability.
c. Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.
d. To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act or per the California Pregnancy Disability Leave Act, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

ARTICLE 14 – LONG-TERM DISABILITY PLAN
Section 14.1 – Police Sergeants and Police Lieutenants
a. The City shall provide the California Law Enforcement Association Group Long Term Disability Insurance Plan A (hereinafter Plan A) for Police Sergeants and Police Lieutenants in the unit. The specific details, benefits and plan documents are on file in the City’s Human Resources Department. If the City’s pro-rata premium cost for providing Plan A for Police Sergeants and Police Lieutenants is less than the pro-rata premium cost of providing Long-Term Disability insurance to all other City employees, the savings will be distributed to Police Sergeants and Police Lieutenants pro-rata in a lump sum payment, less applicable deductions in the final pay period of each applicable year. The payment shall be calculated by dividing the actual number of Police Sergeants and Police Lieutenants in the last pay period into the actual savings in premium cost by providing Plan A instead of the Long-Term Disability Insurance provided to all other City employees.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
14 Section 14.2 – Police Captains
a. The City shall provide a long-term disability insurance plan (provided by an outside carrier) to each employee in the unit, who, due a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of pre-disability earnings as defined by the carrier • Monthly maximum benefit of $10,000
• Elimination Period (Waiting period): 90 days
b. Employees may use accrued Annual Leave or Compensatory Time to supplement payments received by the plan. However, employees may not receive more than 100% of their gross compensation prior to the disability.
c. Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

ARTICLE 15 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS
a. The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual base pay up to a maximum of $750,000. b. The City shall provide unit members with an accidental death and dismemberment policy in an amount equal to five and one-half times the member's annual base pay to a maximum of $750,000. c. If an employee has any dispute regarding the benefits of what the plan provides, the employee shall contact the carrier to address their dispute since the carrier provides the policy but does not administer it.

Section 15.1 – Retiree Life Insurance
a. The City shall provide a Life Insurance policy in the amount of $50,000.00 to all members who retire from the City. This policy shall remain in force until the retiree reaches the age of 70.

ARTICLE 16 – RETIREMENT
The City contracts with CalPERS for retirement benefits.

A. For “Classic Member” Employees

1. Retirement Formula: 3% at 50 retirement formula set forth in California Government Code Section 21362.2.

2. Single Highest Year: "Single Highest Year" retirement benefit per Government Code section 20042.

3. Payment of Employee/Member Contribution: Classic Members pay nine percent (9%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
15 4. Cost Sharing: Classic member employees pay an additional one and one half percent (1.5%) compensation earnable for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee cost-sharing contribution is made on a pre-tax basis.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: 2.7% at 57 formula per Government Code section 7522.25(d).

2. Retirement Benefit Calculation Period: Highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

C. Additional Optional Benefits for All Employees
The following list of optional benefits is listed here in the MOU for the convenience of the parties to reflect what is currently in the City’s contract with CalPERS.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 3 coverage under the 1959 Survivor's Benefit per Government Code section 21573. Following adoption of this MOU, the City will initiate action to amend its contract with CalPERS to provide Level 4 coverage per Government Code section 21574, with employees paying the employee premium for this benefit and the employer cost for the difference between the Level 3 and the Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retiree Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit (Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
16 7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. (All associated costs are borne by the member electing to purchase the service credit)

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue after Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

10. Pre-Retirement Death Benefits to Continue after Remarriage of Survivor: The City’s contract with CalPERS provides the Pre-Retirement Death Benefits to Continue after Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

ARTICLE 17 – TUITION REIMBURSEMENT
The City recognizes the value of an educated workforce and encourages employees to pursue higher education. This section provides reimbursement to unit members for application fees, tuition, e-books, and textbooks for college courses leading to a job-related degree or certificate. Employees shall use their offduty hours in the pursuit of education.

Subject to satisfaction of all criteria set forth in this Section 3.14 for education plans approved in writing by the City after October 17, 2018, the City shall reimburse Members for the costs described in Section 3.14.2 up to a lifetime maximum amount of $10,000 per employee. For education plans approved in writing by the City on or before October 17, 2018, the lifetime maximum shall not apply.

Section 17.1 – Pre-Approval
Unit members must apply for and receive written approval from their supervisor and Human Resources prior to enrolling in classes at an approved accredited educational institution with full accreditation status granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 17.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to application fees, tuition, books, and e-books required for the course. Supplies, optional textbooks, mileage on the employee’s car, parking fees, lab fees, student fees, health fees, all other fees and costs are not reimbursable.

Section 17.3 – Repayment Upon Separation
A unit member who voluntarily leaves employment with the City within one year of receiving a reimbursement per this Section shall be required to repay the City for any reimbursement received during the 12 months preceding the employee’s termination date. This repayment requirement shall not apply to members that retire due to an industrial disability retirement.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
17 Section 17.4 – Procedure

1. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department, and a plan indicating the requisite course work leading to the degree or certificate approved by the educational institution. (The request shall be submitted through the employee’s Department Head for recommendation and to the Human Resources Department for approval. The Human Resources Department shall review and pre-approve requests for job relatedness and its decision shall be final.)

2. Subject to the lifetime maximum, the City will reimburse eligible employees for completion of formal education leading to a work-related degree or certificate at a rate equivalent to the California State University fee schedule for tuition.

3. An employee receiving funds for tuition and books, e-books paid for from other sources, including, but not limited to, grants, scholarships, and veteran's educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City. Supplies, optional textbooks, parking fees, lab fees, student fees, health fees, and all other fees are not reimbursable under this policy.

4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval. Reimbursement will be made as soon as practical.

5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses, unless incidental to the employee’s regular commute.

ARTICLE 18 – ADDITIONAL BENEFIT PROVISIONS
Section 18.1 – Employee Assistance Program (EAP)
a. The City will provide an Employee Assistance Program to all employees free of charge. This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems. b. The City will provide to members and their dependents an additional enhanced Employee Assistance Program through The Counseling Team. This service will cover a wide range of mental health and substance abuse care, from individual counseling to comprehensive and group therapy.

Section 18.2 – Medicare Contribution
The City shall pay the employee’s Medicare contribution of 1.45%.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
18 Section 18.3 – Fallen or Retired Officers
a. The City will provide the surviving family members of any unit member killed in the line of duty the costs of travel and lodging for attendance at the State Peace Officer Memorial and National Peace Officer Memorial when honored.
b. The City will provide the family of a unit member who retired from the Corona Police Department a six-member honor guard, and a department vehicle to attend the funeral and/or memorial service of the retired member. Use of department vehicle is limited to services in Southern California.

Section 18.4 – Take Home Vehicles
a. Employees in the following assignments and Police Captains shall be provided with a take home vehicle:
• Traffic Sergeant
• Sergeant assigned to ISD
• Lieutenant assigned to ISD
• Police Captain
b. If an employee is no longer assigned to one of the above assignments, they will no longer be provided with a take-home vehicle.
c. The Chief of Police may determine that additional employees (those in assignments not listed above) can have access to a take-home vehicle. Use of those vehicles is solely at the discretion of the Chief of Police.
d. Department members authorized to take home vehicles must adhere to the guidelines detailed in Corona Police Policy Manual Section 704 (specifically 704.7) and Section 706, Vehicle Use and Maintenance.
e. Police Captains: Since Police Captains remain on-call at all times, the take home vehicle may be used for personal as well as official business; provided, however, the vehicle shall never be used for personal use outside of the seven Southern California counties of San Bernardino, Riverside, Orange, Los Angeles, San Diego, Ventura and Santa Barbara.

CHAPTER 4 – LEAVES OF ABSENCE
ARTICLE 19 – ANNUAL LEAVE
Section 19.1 – Accrual of Annual Leave
Annual Leave is compensated absence for employees who are absent from duty because of illness, injury, medical, or dental care appointments, or personal vacation.

Each biweekly pay period, Annual Leave hours earned are posted to each employee's account as follows:

Police Sergeants and Police Lieutenants shall accrue Annual Leave as follows:

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
19 YEARS OF

SERVICE

ANNUAL ACCRUAL ACCRUAL

PER PAY PERIOD
1-5 210 hrs 8.08
6-8 226 hrs 8.69
9-15 250 hrs 9.62
16 or more 290 hrs 11.15
Police Captains shall accrue Annual Leave as follows:

YEARS OF

SERVICE

WITH THE
CITY

ANNUAL ACCRUAL ACCRUAL

PER PAY PERIOD
1-5 years 216 hrs 8.31
6-8 years 232 hrs 8.92
9-15 years 256 hrs 9.84
16 or more 296 hrs 11.38
a. The above charts shall be interpreted as follows: Completion of one year of service to completion of five years of service is the first level. Beginning of the sixth year to completion of the eighth year is the second level. Beginning of the ninth year to completion of the fifteenth year is the third level.

Beginning of the sixteenth year to the end of career is the fourth level. b. In computing eligibility for Annual Leave for members of the bargaining unit, it shall include sworn “law enforcement” service at another law enforcement agency (as defined by California Penal Code sections 830.1, 830.2, 830.31 (a), (d), 830.32 and 830.33 or the out-of-state equivalent as determined by the Chief of Police).

Section 19.2 – Employees on Initial Probation
For probationary employees employed less than one full year they shall accrue Annual Leave as follows:

During their probationary period, they shall accrue Annual Leave as Probationary Sick Leave at onehalf the rate of a 1-5 year full time regular employee.

At six (6) months, the probationary employee may request up to one week of “Advanced Annual Leave” for vacation purposes with the permission of their supervisor.

When the employee completes one year of service, the employee will be credited with 210 hours of Annual Leave minus any hours used for Probationary Sick Leave or Advanced Annual Leave used during their probationary period.

If an employee’s probation is extended, even though still on probation, once they are employed for one year they will accrue Annual Leave per the chart above as an employee who has completed one year of service.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
20 Section 19.3 – Use of Annual Leave
a. Employees who use Annual Leave time for illness or injury (i.e., like sick leave) are required to call into their supervisor at least 30 minutes prior to the start of their shift to inform a supervisor that the employee will not be coming to work that day. If the employee is unable to reach a supervisor by phone, the employee may contact dispatch who shall create a call and send it to the on-duty Watch Commander.
b. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness. If the claim is accepted the employee’s annual leave will be returned to their account. If an employee exhausts Labor Code section 4850 benefits but remains off work, an employee may supplement their total temporary disability payments with Annual Leave to receive up to 100% of their base salary. c. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. Employees will continue to accrue Annual Leave while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period. d. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent, or designated person per Labor Code sections 233 and 245.5.

Section 19.4 – Cash Out or Conversion of the Value of Annual Leave Cash out/conversion of annual leave is permitted under the three scenarios, below. The cash out or conversion of annual leave as either payment into deferred compensation, retiree health savings plan or taxable cash shall be at the employee’s regular rate of pay, minus the medical insurance opt out/cash back.

Section 19.4.1 – Maximum Accrual of Annual Leave – Conversion above 624 Hours to RHS or Deferred Compensation
At the end of the last day of the last pay period that ends in each calendar year, if an employee has accrued more than 624 hours of Annual Leave, the Annual Leave hours in excess of 624 hours will be converted and the employee shall have the following choice:
1) to have the dollar value placed in the Nationwide Retirement Healthcare Savings Account on the employee’s behalf; or
2) to have the dollar value placed in the employee’s deferred compensation account (set up per IRS code section 457) or Roth IRA, up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

For employees who have informed the City that they will be retiring at the end of the calendar year, they will have the option to allow the hours above 624 to be converted to the RHS or have the hours above 624 subject to section 19.4.2.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
21 Section 19.4.2 – Separation from the City
Employees separating from the City have the following options regarding their accrued Annual Leave.

1. Employees can be paid (as taxable wages) for their accrued Annual Leave.

2. Employees may make an irrevocable election prior to the first day of the month of separation to contribute accrued Annual Leave to the employee’s account provided under the City’s 457(b) deferred compensation plan or Roth IRA. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

3. Employees may also receive any amount of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up the maximum amount permitted under the IRS Code.

Section 19.4.3 – Annual Leave Cash Out
On or before December 31 of each calendar year, an employee may make an irrevocable election to cash out Annual Leave that will be earned in the following calendar year.

In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Talent Officer for a payoff of accrued flex leave.

The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave earlier in the year than described above.

Section 19.4.4 – Donating Annual Leave
Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

Section 19.4.5 – Option to Use Annual Leave at Retirement An employee who has informed the City of their retirement has the option to delay the date of their retirement by up to a maximum of two months (i.e., they can use up to two months of their Annual Leave) and cash out any remaining accrued Annual Leave.

