Redding City Council
July 19, 2022

EXHIBIT “C”

RIEO - LINES OF PROGRESSION

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Account Clerk I Clerk II
Clerk I
Cashier
Account Clerk II Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accountant I Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accountant II Accountant I
Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accounting Specialist Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Administrative Assistant I Clerk III Clerk II
Clerk I
Administrative Assistant II Administrative Assistant I
Clerk III
Clerk II
Clerk I
Administrative Intern
Assistant City Clerk Secretary to the City Manager
Executive Assistant to the Assistant City
Manager
Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Assistant Engineer Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Packet Pg. 1130 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Assistant Planner Assistant
Redevelop/Community
Project Coordinator –
Community Services
Assistant Project
Coordinator – Housing
Assistant Redevelop/Community Project Coordinator –
Community Services
Assistant Planner
Assistant Project
Coordinator – Housing
Assistant Project Coordinator – Housing Assistant Planner Assistant Project
Coordinator – Community
Services
Assistant Project Coordinator – Information Technology
Associate Civil Engineer Assistant Engineer
Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Associate Environmental Specialist
Associate Planner Associate
Redevelop/Community
Project CoordinatorHousing
Transportation Planner
Assistant Redevelop/Community Project
Coordinator - Housing
Assistant Planner
Associate Redevelop/Community Project Coordinator –
Community Services
Associate Planner
Transportation Planner
Associate Project
Coordinator - Housing
Assistant Redevelop/Community Project
Coordinator – Community Services
Assistant Planner
Assistant Project Coordinator - Housing
Associate Project Coordinator – Housing Associate Planner Transportation Planner
Associate Project
Coordinator – Community
Services
Assistant Project Coordinator –Housing
Assistant Project Coordinator –
Community Services
Assistant Planner
Associate Project Coordinator – Information Technology Assistant Project Coordinator – Information Technology
Box Office Supervisor Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Cashier
Building Inspector Neighborhood Preservation
Officer
Packet Pg. 1131 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Business License Specialist Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Buyer Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Clerk I
Clerk II Clerk I
Clerk III Clerk II
Clerk I
Code Enforcement Supervisor Plans Examiner
Senior Building Inspector
Building Inspector
Neighborhood Preservation Officer
Communication Marketing Coordinator Graphic Designer II Graphic Designer I
Computer Support Specialist I
Computer Support Specialist II Computer Support Specialist I Computer Support Specialist III Computer Support Specialist II Computer Support Specialist I
Computer/Network Technician I Computer Support Specialist I Computer/Network Technician II Computer/Network Technician I Computer Support Specialist I
Computer/Network Technician III Computer/Network Technician II Computer/Network Technician I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Contract Compliance Technician Administrative Assistant II Account Clerk II
Administrative Assistant I
Clerk III
Account Clerk I
Clerk II
Clerk I
Convention Sales Representative Tourism Development
Representative
Coordinator of Volunteers
Crime Analysis Technician
Crime Analyst Crime Statistician
Crime Scene Technician
Crime Statistician Crime Analysis Technician
Packet Pg. 1132 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Customer Service Representative Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
City Surveyor Assistant Engineer
Senior Survey Party Chief
Survey Party Chief
Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Data Entry Operator
Database Administrator
Deputy City Treasurer Management Analyst II
Management Analyst I
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Development Services Technician I Clerk III
Clerk II
Clerk I
Development Services Technician II Development Services Technician I Clerk III
Clerk II
Clerk I
Development Services Technician III Development Services Technician II Development Services Technician I
Clerk III
Clerk II
Clerk I
Electric Utility Distribution Technician I Engineering Technician I Engineering Aid
Junior Engineering Aid
Electric Utility Distribution Technician II Engineering Technician II Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Packet Pg. 1133 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Electric Utility Distribution Technician Supervisor Electric Utility Senior Information Analyst
Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Electric Utility Senior Information Analyst Senior GIS Analyst Engineering Technician III
Electric Utility Distribution Technician II
GIS Analyst II
Engineering Technician II
Electric Utility Distribution Technician I
GIS Analyst I
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Energy Conservation Specialist Energy Services Rebate Specialist Energy Services Rebate Specialist Clerk III
Clerk II
Clerk I
Engineering Aid Junior Engineering Aid
Engineering Technician I Engineering Aid
Engineering Technician II Engineering Technician I
Engineering Aid
Junior Engineering Aid
Engineering Technician III Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Executive Assistant I Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Executive Assistant II Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Executive Assistant to Assistant City Manager Executive Assistant II Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Facility Supervisor
Fire Prevention Specialist
Fleet Shop Supervisor
GIS Analyst I
GIS Analyst II GIS Analyst I
Packet Pg. 1134 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Graphic Designer I
Graphic Designer II Graphic Designer I
Housing Program Supervisor Housing Specialist II
Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Housing Specialist I Housing Technician
Clerk III
Clerk II
Clerk I
Housing Specialist II Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Housing Technician Clerk III
Clerk II
Clerk I
Industrial Waste Analyst
Information Technology Supervisor Systems Administrator I Systems Administrator II
Network Administrator I
Network Administrator II
Database Administrator
Systems Analyst/Programmer III
Systems Analyst/Programmer II
Computer Network Technician III
Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Network Technician II
Computer Network Technician I
Computer Support Specialist I
Inspection Services Supervisor Plan Check Engineer
Plans Examiner
Senior Building Inspector
Building Inspector
Janitor
Junior Engineering Aid
Landscape Planning Specialist
Legal Assistant Executive Assistant II
Legal Secretary
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Packet Pg. 1135 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Legal Secretary Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Mail Courier
Management Analyst I Accountant I Accounting Specialist Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Management Analyst II Accountant II Management Analyst I Accountant I
Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Neighborhood Preservation Officer Building Inspector
Network Administrator I Systems Administrator I Computer/Network Technician III Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Network Administrator II Systems Administrator II Network Administrator I Systems Administrator I
Computer/Network Technician III
Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
NPDES Coordinator
Office Services Supervisor Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
P/W Supervisor – Solid Waste Operations Public Works Supervisor P/W Supervisor Wastewater – Grade IV Working Supervisor - Wastewater Senior Wastewater Plant Operator
Wastewater Plant Operator
Packet Pg. 1136 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
P/W Supervisor Wastewater – Grade V Public Works Supervisor Wastewater – Grade IV
Working Supervisor – Wastewater
Senior Wastewater Plant Operator
Wastewater Plant Operator
Parking Violation Officer
Payroll and Benefits Technician Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Permit Center Supervisor Senior Plan Checker
Plans Examiner
Senior Building Inspector
Building Inspector
Personnel Analyst I Personnel Technician
Payroll & Benefits Technician
Clerk III
Clerk II
Clerk I
Personnel Analyst II Personnel Analyst I
Personnel Technician
Payroll & Benefits Technician
Clerk III
Clerk II
Clerk I
Personnel Technician Payroll & Benefits Technician
Clerk III
Clerk II
Clerk I
Plan Check Engineer Senior Plan Checker
Plans Examiner
Senior Building Inspector
Building Inspector
Plans Examiner Senior Building Inspector
Building Inspector
Police Records Technician I Clerk III
Clerk II
Clerk I
Police Records Technician II Police Records Technician I Police Services Supervisor Police Records Technician I
Police Records Technician II
Clerk III
Clerk II
Clerk I
Project Coordinator Associate Civil Engineer
Assistant Engineer
Engineering Technician III
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Packet Pg. 1137 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Public Works Inspector Engineering Technician III
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Public Works Supervisor
Public Works Supervisor – Water (Treatment) Working Supervisor – Water Senior Water Plant Operator
Water Plant Operator
Public Works Supervisor – Water (Distribution)
Water Systems Specialist D3/D4
Records Specialist I Clerk III
Clerk II
Clerk I
Records Specialist II Records Specialist I
Clerk III
Clerk II
Clerk I
Recreation Supervisor I
Recreation Supervisor II Recreation Supervisor I
Reprographics Technician I Mail Courier
Reprographics Technician II Reprographics Technician I
Mail Courier
Reprographics Technician III Reprographics Technician II Reprographics Technician I
Mail Courier
Safety Specialist
Scale House Attendant I Clerk I
Scale House Attendant II Clerk II Clerk I
Scale House Attendant III Clerk III Clerk I, Clerk II
Senior Accountant Accountant II
Accountant I
Accounting Specialist
Account Clerk III
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Senior Building Inspector Building Inspector
Senior Buyer Buyer
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Packet Pg. 1138 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Senior Civil Engineer Associate Civil Engineer
Assistant Engineer
Engineering Technician III
Engineering Technician II
Engineering Technician I
Senior Fire Protection Plans Examiner Plans Examiner
Senior Building Inspector
Building Inspector
Senior GIS Analyst GIS Analyst II
GIS Analyst I
Senior Housing Specialist Housing Specialist II
Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Senior Marketing Specialist Communication Marketing Coordinator Senior Plan Checker Plans Examiner
Senior Building Inspector
Building Inspector
Senior Planner Senior
Redevelop/Community
Project Coordinator –
Community Development
Senior Project Coordinator -
Housing
Transportation Planner
Associate Planner
Associate Redevelop/Community Project
Coordinator – Community
ServicesHousing
Assistant Planner
Assistant Redevelop/Community Project
Coordinator – Community
ServicesHousing
Senior Redevelop/Community Project Coordinator –
Community Services
Senior Planner
Senior Project Coordinator -
Housing
Associate Redevelop/Community Project
Coordinator – Community Services
Transportation Planner
Associate Planner
Assistant Redevelop/Community Project
Coordinator – Community Services
Assistant Planner
Associate Project Coordinator – Housing
Assistant Project Coordinator – Housing
Senior Project Coordinator – Housing Senior Planner
Senior Project Coordinator
– Community Services
Associate Project Coordinator – Housing
Associate Project Coordinator –
Community Services
Transportation Planner
Associate Planner
Assistant Project Coordinator – Housing
Assistant Project Coordinator –
Community Services
Assistant Planner
Senior Project Coordinator – Information Technology Associate Project Coordinator – Information Technology
Assistant Project Coordinator –
Information Technology
Packet Pg. 1139 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Senior Survey Party Chief Survey Party Chief
Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Senior Transportation Planner Transportation Planner
Associate Planner
Associate Project Coordinator –
Community Services
Associate Project Coordinator – Housing
Assistant Planner
Assistant Project Coordinator –
Community Services
Assistant Project Coordinator – Housing
Senior Wastewater Plant Operator – Grade III Wastewater Plant Operator Senior Wastewater Plant Operator – Grade V Wastewater Plant Operator Senior Wastewater Laboratory Technician Wastewater Laboratory Technician Grade II
Wastewater Laboratory Technician
Senior Wastewater Laboratory Technician IV Senior Wastewater Laboratory Technician Wastewater Laboratory Technician Grade
IV
Wastewater Laboratory Technician Grade
III
Wastewater Laboratory Technician Grade
II
Wastewater Laboratory Technician
Senior Water Plant Operator – Grade IVT-4 (D-3) Water Plant Operator – T-4 (D-3) Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Water
Plant Operator Senior Water Plant Operator – Grade VT-5 (D-4) Water Plant Operator - T-5 (D-4) Water Plant Operator – T-4 (D-3)
Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Water
Plant Operator Stage Technician
Student Aid
Survey Party Chief Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Systems Administrator I Network Administrator I Computer/Network Technician III Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Packet Pg. 1140 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Systems Administrator II Network Administrator II Systems Administrator I Network Administrator I
Computer/Network Technician III
Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Systems Analyst/Programmer I Computer Support Specialist III Computer Support Specialist II
Computer Support Specialist I
Systems Analyst/Programmer II Systems Analyst/Programmer I Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Systems Analyst/Programmer III Systems Analyst/Programmer II Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Technical Director Stage Technician
Technical Intern
Technical Services Supervisor Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Telecommunications Manager Telecommunication Technician II Telecommunication Technician I
Telecommunications Technician I
Telecommunications Technician II Telecommunications Technician I Tourism Development Representative Convention Sales
Representative Traffic Engineer/Planner
Transportation Planner Associate Planner
Associate
Redevelop/Community
Project Coordinator –
Community Services
Associate Project
Coordinator – Housing
Assistant Planner
Assistant Redevelop/Community Project
Coordinator – Community Services
Assistant Project Coordinator – Housing
Utility Field Services Supervisor Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Utility Specialist I
Packet Pg. 1141 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Utility Specialist II Utility Specialist I
Utility Support Technician Clerk III
Clerk II
Clerk I
Wastewater Compliance Coordinator
Wastewater Laboratory Technician
Wastewater Laboratory Technician Grade II Wastewater Laboratory Technician Wastewater Laboratory Technician Grade III Wastewater Laboratory Technician Grade II
Wastewater Laboratory Technician
Wastewater Laboratory Technician Grade IV Wastewater Laboratory Technician Grade III
Wastewater Laboratory Technician Grade
II
Wastewater Laboratory Technician
Wastewater Laboratory Supervisor Wastewater Laboratory Technician Grade III
Wastewater Laboratory Technician Grade
II
Wastewater Laboratory Technician
Wastewater Plant Operator – Grade II Wastewater Plant Operator-in-Training Wastewater Plant Operator – Grade III Wastewater Plant Operator – Grade II Wastewater Plant Operator-in-Training
Wastewater Plant Operator – Grade IV Wastewater Plant Operator – Grade III Wastewater Plant Operator – Grade II
Wastewater Plant Operator-in-Training
Wastewater Plant Operator-in-Training
Water Conservation Specialist Management Analyst II
Management Analyst I
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Water Plant Operator – Grade IIIT-3 (D-2) Water Plant Operator-in-Training Water Plant Operator – Grade IVT-4 (D-3) Water Plant Operator – T-3 (D-2) Water Plant Operator-in-Training
Water Plant Operator – Grade VT-5 (D-4) Water Plant Operator – T-4 (D-3) Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training
Water Plant Operator-in-Training
Water Systems Specialist (D3/D4)
Workflow Coordinator Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Packet Pg. 1142 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Working Supervisor – Wastewater Plant – Grade III Senior Wastewater Plant Operator – Grade III Senior Wastewater Plant
Operator
Wastewater Plant Operator – Grade III
Wastewater Plant Operator – Grade II
Wastewater Plant Operator-inTrainingWastewater Plant Operator Working Supervisor – Wastewater Plant – Grade IV Senior Wastewater Plant Operator – Grade IV
Senior Wastewater Plant Operator –
Grade III
Wastewater Plant Operator – Grade IV
Wastewater Plant Operator – Grade III
Wastewater Plant Operator – Grade II
Wastewater Plant Operator-inTrainingSenior Wastewater Plant Operator
Wastewater Plant Operator Working Supervisor – Wastewater Plant – Grade V Senior Wastewater Plant Operator – Grade V
Senior Wastewater Plant Operator –
Grade IV
Senior Wastewater Plant Operator –
Grade III
Wastewater Plant Operator – Grade IV
Wastewater Plant Operator – Grade III
Wastewater Plant Operator – Grade II
Wastewater Plant Operator-in-Training
Working Supervisor – Water Plant – Grade IVT-4/V T-5 (D3/D-4)Senior Water Plant Operator – T-5 (D-4) Senior Water Plant Operator – T-4 (D-3)
Water Plant Operator - T-5 (D-4)
Water Plant Operator – T-4 (D-3)
Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Senior
Water Plant Operator
Water Plant Operator
Working Supervisor – Water Plant – Grade VT-5 (D-4) Working Supervisor – Water Plant – T4/T-5 (D-3/D-4) Senior Water Plant Operator – T-5 (D-4)
Senior Water Plant Operator – T-4 (D-3)
Water Plant Operator - T-5 (D-4)
Water Plant Operator – T-4 (D-3)
Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Senior
Water Plant Operator
Water Plant Operator
07/12/2022 5:34 PM07/12/2022 3:41 PM06/16/2022 5:49 PM06/09/2022 5:44 PM01/17/2018 11:02 AM DTSD Packet Pg. 1143 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “D”

