Agenda packet, regular meeting, first session — La Verne City Council, January 20, 2026 (part 2 of 2)

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City of La Verne,City Council
Agenda Report

DATE: January 20, 2026
TO: Honorable Mayor and City Council
FROM: JR Ranells, Assistant City Manager
SUBJECT: APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF LA VERNE AND THE LA VERNE POLICE OFFICERS’ ASSOCIATION AND AUTHORIZING EXECUTION BY THE CITY MANAGER.

SUMMARY
The Memorandum of Understanding (MOU) with the La Verne Police Officers’ Association (LVPOA) expired on June 30, 2025. Staff and association representatives have been meeting since December 2024 on a successor agreement. Based on City Council direction and support of the terms discussed during closed session, a tentative agreement has been reached and staff is now seeking formal approval from City Council to finalize the MOU.

RECOMMENDATION
That the City Council:

1. Approve a Memorandum of Understanding between the City of La Verne and the La Verne Police Officers’ Association; and

2. Authorize the City Manager to execute the Memorandum of Understanding with the La Verne Police Officers’ Association.

DISCUSSION
Pursuant to State law, the City is required to meet and confer with recognized employee associations regarding wages, hours, and other terms and conditions of employment. The existing Memorandum of Understanding (MOU) with the La Verne Police Officers’ Association (LVPOA) expired on June 30, 2025. Following City Council direction, City staff and LVPOA representatives have met and conferred since December 2024 and have reached a tentative agreement on a successor MOU, which is now being presented to the City Council for formal approval.

The proposed MOU includes general language clean-up, compensation adjustments for current LVPOA members, organizational efficiencies, and increased employee contributions toward retirement benefits for classic CalPERS members. The agreement reflects a continued departure from the City’s prior median-based compensation model and instead emphasizes education, professional development, retention, and shared fiscal responsibility.

A primary component of the agreement is an enhanced Education Achievement Incentive program, which expands compensation opportunities for officers who obtain advanced academic degrees and POST certifications. This revised approach underscores the City’s

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Agenda Packet - January 20, 2026
Approving a Memorandum of Understanding Between the City of La Verne and the La Verne Police Officers’ Association and Authorizing Execution by the City Manager., Page 2

commitment to maintaining a highly educated and professionally trained police workforce by recognizing and rewarding personal investment in education and advanced training.

Educational POST Certification incentive pay is reported as special compensation to the extent permitted by CalPERS regulations and is capped at a maximum of twenty-two percent (22%) of base pay. With the change in education incentive, there were 4-5 officers who would have received less compensation based on the new incentive program; however, as agreed to, a stipend for the final six months of the current fiscal year was agreed to in order to maintain officer compensation until the July 2026 cost of living adjustment is in place.

To further support recruitment and retention efforts, the proposed MOU introduces longevity recognition for LVPOA members, with annual compensation ranging from $1,200 to $3,600 based on years of service. This provision is intended to recognize professional knowledge and long-term service while improving the City’s ability to retain experienced officers in a competitive regional law enforcement labor market.

The agreement also includes increased employee cost-sharing toward retirement benefits.

LVPOA members will contribute an additional one percent (1%) toward CalPERS retirement benefits effective July 2026, followed by an additional one percent (1%) increase effective July 2027. Upon full implementation, classic employees will contribute a combined total of twelve percent (12%) toward retirement benefits (consisting of an eleven percent (11%) employee contribution and a one percent (1%) employer-paid cost share), consistent with the City’s goal of addressing rising pension costs through shared responsibility. In addition, the City will increase its monthly Health Savings Account (HSA) contribution for newer officers from $100 to $150 as well as increasing City contributions toward eligible employee medical insurance costs. The proposed MOU revisions eliminate the requirement that 50% of sworn officers hold the rank of Corporal, creating an organizational efficiency by addressing the previous over- allocation of technical supervisory positions, which diluted the role’s functional impact. This change is intended to restore the rank’s significance within the organizational structure while providing greater operational flexibility and removing restrictive minimum staffing requirements from the prior agreement.

Overall, the proposed MOU reflects a balanced and collaborative approach that prioritizes officer education, recognizes long-term service, addresses recruitment and retention challenges, and emphasizes employee participation in retirement cost sharing. Approval of the MOU will allow the City to remain competitive in attracting and retaining qualified police officers while responsibly managing compensation and benefit costs.

FISCAL ANALYSIS
Compensation increases resulting from the proposed Memorandum of Understanding (MOU) are supported by a transfer of Measure LV revenues into the General Fund. The cost of the agreement reflects the incremental increase associated with the new or enhanced salary and benefit provisions and not the total ongoing cost of the POA which has been budgeted through the regular budget process. The three-year annualized cost that served as the basis for funding the agreement was $1,470,944, which includes the above-mentioned stipends. Due to the extended negotiations, the Association remained compensated based on the prior MOU and, therefore, the three-year annualized cost results in a reduction of less than half of the current year. The estimated cost for the remainder of the 2025–26 fiscal year is $156,975 within the

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General Fund. This amount reflects the full longevity cost resulting from the timing of the benefit payment. The full incremental cost is estimated at $306,980 in Year One, with additional incremental costs of $190,634 in Year Two and $180,735 in Year Three. When compounded over the three-year term starting with the first full pay period after the effective date, the total estimated increase attributable to the MOU is $1,332,938. Appropriation requests for 2025-26 will be requested with the full-time salary chart item and future years' amounts will be incorporated during the regular budget process.

ENVIRONMENTAL ANALYSIS
Not applicable.

LEGAL REVIEW
This report was reviewed and approved by the City Attorney.

ATTACHMENTS

1. MOU-LVPOA-Final Draft-Redline

2. MOU-LVPOA-Final Draft-Clean

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MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF LA VERNE
AND

THE LA VERNE POLICE OFFICERS' ASSOCIATION
___________________________________________

Article 1 – Recognition
Article 2 – City Council Approval
Article 3 – Management Rights
Article 4 – Association Rights
Article 5 – Association Dues
Article 6 – No Strike/No Lockout
Article 7 – Layoff Procedures
Article 8 – Salary Rates and Step Advancements
Article 9 – Hours of Work
Article 10 – Lead Motor Officer Differential
Article 11 - Canine Assignment
Article 10 12 – Special Assignment Pay
Article 11 13 – Overtime
Article 12 14 – Call-Back Allowance
Article 13 15 – Standby Court Allowance
Article 14 16 – Sick Leave
Article 15 17 – Holidays
Article 16 18 – Vacations
Article 17 19 – Uniform Allowance
Article 18 20 – Retirement
Article 19 21 – Medical and Dental Plans
Article 20 22 – Training
Article 21 23 – Time Off to Employee Representatives
Article 22 24 – Education Incentive and Tuition Reimbursement Article 25 – Longevity Stipend
Article 23 26 – Firearms Qualification Program
Article 24 27 – Gym Membership Reimbursement
Article 25 28 – Bilingual Pay
Article 26 29 – Workers’ Compensation Insurance
Article 27 30 – Leave of Absence
Article 28 31 – Long Term Disability and Life Insurance Article 29 32 – Grievance Procedures
Article 30 33 – Jury Duty
Article 31 34 – Inspection Privileges/Posting of Notices Article 32 35 – Safety and Health/Drug Testing
Article 33 36 – Work by Management Personnel
Article 34 37 – Non-discrimination
Article 35 38 – Fair Labor Standards Act (FLSA) Requirements Article 36 39 – Savings Provision
Article 37 40 – Drug and Alcohol Abuse Policy

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Article 38 41 – DROP Program
Article 39 42 – Term of Memorandum of Understanding

Article 1 – Recognition
The City of La Verne (hereinafter referred to as "City") has formally recognized the La Verne Police Officers' Association (hereinafter referred to as "Association") as the representative for full-time City employees in the following job classifications:

Police Officer
Police Corporal
Police Sergeant

Article 2 – City Council Approval
It is agreed that this Memorandum of Understanding (MOU) is of no force or effect until ratified, approved and adopted by the City Council of the City of La Verne.

Article 3 – Management Rights
To the extent that the following are not inconsistent with specific MOU provisions and to the extent that the following are not within the scope of representation, the parties agree that the following constitute the rights of management:

1. The right to hire, promote, demote, suspend, discipline, or discharge any employee in accord with state and federal law.

2. 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.

3. Determine services to be rendered.

4. Determine the layout of buildings and equipment and materials to be used therein.

5. Determine the size and character and use of inventories.

6. Determine financial policy, including accounting procedure.

7. Determine the staffing of classifications not represented by the Association.

8. Determine selection, or promotion of employees.

9. Determine the size and character of the work force.

10. Determine the allocation and assignment of work to employees except in those instances where the affected employee receives additional compensation as a result of performing a given assignment.

11. Determine policy affecting the selection of new employees.

12. Determine the establishment of quality and quantity standards and the judgment of quality and quantity of work required.

13. Impose discipline.

14. Determine control and use of City property, materials, and equipment.

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15. Place work with outside firms

16. Determine the kinds and numbers of personnel necessary.

17. Require employees, where necessary, to take in-service training courses during working hours.

18. Prescribe a uniform dress to be worn by designated employees.

Any grievance arising out of or in any way connected with the existence or the legality of any of the above-described rights of management is not subject to the grievance procedure unless such grievance is otherwise grievable under another Article of this Agreement.

Article 4 – Association Rights
The Association retains the right to engage in the meet and confer process with regard to all matters relating to employer/employee relations including, but not limited to, wages, hours and other terms and conditions of employment.

Article 5 – Association Dues
A. The City shall deduct dues from the first and second paychecks of each employee each month and remit to the Association such monies, the deduction of which have been authorized by the employee in writing.

B. The Association agrees to hold harmless and indemnify the City against any claims, causes of action, or lawsuits alleging negligence by the City in the performance of its obligations as set forth in Article 5(A).

Article 6 – No Strike/No Lockout
The City and the Association agree that it is to their mutual benefit to encourage the resolution of differences through negotiation. Therefore, during the term of this MOU, the City agrees that it will not cause a lockout of employees covered by this MOU and the Association agrees that there will be no strike, slowdown, or other work stoppage. Compliance with the request of other labor organizations is included in this prohibition.

Article 7 – Layoff Procedures
A. Seniority shall be defined as the length of continuous service as a full-time employee with the City of La Verne except as otherwise noted.

B. In the event of reduction in the work force, the employee in the classification being reduced with the least seniority shall be laid off first.

C. Any represented employee who has been notified of layoff may elect to accept the layoff or exercise bump down rights. Represented employees, if qualified and able to work, shall be authorized to bump into any lower rated classification

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with the department and replace any employee who has less seniority.

Employees exercising bump down rights must do so within seventy-two (72) hours after receipt of notice of layoff.

D. Employees bumped by higher seniority employees shall themselves have the option of exercising bump down rights.

E. No new employee shall be hired until all employees on layoff have been given the opportunity to be reinstated in the position held prior to layoff or bump down. Such employees shall be rehired or reinstated to the position held at the time of separation and in reverse order of their layoff or demotion. Such right of reinstatement must be exercised within twenty (20) days after the City deposits its written notice of recall from layoff in the United States Mail addressed to the employee's last known address. Such mailing shall be by certified mail – return receipt requested.

Article 8 – Salary Rates and Step Advancements
A. Salary Step Advancement. A five (5) step salary schedule with five percent (5%) difference between steps is hereby established for the classifications listed in Article 1 of this Agreement. Such 5% differentials shall be maintained for the term of this Agreement.

1. Step 1. This is the minimum rate and will be the hiring rate. In special cases, when it is merited by experience, education, training or other qualifications, the City may approve hiring at a higher salary step. If an employee is hired at a step other than 1, he/she must wait one (1) year until the next step increase.

2. Step 2. This salary step is attainable after completion of six (6) calendar months of service if the employee has demonstrated satisfactory job progress.

3. Step 3. This salary step is attainable after one (1) year of service from the date of the last salary step increase only if the employee shows satisfactory job progress.

4. Step 4. This salary step is attainable after one (1) year of service from the date of the last salary step increase only if the employee shows satisfactory job progress.

5. Step 5. This salary step is attainable after one (1) year of service from the date of the last salary step increase only if the employee shows satisfactory job progress.

B. Salary Increases– Effective the first full pay period of November January 20232026, the steps of the salary schedule will be increased 3% for all LVPOA Members.5% for Police Officer and Corporal and 3% for Sergeant.

Effective the first full pay period in July 20242026, the steps of the salary schedule will be increased 3% for all LVPOA Members.

Effective the first full pay period in July 2027, the steps of the salary schedule will be increased 3% for all LVPOA Members.

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The Step 5 salary for employees promoted to Corporal shall be set at ten percent (10%) above the Step 5 salary for Police Officer.

Historically, when reaching agreement via an MOU, the City and POA have established salary increases by setting base salary at the market median for specified dates. The traditional market for comparison purposes include the following local agencies: the cities of Azusa, Baldwin Park, Chino, Claremont, Covina, Glendora, Monrovia, Montclair, Ontario, Pomona, Upland, West Covina, and the County of Los Angeles. For fiscal purposes and as agreed through the meet and confer process, the City and POA have set the specific salary increases as noted above, reflecting a move away from using the median to set compensation.

C. Salary Plan Administration/Work Performance Evaluation.

6.1. Employees shall be paid by twelve noon (12:00) on or before every other Friday. When the normal pay day falls during an employee's annual vacation leave, such employee shall receive a partial vacation advance on the last working day prior to such an annual vacation leave provided a written request is submitted to the Finance Officer at least five (5) working days prior to said leave.

7.2. All employees shall receive at least one (1) annual written department evaluation pursuant to department policy as established by the Police Chief. Written evaluations will be given to the employee at least ten (10) days before the end of the particular evaluation period.

8.3. All step increases, promotions, demotions, or other changes in the employees' salaries shall occur at the beginning of the closest pay period.

9.4. Performance evaluations shall be completed by supervisor which employee predominantly worked under during review period. However, this will not preclude the evaluating supervisor from getting input from other superiors the employee worked for.

D. Probationary Period.

1. All entry level appointments to the classification of Police Officer shall be tentative and subject to a probationary period of eighteen (18) months.

2. Promotional appointments shall be tentative and subject to a probationary period of one (1) year.

3. Lateral appointments shall be tentative and subject to a 12-18 month probationary period as determined by the Personnel Officer and Police Chief. Some of the factors used in determining length of the probationary period include but are not limited to; previous years and level of experience, formal education, POST certificates, specialized training, as well as job performance.

4. The probationary period may be extended prior to the end of the probationary period by the City for a period not to exceed three (3) months as a result of an employee's unfavorable evaluation.

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5. During the probationary period, a newly hired employee may be discharged by the City if the City deems the employee unfit or unsatisfactory for permanent employment. The probationary employee shall have the rights of appeal as required by law.

6. During the probationary period, a promoted employee may be demoted back to the previous job held if the City deems the employee unfit or unsatisfactory for permanent appointment. No probationary period shall be required upon reinstatement to the prior position.

7. The probationary period shall be regarded as a part of the testing process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to a position, and for rejecting an employee whose performance does not meet the standards of work.

Trainee Levels. The City may, at its discretion, establish Police Academy trainee salary range levels, not less than fifteen percent (15%) below Step 1 of the Police Officer salary range and/or job description.

F. New Classifications. The City may establish new job classifications that do not entail reclassification of an existing position. Employees desiring to compete for such positions will be evaluated in the same manner as any candidate aspiring to receive appointment to the new position.

G. Acting Appointments. The City may designate an employee to an acting capacity in a job classification different than that currently held by the employee. The employee shall receive five percent (5%) above the employee's current base monthly salary added to the employee's wages after ten (10) consecutive working days of satisfactory service in such acting capacity as determined by the City.

1. Service in an acting capacity shall not continue beyond six (6) months without the agreement of employee, Association and City.

2. An employee having served in an acting capacity and subsequently fully appointed to the position shall establish a new anniversary date as the first day of permanent appointment to the position.

Promotion. The City may promote an employee to a higher job classification.

1. A promoted employee shall receive a minimum of five percent (5%) increase in salary provided, however, that no employee shall receive a salary which exceeds or deviates from the salary steps established for the promotional job classification. A promoted employee appointed at other than Step 1 shall not receive another step increase for a minimum of one (1) year.

2. A new anniversary date shall be established and the promoted employee shall be subject to a one (1) year probationary period. An employee rejected during this time because of committing a disciplinable act shall be reinstated to the job classification previously held at the same salary level the employee had prior to the promotion without loss of seniority in that classification and/or shall be subject to discipline.

Corporal Program. Sworn employees covered by this Agreement shall be promoted to the classification of Corporal as follows:

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1. Incumbent Police Officers hired prior to September 5, 1994, shall be eligible for promotion to Corporal without regard to the budgetary limitations established in subsection 2 below, based on the following criteria. Education: An A.A./A.S. degree (or equivalent units) from an accredited college in criminal justice or another law enforcement related course of study; Experience: Four (4) years as a sworn Police Officer, two (2) of which must be with the City of La Verne; Test: The employee must pass a written test with a 70% score or better and receive satisfactory annual performance evaluations in the prior two (2) years preceding promotion.

1. The number of Corporal positions within the Department shall be limited to one-half of the budgeted complement of Police Officers and Corporals with a minimum of fifteen (15). Eligibility criteria for promotion to Corporal shall be as follows: Education: A.A./A.S. degree (or equivalent units) from an accredited college in criminal justice or other law enforcement related course of study; Experience: Four (4) years as a sworn Police Officer, two (2) of which must be with the City of La Verne.

All promotions to Corporal shall be accomplished through a competitive selection process in accordance with the Personnel Rules and Regulations.
a. Upon ratification of thie three year2026 successor agreement, and beginning during fiscal year 2026-2027, the City shall initiate a reduction of the total number of authorized Police Corporal positions from fifteen (15) to twelve (12).
i. The reduction shall occur through attrition only, meaning no incumbent employees shall be involuntarily demoted or displaced. ii. During the first year of this agreement, the number of corporals shall be reduced by one (1) upon the next vacancy created by resignation, retirement, promotion, separation, or other attrition.

The minimum number of Corporals shall be fourteen (14). iii. During the second year of this agreement, the number of corporals shall be reduced by one (1) upon the next vacancy created by resignation, retirement, promotion, separation, or other attrition.

The minimum number of Corporals shall be thirteen (13).

2.iv. During the third year of this agreement, the number of corporals shall be reduced by one (1) upon the next vacancy created by resignation, retirement, promotion, separation, or other attrition.

The minimum number of Corporals shall be twelve (12).

J. Demotion. The City may, with cause, demote an employee to a lower job classification.

1. A demoted employee shall receive a minimum decrease in salary equivalent to one (1) salary step provided, however, that no employee shall receive a salary which exceeds the maximum range level established for the lower job classification.

2. A new anniversary date shall be established for the demoted employee as the day on which the employee begins performing the duties of the lower Commented [EB1]: Conversation about changing “will” to “shall”
Commented [EB2R1]: Look at all the “will”s

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job classification as determined by the City. A demoted employee will suffer no loss of seniority with the department.