ARTICLE 20 – HOLIDAYS
Section 20.1 – Holidays
The following are holidays for employees in the unit:

1. January 1st, New Year’s Day
Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
22 2. Third Monday in January, Martin Luther King Day

3. Third Monday in February, President's Day

4. Last Monday in May, Memorial Day

5. Juneteenth, June 19th

6. July 4, Independence Day

7. First Monday in September, Labor Day

8. November 11, Veterans Day

9. Fourth Thursday in November, Thanksgiving Day

10. Friday immediately after Thanksgiving Day

11. December 24, Christmas Eve

12. December 25, Christmas Day

13. December 31, New Year’s Eve

14. Every day appointed by the President, or Governor, or Mayor as a holiday, with the consent of the City Council, except for every day on which an election is held throughout the State Section 20.2 – Payment and/or Accrual of Annual Leave for Certain Holidays for Police Sergeants and Police Lieutenants
a. On the holidays listed above, employees will either work (because it is their regularly scheduled workday or because they are working an additional shift) or be off work (because the holiday will fall on their day off or they are using leave for the day). Employees who are scheduled to work on a City holiday may request the day off and such request is subject to supervisor approval. If approved, the employee will receive holiday pay for the shift and may use annual leave or compensatory time to cover any hours scheduled above ten (10) for the shift. b. Except for the six holidays listed below, if the employee works on the holiday, and it is their regularly scheduled day to work they shall receive their regular wages for the day (including any overtime if applicable) and accrue Annual Leave for the number of hours of their regular work shift up to a maximum of ten (10) hours.
c. If the employee is required to work on the holiday and it is their regularly scheduled day off, they shall be compensated with time and one half for actual hours worked and accrue Annual Leave up to a maximum of ten (10) hours.
d. If an employee does not work on the holiday, and it is their regularly scheduled day off they shall accrue Annual Leave for the number of hours of their regular work shift up to a maximum of ten (10) hours.
e. For the six holidays listed below, employees shall receive pay for work shifts that begin on a holiday or for work shifts that begin before a holiday (holidays begin at 12:00 a.m. on the day of a holiday) but continue into the holiday, as described below. For all six (6) of these holidays, regardless of whether an employee works any part of the holiday, they shall also accrue Annual Leave for the number of hours of their regular work shift up to a maximum of ten (10) hours.

1. January 1st, New Year’s Day

2. July 4th, Independence Day

3. Fourth Thursday in November, Thanksgiving Day

4. December 24th, Christmas Eve

5. December 25th, Christmas Day

6. December 31st, New Year’s Eve
Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
23 A. If an employee’s regularly scheduled work shift begins on one of these holidays, the employee shall be paid time and one-half (1.5) for the hours worked on that entire shift.

B. If an employee’s regularly scheduled work shift begins before one of these holidays, but that same shift continues into the holiday, the employee shall be paid time and onehalf (1.5) only for the hours worked on that holiday. The hours worked before the holiday begins (at 12:00 a.m.) shall be paid as regular work hours.

C. If an employee is not regularly scheduled to work on the holiday, but is called in, agrees to work for another employee, is held over or otherwise ordered to work a shift that begins on one of these holidays, the employee shall be paid double time for the hours worked on that entire shift.

D. If an employee is not regularly scheduled to work on the holiday, but is called in, agrees to work for another employee, is held over or otherwise ordered to work a shift that begins before one of these holidays, but that same shift continues into the holiday, the employee shall be paid double time only for the hours worked on that holiday. The hours worked before the holiday begins (at 12:00 a.m.) shall be paid as regular work hours (including any overtime if applicable).

E. Employees on Labor Code § 4850 leave shall be credited with 10 hours of Annual Leave for all holidays that occur while the employee is out on leave.

Section 20.3 – Holidays for Police Captains
For all of the holidays, Police Captains shall either observe the holiday by not working (if the holiday falls on a regular workday), or shall accrue ten (10) hours of Annual Leave if the holiday falls on a regularly scheduled non-work day. Police Captains who work on holidays shall be paid for the workday and also accrue ten (10) hours of Annual Leave.

ARTICLE 21 – COMPASSIONATE LEAVE
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, shall be granted upon request to a regular employee in the case of death in their family. For the purposes of clarification, family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents).

ARTICLE 22 – EXECUTIVE LEAVE
Police Captains who are exempt from overtime under the Fair Labor Standards Act (FLSA) shall have the ability to use Executive Leave.

Section 22.1 – Accrual of Executive Leave
Accrual of Executive Leave: Police Captains accrue Executive Leave accrue twenty-seven (27) hours of Executive Leave per quarter (July 1 – September 30, October 1 – December 31, January 1 – March 31 and April 1 – June 30) based on a fiscal year. Up to eighty (80) hours of Executive Leave not used by the last day of the last pay period ending in June or scheduled to be used (by that same date) by June 30 of each fiscal year will carry over to the next fiscal year. As permitted by Labor Code section Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
24 227.3, any Executive Leave in excess of eighty (80) hours (i.e., since employees can accrue twentyseven (27) hours per quarter, they accrue 104 hours per fiscal year) not used by the last day of the last pay period ending in June or scheduled to be used (by that same date) by June 30 of each fiscal year will not carry over to the next fiscal year and will be lost as part of the last payroll period of the fiscal year. Employees will start each new fiscal year with a new accrual of 27 hours of Executive Leave as well as any Executive Leave hours (up to 80 hours) carried over from the prior fiscal year. Executive Leave cannot be cashed out, as it has no cash value.

Employees who become eligible for Executive Leave in the middle of a quarter (i.e., they are hired or promoted into CPSA in the middle of a quarter) shall earn 4.16 hours of Executive Leave per pay period until the end of the quarter. At the beginning of the next quarter, they shall accrue 27 hours of Executive Leave.

Section 22.2 – Use of Executive Leave
A. Executive Leave must be used in one (1) hour increments. Police Captains must request and obtain approval from the Chief of Police to use Executive Leave as they would request Annual Leave. Requests will be approved if the department’s schedule can accommodate the request.

B. Police Captains shall only use Executive Leave hours that have been previously accrued during the fiscal year. Police Captains shall not be permitted to have a negative balance in their Executive Leave hour balance or use Executive Leave they have not yet accrued.

C. Executive Leave cannot be donated to another employee.

D. Police Captains cannot use unused Executive Leave upon separation from employment or retirement, in order to extend the employee’s date of separation or date of retirement.

CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS
ARTICLE 23 – ASSOCIATION ACTIVITIES
Section 23.1 – Association Dues
The City will deduct dues from members of the Association and will remit it to the Association. It is the Association’s responsibility to inform the City’s Human Resources Department as to which members of the bargaining unit are members of the Association. The Association shall inform the Human Resources Department in writing of any changes in the membership status of any Association members. No deductions will be made when the salary, after taxes, retirement, garnishments, or other deductions authorized by the member or required by law is insufficient to pay the dues. The Association agrees to defend, indemnify, and hold the City harmless against any and all claims, suits, orders, or judgments brought or issued against the City under this Section.

Section 23.2 – Use of City Facilities
CPSA may use City meeting rooms for membership meetings, as available.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
25 Section 23.3 – Time to Process Grievances
Members of the CPSA Board of Directors and its officers, not to exceed three, may be allowed reasonable time away from their City duties to expeditiously investigate and assist in the process of grievances without loss of pay. A list of the three members shall be updated and maintained in the Human Resources Department.

Section 23.4 – Time Bank
The City shall establish a "Time Bank” for use by members of the CPOA. The City shall annually contribute the dollar value of three (3) hours of annual leave for each unit member to the Time Bank in the first pay period in August.

The Time Bank is for use by members for any lawful activity, including, but not limited to, to attendance at seminars, classes, and conferences, for the welfare of officers, community service. To use the Time Bank, employees must receive approval from the Association. The use must also be approved by the Chief of Police or designee to ensure it is consistent with the operational needs of the Department. An employee who uses the Time Bank shall use the appropriate Time Bank payroll code in recording their time.

ARTICLE 24 – MANAGEMENT RIGHTS
CPSA recognizes that the City has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer and manage its municipal services and the work force performing those services in all respects subject to this MOU.

The City Manager and department heads have and will continue to retain exclusive decision making authority on matters not specifically and expressly modified by specific provisions of this Memorandum, and such decision making shall not be in any way, directly or indirectly, subject to the grievance procedure.

The exclusive rights of the City shall include, but are not limited to: the right to determine the organization of City government and the purpose and mission of its constituent agencies; to set standards of service to be offered to the public; and through its management officials to exercise control and discretion over its organization and operations; to establish and effect administrative regulations and employment rules and regulations consistent with law and the specific provisions of this MOU; to direct its employees; to take disciplinary action for just cause; to relieve its employees from duty because of lack of work or for other legitimate reasons; to determine whether goods shall be made, purchased, or contracted for; to determine the methods, means and personnel by which the City's services are to be provided, including the right to assign work and overtime pursuant to existing policies and protocols;; and to otherwise act in the interest of efficient service to the community.

ARTICLE 25 – PROBATIONARY PERIOD
Section 25.1 – Length of Probationary Period
The initial-hire probationary period for all positions in the bargaining unit shall be one year.

Employees promoted to a higher classification shall be subject to a six-month probationary period. If an employee is rejected from probation they shall be entitled to return to their prior position.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
26 Section 25.2 – Extension of Probation
An employee’s probationary period can be extended for three reasons provided the employee is provided written notice of the extension prior to the original expiration date of their probation:
1) The employee was on a leave of absence without pay during probation. 2) The employee was unable to work due to an injury or illness. 3) Based on the discretion of Chief of Police with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in threemonth increments.

ARTICLE 26 – NOTICE REGARDING LAYOFFS
Before the City provides written notification to any employee that they are being laid-off, the City shall provide advance notice to the CPSA Board of its intent to lay-off employees. It is expressly understood that, by providing such notice, the City is not in any way changing, limiting, or impeding its management rights, as discussed in Article 24 of this MOU, including its right to effectuate lay-offs in its sole and absolute discretion. This section applies only to those situations where the City is contemplating laying-off one or more employees due to economic, operational, or other reasons, and does not apply to the termination of one or more employees for a disciplinary or other reason.

ARTICLE 27 – DISCIPLINE
Section 27.1 – Disciplinary Actions Defined

1. Notice of Discussion
The Notice of Discussion shall be used as a tool by supervisors to address performance problems or minor instances of misconduct and may be initiated at any time. Only if it qualifies as punitive action under the Public Safety Officers’ Procedural Bill of Rights Act, will the employee be entitled to an administrative appeal per the informal process below. The supervisor or manager will review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency will be identified along with specific improvement needed. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee.

The employee may attach a written rebuttal if desired. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year.

Written warnings shall be discarded at the end of one year or sooner.

2. Written Reprimand
A Written Reprimand generally is appropriate to correct instances of more serious circumstances or employee misconduct which do not warrant suspension or discharge, repeated instances of minor misconduct or identified performance problems. The purpose of a Written Reprimand is to put the employee on notice that the City will take other disciplinary action unless immediate, real and consistent improvement in performance is demonstrated. The supervisor or manager issuing the Written Reprimand shall meet with the employee to discuss specific improvements required within a defined time period to avoid further disciplinary action. A copy of the Written Reprimand will be placed in the employee’s official personnel file.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
27 3. Transfer for purpose of punishment
The transfer of an employee’s work assignment or to a different schedule, with or without loss of pay, for the purpose of punishment.

4. Suspension
Suspension is the temporary removal of employees from their duties without pay.

5. Reduction in Pay
A Reduction in Pay is a reduction in hourly salary for a limited and defined period of time, and does not result in any classification change. The employee continues to report to work for the duration of the Reduction in. If the employee accepts the reduction in pay and agrees to waive the right to appeal, the employee shall have the option to use accrued leaves (with the exception of sick leave) for all or part of time of reduction in pay.

6. Demotion
Demotion is the movement of an employee from the current classification to a new classification having a lower top step salary.

7. Discharge
A discharge is a termination from employment.

Section 27.2 – Pre-Disciplinary Procedure
If an employee is to be suspended, receive a reduction in pay, be transferred for purposes of punishment, demoted or discharged, the employee shall:

1. Receive written notice of the intended action at least ten (10) calendar days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the action is based.

2. Receive copies of any known materials, reports or other documents upon which the intended action is based, including all documents, statements, transcripts and other materials produced during the investigation of the underlying misconduct.

3. Be accorded the right to respond in writing within a reasonable period of time to the intended charges.

4. Be accorded the right to meet within a reasonable period of time with the Police Chief.

5. Be given the written decision of the Police Chief prior to the effective date of the disciplinary action.

Section 27.3 – Disciplinary Appeals Procedure
The following appeals procedures are adopted by the parties pursuant to Government Code § 3304.5 of the Public Safety Officers’ Procedural Bill of Rights Act.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
28 1. Punitive Action - The term “punitive action” means any action defined by Government Code § 3303, i.e., “any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment.”

2. Formal Appeals Procedures – For Punitive Action Not Covered by the Informal Hearing Process a. Filing the appeal: If an employee desires to appeal a disciplinary action not covered by the informal process, they (or their representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or their identified representative within ten (10) calendar days of receipt of the notice of appeal to determine whether the parties can agree on an arbitrator to hear the appeal. If the parties cannot reach agreement on an arbitrator, the Chief Talent Officer or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing. b. Hearing Process: During the hearing, the formal rules of evidence do not apply. The cost of the list of arbitrators, the arbitrator themselves, and the court reporter shall be split between the City and the Association unless the Association is not financially supporting the appeal by providing representation for the employee. Once the arbitrator issues their advisory recommendation, they will submit it to the City Manager as well as both parties’ representatives. c. The Arbitrator’s Decision: The arbitrator shall issue their advisory recommendation within thirty (30) calendar days from the conclusion of the hearing.
d. The City Manager’s Role: Within thirty-five calendar days of receipt of the advisory arbitrator’s recommendation the City Manager shall issue and send their final written decision to the parties. The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitration.
e. Right to File In Court: The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

3. Appeals Procedures Informal Process
The Informal Hearing Procedure, as opposed to the formal procedures, will be used for written reprimands.
a. Appeal to the Police Chief
(1) An employee who receives a written reprimand may appeal the action to the Police Chief.

