Garden Grove City Council
July 8, 2025

Memorandum of
Understanding

Between the Orange County Employees
Association, Garden Grove Chapter and the City
of Garden Grove

July 1, 2025 – June 30, 2027

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Association MOU 2025-27

Garden Grove Association
Contract

July 1, 2025 – June 30, 2027

Stephanie Klopfenstein, Mayor

Joseph DoVinh, Mayor Pro Tem, District 4
George S. Brietigam III, District 1 Phillip Nguyen, District 2 Cindy Ngoc Tran, District 3 Ariana Arestegui, District 6 Yesenia Muñeton, District 5

Lisa L. Kim, City Manager

Jany H. Lee, Human Resources Director

CITY NEGOTIATING TEAM

UNION NEGOTIATING TEAM
Irma Rodriguez Moisa, SPOKESPERSON
Attorney
Kerensa Schupmann, SPOKESPERSON
Sr. Labor Relations Rep, OCEA
Jany H. Lee
Human Resources Director
Dana Marie Saucedo
President
Liane Kwan
Human Resources Manager
Gary Hernandez
Vice President
Mario Martinez
Police Captain
Amanda Cross
Board Member
Stephen Porras
Public Works Supervisor
Chrystal Weyker
Board Member
Caitlyn Stephenson
Principal Human Resources Analyst
Charles Leon
Labor Relations Rep, OCEA
Amy Vo
Principal Administrative Analyst
Julie Bott
Labor Relations Rep, OCEA
Matthew West
Assistant City Manager
Mariela Ortiz
Labor Relations Specialist, OCEA

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Association MOU 2025-27

CITY OF GARDEN GROVE

MEMORANDUM OF UNDERSTANDING

PURSUANT TO THE CALIFORNIA MEYERS-MILIAS-BROWN ACT

BY AND BETWEEN THE

GARDEN GROVE CHAPTER OF THE ORANGE COUNTY EMPLOYEES ASSOCIATION

AND THE

CITY OF GARDEN GROVE
2025 - 2027
THIS MEMORANDUM OF UNDERSTANDING has been prepared pursuant to Resolution No. 4066-71, as amended, of the City of Garden Grove, which Resolution is generally identified as the "EMPLOYEE RELATIONS RESOLUTION" and the Government Code Sections 3500 through 3510, as amended, whi ch is generally referred to as the Meyers -Milias-Brown Act.

This Agreement has been developed as a result of the requests of the Garden Grove Chapter of the Orange County Employees Association. The items in this Agreement are subject to the approval of the City Manager and the City Council of the City of Garden Grove and will be placed into effect upon the taking of administrative action by the City Manager's Office and the adoption of the necessary ordinances and resolutions by the City Council, if acceptable to them, in accordance with the terms and conditions hereinafter set forth.

For simplicity of language and usage, whenever the male pronoun is used it shall be assumed to apply to both genders.

The parties agree that the provisions contained herein shall be subject to all applicable laws and cover the period from July 1, 2025, to June 30, 2027.

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Association MOU 2025-27

ASSOCIATION / CITY

MEMORANDUM OF UNDERSTANDING

2025 - 2027

TABLE OF CONTENTS

ARTICLE PAGE
I. RECOGNITION AND RIGHTS .............................................................................. 5 II. SALARY AND COMPENSATION ............................................................................ 9 III. FRINGE BENEFITS .......................................................................................... 13 IV. WORK SCHEDULES AND OVERTIME .................................................................. 18 V. LEAVE POLICY ............................................................................................... 22 VI. EQUIPMENT AND SAFETY ................................................................................ 31 VII. WORKING CONDITIONS .................................................................................. 32 VIII. GRIEVANCE, DISCIPLINE, LAYOFF, AND PROBATIONARY PERIOD ......................... 33 IX. GENERAL PROVISIONS ................................................................................... 36

EXHIBIT PAGE
A. REPRESENTED CLASSIFICATIONS/SALARY RANGE .............................................. 38 B. TUITION REIMBURSEMENT PROGRAM ............................................................... 41 C. SICK LEAVE PAY OFF ....................................................................................... 45 D. EMPLOYEES ASSOCIATION UNIFORM ALLOWANCE .............................................. 47

INDEX .................................................................................................................... 48

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ARTICLE I

RECOGNITION AND RIGHTS

1. OCEA RECOGNITION
The City hereby recognizes the OCEA as the exclusive representative of the employee representation unit described in Exhibit "A" to the exclusion of all other organizations; provided, however, that nothing contained herein shall be construed to deny those employees who do not belong to OCEA from representing themselves.

2. ASSOCIATION REPRESENTATION
The City agrees to grant reasonable access to employee work locations to officially designated Association representatives for the purpose of processing grievances and in accordance with this Memorandum of Understanding. Each rep resentative, upon notification to his immediate supervisor, may be permitted to leave his regular work schedule during working hours, for reasonable periods of time to perform the following functions:
a. To represent to a supervisor, a request for a grievance which the Association representative has been requested by any employee or group of employees, to present to such a supervisor.
b. Investigate any request for adjustment of grievances in the representative's division and present such request for adjustment to the supervisor of the employee who initiated the grievance request.
c. Attend meetings with management when the representative's presence is necessary to present the grievance for adjustment.

The Association shall notify the City in writing of the names of all representatives who are authorized to represent the employees in the bargaining unit. The number of names including the Association business representative performing these functions shall not exceed five.

The Association representative shall be granted permission to leave his work assignment if his absence will not cause an undue interruption of work.

Each representative shall report to his supervisor the time leaving his work location to perform such duties as set forth herein. The representative sh all report to the supervisor immediately upon completion of these duties.

3. PEACEFUL PERFORMANCE
a. The Association agrees that neither the Association or its officers, agents, or members will directly or indirectly cause, sanction, permit, support , or engage in any strikes, slowdowns, walkouts, stoppages of work, or other concerted interference with City’s business or operations.

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b. The Association and its officers and officials shall take every reasonable, prompt, and positive measure to prevent and stop any unau thorized strike, slowdown, walkout, or stoppage of work.
c. Participation in a strike , slowdown, walkout, stoppage of work or concerted interference with the City’s business or operations shall be deemed an unauthorized absence subject to disciplinary action.
d. Should the Association or its officers, agents, or members violate this Section, the City does not waive its right to seek legal and/or equitable relief.

4. MANAGEMENT FUNCTIONS
All management rights and functions except those which are clearly and expressly limited in this Memorandum of Understanding shall remain vested exclusively in the City. It is expressly recognized merely by way of illustration and not by way of limitation that such rights and functions include, but are not limited to:
a. Manage the City.
b. Schedule working hours.
c. Establish, modify or change work schedules or standards. d. Institute changes in procedures.
e. Direct the work force, including the right to hire, promote, demote, transfer, suspend, discipline or discharge any employee.
f. Determine the location of any new facilities, buildings, departments, divisions, or subdivisions thereof, and the relocation, sale, leasing or closing of facilities, departments, divisions, or subdivisions thereof.
g. Determine services to be rendered.
h. Determine the layout of buildings and equipment and materials to be used therein.
i. Determine processes, techniques, methods, and means of performing work. j. Determine the size, character and use of inventories. k. Determine financial policy including accounting procedure. l. Determine the administrative organization of the system. m. Determine selection, promotion, or transfer of employees. n. Determine the size and characteristics of the work force. o. Determine the allocation and assignment of work to employees. p. Determine policy affecting the selection of new employees. q. Determine the establishment of quality and quantity standards and the judgment of quality and quantity of work required.
r. Determine administration of discipline.
s. Determine control and use of City property, materials, and equipment. t. Schedule work periods and determine the number and duration of work periods. u. Establish, modify, eliminate or enforce rules and regulations. v. Place work with outside firms.
w. Determine the kinds and numbers of personnel necessary. x. Determine the methods and means by which such operations are to be conducted.
y. Require employees, where necessary, to take in -service training courses during working hours.
z. Determine duties to be included in any job classification. aa. Determine the necessity of overtime and the amount of overtime required.

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bb. Take any necessary action to carry out the mission of the City in cases of any emergency.
cc. Prescribe a uniform dress to be worn by designated employees.

The exercise of the foregoing powers, rights, authority, duties and responsibilities by the City, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this contract, and then only to the extent such specific and express terms are in conformance with law.

By the addition of this article to the agreement, the parties do not intend to add to or subtract from the appeal and grievance rights formerly possessed by the employees.

5. PAYROLL DEDUCTION/CHECK OFF
a. Membership dues of OCEA members in this Representation Unit and insurance premiums for such OCEA sponsored insurance programs shall be deducted by the City from the pay warrants of such members. The City shall promptly transmit the dues and insurance premiums so deducted to OCEA. There shall be only one OCEA deduction per pay period.
b. OCEA shall notify the City, in writing, as to the amount of dues uniformly required of all members of OCEA and also the amount of insurance premiums required of employees who choose to participate in such programs. Once per fiscal year, the City will, upon written request of OCEA, change the amount of the OCEA deduction for the purposes of any change in OCEA dues. Any other changes in the OCEA dues deduction amount shall be made only upon written request of the employee via the City-authorized payroll deduction card. c. Whenever the OCEA notifies the City that there has been a change in the amount required to be deducted for membership dues, the OCEA shall provide certification that the dues paying members of the unit have been notified of such change.
d. The City assumes no responsibility for keeping itemized records of deductions.

The OCEA agrees to hold the City harmless and indemnify the City in any litigation arising out of conformance to this article.
e. On October 1 of each year, the City shall provide OCEA with a listing of all current employees in this Unit. Such list shall include employee name, job classification and department.
f. The City, upon request of OCEA , will provide a quarterly listing of all new employees hired into classifications in this unit. OCEA will provide general information, including copies of this MOU, to the City for inclusion in new employee orientation information packets.

6. BULLETIN BOARD(S)
The City will provide space on a bulletin board(s) in City Hall and in the Police Department for the use of OCEA in posting matters of Association business.