3. No probationary period shall be required for any employee in a classification to which he is demoted.

Article 9 – Hours of Work
A. Normal Work Week.

1. Patrol. The workweek for sworn employees assigned to Patrol shall be the schedule commonly known as the 3/12 Plan as approved by the Association and the City. Under the 3/12 Plan, employees will be scheduled to work a total of 80 hours in a biweekly period. Newly appointed Police Officers assigned to an FTO and employees in training or light duty assignments may be scheduled to work five (5) eight (8) hour days in a workweek.

Level Pay Adjustments. In order to enable employees assigned to the 3/12 plan to receive consistent base pay for eighty (80) hours per pay period, biweekly payroll timecards may be adjusted to reflect eighty (80) hours even though the employee may have worked fewer or more hours during the regular work schedule. For example, an employee who worked a short week of thirty-six (36) hours and a long week of forty-eight (48) hours during a biweekly pay period will have his/her time card adjusted by the addition of four (4) hours for the first week and the deletion of eight (8) hours for the second week. Similarly, an employee who works two consecutive short thirty-six (36) hour weeks in a biweekly time period will have his/her time card adjusted by the addition of four (4) hours for the first week and four (4) hours for the second week.

2. Motor Officers. Employees assigned to Motorcycle Patrol by the Chief of Police shall be scheduled on a four (4) day, ten (10) hour workweek commonly known as the 4/10 plan.

3. Detective Bureau. Employees assigned to the Detective Bureau shall be scheduled on either the 9/80 Plan or the 4/10 Plan at the unilateral discretion of the Chief of Police. (Under the 9/80 Plan, employees will be scheduled to work eight (8) nine-hour shifts and one (1) eight hour shift for a total of 80 hours in a two-week period.) In making a determination to change the work schedule from either the 9/80 Plan or the 4/10 Plan, the Chief of Police may take unilateral action without prior notice to, or consultation with, the Association. In determining the appropriate work schedule for detective bureau employees, the Chief of Police may consider criteria that includes, but is not limited to, sick leave usage, overtime, productivity, schedule coverage, etc. The parties to this Agreement understand and agree that special assignment pay will not be provided to employees with detective bureau assignments.

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the unilateral discretion to further modify both the School Resource Officer assignments, and the scheduled hours and days of work, consistent with the recognition that school recesses and holiday and summer breaks can regularly minimize the scope of services to reasonably be performed by the School Resource Officer. School Resource Officers shall be allowed to take a paid leave from their assignment during the Christmas and/or spring break.

5. Regional Task Force Officers. The workweek for employees assigned to regional task force operations will not be modified or altered by this Agreement.

B. Light Duty. An employee placed on light duty due to a temporary disability may be required to revert to the traditional five (5) day, eight (8) hour schedule for the duration of the light duty assignment.

C. Limit on Consecutive Hours Worked. An Officer assigned to Patrol shall not be permitted to work in excess of 16 consecutive hours, unless otherwise authorized during emergency conditions.

D. Relief Due to Afternoon Court Appearance. An Officer assigned to Patrol who has worked the previous twelve (12) hour night shift and is required to appear in court beyond 1:30 p.m. on the day following shall be entitled to obtain relief for the upcoming night shift on the day of the court appearance.

In the event that such relief due to an afternoon court appearance is needed, the employee shall be entitled to use vacation or compensatory time off.

Article 10 – Lead Motor Officer Differential
A. At the discretion of the Chief of Police, following the conclusion of a competitive selection process, employees assigned to motorcycle patrol duty may be designated as Lead Motor Officer and will be placed into the position of Lead Motor within the salary schedule which includes a monthly salary differential of $100 in recognition of the following duties and responsibilities and is part of the base salary:

1. Supervise commercial vehicle enforcement;

2. Supervise special event traffic activities, including DUI checkpoints;

3. Determine and justify traffic enforcement training and budget needs;

4. Monitor citation productivity;

5. Develop motor officer schedule in conjunction with watch commander;

6. Coordinate with schools and crossing guards to provide safe routes to schools;

7. Supervise and coordinate investigations of fatal traffic accidents;

8. Review collision reports for CHP and SWITRS input;

9. Pursue traffic grant opportunities.

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feeding, training, and otherwise maintaining their assigned canine/equipment (“canine activities”), in compliance with the FLSA and interpretive cases and rulings.

The canine officer will be paid four (4) hours at the canine officer’s base hourly rate for up to 26 pay periods per fiscal year for canine activities. The Association and the City agree that 4 hours per 26 pay periods has been determined to be the amount of time the canine officer spends on canine activities and that this amount of time was determined through inquiry of the canine officer and their feedback. In addition, canine officers shall receive one day off (12 hours) per month to be scheduled by the Department at its discretion.

Article 10 12 – Special Assignment Pay
Unit members placed in any of the following assignments detective bureau, school resource officer, traffic car, motor officer, canine, or regional task force detective will be provided with a monthly stipend of $250.

Unit members placed in the FSET or CNT assignments will be provided a monthly stipend of $125.

Special Assignment Pay amounts will be distributed on a per pay period basis and will begin or end with the start of the pay period closest to the effective date. Pursuant to California Code of Regulations (CCR) Section 571, this pay shall be reported to CalPERS as special compensation, to the extent permitted by law.

A. All affected employees participating in a special assignment, shall be subject to the removal/appeal policies and procedures set forth below in subsection B.

B. A California Court of Appeal case has recently held that in many circumstances, reassignment from a special assignment as described above and loss of bonus compensation can be implemented only upon the Department stating cause for the reassignment, and with the Peace Officer then having a right to contest the reassignment through all available administrative appeal procedures. In this case, said procedures may include access to a trial-type evidentiary hearing. (The City does not acknowledge that said court ruling is controlling, yet it does form the basis for the compromise described in this Article.). However, the following limitation shall apply to administrative appeals conducted pursuant to Article 10 of the MOU, and which regard reassignment from a special assignment as that term is used in this Article:

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meeting with the Chief of Police. There shall be no subpoena power, no testimony, and the determination of the Chief of Police shall be final for all purposes. In the case of any such removal, the officer shall continue to receive the pre-existing base salary. Such an affected employee shall be treated as one who has not successfully completed the probationary period required by the Agency, as said term is used and applied in Government Code §3304(b).

2. Upon any reassignment out of a special assignment, the special compensation bonus provided to the employee shall be eliminated.

3. The parties recognize that there exist appellate case decisions to the effect that a waiver by an employee organization as to disciplinary due process and appeal rights held by individual members of the Association pursuant to Government Code §3304(b) or otherwise, is invalid as regards the individuals (assuming arguendo that any exist as to those employees referenced in B1 above). Therefore, the parties further agree that each individual officer who is assigned to any special assignment on or after the date of adoption of this MOU shall enter into a written agreement evidencing a waiver of any administrative appeal rights as described herein and of their agreement to be bound by the rules set forth herein governing reassignment and loss of specialty compensation. The parties acknowledge that said waiver does not constitute a waiver of “due process” rights. Rather, and inasmuch as the limited appeal rights described herein apply to special assignees who in essence, have not completed probation in the assignment, and inasmuch as no appeal rights are provided pursuant to §3304(b) as to said individuals, there is no “due process” to waive. Said waiver shall be signed prior to assignment of an effected employee to a special assignment.

4. The waiver to be signed by each affected employee is attached hereto as Addendum A and incorporated herein by reference as though set forth in full.

Additionally, the Association further agrees that if either the Association or any unit member challenges the legality of the probationary period, the above stipends shall immediately terminate without the necessity of requiring a meet and confer process.

D. Eligibility

1. Detective Division Premium - Full-time, sworn, Association members who are selected by the Chief of Police to serve as a Detective and are routinely and consistently assigned to the Detective Division of the Police Department are eligible to receive Detective Division Premium Pay.

2. School Resource Officer - Full-time, sworn, Association members who are selected by the Chief of Police to serve as a School Resource Officer (SRO) and who routinely and consistently function as a liaison to the Bonita Unified School District are eligible to receive SRO Premium Pay.

3. Traffic Car Officer Premium - Full-time, sworn, Association members, including Police Corporals who are selected by the Chief of Police to serve as a Traffic Car Officer and who are routinely and consistently assigned to

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operate and/or patrol traffic in a car are eligible to receive Traffic Car Premium pay.

4. Motorcycle Officer Premium - Full-time, sworn, Association members, including Police Corporals who are selected by the Chief of Police to serve as a Motorcycle Officer and who are routinely and consistently assigned to operate and/or patrol on motorcycle are eligible to receive Motorcycle Patrol Premium pay.

5. Canine Officer Premium - Full-time, sworn, Association members who are selected by the Chief of Police to serve as a Police Canine Handler and who are assigned to the Canine Team and routinely and consistently handle, train and board a canine are eligible to receive Canine Officer Premium pay.

6. Regional Task Force Detective Premium - Full-time, sworn, Association members who are selected by the Chief of Police to serve as a Regional Task Force Detective and are routinely and consistently assigned as a Regional Task Force Detective are eligible to receive Regional Task Force Detective Premium Pay.

D. Lead Motor Officer Differential. At the discretion of the Chief of Police, following the conclusion of a competitive selection process, one (1) employee assigned to motorcycle patrol duty may be designated as Lead Motor Officer.

An employee so assigned by the Chief of Police shall receive a monthly salary differential of $100 in recognition of the following duties and responsibilities:

1. Supervise commercial vehicle enforcement;

2. Supervise special event traffic activities, including DUI checkpoints;

3. Determine and justify traffic enforcement training and budget needs;

4. Monitor citation productivity;

5. Develop motor officer schedule in conjunction with watch commander;

6. Coordinate with schools and crossing guards to provide safe routes to schools;

7. Supervise and coordinate investigations of fatal traffic accidents;

8. Review collision reports for CHP and SWITRS input;

9. Pursue traffic grant opportunities.

E. Canine Assignment. At the discretion of the Chief of Police, an employee may be assigned to a canine officer detail. Employees who are assigned to a canine officer detail will receive compensation as described below. The Association and the City agree that this canine assignment pay is intended to compensate canine officers for off-duty time spent caring, grooming, feeding, training, and otherwise maintaining their assigned canine/equipment (“canine activities”), in compliance with the FLSA and interpretive cases and rulings.

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canine officer and their feedback. In addition, canine officers shall receive one day off (12 hours) per month to be scheduled by the Department at its discretion.

Article 11 13 – Overtime
A. Prior Authorization. All overtime requests must have prior written authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained as soon thereafter as practicable. Dispatched calls beyond the end of duty time are considered as authorized.

An employee's failure to obtain prior written approval, or explicit verbal authorization followed by written authorization, will result in the denial of the overtime request.

Employees are cautioned not to spend excessive amounts of time at their work station before or after their normal work period. This incidental time will not be compensated in any manner whatsoever unless prior authorization of a supervisor is obtained.

Rate/Paid Leave Time. Eligibility for overtime pay shall be provided as follows:

1. 3/12 Plan. Employees assigned to the 3/12 plan shall receive overtime pay at time and one-half for all hours worked over their normal assigned shift or workweek.

2. 4/10 Plan. Employees assigned to the 4/10 plan shall receive overtime pay at time and one-half for all hours worked over their normal assigned shift or forty (40) hours in a week.

3. 9/80 Plan. Employees assigned to the 9/80 plan shall receive overtime pay at the rate of time and one-half for all hours worked over their normal assigned shift or eighty (80) hours in a fourteen (14) day work period.

4. 5/8 Plan. Employees assigned to the 5/8 plan shall receive overtime pay at time and one-half for all hours worked over their normal assigned shift or forty (40) hours in a week.

C. Hours Worked. "Hours worked" shall not include paid leave time such as sick leave and compensatory time off unless the employee is “called in" to work overtime; or is required or requested by supervision to work beyond normal shift hours; or is subject to a required court appearance; or is scheduled to work a third party contract assignment (i.e., Fair, high school events, etc.). "Hours worked" shall include vacation time subject to the following conditions:

1. An employee that is scheduled to be on vacation on the date of an “overtime shift” shall not be eligible to receive overtime pay as a result of working the “overtime shift” when the employee was previously scheduled to work that same shift prior to taking the vacation.

2. Reversion to Vacation Time Not Counted as “Hours Worked”. If the City determines that an employee(s) has abused the inclusion of vacation

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time as “hours worked,” a forty five (45) day meet and confer period between the City and the Association shall commence to resolve said abuse. If, after the 45 day meet and confer period expires, the City determines that the identified abuse has not been resolved, vacation time shall no longer be counted “hours worked.”
D. Compensatory Time. Employees may accrue compensatory time in lieu of overtime pay as allowable under the FLSA as follows:

1. Accrual. For each hour of overtime worked, the employee may accrue compensatory time in lieu of overtime pay at the rate of one and one-half.

Sworn employees may accumulate up to four hundred eighty (480) hours of compensatory time in the calendar year.

2. Use as Paid Leave. All accrued compensatory time must be used in the form of paid leave or cashed out in the calendar year in which it was earned. Scheduling for use of compensatory time will be authorized by the department in the same as vacation as noted in Article 15 of this MOU and consistent with Department policy.

3. Cash Out. All accrued compensatory time not used in the form of paid leave must be cashed out in the year in which it was earned as follows:
a. An employee may receive payment for accumulated compensatory time in conjunction with a regularly scheduled vacation leave of at least one week in duration that has been approved by the Department. b. Unused compensatory time on the books as of the first pay period in November shall be paid to the employee by November 23rd of each calendar year. Said annual payment shall be by separate check, barring any change in tax or retirement laws or guidelines.

Compensatory time earned after the first pay period in November may be carried over into the next calendar year.

4. Detective On-call. In consideration of individuals in the Detective Bureau rotating on-call assignment, Officers and Sergeants will be granted 7.5 hours of compensatory time for each weekend of on-call assignment worked. The on call assignment will be rotated on a weekly basis allowing each member assigned to the Bureau equal opportunity for the Friday evening through Monday morning assignment. Additionally, over the following holiday weekends, the on-call detective will receive an additional

2.5 hours of compensatory time in consideration of the extended weekend:

Martin Luther King’s Birthday
Presidents Day
Memorial Day
Labor Day
Thanksgiving weekend
Any weekend where any of the other observed holidays listed in Article 15-B falls on a Monday.

E. Selection for Overtime. Permanent employees shall be given first opportunity to work overtime.

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F. Third Party Contract Assignments. Where third party contract assignments provide that four (4) personnel be on duty, one (1) of those personnel shall be a Sergeant.

Article 12 14 – Call-Back Allowance
An employee who is called back to work after completing a regular work shift and having left City premises shall be compensated for a minimum of four (4) hours or actual hours worked, whichever is greater, at the overtime rate. Travel time shall not be considered hours worked and shall not be compensated in any manner whatsoever; however, in the event that an employee is away on vacation and is unexpectedly required to return to duty, the employee shall be entitled to reasonable compensation for interrupted vacation and travel time.

A. General Eligibility: An employee who is called back to work after the completion of their regular shift is entitled to a minimum of four (4) hours of compensation at the applicable overtime rate. This applies regardless of the actual time worked, provided the call-back does not fall under the exclusions specified below.

B. Exclusions: Early Shift Call-In: The four-hour minimum compensation does not apply if the employee is called in early to cover a shift vacancy which would otherwise extend a prescheduled shift. In these cases, the employee will only be compensated for the actual hours worked at the appropriate rate, including any applicable overtime.

C. Meetings: An employee who is required to attend a meeting within two hours before or after the shift shall be compensated for the “hours worked” for compensation and overtime calculation purposes. The meeting, before or after the shift, shall be considered a continuous part of the shift. Any mandatory meetings scheduled for a day that the employee is not scheduled to work will result in the employee receiving, at least, four (4) hours of compensation, including any applicable overtime rate, for the employee’s participation in the off-duty meeting.

Any meeting that exceeds four hours, the employee will be entitled to compensation for hours worked, including any applicable overtime rate, for the hours worked beyond the initial four hours.

D. Non-City Special Events: When an employee is required to work at a non- City special event that necessitates police presence, and proper notice has been given to the requesting entity, the employee shall be compensated for a minimum of four (4) hours at the applicable overtime rate, regardless of the actual time worked. This provision ensures that officers are adequately compensated for their time when assisting with events outside regular City operations.

Article 13 15 – Standby Court Allowance
An employee not otherwise scheduled to work on a given day and who is placed on "standby" or "on call" status pursuant to subpoena or other lawful order, shall receive four (4) hours salary at straight time as a result of any time spent in such status in the A.M. and four (4) hours compensation for all time spent in such

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status in the P.M. An employee on standby duty may use standby time for his/her own personal purposes, provided, he/she can provide reasonable response time.

At the time it is earned, the employee shall have the option of accruing their four (4) hour morning and/or four (4) hour afternoon standby time at straight time, up to a maximum of twenty-four (24) hours. Said accrual may be used only when the employee can take off without replacement. The City shall not be obligated to pay off said accrual at any time.

If the employee actually responds pursuant to subpoena or other lawful order during the first four (4) court hours in the A.M. and/or P.M., then the employee shall be paid the standby rate in the A.M. and/or P.M., or the overtime rate for actual hours worked in the A.M. and/or P.M., whichever is greater. Any response thereafter shall be compensated at the overtime rate in addition to the four (4) hours as the standby rate.

Article 14 16 – Sick Leave
A. Accrual Rate. Employees shall accrue sick leave at the rate of eight (8) hours per month for each calendar month of service. Such accrual shall take place on a monthly basis, beginning with the first month of employment. Sick leave accrual shall be prorated for employees who begin or terminate their employment in the middle of a calendar month.

B. Deduction. Sick leave granted by the City and used by the employee shall be deducted from the employee's accrued sick leave balance.

C. Accumulation. Sick leave may be accumulated indefinitely as long as the employee works for the City.

D. Accrual During Leave. Employees granted a leave of absence with pay or other approved leave with pay shall accrue sick leave as herein provided.

E. Accrual After Separation. Sick leave shall not be accrued by any employee absent from duty after separation from City service or during a City authorized leave of absence without pay, or any other absence from duty not authorized by the City. The provisions of Civil Code Section 56.10 shall limit the information that an employee is required to provide.

F. Physician's Certificate. If management has reasonable grounds to believe that sick leave is being abused, evidence in the form of a physician's certificate or otherwise, may be required as a prerequisite to receive sick leave pay to determine the adequacy of reasons for an employee's absence during a time for which sick leave is requested. The employee shall have the right to choose the physician.

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provided that the employee complies with the utilization procedures specified in Section J of this Article. Leaves in conjunction with an employee's non- elective surgery shall not be considered as a negative reflection on the employee's attendance record for purposes of performance evaluation or for the purposes outlined in Section J (4) below.