The appeal is an opportunity for the employee to present information and arguments why a punitive action should not occur or offer alternatives to the action.

Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
29 (2) Notice of Appeal: Within ten (10) calendar days of receipt by an employee of the reprimand, the employee shall notify the Police Chief in writing that they intend to appeal the punitive action.
(3) Hearing Officer: The Police Chief shall act as the hearing officer. If the Police Chief cannot serve as the hearing officer because they are a material witness or are otherwise conflicted, then the City Manager shall serve as the hearing officer. The hearing shall take place within twenty (20) calendar days of the date the employee filed the appeal or such other time as may be agreeable by the parties.

b. Burden of Proof: The City shall bear the burden of proof at the hearing.

The Department shall have the burden of proving by a preponderance of the evidence the facts which form the basis for the charge(s) and that punitive action was reasonable under the circumstances.
c. Conduct of Hearing:
(1) The rules of privilege shall be observed.

(2) The parties may present arguments through documents and statements. (3) Following the presentation of material and statements, the involved parties may submit closing arguments orally for consideration by the hearing officer. (4) Representation: The employee may be represented by an Association representative or attorney of their choice.
d. Decision:

After the hearing, a decision will be submitted in writing within thirty (30) calendar days and provided to the employee. The decision shall advise the employee that the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.5.

ARTICLE 28 – GRIEVANCE PROCEDURE
The Grievance Procedure is established to provide a consistent process for the fair and expeditious resolution of grievances.

A. Definition of a Grievance: A Grievance is an allegation by one or more an employee or the CPSA that there has been a misinterpretation, misapplication or violation of the MOU.

B. Steps in the Grievance Process

1. Informal: Any party believing it has a grievance is encouraged to attempt to resolve the matter by informal discussion through the chain of command or by bringing the matter to the attention of the designated supervisor or department representative.

2. Step One (Department) – Employee or Association
Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

Corona Police Supervisors Association (CPSA) MOU
2025-2027
30 a. The grievant or their representative shall present the grievance in writing to the Police Chief within sixty (60) calendar days of the occurrence giving rise to the grievance or the time within which the grievant (either the employee or CPSA) knew or should have known of the occurrence.

The grievance must state the Article and Section of the MOU alleged to be violated and provide as much narrative as possible as to why the employee believes their rights (under the MOU) have been violated. The grievance is not required to be submitted on any particular form.
b. Within seven (7) calendar days of the submission of the grievance, the Police Chief, or designee, shall meet with the grievant and the grievant's representative, if any.

Within seven (7) days of the meeting, the Police Chief or designee shall provide a written decision regarding the grievance and send it to the grievant.

3. Step Two - Chief Talent Officer
a. If the grievant is not satisfied that the grievance was resolved at step 2, the grievant or their representative shall present the grievance in writing to the Chief Talent Officer within ten (10) calendar days of the response from the Police Chief at step 2. b. Within ten (10) calendar days of the presentation of the grievance at step 3, the Chief Talent Officer and, if necessary, other City representatives, will meet with the grievant and the grievant’s representative to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time. c. If the grievance is not resolved at the meeting at step 3, the Chief Talent Officer shall, within ten (10) calendar days, provide a written decision regarding the grievance and send it to the grievant.

4. Step Three (Advisory Arbitration)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant's representative shall advise the Chief Talent Officer in writing within fifteen (15) calendar days following receipt of the written decision from the Chief Talent Officer that the matter is being appealed to advisory arbitration. b. The Chief Talent Officer, within ten (10) calendar days, will request a list of seven arbitrators from the office of State Mediation and Conciliation and the parties will either mutually select an arbitrator or exercise an alternate striking process of the names on the list provided by SMCS with the parties flipping a coin as to which party will make the first strike.
c. The arbitrator will conduct an arbitration in such manner as they deem appropriate, provided however, each party shall have the right to make opening statements, examine and cross-examine witnesses and introduce evidence. d. Within 45 calendar days of conclusion of the arbitration, the arbitrator will issue an advisory recommendation to the City Manager, and the parties.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
31 e. The City and the grievant shall share equally the costs of the arbitrator and the court reporter. Each party shall bear their own costs of representation and shall pay the cost of transcripts, if desired.
f. The City Manager will issue their final decision on the grievance within twenty (20) days of receipt of the advisory recommendation of the arbitrator. g. The grievant has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

C. Rules regarding the Grievance Procedure

1. No employee shall be subject to any adverse actions or consequences filing of a grievance in good faith.

2. A grievant is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure.

3. Grievances must be filed as described in the steps. Unless there is an agreement in writing to extend any of the time deadlines of a timely filed grievance, it shall be deemed abandoned.

4. Grievances involving the same or similar issues may be consolidated for presentation at the discretion of the City.

5. Any grievance may be withdrawn by the grievant at any time.

6. Any step or steps in this grievance procedure can be waived by agreement between the grievant and the City Manager or their designee.

ARTICLE 29 – FITNESS FOR DUTY EXAMINATIONS
An employee may be required to participate in a fitness for duty medical examination with a City physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by the Chief of Police, with the approval of the Human Resources Department. Such an examination will only be required if it is determined based on objective evidence that the employee is suffering from an injury or illness that may be rendering them unable to perform the essential functions of their job.

ARTICLE 30 – NO STRIKE CLAUSE/CONCERTED ACTIVITIES
The parties to this MOU recognize their mutual responsibility to provide the citizens uninterrupted public safety services.

During the term of the MOU, no employee of the Unit shall engage in any form of concerted action to withhold service from the City.

A strike is never permitted since members of the unit are not permitted to strike per the law.

During the life of this MOU, CPSA will not cause, authorize, advise or encourage any interruption of work.

The term "interruption of work" shall mean any work stoppage or strike.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
32 ARTICLE 31 – NO SMOKING OR VAPING
Employees are prohibited from smoking tobacco products or vaping on duty or in City facilities and vehicles at any time.

ARTICLE 32 – SEVERABILITY
If any provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation for the purpose of arriving at a mutually satisfactory replacement.

Except as herein modified, there shall be no change in wages, hours, working conditions, or previously agreed to rights, obligations, and relationships expressed in any previous MOU and all rights, privileges, benefits, and terms and conditions of employment and the obligations between the parties as of the date of this MOU which are not specifically set forth shall remain in full force, unchanged, and unaffected, during the term of this agreement unless changed by mutual consent.

The parties agree that each has had full and unrestricted right and opportunity to make, advance and, discuss all matters properly within the province of meeting and conferring. This MOU constitutes the full and complete agreement of the parties and there are no others, oral or written, except as herein contained.

However, each party may seek the mutual cooperation of the other party in meeting and conferring on working conditions that will improve departmental efficiency and for which there is negligible or no cost; and during the ensuing 18 month period from the signing date of this MOU the City and the Unit may bring forward and correct "errors and omissions,” i.e., items which were inadvertently overlooked during the compilation of this MOU for inclusion into this document.

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Corona Police Supervisors Association (CPSA) MOU
2025-2027
34 Appendix A – Base Salary Schedule
Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
Police Sergeant 277 10,303 $ $ 13,150 277 10,880 $ $ 13,886 277 11,207 $ $ 14,303 Police Lieutenant 322 12,896 $ $ 16,459 327 13,962 $ $ 17,819 327 14,381 $ $ 18,354 Police Captain 359 15,510 $ $ 19,795 369 17,216 $ $ 21,972 369 17,732 $ $ 22,631 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026 Docusign Envelope ID: 8864D0EA-6AB1-4524-A4F8-AD80B2EF8CC7

CORONA

FIREFIGHTERS

ASSOCIATION
IAFF LOCAL # 3757
Memorandum
Of
Understanding
2025-2027

Corona Firefighters Association (CFA) MOU
2025-2027
i

TABLE OF CONTENTS
CHAPTER 1 – INTRODUCTION ............................................................................................... 1 ARTICLE 1 – PREMABLE AND RECOGNITION............................................................. 1 ARTICLE 2 – TERM OF MEMORANDUM OF UNDERSTANDING.................................. 1 CHAPTER 2 – COMPENSATION.............................................................................................. 1 ARTICLE 3 – COMPENSATION....................................................................................... 1 Section 3.1 – Salary Differentials ............................................................................. 2 Section 3.2 – Compensation Survey........................................................................ 2 ARTICLE 4 – ADDITIONAL COMPENSATION................................................................ 3 Section 4.1 – Acting Pay........................................................................................... 3

4.1.1 – Acting Fire Engineer................................................................................ 3

4.1.2 – Acting Fire Captain.................................................................................. 3

4.1.3 – Acting Battalion Chief ............................................................................. 3

4.1.4 – Acting Fire Marshal ................................................................................. 3

4.1.5 – Acting 40-Hour Positions........................................................................ 3 Section 4.2 – Suppression Personnel Assigned to 40-Hour Positions Related to Illness, Injury or Leave..................................................... 4 Section 4.3 – Hazardous Materials Assignment Pay .............................................. 4 Section 4.4 – Standby and Call Back (from Standby) Pay – Fire Prevention ........ 4

4.4.1 – Standby Pay............................................................................................. 4

4.4.2 – Call Back (from Standby) Pay................................................................. 5 Section 4.5 – Longevity Pay ..................................................................................... 5 Section 4.6 – Fire Captain Fire Officer Certification Pay ........................................ 6 Section 4.7 – Bilingual Pay....................................................................................... 6 Section 4.8 – Working Out of Class ......................................................................... 6 Section 4.9 – City Assigned Vehicle ........................................................................ 6 ARTICLE 5 – DEFERRED COMPENSATION .................................................................. 7 ARTICLE 6 – PROMOTIONS ........................................................................................... 7 ARTICLE 7 – PARAMEDIC PROGRAM........................................................................... 7 Section 7.1 – Primary Paramedic and Secondary Paramedic Requirements........ 7 Section 7.2 – Secondary Paramedic Pay................................................................. 8 Section 7.3 – Paramedic CQI Coordinator Pay........................................................ 8 ARTICLE 8 – WORK SCHEDULES ................................................................................. 8 Section 8.1 – Platoon Re-Assignments and Shift Changes ................................... 8 Section 8.2 – Assignment for Coverage .................................................................. 9 Section 8.3 – Planned Position Vacancy ................................................................. 9 Section 8.4 – Construction or Trades Work ............................................................ 9 Section 8.5 – Station Transfer / Bid System............................................................ 9 Section 8.6 – Minimum Staffing................................................................................ 9 Section 8.7 – Meals ...................................................................................................10 ARTICLE 9 – OVERTIME................................................................................................. 10 Section 9.1 – The Defined FLSA Work Period.........................................................10

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Section 9.2 – Employees Eligible to Receive Overtime ..........................................10 Section 9.3 – Calculations of Overtime....................................................................10

9.3.1 – FLSA Overtime........................................................................................11

9.3.2 – MOU Overtime.........................................................................................11 Section 9.4 – 56-Hour (Suppression Rate) and 40-Hour Rates ..............................11 Section 9.5 – How Employees Are Paid Each Pay Period ......................................11 Section 9.6 – Shift Exchange/Relief.........................................................................12 Section 9.7 – Shift Trading .......................................................................................12 Section 9.8 – Accurately Reporting Time Worked ..................................................12 CHAPTER 3 – BENEFITS.........................................................................................................13 ARTICLE 10 – TIERS FOR CERTAIN BENEFITS IN THIS CHAPTER............................13 ARTICLE 11 – HEALTH INSURANCE.............................................................................13 Section 11.1 – Medical Insurance Opt-Out ..............................................................13 ARTICLE 12 – IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS.............................................................................................14 ARTICLE 13 – RETIREE MEDICAL INSURANCE...........................................................15 Section 13.1 – Retiree Health Alternative ................................................................15 ARTICLE 14 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT..............................15 ARTICLE 15 – SHORT-TERM DISABILITY PLAN...........................................................15 ARTICLE 16 – LONG-TERM DISABILITY PLAN.............................................................16 ARTICLE 17 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS...............................................................................16 Section 17.1 – Retiree Life Insurance ......................................................................16 ARTICLE 18 – RETIREMENT ..........................................................................................17 ARTICLE 19 – TUITION REIMBURSEMENT ...................................................................19 Section 19.1 – Pre-Approval .....................................................................................19 Section 19.2 – Reimbursable Costs .........................................................................19 Section 19.3 – Procedure..........................................................................................19 Section 19.4 – Voluntary Separation from Employment.........................................20 Section 19.5 – Certification Classes ........................................................................20 ARTICLE 20 – ADDITIONAL BENEFIT PROVISIONS.....................................................20 Section 20.1 – PORAC Membership Fee..................................................................20 Section 20.2 – Employee Assistance Program (EAP).............................................20 Section 20.3 – Medicare Contribution for Battalion Chief ......................................20 Section 20.4 – Safety Shoes .....................................................................................20 Section 20.5 – Driver’s License Physical.................................................................20 Section 20.6 - Body Scan.........................................................................................21 CHAPTER 4 – LEAVES AND ABSENCE..................................................................................20 ARTICLE 21 – ANNUAL LEAVE......................................................................................20 Section 21.1 – Accrual of Annual Leave..................................................................22 Section 21.2 – Employees on Initial Probation........................................................21 Section 21.3 – Use of Annual Leave ........................................................................22 Section 21.4 – Cash Out or the Conversion of the Value of Annual Leave ...........22