CITY OF REDDING HAZMAT RESPONSE PROGRAM

CLERICAL, TECHNICAL AND PROFESSIONAL
The City of Redding is required to establish procedures for handling accidental releases of hazardous materials from City water and wastewater facilities. The current primary hazardous chemicals of concern include chlorine and sulphur dioxide gases which are utilized at City water and wastewater treatment facilities or other hazardous materials commonly used in water and wastewater facilities in the United States, as well as other chemicals at the treatment facilities now and in the future which do not exceed "potential hazards" as listed in the North American Emergency Response Guidebook, 2000 edition, "Guide Section #124," page 212. A Hazardous Materials Response (HAZMAT) Team has been established to perform work to handle and control leaks or spills requiring close approach to a substance. The team will respond to releases or potential releases of hazardous substances for the purposes of control and stabilization of an incident. The team shall consist of a minimum of five (5) members as follows: one (1) incident commander, two (2) entry personnel, and two (2) decontamination/rescue personnel. Incident Command functions shall normally be conducted by Redding Municipal Utility Managers or RIEO Supervisory/Confidential Unit employees. Entry and decontamination functions shall normally be conducted by water and wastewater treatment plant staff. If a sufficient number of Redding Municipal Utility Managers or RIEO-affiliated team members are not on site, any team member may be assigned to any role on the team for which they are qualified. In addition, the City may cross-train employees on all functions of the team, regardless of Union or non-Union affiliation.

In addition to training for and response to hazardous materials releases at wastewater and water treatment facilities, as noted above, team members will train for and respond to hazardous chemical releases outside of Redding Municipal Utilities water and wastewater treatment facilities and within the Redding Fire Jurisdiction requiring the performance of decontamination duties and tasks only, as distinguished from entry and rescue duties and tasks.

Members of the team must be proven qualified and capable of performing during response conditions. Such conditions may cause high levels of exposure to toxic substances which pose danger to employees and require immediate attention. For those incidents where the substance can be absorbed, neutralized, or otherwise controlled at the time of release by any employee in the immediate release area, or by maintenance personnel, such incidents shall not be considered an emergency response within the scope of this program.

Participation on the team will be voluntary. All members of the team must be willing to actively participate in all required elements of the program.

Training and testing will be paid by the City and conducted during City work hours.

The number of members on the team and the time frame in which additional members will be included will be determined by the City. However, the ratio of RIEO represented team members to non-RIEO represented team members will not be fewer than three to one, excluding Unrepresented Management Employees, provided adequate numbers of RIEO team members are available.

Packet Pg. 1144 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) MINIMUM STANDARDS:

A. Must be a full-time employee with no medical condition, or other conditions, which require(s) any restriction of work duties required of team members. Employees will be removed from the team if they are unavailable or expected to be unavailable for response when called or unfit for duty for a period of at least sixty (60) days.

B. Must successfully pass a pulmonary function test, a respirator fit test and medical history review, as determined by the City's physician. Testing will be paid by the City. If the employee fails any of the said tests and one subsequent retest and chooses to challenge the results, the costs of further testing will be borne by the City, with covered costs limited to one City-approved pulmonary specialist and subsequent tests prescribed by that specialist.

During the period of such subsequent testing, but not longer than sixty (60) days, current City-certified team members may participate in all team activities with the exception of those that require donning a self-contained breathing apparatus (SCBA). If the results of such subsequent testing reveal the affected employee cannot be cleared for SCBA and HAZMAT duties, the member shall be removed from the team.

C. Must successfully pass a basic physical fitness test. Testing will consist of medically qualifying with a blood pressure of 150/90 or less and completing the obstacle course at the Stillwater Plant (patterned after the Butte College HAZMAT course) while suited up in a Level "A" response suit. The course will include activities such as moving tools, walking up and down obstacles, opening and closing valves, installing a chlorine repair kit, and simulated victim rescue. The minimum time limit on respirator air will be twenty (20) minutes, and the maximum time on air will be thirty (30) minutes, with a maximum use of 2,500 pounds of air when the ambient air temperature at the staging location is 75 degrees Fahrenheit or lower. Whenever the ambient air temperature is greater than 75 degrees, an additional 100 pounds of air will be allowed for up to every two (2) degrees Fahrenheit increase in temperature above 75 degrees, so that 76 to 77 degrees would allow 2,600 pounds, 78 to 79 degrees would allow 2,700 pounds, etc. Temperature readings will be rounded to the nearest full degree.

D. Must successfully complete a minimum of twenty-four (24) hours of hazardous materials emergency response training as defined by the California Code of Regulations, Title 8 of the General Industrial Safety Orders Section 5192 Hazardous Materials Technician, including actual corrective response exercises utilizing a self-contained breathing apparatus and a Level "A" response suit. Team members must also successfully complete a minimum of sixteen (16) hours of hazardous materials emergency response training as defined by the California Specialized Training Institute (CSTI) for First Responder OperationalDecontamination.

E. Upon completion of items A through D, above, must participate as a HAZMAT team member during at least one (1) City combined water and wastewater emergency response training exercise.

F. Employee must commit to maintaining physical conditioning as needed to qualify for the team. To the extent practicable, team members will receive approval from their supervisor to modify work schedules in order to assist employees in maintaining their physical condition.

Packet Pg. 1145 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) G. Employee must commit to serving on the team for twelve (12) consecutive months, including active participation in training, planning, and maintenance activities related to the team. Employee must respond to incidents when called and fit for duty.

H. Employee must commit to maintaining facial hair such that it does not come between the sealing surface of the face-piece and the face or such that it does not interfere with valve function.

I. Pursuant to California Code Regulations Title 8, General Industrial Safety Orders Section 5192, the City will certify employees who have completed required training and who are eligible to participate on the HAZMAT Team.

MAINTAINING QUALIFICATION: The following standards must be satisfied:

A. Items A, B, C, F, G, and H, above, must be successfully repeated annually, or more often if advised by the City's physician. Any failure will require retesting which, if not successful within sixty (60) calendar days of original failure, will result in City removing the employee from the HAZMAT Team until the employee is re-qualified.

B. Annually, participate as a HAZMAT Team member during at least two (2) different City combined water and wastewater emergency response training exercises, which will be scheduled quarterly, or whenever possible. Medically qualify and properly utilize a SCBA and a Level "A" training suit during at least two of these exercises or during additional obstacle courses as approved by the Water or Wastewater Utility Manager.

C. Annually, participate in at least six (6) of the monthly equipment checks, procedure reviews, or tailgate safety discussions on hazardous material issues of concern with supervisory staff at the employee's primary work site.

D. In addition to Items A, B, and C, above, annually successfully complete a minimum of eight (8) hour HAZMAT re-certification training.

RE-QUALIFICATION: Before being reinstated to the HAZMAT Team, the employee must satisfy the deficiency (ies); provide a medical release for full work duties as approved by the City physician; complete Minimum Standards item "C," above; and meet any requirements defined in this agreement that have lapsed since the last training cycle.

ELIGIBILITY: Effective June 27, 2017 HAZMAT team participants will be selected from the following classifications:

Public Works Supervisor regularly assigned to Water Treatment Public Works Supervisor regularly assigned to Wastewater Treatment Public Works Supervisor regularly assigned to Wastewater Collections Public Works Supervisor regularly assigned to Water Distribution Working Supervisor – Water Plant
Working Supervisor - Wastewater Plant
Senior Water Plant Operator
Senior Wastewater Plant Operator
Water Treatment Operator
Wastewater Treatment Operator
Packet Pg. 1146 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) In order to balance and maximize the HAZMAT team’s familiarity with each treatment facility where chlorine or sulfur dioxide are stored, the filling of future treatment plant related vacancies will be done with the objective of achieving the following distribution of ten (10) treatment related positions:
 Water Treatment – (1) Public Works Supervisor and (3) eligible treatment positions from Water Treatment.
 Stillwater Treatment – (1) Public Works Supervisor and (2) eligible positions from SWTP.
 Clear Creek Treatment – (1) Public Works Supervisor and (2) eligible positions from CCWTP.

The City is willing to meet with RIEO and discuss changes to the RIEO HAZMAT team, as the need arises, if the team is to be reduced, expanded, or there is a delay in filling vacancies. All current team members as of June 27, 2017, will be grandfathered to the team. Once the current Industrial Waste Analyst departs from the team, the City will endeavor to backfill the vacancy with an eligible position from one of the three plants.

It is the City’s intent to balance staffing between the Wastewater and Water Treatment plants, using the maximum number of team members identified at each plant. When vacancies occur, the plant with the least number of team members will be offered the position first. The position will be offered to the most senior person. Should there be two plants with an equal number of team members, but less than the identified number for the plant, the position will be offered to the individual in the qualified position, who has the most seniority. If the most senior candidate is not qualified or does not accept the position the City will strive to fill the position through the lines of progression within the same impacted plant.

The City retains its discretion whether or not vacancies are filled. However, the ratio of RIEO represented team members to non-RIEO represented team members will not be fewer than three to one, excluding Unrepresented Management employees, provided adequate numbers of RIEO team members are available.

If the City decides to fill a vacancy, the City will endeavor to fill the vacant position within 90 days.

If it cannot be filled within the 90 days, the City will discuss the matter with RIEO. When a member takes a position outside of the defined eligible staff, that member shall forfeit the position on the team. City will endeavor to maintain a position on the team for either the Public Works Supervisor Distribution or Public Works Supervisor Collections but not for both.

Newly qualified employees who meet the Minimum Standards will not cause the removal of existing qualified employees who continue to meet the Minimum Standards for the length of any existing qualified employee's one-year commitment.

COMPENSATION: Fully qualified team members who are certified by the City and who continue to remain fully qualified for the team shall receive a six-and-one-half percent (6.5%) pay differential rolled into base compensation.

Packet Pg. 1147 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) The City may reduce or increase the number of compensated positions on the HAZMAT response team if it deems such a measure necessary. In such circumstances, the eligibility provisions will govern who is certified and remains on the team. Where there are no team openings, at the supervisor's discretion, individual employees who request team membership and certification and who meet all eligibility criteria may volunteer to participate in selected training activities. These activities include: Minimum Standards Items B, C, and D (but do not include participation on HAZMAT-related committees). Volunteers will not receive HAZMAT compensation to maintain their qualifications for future openings.

Packet Pg. 1148 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “E”

STANDBY DUTY - CERTIFIED WATER TREATMENT OPERATOR PERSONNEL Pursuant to the Memorandum of Understanding between the City of Redding and the Redding Independent Employees Organization-Clerical, Technical and Professional Unit, certain classifications and positions in the City’s Municipal Utilities services are subject to routine or periodic emergency call-back as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services. In addition, Department Directors, or their designees, will be responsible for determining the circumstances requiring employees to be placed on standby duty periods.

Personnel shall be provided two (2) weeks advance notice of standby duty period. Employees placed on standby duty shall be qualified to safely perform such duties with skill and efficiency.

A. The City will establish a method for employees to volunteer for standby duty periods. Initially, seniority will establish the rolling list with later additions or changes made to the bottom of the list, with the exception of trades per item “G” below. In the event no one volunteers for a standby duty period, the City shall assign an employee to serve. Employees will be assigned based on standby duty served during the previous 12-month period. That is, the employee with the least amount of standby duty will be assigned. Certified Water Treatment Operator personnel will serve on standby duty for intervals up to one (1) week.

B. The employee on standby duty shall be required to carry a cellular telephone and/or pager at all times while on standby duty and remain within sixty minutes response time in order to be available for call-out. Telephone and paging equipment will be supplied by the City.

C. Standby personnel shall be required to be fit-for-duty and shall report to their normal headquarters as soon as possible within sixty (60) minutes. An employee on standby duty may, following notification of their supervisor, take a City vehicle home during the period for which that employee is on standby duty.

D. Standby personnel shall be required to respond unless the employee can provide just cause for not responding. If the employee is unable to respond for any reason, the employee must notify the supervisor as soon as possible. Any employee who is unable to fulfill their commitment to a standby duty period shall forfeit standby compensation for an entire day, twenty-four (24) hour period. An employee on standby duty will be required to respond to call-outs related only to water treatment plan alarms, water quality complaints, or intrusion alarms activated in treatment plant facilities.

E. Compensation for standby duty periods shall be paid as follows: one and one-half (1.5) hours’ overtime for each day on standby and three (3) hours of overtime for fixed holidays except for those holidays designated as floating holidays by the current Memorandums of Understanding.

F. In addition to compensation for standby duty, the overtime provisions of Article 12.6 shall apply if the employee assigned to standby duty is required to respond. Overtime will commence at the time the employee receives the call-out. If any employee receiving a call-out is able to resolve over the telephone the circumstances which gave rise to the call-out without having had to physically respond, that employee shall receive one-half (0.5) hour of overtime compensation.

G. Employees may trade complete standby duty periods at any time up until commencement of the duty period with prior approval of the supervisor.

Packet Pg. 1149 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “F”

STANDBY DUTY - CERTIFIED WASTEWATER TREATMENT

PLANT OPERATOR PERSONNEL
Pursuant to the Memorandum of Understanding between the City of Redding and the Redding Independent Employees’ Organization-Clerical, Technical and Professional Unit, certain classifications and positions in the City’s Municipal Utilities services are subject to routine or periodic emergency call-back as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services. In addition, Department Directors, or their designees, will be responsible for determining the circumstances requiring employees to be placed on standby duty periods. Personnel shall be provided two (2) weeks’ advance notice of standby duty period.

Employees placed on standby duty shall be qualified to safely perform such duties with skill and efficiency.

A. The City will establish a method for employees to volunteer for standby duty periods. Initially, seniority will establish the rolling list with latter additions or changes made to the bottom of the list, with the exception of trades per item “G” below. In the event no one volunteers for a standby duty period, the City shall assign an employee to serve. Employees will be assigned based on standby duty served during the previous 12-month period. That is, the employee with the least amount of standby duty served will be assigned. Certified Wastewater Treatment Operator personnel will serve on standby duty for intervals of up to one (1) week.