Bereavement Leave. Sick leave may be granted for death involving members of the immediate family (for this purpose, members of the immediate family shall be defined as: spouse, domestic partners, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, father-in-law) not exceeding one (1) week per occurrence. Evidence of family relationship may be required before such sick leave is granted. One week generally means forty (40) hours; however, an employee assigned to an alternative workweek may require more than 40 hours to take one (1) week of bereavement leave. Use of bereavement leave shall not be factored as sick leave under Section J(4) below or for performance evaluation purposes.

I. Family Illness or Disability. An employee will be eligible to use accrued sick leave for up to 80 hours in the calendar year when there is a sickness or disability involving a member of his/her immediate family, which requires the employee's personal care and attendance. (For purposes of this section, members of the immediate family shall be defined as spouse, domestic partner, children, and parent or parent-in-law.) Additional time may be granted at the discretion of the Police Chief. Paid sick leave will be granted in such instances provided that the employee complies with the following utilization procedures specified in Section J of this Article. Use of protected leave under California Labor Code Section 233 (aka kin care leave), will not be considered as a negative reflection on the employee's attendance records for purposes of performance evaluations or for purposes outlined in section J (4) below.

J. Utilization Procedure. An employee requesting paid sick leave in accordance with Sections G (Personal Illness or Disability) or Section H (Bereavement), or Section I (Family Illness or Disability) above, shall comply with the following:

1. Call-in Procedure. The employee shall personally make contact with the Watch Commander at least two (2) hours before the time specified for the beginning of the work shift of his/her absence from duty. In cases in which the ill or disabled employee is physically unable to personally make contact with the Watch Commander, the individual designated to provide notification of the absence shall personally make contact with the Watch Commander.

2. Basis for Absence. The employee or other individual providing notification to the Watch Commander of the employee's absence shall provide the Water Commander with the specific reason for the absence.

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if it becomes necessary for the employee to leave his/her residence for either of these reasons, the employee shall be required to telephone the Watch Commander to advise where he/she is going and the estimated time of return. Employees who have called in sick to care for an immediate family member who lives outside of the employee's residence may go to that family member’s residence to render care provided that the Watch Commander is given an address and contact telephone number where the employee can be reached during work hours.

K. Sick Leave Conversion.

1. Employees with 15 to 20 years of service with the City of La Verne who separate or retire from the City for non-disciplinary reasons may convert a portion of their sick leave balance to vacation leave on a 2:1 basis as outlined in section 6 below, i.e., an employee with 19 years of service who has a current balance of 300 hours of sick leave would receive 150 hours of vacation.

2. Employees who retire from the City with 21 years of service or more with the City on a regular service retirement, may convert sick leave to vacation leave on a 2:1 basis to a maximum of 500 at 25 years as outlined in section 6 below, i.e., an employee with 23 years of service who has a current balance of 850 hours of sick leave would be eligible to receive 400 hours of vacation.)

3. An employee with 20 or more years of service with the City that is retiring or has submitted an application for retirement for an industrial disability retirement through PERS will only be eligible for conversion above the 20 year level if the retirement is the direct result of a permanent disabling injury (not illness) that occurred in the line of duty, as a result of a single on-duty incident during the actual performance of law enforcement duties.

4. An employee with 20 or more years of service that either has a retirement that does not qualify under subsection 2 or 3; or separates from the City for non-disciplinary reasons will be capped at the 20-year conversion level (275 hours).

5. Recognizing this conversion formula is provided to reduce use of sick time, both parties agree that during the next MOU negotiation process, the program’s success will be evaluated to determine whether savings realized warrant an increase in the conversion rates.

6. Conversion Table.

Maximum # of Hours
Years of Service that can be converted Conversion 15 300 150
16 350 175
17 400 200
18 450 225
19 500 250
20 550 275
21 600 300

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22 700 350
23 800 400
24 900 450
25 1000 500

7. Sick leave hours converted may not be reported to PERS for service credit.

Article 15 17 – Holidays
Due to the unique nature of work hours in the Police Department, the following policies will be observed:

Shift employees.

1. Definition. Employees assigned to patrol who are scheduled to work the 3/12 plan are regarded as "shift employees" for purposes of this article.

Employees assigned to patrol who are temporarily assigned to the 5/8 plan due to training or light duty shall continue to be regarded as shift employees for purposes of this article.

2. Holiday Pay. Shift employees shall receive eighty (80) hours of holiday pay per year at straight time on a prorated basis over twenty-four (24) pay periods during the calendar year. In addition, a shift employee who works on a holiday will receive pay for all hours worked at the time and one-half rate. All premium pay for hours worked on a holiday must be received by the employee in the form of pay rather than compensatory time.

3. Transition from Shift to Non-shift Status. When it is confirmed in writing that a shift employee will be reassigned to non-shift status for a period of three (3) months or longer, he/she will cease to receive holiday pay on a prorated basis. As a non-shift employee, said employee will be entitled to receive paid time off for authorized holidays.

B. Non-shift Employees.

1. Definition. Employees who are not assigned to patrol under the 3/12 plan are regarded as "non-shift employees" for purposes of this article.

2. Authorized Holidays. Non-shift employees shall receive pay for their assigned shifts on the following ten (10) holidays on a straight-time basis:

1. New Year's Day

2. Presidents Day

3. Memorial Day

4. Independence Day

5. Labor Day

6. Veterans Day

7. Thanksgiving Day

8. Day after Thanksgiving

9. Day before Christmas

10. Christmas Day

3. Weekends. In the event that any of the above holidays falls on a Sunday, the Monday following will be observed as the holiday. In the event that a non-shift employee is called in to work on a holiday, he/she shall receive pay for all hours worked at the rate of time and one-half.

4. Transition from Non-shift to Shift Status. When it is confirmed in writing that a non-shift employee will be reassigned to shift status for a period of three (3) months or longer, he/she will receive prorated holiday pay pursuant to Section A(2) of this Article in lieu of paid time off.

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Article 16 18 – Vacations
A. Accrual. LVPOA members, shall accrue paid vacation leave as provided below.

Accrual shall be apportioned on a monthly basis and shall be prorated for employees who begin or terminate their employment in the middle of a month.

Consecutive Years
of Service Hours Per Year
0-4 104
Beginning of 5th 120
Beginning of 6th 128
Beginning of 7th 136
Beginning of 8th 144
Beginning of 9th 152
Beginning of 10th 160
Beginning of 11th 168
Beginning of 12th 176
Beginning of 13th 184
Beginning of 14th 192
Beginning of 15th 200
B. Vacation Cap. New employees hired and current employees who were not previously LVPOA members before November 5, 2018, will have their vacation hours capped at 400 hours and will not be able to accrue past that amount. a. Employees subject to the cap of 400 hours with at least 350 hours of accrued vacation hours will be eligible to cash out up to 40 hours of vacation if they meet the following:
i. Have been denied the use of vacation by the department after submitting a vacation request of no less than thirty-six (36) hours and no more than the equivalent of two (2) weeks;
ii. The request for vacation (that has been denied) must have been submitted at least thirty (30) days in advance of the first day of the desired vacation date;
iii. Have not previously cashed out vacation hours pursuant to this cash out procedure for the same requested vacation leave (an employee may only cash out vacation hours pursuant to this cash out procedure once per denied vacation request).
b. Employees classified as a police recruit trainee prior to November 5, 2018, will be considered current LVPOA members and will not have their vacation capped at 400 hours.

Scheduling. Scheduling of employee vacation leave shall be at the discretion of the City with due regard to the request of the employees and work requirements of the City.

D. During Leave/After Separation. Vacation leave shall not be granted to an employee after separation from City service, during a City authorized leave of absence without pay, or any other absence not authorized by the City, or during the first six (6) months of employment.

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E. During Probation. Vacation leave shall not be granted to an employee during the first six (6) months of the employee’s original probationary period. However, on the successful completion of six (6) months of service, the employee will be credited with vacation leave that would otherwise have been accrued during that period.

F. Carry Over. LVPOA members not affected by the cap shall take annual vacation leave away from their job duties. In the event that any carryover of accrued vacation leave exceeding the amount received in a twenty-four (24) month period is desired, the employee may request and the City may grant approval for such carryover. If such carryover is not granted, the accrued vacation shall be converted to cash and paid to the employee at his/her current hourly rate.

G. Deduction. Vacation leave granted by the City and used by an employee shall be deducted from the employee's accrued vacation leave.

Article 17 19 – Uniform Allowance
Each employee shall receive a uniform allowance, currently one thousand dollars ($1,000) per year, which is payable as part of the first regular paycheck in November. To be eligible for this benefit, employee must work at least one day in the previous 12 months. Employees who begin or terminate their employment in the middle of a year for reasons other than voluntary resignation shall have their uniform allowance prorated. Annual upward adjustments in the uniform allowance will be based on the median amounts for sworn classifications of the local survey agencies listed in Article 8 as of October 31st of each year.

Article 18 20 – Retirement
The plan is administered by the CalPERS Board. The City and the employees shall be subject to the rules and regulations governing retirement, employer and employee contributions, etc., as endorsed and accepted by the CalPERS Board, except as otherwise noted herein.

A. Employer Contribution. Minimum contribution amounts are fixed by the governing board of PERS and is divided between the City and employee. The City shall pay costs designated as employer charges as set forth by the PERS governing board, except as otherwise agreed to by members.

B. Employee Contributions for “New Members,” as Defined by PEPRA, Hired After January 1, 2013; Public Safety PERS 2.7% @ 57 under PEPRA.
“New Members” shall be subject to all of the conditions set forth in the Public Employees’ Pension Reform Act of 2012 (PEPRA), which include, but are not limited to the following:

1. Employee contribution rate for “new members” as defined by PEPRA is at least 50% of the normal cost rate for that defined benefit plan, rounded to the nearest quarter percent or the current contribution rate of similarly situated employees, whichever is greater.

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2. Compensation cap for “new members” as defined by PEPRA (120% of Contribution and Benefit Base).

3. Calculation of benefits based on base pay for “new members” as defined by PEPRA.

4. Three (3) year average final compensation for “new members” as defined by PEPRA.

5. Benefits will be determined in accordance with all of the applicable requirements of PEPRA.

Employee Contributions for “Classic Members”; Public Safety PERS 3% @ 50.

1. Classic PERS Members, individuals who joined PERS prior to January 1, 2013, will be responsible for paying the full amount of their employee contribution (9% of reported compensation). Effective the first full pay period in July 2026, Classic PERS members will pay an additional 1% of their employee contribution for a total of 10% of the employee share.

Effective the first full pay period of July 2027, all classic members will contribute an additional 1% toward the employee share of PERS contributions totaling 11%.

2. Effective the first full pay period of November 2023, or upon the effective date of an amendment to the CalPERS contact, whichever is the later, LVPOA “Classic” members will continue to begin cost shareing an additional one-half percent (0.5%) toward the employer’s PERS contribution. Also, effective the first full pay period of July 2024, LVPOA “Classic” members will cost share an additional one-half percent (0.5%) for a total addition of one percent (1.0%) of the employer’s PERS contribution.

E. Credit for Unused Sick Leave. Effective July 1999, the City will bear the cost for the credit for unused sick leave benefit under PERS.

F. 3rd Level 1959 Survivor Benefit. Effective August 1988, the City will bear the cost for the 3rd Level 1959 Survivor benefit under PERS.

G. 4th Level 1959 Survivor Benefit. Effective July 2009, the City will bear the cost for the 4th Level 1959 Survivor benefit under PERS.

Article 19 21 – Medical and Dental Plans
A. Medical Plans – LVPOA Members Prior to November 5, 2018: For current LVPOA members serving prior to November 5, 2018, the City shall provide, at its expense, a fully paid medical health maintenance organization (HMO) plan offered by the City and approved by the Association through the Employee Health and Safety Committee for all employees and their dependents.

Employees shall also have the ability to choose from an optional plan and the City will agree to pay an amount not exceeding the cost of the Blue Cross HMO premium or its equivalent for the employee and his/her dependents. At the time of hire, an employee shall choose a plan that best meets the needs of the employee.

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2. An open enrollment period will occur in May-June of each year (effective July 1). Unless otherwise required by law, only during this time may the employee change to another plan.

3. Employees classified as a police recruit trainee prior to November 5, 2018, will be considered current LVPOA members for the purposes of City medical insurance contributions.

Medical Plans – LVPOA Members After November 5, 2018: For new employees hired and current City employees who become an LVPOA member after November 5, 2018, the City shall contribute up to the following amounts toward health insurance benefits with any additional costs being the responsibility of the employee. The City covers the employee only cost of the lowest plan (currently Kaiser). Contribution to the Employee Only tier will increase dependent on the increases to the medical plan costing of the lowest plan.:

B.1. Beginning with the February 2026 Contribution

1. Employee Only = $650750

2. Employee plus spouse = $1,150

3. Employee plus child = $950

4. Employee plus family = $1,500

2. Beginning July 2026

1. Employee Only = $750 or current cost of lowest plan

2. Employee plus spouse = $1,450

3. Employee plus child = $1,150

4. Employee plus family = $2,000
C. Medical Plans – Retired Employees: The City shall provide monthly medical insurance contributions to retired employees up to the following amounts:
▪ Those who retired between 10-1-84 and 9-1-90:
- Single $88.32
- Couple $181.06
- Family $247.30
▪ Those who retired between 9-2-90 and 12-31-99:
- Single $110.00
- Couple $225.00
- Family $247.30
The amount of City-paid contributions towards medical insurance for those who retired prior to 12-31-99 shall be permanently fixed and will not be increased in conjunction with changes in monthly premium rates. ▪ Those who retire after 1-1-00 will be provided with monthly medical insurance contributions in an amount of eighty-five percent (85%) of the monthly premium of the least expensive HMO plan (for the retiree and covered dependents). The amount of this City-paid monthly contribution toward medical insurance premiums for those retired after 1-1-00 shall not be permanently fixed and will increase in conjunction with changes in monthly premium rates. The City shall provide this benefit only to those retired employees and their dependents who meet conditions shown below.

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▪ Those who retire after 1-1-05 will be provided with a monthly medical insurance contribution in an amount of 80% of the monthly premium of the least expensive HMO plan that the City provides to its active employees (for the retiree and covered dependents). The amount of this City-paid monthly contribution toward insurance premiums for those retired after 1-1-05 shall not be permanently fixed and will increase in conjunction with changes in monthly premium rates. The City shall provide this benefit only to those retired employees and their dependents identified at time of retirement who:

1. Had at least twenty (20) years of service with the City of La Verne.

2. If eligible for Medicare, have enrolled in and maintain Medical coinsurance benefits in which case the City shall provide a supplemental medical insurance plan and contribute 80% of supplemental rates that shall not be fixed but will not exceed the aforementioned contribution amounts.

3. Are not receiving disability retirement benefits through the PERS nor have filed for industrial disability retirement benefits through the PERS with the following exception as determined by the City Manager:
a. the employee (without regard to years of service) suffered a permanently disabling injury (not illness) in the line of duty as a result of a single, on-duty incident during the actual performance of law enforcement duties; and
b. the employee has not declined an offer of a modified duty assignment; and
c. the employee's disabling injury that necessitates retirement specifically excludes back injuries, psychological problems, heart disease, hypertension and stress trauma.

4. Obtain their medical insurance through the City. However, a retiree who chooses to purchase medical insurance from an independent source may receive direct payments from the City in the amounts specified above. In order to receive such direct payments, the retiree shall provide the City with an annual signed statement certifying that he/she has medical insurance coverage to cover the cost of catastrophic illness or injury for the retiree and dependents. Said medical insurance payments shall be made on a quarterly basis.

5. Upon death of the retired employee, dependents will not be eligible for medical insurance through the City.

6. Beginning on January 1, 2014, there shall be a cap of $300 on post Medicare monthly medical insurance contributions by the City to retired employees who were hired prior to January 1, 2014. The City shall not contribute any amount toward the post Medicare monthly medical insurance contributions for employees hired on or after January 1, 2014.

The aforementioned cap is based on a current Medicare supplement premium ($170 as of January 2014) and will be reevaluated upon renewal of this agreement.
▪ Those employees hired and current employees who become an LVPOA member after November 5, 2018, will not be eligible for City contributions toward retiree medical insurance. Employees classified as a police recruit

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trainee as of November 5, 2018, will be considered current LVPOA members for the purposes of City contributions toward retiree medical insurance.

D. Dental Plan. The City shall contribute to a group dental plan for the employee and eligible dependents in the form of an allocation of up to $44 per month. Such amount shall be applied toward premiums of a City group dental insurance policy, or through a self-insured plan that provides employees with potential for monetary benefits equal to or exceeding the City allocation of $44 per month.

E. E. Medical Savings Trust. No later than December 31, 2024, the Effective the first full pay period of January 2026, the City will create and contribute $100 150 per month to a retiree health savings plan for members hired after November 5, 2018. Contributions will begin the first full pay period in January 2025.

Article 2220 – Training
A. Required Training. Where, as a condition for continued employment, the City requires attendance at a school or training establishment and where a fee is charged, the City shall pay such fees. An employee shall suffer no loss of wages or benefits if attendance during working hours is required. Books and materials purchased by the City will remain City property.

B. Training Pay – FTO.

1. Field Training Officers (FTOs) shall receive a five percent (5%) salary differential when specifically designated to train a new recruit on a regular basis. Said differential shall be effective at the beginning of the closest pay period and shall be for a minimum duration of one (1) full pay period.

2. An FTO shall receive a $25 training stipend for each shift they are specifically designated to train a new officer and/or a new reserve officer.

Training Committee. A committee comprised of two (2) Association representatives and two (2) management representatives will meet on a quarterly basis to review required and desired training and to establish training schedules subject to the approval of the Chief of Police.

D. Driving Time. Employee driving time to and from a training venue that exceeds his/her normal commute will be recognized as hours worked in fulfilling the employee's regularly scheduled workweek. Under no circumstances will an employee be paid for driving time that extends beyond the regular workweek nor will employees be authorized to receive overtime pay for driving time related to training.

E. Training Bank. In order to accommodate the scheduling and completion of ongoing departmental training, without incurring a substantial amount of overtime or impacting the number of personnel on patrol, the City and the Association agree to establish a “Training Bank”. This Bank will consist of paid but unworked hours. Based on the patrol scheduling of 12-hour shifts in a combination of three 3-shift weeks and one 4-shift week, each officer assigned to patrol will accumulate 48 hours of unworked time over the course

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of 26 pay periods. This “balance will be tracked and used to accommodate an equal number of training hours scheduled throughout the year.

F. Training Staff Assignments. In recognition of the time that individuals assigned as training staff spend outside of their normal duties preparing and conducting in-house training, such assignments will be provided with four (4) hours of compensatory time per month. Said benefit is available only to those individuals assigned by the Police Chief as range master or use of force instructor.

Article 21 23 – Time Off to Employee Representatives
The City will allow a maximum of three (3) Association representatives time off without loss of compensation or benefits when formally meeting and conferring with representatives of the City on matters within the scope of representation. Said representatives shall be given time not to exceed twenty-four (24) hours at the sole discretion of the City Manager to attend an annual seminar.