21.4.1 – Maximum Accrual of Annual Leave – Conversion Above

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1125 or 730 Hours .............................................................................. 23

21.4.2 – Separation from the City ....................................................................... 23

21.4.3 – Annual Leave Cash Out......................................................................... 23

21.4.4 – Donating Annual Leave......................................................................... 23 ARTICLE 22 – HOLIDAYS ...............................................................................................24 ARTICLE 23 – COMPASSIONATE LEAVE .....................................................................25 ARTICLE 24 – MILITARY LEAVE....................................................................................24 ARTICLE 25 – EXECUTIVE LEAVE.................................................................................25 Section 25.1 – Accrual of Executive Leave..............................................................25 Section 25.2 – Use of Executive Leave....................................................................25 ARTICLE 26 – JURY DUTY AND WITNESS LEAVE.......................................................26 Section 26.1 – Jury Duty...........................................................................................25 Section 26.2 – Witness Leave...................................................................................25 CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS.............................................................26 ARTICLE 27 – ASSOCIATION REPRESENTATIVES AND ACTIVITIES.........................26 Section 27.1 – Preparation for Negotiations for a Successor MOU.......................26 Section 27.2 – Copy Machines and Meetings..........................................................26 Section 27.3 – Time Bank .........................................................................................27 Section 27.4 – Investigating Grievances .................................................................27 Section 27.5 – Committees.......................................................................................27

27.5.1 – Committee Selection ............................................................................27 Section 27.6 – Deductions for Association Dues and Insurance Programs .........27 ARTICLE 28 – MANAGEMENT RIGHTS .........................................................................28 ARTICLE 29 – PROBATIONARY PERIOD ......................................................................28 Section 29.1 – Length of Probationary Period ........................................................28 Section 29.2 – Extension of Probation.....................................................................28 ARTICLE 30 – LAYOFF PROCEDURE............................................................................29 ARTICLE 31 – DISCIPLINE..............................................................................................30 Section 31.1 – Disciplinary Actions Defined ...........................................................30 Section 31.2 – Pre-Disciplinary Procedure..............................................................30 Section 31.3 – Disciplinary Appeals Procedure ......................................................31 ARTICLE 32 – GRIEVANCE PROCEDURE.....................................................................33 ARTICLE 33 – FITNESS FOR DUTY EXAMINATIONS ...................................................35 ARTICLE 34 – NO-STRIKE/CONCERETED ACTIVITIES................................................35 ARTICLE 35 – NON-SMOKING OR USE OF TOBACCO PRODUCTS............................35 ARTICLE 36 – ENTIRE AGREEMENT SEVERABILITY ..................................................36 Section 36.1 – Entire Agreement..............................................................................36 Section 36.2 – Severability .......................................................................................36 ARTICLE 37 – NON-DISCRIMINATION...........................................................................36

Corona Firefighters Association (CFA) MOU
2025-2027
1 CHAPTER 1 – INTRODUCTION
ARTICLE 1 – PREAMBLE AND RECOGNITION
The City of Corona, California, (hereinafter referred to as City), and the Corona Firefighters Association IAFF Local 3757, (hereinafter referred to as the Association) a recognized Association that represents employees (who within this MOU shall be referred to as “Employees” or “Members”) in the classifications listed below have met and conferred in good faith regarding those matters provided for in Section 3500 et seq. of the California Government Code.

The City recognizes the Corona Firefighters Association IAFF Local 3757 as the exclusive representative of the following classifications. For positions in a position series, they are grouped according to their position series:

Firefighter Position Series Fire Engineer Position Series Fire Captain Position Series Firefighter Trainee Fire Engineer Fire Captain
Firefighter 40-Hour Engineer 40-Hour Captain
40-Hour Firefighter
Firefighter/Paramedic Position Series
Firefighter/Paramedic Trainee
Firefighter/Paramedic
40-Hour Firefighter/Paramedic
Battalion Chief Fire Inspector I & II Deputy Fire Marshal 40-Hour Battalion Chief
Deputy Fire Chief Fire Marshal
ARTICLE 2 – TERM OF THE MEMORANDUM OF UNDERSTANDING
The City and the Association agree that the term of this Memorandum of Understanding (“MOU”) shall be from January 1, 2025, to December 31, 2027. In the event agreement is not made for a new MOU prior to December 31, 2027, the provisions of this MOU shall remain in force until the successor MOU is approved.

CHAPTER 2 – COMPENSATION
ARTICLE 3 – COMPENSATION
Effective December 28, 2024, the base rate of pay for each member of the bargaining unit will be increased as indicated for 2025 in Attachment A to this MOU.

Effective December 27, 2025, the base rate of pay for each member of the bargaining unit will be increased as indicated for 2026, as indicated in Attachment A to this MOU.

Effective December 26, 2026, the base rate of pay for each member of the bargaining unit will be increased by 3%.

Each classification shall be assigned a salary range. An employee may advance annually within the salary range. An employee whose overall performance rating is “Satisfactory“ or better shall be advanced a minimum of 5% up to the top of the classification’s range. An employee who does not receive an evaluation within thirty (30) days of their anniversary date (i.e., the date the evaluation is due) will receive their merit increase effective the pay period including the employee’s anniversary date regardless of the evaluation rating on an evaluation received after that date. If the evaluation is provided within thirty (30) days of the employee’s anniversary date, if it is “Satisfactory” or better the merit increase will be effective the pay period including the employee’s anniversary date. If the overall performance evaluation rating is less than “Satisfactory”, the employee will not

Corona Firefighters Association (CFA) MOU
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2 receive a merit increase.

For any employee who is promoted within the bargaining unit to a classification with a higher top of salary range, upon promotion, their anniversary date shall change to the effective date of the promotion.

Section 3.1 – Salary Differentials
The parties agree to ensure a difference between the top step salary of certain classifications in the bargaining unit to promote succession planning, minimize compaction, and to encourage employees to seek promotions within the Fire Department.

The parties agree that the top of the base salary range of the classification of Fire Engineer shall be at least twelve and one half percent (12.5%) higher than the top of the base salary range of the classification of Firefighter.

The parties agree that the top of the base salary range of the classification of Fire Captain shall be at least twenty percent (20%) higher than the top of the base salary range of the classification of Fire Engineer.

In evaluating compaction, only the top step of the base salary range will be evaluated, no additional forms of compensation will be considered.

If at any time in the future, the City provides a salary increase to any of the classifications described above that results in any of the top step salary relationships being less than the parties have agreed to maintain, the parties agree that the City will provide a salary increase to the related classification to ensure the above relationships are maintained.

Section 3.2 – Compensation Survey
Prior to the start of each labor negotiations for a successor MOU, the City will conduct a total compensation survey to evaluate how Firefighter/Paramedics are paid in the marketplace. The marketplace are the agencies the City will survey. Those agencies are the cities of Arcadia, Brea, Colton, Ontario, Palm Springs, Rancho Cucamonga, Redlands, Rialto, Riverside, and Upland.

The total compensation survey is not binding on the City or the Association. Rather, it will be conducted to provide the parties with information related to how the surveyed agencies compensate the Firefighter/Paramedics. The parties acknowledge that marketplace compensation is a relevant factor in determining appropriate compensation for employees in the unit. However, compensation surveys have limited value as the elements of compensation and survey agencies chosen by the parties are not an exact science as to the best comparators. Rather, they are the parties’ agreement on comparison agencies and elements of compensation. Both parties are free to make proposals in their labor negotiations that are not tied to the results of the compensation survey.

The following are the elements of compensation that will be included in the total compensation survey:

1. Salary - Top Step or Top of Range Base Salary.

2. Medicare - The City’s payment of the employee’s portion of Medicare.

3. Retirement - A reduction from total compensation for the percentage of base salary that employees pay for their retirement. For example, if an employee pays the eight percent (8%) member contribution and 1.5% for cost sharing, the reduction will be 9.5% of base salary.

4. Retirement - Any agency-paid member contributions toward Retirement; and separately, if the agency-paid member contributions is reported to CalPERS as “Special Compensation”.

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3 5. Retirement - Any other employer contributions to retirement plans, such as PARS or a 401k.

6. Benefits - The City’s contribution to Medical, Dental and Vision Insurance at the family (or employee +2) level.

7. Benefits - The City’s cost of life insurance provided to employees in the classification.

8. Deferred Compensation - Deferred Compensation provided to all members of a classification with or without the requirement for an employee to provide a matching or minimum contribution.

9. Longevity Pay - The highest amount available for employees with 10 years of service.

10. Paramedic Pay- Either part of base pay for the classification of Firefighter/Paramedic, or separate Paramedic Pay for agencies that have the pay as a separate pay.

11. Educational Incentive Pay - The pay the City provides for having a Bachelor of Arts or Sciences degree.

12. Uniform Pay - The additional pay provided for, or the cash value of, uniforms provided.

13. Certification Pays - (a) EMS or EMT pay provided to any ranks; (b) Firefighter II Certification for Firefighter and Fire Engineer ranks (c) Fire Officer Certification for Firefighter and Fire Engineer ranks; (d) Company Officer Certification for Fire Captain rank; and (e) Chief Officer for Fire Captain and Fire Battalion Chief ranks.

14. Bilingual Pay - The highest amount paid for bilingual pay.

ARTICLE 4 – ADDITIONAL COMPENSATION
Section 4.1 – Acting Pay

4.1.1 – Acting Fire Engineer
A Firefighter or a Firefighter/Paramedic assigned to an Acting Fire Engineer position shall be paid an additional five percent (5%) for hours worked as an Acting Fire Engineer.

4.1.2 – Acting Fire Captain
Any employee assigned to an Acting Fire Captain position shall be paid an additional five percent (5%) for hours worked as an Acting Fire Captain.

4.1.3 – Acting Battalion Chief
A Fire Captain assigned to an Acting Battalion Chief position shall be paid an additional seventeen and one half percent (17.5%) for hours worked as an Acting Battalion Chief.

4.1.4 – Acting Fire Marshal
• A Deputy Fire Marshal assigned to an Acting Fire Marshal position shall be paid an additional five percent (5%) for hours worked as an Acting Fire Marshal.

4.1.5 – Acting 40-Hour Positions
• A Firefighter assigned to an Acting 40-Hour Firefighter position shall be paid an additional fifteen percent (15%) for hours worked as an Acting 40-Hour Firefighter

Corona Firefighters Association (CFA) MOU
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4 • A Firefighter/Paramedic assigned to an Acting 40-Hour Firefighter/Paramedic position shall be paid an additional fifteen percent (15%) for hours worked as an Acting 40-Hour Firefighter/Paramedic,
• A Fire Engineer assigned to an Acting 40-Hour Fire Engineer position shall be paid an additional fifteen percent (15%) for hours worked as an Acting 40-Hour Fire Engineer, • A Fire Captain assigned to an Acting 40-Hour Fire Captain position shall be paid an additional fifteen percent (15%) for hours worked as an Acting 40-Hour Fire Captain.

When an employee is injured on duty and is assigned light duty, they shall not receive the additional fifteen percent (15%) provided for in this section.

The percentages included in this section shall include base pay plus the following applicable additional pays: (Longevity, Bilingual, Haz-Mat, Annual Secondary Medic, Paramedic Coordinator CQI, and the 40-hour assignment pay).

Section 4.2 – Suppression Personnel Assigned to 40-Hour Positions Related to Illness, Injury or Leave
When an employee regularly assigned to a 56-hour assignment (i.e., suppression personnel) is assigned to a 40-hour assignment due to a non-industrial injury or illness, or is using Annual Leave while absent from duty related to a nonindustrial injury or illness , that employee shall be paid at the equivalent compensation step that the employee would be at for the 56-hour position that corresponds to the employee’s 40-hour position. The equivalent step is determined by moving the employee’s base rate of pay thirty (30) steps down on the City’s salary schedule. For example, a 40-Hour Fire Captain who is paid at compensation step 543 on the City’s salary schedule shall be paid as a Fire Captain at compensation step 513.

Section 4.3. – Hazardous Materials Assignment Pay
Employees who are certified with the state of California as Hazardous Materials Technicians or Specialist and are assigned to the Hazardous Materials Unit shall receive additional compensation as follows:

Per Pay Period Monthly Amount Annual Amount
$219.19 $474.92 $5,699.00
Employees who are eligible for the pay above, shall begin to receive it for the pay period in which they provide notice to the City of receipt of the certification. Employees certified as Hazardous Materials Technicians or Specialists, but not regularly assigned to the Hazardous Materials Unit, shall receive $50 per day when assigned to assist on a hazardous materials incident or to work on the Hazardous Materials Unit.

Section 4.4 – Standby and Call Back (from Standby) Pay – Fire Prevention

4.4.1 – Standby Pay
A. Employees in the Fire Prevention Division (Fire Inspector I, Fire Inspector II, Deputy Fire Marshal, and Fire Marshal) may be placed on standby.
i. Notwithstanding the above, the Fire Chief may assign personnel outside of the Fire Prevention Division to “Standby”. When this occurs, all of subsection 4.4.1 shall apply.

Corona Firefighters Association (CFA) MOU
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5 B. Being placed on standby requires an employee to promptly return to work after being called and be fit for duty and able to respond. Employees on standby are not permitted to drink alcohol or use any substance that will affect their ability to return to work. Being on standby does not constitute hours worked since employees are off-duty and permitted to engage in personal pursuits. However, since employees on standby are waiting to be engaged to work, the parties agree that employees are entitled to compensation as provided in this Section.