B. The employees on standby duty shall be required to carry a cellular telephone or pager at all times while on standby duty and remain within sixty minute response time in order to be available for a call-out. Telephone and paging equipment used for standby duty will be supplied by the City.

C. Standby personnel shall be required to be fit-for-duty and shall report to their normal headquarters as soon as possible within sixty minutes. An employee on standby duty may, following notification of their supervisor, take a City vehicle home during the period for which that employee is on standby duty.

D. Standby personnel shall be required to respond unless the employee can provide just cause for not responding. If the employee is unable to respond for any reason, the employee must notify the supervisor as soon as possible. Any employee who is unable to fulfill their commitment to a standby duty period shall forfeit standby compensation for an entire day, twenty-four (24) hour period. An employee on standby duty will be required to respond to call-outs related to wastewater treatment plant alarms, wastewater quality complaints, or intrusion alarms activated in treatment plant facilities.

E. Compensation for standby duty periods shall be paid as follows: one and one-half (1.5) hours of overtime for each day on standby and three (3) hours of overtime for fixed holidays except for those holidays designated as floating holidays by the current Memorandum of Understanding.

F. Employees may trade complete standby duty periods at any time up until the duty period has begun with prior approval of the supervisor.

Packet Pg. 1150 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION CLASSIFICATION
Assistant Engineer Recreation Supervisor I
Assistant Planner Recreation Supervisor II
Assistant Project Coordinator - Community Services Reprographics Technician I Assistant Project Coordinator - Housing Reprographics Technician II Associate Civil Engineer Reprographics Technician III
Associate Environmental Specialist Senior Building Inspector Associate Planner Senior Civil Engineer
Associate Project Coordinator - Community Services Senior Fire Protection Plans Examiner Associate Project Coordinator - Housing Senior Housing Specialist Building Inspector Senior Plan Checker
City Surveyor Senior Planner
Code Enforcement Supervisor Senior Project Coordinator - Community Services Computer/Network Technician I Senior Project Coordinator - Housing Computer/Network Technician II Senior Transportation Planner Computer/Network Technician III Senior Wastewater Laboratory Technician Database Administrator Senior Wastewater Laboratory Technician Grade IV Development Services Technician I Senior Wastewater Plant Operator - Grade IV Development Services Technician II Senior Wastewater Plant Operator- Grade III Development Services Technician III Senior Wastewater Plant Operator - Grade V Engineering Technician I Senior Water Plant Operator - T-4 (D-3) Engineering Technician II Senior Water Plant Operator- T-5 (D-4) Engineering Technician III Senior Survey Party Chief
Facility Supervisor Survey Party Chief
Fire Prevention Specialist Systems Administrator I
Fleet Shop Supervisor Systems Administrator II
Housing Specialist I Traffic Engineer/Planner
Housing Specialist II Transportation Planner
Housing Technician Utility Field Services Supervisor
Industrial Waste Analyst Grade II Wastewater Compliance Coordinator Industrial Waste Analyst Grade III Wastewater Laboratory Technician Inspection Services Supervisor Wastewater Plant Operator - Grade II Janitor Wastewater Plant Operator - Grade III
Landscape Planning Specialist Wastewater Plant Operator - Grade IV Mail Courier Wastewater Plant Operator - Grade V
Network Administrator I Wastewater Plant Operator-in-Training Network Administrator II Water Conservation Specialist
Neighborhood Preservation Officer Water Plant Operator - T-4 (D-3) NPDES Coordinator Water Plant Operator - T-5 (D-4)
P/W Supervisor - Solid Waste Operations Water Plant Operator- T-3 (D-2) P/W Supervisor Wastewater - Grade V Water Plant Operator-in-Training P/W Supervisor Wastewater- Grade IV Water Systems Specialist (D3/D4) Personnel Analyst I Working Supervisor - Wastewater Plant - Grade III Personnel Analyst II Working Supervisor - Wastewater Plant - Grade IV Plan Check Engineer Working Supervisor - Wastewater Plant - Grade V Public Works Inspector Working Supervisor- Water Plant Grade T-4/T-5 (D-3/D-4) Public Works Supervisor Working Supervisor- Water Plant- Grade T-5 (D-4) Public Works Supervisor - Water
Driver Record Information for as long as they hold that same classification.

Rev. 7/12/2022

RIEO CLASSIFICATIONS IN DMV PULL NOTICE PROGRAM
EXHIBIT "G"
Note: Employees in a listed classification prior to December 22, 2008 are exempt from signing an Authorization for Release of Packet Pg. 1151 Attachment: MOU RIEO CTP 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

MEMORANDUM OF UNDERSTANDING
between

THE CITY OF REDDING
and
REDDING INDEPENDENT EMPLOYEES’ ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EFFECTIVE: February 20, 2019
July 20, 2022

Packet Pg. 1152 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

TABLE OF CONTENTS
ARTICLE 1: PREAMBLE ............................................................................................................1 ARTICLE 2: RECOGNITION ......................................................................................................2 ARTICLE 3: CITY RIGHTS.........................................................................................................2 ARTICLE 4: ORGANIZATION RIGHTS....................................................................................2 ARTICLE 5: CONCERTED ACTIVITIES...................................................................................3 ARTICLE 6: ORGANIZATION SECURITY...............................................................................4 ARTICLE 7: GRIEVANCE PROCEDURE..................................................................................5 ARTICLE 8: SAFETY ..................................................................................................................7 ARTICLE 9: DISABILITY AND UNEMPLOYMENT ...............................................................7 ARTICLE 10: EMPLOYEE STATUS ...........................................................................................8 ARTICLE 11: COMPENSATION AND CLASSIFICATIONS ..................................................10 ARTICLE 12: HOURS AND OVERTIME ................................................................................12 ARTICLE 13: SENIORITY.........................................................................................................13 ARTICLE 14: PROMOTION AND TRANSFER.......................................................................13 ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT ..................................14 ARTICLE 16: LEAVE OF ABSENCE .......................................................................................15 ARTICLE 17: EXPENSES..........................................................................................................16 ARTICLE 18: SICK LEAVE ......................................................................................................17 ARTICLE 19: FUNERAL LEAVE .............................................................................................18 ARTICLE 20: HOLIDAYS .........................................................................................................19 ARTICLE 21: VACATIONS ......................................................................................................20 Packet Pg. 1153 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) ARTICLE 22: ADMINISTRATIVE LEAVE..............................................................................22 ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE .........................................22 ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS................................................................23 ARTICLE 25: JURY DUTY .......................................................................................................27 ARTICLE 26: PERSONNEL RECORDS...................................................................................27 ARTICLE 27: CONTINUING EDUCATION ............................................................................27 ARTICLE 28: MISCELLANEOUS ............................................................................................28 ARTICLE 29: SAVINGS PROVISION......................................................................................28 ARTICLE 30: EFFECT OF AGREEMENT ...............................................................................28 ARTICLE 31: EMERGENCY PROVISION ..............................................................................28 ARTICLE 32: COMPLETE AGREEMENT...............................................................................29 ARTICLE 33: TERM ..................................................................................................................29

EXHIBIT A - SUPV/CONFNON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS

AND HOURLY WAGE RATES

EXHIBIT B - CTP EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND WAGE RATES

EXHIBIT C - LINES OF PROGRESSION
EXHIBIT D - HAZMAT RESPONSE PROGRAM – SUPERVISORY/CONFIDENTIAL EXHIBIT E - STANDBY DUTY – WATER TREATMENT OPERATOR PERSONNEL EXHIBIT F - STANDY DUTY – WASTEWATER TREATMENT OPERATOR PERSONNEL

EXHIBIT G - RIEO CLASSIFICATIONS IN DMV PULL NOTICE PROGRAM Packet Pg. 1154 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 1 MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this February 19, 2019, by and between the CITY OF REDDING (a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as the CITY, and the REDDING INDEPENDENT EMPLOYEES’ ORGANIZATION (a recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as ORGANIZATION; W I T N E S S E T H that:

WHEREAS, the Parties hereto desire to promote harmony and efficiency to the end that the City, the Organization and the general public may benefit therefrom, and to establish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City, and to facilitate the peaceful adjustment of differences that may from time to time arise between them; NOW, THEREFORE, the Parties hereto do agree as follows:

ARTICLE 1: PREAMBLE

1.1 This Memorandum of Understanding supersedes and replaces all previous policies, practices, procedures, resolutions, ordinances and terms and conditions of employment on subjects which are covered by this Memorandum of Understanding. There shall be no loss of benefits as set forth in Article 24, and Exhibits “A” and “B” as a result of this Memorandum of Understanding, except as specifically agreed to herein.

1.2 It is the policy of the City and the Organization not to, and neither party will, interfere with, intimidate, restrain, coerce or discriminate against any employee as prohibited by State and Federal law.

1.3 The City is engaged in rendering services to the public and the City and the Organization recognize their mutual obligation for the continuous rendition and availability of such services.

1.4 City employees shall perform loyal and efficient work and service and shall use their influence and best efforts to protect the properties of the City and its service to the public and shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its service to the public at all times.

1.5 The City and the Organization shall cooperate in promoting harmony and efficiency among City employees.

1.6 The Parties have met and conferred in good faith and have reached agreement on procedures set forth in this Memorandum of Understanding for resolution of disputes between the Parties. The Parties agree to follow the procedures as set forth in this Memorandum of Understanding or the bargaining process required by the Meyers-Milias-Brown Act and the Parties will make every effort to persuade their members to also use the established procedures.

Packet Pg. 1155 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 2 ARTICLE 2: RECOGNITION

2.1 The City recognizes the Organization as the AExclusive Representative@ of that Unit of employees of the City who hold a classification listed on Exhibits AA@ and AB@ of this Memorandum of Understanding.

2.1 (a) The Organization does not represent retirees, nor can the Organization bargain for or file grievances on behalf of retirees. However, the Organization may file a grievance on behalf of a current employee who becomes a retiree prior to resolution of the grievance.

2.1 (b) The City will make any changes to benefits due to employees who retire from City service at the same time changes are applied to the bargaining unit recognized pursuant to this article following appropriate meet and confer procedures.

2.2 The provisions of this Memorandum of Understanding hereinafter set forth shall apply only to those employees of the City of Redding in this unit, except as otherwise specifically set forth in this Memorandum of Understanding.

ARTICLE 3: CITY RIGHTS

3.1 Notwithstanding anything to the contrary, the Organization recognizes and accepts the right of City of Redding management to manage the City. This recognition includes acceptance of the fact that the management rights listed below are not subject to either grievance procedures or the meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act, except, however, grievances may be filed upon interpretations of the provisions of this Memorandum of Understanding other than those set forth in this section. It is agreed by the Parties to this Memorandum of Understanding that management rights include, by way of illustration and not by way of limitation, the following: (a) the full and exclusive control of the management of the City; (b) the supervision of all operations, methods, processes and means of performing any and all work; (c) the control of the property and the composition, assignment, direction and determination of the size and the work hours of its working forces; (d) the right to determine the work to be done by employees; (e) the right to change or introduce new or improved operations, methods, means or facilities; (f) the right to establish budget procedures and financial allocations; (g) the right to hire, classify, schedule, promote, demote, transfer, evaluate, release, lay off and increase work hours of employees; (h) the right to suspend, discipline and discharge employees for just cause; (i) the right to contract out work to be done or services to be rendered, provided however, that the impact and effect of any such decision may be subject to the meet and confer process and; (j) the right to maintain an orderly, effective and efficient operation, provided however, that all of the foregoing shall be subject to the express and explicit terms and provisions of this Memorandum of Understanding.

ARTICLE 4: ORGANIZATION RIGHTS

4.1 Official representatives of the Organization will be permitted access to City property to confer with City employees on matters of employer-employee relations, but such representativesshall not interfere with work in progress without agreement of Management.

Packet Pg. 1156 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 3 4.2 The City will provide the Organization adequate bulletin board space on existing bulletin boards for the purpose of posting thereon matters relating to official Organization business.

4.3 The City and the Organization will not interfere with, intimidate, restrain, coerce or discriminate against any employee because of the employee=s membership or non-membership in the Organization or the employee=s activity on behalf of the Organization.

4.4 Any employee, at the employee=s request, shall be permitted representation by an Organization representative and/or Steward. The foregoing shall apply to employee required participation in processes involving reprimands, investigations that can reasonably be expected to result in disciplinary action, disciplinary actions and due process hearings, providing there is no unreasonable delay in obtaining representation.

4.5 Joint Organization-Management meetings shall be held twice each year or as often as agreed upon by the Organization and Management. The purpose of these meetings shall be to promote harmony and efficiency and to improve communications between employees and all levels of management. The meeting agenda shall be determined by those in attendance and there shall be no restrictions on the subject matter, provided the meetings shall not substitute for normal grievance procedures or for formal negotiations between the Parties. Those in attendance shall consist of the Organization=s Representative and such other Organization representatives as determined by the Organization; and the City=s Personnel Director and such other management personnel as determined by the City. The number of representatives of each party shall be limited to five (5), except by advance mutual agreement. The meetings shall be summarized in written minutes. Except that the provisions of this section shall be observed, the meetings shall be self-organizing.

4.6 Whenever any employee is absent from work as a result of a formal request by the Organization and is engaged in official Organization business, the City shall pay for all regular time absent and shall be reimbursed therefor by the Organization at the rate of one hundred fifty percent (150%) of the employee=s regular pay rate.

4.7 The City agrees to provide the Organization, on a semi-annual basisevery 120 days, a listing of all employees in the unit represented by the Organization. Such listing shall include the name, address, date of employment, job classification and status, departmental work location, pay rate, and Organization unit representation for each employee.

4.8 The City will provide the Organization with not less than 10 calendar days’ advanced notice of the time, date, and location of a new hire orientation session of any new employee. The City and the Organization agree that a designated RIEO representative will be offered the opportunity to meet with newly hired members during the new hire orientation process for up to 30 minutes. The City shall provide all new employees with a copy of this Memorandum of Understanding at the time of employee orientation.

4.9 The Organization shall provide a list of all designated Stewards to the City and will promptly notify the City of any changes. The City agrees to recognize all Stewards duly appointed by the Organization.

ARTICLE 5: CONCERTED ACTIVITIES
Packet Pg. 1157 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 4 5.1 The duties performed by employees of the City as part of their employment pertain to and are essential to the operation of a municipality and the welfare of the public dependent thereon. During the term of this Memorandum of Understanding, employees shall not partially or totally abstain from the performance of their duties for the City during regular work hours or on an overtime basis. The Organization shall not call upon or authorize employees individually or collectively to engage in such activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging in such activities and in consideration thereof, the City shall not cause any lockout. Those employees who do individually or collectively, partially or totally abstain from the performance of their duties for the City during regular work hours or on an overtime basis shall be subject to disciplinary action up to and including discharge from employment.

