SIDE LETTER AGREEMENT BETWEEN THE CITY OF GLENDALE
AND
THE GLENDALE POLICE OFFICERS’ ASSOCIATION
Subject to approval by the authorized representatives of the City of Glendale and the Glendale Police Officers’ Association (collectively, “Parties”), this side letter seeks to clarify specified provisions of the July 1, 2024 through June 30, 2027 Memorandum of Understanding between the Parties (the “MOU”), solely for the purpose of complying with the Public Employees’ Retirement Law.
Section 1. Article Two (Salaries and Compensation), Section VI (Longevity Compensation), Section VII (Police Agent Program), Section X (Motorcycle Duty), and Section XVII (Administrative (Non 3/12) Assignment Program) shall be revised in their entirety to read as follows:
“VI. LONGEVITY COMPENSATION
A. Compensation
Unit employees shall receive additional monthly compensation at the rates and for the service periods as a police officer, and sworn peace officer as set forth in the table below.
1. Effective the pay period beginning August 4, 2019:
a. % of Payment Years of Sworn Service
2% of base salary At the completion of year 20
2. Effective the commencement of the pay period that includes July 1, 2020, the cumulative total percentages for Longevity Compensation shall be:
a. % of Payment Years of Sworn Service
2% of base salary At the completion of year 10
4% of base salary At the completion of year 20
3. Effective the commencement of the pay period that includes July 1, 2021, the cumulative total percentages for Longevity Compensation shall be:
a. % of Payment Years of Sworn Service
4% of base salary At the completion of year 10
8% of base salary At the completion of year 20
B.Unit employees shall be responsible for notifying the Professional Standards Bureau of their eligibility to receive longevity compensation. Compensation will be effective the commencement of the pay period in which the notification is received or the date of eligibility, whichever is the latter.”
“VII. POLICE AGENT LEAD PROGRAM
A. Purpose
The purpose of the Police Agent Program is to select and recognize those unit employees who are routinely and consistently assigned to lead other unit employees, while providing direction and training may receiveduring difficult and challenging assignments, where they and are required to work independently with a minimum of supervision. These unit employees shall provide leadership, direction and training for other unit employees.
B. Compensation
Unit employees assigned as Police Agents shall receive extra compensation in the amount of five percent (5%) per month above their base salary because those employees grouped based on working in challenging independent assignments are routinely and consistently assigned lead and supervisory duties over other unit employees. Compensation for Police Agents who are also receiving compensation as part of the Master Police Officer Program is subject to the limitations set forth in Article II Section XIX of this agreement. Effective the pay period which includes July 1, 2025, Police Agents shall receive extra compensation in the amount of six and one-half percent (6.5%) per month above their base salary.
C. Administration
The Police Agent Lead Program shall be administered as follows , and only those assigned to perform corresponding lead duties and shall receive the compensation:
1.Eligibility for Assignment
a. Field Services Division - Unit employees in the classification of Police Officer shall be considered for assignment as a Police Agent based on the amount of experience as a Glendale Police Officer, and whose job performance is rated " successfully meets standards" or higher.
b. Other Specialized Assignments - Unit employees in the classification of Police Officer and whose job performance successfully meets standards shall be considered by the Police Chief for assignment as a Police Agent if they possess the commensurate aptitude, skill, and expertise necessary for such assignment. Such assignments are not subject to any review committee.
2.Modification - Minimum Experience
The minimum experience necessary for either Agent assignment may be temporarily modified whenever the Police Chief determines there is an insufficient amount of candidates possessing the required expertise for specialized assignments or eligibility standards within the department from which to select. Modification recommendations may be made by either (a) The Police Chief or; (b) Agent Review Committee for approval by the Police Chief.
3.Review Committee
Field Service Division - A Police Agent Review Committee approved by the Police Chief, composed of sergeants and/or lieutenants from the Field Services Division; the Captain of the Field Services Division; and the Association President or designee shall establish selection criteria, screen, rank, and recommend candidates for this assignment. The final recommendation for appointment to the position of Police Agent shall be made by the Field Services Division Captain.
4. Authorization
The total number of Police Agent assignments authorized within the various department work sections shall be determined by the City and based on operational needs. All employees who perform the work of a police agent assignment shall be paid the lead pay.
5. Re-evaluation
Agents are appointed for a six (6) month period. Personnel desiring to be reappointed to the position of Police Agent shall submit such a request in writing. A reevaluation of the assigned Police Agents' performance shall be conducted by each Police Agent committee at every six (6) month interval.