Article 242 – Education Incentive, P.O.S.T. Incentive, and Tuition Reimbursement A. Education Incentive Pay. The City shall pay education incentive for job related degrees to sworn personnel at the following rates:
a. Associate’s Degree or 60 College Credit Equivalent: 1% b. Bachelor’s Degree: 5%
c. Master’s Degree: 10%
B. P.O.S.T. Incentive Pay. The City shall pay POST Certification incentive to sworn personnel at the following rates:
a. Intermediate POST Certificate: 5%
b. Advanced POST Certificate: 10%
c. Supervisory POST Certificate: 12%
C.

A. For members who previously received the Education Incentive Pay/POST Incentive of 7% before the first full pay period of January 2026 and would receive a reduction in incentive pay based on the changes to the Education Incentive Pay and POST Incentive Pay structure, an Incentive In-Lieu Stipend shall be paid every paycheck from the first full pay period in January 2026 ending with the first full pay period in July 2026. The Incentive In-Lieu Stipend shall be calculated using the annual base pay and 7% incentive pay (7% of base monthly salary for AA/AS degree or equivalent units, or Intermediate POST certificate). The City shall pay education incentive for job related degrees for sworn personnel. The rate will be six percent (6%) of base monthly salary for an A.A./A.S. degree (or equivalent units) or Intermediate P.O.S.T. certificate; eight and one-half percent (8.5%) of base monthly salary for a B.A./B.S. degree or Advanced P.O.S.T. certificate; and eleven percent (11%) of base monthly salary for a B.A./B.S. degree and Advanced P.O.S.T.

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certificate. Degree units must be with an institution recognized by P.O.S.T. for certificate purposes. These amounts are not cumulative.

B. Beginning the first full pay period of July 2024, the rates for education incentive shall increase to:

C. 7% of base monthly salary for AA/AS degree (or equivalent units) or Intermediate P.O.S.T certificate
D. 9.5% of base monthly salary for a BA/BS degree or Advanced P.O.S.T certificate
E. 12% of base monthly salary for a BA/BS degree and Advanced P.O.S.T certificate.

F.D. C. Tuition Reimbursement. Non-probationary employees who have attained an Associates of Arts or Science degree from a community college or provide written documentation from an accredited college or university of enrollment with junior class standing or higher shall be eligible for tuition reimbursement for courses leading toward completion of a Bachelor's degree in a field related to police science/administration, e.g., criminal justice, public administration, organizational management, etc. An employee pursuing a Master's degree in the aforementioned fields may petition for consideration for tuition reimbursement under this section. The City's Personnel Officer shall determine employee eligibility and eligibility of courses for tuition reimbursement, subject to review by the City Manager whose decision shall be final. Upon confirmation of eligibility and completion of courses with a grade of B or higher, the employee will be reimbursed for the cost of tuition and books up to $1,700 per calendar year. For purposes of determining what year an expense is charged to, the date the last class session was held will be used.

Article 25 – Longevity Stipend
Effective the first full pay period of January 2026 the following longevity stipend structure shall be established. This annual stipend is to be paid in the first full pay period of January. Eligibility shall be based on number of years as a sworn police officer as determined by the California Commission on Peace Officer Standards and Training, calculated based on the total years of service with an accredited agency. For example in January of 2026, officers who became sworn in 2015 shall be eligible for the longevity stipend at the 10 year10-year rate.

1. Years 10-14: $1,200

2. Years 15-19: $2,400

3. Years 20+: $3,600

Article 23 26 – Firearms Qualification Program
Represented employees shall be provided a monthly benefit based on their level of firearm proficiency as follows:
• Designated Expert (395-400) $125 per month
• Expert (380-394) $100 per month
• Sharpshooter (356-379) $50 per month

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Testing will be conducted two times per year with the stipend to be adjusted according to employee’s results and distributed prospectively commencing with the beginning of the next full pay period.

In the event an officer eligible for the above proficiency pay is off on a work related injury for more than 30 consecutive days, the above proficiency pay shall be withheld from the 31st calendar day until at least the date of return from the leave of absence. Upon return from such leave in excess of 30 consecutive calendar days, the firearm proficiency bonus shall be prospectively reinstated as long as a proficiency test has not been missed. If a test is missed, the proficiency bonus will be reinstated only after the employee completes a proficiency test at a compensable level of proficiency.

Article 24 27 – Gym Membership Reimbursement
The City will provide a gym membership reimbursement to employees in an amount up to a total of $250 per year subject to the following conditions:

A. The gym membership reimbursement shall only be available for gym memberships.

B. Employees must provide proof of gym membership payment to receive the reimbursement.

C. Submittals for reimbursement must be made during January and/or July of each year. Employees may submit for a full year of reimbursement in January provided that proof of prepayment obligations for the full year is submitted.

D. Employees acknowledge that they are utilizing the gym for personal purposes only, during off-duty hours and not for any work related purpose, and must sign a City waiver and release form releasing the City from liability associated with employees’ activities at the gym.

Article 25 28 – Bilingual Pay
The City will provide a monthly stipend of $150 for each represented employee that demonstrates his/her ability to fluently speak and understand Spanish or another language. The City and the Association will develop an appropriate proficiency exam in conjunction with the local university or high school to certify an individual’s abilities.

With the exception of Spanish, the City reserves the right based on operational needs to determine which languages will be eligible for bilingual pay as well as certify the number of employees it deems necessary.

Article 26 29 – Workers' Compensation Insurance

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The State workers' compensation laws and this MOU shall govern all aspects of duty related injuries, illnesses, and accidents.

A. Provision of. The City will provide the Association members workers’ compensation insurance.

B. Industrial Injuries and Accidents.

1. Employees shall report any duty related injury or illness which requires medical treatment to the appropriate department supervisor as soon as physically possible.

2. Employees shall report any duty related injury or illness which does not require medical treatment to the appropriate department supervisor by the end of the workday on which the injury or illness occurred.

Accident Reporting. Employees shall report any accident that results in any injury or property damage to the appropriate department supervisor as soon as physically possible.

D. Medical Treatment. Any employee suffering from any duty related injury or illness which requires medical treatment shall immediately seek such treatment from a City designated physician or medical facility unless, prior to the injury or illness, the employee has filed a written notice with the City Manager/Personnel Officer designating the name and address of a treating physician of his/her own choice.

E. Leave of Absence for Industrial Disability Qualification. An employee suffering a duty related injury or illness that disables that employee from the performance of regular job duties may request a leave of absence for industrial disability. Such request may be submitted in the form or a workers' compensation claim. Any dispute regarding such claim shall be resolved through the State Workers' Compensation Appeals Board process.

F. Compensation. For any employee on leave of absence under the workers' compensation sections of the California Labor Code, accumulated paid leave may be prorated to supplement such temporary disability compensation payments, provided that the total amount shall not exceed the regular gross salary of the employee.

G. Usage of 4850 Time. Usage of Labor Code § 4850 time off is intended to allow a temporarily disabled peace officer to recover and rehabilitate from illness or injuries rendering the individual unable to perform the essential duties of the job. Section 4850 time is not intended to provide a vacation to the affected employee. Therefore, without prior approval from the office of the Chief of Police, an employee benefiting from Labor Code § 4850 time off shall not travel more than four (4) hours driving time from his or her residence during days that would otherwise be scheduled work days. This limitation is not intended to prevent an employee from utilizing vacation while off on 4850 time.

Article 27 30 – Leave of Absence

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A. Request for Leave. Any employee who has successfully completed the original probationary period may request a leave of absence for a period of time not to exceed one (1) year.

B. Automatic Resignation. Employee use of leave of absence for a purpose other than that requested shall be considered as an employee's automatic resignation from City service.

C. Approval. The City shall have sole discretion in approving or disapproving any employee request for leave of absence or in granting any pay or benefits.

Any paid leave of absence exceeding thirty (30) days must be approved by the City Council.

Article 28 31 – Long Term Disability and Life Insurance A. Long Term Disability Insurance. The City shall provide and fund a long term disability (LTD) plan meeting the following criteria, as defined in the contract with the insurance company:

Waiting period 90 days
Benefit period to age 65
% of insured earnings 66 2/3%
Maximum benefit $5,000
B. Life Insurance. The City shall also provide and fund a term life insurance policy with a fifty thousand dollar ($50,000) benefit and a fifty thousand dollar ($50,000) accidental death and dismemberment benefit.

Article 29 32 – Grievance Procedures
A. Right of Appeal. A grievance is an alleged violation of a specific clause of this Memorandum of Understanding and other rules, regulations, or procedures of the City. An employee's exclusive recognized labor organization or the City may grieve an action or inaction pursuant to the procedures herein specified.

B. Informal Grievance Procedure. The first attempt to settle a grievance will be through discussion with the immediate supervisor. If, after this discussion, the matter has not been resolved, the employee shall have the right to discuss it with the supervisor's immediate superior. Every effort should be made to find a solution by informal means at the lowest level of supervision. If the matter is not settled, the employee shall then have the right to file a formal appeal in writing to the department head within fifteen (15) days after receiving the decision of the supervisor.

C. Formal Grievance Procedure. An employee filing a formal appeal shall do so in accordance with the following:

1. First Level of Review. The appeal shall be presented in writing to the employee's department head that shall render a decision in writing to the

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employee within fifteen (15) calendar days after receiving the appeal. If the employee does not agree with the decision or if no answer has been received within the time, the employee may present a written appeal to the City Manager. Should the employee fail to take action within fifteen (15) calendar days after receiving the decision of his department head, or within the same time period from the time the appeal was filed if no department head decision is rendered, the appeal shall be deemed to have been abandoned and terminated.

2. City Manager Review. The City Manager or a designated representative shall discuss the grievance with the employee or a representative, if any, and with other appropriate persons. The City Manager may designate a fact-finding committee for advice concerning the appeal. The City Manager shall render a decision in writing to the employee within fifteen (15) calendar days. If the employee does not agree with the decision, the employee shall then have the right to file a formal appeal in writing to the City Council within fifteen (15) calendar days after receiving the decision of the City Manager.

D. Appeal to the City Council. On receipt of an appeal, the City Council may make such investigations as it deems necessary. The City Council will decide whether or not to hear the appeal or to appoint a hearing officer or body. The employee may request that the appeal be considered at a public meeting or at a closed executive session. The City shall notify the employee requesting the hearing of the date, time, and place of the hearing. Unless incapacitated, the employee making the appeal shall appear personally before the City Council or hearing officer at the hearing.

Upon conclusion of any investigation or hearing, the City Council shall cause its findings and recommendations to be prepared in writing and shall certify the same. Such findings shall be countersigned and filed as a permanent record by the City Manager. Any member of the City Council may submit a minority or supplemental report, which shall be part of the permanent record by the City Manager.

Article 30 33 – Jury Duty
Employees called for jury duty shall notify the City of the call and if, in the opinion of the City, the absence of the employee would cause undue disruption of work programs, the City may direct the employee to request an exemption from jury duty.

Time spent off the job while serving on jury duty shall be compensated at straight time. All per diem reimbursement paid by the court to the employee for time spent on jury duty shall be transferred to the City.

Article 31 34 – Inspection Privileges/Posting of Notices

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A. Authorized agents of the Association shall have access to City premises during working hours for the purpose of adjusting disputes, investigating working conditions and such other matters. Such access shall be restricted so as not to interfere with normal conduct of City services, or with City safety or security standards.

B. Designated City bulletin boards shall be used for transmitting notices of Association meetings, elections, results of elections, and any other matters pertaining to Association business. In all cases where such items are to be put on City bulletin boards, the City shall have the right to review and approve such materials.

Article 32 35 – Safety and Health/Drug Testing
A. Safety Equipment. The City will make provisions for the safety and health of City employees during the hours of their employment. Protective devices, safety wearing apparel, equipment, and facilities shall be provided by the City and shall comply with requirements under applicable regulations and laws.

Employees shall utilize such safety and health devices, apparel, equipment, and facilities when needed.

B. Minimum Manning. The Police Chief will develop and implement a minimum staffing policy.

C. Non-Fraternization Policy. The City desires to avoid misunderstandings, complaints of favoritism, possible claims of sexual harassment, and other problems of supervision, security or employee morale that can potentially result from romantic or sexual relationships between supervisory employees and the employees they supervise. Accordingly, supervisors are prohibited from developing a romantic or sexual relationship with any subordinate employee in their chain of command. Employees who violate this policy will be subject to discipline up to and including termination of employment.

Article 33 36 – Work by Management Personnel
It is agreed that management personnel will not perform work that is normally performed by employees covered in this MOU. Management and/or supervisory personnel may perform any work required or directed in the event of an emergency.

Article 34 37 – Non-discrimination
Neither the employer nor the Association shall discriminate against any employee or applicant for employment because of race, color, creed, age, sex, sexual orientation, national origin, or union or nonunion activities.

Article 35 38 – Fair Labor Standards Act (FLSA) Requirements

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A. Exemption. The City of La Verne has exercised its ability to take a statutory "7K" exemption for sworn personnel. The work period for such employees shall be determined by this Agreement.

B. Fair Labor Standards Act Exempt Employees. Although all classifications listed in this MOU are part of the LVPOA bargaining unit; for purposes of the FLSA, the City may designate specific positions exempt per Department of Labor guidelines. The City shall so inform said employees in writing and place a copy of said notice in the employee's personnel file.

C. Clothes Changing. Employees are not authorized to wear their uniforms or any part thereof that is distinguishable as such unless on duty. Each employee is provided with a locker for his/her own personal convenience. An employee may or may not utilize the locker for storage and changing purposes at his/her own discretion.

Nothing herein prevents an employee from wearing his/her uniform to and/or from his/her residence to work as long as a non-police issue garment covers the badge and other insignia. Employees choosing to wear their uniforms covered to and/or from work should not wear their gun belt.

Time spent in changing clothes before or after a shift is not considered hours worked and is not compensable in any manner whatsoever.

D. Early Relief Policy. The practice of early shift relief shall be voluntary on behalf of each employee involved in the relief. The employee providing relief shall not have his/her compensable hours increased as a result of the early relief. "Paybacks" of early relief hours are the sole obligation of the two employees involved in the early relief. Any dispute is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned to other duties.

E. Firearms Qualification. All members of the department are required to qualify and receive remedial training while on duty. Employees who choose to shoot at the range at times other than the required qualification dates will be considered on personal time. Such personal time is not counted as working time and is not compensable in any manner whatsoever.

F. City Vehicle Use. Employees who are provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for such travel time in the City vehicle.

G. Gym Facility. The City provides a gym membership reimbursement for the use of a gym facility. Use of the gym facility is for personal use only during employees’ off duty hours. Time spent by employees using the gym facility is not considered hours worked and will not be compensated in any manner.

H. Training Time. The current City/Police Department training time salary and cost reimbursement policies shall be continued but, in no case, shall such remuneration be less than mandated by the FLSA.

I. New Fair Labor Standards Act Regulations. The City and Association agree that in the event the DOL issues new or revised interpretive regulations

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defining what are and what are not compensable hours of work, the City shall amend any affected provisions of this Memorandum of Understanding to comply with such regulations.

Article 36 39 – Savings Provision
If any provision(s) of this MOU are held contrary to law, such provision(s) will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect. If any clause is invalidated, said clause shall be subject to the meet and confer process.

Article 37 40 – Drug and Alcohol Abuse Policy
The City's Administrative Regulation No. 316 on Drug and Alcohol Testing, which provides for pre-employment, reasonable suspicion, post-accident and random testing will be applicable to all employees covered by this Agreement.

Article 38 41 – DROP Program
Association agrees the DROP program can be made available to members who retire with a regular service retirement.

Article 39 42 – Term of Memorandum of Understanding
This Memorandum of Understanding shall remain in full force and effect from July 1, 20232025, through and including June 30, 20252028.

No later than November 30, 2024, both parties will initiate and engage in negotiations for a multi-year successor agreement.

DATED___________________________ DATED____________________________

LA VERNE POLICE OFFICERS' ASSOC. CITY OF LA VERNE

By______________________________ By________________________________ Association Representative City Manager

Commented [EB3]: Need to confirm if July or January 2026

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By______________________________ By________________________________ Association Representative Assistant City Manager

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MEMORANDUM OF UNDERSTANDING BETWEEN

THE CITY OF LA VERNE
AND

THE LA VERNE POLICE OFFICERS' ASSOCIATION
___________________________________________

Article 1 – Recognition
Article 2 – City Council Approval
Article 3 – Management Rights
Article 4 – Association Rights
Article 5 – Association Dues
Article 6 – No Strike/No Lockout
Article 7 – Layoff Procedures
Article 8 – Salary Rates and Step Advancements
Article 9 – Hours of Work
Article 10 – Lead Motor Officer Differential
Article 11 - Canine Assignment
Article 12 – Special Assignment Pay
Article 13 – Overtime
Article 14 – Call-Back Allowance
Article 15 – Standby Court Allowance
Article 16 – Sick Leave
Article 17 – Holidays
Article 18 – Vacations
Article 19 – Uniform Allowance
Article 20 – Retirement
Article 21 – Medical and Dental Plans
Article 22 – Training
Article 23 – Time Off to Employee Representatives
Article 24 – Education Incentive and Tuition Reimbursement Article 25 – Longevity
Article 26 – Firearms Qualification Program
Article 27 – Gym Membership Reimbursement
Article 28 – Bilingual Pay
Article 29 – Workers’ Compensation Insurance
Article 30 – Leave of Absence
Article 31 – Long Term Disability and Life Insurance
Article 32 – Grievance Procedures
Article 33 – Jury Duty
Article 34 – Inspection Privileges/Posting of Notices
Article 35 – Safety and Health/Drug Testing
Article 36 – Work by Management Personnel
Article 37 – Non-discrimination
Article 38 – Fair Labor Standards Act (FLSA) Requirements Article 39 – Savings Provision
Article 40 – Drug and Alcohol Abuse Policy
Article 41 – DROP Program
Article 42 – Term of Memorandum of Understanding

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Article 1 – Recognition
The City of La Verne (hereinafter referred to as "City") has formally recognized the La Verne Police Officers' Association (hereinafter referred to as "Association") as the representative for full-time City employees in the following job classifications:

Police Officer
Police Corporal
Police Sergeant

Article 2 – City Council Approval
It is agreed that this Memorandum of Understanding (MOU) is of no force or effect until ratified, approved and adopted by the City Council of the City of La Verne.

1. The right to hire, promote, demote, suspend, discipline, or discharge any employee in accord with state and federal law.

3. Determine services to be rendered.

4. Determine the layout of buildings and equipment and materials to be used therein.

5. Determine the size and character and use of inventories.

6. Determine financial policy, including accounting procedure.

7. Determine the staffing of classifications not represented by the Association.

8. Determine selection, or promotion of employees.

9. Determine the size and character of the work force.

10. Determine the allocation and assignment of work to employees except in those instances where the affected employee receives additional compensation as a result of performing a given assignment.