ARTICLE 6: ORGANIZATION SECURITY

6.1(a) Every employee covered by this Memorandum of Understanding shall: (1) become a member of the Organization and maintain the employee’s membership in the Organization in good standing in accordance with its Constitution and Bylaws; or (2) in the alternative, an employee shall tender, monthly, an agency fee in an amount set annually by the Organization, or (3) qualify as a bona fide objector pursuant to Labor Code 3502.5 and make the requisite charitable contribution.

6.1(b) Any employee appointed to any classification out of the bargaining unit covered by this Memorandum of Understanding may withdraw from membership in the Organization and the employee’s obligation to pay an agency fee shall be suspended for the duration of such period as the individual is working for City in a job classification not covered by this Memorandum of Understanding.

6.21 The City shall deduct from their wages the regular membership dues of employees who are members of the Organization or agency fees of other employees provided for in 6.1(a) not exempted by the provision of 6.1(b), and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of California. In the absence of a voluntary deduction authorization, the City will deduct the agency fee from the members pay.

6.32 Deductions shall be made from the first payroll period of each month and a check for the total deductions shall be submitted to the Treasurer of the Organization within five (5) working days of the date the dues or agency fees are withheld from the employee’s check or by Electronic Fund Transfer to a bank designated by the Organization. The City will notify the Organization each month at the time of the dues or agency fees transmittal to the Organization of any changes since the previous dues or agency fees transmittal and the reasons therefore.

6.43 The Organization shall notify the City of any employee who has given the Organization written authorization for deduction of any Organization dues or fees. The Organization certifies that it shall collect and will maintain records of individual employee authorizations for deductions of said dues or fees.

The Organization agrees to notify the City of any changes in employee authorizations to deduct Organization dues or fees. The City shall rely on the Organization’s certification of any dues and fees authorized by an employee and will not require the Organization to provide a copy of the employee’s authorization unless a dispute arises about the existence of terms of the authorization. Any inquiries by Packet Pg. 1158 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 5 employees regarding Organization dues or fees should be directed to the Organization. The dues deduction authorization form shall be approved by both the City and the Organization.

6.54 The City shall provide all new employees with the Organization membership application forms, payroll deduction authorization forms, and a copy of this Memorandum of Understanding before the end of the first pay period. Such materials will be furnished to the City by the Organization.

6.6 5 Indemnity and Refund - The Organization shall file with the City an Indemnity Statement wherein the Organization shall indemnify, defend and hold the City harmless against any claim made and against any suit initiated against the City on account of Organization dues check off or premiums for benefits. In addition, the Organization shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.

6.6 In the event that any provision of this article is declared by a court of competent jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such provisions.

ARTICLE 7: GRIEVANCE PROCEDURE

7.1(a) Any grievance which may arise between the Organization or any of its members and the City, with respect to the interpretation or application of any of the terms of this Memorandum of Understanding and with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the provisions of this article, except that such matters as are included in the definition of impasse as set forth in Resolution Number 2012-091 are not a grievance. Every employee designated by the City to hear the grievance of a subordinate shall have the authority to settle that grievance.

7.1(b) Discipline involving more than a reprimand (i.e., discharge, demotion or suspension): 1) Disciplinary grievances must be filed within ten (10) calendar days of receiving a final Notice of Discipline; 2) Disciplinary grievances shall commence at step 1 of this procedure, at the Department Director level, and may continue to step 5. Probationary employees as defined in Section 10.7 shall not be entitled to invoke Section 7, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding.

7.2 Step One: The initial step in the adjustment of a grievance shall be a discussion between the employee or the employee=s representative and/or Steward, and the immediate Supervisor. If the grievance is not resolved, the employee or the employee=s representative and/or Steward shall present the grievance in writing to the Division Head or Department Director as applicable, who will answer, in writing, within ten (10) calendar days. This step requires a presentation to every level of management below the City Manager. This step shall be started within thirty (30) calendar days of the date of the action complained of or the date the grievant became aware of the incident which is the basis for the grievance. This step may be taken during the working hours of the employee.

Packet Pg. 1159 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 6 7.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be the presentation of the grievance, in writing, (and may be supplemented by an oral presentation) by the employee or the employee=s representative and/or Steward to the Personnel Director who shall answer, in writing, within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the Department Director=s answer in step one.

7.4 Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance, in writing, (and may be supplemented by an oral presentation) by the employee or the employee=s representative and/or Steward to the City Manager or a designee from the City Manager=s Office, who shall answer, in writing, within ten (10) calendar days. The written presentation shall be a clear, concise statement of the grievance, the circumstances involved, the pertinent dates, the decision rendered at the previous step, the section/article of this Memorandum of Understanding alleged to be violated, and the specific remedy sought. The third step shall be taken within ten (10) calendar days of the date of the answer in step two.

7.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral by the Organization to mediation within twenty (20) calendar days of the answer in step three. Whenever a grievance is referred to mediation, either the Organization or the City may request, in writing, that the California State Mediation and Conciliation Service refer a state mediator. The mediator shall assist the Parties in the resolution of the grievance in the same manner as that which is normally used in the mediation of interest disputes. Referral to step five shall not occur until a mediator has released the Parties from the mediation process.

7.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be referral, in writing, by either the City or the Organization to arbitration. The fifth step shall be taken within twenty (20) calendar days of the date of the answer in step four.

7.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted, in writing, to arbitration. The City and the Organization shall mutually agree to the arbitrator. If the City and the Organization fail to reach agreement on the appointment of an arbitrator, they shall request the State of California Mediation and Conciliation Service to nominate five (5) persons to be the Arbitrator. Each party shall, alternately strike a name from the list of names. The first party to strike a name shall be determined by lot. At the point in time when one (1) name remains, that person shall be the appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Organization. The City and the Organization shall pay the compensation and expenses for their respective witnesses. At the Organization=s request, the City shall release employees from duty to participate in arbitration proceedings.

7.6(c) The arbitrator shall hold such hearings and shall consider such evidence as to the arbitrator appears necessary and proper. The decision of the arbitrator shall be final and binding on the City and the Organization and the aggrieved employee, if any, provided that such decision does not in any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.

7.7 Failure by the employee or the Organization to meet any of the aforementioned time limits as set forth in Sections 7.1(b), 7.2, 7.3, 7.4, 7.5 or 7.6(a) will result in forfeiture, except however, that the aforementioned time limits may be extended by mutual written agreement. If the City fails to answer a grievance on a timely basis, the grievance may be advanced to the next level. Grievances settled by Packet Pg. 1160 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 7 forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in the settlement of subsequent grievances.

7.8 Notwithstanding the aforementioned procedure, any individual employee shall have the right to present grievances to the City and to have such grievances adjusted without the intervention of the Organization, provided that the adjustment shall not be inconsistent with this Memorandum of Understanding and further provided that the Organization shall be given an opportunity to be present at such adjustment.

7.9 The City and the Organization agree to use the appropriate Grievance Form as provided by the Organization to more timely and efficiently move grievances through the process.

ARTICLE 8: SAFETY

8.1 The City desires to maintain a safe place of employment for City employees and to that end City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work.

8.2 Regular safety meetings will be held for the purpose of reviewing accidents and preventing their recurrence, eliminating hazardous conditions and familiarizing employees with safe work procedures and applicable State Safety Orders and for training in first aid.

8.3 Whenever a hazardous condition presents a clear danger to the health or safety of employees, a safety meeting of Representatives of the Parties can be called by either party and shall be scheduled by mutual agreement.

ARTICLE 9: DISABILITY AND UNEMPLOYMENT

9.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee who is a member of the California Public Employees= Retirement System is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of the employee=s duties, which comes within the application of the Workers= Compensation and Insurance Chapters of the State Labor Code, the employee shall become entitled, regardless of the employee=s period of service with the City to compensation at the rate of eighty-five percent (85%) of the employee=sregular salary, in lieu of temporary disability payments, if any, which would be payable under the State Labor Code, for the period of such disability but not exceeding six (6) months, or until such earlier date as the employee is retired on permanent disability pension. At the conclusion of six (6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular salary, any Regular or Regular Job-Share employee who is still unable to return to work and is still receiving temporary disability indemnity payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%) of the employee=s regular salary for the period of such disability but not exceeding six (6) months or until such earlier date as the employee is retired on permanent disability pension through the California Public Employees= Retirement System. In consideration of this benefit, the Regular or Regular Job-Share employee shall pay over to the Packet Pg. 1161 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 8 City any temporary or permanent disability compensation received, whether from Workers= Compensation, employee group insurance benefits or unemployment compensation benefits provided for under State law, and shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled but has not yet received arising out of such disability, but such payment from the employee to the City from such sources shall not exceed in amount the supplemental benefits paid to the employee by the City in accordance with the provisions of this section. The Parties recognize abuse of the workers= compensation program is against the interests of the City and employees alike, and, therefore, will cooperate as appropriate to prevent abuse.

9.2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee=s ability to perform, with the consent of the employee=s physician. The duration of any such period of temporary work shall be determined by the City.

Such employee shall be compensated at the then current rate of pay of the employee=s regular classification while engaged in such temporary duties. The City may require an employee being considered for return to work after an absence caused by disability or illness to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically and mentally fit and able to perform the duties of the employee=s position without hazard to the employee, or to the employee=s fellow employees, or to the employee=s own permanent health.

9.3 If a third party is found to be responsible for the employee=s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits received as provided for in Section 9.1 not already repaid from the other sources mentioned in Section 9.1 shall be repaid to the City by the employee.

9.4 Vacation and sick leave shall be accrued without regard to established limits while a Regular or Regular Job-Share employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers’ Compensation temporary disability compensation as set forth in 9.1. All Regular employees who are not in a City paid status and on leave receiving Workers’ Compensation temporary disability benefits shall receive group health and welfare insurance coverage during the period in which they are receiving temporary disability compensation for up to a maximum of a cumulative total of three (3) years, which includes the period in which the employee is receiving supplemental disability benefits as set forth in 9.1, provided the employee pays his or her share of the monthly group health and welfare insurance coverage program premium, if any. Holidays which occur during the period for which any employee is receiving temporary disability compensation shall not be recognized by such employee for compensation purposes.

ARTICLE 10: EMPLOYEE STATUS

10.1 Employees will be designated as Regular, Part-Time, Temporary, Job-Share or Part-Time Regular depending upon the purpose for which they are hired and their length of continuous service with the City.

10.2 A Regular employee (status code 3) is defined as an employee hired for a full-time position that has been regularly established as an authorized position and is of indeterminate duration. A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, Packet Pg. 1162 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 9 vacation pay, holiday pay, retirement plan participation, health and welfare insurance coverage and items of a similar nature, as the employee becomes eligible.

10.3 A Part-Time employee (status codes 8a and 8b) is defined as an employee hired to work less than a Regular full-time employee. A Part-Time employee may work part-time, intermittently, or on an irregular schedule. A status code 8a employee works for a period not to exceed one thousand (1,000) hours per fiscal year. A status code 8b employee works for a period not to exceed one thousand five hundred and sixty (1560) hours per fiscal year and is eligible to participate in the CalPERS retirement plan. A PartTime employee shall receive not less than the minimum rate for the job, nine and one half (9 ½) fixed holidays (January 1st; the third Monday in January; the third Monday in February; the last Monday in May; July 4th; the first Monday in September; Thanksgiving; Friday after Thanksgiving; the last half of the normal work shift before Christmas; and December 25th), and shall be eligible for sick leave pay per California State Law. However, a Part-Time employee shall not be eligible for supplemental benefits for industrial injury, funeral leave pay, or items of a similar nature. A Part-Time employee will be allowed to make-up absences due to jury duty service under the same conditions as outlined in the City=s Policy on Close Down of City Operations Due to Emergency Conditions; no Overtime Pay may be incurred as a result of this provision. The employee will be eligible for the Public Agency Retirement System 457 Plan (PARS-457 Plan) or may be eligible for participation in the CalPERS retirement plan if the employee exceeds 1,000 hours in a fiscal year. After the completion of 24-months of continuous City service, the employee will be entitled to vacation pay on the same basis as Regular employees. If a Part-Time employee attains Regular status, the employee shall be credited with the employee=s service as a Part-Time employee in determining eligibility for benefits, if any, as may accrue to the employee in the employee=s new status.

10.4 A Temporary employee (status codes 7 and 9) is defined as an employee hired for occasional or seasonal work for a period not to exceed one thousand (1,000) hours in a fiscal year. A status code 7 employee works full time for a period not to exceed six (6) months or one thousand (1,000) hours per fiscal year whichever comes first. A status code 9 employee works on-call, seasonal, intermittent or on an irregular schedule for a period not to exceed one thousand (1,000) hours per fiscal year. A Temporary employee shall receive not less than the minimum rate for the job and will be eligible for the PARS-457 Plan and sick leave pay per California state law, but shall not be eligible for holiday pay, vacation pay, or items of a similar nature, nor shall an employee accrue seniority or promotion and transfer rights. A temporary employee may be terminated from employment or demoted without recourse at any time. After the completion of 24-months of continuous City service, the employee will be entitled to vacation pay on the same basis as Regular employee. If a Temporary employee is reclassified to Part-Time or Regular status, the employee shall not be credited with service in determining eligibility for such benefits as may accrue to the employee in the employee’s new status.

10.5 A Job-Share employee (status code 2) is defined as an employee who is assigned to work a portion of the regular work hours of a full-time regularly authorized position with another employee who is assigned to work the other portion. A Job-Share employee shall receive not less than the minimum rate for the job and shall receive benefits as set forth herein on a prorated basis at the same ratio to full-time employee benefits as the employee=s work hours bear to full-time employee=s work hours. Whenever a Regular employee is assigned to a job-share position, such employee shall retain their Regular status.

Whenever anyone other than a Regular employee is assigned to a job-share position, such employee shall serve a one (1) year probationary period.

Packet Pg. 1163 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 10 10.6 A Part-Time Regular employee (status code 6) is defined as an employee who has one (1) year, or more, service with the City in full-time employment as a Regular employee, and who is subsequently re-categorized, without a break in service, to work less than fifteen hundred sixty (1,560) hours but more than one thousand (1,000) hours. A Part-Time Regular employee shall receive not less than the minimum rate for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay (accrued at .052 of an hour for each hour worked or on paid leave), retirement plan participation (as outlined in Article 24), insurance coverage (pursuant to group insurance contract provisions), and seniority accrual, but shall not be given preferential consideration for promotion or transfer nor shall the employee be eligible for supplemental benefits for industrial injury, funeral leave pay, or items of a similar nature. A Part-Time Regular employee will be allowed to make-up absences due to jury duty service under the same conditions as outlined in the City=s Policy on Close Down of City Operations Due to Emergency Conditions; no Overtime Pay may be incurred as a result of this provision. If a Part-Time Regular employee is eligible for and elects insurance coverage, the premiums shall be shared by the City and the employee on a prorated basis at the same ratio to full-time employee benefits as the employee=s work hours bear to full-time employees= work hours. If a Part-Time Regular employee is reclassified to Regular status, the employee shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the employee=s new status.