The bulletin board(s) shall be used for the following:

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a. recreational, social and related association bulletins; b. scheduled association bulletins;
c. reports of official business of the association; and d. any other written material which has been approved and initialed by the City.

Posted notices shall not be obscene, defamatory or of a partisan politi cal nature, nor shall they pertain to public issues which do not involve the City or its relations with City employees.

7. JOB DESCRIPTIONS
The City shall maintain job descriptions setting forth job duties in each classification within the bargaining unit rep resented by the Garden Grove Chapter of the Orange County Employees' Association. A copy of each job description shall be made available to the Association. The duties of each classification shall be descriptive of the work performed in that classification.

8. TEMPORARY EMPLOYEES
By way of clarification, temporary full -time and part-time employees are not eligible for the fringe benefits, paid leave policies, or bonus pay programs (e.g., assignment pay, education incentive, etc.) that are available under this Memorandum of Understanding.

9. CONTENTS OF PERSONNEL FILE
a. Adverse statements shall not be included in an employee's official personnel file unless a copy is provided to the employee.
b. An employee shall have the right to copy the pertinent parts of his offic ial personnel file in any case where the employee disputes some issue related to performance or is contesting disciplinary action.
c. An employee shall have the right to respond in writing to any information contained in his official personnel file, such reply to become a permanent part of such employee's official personnel file. Any such written response is to be submitted within thirty (30) days of the date on which the employee either acknowledges in writing receipt of the first document containing such information or refuses to sign such an acknowledgment. Should the employee's response be based on material facts that he or she was not aware of during the thirty (30) day time period and had no reason to be aware of, then this thirty (30) day time period will be waived.

10. ASSOCIATION LEAVE WITH PAY
The City shall allow members of the Association Board a cumulative total of twenty - five (25) hours leave with pay each calendar year in order for Association Board members to attend related functions or meetings. T he Association President shall request approval in advance from the department director or designee to use this leave.

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ARTICLE II

SALARY AND COMPENSATION

1. WAGES
a. Effective in the pay period following July 1, 2025, all members of the bargaining unit shall receive a three percent (3%) increase to base salary. b. Effective in the pay period following July 1, 2026, step “J” (a five percent (5%) step) on the salary schedule shall be created . Members of the bargaining unit who, as of the pay period following July 1, 2026, have been in step “I” for over a year may be eligible for a merit increase.
c. Effective in the pay period following July 1, 2026, current step “A” shall be eliminated. Any employee who is at step “A” on the pay period of implementation s hall automatically move to step “B” and shall have their anniversary date moved (for purpose of merit step increase) to the date of implementation.
d. Effective in the second pay period in June 2027, current step “B” shall be eliminated. Any employee who is at step “B” on the pay period of implementation shall automatically move to step “C” and shall have their anniversary date moved (for the purposes of merit step increase) to the date of implementation.

2. SALARY INCREASES
a. Salary Step Increases
All salary step increases will become effective on the first day of the pay period in which the employee's anniversary date occurs, unless there is a postponement. In the event of a postponement, the effective date of the step increase will be the first day of the pay period in which the increase is authorized.

In the event of a postponement, the employee will be provided the reasons for the postponement in their evaluation.

Except for employees who are assigned in the Police Department, effective January 1, 2026, an employee who does not receive an evaluation within ninety (90) days of their anniversary date will be advanced to the next step within the salary range of their classification, regardless of their evaluation rating. The step increase shall be retroactive to the first day of the pay period in which the anniversary date falls.
b. Salary Increase Upon Promotion
The phrase "at least five percent higher" in Section 2.44.210 of the Municipal Code is clarified, through rounding, to mean "at least 4.5 percent higher". c. Salary Increase Upon Appointment to a Position in an Acting Capacity

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The phrase "less than five percent higher" in Section 2.44.230 of the Municipal Code is clarified, through rounding, to mean "less than 4.5 percent higher".

3. ACTING PAY
An employee who is appointed to serve in an acting capacity shall be compensated in accordance with Municipal Code Section 2.44.230, as clarified in Section 2(c) of this Article.

A person appointed in an acting capacity shall be eligible to receive merit increases in his permanent position during the acting appointment but shall not be entitled to merit increases in the position which he or she holds in an acting capacity.

This payment will begin no later than thirty (30) calendar days after the employee is assigned to the position by his department director.

To the extent permitted by law, Acting Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(3) for “Classic” members as Temporary Upgrade Pay.

4. TEMPORARY UPGRADE PAY
Temporary Upgrade Pay of five percent (5%) above base salary may be paid to employees who are required to work in an upgraded position or classification for a limited duration.

To the extent permitted by law, Temporary Upgrade Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(3) for “Classic” members as Temporary Upgrade Pay.

5. BILINGUAL PAY
The City will pay eighty -five dollars ($85) each pay period to a designated bilingual employee required to utilize his full -range of bilingual abilities (Vietnamese, Korean, Spanish and/or any other language designated by the City Manager) on City business.

Determination of capability shall be made by qualifying tests established by the City of reading, writing and speaking ability in the given language. An employee so designated by the City shall be required to translate at any time.

The City will pay sixty-five dollars ($65) each pay period to a designated bili ngual employee required to utilize his verbal -only bilingual abilities (Vietnamese, Korean, Spanish and/or any other language designated by the City Manager) on City business.

Determination of capability shall be made by qualifying tests established by th e City of speaking ability in the given language. An employee so designated by the City shall be required to translate at any time. An employee may cease to be in a designated position as a result of transfer, promotion, or other reassignment.

To the ext ent permitted by law, Bilingual Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(4) and 571.1(b)(3) for Bilingual Premium.

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6. LONGEVITY PAY
Members of the bargaining unit shall receive Longevity Pay as follows:

Completion of twenty (20) full years of service – five percent (5%) of base pay.

To the extent permitted by law, Longevity Pay will be reporte d to CalPERS as special compensation per Title 2 California Code of Regulations secti on 571(a)(1) and 571.1(b)(1) as Longevity Pay.

7. TUITION REIMBURSEMENT
The City will provide a Tuition Reimbursement Program to qualified employees as described in Exhibit "B". The former Educational Incentive Program will be phased out and will no longer be open to employees not currently receiving benefits from the program. Those employees currently receiving benefits from the Educational Incentive Program may continue to participate in the program until they become ineligible or elect to participate in the Tuition Reimbursement Program. Once an employee, who had been receiving benefits from the Educational Incentive Program, becomes ineligible to participate in the former E ducational Incentive Program , they may not requalify for that program.

8. LEADPERSON PAY

Leadperson pay shall be paid at five percent (5%) above the employee's base salary when assigned such duties in writing by the department director. The duration of this assignment shall be at the sole discretion of the department director.

To the extent permitted by law, Leadperson Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations secti on 571(a)(4) and 571.1(b)(3) as Lead Worker/Supervisor Premium.

9. MATRON DUTIES ASSIGNMENT

Police Records Specialists required to perform Matron duties will accrue two (2) hours of compensatory time for each incident. The request for use of compensatory time off shall be approved by the department director or designee.

10. SENIOR COMMUNITY SERVICE OFFICER ASSIGNMENT

Community Service Officers regularly assigned by the Police Chief to perform the field report writing, court liaison, check detail, property and evidence, and traffic functions shall be assigned to the classification of Senior Community Service Officer.

Assignment to the Senior Community Service Officer classification and the duration of such assignment will be at the sole discretion of the Police Chief.

11. TRAINING PAY
Effective July 1, 2025, the City will provide five percent (5%) Training Pay for the duration of the training assignment to employees in the classifications of Community Service Officer who are regularly assigned to the front desk, Public Safety Dispatcher, and Police Records Specialist when they are assigned, in writing by their manager, to train employees.

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To the extent permitted by law, Training Pay will be reported to CalPERS as special compensation per Title 2 California Code of Regulations section 571(a)(4) for “Classic” members and for “New” members per Title 2 California Code of Regulations section 571.1(b)(3) as Training Premium.

12. COMPENSATION STUDY REQUESTS
During the month of January, the Association may request on behalf of its membership up to five (5) compensation studies to be conducted by the City within 90 days of the request. Each study shall compare the highest salary step of one (1) specific Garden Grove classification with the highest normal salary step of substantially similar classifications, if they exist, in Anaheim, Buena Park, Costa Mesa, Fullerton, Huntington Beach, Irvine, Newport Beach, Orange, Santa Ana, and Westminster only.

A finding that the median salary for these ten comparator cities is more than 5% above or below the Garden Grove salary affords the Association the opportunity to request to meet and confer with the City on that particular issue only. Both parties agree that a substantially similar classification must exist in at least five of the above comparator cities to be conclusive. The Association acknowledges that any findings of variation from the market of more than 5% from the median will not automatically result in a recommended change of salary for a specific classification.

13. RECLASSIFICATION REQUESTS
Each calendar year, t he Association may request on behalf of its membership up to five (5) reclassification studies be conducted by the City within 120 days of the request.

The Association acknowledges that reclassification studies may result in a recommendation for a lower classification of a position, a higher classification of a position, or a revision of duties for a position, or a combination thereof. The Association further acknowledges that receiving assignment pay is not a basis for a reclassification.

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ARTICLE III

FRINGE BENEFITS

1. RETIREMENT PLAN
a. Retirement Formula
(1) Unit members who are regard ed as “classic members” by the Public Employees’ Pension Reform Act of 2013 (PEPRA) are covered by the 2.5% @ 55 formula (Government Code section 21354.4) or 3% @ 50 formula (Government Code section 21362.2) for the designated sworn employees in the Association (Special Officer). “Classic member” is generally any member hired before December 31, 2012 as well as any member hired after January 1, 2013 who is a later al hire from another PERS agency, public agency with reciprocity or a member who has had less than a six month break in service from his/her previous public agency employment.