C. Employees on standby are required to respond to a phone call or text as quickly as possible, generally within a few minutes. Upon responding, the employee will be instructed as to whether they are required to return to work (it is possible that the issue could be resolved by talking to the employee on the phone or using a computer to resolve the issue) and if so, will be informed of the location to which they must respond. Response time will generally be the employee’s normal commute time and any additional minimal time necessary to get ready to return to work.

D. Employees who call in sick for a day while on standby shall not receive standby pay for the day if they are unable to respond to a call for service. Employees will be eligible to receive standby pay on a day they call in sick if at the time they call in, they notify their supervisor that they are able to respond to calls for service after regular scheduled hours.

E. Employees assigned to standby shall be paid eight (8) hours for each seven (7) day standby period at the “top” step of the salary range to which the employee is assigned. Employees assigned standby for less than seven (7) days shall receive a pro-rated amount of standby pay

4.4.2 – Call Back (from Standby) Pay
If employees are contacted while on standby and required to respond back to work, they shall receive a minimum of two (2) hours of pay (paid at time and one half), paid portal to portal. As such, the time is measured from the time the employee leaves their residence (or other location closer to the City if they are closer to the City) and returns to their residence (or other location closer to the City if the employee returns to a location closer to the City).

Employees contacted on standby who are not required to return to work will be paid for their actual time worked and will not receive the two-hour minimum.

Section 4.5 – Longevity Pay
In recognition of an employee’s length of full-time service to the City, employees who have been employed by the City for the length of time indicated below will receive longevity pay as follows:
• After completion of five years of full-time service two percent (2%) of the employee’s base annual salary
• After completion of ten years of full-time service three percent (3%) of the employee’s base annual salary
• After completion of fifteen years of full-time service four percent (4%) of the employee’s base annual salary
• After completion of twenty years of full-time service five percent (5%) of the employee’s base annual salary
Employees will be paid their longevity pay paid biweekly as part of the regular payroll. The amounts above are not cumulative.

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6 Section 4.6 – Fire Captain Fire Officer Certification Pay Fire Captains shall receive a one-time payment of $400 upon proof of attainment of a California certificate as a Fire Officer from the California State Fire Marshal. Employees who earned the Fire Officer Certification prior to being promoted to Fire Captain, shall receive the one-time $400 payment upon their promotion to Fire Captain.

Section 4.7 – Bilingual Pay
Employees demonstrating the ability to both understand and effectively communicate in a language other than English that the City Manager has determined is necessary for the effective or efficient operation of the Fire Department shall be paid additional compensation as follows:

Per Pay Period Monthly Amount Annual Amount
$145.19 $314.58 $3,775.00
Employees who are authorized to receive bilingual pay, shall begin to receive it for the pay period in which they have been authorized to receive it. To be eligible to receive bilingual pay, an employee must pass a certification test (which will test verbal skills in the second language) meet the eligibility criteria of verbally utilizing Spanish or any other language determined by the City Manager to be necessary for the effective or efficient operation of the City while performing the duties of their job, demonstrate competence by passing a verbal examination administered by the Human Resources Division and be certified by the Human Resources Division.

Employees must re-certify every three (3) years to be eligible to receive bilingual pay by passing the recertification test. Like the initial certification test, the re-certification test will assess that the employee can effectively communicate in a language other than English for the effective or efficient operation of the City while performing the duties of their job. An employee who does not pass a recertification test, will be given the opportunity to re-test three (3) months after not passing. During the period between the first and second recertification test, the employee will continue to receive their bilingual pay. If the employee does not pass the second recertification test, they will lose their bilingual pay. However, an employee will be eligible one year from the date of the second recertification test, to request to qualify for bilingual pay.

The City and CFA agree to review and update the standards and vendor/provider of the current bilingual certification test.

Section 4.8– Working Out of Class
If a Battalion Chief is working as the Interim or Acting Deputy Chief (because the Deputy Chief class is vacant) or the Deputy Fire Chief is working as the Interim or Acting Fire Chief (because the Fire Chief class is vacant) they shall be paid at the "first" step of the higher classification’s salary range or seven and onehalf percent (7.5%) more than their current base salary, whichever is greater, for the entire time served in the higher classification, except that in no case shall the salary paid to the employee working out of class be higher than "top" step of the position being worked.

Section 4.9 – City Assigned Vehicle
If the City Manager chooses to provide a City vehicle for the exclusive use of a Battalion Chief or Deputy Fire Chief, the City will maintain and provide fuel for the vehicle at the City’s facilities. The vehicle shall not be operated by persons other than the assigned employee, except that other employees of the City may use the vehicle for official City business with the consent of the assigned employee. Since Battalion Chiefs and the Deputy Fire Chief remain on-call at all times, the vehicle may be used for personal as well as official business; provided, however, the vehicle shall never be used for personal use outside of the seven Southern California counties consisting of San Bernardino, Riverside, Orange, Los Angeles, San Diego,

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7 Ventura and Santa Barbara.

ARTICLE 5 – DEFERRED COMPENSATION
All employees in the unit may open a deferred compensation account (per IRS Code section 457) and make pre-tax contributions into it up the maximum permitted by law based on their age. Deferred compensation is employee (not City) funded.

ARTICLE 6 – PROMOTIONS
When an employee within the Firefighter Position Series is promoted to a position in the Firefighter/Paramedic Position Series, the employee shall receive a base salary increase to a step that provides an increase of at least

12.5% when placed on the salary schedule for Firefighter/Paramedic.

Any Firefighter who is attending paramedic school, including obtaining licensure, as of 1/1/2025, and promotes to the Firefighter Paramedic position series by 1/1/2026, shall be treated as a “promotion within a position series”.

A Firefighter who is promoted to Fire Engineer shall receive a base salary increase to a step that provides an increase of at least 7.5% when placed on the salary schedule for Fire Engineer.

A Firefighter/Paramedic who is promoted to Fire Engineer shall receive a base salary increase to a step that provides an increase of at least 5% when placed on the salary schedule for Fire Engineer, but not above the top step of the salary range for Fire Engineer. Additionally, a Firefighter/Paramedic who is promoted to Fire Engineer will also receive Secondary Paramedic Pay as provided in Section 7.2 so long as that employee otherwise satisfies the applicable requirements of the Paramedic Program as set forth in Article 7.

An employee who is promoted to Fire Captain shall receive a base salary increase to a step that provides an increase of at least 10% above top-step Fire Engineer when placed on the salary schedule for Fire Captain.

A Fire Captain who is promoted to Battalion Chief, shall receive a base salary increase to a step that provides an increase of at least 10% when placed on the salary schedule for Battalion Chief.

A Battalion Chief who is promoted Deputy Fire Chief shall receive a base salary increase to a step that provides an increase of at least 10% when placed on the salary schedule for Deputy Fire Chief.

ARTICLE 7 – PARAMEDIC PROGRAM
Section 7.1 – Primary Paramedic and Secondary Paramedic Requirements An employee assigned into a classification in the Firefighter/Paramedic Position Series is a “Primary Paramedic”. The classifications in the Firefighter/Paramedic Position Series have their own a separate salary schedule as they are separate classifications and their salary includes compensation for being the Primary Paramedics in the Fire Department.

A Paramedic who is not assigned to a Primary Paramedic position (and only employees at the rank of Firefighter may be assigned as a Primary Paramedic) shall be referred to as a “Secondary Paramedic” (and this may include Firefighters, Fire Engineers, Fire Captains, Fire Battalion Chiefs and the Fire Deputy Chief who have completed paramedic training). In order to qualify for assignment as a Secondary Paramedic, an employee must meet all applicable federal, state and local licensure and certification requirements to qualify as a Paramedic.

The City shall provide and/or pay for all necessary continuing education, certifications, and state and local licensure fees for Primary and Secondary Paramedics.

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8 Section 7.2 – Secondary Paramedic Pay
Secondary Paramedics shall receive additional compensation for maintaining their paramedic license as follows:

Per Pay Period Monthly Amount Annual Amount
$230.77 $500.00 $6,000.00
Employees who are authorized to receive Secondary Paramedic Pay, shall begin to receive it for the pay period in which they have been authorized to receive it.

In addition to the above, a Secondary Paramedic assigned as the Primary Paramedic for one hour or more will receive an additional $3.48 per hour while assigned. A temporary assignment for one hour or less will not be compensated.

Section 7.3 – Paramedic CQI Coordinator Pay
The Paramedic CQI Coordinator shall receive the following additional compensation for the time assigned as the Coordinator:

Per Pay Period Monthly Amount Annual Amount
$230.00 $498.33 $5,980.00
The employee assigned as the Paramedic CQI Coordinator shall begin to receive the above pay for the pay period in which they have been assigned as the Coordinator Assignment as the Paramedic CQI Coordinator shall occur through a competitive process every two years to align with the bi-annual bid.

ARTICLE 8 – WORK SCHEDULES
Members of the Unit work either an average of a 56-hour workweek or work a traditional 40-hour workweek.

Those employees assigned to an average of a 56-hour workweek, (i.e., suppression personnel) are subject to the FLSA, Section 7(k) 24-day work period. These employees work the 48/96 work schedule (two shifts on followed by four shifts off). The only exception to the 48-96 work schedule is if the shift schedule for a particular calendar year shows that the same shift (i.e., the A. B, or C shift) would be scheduled to work on December 24th and 25th during that calendar year, the shift scheduled to work on December 23rd will instead work on December 24th, and the shift scheduled to work on December 24th will instead work on December 23rd.

Employees assigned to a non-suppression work schedule will work a regular 40-hour work week.

Section 8.1 – Platoon Re-Assignments and Shift Changes
The City will release the platoon re-assignment or shift change list to all members of the Association as soon as possible, and at least fifteen (15) days prior to any implementation. To help employees to ensure that they can get off to attend to personal business, the parties have agreed to Section 9.7 on shift trading.

Section 8.2 – Assignment for Coverage
When an employee is covered due to Annual Leave, on-the-job injury / illness, short-term special assignment, training assignment, or an approved absence, it will be with an employee of the same rank.

The following exceptions apply:

1. The City may use acting positions (as addressed in Section 4.1) or qualified personnel of a higher rank if the City tries to hire rank for rank but is unable to do so.

Corona Firefighters Association (CFA) MOU
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9 2. Long-term situations (e.g., special assignments in excess of one pay period or training assignments in excess of five (5) working days) shall be considered on a case-by-case basis. The City will try to hire rank for rank, but could use acting assignments if necessary.

Section 8.3 – Planned Position Vacancy
The Fire Department recognizes that planned vacancies provide a significant cost savings. The City agrees that under normal conditions the number of planned vacancies will be the equivalent to the staffing of one full Engine Company (four personnel) per shift each day (i.e., each of the three platoons A, B & C shift).

These planned vacancies will be achieved through attrition and will be filled with constant staffing by suppression personnel. In the event that the City is required to reduce its workforce in the form of layoffs, priority will be given to retain those positions that are filled over the aforementioned planned vacancy positions.

Effective December 31, 2023, there is planned position vacancy for one (1) platoon. The staffing for the other two platoons will be with budgeted full-time positions.

Effective December 31, 2025, planned position vacancy is eliminated.

Section 8.4 – Construction or Trades Work
The City agrees that no on-duty personnel shall be required to perform tasks that are normally performed by construction or other trade personnel.

Section 8.5 – Station Transfer / Bid System
The City agrees to provide a method for operational staffing utilizing a seniority- based bid system. The “Bid System” Policy shall identify the details of the bid system. This policy shall be reviewed at least annually by the Fire Department Labor/Management Steering Committee with any changes mutually agreed upon by both Fire Department Management and the CFA.

Section 8.6 – Minimum Staffing
A. The Fire Department will maintain minimum staffing of on-duty suppression personnel as follows:
a. A minimum of 35 shift personnel will be on duty per shift. All personnel are to be “Sworn Fire Suppression Personnel”, including the one employee who works a suppression shift in the classification of Fire Battalion Chief.
i. Engine companies (1-Fire Captain, 1-Fire Engineer, 2- Firefighters), which will be four (4) personnel; a minimum of one person will be certified as a Primary Paramedic.

1. If an Engine Company is staffed with three (3) personnel instead of four (4), the personnel will be 1-Fire Captain, 1-Fire Engineer, 1- Firefighter, a minimum of one person will be certified as a Primary Paramedic, a paramedic squad with two (2) additional personnel (a minimum of one person will be certified as a Primary Paramedic) will be assigned to the same fire station.

2. A maximum of two stations can be staffed with paramedic squads. ii. Truck Companies will also be staffed with four (4) personnel (1-Fire Captain, 1-Fire Engineer, 2- Firefighters, a minimum of one person will be certified as a Primary Paramedic)

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10 b. This minimum staffing will be adjusted automatically as new fire stations and apparatus are added. A fire station will have a minimum of one company staffed with four (4) personnel.

B. The Fire Department will maintain a minimum number of administrative personnel as follows:
a. Deputy Fire Chief – Three (3) positions
b. Fire Marshal – One (1) position
c. 40-hour Fire Captain – (2) positions
C. In the event of a disaster, the staffing is suspended. In the event of an “Emergency Recall,” companies may be staffed with any “Sworn Fire Suppression Personnel”.