10.7 Regular employees shall serve a probationary period of one (1) year upon initial appointment to Regular status. Such probationary period is considered to be a continuation of the selection process and employees may be terminated from employment or demoted without recourse, pursuant to Section 7.1(b). An employee=s probationary period shall be extended by the duration of any unpaid absence of ten (10) or more consecutive workdays. Probationary employees shall be provided a written performance evaluation after six (6) months of service and as often as necessary as determined by the employee’s Supervisor. A probationary employee shall not be terminated after completing six (6) months of the probationary period if the performance evaluation has not been presented to the employee. The probationary period will start over for any employee who transfers to another position during the probationary period. Part-Time employees shall also serve a probationary period of one (1) year as outlined above upon initial appointment to Part-Time status. Employees serving their initial probationary period shall not be eligible for leave of absence, supplemental benefits for industrial injury, nor be given preferential consideration for promotion or transfer. Temporary employees shall not serve a probationary period, as the appointment is temporary by definition and can be terminated at any time.

10.8 A Part-Time or Temporary employee budgeted for 1,000 hours in the fiscal year will be limited by the City to 990 hours pursuant to City policy to avoid situations in which such employee may inadvertently exceed 1,000 hours in the fiscal year. The 990-hour limit may only be exceeded by specific approval of the City Manager or designee following a written request from the department.

ARTICLE 11: COMPENSATION AND CLASSIFICATIONS

11.1 Employees holding a classification listed on Exhibits AA@ or AB@ shall be paid the rate established for their classification. Upon initial appointment to a classification, an employee shall normally be paid the lowest rate for that classification. An employee may, however, be paid a rate above the lowest rate if circumstances justify it. Step increases require Department Director and City Manager or his/her designee=s approval and will be granted when an employee achieves an annual overall performance evaluation rating of meets job standards or higher, as follows: After twenty-six (26) full pay periods of Packet Pg. 1164 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 11 employment in each and every successive Compensation Step in the Compensation Ranges listed in Exhibits AA@ and AB”, with the exception of part time status codes 8a and 8b employees. Based on the employee’s work performance, a Department Director may request consideration of a two-step wage/salary increase by providing justification to the Personnel Director. With the concurrence of the Personnel Director and the City Manager, a two-step wage/salary increase may be granted, provided the step movement does not exceed the maximum step of the hourly wage rate/salary range established for the classification. Part time status codes 8a and 8b employees will be eligible for a step increase after working 50% of the budgeted hours since the last step increase, provided a step increase has not been received in the last twelve (12) months. Status code 9 employees will be eligible for a step increase after working twentysix (26) pay periods per step and 50% of the budgeted hours for the fiscal year. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours, excluding those full time employees on an approved FMLA leave. The effective date of a higher step shall be the first day of the pay period following qualification for the new step. A promotion to a higher paid classification pursuant to Section 14.3 does not change the anniversary date for Compensation Step increases.

11.2 Compensation shall be paid at bi-weekly intervals on Thursdays at the end of the employee=s work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday. Effective May 6, 2008, all new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.

11.3 When an employee is temporarily assigned to work in a lower-paid classification than the employee=s regular classification, the employee=s compensation will not be reduced.

11.4 Employees shall receive shift differential pay for each hour worked during the shift, in addition to the employee=s regular salary, when assigned to work a regularly scheduled shift as follows:

TIME PERIOD SHIFT DIFFERENTIAL
Regularly scheduled shift includes work between 4:00
p.m. and 12: 00 midnight
(Employees whose shift ends on or before 6:00 p.m.
will not receive shift differential pay.)

3.5%
Regularly scheduled shift includes work between
12:00 midnight and 8:00 a.m.
(Employees whose shift starts at 6:00 a.m. or later will not receive shift differential pay.)
5%

11.5 Attached hereto and made a part hereof are Exhibits AA@ titled ANon-exempt Employee Schedule of Classifications and Hourly Wage Rates@ and AB@ titled AExempt Employee Schedule of Classifications and Salary Ranges.@ Mid-Term Salary Adjustment: The City retains the right to adjust salaries upward as needed for recruitment, retention, or other operational purposes after notice and discussion with the Union.

Packet Pg. 1165 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 12 11.6 Whenever an employee is reassigned by the City to replace an absent employee with a higher pay rate and the employee performs a substantial majority (greater than fifty percent [50%]) of the absent employee=s duties for a substantial majority (greater than fifty percent [50%]) of the work day, such employee shall have their compensation rate increased by a minimum of five percent (5%). Temporary assignments to the duties of another higher paying classification and compensation requires prior City approval. Temporary reclassifications and temporary increases that last 90 180 days or more will require a side letter with the Organization.

Type Definition Compensation
Temporary Reclassification Changing the classification of an employee due to temporary change in the nature of the work which is
anticipated to last more than one (1) pay period, but
less than one (1) year. Requires Personnel Action
Form (PAF).

Compensated at the higher
classification rate of pay with a
minimum of five percent (5%)
more than the current rate of pay.

Temporary Upgrade Compensating an employee for performing the functions of a higher-paid classification for a period
anticipated to be one (1) pay period or less. Processed through time keeping.

Compensated at a minimum of
five percent (5%) more than the
current rate of pay.

Temporary Increase Compensating an employee for performing the functions of a higher paid classification for a period
anticipated to last more than one (1) pay period.

Requires Personnel Action Form (PAF).

Compensated at a minimum of
five percent (5%) more than the
current rate of pay.

11.7 The City Manager may, based upon outstanding job performance, grant an employee a one time salary increase up to ten percent (10%) above the top of the salary range for a period not to exceed one (1) year. This one time increase is not cumulative and the employee will revert to the employee=s regular salary rate at the end of the one (1) year period.

11.8 Attached hereto and made a part hereof is Exhibit “D” titled “City of Redding Hazmat Response Program-Supervisory/Confidential”, Exhibit “E” titled “Standby Duty-Certified Water Treatment Personnel”, Exhibit “F” titled “Standby Duty-Certified Wastewater Treatment Plant Operator Personnel”; and Exhibit “G”, titled “RIEO Classifications in DMV Pull Notice Program”.

11.9 During the term of this agreement, the City and the Organization agree to meet and confer over standby duty for Information Technology classifications.

11.9 During the term of this agreement, the City and the Organization agree to meet and confer over modifications to compensation schedule(s) as necessary as a result of a compensation equity study.

In the month of December, the Association will provide two RIEO classifications to be studied, in writing, to the Personnel Director. The City will also choose two RIEO classifications to be studied at the same time. The equity study will be completed during the months of January through June each year. The appropriate compensation shall be determined by comparing like duties, responsibilities, and minimum qualification requirements to comparable classifications. The City’s analysis will take into consideration the local market and internal position alignment in making compensation recommendations. An agreement will need to be reached by both parties on appropriate compensation Packet Pg. 1166 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 13 for the selected four classifications by July of the same year as the study, otherwise no equity adjustment will be recommended. The primary intent of an equity study is to determine an equitable wage or salary range. However, modifications to classification specifications may also result.

This article does not prohibit the City from submitting to the Union additions, deletions or modifications or classification titles or specifications when the need exists.

11.10 The City and Association agree to meet and discuss the Wastewater Operator series pay within 180 days of MOU implementation with RIEO and the City equally sharing all costs associated with the salary survey consultant. The salary study won’t be ordered until RIEO approves the amount RIEO will pay.

11.11 The City and Association agree to meet and discuss the new proposed Wastewater classification series recognizing certification levels beyond requirements for hire for the positions of Wastewater Lab Technician, Senior Wastewater Lab Technician and Industrial Waste Analyst within 180 days of MOU implementation with RIEO and the City equally sharing all costs associated with the salary survey consultant. The salary study won’t be ordered until RIEO approves the amount RIEO will pay.

11.12 During the term of the agreement, the City and RIEO agree to meet and discuss the creation of senior or lead positions for existing classification series within RIEO where a higher-level position would be beneficial, and the process for promoting into the newly created higher-level position. (i.e.

Administrative Assistant, Management Analyst, Account Clerk, Customer Service Representative, Records Specialist).

ARTICLE 12: HOURS AND OVERTIME

12.1 All Regular employees will receive full time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason.

12.2 Each employee shall report for work at the employee=s regularly established headquarters and shall return thereto at the conclusion of the day=s work and the time spent in traveling between such headquarters and the job site shall be considered as time worked.

12.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic workweek is normally defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any hour of the day during the workweek. The City may modify employee work schedules from time to time as needed. Except in the event of an emergency, the City will give employees as much notice as possible of any permanent schedule change, but in any event not less than five (5) workdays, unless there is mutual agreement. The basic workweek indicated above may be modified by mutual agreement of the City and the affected employee(s) in those situations where such a modification serves the interests of both the City and its employees.

Packet Pg. 1167 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 14 12.4 Except for Part-Time and Temporary employees and those employees holding a classification listed on Exhibit AB@, overtime is defined as (a) time worked in excess of forty (40) hours in a workweek, (b) time worked in excess of eight (8), nine (9), or ten (10) hours as applicable on a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked on a holiday. For Part-Time employees, overtime is defined as time worked over forty (40) hours in a workweek except time worked on a holiday which the employee is entitled to have off with pay and shall be paid at the overtime rate of pay. For Temporary employees, overtime is defined as time worked over forty (40) hours in a workweek. Overtime shall be computed to the nearest one-quarter (1/4) hour. In such cases where the basic workweek has been modified by mutual agreement pursuant to 12.3, these overtime requirements may be waived pursuant to applicable law.

12.5 Provided the working of overtime has prior approval by an immediate supervisor or other City management staff, overtime compensation shall be paid at a rate equivalent to one and one-half (12) times the regular rate of pay or, at the employee=s option, the employee may elect to receive time off with pay at the rate of one and one-half (12) hours off for each overtime hour worked. Compensatory time off with pay shall be scheduled in the same manner as vacations are normally scheduled. The maximum compensatory time off available for any employee at any time shall be the maximum established by the Fair Labor Standards Act, which is presently two hundred forty (240) hours. In the event overtime is worked by an employee who has the maximum accumulation of compensatory time off, the employee shall be paid for the overtime worked as set forth above. Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive payment for any unused compensatory time off previously earned.

12.6 Employees who are entitled to overtime compensation and who are required to report for work on their non-workdays or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2) hours compensation each time an employee is required to report back to work, except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period.

If an employee reports back to work for such overtime work outside of the employee=s regular hours on a workday continues to work into the employee=s regular hours, the employee shall be paid overtime compensation only for the actual overtime worked. If an employee performs overtime work immediately following the end of the employee=s regular shift, the employee shall be paid overtime compensation only for the actual overtime worked.

12.7 For those employees who are entitled to overtime compensation, overtime shall be distributed as equally as is practicable among those employees who are qualified and available and who volunteer for overtime work and the City shall not require employees who have worked overtime to take equivalent time off during a workday without pay.

12.8 All employees holding a classification listed on Exhibit AB@AExempt Employee Schedule of Classifications and Salary Ranges@ are exempt from the Fair Labor Standards Act and the provisions of this Article.

ARTICLE 13: SENIORITY
Packet Pg. 1168 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 15 13.1 Seniority is defined as total length of continuous service with the City. In determining an employee=s seniority, the continuity of the employee=s service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance of other full time employment while on leave, and (5) unexcused absence without pay, without a leave of absence, in excess of three (3) workdays.

Continuity of service will not be broken and seniority will accrue when an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United States or service in the Merchant Marine or under any Act of Congress which provides that the employee is entitled to re-employment rights, (b) on duty with the National Guard, (c) absent due to industrial injury, (d) on leave of absence or (e) on excused absence.

ARTICLE 14: PROMOTION AND TRANSFER

14.1 All promotions and transfers shall be in accordance with standards and procedures as outlined in the City’=s Competitive Recruitment/Reclassification Policy.

14.2 Whenever any City Council authorized full-time position vacancy occurs, which the City intends to fill, the City shall post the position vacancy in a consistent, distinctive manner with pertinent information concerning the duties, qualifications and filing period, for not less than five (5) working days on all work site bulletin boardsfor not less than three (3) working days on all work site bulletin boards. The City may opt to move an employee who has been filling a half-time position to three-quarter timefull-time position to part-time, or an employee who has been filling a three-quarterpart- time position to full-time without posting the position. The City recognizes the advantage of filling vacancies from within and will endeavor to do so when it is in the City=’s interest; therefore, when filling vacancies, the City will consider the candidates= quality and length of service in making the selection decision.

14.3 Whenever an employee is promoted to another higher paying classification, the employee shall receive a five percent (5%) pay increase, provided, however, that the maximum pay rate of the new classification compensation range is at least five percent (5%) higher than the employee=s current pay rate.

Receiving a promotion and at least a five percent (5%) pay increase does not change the salary step increase date. That date will remain as defined in Section 11.1.

14.4 All promotions and transfers of City employees shall be on a probationary basis for six (6) months. At any time during the probationary period the City may terminate the appointment. If the appointment is terminated, the employee shall be returned to either the employee=s previous classification and pay rate, or some other classification that is mutually acceptable to the employee and the City. Any unpaid absences during a probationary period shall cause the probationary period to be extended by the length of the absence. Employees on a promotional/transfer probation period shall be provided a written performance evaluation after three (3) months of service and as often as necessary as determined by the employee’s Supervisor. A probationary employee shall not be terminated after completing three (3) months of the probationary period if the performance evaluation has not been presented to the employee.

The probation period may also be extended by the City for up to six (6) months in circumstances where further evaluation of the employee is necessary.

Packet Pg. 1169 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 16 14.5 An employee requesting lateral transfer from one position to another position in the same classification, or requesting voluntary demotion to a position in a lower paid classification, for which the employee is qualified, shall be added to the current eligibility list for that classification.

ARTICLE 15: LAYOFF, DISPLACEMENT AND REINSTATEMENT

15.1 Whenever it becomes necessary for the City to lay off employees for any reason, the City will notify the Organization and give employees involved as much notice as possible; but in no event will such employees receive less than two (2) weeks notice of layoff. Notice to the Organization will include an offer to meet and discuss the impact of the layoff to include a review of the agreed upon “Lines of Progression” chart as referenced in Sections 15.3 and 15.4 below.

15.2 Regular employees will be laid off in the reverse order of the employee’s City seniority.

Probationary employees as defined in Section 10.7, but excluding those defined in Section 14.4, will be laid off before other Regular employees without regard for their seniority. Part-Time employees will be laid off in the reverse order of their hire date within the Department.

15.3 An employee whose job is being eliminated, may elect to displace the least senior employee in any equally or lower paid classification in the Supervisory/Confidential or the Clerical, Technical and Professional Unit, if qualified to perform the duties of the classification and if the employee=s seniority is greater than that of the employee in the classification being displaced. The City will utilize the “Lines of Progression” chart, attached hereto as Exhibit “C”, to identify equal or lower paid classifications within related classification series. “Qualified” for the purpose of this Article will mean those classifications identified in the “Lines of Progression” chart as a lateral or lower classification, or a classification the employee previously held within the Supervisory/Confidential or the Clerical, Technical and Professional Unit. The employee will not serve a probationary period.