(2) Unit members hired on or after January 1, 2013 who are defined as “new members” under the PEPRA, are covered by the 2% @ 62 formula (Government Code section 7522.20) or 2.7% @ 57 formula (Government Code section 7522.25(d)) for the designated sworn employees in the Association (Special Officer).

b. Employee Contributions to the Retirement System
(1) Employees subject to the 2.5%@55 Formula

These employees shall contribute eight percent (8%) as an employee retirement contribution.
(2) Employees subject to the 3%@50 Formula

These employees shall contribute twelve percent (12%) as an employee retirement contribution. The twelve percent shall be comprised of nine percent (9%) of compensation earnable as the required CalPERS member contribution and three percent (3%) of compensation earnable per Government Code section 20516(a). All 12% shall be reported as member contributions and credited to members’ accounts.
(3) Employees subject to the 2%@62 or 2.7%@57 Formulas

Per the PEPRA and Government Code section 20516.5 these employees shall contribute the statutorily mandated employee contribution rate as determined by CalPERS for the City. The City will receive the normal cost rate from CalPERS in its annual v aluation report which will also include the rate (which is in quarter of a percent increments) at which new members will be charged for their employee/member contribution.

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c. The City has adopted the CalPERS resolution in accordance with and as permitted by IRS Code section 414(h)(2) to ensure that the employees’ payment (i.e., “pick-up” as that term is used in section 414(h)(2)) of their employee contribution is made on a pre-tax basis.
d. The City currently contracts with PERS for the following benefits to the miscellaneous retirement plan.
(1) Section 21354.4 (2.5%@55 Full formula for local miscellaneous members).
(2) Section 20042 (Highest Year).
(3) Section 20965 (Credit for Unused Sick Leave).
(4) Section 21329 (2% Annual Cost-Of-Living Allowance Increase).

e. The City currently contracts with PERS to provide the following benefit to the Public Safety Retirement Plan to the designated sworn employees in the Association (Special Officer).
(1) Section 21362.2 (3%@50 Full formula for local sworn Public Safety members).
(2) Section 20042 (Highest Year).
(3) Section 20965 (Credit for Unused Sick Leave).
(4) Section 21329 (2% Annual Cost-Of-Living Allowance Increase). f. Pursuant to the Public Employees’ Pension Reform Act of 2013 (PEPRA) and notwithstanding any provision of any other City Council Resolution or Memorandum of Understanding (MOU) between the City and Orange County Employees’ Association (OCEA) Garden Grove Chapter, OCEA Employees’ League, and unrepresented employees, any new member employee, as defined by PEPRA, who is hired on or after January 1, 2013, shall be subject to the following retirement benefits:

For Non-Safety Employees
Government Code Section 7522.20 (2%@62 retirement formula).

Government Code Section 20037 (final compensation rate used to calculate pension benefit is average of member’s highest annual pensionable compensation over a consecutive 36 month period).

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For Safety Employees
Government Code Section 7522.25(d) (2.7%@57 retirement formula).

Government Code Section 20037 (final compensation rate used to calculate pension benefit is average of member’s highest annual pensionable compensation over a consecutive 36 month period).

2. HEALTH INSURANCE
Except as provided in Section 4 of this Article, the City shall contribute on behalf of each employee and each eligible retiree, the monthly PERS statutory minimum toward the payment of premiums for health insurance under the PERS Health Insurance program.

Retiring employees and their dependents shall have available the ability to continue to participate in the PERS Health Insurance program. The eligibility of participation shall be determined by the PERS program.

3. CAFETERIA PLAN
a. The City shall make a mont hly fringe benefit contribution, as referred to in Section 4 below, to each eligible member of the unit to be used toward the cafeteria plan. These funds shall only be used for eligible plans included within the cafeteria plan. The plan includes health, dental, vision, supplemental LTD plans and cash.
b. Health Care or Dependent Care: Employees may deduct monies on an annual basis into a medical reimbursement account or a childcare account up to the maximum permitted by law.
c. All employees must enroll in one of the PERS health program plans, unless they both: (1) submit proof of health coverage, and (2) sign a health insurance waiver. Employees who fail to complete both requirements shall not be allowed to utilize their cafeteria plan contributions for any ot her eligible plans.

Employees who wish to opt out of medical coverage by the City must provide proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California).
d. An employee who selects the option of not enrolling (“Waiver of Coverage”) in one of the PERS plans and who meets the conditions outlined in (3-c) above shall receive $455.00 per month in cash paid out each pay period. e. Affordable Care Act: The parties agree that either party may reopen negotiations during the term of this MOU to consider the impact of the Affordable Care Act on the City, the Association and the employees it is recognized to represent. This reopener is limited to the impact of the Act and nothing else. The parties agree that neither side will be required to negotiate on any other topic, including, but not limited to compensation and benefits. No changes will be made without a mutual agreement of the parties.

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4. CITY FRINGE BENEFIT CONTRIBUTION

a. FRINGE BENEFIT CONTRIBUTIONS EFFECTIVE IN THE PAY PERIOD INCLUDING JANUARY 1, 2026:

Employee only $1,125 per month
Employee plus 1 $1 ,720 per month
Employee plus 2 or more $2,150 per month
Waiver of Coverage $4 55 per month
b. FRINGE BENEFIT CONTRIBUTIONS EFFECTIVE IN THE PAY PERIOD INCLUDING JANUARY 1, 2027:

Employee only $1 ,210 per month
Employee plus 1 $1 ,840 per month
Employee plus 2 or more $2 ,320 per month
Waiver of Coverage $455 per month

5. LIFE INSURANCE
The City will provide term life insurance benefits equal to the individual’s annual salary rounded to the next $1,000. Additional life insurance of up to five times annual salary ($500,000 maximum) may be purchased by employees at their own expense.

Coverage on employee(s) dependents is also available for purchase.

6. LONG-TERM DISABILITY
The City will provide a long-term disability insurance program which will provide up to 2/3 of base salary ($6,000 maximum) after the employee has been disabled for 90 calendar days or has used all of his accrued sick leave, whichever is longer.

7. MILEAGE REIMBURSEMENT
When an employee is authorized to use his private vehicle to perform official City business, the employee will be compensated at the allowable IRS reimbursement rate and will not be reported as taxable income. Should the IRS reimbursement rate be adjusted, the City’s rate shall be similarly adjusted, prospectively, to the new IRS rate, but only after the City has received notification of the new IRS rates.

8. ICC/AWWA CERTIFICATION
Upon prior approval of the department director, employees shall be eligible to receive reimbursement for the cost of ICC and/or AWWA test(s). Reimbursement shall only be paid for test(s) which are passed and for which a certificate is either issued or renewed.

9. CONTINUATION OF FRINGE BENEFITS
The City shall continue to pay its designated cafeteria contribution toward the cost of the medical and dental insurance premiums for up to 12 weeks in a 12 -month period of a leave of absence without pay for employees who are on such status due to illness,

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injury, or pregnancy disability only. This time is not in addition to the time provided for under the FMLA or CFRA. Should such leave continue longer than 12 weeks, or in the case of any other type of leave of any length, the employee shall become liable for the full cost of these insurance premiums in order to continue uninterrupted coverage.

If an employee fails to return to work after his leave entitlement has been exhausted or expires, the City shall have the right to recover its share of health and dental plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of a serious health condition of the employee.

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ARTICLE IV

WORK SCHEDULES AND OVERTIME

1. WORK WEEK
a. 9/80
Employees shall be scheduled on the basis of a “9/80” work schedule. The regular work schedule for employees assigned to the 9/80 shall be eight (8) nine (9) hour work days and one (1) eight (8) hour work day in each bi -weekly pay period. A work period of seven consecutive calendar days shall be assigned to each employee. An employee will be scheduled to work a regular work schedule of forty hours in each work period. For all employees working a 9/80 work schedule their work week shall begin exactly four hours into their eight hour shift on the day of the week which constitutes their alternating regular day off. b. 5 /8
Some employees shall remain on a “5/8” work schedule as determined by the City. The regular work schedule for employees assigned to the 5/8 shall be ten (10) eight (8) hour work days in each bi -weekly pay period. A work period of seven consecutive calendar days shall be assigned to each employee. An employee will be scheduled to work a regular work schedule of forty hours in each work period. For all employees working a 5/8 work schedule their workweek shall begin on Saturday at 12:01 a.m. and end the following Saturday at 12:00 a.m.
c. 4 /10
Employees in the Records and Civilian Report Writers section in the Police Department shall work a “4/10” work schedule. Police employees assigned to other functions will have their work schedule determined by the Police Chief. The regular work schedule for employees assigned to the 4/10 shall be eight (8) ten (10) hour work days in each bi -weekly pay period. A work period of seven consecutive calendar days shall be assigned to each employee. An employee will be scheduled to work a regular work schedule of forty hours in each work period. For all employees working a 4/10 work schedule their workweek shall begin on Saturday at 12:01 a.m. and end the following Saturday at 12:00 a.m. Employees may be assigned to or from the 4/10 work schedule only effective at the beginning of a biweekly pay period.
d. 3/12
Public Safety Dispatchers and Communication Shift Supervisors will work a “3/12” schedule over a fourteen (14) calendar day period

2. LUNCH BREAKS AND REST PERIODS
The City will provide a 30 -minute or a one -hour lunch break, without pay, and two paid rest periods per work shift. The rest periods will be 10 minutes each for any work shift.

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A 30-minute paid meal period, when available, will be included in the work shift for Public Safety Dispatchers and Communications Shift Supervisors. This break, when available, is to be taken within the assigned work area of the Police Station and must allow response to emergency situations.

3. OVERTIME
All work performed in excess of 40 hours per week will be paid at one and one -half times the regular hourly rate or compensation time accrued at one and one-half times.

4. CALL BACK
Off-duty employees recalled to work shall receive compensation at one and one-half their regular hourly rate for a minimum of two (2) hours, but shall not receive more than two (2) hours of compensation at one and one-half for any two (2) hour period.

5. COURT PAY
Court Pay is intended to compensate employees for time spent in court during their off-duty hours. W hen employees are called to attend court, they shall receive compensation at one and one-half their regular hourly rate for a minimum of two (2) hours or the actual time spent in court if it exceeds more than two (2) hours. The actual time in court cannot be counted twice if it extends into the employee ’s duty shift. Lunch break from court shall not be considered work time and will not be compensated.