6. Revocation
a. This assignment is revocable at any time by the Police Chief. If such determination is made prior to reevaluation by the Police Agent Review Committee, the officer shall be given written notification stating the reasons for the revocation of the assignment. If an employee no longer meets the requirements to be assigned, they will no longer perform the corresponding lead duties or receive the associated lead pay. b. This provision does not apply to assignments made by the Police Chief as a specialized assignment, pursuant to the aforementioned paragraph, Section C, 1 b. above.
D. Assignment
1. Responsibilities and Duties
Unit employees assigned as Police Agents shall be assigned lead responsibilities and duties as defined and recommended by the Police Agent Review Committees and approved by Police Management and the Police Chief.; While except, Police Agents are lead assignments, they are not supervisory assignments, and they will only act in a supervisory capacity at the direction of Police Management.
2. Temporary Assignments
a. Police Agent assignments are temporary assignments, not a separate job classification; it does not have Civil Service status and is not subject to Civil Service selection procedures, appeals, or seniority: it is not a property right and may be revoked by Police Management at any time for job-related reason or operational necessity.
b. Unit employees assigned to these, and other extra pay positions may be transferred in accordance with normal department practices and/or operational needs for non- disciplinary and/or non-punitive reasons; if such a transfer occurs, the unit employee shall not be entitled to an administrative appeal. It is agreed that the loss of compensation associated with the above referenced transfers/removals shall not be considered punitive nor entitle a member to receive an administrative appeal pursuant to Government Code section 3304 or White v. County of Sacramento (1976) 31 Cal.3d 676, unless the removal is imposed for disciplinary or punitive purposes.
E. Limitations
1. This extra compensation shall be paid only during those periods or portions thereof when such unit employees are actually assigned to Police Agent duty and are performing the assignment in their daily scheduled work assignment.
2. However, should a unit employee assigned to Police Agent duty be unable to perform that function due to a non-job related illness or injury for a period of twenty-one (21) calendar days, this assignment compensation shall be suspended for all scheduled workdays not worked in excess of the first twenty-one (21) calendar days and until the day he/she returns to this full duty assignment.” “X. MOTORCYCLE DUTY
A. Purpose
1. The purpose of the specialized motorcycle duty assignment is to provide the Police Department with selected qualified unit employees who are responsible for performing selected traffic enforcement, direction and control.
2. Unit employees selected for this assignment will be required to obtain and maintain specialized skills in addition to those of a Police Officer, which are unique to motorcycle duty.
3. Unit employees assigned to motorcycle duty must demonstrate a proficiency to operate a motorcycle as required by management.
B. Compensation
1. Unit employees in the classification of Police Officer or Police Sergeant who are routinely and consistently assigned by Police Management to a two-wheel motorcycle shall receive extra compensation in the amount five percent (5%) per month above their base salary. Effective the pay period which includes July 1, 2025, the extra compensation shall increase to six and one-half percent (6.5%) per month above their base salary.
2. This compensation is granted in recognition of operating a two-wheel motorcycle, because of the hazardous nature of the assigned duties and responsibilities of the motorcycle duty assignment.
C. Limitations
1. This extra compensation shall be paid only during those periods or portions thereof when such unit employees are actually assigned to two-wheel motorcycle duty.
2. However, should a unit employee assigned to motorcycle duty be unable to perform that function due to a non-job related illness or injury for a period of twenty-one (21) calendar days or more, this assignment compensation shall be suspended for all scheduled workdays not worked in excess of the first twenty- one (21) calendar days and until the day he/she returned to this full duty assignment.
D. Temporary Assignments
a. Motorcycle duty assignment is a temporary assignment, not a separate job classification; it does not have Civil Service status and is not subject to Civil Service selection procedures, appeals, or seniority; it is not a property right and may be revoked by Police Management at any time for job- related reasons or operational necessity.
b. Unit employees assigned to these, and other extra pay positions may be transferred in accordance with normal department practices and/or operational needs for non-disciplinary and/or non-punitive reasons; if such a transfer occurs, the unit employee shall not be entitled to an administrative appeal. It is agreed that the loss of compensation associated with the above referenced transfers/removals shall not be considered punitive nor entitle a member to receive an administrative appeal pursuant to Government Code section 3304 or White v. County of Sacramento (1976) 31 Cal.3d 676, unless the removal is imposed for disciplinary or punitive purposes.
E. Motorcycle Take Home Privilege
1. Unit employees may be allowed by Police Management to take home their assigned City motorcycle, providing said following conditions are met:
a. Unit employees must reside within a sixty (60) mile radius of the Civic Center Garage.
b. Motorcycle must be kept in a secured and covered facility at the unit employee's residence.
c. Unit employee must maintain motorcycle in a clean condition. (Maintenance and cleaning is to be performed solely during work hours.) d. Unit employee is assigned to a 5/40, 9/80, 3/12, or 4/10 work schedule. e. During periods of leave exceeding forty (40) hours, Police Management may require that the motorcycle will be garaged at the Police facility for repair or deployment.
f. This privilege may be revoked at any time by Police Management if any condition is not complied with.”