11. Determine policy affecting the selection of new employees.

12. Determine the establishment of quality and quantity standards and the judgment of quality and quantity of work required.

13. Impose discipline.

14. Determine control and use of City property, materials, and equipment.

15. Place work with outside firms

16. Determine the kinds and numbers of personnel necessary.

17. Require employees, where necessary, to take in-service training courses during working hours.

18. Prescribe a uniform dress to be worn by designated employees.

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Any grievance arising out of or in any way connected with the existence or the legality of any of the above-described rights of management is not subject to the grievance procedure unless such grievance is otherwise grievable under another Article of this Agreement.

Article 7 – Layoff Procedures
A. Seniority shall be defined as the length of continuous service as a full-time employee with the City of La Verne except as otherwise noted.

B. In the event of reduction in the work force, the employee in the classification being reduced with the least seniority shall be laid off first.

Employees exercising bump down rights must do so within seventy-two (72) hours after receipt of notice of layoff.

D. Employees bumped by higher seniority employees shall themselves have the option of exercising bump down rights.

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E. No new employee shall be hired until all employees on layoff have been given the opportunity to be reinstated in the position held prior to layoff or bump down. Such employees shall be rehired or reinstated to the position held at the time of separation and in reverse order of their layoff or demotion. Such right of reinstatement must be exercised within twenty (20) days after the City deposits its written notice of recall from layoff in the United States Mail addressed to the employee's last known address. Such mailing shall be by certified mail – return receipt requested.

2. Step 2. This salary step is attainable after completion of six (6) calendar months of service if the employee has demonstrated satisfactory job progress.

3. Step 3. This salary step is attainable after one (1) year of service from the date of the last salary step increase only if the employee shows satisfactory job progress.

4. Step 4. This salary step is attainable after one (1) year of service from the date of the last salary step increase only if the employee shows satisfactory job progress.

5. Step 5. This salary step is attainable after one (1) year of service from the date of the last salary step increase only if the employee shows satisfactory job progress.

B. Salary Increases– Effective the first full pay period of January 2026, the steps of the salary schedule will be increased 3% for all LVPOA Members.

Effective the first full pay period in July 2026, the steps of the salary schedule will be increased 3% for all LVPOA Members.

Effective the first full pay period in July 2027, the steps of the salary schedule will be increased 3% for all LVPOA Members.

The Step 5 salary for employees promoted to Corporal shall be set at ten percent (10%) above the Step 5 salary for Police Officer.

Historically, when reaching agreement via an MOU, the City and POA have established salary increases by setting base salary at the market median for

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specified dates. The traditional market for comparison purposes include the following local agencies: the cities of Azusa, Baldwin Park, Chino, Claremont, Covina, Glendora, Monrovia, Montclair, Ontario, Pomona, Upland, West Covina, and the County of Los Angeles. For fiscal purposes and as agreed through the meet and confer process, the City and POA have set the specific salary increases as noted above, reflecting a move away from using the median to set compensation.

Salary Plan Administration/Work Performance Evaluation.

1. Employees shall be paid by twelve noon (12:00) on or before every other Friday. When the normal pay day falls during an employee's annual vacation leave, such employee shall receive a partial vacation advance on the last working day prior to such an annual vacation leave provided a written request is submitted to the Finance Officer at least five (5) working days prior to said leave.

2. All employees shall receive at least one (1) annual written department evaluation pursuant to department policy as established by the Police Chief. Written evaluations will be given to the employee at least ten (10) days before the end of the particular evaluation period.

3. All step increases, promotions, demotions, or other changes in the employees' salaries shall occur at the beginning of the closest pay period.

4. Performance evaluations shall be completed by supervisor which employee predominantly worked under during review period. However, this will not preclude the evaluating supervisor from getting input from other superiors the employee worked for.

Probationary Period.

1. All entry level appointments to the classification of Police Officer shall be tentative and subject to a probationary period of eighteen (18) months.

2. Promotional appointments shall be tentative and subject to a probationary period of one (1) year.

4. The probationary period may be extended prior to the end of the probationary period by the City for a period not to exceed three (3) months as a result of an employee's unfavorable evaluation.

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1. Service in an acting capacity shall not continue beyond six (6) months without the agreement of employee, Association and City.

2. An employee having served in an acting capacity and subsequently fully appointed to the position shall establish a new anniversary date as the first day of permanent appointment to the position.

Promotion. The City may promote an employee to a higher job classification.

Corporal Program.

1. Eligibility criteria for promotion to Corporal shall be as follows:

Education: A.A./A.S. degree (or equivalent units) from an accredited college in criminal justice or other law enforcement related course of study; Experience: Four (4) years as a sworn Police Officer, two (2) of which must be with the City of La Verne. All promotions to Corporal shall be accomplished through a competitive selection process in accordance with the Personnel Rules and Regulations.
a. Upon ratification of the 2026 successor agreement, and beginning during fiscal year 2026-2027, the City shall initiate a reduction of the total number of authorized Police Corporal positions from fifteen (15) to twelve (12).

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i. The reduction shall occur through attrition only, meaning no incumbent employees shall be involuntarily demoted or displaced. ii. During the first year of this agreement, the number of corporals shall be reduced by one (1) upon the next vacancy created by resignation, retirement, promotion, separation, or other attrition.

The minimum number of Corporals shall be thirteen (13). iv. During the third year of this agreement, the number of corporals shall be reduced by one (1) upon the next vacancy created by resignation, retirement, promotion, separation, or other attrition.

The minimum number of Corporals shall be twelve (12).

Demotion. The City may, with cause, demote an employee to a lower job classification.

2. A new anniversary date shall be established for the demoted employee as the day on which the employee begins performing the duties of the lower job classification as determined by the City. A demoted employee will suffer no loss of seniority with the department.

3. No probationary period shall be required for any employee in a classification to which he is demoted.

Article 9 – Hours of Work
A. Normal Work Week.

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consecutive short thirty-six (36) hour weeks in a biweekly time period will have his/her time card adjusted by the addition of four (4) hours for the first week and four (4) hours for the second week.

2. Motor Officers. Employees assigned to Motorcycle Patrol by the Chief of Police shall be scheduled on a four (4) day, ten (10) hour workweek commonly known as the 4/10 plan.

4. School Resource Officer. The School Resource Officer shall be scheduled on the 9/80 Plan or the 5/8 Plan at the unilateral discretion of the City to best operate the program in the schools. The City shall have the unilateral discretion to further modify both the School Resource Officer assignments, and the scheduled hours and days of work, consistent with the recognition that school recesses and holiday and summer breaks can regularly minimize the scope of services to reasonably be performed by the School Resource Officer. School Resource Officers shall be allowed to take a paid leave from their assignment during the Christmas and/or spring break.

5. Regional Task Force Officers. The workweek for employees assigned to regional task force operations will not be modified or altered by this Agreement.

C. Limit on Consecutive Hours Worked. An Officer assigned to Patrol shall not be permitted to work in excess of 16 consecutive hours, unless otherwise authorized during emergency conditions.

In the event that such relief due to an afternoon court appearance is needed, the employee shall be entitled to use vacation or compensatory time off.

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Article 10 – Lead Motor Officer Differential
A. At the discretion of the Chief of Police, following the conclusion of a competitive selection process, employees assigned to motorcycle patrol duty may be designated as Lead Motor Officer and will be placed into the position of Lead Motor within the salary schedule which includes a monthly salary differential of $100 in recognition of the following duties and responsibilities and is part of the base salary:

1. Supervise commercial vehicle enforcement;

2. Supervise special event traffic activities, including DUI checkpoints;

3. Determine and justify traffic enforcement training and budget needs;

4. Monitor citation productivity;

5. Develop motor officer schedule in conjunction with watch commander;

6. Coordinate with schools and crossing guards to provide safe routes to schools;

7. Supervise and coordinate investigations of fatal traffic accidents;

8. Review collision reports for CHP and SWITRS input;

9. Pursue traffic grant opportunities.

Article 11 - Canine Assignment
At the discretion of the Chief of Police, an employee may be assigned to a canine officer detail. Employees who are assigned to a canine officer detail will receive compensation as described below. The Association and the City agree that this canine assignment pay is intended to compensate canine officers for off-duty time spent caring, grooming, feeding, training, and otherwise maintaining their assigned canine/equipment (“canine activities”), in compliance with the FLSA and interpretive cases and rulings.

Article 12 – Special Assignment Pay
Unit members placed in any of the following assignments detective bureau, school resource officer, traffic car, motor officer, canine, or regional task force detective will be provided with a monthly stipend of $250.

Unit members placed in the FSET or CNT assignments will be provided a monthly stipend of $125.

Special Assignment Pay amounts will be distributed on a per pay period basis and will begin or end with the start of the pay period closest to the effective date. Pursuant to

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California Code of Regulations (CCR) Section 571, this pay shall be reported to CalPERS as special compensation, to the extent permitted by law.

A. All affected employees participating in a special assignment, shall be subject to the removal/appeal policies and procedures set forth below in subsection B.

1. During the first twelve (12) consecutive months that an affected employee is assigned to a special assignment which provides for compensation in addition to the officer’s base salary, said individual shall be subject to removal from the special assignment, without a statement of cause by the Department and without the right to any administrative or civil method of appealing said decision except as specifically set forth herein. The sole administrative appeal pursuant to section a1 shall be non-evidentiary meeting with the Chief of Police. There shall be no subpoena power, no testimony, and the determination of the Chief of Police shall be final for all purposes. In the case of any such removal, the officer shall continue to receive the pre-existing base salary. Such an affected employee shall be treated as one who has not successfully completed the probationary period required by the Agency, as said term is used and applied in Government Code §3304(b).

2. Upon any reassignment out of a special assignment, the special compensation bonus provided to the employee shall be eliminated.

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completed probation in the assignment, and inasmuch as no appeal rights are provided pursuant to §3304(b) as to said individuals, there is no “due process” to waive. Said waiver shall be signed prior to assignment of an effected employee to a special assignment.

4. The waiver to be signed by each affected employee is attached hereto as Addendum A and incorporated herein by reference as though set forth in full.

C. Additionally, the Association further agrees that if either the Association or any unit member challenges the legality of the probationary period, the above stipends shall immediately terminate without the necessity of requiring a meet and confer process.

D. Eligibility

Article 13 – Overtime
A. Prior Authorization. All overtime requests must have prior written authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal

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authorization must be obtained as soon thereafter as practicable. Dispatched calls beyond the end of duty time are considered as authorized.

An employee's failure to obtain prior written approval, or explicit verbal authorization followed by written authorization, will result in the denial of the overtime request.

Rate/Paid Leave Time. Eligibility for overtime pay shall be provided as follows:

1. 3/12 Plan. Employees assigned to the 3/12 plan shall receive overtime pay at time and one-half for all hours worked over their normal assigned shift or workweek.

2. 4/10 Plan. Employees assigned to the 4/10 plan shall receive overtime pay at time and one-half for all hours worked over their normal assigned shift or forty (40) hours in a week.

4. 5/8 Plan. Employees assigned to the 5/8 plan shall receive overtime pay at time and one-half for all hours worked over their normal assigned shift or forty (40) hours in a week.

2. Reversion to Vacation Time Not Counted as “Hours Worked”. If the City determines that an employee(s) has abused the inclusion of vacation time as “hours worked,” a forty five (45) day meet and confer period between the City and the Association shall commence to resolve said abuse. If, after the 45 day meet and confer period expires, the City determines that the identified abuse has not been resolved, vacation time shall no longer be counted “hours worked.”
D. Compensatory Time. Employees may accrue compensatory time in lieu of overtime pay as allowable under the FLSA as follows:

1. Accrual. For each hour of overtime worked, the employee may accrue compensatory time in lieu of overtime pay at the rate of one and one-half.

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Sworn employees may accumulate up to four hundred eighty (480) hours of compensatory time in the calendar year.

Compensatory time earned after the first pay period in November may be carried over into the next calendar year.

2.5 hours of compensatory time in consideration of the extended weekend:

Martin Luther King’s Birthday
Presidents Day
Memorial Day
Labor Day
Thanksgiving weekend
Any weekend where any of the other observed holidays listed in Article 15-B falls on a Monday.

E. Selection for Overtime. Permanent employees shall be given first opportunity to work overtime.

F. Third Party Contract Assignments. Where third party contract assignments provide that four (4) personnel be on duty, one (1) of those personnel shall be a Sergeant.

Article 14 – Call-Back Allowance
A. General Eligibility: An employee who is called back to work after the completion of their regular shift is entitled to a minimum of four (4) hours of compensation at the applicable overtime rate. This applies regardless of the actual time worked, provided the call-back does not fall under the exclusions specified below.

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B. Exclusions: Early Shift Call-In: The four-hour minimum compensation does not apply if the employee is called in early to cover a shift vacancy which would otherwise extend a prescheduled shift. In these cases, the employee will only be compensated for the actual hours worked at the appropriate rate, including any applicable overtime.

D. Non-City Special Events: When an employee is required to work at a non-City special event that necessitates police presence, and proper notice has been given to the requesting entity, the employee shall be compensated for a minimum of four (4) hours at the applicable overtime rate, regardless of the actual time worked. This provision ensures that officers are adequately compensated for their time when assisting with events outside regular City operations.

Article 15 – Standby Court Allowance
An employee not otherwise scheduled to work on a given day and who is placed on "standby" or "on call" status pursuant to subpoena or other lawful order, shall receive four (4) hours salary at straight time as a result of any time spent in such status in the A.M. and four (4) hours compensation for all time spent in such status in the P.M. An employee on standby duty may use standby time for his/her own personal purposes, provided, he/she can provide reasonable response time.

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Article 16 – Sick Leave
A. Accrual Rate. Employees shall accrue sick leave at the rate of eight (8) hours per month for each calendar month of service. Such accrual shall take place on a monthly basis, beginning with the first month of employment. Sick leave accrual shall be prorated for employees who begin or terminate their employment in the middle of a calendar month.

B. Deduction. Sick leave granted by the City and used by the employee shall be deducted from the employee's accrued sick leave balance.

C. Accumulation. Sick leave may be accumulated indefinitely as long as the employee works for the City.

D. Accrual During Leave. Employees granted a leave of absence with pay or other approved leave with pay shall accrue sick leave as herein provided.

G. Personal Illness or Disability. An employee who has contracted or incurred a non-service connected illness or disability which renders him/her unable to perform the duties of his/her position will be eligible to receive paid sick leave provided that the employee complies with the utilization procedures specified in Section J of this Article. Leaves in conjunction with an employee's non- elective surgery shall not be considered as a negative reflection on the employee's attendance record for purposes of performance evaluation or for the purposes outlined in Section J (4) below.

H. Bereavement Leave. Sick leave may be granted for death involving members of the immediate family (for this purpose, members of the immediate family shall be defined as: spouse, domestic partners, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, father-in-law) not exceeding one (1) week per occurrence. Evidence of family relationship may be required before such sick leave is granted. One week generally means forty (40) hours; however, an employee assigned to an alternative workweek may require more than 40 hours to take one (1) week of bereavement leave. Use of bereavement leave shall not be factored as sick leave under Section J(4) below or for performance evaluation purposes.

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members of the immediate family shall be defined as spouse, domestic partner, children, and parent or parent-in-law.) Additional time may be granted at the discretion of the Police Chief. Paid sick leave will be granted in such instances provided that the employee complies with the following utilization procedures specified in Section J of this Article. Use of protected leave under California Labor Code Section 233 (aka kin care leave), will not be considered as a negative reflection on the employee's attendance records for purposes of performance evaluations or for purposes outlined in section J (4) below.

Utilization Procedure. An employee requesting paid sick leave in accordance with Sections G (Personal Illness or Disability) or Section H (Bereavement), or Section I (Family Illness or Disability) above, shall comply with the following:

3. Accessibility. An employee who has called in sick for personal illness/disability for family illness/disability shall be available at his/her residence for telephone or personal contact from the Watch Commander during the employee's assigned shift. Exceptions to this requirement shall be authorized to seek medical treatment or to obtain medication; however, if it becomes necessary for the employee to leave his/her residence for either of these reasons, the employee shall be required to telephone the Watch Commander to advise where he/she is going and the estimated time of return. Employees who have called in sick to care for an immediate family member who lives outside of the employee's residence may go to that family member’s residence to render care provided that the Watch Commander is given an address and contact telephone number where the employee can be reached during work hours.

K. Sick Leave Conversion.

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current balance of 850 hours of sick leave would be eligible to receive 400 hours of vacation.)

6. Conversion Table.

Maximum # of Hours
Years of Service that can be converted Conversion 15 300 150
16 350 175
17 400 200
18 450 225
19 500 250
20 550 275
21 600 300
22 700 350
23 800 400
24 900 450
25 1000 500

7. Sick leave hours converted may not be reported to PERS for service credit.

Article 17 – Holidays
Due to the unique nature of work hours in the Police Department, the following policies will be observed:

Shift employees.

1. Definition. Employees assigned to patrol who are scheduled to work the 3/12 plan are regarded as "shift employees" for purposes of this article.

Employees assigned to patrol who are temporarily assigned to the 5/8 plan due to training or light duty shall continue to be regarded as shift employees for purposes of this article.

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on a holiday will receive pay for all hours worked at the time and one-half rate. All premium pay for hours worked on a holiday must be received by the employee in the form of pay rather than compensatory time.

B. Non-shift Employees.

1. Definition. Employees who are not assigned to patrol under the 3/12 plan are regarded as "non-shift employees" for purposes of this article.

2. Authorized Holidays. Non-shift employees shall receive pay for their assigned shifts on the following ten (10) holidays on a straight-time basis:

1. New Year's Day

2. Presidents Day

3. Memorial Day

4. Independence Day

5. Labor Day

6. Veterans Day

7. Thanksgiving Day

8. Day after Thanksgiving

9. Day before Christmas

10. Christmas Day

Article 18 – Vacations
A. Accrual. LVPOA members, shall accrue paid vacation leave as provided below.

Accrual shall be apportioned on a monthly basis and shall be prorated for employees who begin or terminate their employment in the middle of a month.

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B. Vacation Cap. New employees hired and current employees who were not previously LVPOA members before November 5, 2018, will have their vacation hours capped at 400 hours and will not be able to accrue past that amount. a. Employees subject to the cap of 400 hours with at least 350 hours of accrued vacation hours will be eligible to cash out up to 40 hours of vacation if they meet the following:
i. Have been denied the use of vacation by the department after submitting a vacation request of no less than thirty-six (36) hours and no more than the equivalent of two (2) weeks;
ii. The request for vacation (that has been denied) must have been submitted at least thirty (30) days in advance of the first day of the desired vacation date;
iii. Have not previously cashed out vacation hours pursuant to this cash out procedure for the same requested vacation leave (an employee may only cash out vacation hours pursuant to this cash out procedure once per denied vacation request).
b. Employees classified as a police recruit trainee prior to November 5, 2018, will be considered current LVPOA members and will not have their vacation capped at 400 hours.