6. COURT ALERT PAY
Court alert pay is intended to compensate employees for the inconvenience of being available to testify in court during their off-duty hours due to a work-related subpoena.

An employee shall receive two (2) hours of straight time compensation for awaiting a call to court between 8:00 a.m. and 12:00 p.m. (noon) and two (2) hours of straight time compensation for awaiting a call to court after 1:00 p.m.

Employees who receive a subpoena for a time that is less than two (2) hours prior to the commencement of their duty shift or other compensated hours, will receive alert pay.

Employees who receive an afternoon subpoena shall receive no compensation if they are called off prior to the court subpoena time if it is an “on duty” day for the employee, regardless of the shift hours. Employees who receive a subpoena on their days off shall be compensated for two (2) hours standby time even if they are called off prior to the subpoena time.

Employees who receive subpoenas on their duty day and are scheduled to go off duty within one (1) hour of the end of the normal court day shall not receive court alert pay. Upon completion of their duty day, if they have not been taken off call, they shall call the court liaison officer, check the case status and notify the liaison officer that they are leaving work and where they can be located for the one (1) hour. If the court liaison officer is not available, the employee will notify the Watch Commander of his/her location for the one (1) hour.

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7. STANDBY PAY
An Animal Control Officer and/or Senior Animal Control Officer may be assigned to be on standby during their normal work schedule, from the end of their shift to beginning of the next employee’s shift.

An employee assigned to standby shall be paid one (1) hour of straight time for evenings assigned on standby.

8. OVERTIME ACCRUAL
At the discretion of the departm ent director, an employee may be allowed to accrue at the overtime rate, up to a maximum of two hundred (200) hours of compensatory time in lieu of cash payment in any one calendar year. Should the accrual exceed 200 hours at any time, the excess will be paid in cash during the payroll period in which it is accrued. At the end of each calendar year, any hours in excess of fifty (50) will be paid out in cash on the last payday in December.

Any “In lieu” holiday hours or Personal Leave holiday hours shall be in excess of this limit. The request for use of compensatory time off shall be approved by the department director or designee.

Employees may “cash out” accrued comp time anytime during the year.

9. WORK DAYS – CHRISTMAS TO NEW YEARS
The majority of City facilities will be closed on the work days between Christmas and New Year’s Day. Employees will be required to use holiday, vacation, compensatory time or leave without pay during this period.

10. WORK SCHEDULES DETERMINATION
Notwithstanding any other provision in this MOU, the City reserves the exclusive right to determine unilaterally, such issues relating to work schedules and alternative work schedules (e.g., 9/80, 4/10, 3/12 Plans, and Christmas/New Year ’s work week) as start times, scheduling and assignments to such schedules.

11. ABSENCE FROM WORK
Employees are required to use all reasonable efforts to schedule all non -work related activities, such as routine medical, dental, or other health-related appointments, auto repair and any other type of appointments that may otherwise necessitate the employee’s absence from work, for their regularly scheduled days off.

12. SHIFT SELECTION PROCESS FOR CIVILIAN WORK UNITS IN THE POLICE DEPARTMENT Managers responsible for the operation of civilian units in the Police Department that require shift assignments (Records, Communications, and Civilian Report Writers) will design a shift schedule. Shift schedules are six months in duration. Prior to each shift change, each employee assigned to that unit will be asked to submit a “dream sheet” indicating his first and second preferences of the available shifts and days off. The respective unit managers and supervisors will assign shifts and days off taking into consideration, as one factor, the employee’ s preferences and p revious shift

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assignments. No particular shift or days off are guaranteed. The unit manager will retain final scheduling authority.

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ARTICLE V

LEAVE POLICY

1. VACATION LEAVE
a. Accrual
Employees shall accrue vacation as follows:

80 hours upon completion of one (1) year of full time service.

120 hours (ten (10) hours per month) for employees who have completed one (1) year of service through completion of four (4) years of service – with a maximum vacation accrual of 240 hours.

132 hours (eleven (11) hours per month) for employees who have completed four (4) years of service through completion of nine (9) years of service – with a maximum vacation accrual of 264 hours
.

144 hours (twelve (12) hours per month) for employees who have completed nine (9) years of service through completion of eleven (11) years of service – with a maximum vacation accrual of 288 hours.

156 hours (thirteen (13) hours per month) for employees who have completed eleven (11) years of service through completion of fourteen (14) years of service – with a maximum vacation accrual of 312 hours.

168 hours (fourteen (14) hours per month) for employees who have completed fourteen (14) years of service through completion of sixteen (16) years of service – with a maximum vacation accrual of 336 hours.

186 hours (fifteen and one-half (15.5) hours per month) for employees who have completed sixteen (16) years of service through completion of nineteen (19) years of service – with a maximum vacation accrual of 372 hours .

207 hours (seventeen and one-quarter (17.25) hours per month) for employees who have completed nineteen (19) years of service through completion of twenty- four (24) years of service – with a maximum vacation accrual of 414 hours.

246 hours (twenty and one-half (20.5) hours per month) for employees who have completed twenty-four (24) years of service – with a maximum vacation accrual of 492 hours.

If for some specific reason an employee wishes to accrue vacation leave in excess of the limits establishe d herein, he or she must submit a request in writing to his/her department listing these reasons. The department director and City Manager shall review and may grant such request if it is in the best interest of the City. The excess of the limit shall be determined by the department director and the City Manager.

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b. Effects of Holiday on Vacation Leave
In the event one or more authorized municipal holidays fall within a vacation leave, such holidays shall not be charged as vacation leave, and the vacation will be extended accordingly.
c. Effect of Leave of Absence on Accrual of Vacation Leave The granting of any leave of absence without pay exceeding fifteen (15) consecutive calendar days shall cause the employee ’s annual vacation earned during the calendar year to be reduced proportionately for each month or major portion of a month that the employee is on leave of absence without pay. d. Compensation for City Work During Vacation Prohibited Police Department employees required to be available to testify in court during their approved vacation leave shall be eligible for Court Alert Pay as defined in Article IV-6. No other employee shall be permitted to work for compensation for the City in any capacity during the time of his paid vacation leave from City service. e. Vacation Pay at Separation
Any employee separating from the City service who has accrued vacation leave shall receive a cash out of all accrued vacation leave hours at his base salary hourly rate. When separation is caused by death of an employee, payment shall be made to the estate of such employee or, in applicable cases, as provided by the Probate Code of the State.
f. Vacation Buy-Back

Employees may elect to convert unused vacation leave hours at their base salary hourly rate of pay into cash, provided that they retain after such conversion , at least eighty (80) hours of unused vacation leave hours.

By December 15 of each year, an employee may make an irrevocable election to cash out accrued vacation leave which will be earned in the following calendar year at the employee’s base rate of pay. In the following year, the employee can receive the cash for the vacation leave he/she irrevocably elected to cash out in two (2) separate increments. However, at the time of either cash out the employee must have at least eighty (80) hours of accrued vacation on the books.

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 Director of Human Resources for a payoff of accrued vacation leave. The amoun t of vacation leave which may be paid off is limited to the amount necessary to meet the emergency.

If an employee makes an irrevocable election to cash out vacation leave in the following calendar year and uses vacation leave in that subsequent year, th e vacation leave used will come from vacation leave the employee had earned prior

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to January 1 of the year the employee has elected to cash out vacation leave.

This is to ensure that assuming an employee had a vacation leave balance prior to January 1, the vacation leave used will not result in a reduction in the amount of vacation leave the employee will be eligible to cash out.

If, during the year when an employee has made an irrevocable election to cash out vacation leave, he/she was on leave without pay and did not earn the vacation leave expected, the employee will still be able to cash out the vacation leave the employee did earn even if reduced by the leave without pay.

2. HOLIDAYS
a. Authorized Holidays
Every full-time regular employee on a 9/80 work schedule shall be entitled up to nine (9) hours pay for the following holidays each calendar year unless noted and such other days or portions of days as may be designated by action of the City Council:
* January 1st (New Year’s Day)
Third Monday of January (Martin Luther King Jr. Day)
Third Monday of February (President's Day)
Last Monday of May (Memorial Day)
** July 4th (Independence Day)
First Monday in September (Labor Day)
** November 11th (Veteran’s Day)
Fourth Thursday in November (Thanksgiving Day)
***
*
Day after Thanksgiving (8 hour day)
December 25th (Christmas Day)
* Two (2) work days - the week between Christmas Eve and New Year's Two (2) Floating holidays
* The specific day that City employees will observe or assigned as Floating holiday will be designated by the City Manager six (6) months prior to actual observation.
** When July 4th or Veteran’s Day fall on a closed Friday, Saturday, or Sunday, the holiday shall be designated a s a floating holiday (9 -hour day) for that calendar year.
*** The Day after Thanksgiving holiday shall be taken on the day after Thanksgiving except when it falls on a closed Friday, in which case the City shall select an “in lieu” holiday during the week between Christmas and New Year’s Day for eight (8) hours.

The request for use of floating holidays shall be approved by the department director or designee each year. All holidays must be used by December 31 st of
each year.

The above-listed holidays for employees on a "5/8" work schedule shall be eight (8) hour days, including any "In lieu" holidays. Those employees shall also receive the Friday after Thanksgiving as a paid holiday.

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b. Authorized Holidays - Other Work Schedules
Full-time employees on a 4/10 or 3/12 work schedule shall be entitled to receive 126 hours of holiday pay each calendar year to be used on the following days:
* January 1st (New Year's Day)
Third Monday of January (Martin Luther King Jr. Day)
Third Monday of February (President's Day)
Last Monday of May (Memorial Day)
** July 4th (Independence Day)
First Monday in September (Labor Day)
** November 11th (Veteran’s Day)
Fourth Thursday in November (Thanksgiving Day)
***
*
Day after Thanksgiving (8 hour day)
December 25th (Christmas Day)
* One (1) Personal Leave Day
Two (2) Floating holidays

Employees on the 3/12 work schedule will be required to cover the additional two (2) hours with other personal leave time.