D. Acting positions as outlined in Section 4.1 of this MOU are part of the minimum staffing.

E. The City Manager and the Fire Chief reserve the right to adjust these staffing levels on a temporary basis during unusual or emergency circumstances if it is in the best interest of the community and Fire Department.

Section 8.7 – Meals
All employees on each shift at each station shall attend an organized mess at the station for consumption of meals. Employees shall contribute in equal shares for the cost of such meals. The Department shall not be responsible in any manner for the cost of such meals, for the preparation thereof, for the collection of any funds or for any other costs in connection with this Section.

ARTICLE 9 – OVERTIME
Section 9.1 - The Defined FLSA Work Period
The City has adopted the 24-day work period in accordance with Section 7(k) of the Fair Labor Standards Act (FLSA). All classifications in the bargaining unit with the exception of the Fire Inspector I & II, the Deputy Fire Marshal and the Fire Marshal are subject to the work period set up pursuant to Section 7(k).

Notwithstanding the City’s adoption of this work period (which is adopted to set forth the City’s obligation under the FLSA), the City pays overtime per the provisions of this Article of the MOU.

Section 9.2 – Employees Eligible to Receive Overtime
All employees in this Unit are eligible to receive overtime compensation. Overtime will be distributed in a fair and equitable manner. However, the Deputy Fire Chief (who regularly works a 40-hour schedule) is only eligible to receive overtime compensation if they are working outside of their regular work hours in a suppression capacity (whether as the Deputy Chief or when working down as a Battalion Chief) as addressed below, it will be at the Deputy Fire Chief’s 56-hour rate, and in addition, may receive overtime if approved by the Fire Chief.

Fire Battalion Chiefs are considered exempt employees under the Fair Labor Standards Act. However, they shall be eligible to receive MOU overtime just like the non-exempt employees in the unit.

Section 9.3 – Calculation of Overtime
There are two types of overtime provided by the City, MOU and FLSA overtime.

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11 9.3.1 - FLSA Overtime
For employees subject to the Section 7(k) work period, FLSA overtime is earned for actually working in excess of 182 hours in the 24-day FLSA work period. For employees who are not subject to the Section 7(k) work period, FLSA overtime is earned by actually working in excess of 40 hours in their defined seven-day FLSA workweek. FLSA overtime is paid at time and one-half the regular rate of pay as required by the FLSA.

9.3.2 - MOU Overtime
MOU overtime is overtime the City has agreed to pay per this MOU. The City shall pay MOU overtime at the rate of time and one-half (1½) for: 1) all hours worked in excess of employees’ regularly scheduled hours per shift (which may include use of Annual Leave (including Annual Leave earned from holidays) or Probationary Sick Leave); or 2) for hours worked on a day the employee is not regularly scheduled to work. For employees subject to the Section 7(k) work period, MOU overtime is paid when an employee has earned overtime but has actually worked less than 182 hours in the 24- day FLSA work period. For employees who are not subject to the Section 7(k) work period, MOU overtime is paid when an employee has earned overtime but has actually worked less than 40 hours in their seven-day FLSA workweek.

MOU overtime is calculated in the same manner as FLSA overtime except that the rate at which it is calculated does not include any dollars an employee may receive for the cost of health insurance or from opting out of health insurance.

Section 9.4 – 56-Hour (Suppression Rate) and 40-Hour Rates This bargaining unit includes employees in classifications assigned to suppression duties who work an average of 56 hours per week as well as employees in classifications that perform numerous functions working a 40-hour workweek. Sometimes employees in classifications regularly assigned a suppression duties (56-hour assignment) are assigned to a 40-hour assignment and sometimes employees regularly assigned a 40-hour assignment will perform suppression work and be assigned to a 56-hour assignment.

For all hours worked in a suppression capacity (i.e., a 56-hour assignment) outside of their normally scheduled work schedule, an employee in a 40-hour classification shall paid overtime (at time and onehalf) at the 56-hour rate for the employee’s classification. For an employee in a 40-hour classification, their 56-hour rate is determined by dividing the hourly rate by 1.4. For an employee in a 56-hour classification, their 40-hour rate is determined by multiplying the hourly rate by 1.4.

Section 9.5 – How Employees Are Paid Each Pay Period
Employees are paid each 14-day pay period. Since the 24-day FLSA work period does not overlap the 14- day pay period, the parties agree that for regularly scheduled hours, employees will be paid 112 hours per paid period plus an additional six (6) hours paid at .5 times each employee’s regular rate of pay. An employee who works hours in addition to their regular hours will be paid overtime at time and one-half as described above.

An employee works for any part of a pay period shall receive the additional six (6) hours paid at half time that is paid to employees who work during the pay period.

Employees who are on paid leave (with the exception of leave per Labor Code section 4850, supplemental annual leave for short-term, long-term or total temporary disability or supplemental leave used in conjunction with FMLA/CFRA) for an entire pay period shall be paid their 112 hours for the pay period and shall receive the additional six (6) hours paid at half time that is paid to employees who work during the pay period.

Section 9.6 – Shift Exchange/Relief

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12 An employee may be relieved by any other employee who is qualified to relieve them at any time by utilizing appropriate leave (e.g., Annual Leave). In addition, the parties acknowledge Department of Labor regulation, 29 CFR section 553.225 that provides:
“It is a common practice among employees engaged in fire protection activities to relieve employees on the previous shift prior to (between the hours of 0600 and 0800) the scheduled starting time. Such early relief time may occur pursuant to employee agreement, either expressed or implied. This practice will not have the effect of increasing the number of compensable hours of work for employees employed under section 7(k) where it is voluntary on the part of the employees and does not result, over a period of time, in their failure to receive proper compensation for all hours actually worked. On the other hand, if the practice is required by the employer, the time involved must be added to the employee's tour of duty and treated as compensable hours of work.”
Section 9.7 – Shift Trading
The parties agree the provisions below are compliant with the Fair Labor Standards Act. Unit members have the right to trade shifts with their colleagues within the same classification subject to the following conditions:
a. Both employees agree to the shift trade voluntarily. b. The employees trading the shifts shall make appropriate notifications to their supervisors.

Supervisors will not unreasonably deny a trade.
c. The employee whose shift is worked gets credit for the shift. d. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back. e. If an employee who agrees to work a shift trade calls in sick, the employee who called in sick will have their Annual Leave reduced.

Section 9.8 - Accurately Reporting Time Worked
Employees are required to accurately report all time worked. Employees may not work any time in addition to their regular work hours before or after work without first receiving approval in advance from their supervisor. Thus, all overtime requires advanced approval. In addition, since no supervisor is permitted to require an employee to work overtime without it being reported on their time sheet, if an employee works such time it will be recorded.

Unit members shall record hours worked in one-quarter (1/4) of an hour increments of time. This is illustrated by the following:
0-7 Minutes = No additional time should be recorded
8-22 Minutes = one quarter of an hour
23-37 Minutes = one-half of an hour
38-52 Minutes = three quarters of an hour
53 Minutes - 1 hour and 7 Minutes = one-hour
CHAPTER 3 – BENEFITS
ARTICLE 10 - TIERS FOR CERTAIN BENEFITS IN THIS CHAPTER

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13 Some of the benefits in this MOU are provided per a tiered structure based on date of hire. There are four (4) tiers. Whenever there is a reference to a tier in this MOU, the particular tier is defined as follows:
• Tier I – Employees hired before July 1, 2000
• Tier II – Employees hired on or after July 1, 2000 through December 31, 2012 and employees hired on or after January 1, 2013 who are classic members under CalPERS as defined below. • Tier III – Employees hired on or after January 1, 2013 who are new members under CalPERS as defined below.

ARTICLE 11 – HEALTH INSURANCE
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees in the bargaining unit shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $157.00 for calendar year 2024 and a yet to be determined amount for subsequent calendar years).

The City contracts to provide Dental Insurance (currently with Delta Dental) with both an HMO and PPO plan option available for employees to choose.

The City contracts to provide Vision Insurance (currently with EyeMed) for employees to choose.

Beginning January 1, 2025, all employees in the bargaining unit shall receive the amounts below for the purchase of health insurance. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan.
(1) $926.52 per month for Members electing Employee only coverage; (2) $1,853.04 per month for Members electing Employee plus one dependent coverage; or (3) $2,408.95 per month for Members electing Employee plus two or more dependents coverage.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If a memberenrolls in health benefits that cost more than provided above, they will be responsible for payment of any additional dollars for the benefits chosen.

Section 11.1 - Medical Insurance Opt-Out
Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative medical insurance coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Article 11 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
An employee who opts out will not receive the City’s health insurance contribution Article 11, but those employees who satisfy the Eligible Opt-Out Arrangement rules, will receive the amount in Section 11.1 (a), (b), or (c), as applicable based on an Employees number of dependents (“Opt-Out Amount”) The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the Opt-Out Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

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14 Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible OptOut Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:

1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;

2. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;

3. The evidence of alternative coverage must be provided every plan year to which the eligible optout arrangement applies; and

4. The reasonable evidence will be an attestation signed by the employee, attesting to the above, and must be provided no earlier than a reasonable period of time before each plan year begins.

In order to qualify for this election, the Member must meet all of the following requirements:

1. An employee who opts out of medical insurance must sign a waiver of City offered medical insurance coverage and an agreement to hold the City harmless for any consequences, whatsoever, that result from the waiver of City offered medical insurance coverage; and

2. Sign a statement acknowledging that the Employee and the Employee’s eligible dependents will not be allowed to re-enroll in the health insurance coverage offered by the City until the next open enrollment period, and that re-enrollment will be subjectto all conditions imposed by the insurance provider at the time of re-enrollment. However, in the event of a COBRA “qualifying event” such would be allowed to re-enroll in health insurance effective the beginning of the following month without having to wait for the next open enrollment period.

If an employee who is currently opting out fails to make an election for opt out during open enrollment, the employee will be enrolled in a medical insurance plan, lowest cost employee only plan coverage. This default allocation shall not be subject to change.

ARTICLE 12 - IRS SECTION 125 CAFETERIA PLAN WITH FLEXIBLE SPENDING ACCOUNTS Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health Care FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so. A unit member who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

An employee will have the opportunity to make such elections during open enrollment each year.

ARTICLE 13 – RETIREE MEDICAL INSURANCE
A. Tier I Retirees: For Tier I Retirees the City shall pay a medical insurance premium equal to or less than the monthly premium for the second highest (in cost) PERS family plan at the PERS-designated

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15 classification for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). The payment for medical is actually deducted from the employee’s retirement check and the City then reimburses the employee for the cost.

If a Tier I retiree enrolls in the highest cost medical plan, they will be responsible for payment of the premium between the second highest and highest cost plan.

The City affirms the above Tier 1 Lifetime Health Benefit by agreeing this is a vested benefit that cannot be revoked or negotiated away by future members of management, City Councils, and/or Association representatives. The right to receive the above Tier 1 Lifetime Health Benefit is a vested benefit for each Tier I Retiree.

B. Tier II and III Retirees: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II or III Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 13.1 - Retiree Health Alternative
In lieu of receiving the City’s retiree medical benefit in Article 13 above, a Tier I Retiree shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such Tier I Retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code.

To receive this benefit, a Tier I Retiree must forfeit participating in any of the health benefit plans available to retirees of the City of Corona for the plan year in which such Tier I Retiree elects to receive the contribution. Tier I Retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in the absence of a “qualifying event” may re-enroll during the next open enrollment period, unless the Tier I Retiree has never participate in a CalPERS health plan. Tier II and III Retirees shall not be eligible for this alternative.

ARTICLE 14 – RETIREMENT HEALTHCARE SAVINGS ACCOUNT
Unit members in Tiers II and III shall receive an annual payment of $5,000.00, paid in quarterly installments of $1,250.00, directed to the Nationwide Retirement Healthcare Savings Account.

ARTICLE 15 – SHORT-TERM DISABILITY PLAN
The City shall provide a short-term disability insurance plan (provided by an outside carrier) to each employee in the unit who, due to a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of base monthly earnings (i.e., each month the employee shall earn 55% of their base hourly rate for all hours scheduled in the month) • 90-calendar day benefit period (Includes 7-calendar day benefit waiting period before benefits are provided).
• Monthly maximum benefit of $10,000.00
Employees may use accrued Annual Leave to supplement payments received by the plan. However, employees may not receive more than 100% of their regular wages.

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16 The carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy.

To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act of per the California Pregnancy Disability Leave, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

ARTICLE 16 – LONG-TERM DISABILITY PLAN
The City shall provide a long-term disability insurance plan (provided by an outside carrier) to each employee in the unit, who, due to a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of base salary monthly earnings (i.e., each month the employee shall earn 66 2/3% of their base hourly rate for all hours scheduled in the month) • Monthly maximum benefit of $10,000.00
• Elimination Period (Waiting period): 90 days
• Employees may use accrued Annual Leave to supplement payments received by the plan. However, employees may not receive more than 100% of their regular wages. • The carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy.

ARTICLE 17 – LIFE INSURANCE & ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLANS The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual basic earnings up to a maximum of $750,000.

The City shall provide unit members with an accidental death and dismemberment policy in an amount equal up to the member’s (potential) life insurance benefit - five and one-half times the member's annual basic earnings to a maximum of $750,000.

The carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of both the life insurance and accidental death and dismemberment policy.