Scheduling. Scheduling of employee vacation leave shall be at the discretion of the City with due regard to the request of the employees and work requirements of the City.

E. During Probation. Vacation leave shall not be granted to an employee during the first six (6) months of the employee’s original probationary period. However, on the successful completion of six (6) months of service, the employee will be credited with vacation leave that would otherwise have been accrued during that period.

G. Deduction. Vacation leave granted by the City and used by an employee shall be deducted from the employee's accrued vacation leave.

Article 19 – Uniform Allowance
Each employee shall receive a uniform allowance, currently one thousand dollars ($1,000) per year, which is payable as part of the first regular paycheck in November. To be eligible for this benefit, employee must work at least one day in the previous 12 months. Employees who begin or terminate their employment in the middle of a year for reasons other than voluntary resignation shall have their

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uniform allowance prorated. Annual upward adjustments in the uniform allowance will be based on the median amounts for sworn classifications of the local survey agencies listed in Article 8 as of October 31st of each year.

Article 20 – Retirement
The plan is administered by the CalPERS Board. The City and the employees shall be subject to the rules and regulations governing retirement, employer and employee contributions, etc., as endorsed and accepted by the CalPERS Board, except as otherwise noted herein.

2. Compensation cap for “new members” as defined by PEPRA (120% of Contribution and Benefit Base).

3. Calculation of benefits based on base pay for “new members” as defined by PEPRA.

4. Three (3) year average final compensation for “new members” as defined by PEPRA.

5. Benefits will be determined in accordance with all of the applicable requirements of PEPRA.

Employee Contributions for “Classic Members”; Public Safety PERS 3% @ 50.

Effective the first full pay period of July 2027, all classic members will contribute an additional 1% toward the employee share of PERS contributions totaling 11%.

2. LVPOA “Classic” members will continue to cost share one percent (1.0%) of the employer’s PERS contribution.

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E. Credit for Unused Sick Leave. Effective July 1999, the City will bear the cost for the credit for unused sick leave benefit under PERS.

F. 3rd Level 1959 Survivor Benefit. Effective August 1988, the City will bear the cost for the 3rd Level 1959 Survivor benefit under PERS.

G. 4th Level 1959 Survivor Benefit. Effective July 2009, the City will bear the cost for the 4th Level 1959 Survivor benefit under PERS.

Article 21 – Medical and Dental Plans
A. Medical Plans – LVPOA Members Prior to November 5, 2018: For current LVPOA members serving prior to November 5, 2018, the City shall provide, at its expense, a fully paid medical health maintenance organization (HMO) plan offered by the City and approved by the Association through the Employee Health and Safety Committee for all employees and their dependents.

1. An open enrollment period will occur in May-June of each year (effective July 1). Unless otherwise required by law, only during this time may the employee change to another plan.

2. Employees classified as a police recruit trainee prior to November 5, 2018, will be considered current LVPOA members for the purposes of City medical insurance contributions.

1. Beginning with the February 2026 Contribution

1. Employee Only = $750

2. Employee plus spouse = $1,150

3. Employee plus child = $950

4. Employee plus family = $1,500

2. Beginning July 2026

1. Employee Only = $750 or current cost of lowest plan

2. Employee plus spouse = $1,450

3. Employee plus child = $1,150

4. Employee plus family = $2,000
C. Medical Plans – Retired Employees: The City shall provide monthly medical insurance contributions to retired employees up to the following amounts:

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▪ Those who retired between 10-1-84 and 9-1-90:
- Single $88.32
- Couple $181.06
- Family $247.30
▪ Those who retired between 9-2-90 and 12-31-99:
- Single $110.00
- Couple $225.00
- Family $247.30
The amount of City-paid contributions towards medical insurance for those who retired prior to 12-31-99 shall be permanently fixed and will not be increased in conjunction with changes in monthly premium rates. ▪ Those who retire after 1-1-00 will be provided with monthly medical insurance contributions in an amount of eighty-five percent (85%) of the monthly premium of the least expensive HMO plan (for the retiree and covered dependents). The amount of this City-paid monthly contribution toward medical insurance premiums for those retired after 1-1-00 shall not be permanently fixed and will increase in conjunction with changes in monthly premium rates. The City shall provide this benefit only to those retired employees and their dependents who meet conditions shown below. ▪ Those who retire after 1-1-05 will be provided with a monthly medical insurance contribution in an amount of 80% of the monthly premium of the least expensive HMO plan that the City provides to its active employees (for the retiree and covered dependents). The amount of this City-paid monthly contribution toward insurance premiums for those retired after 1-1-05 shall not be permanently fixed and will increase in conjunction with changes in monthly premium rates. The City shall provide this benefit only to those retired employees and their dependents identified at time of retirement who:

1. Had at least twenty (20) years of service with the City of La Verne.

4. Obtain their medical insurance through the City. However, a retiree who chooses to purchase medical insurance from an independent source may

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receive direct payments from the City in the amounts specified above. In order to receive such direct payments, the retiree shall provide the City with an annual signed statement certifying that he/she has medical insurance coverage to cover the cost of catastrophic illness or injury for the retiree and dependents. Said medical insurance payments shall be made on a quarterly basis.

5. Upon death of the retired employee, dependents will not be eligible for medical insurance through the City.

Dental Plan. The City shall contribute to a group dental plan for the employee and eligible dependents in the form of an allocation of up to $44 per month. Such amount shall be applied toward premiums of a City group dental insurance policy, or through a self-insured plan that provides employees with potential for monetary benefits equal to or exceeding the City allocation of $44 per month.

E. Medical Savings Trust. Effective the first full pay period of January 2026, the City will contribute $150 per month to a retiree health savings plan for members hired after November 5, 2018.

Article 22 – Training
A. Required Training. Where, as a condition for continued employment, the City requires attendance at a school or training establishment and where a fee is charged, the City shall pay such fees. An employee shall suffer no loss of wages or benefits if attendance during working hours is required. Books and materials purchased by the City will remain City property.

B. Training Pay – FTO.

2. An FTO shall receive a $25 training stipend for each shift they are specifically designated to train a new officer and/or a new reserve officer.

Training Committee. A committee comprised of two (2) Association representatives and two (2) management representatives will meet on a

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quarterly basis to review required and desired training and to establish training schedules subject to the approval of the Chief of Police.

Article 23 – Time Off to Employee Representatives
The City will allow a maximum of three (3) Association representatives time off without loss of compensation or benefits when formally meeting and conferring with representatives of the City on matters within the scope of representation. Said representatives shall be given time not to exceed twenty-four (24) hours at the sole discretion of the City Manager to attend an annual seminar.

Article 24 – Education Incentive, P.O.S.T. Incentive, and Tuition Reimbursement A. Education Incentive Pay The City shall pay education incentive for job related degrees to sworn personnel at the following rates:
a. Associate’s Degree or 60 College Credit Equivalent: 1% b. Bachelor’s Degree: 5%
c. Master’s Degree: 10%
B. P.O.S.T. Incentive Pay. The City shall pay POST Certification incentive to sworn personnel at the following rates:
a. Intermediate POST Certificate: 5%
b. Advanced POST Certificate: 10%
c. Supervisory POST Certificate: 12%

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For members who previously received the Education Incentive Pay/POST Incentive of 7% before the first full pay period of January 2026 and would receive a reduction in incentive pay based on the changes to the Education Incentive Pay and POST Incentive Pay structure, an Incentive In-Lieu Stipend shall be paid every paycheck from the first full pay period in January 2026 ending with the first full pay period in July 2026. The Incentive In-Lieu Stipend shall be calculated using the annual base pay and 7% incentive pay (7% of base monthly salary for AA/AS degree or equivalent units, or Intermediate POST certificate).

C. Tuition Reimbursement. Non-probationary employees who have attained an Associates of Arts or Science degree from a community college or provide written documentation from an accredited college or university of enrollment with junior class standing or higher shall be eligible for tuition reimbursement for courses leading toward completion of a Bachelor's degree in a field related to police science/administration, e.g., criminal justice, public administration, organizational management, etc. An employee pursuing a Master's degree in the aforementioned fields may petition for consideration for tuition reimbursement under this section. The City's Personnel Officer shall determine employee eligibility and eligibility of courses for tuition reimbursement, subject to review by the City Manager whose decision shall be final. Upon confirmation of eligibility and completion of courses with a grade of B or higher, the employee will be reimbursed for the cost of tuition and books up to $1,700 per calendar year. For purposes of determining what year an expense is charged to, the date the last class session was held will be used.

Article 25 – Longevity Stipend

Effective the first full pay period of January 2026 the following longevity stipend structure shall be established. This annual stipend is to be paid in the first full pay period of January. Eligibility shall be based on number of years as a sworn police officer as determined by the California Commission on Peace Officer Standards and Training, calculated based on the total years of service with an accredited agency. For example, in January of 2026, officers who became sworn in 2015 shall be eligible for the longevity stipend at the 10-year rate.

1. Years 10-14: $1,200

2. Years 15-19: $2,400

3. Years 20+: $3,600

Article 26 – Firearms Qualification Program
Represented employees shall be provided a monthly benefit based on their level of firearm proficiency as follows:
• Designated Expert (395-400) $125 per month

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• Expert (380-394) $100 per month
• Sharpshooter (356-379) $50 per month

Testing will be conducted two times per year with the stipend to be adjusted according to employee’s results and distributed prospectively commencing with the beginning of the next full pay period.

Article 27 – Gym Membership Reimbursement
The City will provide a gym membership reimbursement to employees in an amount up to a total of $250 per year subject to the following conditions:

A. The gym membership reimbursement shall only be available for gym memberships.

B. Employees must provide proof of gym membership payment to receive the reimbursement.

Article 28 – Bilingual Pay
The City will provide a monthly stipend of $150 for each represented employee that demonstrates his/her ability to fluently speak and understand Spanish or another language. The City and the Association will develop an appropriate proficiency exam in conjunction with the local university or high school to certify an individual’s abilities.

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Article 29 – Workers' Compensation Insurance
The State workers' compensation laws and this MOU shall govern all aspects of duty related injuries, illnesses, and accidents.

A. Provision of. The City will provide the Association members workers’ compensation insurance.

B. Industrial Injuries and Accidents.

1. Employees shall report any duty related injury or illness which requires medical treatment to the appropriate department supervisor as soon as physically possible.

Accident Reporting. Employees shall report any accident that results in any injury or property damage to the appropriate department supervisor as soon as physically possible.

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Article 30 – Leave of Absence
A. Request for Leave. Any employee who has successfully completed the original probationary period may request a leave of absence for a period of time not to exceed one (1) year.

B. Automatic Resignation. Employee use of leave of absence for a purpose other than that requested shall be considered as an employee's automatic resignation from City service.

C. Approval. The City shall have sole discretion in approving or disapproving any employee request for leave of absence or in granting any pay or benefits.

Any paid leave of absence exceeding thirty (30) days must be approved by the City Council.

Article 31 – Long Term Disability and Life Insurance
A. Long Term Disability Insurance. The City shall provide and fund a long term disability (LTD) plan meeting the following criteria, as defined in the contract with the insurance company:

Article 32 – Grievance Procedures
A. Right of Appeal. A grievance is an alleged violation of a specific clause of this Memorandum of Understanding and other rules, regulations, or procedures of the City. An employee's exclusive recognized labor organization or the City may grieve an action or inaction pursuant to the procedures herein specified.

C. Formal Grievance Procedure. An employee filing a formal appeal shall do so in accordance with the following:

1. First Level of Review. The appeal shall be presented in writing to the employee's department head that shall render a decision in writing to the

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Agenda Packet - January 20, 2026
July 1, 2025, POA -29-
employee within fifteen (15) calendar days after receiving the appeal. If the employee does not agree with the decision or if no answer has been received within the time, the employee may present a written appeal to the City Manager. Should the employee fail to take action within fifteen (15) calendar days after receiving the decision of his department head, or within the same time period from the time the appeal was filed if no department head decision is rendered, the appeal shall be deemed to have been abandoned and terminated.

Article 33 – Jury Duty
Employees called for jury duty shall notify the City of the call and if, in the opinion of the City, the absence of the employee would cause undue disruption of work programs, the City may direct the employee to request an exemption from jury duty.

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Agenda Packet - January 20, 2026
July 1, 2025, POA -30-
Article 34 – Inspection Privileges/Posting of Notices
A. Authorized agents of the Association shall have access to City premises during working hours for the purpose of adjusting disputes, investigating working conditions and such other matters. Such access shall be restricted so as not to interfere with normal conduct of City services, or with City safety or security standards.

Article 35 – Safety and Health/Drug Testing
A. Safety Equipment. The City will make provisions for the safety and health of City employees during the hours of their employment. Protective devices, safety wearing apparel, equipment, and facilities shall be provided by the City and shall comply with requirements under applicable regulations and laws.

Employees shall utilize such safety and health devices, apparel, equipment, and facilities when needed.

B. Minimum Manning. The Police Chief will develop and implement a minimum staffing policy.

Article 36 – Work by Management Personnel
It is agreed that management personnel will not perform work that is normally performed by employees covered in this MOU. Management and/or supervisory personnel may perform any work required or directed in the event of an emergency.

Article 37 – Non-discrimination
Neither the employer nor the Association shall discriminate against any employee or applicant for employment because of race, color, creed, age, sex, sexual orientation, national origin, or union or nonunion activities.

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Agenda Packet - January 20, 2026
July 1, 2025, POA -31-
Article 38 – Fair Labor Standards Act (FLSA) Requirements A. Exemption. The City of La Verne has exercised its ability to take a statutory "7K" exemption for sworn personnel. The work period for such employees shall be determined by this Agreement.

Time spent in changing clothes before or after a shift is not considered hours worked and is not compensable in any manner whatsoever.

F. City Vehicle Use. Employees who are provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for such travel time in the City vehicle.

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Agenda Packet - January 20, 2026
July 1, 2025, POA -32-
I. New Fair Labor Standards Act Regulations. The City and Association agree that in the event the DOL issues new or revised interpretive regulations defining what are and what are not compensable hours of work, the City shall amend any affected provisions of this Memorandum of Understanding to comply with such regulations.

Article 39 – Savings Provision
If any provision(s) of this MOU are held contrary to law, such provision(s) will not be deemed valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect. If any clause is invalidated, said clause shall be subject to the meet and confer process.

Article 40 – Drug and Alcohol Abuse Policy
The City's Administrative Regulation No. 316 on Drug and Alcohol Testing, which provides for pre-employment, reasonable suspicion, post-accident and random testing will be applicable to all employees covered by this Agreement.

Article 41 – DROP Program
Association agrees the DROP program can be made available to members who retire with a regular service retirement.

Article 42 – Term of Memorandum of Understanding
This Memorandum of Understanding shall remain in full force and effect from July 1, 2025, through and including June 30, 2028.

DATED___________________________ DATED____________________________

LA VERNE POLICE OFFICERS' ASSOC. CITY OF LA VERNE

By______________________________ By________________________________ Association Representative City Manager

By______________________________ By________________________________ Association Representative Assistant City Manager

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Agenda Packet - January 20, 2026
City of La Verne,City Council
Agenda Report

DATE: January 20, 2026
TO: Honorable Mayor and City Council
FROM: JR Ranells, Assistant City Manager
SUBJECT: RESOLUTION ADOPTING A SALARY CHART FOR FULL-TIME EMPLOYEES.

SUMMARY
The attached resolution and associated full-time salary chart reflect negotiated and required compensation adjustments for certain full-time employee classifications, including increases for La Verne Police Officer Association employees, the Ambulance Operator position, and a previously approved, but deferred, salary adjustment for the City Manager position.

RECOMMENDATION
That the City Council adopt the Resolution titled, “A RESOLUTION OF THE CITY COUNCIL OF

THE CITY OF LA VERNE, CALIFORNIA, ADOPTING A SALARY CHART FOR FULL-TIME EMPLOYEES.”

DISCUSSION
The recommended action includes adoption of a revised salary chart for full-time employees to reflect increased base salaries and other compensation for applicable La Verne Police Officers Association (LVPOA) classifications resulting from recently concluded labor negotiations.

Adoption of the full-time salary chart at this time is primarily driven by these negotiated increases and is accompanied by appropriations from Measure LV, which was adopted by the voters to support employee compensation costs and is consistent with Tier 1 funding priorities. In addition, the revised full-time salary chart includes adjustments to the Ambulance Operator and City Manager positions.

The full-time Ambulance Operator salary range is tied to the State hourly minimum wage. As part of a prior agenda item, the City Council reviewed and was requested to approve updates to the part-time salary schedule to comply with recent increases in the California minimum wage.

Those changes also impact the full-time Ambulance Operator classification and are reflected in the proposed full-time salary chart.

Lastly, the City Manager position, per his Amended and Restated Employment Agreement approved by the City Council on January 21, 2025, was due for a cost of living adjustment of 2% effective July 2025, consistent with adjustments provided to other executive and middle- management employees. Due to the ongoing negotiations with represented employee groups at that time, the City Manager elected to delay implementation of the increase until negotiations were completed. With the conclusion of the negotiations process for POA, the revised full-time salary chart now reflects the previously approved two percent (2%) salary increase for the City Manager, as directed by the City Council.

FISCAL ANALYSIS

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Agenda Packet - January 20, 2026
Resolution Adopting a Salary Chart for Full-Time Employees., Page 2

The recommended action will require an appropriation of $170,710 within the General Fund and a corresponding appropriation for a transfer in the same amount from Measure LV to the General Fund within the 2025/26 Adopted Budget to cover the costs associated with the adopted salary adjustments including Ambulance Operators and the City Manager while primarily related to the LVPOA negotiations.

ENVIRONMENTAL ANALYSIS
Not applicable.

LEGAL REVIEW
This report was reviewed and approved by the City Attorney.

ATTACHMENTS

1. Resolution for January 2026 Full-Time Salary Chart

2. Salary Chart
- Full_Time_1.20.2026_

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Agenda Packet - January 20, 2026
RESOLUTION NO. 26-XX

A RESOLUTION OF THE CITY COUNCIL, CITY OF LA VERNE, CALIFORNIA,

ADOPTING A SALARY CHART FOR FULL-TIME EMPLOYEES AND REPEALING RESOLUTION NO. 25-49

BE IT RESOLVED by the City Council of the City of La Verne as follows:

Section 1. The salary chart for full-time employees, effective January 11, 2026, attached hereto and made a part by reference as though the same were set forth in full herein is hereby adopted.

Section 2. Resolution 25-49 is hereby repealed in its entirety.

Section 3. That the City Council hereby amends the Fiscal Year 2025-26 Adopted Budget in the amount of $170,710 within the General Fund , with a corresponding appropriation in the same amount within Measure LV to fund the transfer to the General Fund.

Section 4. The Mayor shall sign and the Deputy City Clerk shall certify to the passage and adoption of this Resolution and thereupon the same shall take effect and be in force.

PASSED, APPROVED AND ADOPTED this 20th day of January, 2026.