The request for use of floating holidays shall be approved by the department director or designee each year. All holidays must be used by December 31 st of each year.
c. Procedure if Holiday Falls on Regular Day Off
When a holiday falls on a regular day off, said employees shall be entitled to equivalent time off in lieu of the holiday. Determination of when such time off may be taken shall be made by mutual agreement.
d. Employees Required to Work on Holiday
Any employee whose work schedule and assignment of duties require him or her to work on an authorized holiday shall receive additional compensation, either time off or pay, for such work at time and one-half the rate at which he/she is employed.

Determination of when such time off may be taken shall be made by mutual agreement. For purposes of this section, "authorized" holiday is defined as the actual calendar date of the holiday and not necessarily the date the holiday is observed by the City. The Personal Leave holiday shall not be considered an authorized holiday for the purpose of this paragraph only. e. Eligibility for Holiday Pay
An employee must work or be on paid leave status or regularly scheduled day off on both the work day prior to and work day following an authorized holiday in order to be eligible for holiday pay. The only exception is between the Christmas- New Year's period, for those employees whose City office is closed , when an employee may take leave without pay and not lose eligibility for those holidays.

When an authorized holiday occurs during an employee's paid leave, the employee shall receive holiday pay for that day which will not be charged against his paid leave. Should an employee request use of paid sick leave on the day prior to

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and/or after an authorized holiday, the department director may, where he or she has reason to believe the employee is abusing sick leave, require a doctor's certificate or other satisfactory proof of illness before holiday pay is granted.

3. SICK LEAVE
a. Accrual of Sick Leave
Every full-time regular employee shall be allowed eight (8) hours sick leave with pay for each calendar month of actual continuous service dating from the first of the month nearest the commencement of said service. Such accruals shall be cumulative.
b. Family Sick Leave
Up to forty-eight (48) hours of annual accrued sick leave may be permitted to be used in any calendar year for family sick leave. Family sick leave is permitted to be used for an employee's spouse, registered domestic partner, children, sibling, parent, grandparent, or grandchild who may/may not live in the employee's household, but who require the employee's presence for the purpose of receiving medical care, shall qualify for family sick leave benefit; or, to the extent an employee is required to care for a below school -age child, or a dependent child below ten years of age in the case of school holidays or school breaks, where the spouse who customarily and on a daily basis is that child's primary caretaker, is medically disabled from performing that function.
c. Proof of Illness
The Human Resources Director may require a certificate issued by a licensed physician or other satisfactory proof of illness for the use of sick leave equal to four (4) or more working days. Such certificate must document that the employee was treated by a licensed physician on the day or a day of the absence and that he or she was required to be off work for the entire period of the absence. d. Effect of Leave of Absence on Sick Leave Accrual
The granting of any leave of absence without pay exceeding fifteen (15) consecutive calendar days shall cause the employee's normal rate of sick leave accumulation to be extended by the number of calendar days for which such leave of absence has been granted less the first fifteen (15) calendar days of such leave.
e. Annual Sell Back
Once every fiscal year during the month of July, an employee who has accumulated 240 unused sick leave hours shall be eligible to sell back to the City one-half of his annual accrued but unused sick leave hours in excess of 240 hours, at the rate of $.70 on the dollar based upon the hourly rate of pay in effect as of June 30
th. The remaining one-half of annual accrued but unused sick leave hours will remain in the employee's bank of accumulated sick leave. The employee may instead convert the equivalent amount of hours, after the $.70 on the dollar conversion, to vacation hours. (See Exhibit C.)

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f. Pay Off at Retirement
At the time of an employee's service or disability retirement, the City shall pay to the employee an amount equal to 50% of his/her total accumulated but unused sick leave hours up to a maximum of 1,000 hours accumulated but unused sick leave. Any remaining accumulated but unused sick leave hours will be used toward the extension of his service period under the PERS retirement system , subject to Government Code Section 20965. (See Exhibit C.) At the written request of the employee, 100% of the accumulated but unused sick leave hours may be used toward the extension of his service period under Government Code Section 20965 and no payout will occur.

4. ON-THE-JOB INJURY LEAVE
a. Workers' Compensation Leave
Employees compelled to be absent from duty on account of injury or illness arising out of and in the course of employment shall receive a paid leave of absence for work time lost, but not to exceed the first three (3) calendar days. b. Temporary Disability
(1) If an employee is eligible to receive temporary disability payments under the California Workers' Compensation Law, the City shall apply his /her accumulated unused sick leave in a prorated amount equal to the difference between his regular salary and the temporary disability payment.
(2) The employee, under such system, shall be entitled to receive a cumulative total of up to six (6) months supplemental compensation for absences following and related to the occurrence of a specific injury regardless of his initial unused accrued sick leave balance. This supplemental compensation shall cease at the end of the cumulative six (6) months, regardless of whether there is any remaining accumulated but unused sick leave balance. At that time, the employee may still be eligible for temporary disability payments under the Workers' Compensation Law. c. Accrual of Leave Benefits
Any regular employee shall continue to accrue vacation, holidays and sick leave and to earn eligibility for consideration for merit salary increases during an absence resulting from an on -the-job injury, providing he or she receives compensation payments under the provisions of the California Workers' Compensation Law. A probationary employee shall be entitled to the same benefits as a regular employee except he or she shall not continue to earn eligibility for consideration for merit salary increases.

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5. BEREAVEMENT LEAVE
Whenever any employee in the unit is compelled to be absent from duty by reason of death or critical illness where death appears imminent, of members of the employee's extended family (father, mother, brother, sister, spouse, children, mother- in-law, father-in-law, step-parent, grandmother, grandfather, grandchildren, legal guardian or ward), such person shall be entitled to a one-time per family member leave of absence with pay, for up to five (5) working days. Bereavement shall be taken within thirteen (13) months.

6. MILITARY LEAVE
Military leave with pay shall be granted in accordance with provisions of State and Federal law. An employee entitled to military leave shall give his department director an opportunity within the limits of military regulations to determine when suc h leave shall be taken. The employee shall immediately notify his supervisor upon receipt of military orders and present a copy of the orders to his department director prior to taking such leave. The department director shall in turn advise the Human Resources Director of such military orders.

7. NON-INDUSTRIAL DISABILITY LEAVE
An employee who is temporarily incapable of performing the full range of duties of his position due to illness, injury, or pregnancy disability must provide a medical certificate from his/her treating physician certifying that the medical leave is necessary and the employee is unable to perform his/her job duties, specific limitations/restrictions, the beginning date and anticipated ending date of such limitations/restrictions. Should the employee need to take a leave of absence due to such disability, he or she must use all accrued paid leave prior to requesting leave without pay, provided that the use of sick leave in the case of pregnancy disability is optional to the employee prior to use of leave without pay. A medical certificate from the employee's treating physician stating the requirement for leave and anticipated length of leave must be submitted to the Human Resources Director prior to authorization for such leave. Upon re turn to work from a disability leave, a medical certificate with specific comment on limitations/restrictions (or lack of such) must be submitted to the Human Resources Director.

8. JURY DUTY
a. An employee called for jury duty shall as soon as practicable notify his department director of the required duty dates upon receipt of such notice. Employees serving on jury duty in courts which have established a "call-in" system are requested to use this "call-in" process.
b. An employee will not be paid additional salary on days he or she is required to be in attendance at court for jury duty on an observed City holiday. For any regular work day or part of regular work day that an employee is not required to be in court, he or she shall report to the City for duty. Employees must account to their department director for any time off due to illness or any other reason(s) while on jury duty.
c. The City will pay the salary for up to fifteen (15) working days in a calendar year of a regular or probationary employee who is required to serve jury duty if he or

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she remits to the City his compensation for such jury duty and submits written documentation of attendance at court. If he or she does not remit this compensation and submit certified documentation of attendance, he or she shall be paid only for the time he or she actually worked in his or her City position.

Notification of requirement to serve on jury duty and intent to remit compensation for such shall be made in writing to the employee's department director prior to such service.

9. TIME OFF FOR EXAMINATIONS
All employees shall be entitled to necessary time off with pay for the purpose of taking qualifying or promotional examinations pertaining to positions in the competitive service of the City.

10. LEAVE OF ABSENCE WITHOUT PAY
a. General Policy
Any employee may be granted a leave of absence without pay upon the approval of the Human Resources Director pursuant to the recommendation of his department head. A leave without pay may be granted for any of the following reasons:
(1) Illness or disability
(2) Pregnancy
(3) To take a course of study which will increase the employee's usefulness on return to his position in the City service
(4) For personal reasons acceptable to the Human Resources Director and department head.
b. Authorization Procedure
Requests for leave of absence without pay shall be made upon forms prescribed by the Human Resources Director and shall state specifically the reason for the request, the date when it is desired to begin the leave and the probable date of return. The request shall normally be initiated by the employee but may be initiated by his department head. The department head’s written recommendation (that it be granted, modified or denied) shall be promptly transmitted to the Human Resources Director. The Human Resources Director shall then make his determination in writing. A copy of any approved request for leave of absence without pay shall be delivered promptly to the Finance Director. c. Length of Leave and Extension
A leave of absence without pay may be made for a period not to exceed one year provided that the City Manager may extend such leave for an additional period up to one year. Procedure in granting extensions shall be the same as that in granting the original leave provided that the request for extension is made not later than fourteen (14) calendar days prior to the expiration of the original leave.

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d. Return from Leave
When an employee intends to return from an authorized leave of absence without pay either before or upon the expiration of such leave, he or she shall contact his/her department director at least fourteen (14) calendar days prior to the day he/she plans to return. The department director shall promptly notify the Human Resources Director of the employee's intention.
e. Leave Without Pay
An employee shall utilize all his/her vacation and/or compensatory time off prior to taking an authorized leave of absence without pay.