“XVII. ADMINISTRATIVE (NON-3/12) ASSIGNMENT PROGRAM
A. Purpose
1. Since the majority of unit employees are assigned to and receive the benefit of the 3/12 work schedule, tThe Administrative (Non-3/12) Assignment Pay Program was established to recognize unit employees in various administrative assignments, who do not receive the benefit of the 3/12 working schedule.who are routinely and consistently assigned to police administrationadministrative roles supporting the Police Chief and police commander in operation of the police department.
2. Unit employees in the following non-3/12 work scheduleperforming duties in an administrative assignments within the following areas are eligible for compensation under the Administrative (Non-3/12) Assignment Program:
a. Investigative Services
b. Staff Services (PIO)
c. CIB Investigations
d. SIB Investigations
e. Youth Services
f. Traffic personnel excluding motor assignment
g. COPPS Program
h. Retail Crimes
i. Professional Standards
j. ASD Officer (Jail)
k. Field Services Division Admin Sergeant
l. Other non-3/12 assignments.
3. Unit employees receiving extra compensation for the assignments of: K-9 Officer, K-9 Vice- Narcotics, Helicopter Pilot (trainer and non-trainer), Helicopter Observer, Motorcycle Duty, Emergency Medical Technician Program, Master Police Officer Program, and Arson Investigator as set forth in Article Two, shall not be assigned to receive additional compensation under the provisions of the Administrative (Non-3/12) Assignment Program.
4. Patrol personnel temporarily assigned (on loan) to administrative non 3/12 assignments shall not be eligible to receive the Administrative Non-3/12 Assignment Pay unless the temporary assignment extends beyond thirty (30) days.
B. Compensation
Unit employees designated by Police Management to assignments under the Administrative (Non- 3/12) Assignment Program, shall receive extra compensation in the amount of five percent (5%) per month above their monthly base salary because they are routinely and consistently assigned to police administration supporting the Police Chief and police commander in operation of the police department. Effective the pay period which includes July 1, 2025, the extra compensation shall increase to six and one-half percent (6.5%) per month above their base salary.
C. Limitations
1. This extra compensation shall be paid only during those periods or portions thereof when such unit employees are actually assigned to the Administrative (Non-3/12) Assignment Program.
2. However, should a unit employee assigned to the Administrative (Non-3/12) Assignment Program be unable to perform that function due to a non-job related illness or injury for a period of fifteen (15) working days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first fifteen (15) working days and until the day he/she returns to this full duty assignment.
D. Temporary Assignment
1. The Administrative (Non-3/12) Assignment is a temporary assignment, not a separate job classification; it does not have Civil Service status and is not subject to Civil Service selection procedures, appeals, or seniority; it is not a property right and may be revoked by Police Management at any time for job-related reasons or operational necessity.
2. Unit employees assigned to these, and other extra pay positions may be transferred in accordance with normal department practices and/or operational needs for non-disciplinary and/or non-punitive reasons; if such a transfer occurs, the unit employee shall not be entitled to an administrative appeal. It is agreed that the loss of compensation associated with the above referenced transfers/removals shall not be considered punitive nor entitle a member to receive an administrative appeal pursuant to Government Code section 3304 or White v.
County of Sacramento (1976) 31 Cal.3d 676, unless the removal is imposed for disciplinary or punitive purposes.
E. Restriction During Administrative Assignment
Any unit employee not regularly assigned to the Administrative Non-3/12 AssignmentPay, but is placed on a non-3/12an administrative schedule because of an administrative assignment to the Professional Standards Bureau or a Temporary Modified Assignment shall not be eligible to receive the Administrative Non-3/12 PayAssignment Pay, because they are not regularly assigned.”
Section 2. Except as expressly modified by this side letter, the provisions of the MOU, as modified by earlier side letters, shall remain unchanged. Upon expiration of the current MOU, the terms of this Side Letter will be incorporated into the successor MOU.
This side letter is hereby executed by the authorized representatives of the Parties on the date specified.
PARTIES TO THE AGREEMENT:
FOR THE CITY OF GLENDALE
__________________________________ ____________________ Roubik Golanian, City Manager Date
__________________________________ ____________________ Paula Adams, Chief Human Resources Officer Date
FOR THE GLENDALE POLICE OFFICERS’ ASSOCIATION
__________________________________ ____________________ Michael Wenz, GPOA President Date
APPROVED AS TO FORM
__________________________________ ____________________ Isabel Safie, Special Counsel Date