______________________________________
Mayor Tim Hepburn
_______________________________
Debra Fritz, Deputy City Clerk

CERTIFICATION
I hereby certify that the foregoing [Resolution No. 26-XX] was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 20th day of January, 2026, by the following vote:

AYES:

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Agenda Packet - January 20, 2026
NOES:

ABSENT:

ABSTAIN:

____________________________________
Debra Fritz, Deputy City Clerk

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
319 ACCOUNT CLERK I 1 40,409 40,409
319 ACCOUNT CLERK I 2 42,429 42,429
319 ACCOUNT CLERK I 3 44,551 44,551
319 ACCOUNT CLERK I 4 46,778 46,778
319 ACCOUNT CLERK I 5 49,117 49,117
321 ACCOUNT CLERK II 1 44,551 44,551
321 ACCOUNT CLERK II 2 46,778 46,778
321 ACCOUNT CLERK II 3 49,117 49,117
321 ACCOUNT CLERK II 4 51,573 51,573
321 ACCOUNT CLERK II 5 54,152 54,152
333 ACCOUNT CLERK III 1 49,117 49,117
333 ACCOUNT CLERK III 2 51,573 51,573
333 ACCOUNT CLERK III 3 54,152 54,152
333 ACCOUNT CLERK III 4 56,859 56,859
333 ACCOUNT CLERK III 5 59,702 59,702
129 ACCOUNTANT 1 66,240 66,240
129 ACCOUNTANT 2 69,552 69,552
129 ACCOUNTANT 3 73,029 73,029
129 ACCOUNTANT 4 76,681 76,681
129 ACCOUNTANT 5 80,515 80,515
130 ACCOUNTANT/PAYROLL SPCLST 1 76,680 76,680
130 ACCOUNTANT/PAYROLL SPCLST 2 80,514 80,514
130 ACCOUNTANT/PAYROLL SPCLST 3 84,540 84,540
130 ACCOUNTANT/PAYROLL SPCLST 4 88,767 88,767
130 ACCOUNTANT/PAYROLL SPCLST 5 93,205 93,205
164 ACCOUNTING MANAGER 1 84,785 84,785
164 ACCOUNTING MANAGER 2 89,025 89,025
164 ACCOUNTING MANAGER 3 93,476 93,476
164 ACCOUNTING MANAGER 4 98,150 98,150
164 ACCOUNTING MANAGER 5 103,057 103,057
183 ADMIN. BATTALION CHIEF 1 157,473 157,473
183 ADMIN. BATTALION CHIEF 2 165,346 165,346
183 ADMIN. BATTALION CHIEF 3 173,614 173,614
183 ADMIN. BATTALION CHIEF 4 182,294 182,294
183 ADMIN. BATTALION CHIEF 5 191,409 191,409

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
131 ADMINISTRATIVE ANALYST 1 55,466 55,466
131 ADMINISTRATIVE ANALYST 2 58,239 58,239
131 ADMINISTRATIVE ANALYST 3 61,151 61,151
131 ADMINISTRATIVE ANALYST 4 64,209 64,209
131 ADMINISTRATIVE ANALYST 5 67,419 67,419
301 ADMINISTRATIVE CLERK I 1 37,314 37,314
301 ADMINISTRATIVE CLERK I 2 39,180 39,180
301 ADMINISTRATIVE CLERK I 3 41,139 41,139
301 ADMINISTRATIVE CLERK I 4 43,195 43,195
301 ADMINISTRATIVE CLERK I 5 45,355 45,355
309 ADMINISTRATIVE CLERK II 1 41,139 41,139
309 ADMINISTRATIVE CLERK II 2 43,196 43,196
309 ADMINISTRATIVE CLERK II 3 45,356 45,356
309 ADMINISTRATIVE CLERK II 4 47,623 47,623
309 ADMINISTRATIVE CLERK II 5 50,005 50,005
340 ADMINISTRATIVE SECRETARY 1 52,048 52,048
340 ADMINISTRATIVE SECRETARY 2 54,651 54,651
340 ADMINISTRATIVE SECRETARY 3 57,383 57,383
340 ADMINISTRATIVE SECRETARY 4 60,252 60,252
340 ADMINISTRATIVE SECRETARY 5 63,265 63,265
520 AMBULANCE OPERATOR 1 34,320 2.42% 35,152
520 AMBULANCE OPERATOR 2 36,036 2.42% 36,910
520 AMBULANCE OPERATOR 3 37,837 2.42% 38,755
520 AMBULANCE OPERATOR 4 39,728 2.42% 40,693
520 AMBULANCE OPERATOR 5 41,714 2.42% 42,727
124 ASSISTANT CITY CLERK 1 69,016 69,016
124 ASSISTANT CITY CLERK 2 72,467 72,467
124 ASSISTANT CITY CLERK 3 76,091 76,091
124 ASSISTANT CITY CLERK 4 79,895 79,895
124 ASSISTANT CITY CLERK 5 83,890 83,890
280 ASSISTANT CITY MANAGER 1 168,886 168,886
280 ASSISTANT CITY MANAGER 2 177,330 177,330
280 ASSISTANT CITY MANAGER 3 186,197 186,197
280 ASSISTANT CITY MANAGER 4 195,507 195,507
280 ASSISTANT CITY MANAGER 5 205,282 205,282

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
147 ASSISTANT PLANNER 1 65,686 65,686
147 ASSISTANT PLANNER 2 68,970 68,970
147 ASSISTANT PLANNER 3 72,419 72,419
147 ASSISTANT PLANNER 4 76,040 76,040
147 ASSISTANT PLANNER 5 79,842 79,842
148 ASSOCIATE PLANNER 1 72,418 72,418
148 ASSOCIATE PLANNER 2 76,039 76,039
148 ASSOCIATE PLANNER 3 79,841 79,841
148 ASSOCIATE PLANNER 4 83,833 83,833
148 ASSOCIATE PLANNER 5 88,025 88,025
272 ASST. TO THE CITY MGR. 1 121,726 121,726
272 ASST. TO THE CITY MGR. 2 127,812 127,812
272 ASST. TO THE CITY MGR. 3 134,202 134,202
272 ASST. TO THE CITY MGR. 4 140,912 140,912
272 ASST. TO THE CITY MGR. 5 147,958 147,958
306 AUTO PARTS TECHNICIAN 1 42,776 42,776
306 AUTO PARTS TECHNICIAN 2 44,915 44,915
306 AUTO PARTS TECHNICIAN 3 47,160 47,160
306 AUTO PARTS TECHNICIAN 4 49,518 49,518
306 AUTO PARTS TECHNICIAN 5 51,994 51,994
298 CITY MANAGER 1 263,681 2.0% 268,955
149 CODE COMPLIANCE OFFICER 1 62,725 62,725
149 CODE COMPLIANCE OFFICER 2 65,861 65,861
149 CODE COMPLIANCE OFFICER 3 69,154 69,154
149 CODE COMPLIANCE OFFICER 4 72,611 72,611
149 CODE COMPLIANCE OFFICER 5 76,242 76,242
156 COMMUNITY SERVICES SUPERINTEND 1 84,159 84,159
156 COMMUNITY SERVICES SUPERINTEND 2 88,367 88,367
156 COMMUNITY SERVICES SUPERINTEND 3 92,785 92,785
156 COMMUNITY SERVICES SUPERINTEND 4 97,425 97,425
156 COMMUNITY SERVICES SUPERINTEND 5 102,296 102,296
425 COMMUNICATIONS OFFICER 1 62,189 62,189
425 COMMUNICATIONS OFFICER 2 65,299 65,299
425 COMMUNICATIONS OFFICER 3 68,564 68,564
425 COMMUNICATIONS OFFICER 4 71,992 71,992
425 COMMUNICATIONS OFFICER 5 75,592 75,592

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
138 COMMUNICATIONS SUPERVISOR 1 78,093 78,093
138 COMMUNICATIONS SUPERVISOR 2 81,997 81,997
138 COMMUNICATIONS SUPERVISOR 3 86,097 86,097
138 COMMUNICATIONS SUPERVISOR 4 90,402 90,402
138 COMMUNICATIONS SUPERVISOR 5 94,922 94,922
119 COMMUNITY RISK RED SPECIALIST 1 91,723 91,723
119 COMMUNITY RISK RED SPECIALIST 2 96,309 96,309
119 COMMUNITY RISK RED SPECIALIST 3 101,125 101,125
119 COMMUNITY RISK RED SPECIALIST 4 106,181 106,181
119 COMMUNITY RISK RED SPECIALIST 5 111,490 111,490
175 COMMUNITY SVCS COORDINATOR 1 52,447 52,447
175 COMMUNITY SVCS COORDINATOR 2 55,069 55,069
175 COMMUNITY SVCS COORDINATOR 3 57,823 57,823
175 COMMUNITY SVCS COORDINATOR 4 60,714 60,714
175 COMMUNITY SVCS COORDINATOR 5 63,749 63,749
174 COMMUNITY SVC MANAGER 1 113,801 113,801
174 COMMUNITY SVC MANAGER 2 119,491 119,491
174 COMMUNITY SVC MANAGER 3 125,466 125,466
174 COMMUNITY SVC MANAGER 4 131,739 131,739
174 COMMUNITY SVC MANAGER 5 138,326 138,326
354 COMMUNITY SVCS SPECIALIST 1 40,188 40,188
354 COMMUNITY SVCS SPECIALIST 2 42,197 42,197
354 COMMUNITY SVCS SPECIALIST 3 44,307 44,307
354 COMMUNITY SVCS SPECIALIST 4 46,522 46,522
354 COMMUNITY SVCS SPECIALIST 5 48,848 48,848
127 COMMUNITY SVCS SUPERVISOR 1 67,274 67,274
127 COMMUNITY SVCS SUPERVISOR 2 70,637 70,637
127 COMMUNITY SVCS SUPERVISOR 3 74,169 74,169
127 COMMUNITY SVCS SUPERVISOR 4 77,878 77,878
127 COMMUNITY SVCS SUPERVISOR 5 81,772 81,772
318 CUSTOMER SERVICE REP. I 1 45,343 45,343
318 CUSTOMER SERVICE REP. I 2 47,610 47,610
318 CUSTOMER SERVICE REP. I 3 49,990 49,990
318 CUSTOMER SERVICE REP. I 4 52,490 52,490
318 CUSTOMER SERVICE REP. I 5 55,114 55,114

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
330 CUSTOMER SERVICE REP. II 1 49,991 49,991
330 CUSTOMER SERVICE REP. II 2 52,490 52,490
330 CUSTOMER SERVICE REP. II 3 55,115 55,115
330 CUSTOMER SERVICE REP. II 4 57,871 57,871
330 CUSTOMER SERVICE REP. II 5 60,764 60,764
118 DEPUTY CITY CLERK 1 60,478 60,478
118 DEPUTY CITY CLERK 2 63,502 63,502
118 DEPUTY CITY CLERK 3 66,677 66,677
118 DEPUTY CITY CLERK 4 70,011 70,011
118 DEPUTY CITY CLERK 5 73,511 73,511
173 DEPUTY DIR OF PUBLIC WRKS 1 129,149 129,149
173 DEPUTY DIR OF PUBLIC WRKS 2 135,607 135,607
173 DEPUTY DIR OF PUBLIC WRKS 3 142,387 142,387
173 DEPUTY DIR OF PUBLIC WRKS 4 149,507 149,507
173 DEPUTY DIR OF PUBLIC WRKS 5 156,982 156,982
125 DEPUTY FIRE CHIEF 1 188,770 188,770
125 DEPUTY FIRE CHIEF 2 198,209 198,209
125 DEPUTY FIRE CHIEF 3 208,119 208,119
125 DEPUTY FIRE CHIEF 4 218,525 218,525
125 DEPUTY FIRE CHIEF 5 229,452 229,452
123 DEPUTY FIRE MARSHAL 1 76,175 76,175
123 DEPUTY FIRE MARSHAL 2 79,984 79,984
123 DEPUTY FIRE MARSHAL 3 83,983 83,983
123 DEPUTY FIRE MARSHAL 4 88,182 88,182
123 DEPUTY FIRE MARSHAL 5 92,592 92,592
275 DIR OF COMMUNITY DEV. 1 154,988 154,988
275 DIR OF COMMUNITY DEV. 2 162,737 162,737
275 DIR OF COMMUNITY DEV. 3 170,874 170,874
275 DIR OF COMMUNITY DEV. 4 179,418 179,418
275 DIR OF COMMUNITY DEV. 5 188,389 188,389
271 DIR OF COMMUNITY SERVICES 1 145,499 145,499
271 DIR OF COMMUNITY SERVICES 2 152,774 152,774
271 DIR OF COMMUNITY SERVICES 3 160,412 160,412
271 DIR OF COMMUNITY SERVICES 4 168,433 168,433
271 DIR OF COMMUNITY SERVICES 5 176,855 176,855

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
271 DIR OF COMMUNITY SERVICES 1 130,829 130,829
271 DIR OF COMMUNITY SERVICES 2 137,370 137,370
271 DIR OF COMMUNITY SERVICES 3 144,239 144,239
271 DIR OF COMMUNITY SERVICES 4 151,451 151,451
271 DIR OF COMMUNITY SERVICES 5 159,024 159,024
285 DIR. OF PUBLIC WORKS 1 176,223 176,223
285 DIR. OF PUBLIC WORKS 2 185,034 185,034
285 DIR. OF PUBLIC WORKS 3 194,286 194,286
285 DIR. OF PUBLIC WORKS 4 204,000 204,000
285 DIR. OF PUBLIC WORKS 5 214,200 214,200
276 DIRECTOR OF FINANCE 1 154,250 154,250
276 DIRECTOR OF FINANCE 2 161,962 161,962
276 DIRECTOR OF FINANCE 3 170,060 170,060
276 DIRECTOR OF FINANCE 4 178,563 178,563
276 DIRECTOR OF FINANCE 5 187,492 187,492
345 EQUIPMENT MECHANIC I 1 52,485 52,485
345 EQUIPMENT MECHANIC I 2 55,109 55,109
345 EQUIPMENT MECHANIC I 3 57,865 57,865
345 EQUIPMENT MECHANIC I 4 60,758 60,758
345 EQUIPMENT MECHANIC I 5 63,796 63,796
347 EQUIPMENT MECHANIC II 1 57,865 57,865
347 EQUIPMENT MECHANIC II 2 60,758 60,758
347 EQUIPMENT MECHANIC II 3 63,796 63,796
347 EQUIPMENT MECHANIC II 4 66,986 66,986
347 EQUIPMENT MECHANIC II 5 70,336 70,336
336 EQUIPMENT OPERATOR 1 51,993 51,993
336 EQUIPMENT OPERATOR 2 54,592 54,592
336 EQUIPMENT OPERATOR 3 57,322 57,322
336 EQUIPMENT OPERATOR 4 60,188 60,188
336 EQUIPMENT OPERATOR 5 63,197 63,197
326 EQUIPMENT SERVICE WORKER 1 47,161 47,161
326 EQUIPMENT SERVICE WORKER 2 49,519 49,519
326 EQUIPMENT SERVICE WORKER 3 51,995 51,995
326 EQUIPMENT SERVICE WORKER 4 54,594 54,594
326 EQUIPMENT SERVICE WORKER 5 57,324 57,324

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
132 EXEC ASST TO CITY MANAGER 1 66,362 66,362
132 EXEC ASST TO CITY MANAGER 2 69,680 69,680
132 EXEC ASST TO CITY MANAGER 3 73,164 73,164
132 EXEC ASST TO CITY MANAGER 4 76,822 76,822
132 EXEC ASST TO CITY MANAGER 5 80,663 80,663
166 FINANCE MANAGER 1 113,800 113,800
166 FINANCE MANAGER 2 119,490 119,490
166 FINANCE MANAGER 3 125,464 125,464
166 FINANCE MANAGER 4 131,737 131,737
166 FINANCE MANAGER 5 138,324 138,324
273 FINANCE OFFICER 1 114,074 114,074
273 FINANCE OFFICER 2 119,777 119,777
273 FINANCE OFFICER 3 125,766 125,766
273 FINANCE OFFICER 4 132,055 132,055
273 FINANCE OFFICER 5 138,657 138,657
186 FIRE BATTALION CHIEF 1 157,473 157,473
186 FIRE BATTALION CHIEF 2 165,346 165,346
186 FIRE BATTALION CHIEF 3 173,614 173,614
186 FIRE BATTALION CHIEF 4 182,294 182,294
186 FIRE BATTALION CHIEF 5 191,409 191,409
580 FIRE CAPTAIN 1 126,033 126,033
580 FIRE CAPTAIN 2 132,334 132,334
580 FIRE CAPTAIN 3 138,951 138,951
580 FIRE CAPTAIN 4 145,898 145,898
580 FIRE CAPTAIN 5 153,193 153,193
*591 FIRE CAPTAIN PARAMEDIC 1 142,444 142,444
*591 FIRE CAPTAIN PARAMEDIC 2 148,745 148,745
*591 FIRE CAPTAIN PARAMEDIC 3 155,362 155,362
*591 FIRE CAPTAIN PARAMEDIC 4 162,309 162,309
*591 FIRE CAPTAIN PARAMEDIC 5 169,604 169,604
290 FIRE CHIEF 1 206,382 206,382
290 FIRE CHIEF 2 216,701 216,701
290 FIRE CHIEF 3 227,536 227,536
290 FIRE CHIEF 4 238,913 238,913
290 FIRE CHIEF 5 250,858 250,858

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
565 FIRE ENGINEER 1 107,396 107,396
565 FIRE ENGINEER 2 112,766 112,766
565 FIRE ENGINEER 3 118,404 118,404
565 FIRE ENGINEER 4 124,324 124,324
565 FIRE ENGINEER 5 130,540 130,540
*577 FIRE ENGINEER PARAMEDIC 1 123,807 123,807
*577 FIRE ENGINEER PARAMEDIC 2 129,177 129,177
*577 FIRE ENGINEER PARAMEDIC 3 134,815 134,815
*577 FIRE ENGINEER PARAMEDIC 4 140,735 140,735
*577 FIRE ENGINEER PARAMEDIC 5 146,951 146,951
122 FIRE MARSHAL 1 114,354 114,354
122 FIRE MARSHAL 2 120,072 120,072
122 FIRE MARSHAL 3 126,075 126,075
122 FIRE MARSHAL 4 132,379 132,379
122 FIRE MARSHAL 5 138,998 138,998
350 FIRE SAFETY SPECIALIST 1 61,138 61,138
350 FIRE SAFETY SPECIALIST 2 64,195 64,195
350 FIRE SAFETY SPECIALIST 3 67,405 67,405
350 FIRE SAFETY SPECIALIST 4 70,775 70,775
350 FIRE SAFETY SPECIALIST 5 74,314 74,314
540 FIREFIGHTER 1 90,010 90,010
540 FIREFIGHTER 2 94,510 94,510
540 FIREFIGHTER 3 99,236 99,236
540 FIREFIGHTER 4 104,198 104,198
540 FIREFIGHTER 5 109,407 109,407
*551 FIREFIGHTER PARAMEDIC 1 106,421 106,421
*551 FIREFIGHTER PARAMEDIC 2 110,921 110,921
*551 FIREFIGHTER PARAMEDIC 3 115,647 115,647
*551 FIREFIGHTER PARAMEDIC 4 120,609 120,609
*551 FIREFIGHTER PARAMEDIC 5 125,818 125,818
535 FIRFIGHTR-PARAMED TRAINEE 1 76,508 76,508
535 FIRFIGHTR-PARAMED TRAINEE 2 80,334 80,334
535 FIRFIGHTR-PARAMED TRAINEE 3 84,350 84,350
535 FIRFIGHTR-PARAMED TRAINEE 4 88,568 88,568
535 FIRFIGHTR-PARAMED TRAINEE 5 92,996 92,996