11. ABSENCE WITHOUT LEAVE
a. Advance Notice
Whenever possible an employee shall notify his or her department director or immediate supervisor in advance of the date he or she expects to be absent from duty and the reasons for such absence.
b. Notification on Day of Absence
Any employee who is absent from duty shall report the reason for such absence to his department director or immediate supervisor within 30 minutes after the start of his normal work shift, except where uncontrollable circumstances prevent the employee from calling within that time frame. In that event, the employee shall give such notice as soon as practicable.

Police Department employees shall report to the Watch Commander at least one hour prior to the beginning of their assigned work shift. c. Failure to Provide Notice
An employee who is absent without notice may be considered to have abandoned his position and therefore may be terminated from City service.

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ARTICLE VI

EQUIPMENT AND SAFETY

1. STEEL-TOED SAFETY SHOES
Any employee represented by the Association who is required to regularly wear steel- toed safety shoes shall be entitled to a reimbursement of up to two hundred forty dollars ($240) per fiscal year for the purchase or repair of approved shoes, socks, insoles, and laces, upon presentation of receipt of such purchase/repair.

2. SAFETY COMMITTEE
The City will authorize one representative of the Association to be a member of the Citywide Safety Committee.

3. UNIFORMS
Employees may be required to wear uniforms issued by the City if so determined by their respective department director(s). The City will replace uniforms due to normal wear.

The cost of uniforms shall not constitute compensation for purposes of the regular rate calculation under the Fair Labor Standard Act. This policy shall remain in effect unless a change is dictated by applicable law.

The City shall report to CalPERS the monetary value of uniforms an d uniform maintenance for “Classic” employees required to wear uniforms. The monetary value by classification is listed in Exhibit “D”, entitled “UNIFORM ALLOWANCE.” This applies only to “Classic” members, not new members per Title 2 California Code of Regulations section 571(a)(5) as defined by the Public Employees’ Pension Reform Act of 2013.

Uniform allowance is defined as compensation paid or the monetary value for the purchase, rental and/or maintenance of required clothing, including clothing made from specially designed protective fa brics, which is a ready substitute for personal attire the employee would otherwise have to acquire and maintain.

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ARTICLE VII

WORKING CONDITIONS

1. EMPLOYMENT MEDICAL AND/OR PHYSICAL EXAMINATION
Any employee in the competitive service may be required to take and pass a medical, physical and/or psychological examination whenever, in the judgment of the appointing authority, it would be in the best interest of the City to make such a requirement. Employees who, in the opinion of the medical examiner, are physically incapable of meeting the normal requirements of their positions may be assigned to a class for which they are suitable. All employment examinations required by the City shall be conducted at City expense.

2. TRAINING
For on -the-job training purposes, the City may assign an employee to a higher classification in order to learn the duties of that classification. The individual employee will be made aware of the program to be carried out and the training period will not continue for more than six months. The individual assigned will continue to receive compensation at the rate to which he or she is assigned in his regular position while in the training capacity. Selection of the individual will be from a list of volunteers based on job performance experiences and related factors.

3. PROMOTIONAL POLICY
Where qualified candidates exist, it shall continue to be the City's policy to encourage promotion from within to the fullest extent of the law.

4. OUTSIDE EMPLOYMENT
An employee shall not engage in any e mployment, activity or enterprise which is inconsistent, incompatible or in conflict with his duties, functions or responsibilities as a City employee, nor shall he or she engage in any outside business or employment activity which will directly or indirectly contribute to the lessening of his effectiveness as a City employee.

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ARTICLE VIII

GRIEVANCE, DISCIPLINE, LAYOFF, AND PROBATIONARY PERIOD

1. GRIEVANCE PROCEDURE
The parties agree that the grievance procedure contained in Resolution No. 4066-71 as amended shall be binding upon the parties and is incorporated herein by reference.

2. DISCIPLINARY NOTICE PROCEDURE
The City will follow notice and procedures required by law prior to implementing disciplinary proceedings.

3. DISCIPLINARY APPEAL
The City will follow the appeal procedure contained in the Garden Grove Municipal Code Section 2.44.390.

The appeals procedure set forth in Garden Grove Municipal Code Section 2.44.390 ("Appeals Procedure") shall not be available for disciplines of less than a full day ; provided, however, that in the event a discipline of a day or more is issued as part of progressive discipline, and such level of progressive discipline relies on a previous incident for which the Appeals Procedure was not available ("Previous Incident"), the employee may raise the propriety of the Previous Incident, but only as part of the determination of the propriety of the discipline of a day or more, and only if the employee, on a timely basis, exhausted the administrative remedies available to them in the Grievance Procedure for the Previous Incident.

4. LAYOFF PROCESS
Determination of need for layoff will be made by the City. Classifications to be affected will be determined by the City and number involved.

City Code Section 2.44.400 states, "Senior ity and competency shall be observed in effecting a reduction in personnel. Layoff shall be made within classes of positions for layoff purposes, competency shall be determined by the head of the department." The layoff process shall be utilized on a departmental basis.

Step 1
Within the classification, employees will be ranked by seniority and ranked by competency in classification. After six months employee carries seniority in the new position with him or her into the new classification. Seniority is computed from date of probationary appointment to full-time position, whether City or federally funded.

Step 2
The department director will determine, based on official personnel records and/or qualified testing procedures, where applicable, the individual selected for layoff in the classification. The department director will utilize a combination of the seniority and competency of the individual in making this determination. The Human Resources Director will confer with the Employees' Association if qualified testing is to take place.

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Step 3
An individual laid off from a particular classification may "bump" into a classification for which he or she is qualified (qualification is presumed where the person has held the position previously with the City or where a lower position is in a normal line of promotion). After an employee is informed of an impending layoff or "bump down", he or she must inform the Human Resources Director within five working days of his/her intent to take the option of the layoff or the "bump down".

Step 4
The process will be repeated at the next classification level where an employee bumps in and creates an overage in that classification.

Step 5
When the "bump down" reaches the lowest classification in the series, determination for layoff will be made by seniority only.

5. SENIORITY
Seniority is defined as the length of continuous paid employment with the City.

Seniority shall be retained but shall not accrue during periods of leave without pay.

6. PROBATIONARY PERIOD
a. Initial Probationary Period
Every person receiving an appointment to the competitive service shall be required to serve a probationary period of twelve (12) months, commencing on the date of appointment.
b. Probationary Period Following Promotion
(1) Regular Employee: A regular employee who is promoted shall serve a probationary period of six (6) months in the new position to which he or she has been promoted commencing on the date of such promotion. This probationary period may be extended for up to an additional six (6) month period, upon action of the department director.
(2) Probationary Employee: A probationary employee who is promoted to a position in a class with a higher salary range shall complete the probationary period of six (6) months required of employees with regular status who have been promoted. This probationary period may be extended for up to an additional six (6) month period, upon action of the department director.
(3) When a department manager reasonably concludes that an employee's six (6) month probationary period is insufficient to allow the manager to evaluate the performance of the employee, the department manager may recommend in writing to the department director that the probationary period be extended for up to a six (6) month period. The department director shall have exclusive authority over any such extension. In the event the probationary period is so extended, the affected employee shall have an opportunity to discuss the extension with his /her department director. During the extension period the emp loyee shall remain in

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probationary status, unless the department director removes the employee from probationary status prior to the end of the extended probationary period.

If the department director wishes to extend a probationary period, he or she shall so notify the affected employee in writing before the end of the original six (6) month probationary period.
c. Police Department Positions
Notwithstanding the probationary time periods set forth above, the classifications of Communications Shift Supervisor, Senior Community Services Officer, Community Services Officer, Police Records Shift Supervisor, Police Records Specialist and Special Officer shall serve a probationary period of twelve (12) months, commencing on the date of appointment, for both initial appointments and promotional appointments. Public Safety Dispatchers shall serve a probation period of eighteen (18) months commencing on the date of appointment, for both initial appointments and promotional appointments. d. Housing Specialist Positions
Notwithstanding the probationary time periods set forth above, the classification of Housing Specialist shall serve a probationary period of twelve (12) months, commencing on the date of appointment, for both initial appointments and promotional appointments.

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Association MOU 2025-27

ARTICLE IX

GENERAL PROVISIONS

1. SAVING CLAUSE
If any provision of this Agreement or the application of such provisions to any person or circumstances be ruled contrary to law, by any Federal or State court, or duly authorized agency, the remainder of this Agreement will remain in full force and effect.

2. FULL UNDERSTANDING, MODIFICATIONS, WAIVER
It is intended that this Agreement sets forth the full and entire understanding of the parties regarding the matters set forth herein, and any other prior or existing understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded or terminated in their entirety.

Except as specifically provided herein, it is agreed and understood that each party hereto voluntarily and unqualifiedly waives its right, and agrees that the other shall not be required, to negotiate with respect to any subject or matter covered herein during the term of this Agreement.

Any agreement, alteration, understanding, variation, waiver, or modification of any of the terms or provisions contained herein shall not be binding upon the parties hereto unless made and executed in writing by all parties hereto, and if required, approved and implemented by the City Council.

The waiver of any breach, term or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provisions.

Copies of the following documents are incorporated herein by reference:
a. Meyers-Milias-Brown Act
b. City Council Resolution No. 4066-71 as amended -- Employee Relations Resolution c. Chapter 2.44 of the Garden Grove Municipal Code, revised, entitled " Human Resources”

3. LABOR/MANAGEMENT COMMITTEE

The City and the Association hereby agree to create a committee composed of an equal number of members from management and labor to meet and confer on issues of contract interpretation and implementation on a quarterly basis when and if requested by the Association President. This committee shall not consider substantive modifications to the wages, hours, terms and conditions of employment already specifically outlined herein.