Section 17.1– Retiree Life Insurance
The City shall provide a Life Insurance policy in the amount of $50,000.00 to all employees who retire from the City. This policy shall remain in force until the retiree reaches the age of 70.

ARTICLE 18 – RETIREMENT
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member”

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17 are set forth below.

A. For “Classic Member” Employees

1. Retirement Formula: The City contracts with CalPERS to provide the 3% at 50 retirement formula set forth in California Government Code Section 21362.2.

2. Single Highest Year: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for miscellaneous employees of which “classic member” employees in the unit are included per Government Code section 20042. The retirement benefit is based on the highest annual compensation for the one year during the employee's membership in CalPERS.

3. Payment of Employee/Member Contribution: Classic Members pay nine percent (9%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

4. Cost Sharing: Classic member employees pay an additional one and one half percent (1.5%) compensation earnable for their retirement contribution as cost sharing in accordance with Government Code section 20516(f).

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: Unit members who are defined as “new members” under the PEPRA, are covered by the 2.7% at 57 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.25(d).

2. Retirement Benefit Calculation Period: For unit members defined as “new members” under the PEPRA such employees’ final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

4. Cost Sharing – New member employees pay an additional one and one half percent (1.5%) compensation earnable for their retirement contribution as cost sharing in accordance with Government Code section 20516(f).

C. Additional Optional Benefits for All Employees
The following list of optional benefits is listed here in the MOU for the convenience of the parties to reflect what is currently in the City’s contract with CalPERS. It is the City’s contract with CalPERS and the Public Employees’ Retirement Law that determines the application of these benefits to members of the Association.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit and the employer cost for the difference between the Level 3 and Level 4 survivor benefits.

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18 2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024. The costs are borne by the Member electing to purchase the service credit.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit (Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. All associated costs are borne by the member electing to purchase the service credit.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue After Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

10. Pre-Retirement Death Benefits to Continue After Remarriage of Survivor: The City’s contract with CalPERS provides the Pre-Retirement Death Benefits to Continue After Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

12. Local Fire Fighter – The City’s contract provides for the benefit in Government Code § 20434 – “Local Fire Fighter” includes any officer or employee of a fire department employed to perform firefighting, fire prevention, fire training, hazardous materials, emergency medical services, or fire or arson investigation services.

D. Definitions of “New Member” and “Classic Member per the Public Employees’ Pension Reform Act of 2013 – PEPRA
The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.

New Member
Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:
(1) An individual who becomes a member of any public retirement system for the first time on or

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19 after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02. (3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.

ARTICLE 19 – TUITION REIMBURSEMENT
The City recognizes the value of an educated workforce and encourages employees to pursue higher education. This section provides reimbursement to unit members for tuition and textbooks for job-related college courses. Employees shall use their off-duty hours in the pursuit of higher education unless otherwise authorized by the Fire Chief.

Subject to satisfaction of all criteria set forth in Section 19.1, for education plans approved in writing by the City after March 21, 2018, the City shall reimburse Members for the costs described in Section 19.2 up to a lifetime maximum amount of $10,000 per employee (“Lifetime Maximum”). For education plans approved in writing by the City on or before March 21, 2018, the Fiscal Year Maximum and the Lifetime Maximum shall not apply.

Section 19.1 – Pre-Approval
Unit members must apply for and receive written approval from their supervisor and authorization from the Fire Chief or his designee prior to enrolling in classes. College degrees must be obtained from an institution with full accreditation status granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 19.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to tuition and books (including e-books) required for the course. The time invested in the pursuit of education is the employee’s responsibility unless otherwise authorized by the Fire Chief. Supplies, optional textbooks, mileage on the employee’s car, parking fees, lab fees, student fees, health fees, all other fees and costs are not reimbursable.

Section 19.3 – Procedure
Subject to the Fiscal Year Maximum and the Lifetime Maximum, the City will reimburse eligible employees for formal education completed through an accredited college or university which leads to an Associates, Bachelors or Master’s Degree in Fire Administration, Fire Engineering, or other job-related majors approved by the Fire Chief. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department. If seeking a degree, the member must submit a plan indicating the requisite course work leading to the degree that is approved by the educational institution. The request must be forwarded to the Fire Chief for approval.

An employee receiving funds for tuition and books paid for from other sources, including, but not limited to, grants, scholarships, and veteran’s educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City.

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20 Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval.

Reimbursement will be made as soon as practical.

Those seeking a degree must attain a grade of “C” or better for undergraduate courses and a grade of “B” or better for graduate courses. Those undergraduate courses taken for “credit” will be reimbursed so long as units are accrued at the rate of a “C” grade for undergraduate courses. Classes where the employee receives a grade of pass or fail will not be reimbursed.

City vehicles shall not be authorized for transportation to and from courses unless authorized by the Fire Chief.

Section 19.4 – Voluntary Separation from Employment
A unit member who voluntarily leaves employment with the City within one year of receiving a reimbursement per this Section shall be required to repay the City for any reimbursement received during the 12 months preceding their separation date.

Section 19.5 – Certification Classes
The Fiscal Year Maximum and the Lifetime Maximum shall not apply to, and Members will be entitled to full reimbursement for tuition and textbooks for, classes leading to certifications/qualifications from the California Incident Command Certification System or the Office of the California State Fire Marshal as shown on the State Fire Training website. Reimbursement for other job-related certification classes may be approved by the Fire Chief
ARTICLE 20 – ADDITIONAL BENEFIT PROVISIONS
Section 20.1 – PORAC Membership Fee
The City agrees to reimburse the Association for cost of the Association’s PORAC Membership fee.

Section 20.2 – Employee Assistance Program (EAP)
The City will provide an Employee Assistance Program to all employees free of charge. Employees and their immediate family members shall have direct access to mental health clinicians specializing in public safety.

This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems.

Section 20.4 – Safety Shoes
The City shall provide safety shoes for unit members.

Section 20.5 – Driver’s License Physical
Fire Engineers, “Acting Fire Engineers,” and Fire Captains shall be entitled to be reimbursed for any time spent obtaining the required State Class B or Firefighter Restricted Driver’s License including any necessary physical examination.

Section 20.6 – Body Scan
Members will receive a $500 reimbursement for a body scan for every 10 years of service with the City of

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21 Corona. For example, upon the effective date of this MOU, a CFA member who currently has 8 years of experience with the City would be eligible for a one-time $500 reimbursement.  Then, in two years, once they have reached 10 years with the City, the person would be eligible again for the $500 reimbursement.

Finally, 10 years later, they would again be eligible for $500 reimbursement.

CHAPTER 4 – LEAVES OF ABSENCE
ARTICLE 21 – ANNUAL LEAVE
Section 21.1 – Accrual of Annual Leave
Annual leave is compensated absence for employees who are absent from duty because of illness, injury, medical or dental care appointments, personal business, or personal vacation.

Full-time Employees: Each biweekly pay period, Annual Leave hours earned are posted to the account of each employee as follows:

ALL UNIT MEMBERS EXCEPT FOR BATTALION CHIEFS – 56 HOUR ACCRUAL RATES:

Years of Service With the City Accrual Rate Per Payroll Annual Accrual 1-5 12.15 316 hours
6-8 13.08 340 hours
9-15 14.46 376 hours
16 + 16.77 436 hours
BATTALION CHIEFS – 56 HOUR ACCRUAL RATES:

Years of Service With the City Accrual Rate Per Payroll Annual Accrual 1-5 13.39 348 hours
6-8 14.30 372 hours
9-15 15.69 408 hours
16 + 17.99 468 hours
ALL UNIT MEMBERS (EXCEPT BATTALION CHIEFS AND THE DEPUTY FIRE CHIEF) – 40 HOUR ACCRUAL RATES:

Years of Service With the City Accrual Rate Per Payroll Annual Accrual 1-5 8.68 225.68 hours
6-8 9.34 242.76 hours
9-15 10.33 268.46 hours
16 + 11.98 311.22 hours
BATTALION CHIEF AND DEPUTY FIRE CHIEF – 40 HOUR ACCRUAL RATES:

Years of Service With the City Accrual Rate Per Payroll Annual Accrual 1-5 9.56 248.56 hours
6-8 10.21 265.46 hours
9-15 11.21 291.46 hours
16 + 12.85 334.10 hours
Section 21.2 – Employees on Initial Probation

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22 For probationary employees employed less than one full year they shall accrue Annual Leave as follows:

During their probationary period, they shall accrue one-half of the Annual Leave at the rate of a 1-5 year full time regular employee as Probationary Sick Leave. They shall accrue the one-half of the Annual Leave at the rate of a 1-5 year full time regular employee as Annual Leave.

When the employee completes one year of service, any hours that the employee has accrued as Probationary Sick Leave shall be rolled into their Annual Leave account and their Probationary Sick Leave account will be eliminated.

At six (6) months, the probationary employee may request up to one week of “Advanced Annual Leave” for vacation purposes with the permission of their supervisor.

If an employee’s probation is extended, even though still on probation, once they are employed for one year they will accrue Annual Leave per the chart above as an employee who has completed one year of service.

Section 21.3 – Use of Annual Leave
a. Employees schedule Annual Leave for themselves by submitting requests to use their Annual Leave. The Fire Chief or designees responsible for approving Annual Leave being requested in advance (as opposed to it being used for illness and injury where advance notice is not possible) shall grant the request if it is operationally feasible (i.e., services can still be provided without the employee) to do so. Selection of vacation (i.e., when employees can use Annual Leave for vacation) shall be made using a process that is fair to the employees. This can include seniority or some other equitable method.
b. The Fire Chief or designee may require the employee to furnish satisfactory evidence justifying the use of Annual Leave used as sick leave. This may, for example, include a doctor’s note. c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness. If it is later determined that the injury was industrial, Annual Leave used shall be reimbursed to the employee. If the claim is accepted and an employee exhausts leave per Labor Code section 4850 but remains off work, the employee may supplement their total temporary disability payments with Annual Leave to receive up to 100% of their base salary.
d. Employees may use Annual Leave for the illness of a family member as described in Labor Code section 233 and 245.5 – child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent and designated person.

Section 21.4 – Cash Out or the Conversion of the Value of Annual Leave There are three situations described below when an employee may have their Annual Leave cashed out or converted to deferred compensation or their Retirement Health Savings Account (RHS) by the City. All Annual Leave cashed out or converted to deferred compensation or RHS in this section will be valued at each employee’s base hourly rate of pay plus the percentage of each employee’s Longevity Pay as provided in section 4.5 of this MOU.

21.4.1 - Maximum Accrual of Annual Leave – Conversion Above 1125 or 804 Hours On the last day of the last pay period that ends in each calendar year, if an employee has accrued

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23 more than 1,125 hours (for employees assigned to a 56-hour assignment) or 804 hours (for employees assigned to a 40 hour assignment) of Annual Leave, the Annual Leave hours in excess of these amounts will be converted to the monetary equivalent as described in Section 21.4 and placed in the Retirement Healthcare Savings (RHS) Account or the City’s 457(b) deferred compensation plan(s) on the employee’s behalf.

For employees who have informed the City that they will be retiring at the end of the calendar year, they will have the option to allow the hours described above (either 1125 or 804) to be converted to the RHS, the City’s 457(b) deferred compensation plan(s), or have the hours above (either 1125 or 804) subject to section 21.4.2.

21.4.2 - Separation from the City
Employees separating from the City have the following options regarding their accrued Annual Leave.

1. Employees can be paid (as taxable wages) for their accrued Annual Leave (and if employed less than one–year sick leave) as described in Section 21.4.

2. Employees may make an irrevocable election prior to the first day of the month of separation to contribute accrued Annual Leave to the employee’s account provided under the City’s 457(b) deferred compensation plan. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

3. Employees may also receive any amount of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up to the maximum amount permitted under the IRS Code.

21.4.3 - Annual Leave Cash Out
On or before the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out Annual Leave that will be earned in the following calendar year up to the following maximum cash out: 224 hours for employees assigned to a 56-hour assignment and up to 160 hours for employees assigned to a 40-hour assignment. The employee can elect to receive the cash out in the week after the payday for the pay period that includes December 1.

In addition to the above, any employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Talent Officer for a payoff of accrued flex leave. The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave earlier in the year than described above.

21.4.4 - Donating Annual Leave
All employees may donate Annual Leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

ARTICLE 22 – HOLIDAYS

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24 The following days will be recognized by the City as Holidays for members of the Unit:

1. January 1st – New Year’s Day

2. The third Monday in January – Martin Luther King, Jr. Day

3. The third Monday in February – President’s Day

4. The last Monday in May – Memorial Day

5. June 19th - Juneteenth

6. July 4th – Independence Day

7. The first Monday in September – Labor Day

8. November 11th – Veteran’s Day

9. The fourth Thursday in November – Thanksgiving Day

10. The Friday immediately after Thanksgiving Day

11. December 24th – Christmas Eve

12. December 25th – Christmas Day

13. December 31st – New Year’s Eve

14. Every day appointed by the President, Governor, or Mayor, with the consent of the City Council, except for every day on which an election is held throughout the state.

Employees assigned to a suppression schedule (i.e., an average of 56 hours per week) and Battalion Chiefs (assigned to suppression) shall be paid twelve (12) hours for each holiday at the member’s base hourly rate plus the following applicable additional pays: (Longevity, Bilingual, Haz-Mat, Annual Secondary Medic, Paramedic Coordinator CQI, and the 40-hour assignment pay) paid on the pay day following the holiday.