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
159 FLEET ANALYST 1 55,468 55,468
159 FLEET ANALYST 2 58,241 58,241
159 FLEET ANALYST 3 61,153 61,153
159 FLEET ANALYST 4 64,211 64,211
159 FLEET ANALYST 5 67,421 67,421
158 FLEET MANAGER 1 113,801 113,801
158 FLEET MANAGER 2 119,491 119,491
158 FLEET MANAGER 3 125,466 125,466
158 FLEET MANAGER 4 131,739 131,739
158 FLEET MANAGER 5 138,326 138,326
346 HEAVY EQUIPMENT MECHANIC 1 55,944 55,944
346 HEAVY EQUIPMENT MECHANIC 2 58,741 58,741
346 HEAVY EQUIPMENT MECHANIC 3 61,679 61,679
346 HEAVY EQUIPMENT MECHANIC 4 64,762 64,762
346 HEAVY EQUIPMENT MECHANIC 5 68,001 68,001
117 HUMAN RESOURSES SPECIALIST 1 54,113 54,113
117 HUMAN RESOURSES SPECIALIST 2 56,819 56,819
117 HUMAN RESOURSES SPECIALIST 3 59,660 59,660
117 HUMAN RESOURSES SPECIALIST 4 62,643 62,643
117 HUMAN RESOURSES SPECIALIST 5 65,775 65,775
278 INFO SYSTEMS MANAGER 1 109,713 109,713
278 INFO SYSTEMS MANAGER 2 115,198 115,198
278 INFO SYSTEMS MANAGER 3 120,958 120,958
278 INFO SYSTEMS MANAGER 4 127,006 127,006
278 INFO SYSTEMS MANAGER 5 133,357 133,357
128 INFO SYSTEMS SPECIALIST 1 64,605 64,605
128 INFO SYSTEMS SPECIALIST 2 67,835 67,835
128 INFO SYSTEMS SPECIALIST 3 71,227 71,227
128 INFO SYSTEMS SPECIALIST 4 74,788 74,788
128 INFO SYSTEMS SPECIALIST 5 78,528 78,528
134 INFO SYSTEMS TECHNICIAN 1 55,809 55,809
134 INFO SYSTEMS TECHNICIAN 2 58,599 58,599
134 INFO SYSTEMS TECHNICIAN 3 61,529 61,529
134 INFO SYSTEMS TECHNICIAN 4 64,606 64,606
134 INFO SYSTEMS TECHNICIAN 5 67,836 67,836

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
323 IRRIGATION SPECIALIST 1 51,993 51,993
323 IRRIGATION SPECIALIST 2 54,592 54,592
323 IRRIGATION SPECIALIST 3 57,322 57,322
323 IRRIGATION SPECIALIST 4 60,188 60,188
323 IRRIGATION SPECIALIST 5 63,197 63,197
348 MAINTENANCE LEADWORKER 1 55,414 55,414
348 MAINTENANCE LEADWORKER 2 58,184 58,184
348 MAINTENANCE LEADWORKER 3 61,094 61,094
348 MAINTENANCE LEADWORKER 4 64,148 64,148
348 MAINTENANCE LEADWORKER 5 67,356 67,356
167 MAINTENANCE MANAGER 1 113,800 113,800
167 MAINTENANCE MANAGER 2 119,490 119,490
167 MAINTENANCE MANAGER 3 125,464 125,464
167 MAINTENANCE MANAGER 4 131,737 131,737
167 MAINTENANCE MANAGER 5 138,324 138,324
146 MAINTENANCE SUPERVISOR 1 72,673 72,673
146 MAINTENANCE SUPERVISOR 2 76,306 76,306
146 MAINTENANCE SUPERVISOR 3 80,122 80,122
146 MAINTENANCE SUPERVISOR 4 84,128 84,128
146 MAINTENANCE SUPERVISOR 5 88,334 88,334
312 MAINTENANCE WORKER I 1 42,776 42,776
312 MAINTENANCE WORKER I 2 44,915 44,915
312 MAINTENANCE WORKER I 3 47,160 47,160
312 MAINTENANCE WORKER I 4 49,517 49,517
312 MAINTENANCE WORKER I 5 51,994 51,994
325 MAINTENANCE WORKER II 1 47,160 47,160
325 MAINTENANCE WORKER II 2 49,518 49,518
325 MAINTENANCE WORKER II 3 51,994 51,994
325 MAINTENANCE WORKER II 4 54,593 54,593
325 MAINTENANCE WORKER II 5 57,323 57,323
337 MAINTENANCE WORKER III 1 51,994 51,994
337 MAINTENANCE WORKER III 2 54,594 54,594
337 MAINTENANCE WORKER III 3 57,324 57,324
337 MAINTENANCE WORKER III 4 60,190 60,190
337 MAINTENANCE WORKER III 5 63,199 63,199

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
140 MANAGEMENT ANALYST 1 67,421 67,421
140 MANAGEMENT ANALYST 2 70,792 70,792
140 MANAGEMENT ANALYST 3 74,331 74,331
140 MANAGEMENT ANALYST 4 78,048 78,048
140 MANAGEMENT ANALYST 5 81,950 81,950
162 PARKS MANAGER 1 113,801 113,801
162 PARKS MANAGER 2 119,491 119,491
162 PARKS MANAGER 3 125,466 125,466
162 PARKS MANAGER 4 131,739 131,739
162 PARKS MANAGER 5 138,326 138,326
292 PERSONNEL OFFICER 1 112,746 112,746
292 PERSONNEL OFFICER 2 118,383 118,383
292 PERSONNEL OFFICER 3 124,302 124,302
292 PERSONNEL OFFICER 4 130,517 130,517
292 PERSONNEL OFFICER 5 137,043 137,043
314 POLICE AIDE I 1 40,555 40,555
314 POLICE AIDE I 2 42,583 42,583
314 POLICE AIDE I 3 44,712 44,712
314 POLICE AIDE I 4 46,948 46,948
314 POLICE AIDE I 5 49,295 49,295
316 POLICE AIDE II 1 44,712 44,712
316 POLICE AIDE II 2 46,947 46,947
316 POLICE AIDE II 3 49,295 49,295
316 POLICE AIDE II 4 51,760 51,760
316 POLICE AIDE II 5 54,348 54,348
776 POLICE CAPTAIN 1 188,286 188,286
776 POLICE CAPTAIN 2 197,700 197,700
776 POLICE CAPTAIN 3 207,585 207,585
776 POLICE CAPTAIN 4 217,964 217,964
776 POLICE CAPTAIN 5 228,863 228,863
295 POLICE CHIEF 1 207,585 207,585
295 POLICE CHIEF 2 217,964 217,964
295 POLICE CHIEF 3 228,863 228,863
295 POLICE CHIEF 4 240,306 240,306
295 POLICE CHIEF 5 252,321 252,321

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
303 POLICE CLERK I 1 40,555 40,555
303 POLICE CLERK I 2 42,583 42,583
303 POLICE CLERK I 3 44,712 44,712
303 POLICE CLERK I 4 46,948 46,948
303 POLICE CLERK I 5 49,295 49,295
315 POLICE CLERK II 1 44,712 44,712
315 POLICE CLERK II 2 46,947 46,947
315 POLICE CLERK II 3 49,295 49,295
315 POLICE CLERK II 4 51,760 51,760
315 POLICE CLERK II 5 54,348 54,348
338 POLICE COMM. SERV. OFFICE 1 54,347 54,347
338 POLICE COMM. SERV. OFFICE 2 57,064 57,064
338 POLICE COMM. SERV. OFFICE 3 59,918 59,918
338 POLICE COMM. SERV. OFFICE 4 62,914 62,914
338 POLICE COMM. SERV. OFFICE 5 66,059 66,059
135 POLICE COMM. SERV. SUPER 1 87,951 87,951
135 POLICE COMM. SERV. SUPER 2 92,349 92,349
135 POLICE COMM. SERV. SUPER 3 96,966 96,966
135 POLICE COMM. SERV. SUPER 4 101,815 101,815
135 POLICE COMM. SERV. SUPER 5 106,906 106,906
460 POLICE CORPORAL 1 98,605 3.0% 101,563
460 POLICE CORPORAL 2 103,535 3.0% 106,641
460 POLICE CORPORAL 3 108,712 3.0% 111,973
460 POLICE CORPORAL 4 114,148 3.0% 117,572
460 POLICE CORPORAL 5 119,855 3.0% 123,451
470 POLICE CORPORAL/MOTOR OFFCR 1 104,950 3.0% 102,550
470 POLICE CORPORAL/MOTOR OFFCR 2 110,198 3.0% 107,678
470 POLICE CORPORAL/MOTOR OFFCR 3 115,708 3.0% 113,062
470 POLICE CORPORAL/MOTOR OFFCR 4 121,493 3.0% 118,715
470 POLICE CORPORAL/MOTOR OFFCR 5 127,568 3.0% 124,651
785 POLICE LIEUTENANT 1 138,428 138,428
785 POLICE LIEUTENANT 2 145,349 145,349
785 POLICE LIEUTENANT 3 152,617 152,617
785 POLICE LIEUTENANT 4 160,247 160,247
785 POLICE LIEUTENANT 5 168,260 168,260

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
786 POLICE LIEUTENANT 1 160,236 160,236
786 POLICE LIEUTENANT 2 168,248 168,248
786 POLICE LIEUTENANT 3 176,660 176,660
786 POLICE LIEUTENANT 4 185,493 185,493
786 POLICE LIEUTENANT 5 194,768 194,768
450 POLICE OFFICER 1 89,437 3.0% 92,120
450 POLICE OFFICER 2 93,909 3.0% 96,726
450 POLICE OFFICER 3 98,604 3.0% 101,563
450 POLICE OFFICER 4 103,535 3.0% 106,641
450 POLICE OFFICER 5 108,711 3.0% 111,973
133 POLICE RECORDS SUPRVR 1 69,022 69,022
133 POLICE RECORDS SUPRVR 2 72,474 72,474
133 POLICE RECORDS SUPRVR 3 76,097 76,097
133 POLICE RECORDS SUPRVR 4 79,902 79,902
133 POLICE RECORDS SUPRVR 5 83,897 83,897
440 POLICE RECRUIT TRAINEE 1 76,022 78,302
440 POLICE RECRUIT TRAINEE 2 79,823 82,217
440 POLICE RECRUIT TRAINEE 3 83,814 86,328
440 POLICE RECRUIT TRAINEE 4 88,004 90,645
440 POLICE RECRUIT TRAINEE 5 92,405 95,177
480 POLICE SERGEANT 1 118,489 3.0% 122,043
480 POLICE SERGEANT 2 124,413 3.0% 128,146
480 POLICE SERGEANT 3 130,634 3.0% 134,553
480 POLICE SERGEANT 4 137,166 3.0% 141,281
480 POLICE SERGEANT 5 144,024 3.0% 148,345
144 POLICE SERV. COORDINATOR 1 74,391 74,391
144 POLICE SERV. COORDINATOR 2 78,110 78,110
144 POLICE SERV. COORDINATOR 3 82,016 82,016
144 POLICE SERV. COORDINATOR 4 86,116 86,116
144 POLICE SERV. COORDINATOR 5 90,422 90,422

322 POLICE SERVICE TECHNICAN 1 62,189 62,189
322 POLICE SERVICE TECHNICAN 2 65,299 65,299
322 POLICE SERVICE TECHNICAN 3 68,564 68,564
322 POLICE SERVICE TECHNICAN 4 71,992 71,992
322 POLICE SERVICE TECHNICAN 5 75,592 75,592

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
145 POLICE SUPPORT SERVICES MANAGER 1 91,057 91,057
145 POLICE SUPPORT SERVICES MANAGER 2 95,610 95,610
145 POLICE SUPPORT SERVICES MANAGER 3 100,390 100,390
145 POLICE SUPPORT SERVICES MANAGER 4 105,410 105,410
145 POLICE SUPPORT SERVICES MANAGER 5 110,680 110,680
155 PRINCIPAL PLANNER 1 103,055 103,055
155 PRINCIPAL PLANNER 2 108,208 108,208
155 PRINCIPAL PLANNER 3 113,619 113,619
155 PRINCIPAL PLANNER 4 119,300 119,300
155 PRINCIPAL PLANNER 5 125,264 125,264
172 PUBLIC WORKS MANAGER 1 113,800 113,800
172 PUBLIC WORKS MANAGER 2 119,490 119,490
172 PUBLIC WORKS MANAGER 3 125,464 125,464
172 PUBLIC WORKS MANAGER 4 131,737 131,737
172 PUBLIC WORKS MANAGER 5 138,324 138,324
126 RECREATION COORDINATOR 1 47,749 47,749
126 RECREATION COORDINATOR 2 50,136 50,136
126 RECREATION COORDINATOR 3 52,643 52,643
126 RECREATION COORDINATOR 4 55,275 55,275
126 RECREATION COORDINATOR 5 58,039 58,039
139 SENIOR ACCOUNTANT 1 76,680 76,680
139 SENIOR ACCOUNTANT 2 80,514 80,514
139 SENIOR ACCOUNTANT 3 84,540 84,540
139 SENIOR ACCOUNTANT 4 88,767 88,767
139 SENIOR ACCOUNTANT 5 93,205 93,205
349 SENIOR EQUIPMENT MECHANIC 1 66,985 66,985
349 SENIOR EQUIPMENT MECHANIC 2 70,334 70,334
349 SENIOR EQUIPMENT MECHANIC 3 73,851 73,851
349 SENIOR EQUIPMENT MECHANIC 4 77,544 77,544
349 SENIOR EQUIPMENT MECHANIC 5 81,421 81,421
154 SENIOR PLANNER 1 83,832 83,832
154 SENIOR PLANNER 2 88,024 88,024
154 SENIOR PLANNER 3 92,425 92,425
154 SENIOR PLANNER 4 97,046 97,046
154 SENIOR PLANNER 5 101,899 101,899

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
320 SENIOR POLICE AIDE 1 49,296 49,296
320 SENIOR POLICE AIDE 2 51,761 51,761
320 SENIOR POLICE AIDE 3 54,349 54,349
320 SENIOR POLICE AIDE 4 57,066 57,066
320 SENIOR POLICE AIDE 5 59,919 59,919
141 SR. MANAGEMENT ANALYST 1 81,951 81,951
141 SR. MANAGEMENT ANALYST 2 86,049 86,049
141 SR. MANAGEMENT ANALYST 3 90,351 90,351
141 SR. MANAGEMENT ANALYST 4 94,869 94,869
141 SR. MANAGEMENT ANALYST 5 99,612 99,612
168 UTILITIES MANAGER 1 118,541 118,541
168 UTILITIES MANAGER 2 124,468 124,468
168 UTILITIES MANAGER 3 130,692 130,692
168 UTILITIES MANAGER 4 137,226 137,226
168 UTILITIES MANAGER 5 144,088 144,088
150 UTILITY SUPERVISOR 1 79,582 79,582
150 UTILITY SUPERVISOR 2 83,561 83,561
150 UTILITY SUPERVISOR 3 87,739 87,739
150 UTILITY SUPERVISOR 4 92,126 92,126
150 UTILITY SUPERVISOR 5 96,733 96,733
152 WATER SUPERVISOR 1 83,563 83,563
152 WATER SUPERVISOR 2 87,741 87,741
152 WATER SUPERVISOR 3 92,128 92,128
152 WATER SUPERVISOR 4 96,735 96,735
152 WATER SUPERVISOR 5 101,571 101,571
353 WATER SYSTEM SPECIALIST 1 69,372 69,372
353 WATER SYSTEM SPECIALIST 2 72,841 72,841
353 WATER SYSTEM SPECIALIST 3 76,483 76,483
353 WATER SYSTEM SPECIALIST 4 80,307 80,307
353 WATER SYSTEM SPECIALIST 5 84,323 84,323
358 WATER UTILITY LEADWORKER 1 62,739 62,739
358 WATER UTILITY LEADWORKER 2 65,876 65,876
358 WATER UTILITY LEADWORKER 3 69,170 69,170
358 WATER UTILITY LEADWORKER 4 72,628 72,628
358 WATER UTILITY LEADWORKER 5 76,260 76,260

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Agenda Packet - January 20, 2026
City of La Verne
Full Time Salary Table
Effective
1-20-2
026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
355 WATER UTILITY WORKER I 1 44,028 44,028
355 WATER UTILITY WORKER I 2 46,229 46,229
355 WATER UTILITY WORKER I 3 48,541 48,541
355 WATER UTILITY WORKER I 4 50,968 50,968
355 WATER UTILITY WORKER I 5 53,516 53,516
356 WATER UTILITY WORKER II 1 48,541 48,541
356 WATER UTILITY WORKER II 2 50,968 50,968
356 WATER UTILITY WORKER II 3 53,517 53,517
356 WATER UTILITY WORKER II 4 56,192 56,192
356 WATER UTILITY WORKER II 5 59,002 59,002
357 WATER UTILITY WORKER III 1 53,516 53,516
357 WATER UTILITY WORKER III 2 56,192 56,192
357 WATER UTILITY WORKER III 3 59,002 59,002
357 WATER UTILITY WORKER III 4 61,952 61,952
357 WATER UTILITY WORKER III 5 65,050 65,050
151 WATER/SEWER MAINT. SUPERV 1 79,584 79,584
151 WATER/SEWER MAINT. SUPERV 2 83,563 83,563
151 WATER/SEWER MAINT. SUPERV 3 87,741 87,741
151 WATER/SEWER MAINT. SUPERV 4 92,128 92,128
151 WATER/SEWER MAINT. SUPERV 5 96,735 96,735
352 WTR. PROD. SYS. OPERATOR 1 59,225 59,225
352 WTR. PROD. SYS. OPERATOR 2 62,186 62,186
352 WTR. PROD. SYS. OPERATOR 3 65,295 65,295
352 WTR. PROD. SYS. OPERATOR 4 68,560 68,560
352 WTR. PROD. SYS. OPERATOR 5 71,988 71,988
* each step within these classifications
includes an additional $16,411 which
is 15% of the top step Firefighter

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Agenda Packet - January 20, 2026

La Verne City CouncilJanuary 20, 2026

La Verne City Council
January 20, 2026