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Association MOU 2025-27

Dated July 1, 2025:

FOR THE CITY OF GARDEN GROVE:

____________________________
JANY H. LEE
Human Resources Director

FOR THE GARDEN GROVE CHAPTER OF

THE ORANGE COUNTY EMPLOYEES
ASSOCIATION:

____________________________

DANA MARIE SAUCEDO
President

____________________________

KERENSA SCHUPMANN
Senior Labor Relations Representative

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Association MOU 2025-27

EXHIBIT A

REPRESENTED CLASSIFICATIONS/SALARY RANGE

GARDEN GROVE EMPLOYEES’ ASSOCIATION

Represented Classification Salary Range

Account Specialist (*Payroll) E 112
Accountant E 160
Accounting Technician (*Payroll) E 152
Administrative Aide (*Human Resources) E 135
Animal Control Officer E 153
Assistant Buyer E 134
Assistant Community Services Supervisor E 150
Assistant Engineer E 175
Assistant Planner E 150
Associate Engineer E 195
Associate Planner E 161

Building Inspector E 160
Business Tax Inspector E 143
Buyer E 154

Cable Production Coordinator E 150
Clerical Assistant (*Human Resources) E 108
Code Enforcement Officer E 153
Communications Shift Supervisor E 160
Community Services Coordinator E 130
Community Service Officer (*Prof Standards) E 131
Construction Inspector E 161

Department Secretary* E 143

Economic Development Specialist E 150
Eligibility Technician E 128
Employment Specialist E 125
Engineering Technician E 149
Environmental Services Specialist E 143

GIS Coordinator E 174
Graphics Designer E 135
Graphics Assistant E 115

Housing Assistant E 135
Housing Specialist E 140

Information Technology Programmer E 179

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Association MOU 2025-27

Represented Classification Salary Range

Information Technology Technician* E 149
Insurance Program Coordinator E 150

Network Administrator E 179

Office Assistant (*Human Resources) E 113

Permit Technician E 140
Plan Check Engineer E 190
Planner E 174
Plans Examiner E 160
Police Records Shift Supervisor E 140
Police Records Specialist E 125
Principal Account Specialist (*Payroll) E 132
Principal Engineering Technician E 169
Principal Office Assistant (*Human Resources) E 133
Program Specialist E 160
Public Safety Dispatcher E 150
Public Works Technician E 145

Real Property Agent E 162
Reprographics Equipment Operator E 109

Senior Account Specialist (*Payroll) E 122
Senior Accountant E 171
Senior Administrative Aide (*Human Resources) E 150
Senior Animal Control Officer E 164
Senior Building Inspector E 170
Senior Code Enforcement Officer E 160
Senior Community Service Officer E 136
Senior Economic Development Specialist E 162
Senior Employment Specialist E 135
Senior Engineering Technician E 159
Senior Fire Protection Specialist E 171
Senior Housing Specialist E 150
Senior Information Technology Technician* E 159
Senior Office Assistant (*Human Resources) E 123
Senior Recreation Specialist E 101
Senior Repro Equipment Operator E 135
Senior Water Quality Technician E 165
Senior Word Processing Operator E 123
Special Officer E 157
Stock Clerk E 112
Storekeeper E 135

Water Quality Technician E 150
Webmaster* E 174
Word Processing Operator E 113

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Association MOU 2025-27

Note: * The above classifications are designated confidential employees for the purposes of the Meyers-Milias-Brown Act.

Such confidential employees may not disclose confidential personnel or financial information or information pertinent to labor negotiations obtained as a result of their position with the City to any members or representatives of OCEA.

Further, such emplo yees will be required to sign Confidentiality Agreements requiring them to maintain the confidentiality of any such information. Finally, such employees will be subject to termination (with a right of appeal only as to the facts supporting the decision to
terminate) for any violation of their
Confidentiality Agreements.

Such employees will not serve on the Garden Grove Employee s Association Board.

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Association MOU 2025-27

EXHIBIT B

TUITION REIMBURSEMENT PROGRAM

1. ELIGIBILITY
All employees who have passed their initial probationary period are eligible to receive tuition reimbursement. Courses must commence after passing the initial probationary period.

2. COURSE ELIGIBILITY
Courses must be in excess of the educational standards for the position. An example of this would be job-related college or university courses when the specification for the classification calls for high school graduation.

Courses must be taken at colleges or universities accredited by one of the six regional accreditation bodies for the United States (as approved by the Department of Education), including the Western Association of Schools and Colleges, the Northwest Association of Colleges and Universities, the Middle States Commission on Higher Education, the New England Association of Schools and Col leges, the North Central Association of Colleges and Schools, and the Southern Association of Schools and Colleges. Credits given for non -classroom assignments such as life experiences, military training, and professional training are not reimbursable. While on-line courses from accredited institutions are acceptable, correspondence courses are not eligible for reimbursement.

Coursework must be related to the employee's current occupation or to a City classification to which the employee may reasonably expect promotion.

No coursework beyond the Master's Degree level or any law school coursework is eligible for reimbursement.

Each course must be identified as to whether it is a core course or a recommended elective for the approved major.

Courses that duplicate previously taken courses are not eligible.

Courses are required for the completion of the pre -approved job-related major. An example would be general education or elective requirements to the major as stated in the college/universit y catalog. Remedial courses or those taken as required for non-approval major shall not be eligible.

Employees who currently have a Bachelor's/Master's degree may be authorized to take an undergraduate/graduate course in a specialized field directly relat ed to the duties of their classification.

Courses are not taken on City time and must be certified that they are taken on the employee's off-duty time.

Courses must be approved by the Department Director and the Human Resources Department before commencement of the class.

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Association MOU 2025-27

3. REIMBURSABLE EXPENSES
The City shall reimburse employees for tuition, registration fees and texts/materials and lab fees required for the eligible courses. Expenses for parking, travel, meals, non-course fees (e.g., student association fees, insurance fees), processing fees, transcript fees, materials and any other costs are not reimbursable.

Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by the California State University system with a maximum of $3,000 per fiscal year, effective July 1, 2015, for courses completed durin g that particular fiscal year. The difference between the City's maximum reimbursement during any fiscal year and the amount of any actual reimbursement received by the e mployee during that fiscal year shall not be carried over or be available for use by the employee in any subsequent fiscal year.

Funds received from any outside sources for the same purpose, such as a scholarship, grant or Veteran's Educational Benefits, m ust be applied toward the cost of the tuition/fees before the City's tuition reimbursement plan shall apply.

Reimbursement shall be made upon completion of the course with a minimum final grade of "C" or its equivalent, i.e., a pass in a pass/fail course w ill be considered equivalent to a "C." Graduate level courses require a minimum grade of "B" for reimbursement. No reimbursement shall be made for audited or incomplete courses.

Employees must submit from the attendant institution a bona fide certification of fees paid and grade achieved in order to have their application considered for reimbursement. These documents must accompany the reimbursement application form in order to be processed.

Application for reimbursement must be submitted within three months of the completion of the approved course in order to be considered for reimbursement.

Upon separation from employment, employees shall be required to reimburse the City for any funds received under this program for courses completed during the last 12 months of employment. This payback provision does not apply to employees who are laid off by the City.

The tuition reimbursement may be a taxable benefit depending upon the provisions of the Internal Revenue Code. The individual employee will be respons ible for any tax liability.

4. EDUCATIONAL INCENTIVE PROGRAM
The Education Incentive Program is being phased out and is only available to qualified employees receiving this benefit before January 1, 1999. 1) QUALIFICATION - College Units
In order to be eligible to receive the flat-rate incentive bonus of $50 per month, the employee must satisfactorily complete fifteen (15) semester or equivalent units of career -oriented, college level course work. Satisfactory completion means receiving a grade of "C" or better if course is graded, or "Credit" if no grade is given. These units must have been completed while employed with the

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Association MOU 2025-27

City in a classification represented by this unit, must have been taken on the employee's off-duty time and at his own expe nse, and must be approved by Human Resources. Three (3) of the fifteen (15) units must have been earned during the two (2) year period preceding qualification. Units will be approved if they meet the following guidelines: (1) are directly related to the emp loyee's position or normal promotional career opportunities within the City, as determined by the Human Resources Department; or (2) are creditable toward a college degree from an accredited college or university. Without prior approval, no guarantee can be given that course work will be accepted.

The date of initial qualification of this incentive bonus pay shall be the date which proof of completion of fifteen (15) units is submitted to Human Resources .

Compensation of this bonus shall begin at the beginning of the pay period in which proof of qualification is submitted. Forms for application of qualification shall be provided by the Human Resources Department and must be completed by the employee and submitted to Human Resources with proof of qualification.

A grade card, transcript, or appropriate form signed by the instructor shall serve as proof of qualification. Qualification shall continue for a two (2) year period from the date of initial qualification.
2) CONTINUATION OF QUALIFICATION
In order to maintain qualification of this incentive bonus pay, the employee must recertify every two (2) years by satisfactorily completing three (3) career-oriented semester or equivalent units prior to the conclusion of the two (2) year qualification period. Satisf actory completion means receiving a grade of "C" or better if course is graded, or "Credit" if no grade is given. These units must be approved by the Human Resources Department and completed on the employee's off-duty time and at his own expense. Units will be approved if they meet the following guidelines: (1) are directly related to the employee's position, as determined by the Human Resources Department ; or (2) are creditable toward a college degree from an accredited college or university. Without p rior approval, no guarantee can be given that course work will be accepted for continuation of qualification in this program. Proof of completion of approved course work must be submitted to the Human Resources Department prior to the conclusion of the tw o (2) year qualification period in order to maintain uninterrupted payment of this incentive bonus pay. Forms for application of qualification for continuation of this bonus pay shall be provided by the Human Resources Department and must be completed by the employee and submitted to the Human Resources Department with proof of qualification. A grade card, transcript, or appropriate form signed by the instructor shall serve as proof of qualification. A new two (2) year qualification period will begin from the date of completion of the course used for continuation of qualification.

If qualification for continuation is not maintained every two (2) years, payment of this incentive bonus pay will discontinue at the conclusion of the last-approved continuation period. To be eligible for reinstatement of this incentive bonus pay, the employee must meet the following "Requalification" requirements.