With the exception of the Deputy Fire Chief, employees assigned to a 40-hour schedule shall be compensated for holidays as follows:

1. For those employees whose regular work shift falls on the holiday (e.g., for President’s Day for employees who work on Mondays), who observe the holiday by not working, shall be paid their regular work hours.

2. If these employees work on the holiday, they shall receive time and one-half for all time worked on the holiday. This is in addition to holiday pay for the number of hours of their regular shift on that day.

3. If these employees work on a holiday that is not a regularly scheduled workday (e.g., the Friday after Thanksgiving for employees not scheduled to work on Fridays) they shall receive time and one half (1.5) for the hours worked on the holiday as well as ten (10) hours of Annual Leave which shall accrue to their Annual Leave bank. If they work a suppression shift (24-hour shift) on the holiday, they will be paid at time and one-half (the suppression rate) for the shift, and will receive ten (10 hours) of Annual Leave.

The Deputy Fire Chief shall observe the holiday (if it occurs on their regular workday) and shall be paid their regular work hours. If the Deputy Chief works the holiday, they will be paid their regular work hours, and accrue

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25 up to ten (10) hours of Annual Leave. If the holiday occurs on a day that is not a regularly scheduled workday, they shall accrue up to ten (10) hours of Annual Leave.

ARTICLE 23 – COMPASSIONATE LEAVE
Compassionate Leave: Paid leave may be granted to a regular employee in the case of death in their family.

For the purposes of clarification, family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents).

Employees who are regularly scheduled to work forty (40) hours per week are eligible for up to forty (40) hours of paid compassionate leave.

Employees who are regularly scheduled to work an average of fifty-six (56) hours per week (i.e., a suppression schedule) are eligible for up to sixty (60) hours of paid compassionate leave. In addition, these employees are eligible to receive up to an additional sixty (60) hours of paid compassionate leave per occurrence. However, this additional sixty (60) hours of compassionate leave is unpaid (although employees may use Annual Leave) and must be used within three months of the death of the family member.

ARTICLE 24 – MILITARY LEAVE
Employees are entitled to military leave benefits as provided by both State and Federal law. In addition, as provided for in City Resolution #2001-130, an employee who is involuntarily called to active duty shall be paid the difference between their monthly salary from the City (just prior to being involuntarily called to active duty) and their military pay until release from active duty.

ARTICLE 25 – EXECUTIVE LEAVE
The Deputy Fire Chief who is exempt from overtime under the Fair Labor Standards Act (FLSA) shall have the ability to use Executive Leave.

Section 25.1 - Accrual of Executive Leave
The Deputy Fire Chief receives twenty-seven (27) hours of Executive Leave per quarter (July 1 – September 30, October 1 – December 31, January 1 – March 31 and April 1 – June 30) based on a fiscal year. As permitted by Labor Code section 227.3, although no amount of Executive Leave ever has cash value, up to eighty (80) hours of Executive Leave that has been accrued, but unused, as of the last payroll period of any fiscal year shall carry over to the next fiscal year. Any such hours in excess of shall eighty (80) not carry over to the next fiscal year.

An employee who becomes eligible for Executive Leave in the middle of a quarter (i.e., they are hired or promoted into the classification of Deputy Fire Chief in the middle of a quarter) shall earn 4.16 hours of Executive Leave per pay period until the end of the quarter. At the beginning of the next quarter, they shall accrue 27 hours of Executive Leave.

Section 25.2 - Use of Executive Leave
A. Executive Leave must be used in one (1) hour increments. The Deputy Fire Chief must request and obtain approval from the Fire Chief to use Executive Leave as they would request Annual Leave. Requests will be approved if the department’s schedule can accommodate the request.

B. The Deputy Fire Chief shall only use Executive Leave hours that have been previously accrued during the fiscal year. The Deputy Fire Chief shall not be permitted to have a negative balance in their Executive Leave hour balance or use Executive Leave they have not yet accrued.

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26 C. Executive Leave cannot be donated to another employee.

D. The Deputy Fire Chief cannot use unused Executive Leave upon separation from employment or retirement, in order to extend the employee’s date of separation or date of retirement.

ARTICLE 26 - JURY DUTY AND WITNESS LEAVE
Section 26.1 – Jury Duty

1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, provide documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.

2. If an employee is required to be absent from work to report for jury duty, the employee will following department policy

3. An employee on jury duty must return to work after the jury service is done for the day.

Section 26.2 – Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasijudicial proceeding in a manner related to City business shall be allowed time off without loss of pay (or overtime if off duty) perform such duties. All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay (unless approved Annual Leave is used) to appear at a matter outside the scope of their employment in which the employee is a party.

CHAPTER 5– EMPLOYER-EMPLOYEE RELATIONS
ARTICLE 27 – ASSOCIATION REPRESENTATIVES AND ACTIVITIES Section 27.1 – Preparation for Negotiations for a Successor MOU Upon the City and CFA planning, preparing, or meeting and conferring for the purpose of negotiating a successor MOU, the CFA members comprising the CFA negotiating team shall be provided backfill coverage and/or overtime when meeting with the City negotiating team. Permission to use the time shall be requested from the Fire Chief or his representative and such permission shall be granted promptly unless an employee’s absence would cause undue interruption of the work.

Section 27.2 – Copy Machines and Meetings
The members of the Association will be allowed to use City copy machines for the Association’s business, subject to reasonable approval of the City Manager.

Members of the Association will be allowed the use of City meeting rooms for membership meetings, as available.

The City agrees, upon prior approval by the Fire Chief, that the Association may hold a maximum of one (1) Association meeting per month, not to exceed one (1) hour in length. One (1) station crew will be allowed to join a second station crew for the purpose, subject to emergency conditions as determined by the Fire Department’s management, i.e., if there is an emergency call, employees may need to leave the meeting to address the call.

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27 Section 27.3 – Time Bank
The City shall establish a “Time Bank” for use by the members of the Association to participate in those activities that are related to wages, hours, and working conditions. To use the Time Bank, employees must receive approval from the Association’s Board of Directors.

The “Time Bank” shall be funded by relinquishment of Holiday hours (56-hour employees have eight (8) hours of Holiday Leave deducted to fund the Time Bank – four (4) hours for Memorial Day and four (4) hours for Labor Day) or Annual Leave hours (40-hour employees have seven (7) hours of Annual Leave deducted to fund the Time Bank – three (3) hours for Memorial Day and four (4) hours for Labor Day) by members of the Unit.

The following is the procedure for tracking Time Bank hours:
1) All hours collected from members are converted to dollars at that member’s current hourly rate and assignment (40-hour or 56-hour) at the time of conversion. 2) All hours used are subtracted from the Time Bank at the hourly rate and assignment (40- hour or 56-hour) of the member using the Time Bank hours at the time of use. 3) Since Time Bank hours are converted to dollars, the dollar value of the Time Bank will be tracked separately on a spreadsheet by the City and provided to the Association who will receive an updated spreadsheet each pay period. The value of the donated hours are the possession of the Association.
4) An employee who uses the Time Bank shall use the appropriate Time Bank payroll code in recording their time.

Section 27.4 – Investigating Grievances
Members of the Association’s Board of Directors and its officers, not to exceed three (3), may be allowed reasonable time away (one at a time) from their City duties to expeditiously investigate and assist in the process of grievances without loss of pay. A list of those three (3) shall be kept current by the Association and provided to the Chief Talent Officer. Since this is time performing duties related to grievances while on duty, if there is a call for service requiring the employee to respond, the employee will be required to respond to that call.

Section 27.5 – Committees

27.5.1 – Committee Selection
The Department will provide a fair and equitable method when choosing employees for Department committees and programs. Every Fire Department committee will have one representative chosen by the CFA Board of Directors. This requirement may be waived by the CFA Board of Directors.

Section 27.6 – Deductions for Association Dues and Insurance Premiums The City will deduct dues from members of the Association and will remit it to the Association. It is the Association’s responsibility to inform the City’s Human Resources Department as to which members of the bargaining unit are members of the Association. The Association shall inform the Human Resources Department in writing of any changes in the membership status of any Association members. The City will notify the Association when an employee is hired into a classification represented by the Association or a current employee transfers into a classification represented by the Association.

The City will also deduct the amount each employee has authorized for insurance premiums.

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28 No deductions will be made when the salary, after taxes, retirement, garnishments or other deductions authorized by the member or required by law, is insufficient to pay the dues, etc. The Association agrees to defend, indemnify and hold the City harmless against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the City under this Section.

ARTICLE 28 – MANAGEMENT RIGHTS
The Association recognizes that the City has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer, and manage its municipal services and work force performing those services in all respects subject to this MOU.

The City Manager and Fire Chief have and will continue to retain exclusive decision-making authority on matters not specifically and expressly modified by specific provisions of this Memorandum of Understanding, and such decision-making shall not be in any way, directly or indirectly, subject to the grievance procedure.

The exclusive rights of the City shall include, but not be limited to: the right to determine the organization of the City government and the purpose and mission of its constituent agencies; to set standards of service to be offered to the public, and through its management officials to exercise control and discretion over its organization and operation; to establish and effect administrative regulations and Employment Rules and Regulations consistent with law and the specific provisions of this MOU to direct its employees; to take disciplinary action for just cause; to relieve its employees from duty because of lack of work or for other legitimate reasons; to determine whether goods or services shall be made, purchased, or contracted for; to determine the methods, means, and personnel by which the City's services are to be provided, including the right to schedule and assign work and overtime and to otherwise act in the interest of efficient service to the community.

ARTICLE 29 – PROBATIONARY PERIOD
Section 29.1 – Length of Probationary Period
The probationary period for all positions in the bargaining unit shall be one year. Employees on their initial probationary period are at-will employees. If an employee passes their probationary period, they shall become regular employees. If an employee is rejected from probation, they are not entitled to due process to challenge the decision to reject them from probation.

Employees promoted to a higher classification within CFA (this does not include movement within one of the four Position Series) shall be subject to a six-month probationary period. If an employee is rejected from probation having previously passed probation in the classification from which they promoted, they shall be entitled to return to their prior position.

Section 29.2 – Extension of Probation
An employee’s probationary period can be extended for three reasons:
1) The employee was on a leave of absence without pay for any workdays during probation. The employee’s probationary period shall be extended for the number of workdays the employee was on the leave of absence without pay.
2) The employee was unable to work due to an industrially caused injury or illness. The employee’s probationary period shall be extended for the number of workdays the employee was unable to work due to the industrially caused injury or illness.
3) Based on the discretion of Fire Chief with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments.

If this decision is made, the City will inform the probationary employee in writing that their probation

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29 has been extended prior to any extension and will inform the employee of the new date upon which their probationary period will end.

ARTICLE 30 – LAYOFF PROCEDURE
If the City determines that layoffs are necessary, the following procedures shall be followed:

1. Layoffs for the following classifications shall be based on seniority (i.e., time in service) for all job classifications held: All Fire Fighters, Firefighter/Paramedics, 40-Hour Firefighters, 40-Hour Firefighter/Paramedics, Firefighter Trainees, Firefighter/Paramedic Trainee, Fire Engineers, 40-Hour Engineers, Fire Captains, 40-Hour Captains, Battalion Chiefs, and Deputy Fire Chief shall be considered as one job classification and seniority within the unit shall be based on the principle of ‘the last hired full time / permanent employee shall be the first full time / permanent employee to be laid off regardless of their rank. Specialty positions shall have no bearing on the layoff order. An employee in one of these classifications who is laid off shall have the right to bump to a lower classification that they held in which they hold more overall seniority (in all classifications in this unit) than the employee being bumped.

2. Layoffs for any classifications not identified in paragraph 1 above shall be based on seniority in the particular classification. If such an employee is subject to layoff, they have the right to bump into a lower level previous classification held if their seniority in their current and lower level previous class is more than the seniority of an employee currently in that lower level class.

3. If two or more employees have the same hire date, then their numerical Academy score will be used to determine their seniority. The lower their score, the lower their seniority.

4. If the City determines that demotions are necessary to rebalance the work force after layoffs have occurred, the employee who was promoted last to the rank where the demotion needs to occur shall be demoted first. If two or more employees were promoted to the rank in question on the same date, the numerical score on the employee’s most recent employment or promotional exam will be used to determine their seniority. The lower their score ranking, the lower the seniority.

5. When an employee is demoted to a lower rank due to layoffs, that employee’s seniority in that rank shall be based on their original promotion or hire date to that rank.

6. Any employee laid off or demoted to a lower rank due to layoffs will be put onto a recall list for use within the first two (2) years from the layoff date. Within that two (2) year period, employees on this list shall be re-promoted or recalled to their former position as soon as a vacancy or new position becomes available. The employees shall be recalled or re-promoted based on the last employee laid off/demoted shall be the first to be recalled orre-promoted.

7. Employees notified of a recall shall have up to 14 days to return to work. An employee who is offered to be recalled who is unable to report to work with fourteen (14) days shall no longer be eligible to be recalled.

8. Once an employee is re-promoted or recalled, their seniority shall be based on their original hire/promotion date.

9. For purposes of determining an employee’s seniority in a classification, time spent in the classification as a “provisional” promotee” (i.e., when an employee has been temporarily been promoted to a classification) shall count as time in that classification.

10. If an employee is laid off, their Annual Leave shall be paid off as it would be paid off at separation.

11. Employees who are laid off shall be offered a position off the recall list (which expires in two years) before