15.4 A Part-Time employee whose job is being eliminated, with the exception of a Temporary employee, may elect to displace the Part-Time employee with the latest employment date, if qualified to perform the duties of the classification, and if the classification is in the Supervisory/Confidential or Clerical, Technical, and Professional Units. “Qualified” for the purpose of this Article will mean those classifications identified in the “Lines of Progression” chart as a lateral or lower classification, or a classification the employee previously held within the Supervisory/Confidential or the Clerical, Technical and Professional Unit.

15.45 Regular employees, who are laid off will be given preferential re-hire rights, in the reverse order of layoff, in filling future vacancies, for which they are qualified, for a period of up to two (2) years from the date of layoff, providing they keep the City advised of their current address. Employees who accept a less than full-time position or lower paid position will be given preferential re-hire rights, in the reverse order of layoff, in filling future vacancies, for which they are qualified, for a period of up to one (1) year. If a current or laid off employee does not accept reinstatement, the employee’s name shall be removed from the reinstatement list and the employee shall no longer have reinstatement rights.

Employees who are reinstated from the reinstatement list, will be credited with all previously accrued and unused employee benefits and seniority as of the date of layoff.

15.6 Employees on a reinstatement list will be notified of all position vacancies within the City.

Packet Pg. 1170 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 17 15.7 An employee reinstated to their original position who completed probation, or who accepts a lateral or lower classification as a result of layoff, will not serve a probationary period. An employee who did not complete probation in their original classification and who returns to that classification will be required to complete the initial twelve (12) month probationary period.

15.8 Notwithstanding the provisions of this Article, the City and the Organization may agree to other procedures, including furloughs, during the term of this Memorandum of Understanding.

ARTICLE 16: LEAVE OF ABSENCE

16.1 Leave of absence may be granted to employees by the City Manager for urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can be made to perform the employee=s duties without undue interference with the normal routine of work. Inability to return to work after an employee=s sick leave has been exhausted will be considered in accordance with state and federal disability accommodation and leave of absence laws in determining whether to grant the leave of absence.as an urgent and substantial reason and in such cases a leave will be granted.

16.2 A leave of absence will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work.

16.3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee=s return to work after a leave of absence, the employee will be reinstated to the employee=s former position and working conditions, providing that the employee is capable of performing the duties of the former position. However, if there has been a reduction of forces or the employee=s position has been eliminated during said leave, the employee will be placed in the position the employee would be in had the employee not been on a leave of absence.

16.4 An employee=s status as a Regular employee will not be impaired by such leave of absence and the employee=s seniority will accrue.

16.5 If an employee fails to return immediately on the expiration of the employee=s leave of absence or if the employee accepts other full time employment while on leave, the employee will thereby forfeit the leave of absence and terminate the employee=s employment with the City.

16.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group health and welfare insurance coverage. An employee may, however, at their option and expense, maintain the employee’s group health and welfare insurance coverage providing the full monthly premium is received by the City Treasurer on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits an employee’s group health and welfare insurance may be maintained for up to three (3) calendar months utilizing the normal premium-sharing formula, providing the employee pays their share of the premium on a timely basis.

Packet Pg. 1171 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 18 16.7 The Parties acknowledge the provisions of State and Federal law governing family leaves.

The Family and Medical Leave Act (FMLA), which is subject to legislative change, currently entitles those employees who have worked twelve hundred fifty (1,250) or more hours during the preceding twelve (12) month period to take up to twelve (12) weeks of unpaid, job protected, leave during any twelve (12) month period for serious health condition of employee or immediate family member or for child birth or adoption.

An employee is required, to give thirty (30) days advance notice when leave is foreseeable, provide periodic medical certifications as to the conditions necessitating the leave and report at the request of the City during the leave regarding the employee=s status and intention to return to work. Health insurance benefits will be continued on the same basis as prior to the FMLA leave. Annually the City will post the applicable State and Federal laws pertaining to family leave including maternity/paternity leave.

16.8 An employee may use sick leave, vacation or other accrued leave for a normal disability period of maternity leave of up to six (6) weeks. That period may be extended with acceptable written medical certification, if disability continues after the six (6) week period. If an employee elects to remain off work for a longer period of time, the general provisions for Leave of Absence apply.

ARTICLE 17: EXPENSES

17.1 To allow for a fair and equitable means of reimbursing expenses incurred while conducting City business, i.e., traveling to authorized meetings, seminars, training sessions, luncheons and other events approved by the Department Director, reimbursements will be at the rate established within the Employment and Benefit Policies for Unrepresented Employees.

ARTICLE 18: SICK LEAVE

18.1 Sick leave with pay shall be accumulated for each Regular and Job-Share employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked or on paid leave. (Accrual rate approximately one (1) day per month, or 3.68 hours per pay period.) Part-time and Temporary employees will accrue paid sick leave at a rate of one hour for every 30 hours worked which is equivalent to a rate of .033 per hour worked. Part-time and Temporary employees shall eligible to use the sick leave accrual on the 90th day of employment, and will be limited to 24 hours or three days of paid sick leave in each year of employment.

18.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an employee to be present or perform the employee=s duties because of personal physical or mental illness, off duty injury or confinement for medical treatment; (b) personal medical or dental appointments which are impractical to schedule outside of regular working hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family as defined in Section 19.1, for up to forty (40) hours per incident and (d) the need to attend sick or injured immediate family members as defined in Section 19.1 for up to forty-eight (48) hours per calendar year.

18.3 Management may require satisfactory evidence of illness or disability in accordance with State and Federal Law before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an examination by a physician or physicians approved by City for the purpose of determining that Packet Pg. 1172 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 19 such employee is physically or mentally fit and able to perform the duties of the employee=s former position without hazard to the employee, fellow employees or to the employee=s own health. Such examination or examinations shall be at the sole expense of the City, and the employee shall be placed on leave with pay for the purposes of such examination. The Parties recognize abuse of the sick leave program is against the interests of the City and employees alike, and therefore, will cooperate, as appropriate, to prevent abuse.

18.4 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave.

18.5 Whenever any employee exhausts all categories of paid time off as a result of illness or injury, with approval of the employee=s Department Director, the Personnel Director and the City Manager an employee may receive up to eighty (80) hours advanced sick leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the employee terminates City employment, such advanced sick leave shall be repaid to the City from any funds due the employee by the City. If sufficient funds are due the employee by the City, the employee shall directly reimburse the City for advanced sick leave in excess of the funds, if any, previously withheld.

Such direct reimbursement will be waived for employees who are terminally ill or totally disabled (100%).

18.6 Any employee who after ten (10) years of continuous service to the City terminates employment shall be paid at the employee=s regular pay rate for thirty-three and one-third percent (33- 1/3%) of the employee=s accumulated sick leave hours. For employees with fifteen (15) years or more but less than twenty (20) years of continuous service, the percentage set forth above shall be increased to fortyfive percent (45%). For employees with twenty (20) years or more of continuous service, the percentage set forth above shall be increased to sixty percent (60%). Pursuant to the contract between the City of Redding and the California Public Employees= Retirement System (CalPERS), when an employee makes an election to accept payment at the rates specified above, all remaining unused sick leave will be used for service credit with CalPERS. Employees have the option to take less sick leave pay-out and report more hours to CalPERS. If no such election is made, all sick leave will be used for service credit with CalPERS.

18.7 Upon an affirmative vote of the membership during the term of this agreement, the City and the Organization agree to implement a VantageCare (or similar program) at the employee’s expense.

Details of the program will be subject to the mutual agreement of the Parties.

ARTICLE 19: FUNERAL LEAVE

19.1 Regular and Job-Share employees who are absent from work due to the death of a member of the employee=s Aimmediate family@ shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours. AImmediate family@ as used herein includes only employee=s spouse, children, grandchildren, brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the employee=s immediate household.

19.2 Regular and or Job-Share employees who are absent from work to attend the funeral of a person other than an immediate family member shall give as much advance notice as possible and shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to Packet Pg. 1173 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 20 exceed one (1) regularly scheduled work day per funeral. A maximum of twenty four (24) hours may be utilized in a calendar year.

19.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral leave in order to receive pay for such leave.

ARTICLE 20: HOLIDAYS

20.1 Regular, Job-Share, and Part-Time (not Temporary) employees, except as otherwise provided herein, shall be entitled to have the following holidays off with pay, except that Part-Time employees shall not be entitled to have Lincoln Day, employee’s birthday, Columbus Day or Veterans Day off with pay:

If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay to be scheduled in the same manner as vacation days are normally scheduled.

Notwithstanding the foregoing, an employee may observe the employee=s birthday holiday on the employee=s birthday or anytime during the pay period in which the birthday occurs, or the holiday may be Holidays
Fixed or
Floating
1 January 1st Fixed
2 The third Monday in January, known as “Martin Luther King, Jr.

Day” Fixed
3 February 12th
,
known as “Lincoln Day” Floater
4 The third Monday in February, known as “President’s Day” Fixed 5 The last Monday in May, known as “Memorial Day” Fixed 6 June 19th, known as “Juneteenth” Fixed
67 July 4th Fixed
78 First Monday in September, known as “Labor Day” Fixed 89 Employee’s birthday Floater
9 The second Monday in October, known as “Columbus Day” Floater 10 November 11th, known as “Veteran’s Day” Floater
11 Thanksgiving Fixed
12 Friday after Thanksgiving Fixed
13 December 24th the last half of the normal work shift before Christmas Fixed
14 December 25th Fixed
Packet Pg. 1174 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 21 deferred and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day, Columbus Day, and Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations are normally scheduled. Employees who work alternative work schedules commonly known as four-tens (4/10's or 9/80's and/or 4/5/9's) will be entitled to holiday pay for eight (8), nine (9), or ten (10) hours as applicable.

20.2 Exempt shift employees who regularly must take deferred holidays, consistent with needs of the service, may have their deferred holidays scheduled immediately adjacent to their regularly scheduled days off.

20.3 Exempt employees scheduled to work on a holiday will observe that holiday at another time to be scheduled by the employee and the employee=s supervisor in the same manner as vacations are normally scheduled.

20.4 Notwithstanding the foregoing, non-exempt employees may be scheduled to work on holidays, in which event any such employee will, in addition to the employee=s holiday pay, be compensated therefore at the overtime rate of pay per Section 12.5 for all time worked on such days. An employee may, however, at the employee=s option, elect to observe that holiday at another time to be scheduled in the same manner as vacation days are normally scheduled, in which event any such employee will only be compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday pay for such day.

20.5 If an employee is in a non-pay status on either workday immediately adjacent to the holiday, the employee shall not receive pay for the holiday.

ARTICLE 21: VACATIONS

21.1(a) Regular and Job-Share employees, and Part-Time employees with twenty-four (24) months of continuous service shall accrue vacations with pay up to a maximum of four hundred (400) hours as follows:

ACCRUAL

RATE PER

HOUR FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL
RATE

APPROXIMATE

ACCRUAL RATE

PER FULL PAY
PERIOD
YEARS
OF

SERVICE
A .039
Date of
Employment 104th 2 weeks 3.12 hours 1-4
B .058 105th 234th 3 weeks 4.64 hours After 4
C .068 235th 364th 3 ½ weeks 5.44 hours After 9
D .077 365th 494th 4 weeks 6.16 hours After 14
E .087 495th 624th 4 ½ weeks 6.96 hours After 19
F .096 625th
-- 5 weeks 7.68 hours After 24

21.1(b) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

Packet Pg. 1175 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 22 21.2 Vacation cannot be accrued while an employee is in a non-pay status.

21.3 Vacations will be scheduled throughout the calendar year. Employees with greater seniority, as defined in Article 13, will be given preference over those with less seniority in the selection of a vacation period, provided, however, that if the senior employee splits the employee=s vacation by requesting less than a full year=s allowance to be scheduled on consecutive workdays, the employee=s preferential rights shall apply only on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. Departments that have employees select vacations a year in advance, the first round will be done by seniority using the same criteria listed above. With Department Director approval, employees may elect a second or third round of vacation picks in the same manner used in the first round. Should a senior employee forego selecting a vacation at any round, they forego their right to seniority.

21.4 The City shall not require an employee to take the employee=s vacation in lieu of sick leave or leave of absence on account of illness.

21.5 If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee=s vacation period, such employee will be entitled to an additional day of vacation and will be compensated for same.

21.6 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive pay for any unused vacation previously earned.

21.7 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

21.8 Whenever any employee has exhausted all paid time off benefits as a result of a non-work related injury or disability, and is not eligible for long-term disability insurance benefits, other employees may contribute their vacation credits to the disabled employee with vacation credits being donated and granted on the basis of the dollar value of the vacation credits.

21.9 An employee who has submitted a vacation request in writing more than two (2) weeks prior to the beginning of the requested vacation shall receive approval or denial of the request in writing within five (5) working days of the request. Failure of the supervisor to provide such decision within five (5) working days will be treated as though the vacation request was approved. If an employee=s supervisor is not available to make such a decision, the employee=s division manager or department director will do so.

ARTICLE 22: ADMINISTRATIVE LEAVE

MINIMUM ACCRUAL MAXIMUM HOURS PAYABLE

PER FISCAL YEAR
120 40
240 80
360 120
Packet Pg. 1176 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 23 22.1 With City Manager approval, Department Directors may grant exempt employees up to forty (40) hours paid administrative leave per calendar year, provided the employee commits to work a minimum of forty (40) hours per year beyond regular work hours.

22.2 The City Manager may grant up to an additional forty (40) hours paid administrative leave per calendar year to certain designated exempt employees who commit a significant number of work hours above regular work hours to a specific project or projects, or to recognize outstanding contributions to the City.

22.3 Administrative leave, if any, will be granted effective on the first day of the pay period closest to January 1 each year and must be used before the end of the calendar year. No administrative leave shall be carried over to the next calendar year, nor shall unused administrative leave be converted to compensation.

22.4 In the event an employee does not agree with the administrative leave amount granted, the employee may appeal to his/her department head. If not satisfied with the department head=s decision on appeal, the matter may be appealed to the Personnel Director, who will have the authority, with City Manager concurrence, to adjust the allotment.

22.5 Administrative leave may not be taken for the purpose of outside employment or for self employment.

ARTICLE 23: UNIFORM AND REPLACEMENT ALLOWANCE

23.1 With the exception of newly hired employees, an annual uniform allowance for certain classifications of employees as listed below shall be paid in equally divided installments on a bi-weekly basis with the City’s regular payroll processing. New employees and existing employees transferring into the applicable position, will be given the opportunity to receive the full amount indicated below, spend the full allowance with a City vendor, or spend a partial amount with a vendor and receive the remaining amount with payroll. All of the above transactions must be completed prior to the end of the current fiscal year. In July following the employee’s hire date, regardless of time with the City, the employee will begin receiving bi-weekly installments with the regular payroll. Annual uniform allowances are as follows:

Police Services Supervisor $600
Office Services Supervisor (Police and Fire) $600

23.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to two hundred dollars ($200) per incident damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee.