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Association MOU 2025-27

3) REQUALIFICATION
For requalification of eligibility to receive the incentive bonus pay, the employee must complete the requirements as described under "Continuation of Qualification". Requalification and compensation under this incentive bonus pay program will start at the beginning of the pay period in which proof of such requalification is received by the Human Resources Department . This requalification will begin a new two (2) year qualification period. 4) QUALIFICATION - College Degree
An employee may qualify for the flat-rate incentive bonus of $50 per month if he or she has obtained a college degree from an accredited college or university in a field directly related to his /her current position at a level higher than that required of his /her current position. By way of example, qualification will be approved if the employee's position requires a high school diploma and he or she obtains an Associate of Arts (AA) or Associate of Science (AS) degree; or obtains a Bachelor of Arts (BA) or Bachelor of Science (BS) when his/her position requires an AA/AS; or obtains a Master of Arts (MA) or Master of Science (MS) when his/her position requires a BA/BS.

A diploma or official transcript shall serve as proof of qualification. The date of initial qualification shall be the date which proof of qualification is submitted to the Human Resources Department. Qualification shall continue until such time as the employee terminates City employment or is transferred/promoted to another position within the City which requires a higher level educational degree.

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Association MOU 2025-27

EXHIBIT C

SICK LEAVE PAY OFF

1. ANNUAL SELL BACK
a. Employee A has accumulated 328 unused sick leave hours as of June 30. During the fiscal year, he or she has accrued 96 sick leave hours and used 8 hours. He or she is eligible to sell back 44 sick leave hours in July at the rate of $.70 on the dollar or employee may choose to convert this equivalent amount of hours, after the $.70 on dollar conversion, to vacation hours.

If he or she elects to sell back all 44 eligible hours, 284 hours will remain in his/her sick leave bank until used or time of retirement.

Calculation:
328 unused hours in sick leave bank (June 30)
96 hours accrued - 8 hours used = 88 unused hours during fiscal year 88 hours divided by 2 = 44 hours eligible for annual sell back (30.8 hours converted to vacation hours)
328 hours - 44 hours = 284 hours remaining in sick leave bank b. Employee B has accumulated 248 unused sick leave hours as of June 30. During the fiscal year, he or she has accrued 96 sick leave hours and did not use any.

Although he or she would ordinarily qualify to sell back 48 hours (one-half of 96 accrued but unused sick leave hours), he can actually sell back only 8 hours in order to maintain the qualifying bank of 240 hours. If he or she elects to sell back all 8 eligible hours, 240 hours will remain in his/her sick leave bank until used or time of retirement.

Calculation:
248 unused hours in sick leave bank (June 30)
96 hours accrued - 0 hours used = 96 unused hours during fiscal year 96 hours divided by 2 = 48 hours "ordinarily" eligible for annual sell back 248 bank hours - 240 minimum required hours = 8 hours eligible for annual sell back (5.6 hours converted to vacation hours)
248 - 8 hours = 240 hours remaining in sick leave bank
c. Employee C has accumulated 450 unused sick leave hours as of June 30. During the fiscal year, he or she has accrued 96 sick leave hours and used 100 hours.

Although he or she has accumulated more than the minimum 240 unused hours

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Association MOU 2025-27

required to qualify for this benefit, he or she has used more than he or she accrued during the fiscal year. This disqualifies the employee from participating in this benefit for this fiscal year.

Calculation:
450 unused hours in sick leave bank (June 30)
96 hours accrued - 100 hours used = 0 unused hours for fiscal year

2. PAY OFF AT RETIREMENT
a. At time of r etirement, Employee D has 680 accumulated but unused sick leave hours. He or she will be paid for 340 hours (50% of 680 hours) at his /her base salary hourly rate and the remaining 340 hours will be reported to PERS for inclusion in calculation of total service period.
b. At time of retirement, Employee F has 1,050 accumulated but unused sick leave hours. He or she will be paid for 500 hours (50% of 1,000 hours) at his/her base salary hourly rate and 550 hours will be reported to PERS for inclusion in calculation of total service period.

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Association MOU 2025-27

EXHIBIT D

EMPLOYEES ASSOCIATION UNIFORM ALLOWANCE

TITLE

REPORTED TO

PERS EACH PAY
PERIOD
ANIMAL CONTROL OFFICER $ 17.86

CODE ENFORCEMENT OFFICER $ 17.86

COMMUNICATIONS SHIFT SUPERVISOR $ 18.95

COMMUNITY SERVICE OFFICER $ 18.95

ENVIRONMENTAL SERVICES SPECIALIST $ 17.86

POLICE RECORDS SPEC $ 18.95

POLICE RECORDS SHIFT SUPERVISOR $ 18.95

PUBLIC SAFETY DISPATCHER $ 18.95

SR ANIMAL CONTROL OFFICER $ 17.86

SR CODE ENFORCEMENT OFFICER $ 17.86

SR COMMUNITY SERVICE OFFICER $ 18.95

SR ENVIRONMENTAL SERVICES SPECIALIST $ 17.86

SR WATER QUALITY TECHNICIAN $ 17.86

SPECIAL OFFICER $ 22.14

STOCK CLERK $ 17.86

STOREKEEPER $ 17.86

WATER QUALITY TECHNICIAN $ 17.86

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Association MOU 2025-27

ASSOCIATION / CITY

MEMORANDUM OF UNDERSTANDING

2025 - 2027

INDEX

ARTICLE SECTION # PAGE #
Absence from Work IV 11 20
Absence Without Leave V 11 30
Acting Pay II 3 10
Association Leave with Pay I 10 8
Association Representation I 2 5

Bereavement Leave V 5 28
Bilingual Pay II 5 10
Bulletin Boards I 6 7

Cafeteria Plan III 3 15
Call Back IV 4 19
City Fringe Benefit Contribution III 4 16
Compensation Study Requests II 12 12
Contents of Personnel File I 9 8
Continuation of Fringe Benefits III 9 16
Court Pay IV 5 19
Court Alert Pay IV 6 19

Disciplinary Appeal VIII 3 33
Disciplinary Notice Procedure VIII 2 33

Employment Medical and/or Physical Examination VII 1 32

Full Understanding, Modifications, Waiver IX 2 36

Grievance Procedure VIII 1 33

Health Insurance III 2 15
Holidays V 2 24

ICC/AWWA Certification III 8 16

Job Descriptions I 7 8
Jury Duty V 8 28

Labor/Management Committee IX 3 36
Layoff Process VIII 4 33
Leadperson Pay II 8 11
Leave of Absence Without Pay V 10 29
Life Insurance III 5 16
Longevity Pay II 6 11

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Association MOU 2025-27

ARTICLE SECTION # PAGE #
Long-Term Disability III 6 16
Lunch Breaks and Rest Periods IV 2 18

Management Functions I 4 6
Matron Duties Assignment II 9 11
Mileage Reimbursement III 7 16
Military Leave V 6 28

Non-Industrial Disability Leave V 7 28

OCEA Recognition I 1 5
On-the-Job Injury Leave V 4 27
Outside Employment VII 4 32
Overtime IV 3 19
Overtime Accrual IV 8 20

Payroll Deduction/Check Off I 5 7
Peaceful Performance I 3 5
Probationary Period VIII 6 34
Promotional Policy VII 3 32

Reclassification Requests II 13 12
Retirement Plan III 1 13

Safety Committee VI 2 31
Salary Increases II 2 9
Saving Clause IX 1 36
Senior Community Service Officer Assignment II 10 11
Seniority VIII 5 34
Shift Selection – Police Dept. IV 12 20
Sick Leave V 3 26
Standby Pay IV 7 20
Steel-Toed Safety Shoes VI 1 31

Temporary Employees I 8 8
Temporary Upgrade Pay II 4 10
Time Off for Examinations V 9 29
Training VII 2 32
Training Pay II 11 11
Tuition Reimbursement II 7 11

Uniforms VI 3 31

Vacation Leave V 1 22

Wages II 1 9
Work Days – Christmas to New Years IV 9 20
Work Schedules Determination IV 10 20
Work Week IV 1 18

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Association MOU 2025-27

EXHIBITS

EXHIBIT PAGE #
Represented Classifications/Salary Range Schedule A 38
Tuition Reimbursement B 41
Sick Leave (Sell Back/Pay Off) C 45
Uniform Allowance D 47

CITY OF GARDEN GROVE AND OCEA

SIDE LETTER RE VACATION ACCRUAL
WHEREAS, the City of Garden Grove (“City”) and the Orange County Employees Association, Garden Grove Chapter (“Association”) have met and conferred regarding successor Memorandum of Understandings (“MOU”); and
WHEREAS, the City and Association have agreed to modify Article VI.1.a of the Association’s MOU to provide additional tiers of accrual rates for their members; and WHEREAS, the City cannot implement the change in the accrual rates until January 3, 2026; and
WHEREAS, the Parties have reached agreement to address the employees who will not have the benefit of the increased accrual rate from the date of the MOU is approved by the City Council (“effective date”) to January 2, 2026.

THEREFORE, THE PARTIES AGREE AS FOLLOWS:

1. The City agrees that it shall adjust vacation leave banks for employees who were impacted by the new vacation accrual rates between the effective date of the successor MOU and January 2, 2026 by adding the amount of vacation hours the employee would have received if the new vacation accrual rate had been in effect as of the effective date.

For example, assuming the effective date is before October 1, 2025, an employee who has their 13-year anniversary on October 1, 2025 shall not have their vacation accrual rate adjusted on October 1, 2025. Instead, the new vacation accrual rate will be effective on January 3, 2026. The employee will have a vacation accrual rate of 12 hours per month from October 1 to January 2, 2026. Had the employee’s accrual rate been adjusted on October 1, 2025, the employee would have had an accrual rate of 13 hours per month. Therefore, in the pay period that includes January 3, 2026, the employe e will have their vacation leave bank adjusted to include an additional three (3) hours (one additional hour for the months of October, November, December).

2. The Association agrees that employees will have three pay periods (up to February 27, 2026) to ra ise any challenge regarding their vacation accrual rates or the vacation adjustment. Any challenges after February 27, 2026 are waived.

IT IS SO AGREED

DATE:
_________________________________
OCEA

DATE: ___________________________

CITY OF GARDEN GROVE