ARTICLE 24: EMPLOYEE BENEFIT PROGRAMS

24.1 Retirement Plan: All Regular, Part-Time Regular, and Job-Share employees are covered by the California Public Employees= Retirement System (CalPERS) program pursuant to an existing contract with the California Public Employees= Retirement System.

Packet Pg. 1177 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 24 (a) Tier 1: Regular employees hired prior to January 1, 2013, and those considered to be “Classic CalPERS Members” and will be covered under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive month’s final compensation provision. Employees be covered by the Indexed level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option. Effective August 16, 2015, the employee contribution of seven percent (7%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.

All CalPERS eligible Tier 1 employees agree to cost sharing of the CalPERS employer contribution rate in accordance with Government Code Section 20516, effective January 1, 2019.as soon as administratively possible, and after the date that the appropriate CalPERS contract amendment has been executed. The additional contribution of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
 Effective January 1, 2019, or as soon as administratively possible:

Increase contribution rate 1.0%
Employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20156 as follows:
 One percent (1%), effective January 1, 2019 [total employee contribution of 8%];  An additional 1.125 percent (1.125%) for a total of nine point one two five percent (9.125%), effective as soon as administratively feasible after City Council approval of the successor MOU, [total employee contribution of 9.125%].

Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits. The City will also provide employees hired prior to January 1, 2013, with the Public Agency Retirement System (PARS) 0.7% at age 55 retirement benefit formula for each year of regular City Service, any prior CalPERS service and CalPERS service credit purchased and credited to the employee’s City of Redding CalPERS account while an employee of the City as a supplement to the CalPERS benefit, so long as the employee is vested with ten (10) years of City service.

Effective December 29, 2019, all regular employees receiving the Public Agency Retirement System (PARS) benefit will begin making an employee contribution of 1.13% of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective December 26, 2021, all regular employees receiving the Public Agency Retirement System (PARS) benefit will make an additional employee contribution of 1.13% for a total of 2.26% of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
(b) Tier 2: Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the Packet Pg. 1178 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 25 employee 1) has not been a member of a California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six months or longer. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.

Employees hired on or after January 1, 2013, will not be eligible for the Public Agency Retirement System (PARS) 0.7% at age 55 supplemental retirement benefit formula. (c) Part-Time employees not included within Section 24.1(a) or 24.1(b) above, and Temporary employees, shall be covered by the PARS-457 Plan. Effective August 16, 2015, participating employees will pay 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis. (d) Deferred Compensation Program: Regular employees are eligible to participate in the City’s Deferred Compensation Plan through voluntary payroll deductions from the employee’s pay. Changes which affect, or have the potential to affect, the Organization members will be made only after reasonable notification has been made and the meet and confer process, if any, has been concluded.

24.2 Group Health and Welfare Insurance Coverage: All Regular and Job-Share employees are eligible to participate in a group health and welfare insurance benefit program which includes the medical, prescription, dental, vision, life and long term disability plans, effective the first day of employment. The City shall pay the cost of the program for both employee and dependents as indicated below. If a PartTime Regular employee is eligible for and elects insurance coverage, the premiums shall be shared by the City and the employee on a prorated basis at the same ratio to full-time employee benefits as the employee’s work hours bear to full-time employees’ work hours. (a) Life Insurance: Twice annual salary for employee, $3,000 for employee=s dependents. The City will pay the full cost of the premiums. More specific benefit information is provided in the carrier’s booklet.
(b) Health Benefits: Effective December 26, 2021, the The City’s contribution toward the monthly group health and welfare insurance composite premium rate shall be ninety eighty-five percent (9085%) and the employee will begin paying ten fifteen percent (1015%) of the rate through a bi-weekly payroll deduction.

The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan. The City established a Section 125 Plan allowing for the employee co-share percentage to be taken from their pay. This will redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision insurance composite premium rate.

The City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Employees who do not complete an annual open enrollment group health medical plan selection will remain in the medical plan the employee participated in during the previous plan year. Changes will be effective at the beginning of the following calendar year. The City’s contribution toward the monthly group health and Packet Pg. 1179 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 26 welfare insurance composite premium rate for the “Base Plan” shall be ninety eighty-five percent (9085%) and the employee will pay ten fifteen percent (1015%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 9085% of the “Base Plan” composite rate.

Effective December 29, 2019, all employees participating in the Group Health and Welfare Insurance Plan will pay twelve and one half percent (12.5%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 87.5%. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 87.5% of the “Base Plan” composite rate.

Effective December 26, 2021, all employees participating in the Group Health and Welfare Insurance Plan will pay fifteen percent (15%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 85%.

Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 85% of the “Base Plan” composite rate.

Effective January 1, 2023, all employees participating in the Group Health and Welfare Insurance Plan will pay 17.5 percent (17.50%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 82.5 percent (82.50%). Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 82.50% of the “Base Plan” composite rate.

Effective January 1, 2024, all employees participating in the Group Health and Welfare Insurance Plan will pay 20 percent (20%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80 percent (80%).

Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.

Effective January 1, 2023, all active employees will be able to select an optional high deductible plan (medical and prescription only) as an additional lower cost option for group health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan” for the high deductible plan. Retirees are not eligible for the high deductible plan.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium). Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period.

Packet Pg. 1180 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 27 The City and the Organization recognize that it is the on-going plan of the City that all bargaining units will have the same group insurance benefits.

The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience. The City and the Organization agree to meet and confer prior to any changes being made to the group insurance composite rate structure. The City and the Organization agree to discuss the possibility of changing from a “composite” premium structure to a “tiered” premium structure during the term of the MOU.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Document.

Prescription Benefit: Employee co-payments as shown in the following table:

The premium cost of the Prescription benefit program is outlined under “Health Benefits” above. (c) Dental Benefits: The premium cost of the Dental benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Document.
(d) Long Term Disability: For specifics regarding the City’s Long Term Disability Plan, refer to the Benefit Summary Plan Document. After three (3) months, sixty percent (60%) of employee’s salary to a maximum of $7,000 per month integrated with all other income benefits payable to age 65. (e) Vision Benefits: The premium cost of the Vision benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Document.

Retail
(34 days’ supply)
Effective
1/1/20161/1/2023
Co-Payment
Generic $10.00
Brand $4050.00
No Generic Available $20.00
Mail
(90 days’ supply)
Generic $20.00
Brand $70100.00
No Generic Available $40.00
Packet Pg. 1181 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 28 (f) Short-Term Disability: The City will administer employee-paid State Disability Insurance for all employees, including Part-Time and Temporary employees. (g) Effective January 1, 2016, prescription co-pay and alternative therapy (massage) reimbursement benefits will no longer be offered.

24.3 Group Health Benefits at Retirement for Employees
(a) Tier 1 - Hired Prior to May 6, 2008
All active employees hired prior to May 6, 2008, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a 50% proportionate share of costs of the insurance premium should the active employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.

The City will not contribute payments on behalf of any retiree hired prior to May 6, 2008, except as set forth above. (Employees who retired prior to May 1, 2001, are eligible for health coverage only.) (b) Tier 2 - Hired On or After May 6, 2008
All active employees hired on or after May 6, 2008, who retire from the City and have five (5) or more years of City service (and are eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay a proportionate share of the cost of the insurance premiums in accordance with the following formula: two percent (2%) for every year of active service with the City of Redding up to a maximum of fifty percent (50%) should the employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage and the retired employee and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any retiree hired on or after May 6, 2008 except as set forth above. Tier 2 is not a vested benefit and is subject to change for then active employees in a successor MOU. Benefits will not be changed for already retired employees.

(c) Retiring employees who were hired or who worked under a different Memorandum of Understanding (MOU) or City Resolution (a different bargaining group) shall receive the greatest retiree premium co-share formula in effect and for which that employee qualified for during his or her term of employment.

Packet Pg. 1182 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 29 (d) Beginning Calendar Year 2016, tThe City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above in Sections 24.3(a) and 24.3(b). Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s proportionate share for payments referenced above in 24.3(a) and

24.3(b) shall apply only to the premium for the “Base Plan.”

24.4 The parties agree that the foregoing benefits will remain in full force and effect during the term of this agreement unless modified by mutual agreement.

24.5 The City and the Organization agree to meet and discuss during the term of this agreement the recommendations of the Health Insurance Task Force.

24.6 The City and the Organization agree to reopen negotiations if any changes to the Affordable Care Act affect matters within the scope of representation.

ARTICLE 25: JURY DUTY

25.1 A Regular or Job-Share employee who is summoned for jury duty and is thus unable to perform the employee=s regular duties will be paid for the time lost at the employee=s regular rate of pay.

Part-time employees will be allowed to make-up absences due to jury duty service as outlined in Sections

10.3 and 10.6.

25.2 The employee must be in a paid status on both scheduled workdays immediately adjacent to jury duty in order to receive pay for jury duty.

ARTICLE 26: PERSONNEL RECORDS

26.1 Any employee, at the employee=s request, shall be permitted to review the employee=s own personnel file. The file may not, however, be removed from the Personnel Department. With the exception of examination materials, an employee may have copies of documents contained in the employee=s personnel file.

26.2 An employee may authorize a representative to review the employee=s personnel file.

26.3 An employee who disagrees with their evaluator=s statements or conclusions with respect to their employee evaluation report shall have the right to review such evaluation report with the City=s Personnel Director and, upon request, shall have the right to have an Organization representative present.

The employee may also attach a written rebuttal to the employee evaluation, providing it is done within thirty (30) days of the employee=s receipt of the evaluation.

Packet Pg. 1183 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 30 26.4 The City will provide an employee with a copy of any negative or derogatory document prior to it being placed in the employee=s personnel file. The employee may attach a written rebuttal to the negative or derogatory document.

26.5 Upon an employee=s request with Department Director approval, the City Manager may seal and or remove any disciplinary element of an employee=s personnel file.

ARTICLE 27: CONTINUING EDUCATION

27.1 Eligible City of Redding employees who complete authorized courses taken for credit with a passing grade may, upon application, be reimbursed for the tuition and cost of required textbooks and required materials, including but not limited to computer software, calculators, videos, but not to include incidentals such as paper, pens and pencils.

27.2 Employees must obtain prior approval from their Department Director and the Personnel Director. Effective upon contract ratification by City Council, reimbursement shall be limited to four hundred dollars ($400) per course (semester/quarter).

ARTICLE 28: MISCELLANEOUS

28.1 Whenever any employee is subpoenaed to testify in court as a result of the employee=s employment and is therefore unable to perform the employee=s regular duties, the employee shall be paid for all regular time lost.

28.2 The City and the Organization recognize the need for, and efficacy of, the City=s Volunteer Program. The scope and intent of the Volunteer Program is described in Council Policy 209. The City and the Organization agree that volunteers will not be used to displace current employees, reduce the current Memorandum of Understanding, or cause cancellation of existing or future Memoranda of Understanding.

The City and the Organization agree to meet at least once during the term of this Memorandum of Understanding to discuss guidelines regarding the use of volunteers.

28.3 The City will pay the cost of fees to maintain professional licenses required by the City to meet the minimum qualifications for the position.

28.4 Classification specifications delineate the major job duties assigned to each classification.

The classification specification is not meant to be an all-encompassing list of the duties employees may be assigned to perform. The wording, “other duties as assigned” is amended to read: “Other duties as assigned within the scope of the job classification.”

28.5 The City and Organization agree to meet and discuss classification changes proposed by the City during the term of the MOU.

ARTICLE 29: SAVINGS PROVISION

29.1 If any provisions of this Memorandum of Understanding are held to be contrary to law by a court of competent jurisdiction, or held to be outside the scope of negotiations, such provisions will not be Packet Pg. 1184 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 31 deemed valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect. Whenever any provision of this Memorandum of Understanding is affected as set forth above, either Party may, by giving written notice to the other within thirty (30) days of the court’s action, open negotiations on the subject of the affected provisions.

ARTICLE 30: EFFECT OF AGREEMENT

30.1 It is understood and agreed that the specific provisions contained in this Memorandum of Understanding shall prevail over City practices and procedures to the extent of a conflict, and that in the absence of specific provisions in this Memorandum of Understanding, such practices and procedures are discretionary.

ARTICLE 31: EMERGENCY PROVISION

31.1 The City retains the right to amend, modify or rescind policies, regulations, and practices referred to in this Memorandum of Understanding in cases of emergency. For the purpose of this Article, an Aemergency@ is defined as an act of God, war, natural or manmade disaster, which interferes with the normal operations of the City.

ARTICLE 32: COMPLETE AGREEMENT

32.1 Except as specifically provided in Article 33, Term, during the term of this Memorandum of Understanding, the Organization expressly waives and relinquishes the right to meet and confer on wages, hours of employment, and terms and conditions of employment, and agrees that the City shall not be obligated to meet and confer with respect to any subject or matter whether referred to or covered in this Memorandum of Understanding or not, even though such subject or matters may not have been within the knowledge or contemplation of either or both the City or the Organization at the time they met and conferred on and executed this Memorandum of Understanding, and even though such subjects or matters were proposed and later withdrawn. Both Parties acknowledge that such waiver and relinquishment as set forth above carries with it the commensurate prohibition for either Party to effect a unilateral change in an employment condition falling within the scope of negotiations under Government Code Section 3500 et. seq.

ARTICLE 33: TERM

33.1 This Memorandum of Understanding shall remain in full force and effect until December 31, 2023July 19, 2025. Parties agree to begin bargaining for a successor MOU no later than August 15, 2023March 1, 2025. Specific meeting dates and times will be set to sufficiently complete the bargaining process by December 31, 2023July 19, 2025. A successor MOU shall only become effective with approval of the City Council of the City.

33.2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect.

Packet Pg. 1185 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 32 33.3 This Memorandum of understanding shall not be amended or supplemented except by agreement of the Parties hereto, reduced to writing and duly signed by each.

Packet Pg. 1186 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6

0.7835262 0.8227025 0.8638376 0.9070295 0.9523810
398 Clerk I $14.28 $15.00 $15.75 $16.54 $17.36 $18.23
397 Clerk II $15.80 $16.59 $17.42 $18.29 $19.21 $20.17
393 Account Clerk I $16.07 $16.88 $17.72 $18.61 $19.54 $20.52 390 Admininstrative Assistant I $17.33 $18.19 $19.10 $20.06 $21.06 $22.12 373 Clerk III $17.33 $18.19 $19.10 $20.06 $21.06 $22.12 370 Account Clerk II $17.76 $18.65 $19.58 $20.56 $21.59 $22.67 377 Administrative Assistant II $19.03 $19.98 $20.98 $22.03 $23.13 $24.29 379 Payroll and Benefits Technician $20.07 $21.07 $22.13 $23.23 $24.39 $25.61 364 Executive Assistant I $20.89 $21.93 $23.03 $24.18 $25.39 $26.66 350 Legal Secretary $20.96 $22.01 $23.11 $24.27 $25.48 $26.76 342 Personnel Technician $21.80 $22.89 $24.04 $25.24 $26.50 $27.83 360 Executive Assistant II $21.80 $22.89 $24.04 $25.24 $26.50 $27.83 349 Legal Assistant $23.04 $24.19 $25.40 $26.67 $28.00 $29.40 ** Effective January 1, 2022, the minimum wage will be $15.00 per hour.

Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Hourly Wage Rate - Salary Step

REDDING INDEPENDENT EMPLOYEES ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-0"

NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 10, 2022
Packet Pg. 1187 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6

0.7835262 0.8227025 0.8638376 0.9070295 0.9523810
398 Clerk I $15.57 $16.35 $17.17 $18.02 $18.93 $19.87
397 Clerk II $17.22 $18.09 $18.99 $19.94 $20.94 $21.98
390 Admininstrative Assistant I $17.85 $18.74 $19.68 $20.66 $21.69 $22.78 393 Account Clerk I $18.77 $19.70 $20.69 $21.72 $22.81 $23.95 373 Clerk III $18.89 $19.83 $20.82 $21.86 $22.96 $24.11 377 Administrative Assistant II $19.60 $20.58 $21.61 $22.69 $23.82 $25.02 370 Account Clerk II $20.73 $21.77 $22.86 $24.00 $25.20 $26.46 364 Executive Assistant I $21.73 $22.81 $23.95 $25.15 $26.41 $27.73 379 Payroll and Benefits Technician $23.53 $24.71 $25.94 $27.24 $28.60 $30.03 342 Personnel Technician $23.88 $25.07 $26.32 $27.64 $29.02 $30.47 360 Executive Assistant II $24.94 $26.19 $27.50 $28.87 $30.32 $31.83 350 Legal Secretary $25.94 $27.24 $28.60 $30.03 $31.53 $33.11 349 Legal Assistant $28.51 $29.93 $31.43 $33.00 $34.65 $36.38 Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Hourly Wage Rate - Salary Step

REDDING INDEPENDENT EMPLOYEES ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-1"

NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 24, 2022
Packet Pg. 1188 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6

0.7835262 0.8227025 0.8638376 0.9070295 0.9523810
398 Clerk I $16.35 $17.17 $18.02 $18.93 $19.87 $20.87
397 Clerk II $18.09 $18.99 $19.94 $20.94 $21.98 $23.08
390 Admininstrative Assistant I $18.74 $19.68 $20.66 $21.69 $22.78 $23.92 393 Account Clerk I $19.70 $20.69 $21.72 $22.81 $23.95 $25.15 373 Clerk III $19.83 $20.82 $21.86 $22.96 $24.11 $25.31 377 Administrative Assistant II $20.58 $21.61 $22.69 $23.82 $25.02 $26.27 370 Account Clerk II $21.77 $22.86 $24.00 $25.20 $26.46 $27.79 364 Executive Assistant I $22.81 $23.95 $25.15 $26.41 $27.73 $29.11 379 Payroll and Benefits Technician $24.71 $25.94 $27.24 $28.60 $30.03 $31.53 342 Personnel Technician $25.07 $26.32 $27.64 $29.02 $30.47 $32.00 360 Executive Assistant II $26.19 $27.50 $28.87 $30.32 $31.83 $33.43 350 Legal Secretary $27.24 $28.60 $30.03 $31.53 $33.11 $34.77 349 Legal Assistant $29.93 $31.43 $33.00 $34.65 $36.38 $38.20 Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Hourly Wage Rate - Salary Step

REDDING INDEPENDENT EMPLOYEES ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-2"

NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 23, 2023
Packet Pg. 1189 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6

0.7835262 0.8227025 0.8638376 0.9070295 0.9523810
398 Clerk I $17.17 $18.02 $18.93 $19.87 $20.87 $21.91
397 Clerk II $18.99 $19.94 $20.94 $21.98 $23.08 $24.24
390 Admininstrative Assistant I $19.68 $20.66 $21.69 $22.78 $23.92 $25.11 393 Account Clerk I $20.69 $21.72 $22.81 $23.95 $25.15 $26.41 373 Clerk III $20.82 $21.86 $22.96 $24.11 $25.31 $26.58 377 Administrative Assistant II $21.61 $22.69 $23.82 $25.02 $26.27 $27.58 370 Account Clerk II $22.86 $24.00 $25.20 $26.46 $27.79 $29.18 364 Executive Assistant I $23.95 $25.15 $26.41 $27.73 $29.11 $30.57 379 Payroll and Benefits Technician $25.94 $27.24 $28.60 $30.03 $31.53 $33.11 342 Personnel Technician $26.32 $27.64 $29.02 $30.47 $32.00 $33.60 360 Executive Assistant II $27.50 $28.87 $30.32 $31.83 $33.43 $35.10 350 Legal Secretary $28.60 $30.03 $31.53 $33.11 $34.77 $36.50 349 Legal Assistant $31.43 $33.00 $34.65 $36.38 $38.20 $40.11 Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Hourly Wage Rate - Salary Step

REDDING INDEPENDENT EMPLOYEES ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-3"

NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 21, 2024
Packet Pg. 1190 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6

0.7835262 0.8227025 0.8638376 0.9070295 0.9523810
951 Personnel Technician $20.47 $21.49 $22.57 $23.70 $24.88 $26.13 Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Effective: July 10, 2022
Hourly Wage Rate - Salary Step

REDDING INDEPENDENT EMPLOYEES ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-0"

NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES CalPERS/PARS RETIREMENT ENHANCEMENT
Packet Pg. 1191 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6

0.7835262 0.8227025 0.8638376 0.9070295 0.9523810
951 Personnel Technician $20.47 $21.49 $22.57 $23.70 $24.88 $26.13 Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Effective: July 24, 2022
Hourly Wage Rate - Salary Step

REDDING INDEPENDENT EMPLOYEES ORGANIZATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "A-1"

NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES CalPERS/PARS RETIREMENT ENHANCEMENT
Packet Pg. 1192 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
####### ####### ###### ###### ###### ###### 0.9523810
124 Senior Civil Engineer $7,558 $7,936 $8,333 $8,750 $9,187 $9,647 $10,129 $10,636 74 Construction Manager $7,080 $7,434 $7,806 $8,196 $8,606 $9,036 $9,488 $9,963 216 City Surveyor $6,872 $7,215 $7,576 $7,955 $8,352 $8,770 $9,209 $9,669 176 Information Technology Supervisor $6,799 $7,139 $7,496 $7,871 $8,265 $8,678 $9,112 $9,567 221 Permit Center Supervisor $6,575 $6,904 $7,249 $7,611 $7,992 $8,391 $8,811 $9,252 222 Development Services Supervisor $6,575 $6,904 $7,249 $7,611 $7,992 $8,391 $8,811 $9,252 200 Network Administrator II $6,339 $6,656 $6,988 $7,338 $7,705 $8,090 $8,494 $8,919 201 Systems Administrator II $6,339 $6,656 $6,988 $7,338 $7,705 $8,090 $8,494 $8,919 6898.18
183 Public Works Supervisor - Water $6,239 $6,551 $6,879 $7,223 $7,584 $7,963 $8,362 $8,780 208 P/W Supervisor - Solid Waste Operations $6,190 $6,500 $6,824 $7,166 $7,524 $7,900 $8,295 $8,710 596 P/W Supervisor Wastewater-Grade V $6,124 $6,431 $6,752 $7,090 $7,444 $7,816 $8,207 $8,618 174 Systems Analyst/Programmer III $6,115 $6,421 $6,742 $7,079 $7,433 $7,804 $8,195 $8,604 171 Senior Accountant $6,023 $6,324 $6,641 $6,973 $7,321 $7,687 $8,072 $8,475 597 P/W Supervisor Wastewater-Grade IV $5,985 $6,284 $6,599 $6,929 $7,275 $7,639 $8,021 $8,422 187 Assistant City Clerk $5,856 $6,149 $6,456 $6,779 $7,118 $7,474 $7,847 $8,240 188 Deputy City Treasurer $5,856 $6,149 $6,456 $6,779 $7,118 $7,474 $7,847 $8,240 211 Code Enforcement Supervisor $5,826 $6,118 $6,424 $6,745 $7,082 $7,436 $7,808 $8,198 161 Inspection Services Supervisor $5,826 $6,118 $6,424 $6,745 $7,082 $7,436 $7,808 $8,198 153 Telecommunications Manager $5,811 $6,102 $6,407 $6,727 $7,063 $7,417 $7,787 $8,177 196 Database Administrator $5,749 $6,037 $6,339 $6,656 $6,988 $7,338 $7,705 $8,090 142 Network Administrator I $5,749 $6,037 $6,339 $6,656 $6,988 $7,338 $7,705 $8,090 143 Systems Administrator I $5,749 $6,037 $6,339 $6,656 $6,988 $7,338 $7,705 $8,090 173 Housing Program Supervisor $5,658 $5,941 $6,238 $6,550 $6,877 $7,221 $7,582 $7,962 168 Public Works Supervisor $5,568 $5,846 $6,138 $6,445 $6,768 $7,106 $7,461 $7,834 229 Systems Analyst/Programmer II $5,546 $5,824 $6,115 $6,420 $6,741 $7,079 $7,432 $7,804 144 Technical Services Supervisor $5,424 $5,695 $5,980 $6,279 $6,593 $6,923 $7,269 $7,632 598 Wastewater Compliance Coordinator $5,394 $5,663 $5,947 $6,244 $6,556 $6,884 $7,228 $7,589 170 Water Conservation Specialist $5,188 $5,448 $5,720 $6,006 $6,307 $6,622 $6,953 $7,301 149 Water Systems Specialist (D3/D4) $5,188 $5,448 $5,720 $6,006 $6,307 $6,622 $6,953 $7,301 147 Utility Field Services Supervisor $5,116 $5,372 $5,640 $5,922 $6,218 $6,529 $6,856 $7,198 160 Facility Supervisor $5,116 $5,372 $5,640 $5,922 $6,218 $6,529 $6,856 $7,198 157 Fleet Shop Supervisor $5,116 $5,372 $5,640 $5,922 $6,218 $6,529 $6,856 $7,198 100 Wastewater Laboratory Supervisor $5,051 $5,304 $5,569 $5,847 $6,140 $6,447 $6,769 $7,107 228 Systems Analyst/Programmer I $5,030 $5,282 $5,546 $5,823 $6,115 $6,420 $6,741 $7,078 145 NPDES Coordinator $4,851 $5,094 $5,348 $5,616 $5,896 $6,191 $6,501 $6,826 232 Management Analyst II $5,297 $5,562 $5,840 $6,132 $6,439 $6,761 $7,099 $7,454 235 Crime Analyst $4,810 $5,051 $5,303 $5,568 $5,847 $6,139 $6,446 $6,768 215 Personnel Analyst II $4,810 $5,051 $5,303 $5,568 $5,847 $6,139 $6,446 $6,768 237 Customer Service Supervisor $4,791 $5,030 $5,282 $5,546 $5,823 $6,114 $6,420 $6,741 Monthly Salary Rates - Salary Steps

REDDING INDEPENDENT EMPLOYEES ORGANZIATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-0"

EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: July 10, 2022
Packet Pg. 1193 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
213 Engineering Technician III $4,770 $5,009 $5,259 $5,522 $5,799 $6,088 $6,393 $6,713 210 Senior Housing Specialist $4,760 $4,998 $5,248 $5,510 $5,786 $6,075 $6,379 $6,698 186 Police Services Supervisor $4,386 $4,605 $4,836 $5,078 $5,331 $5,598 $5,878 $6,172 224 Recreation Supervisor II $4,310 $4,525 $4,751 $4,989 $5,238 $5,500 $5,775 $6,064 241 Office Services Supervisor $4,302 $4,517 $4,743 $4,980 $5,229 $5,490 $5,765 $6,053 217 Workflow Coordinator $4,203 $4,413 $4,634 $4,866 $5,109 $5,365 $5,633 $5,914 214 Personnel Analyst I $4,173 $4,382 $4,601 $4,831 $5,072 $5,326 $5,592 $5,872 193 Recreation Supervisor I $3,967 $4,166 $4,374 $4,593 $4,822 $5,064 $5,317 $5,583 242 Box Office Supervisor $3,948 $4,145 $4,352 $4,570 $4,799 $5,038 $5,290 $5,555 250 Executive Assistant to Assistant $3,911 $4,106 $4,312 $4,527 $4,754 $4,991 $5,241 $5,503 City Manager
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding. * Revised salary schedule reflects Unit Mod to UPEC.

Monthly Salary Rates - Salary Steps
Packet Pg. 1194 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
####### ####### ###### ###### ###### ###### 0.9523810
124 Senior Civil Engineer $7,823 $8,214 $8,625 $9,056 $9,509 $9,984 $10,484 $11,008 216 City Surveyor $7,353 $7,720 $8,106 $8,512 $8,937 $9,384 $9,853 $10,346 74 Construction Manager $7,328 $7,695 $8,079 $8,483 $8,907 $9,353 $9,820 $10,311 176 Information Technology Supervisor $7,241 $7,603 $7,983 $8,383 $8,802 $9,242 $9,704 $10,189 183 Public Works Supervisor - Water $7,082 $7,436 $7,808 $8,198 $8,608 $9,038 $9,490 $9,965 596 P/W Supervisor Wastewater-Grade V $6,859 $7,202 $7,562 $7,941 $8,338 $8,754 $9,192 $9,652 221 Permit Center Supervisor $6,772 $7,111 $7,466 $7,840 $8,232 $8,643 $9,075 $9,529 222 Development Services Supervisor $6,772 $7,111 $7,466 $7,840 $8,232 $8,643 $9,075 $9,529 597 P/W Supervisor Wastewater-Grade IV $6,703 $7,039 $7,391 $7,760 $8,148 $8,556 $8,983 $9,432 173 Housing Program Supervisor $6,578 $6,906 $7,252 $7,614 $7,995 $8,395 $8,815 $9,255 200 Network Administrator II $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 201 Systems Administrator II $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 171 Senior Accountant $6,460 $6,783 $7,122 $7,478 $7,852 $8,245 $8,657 $9,090 208 P/W Supervisor - Solid Waste Operations $6,376 $6,695 $7,029 $7,381 $7,750 $8,137 $8,544 $8,971 174 Systems Analyst/Programmer III $6,298 $6,613 $6,944 $7,291 $7,656 $8,039 $8,440 $8,863 187 Assistant City Clerk $6,251 $6,564 $6,892 $7,236 $7,598 $7,978 $8,377 $8,796 188 Deputy City Treasurer $6,251 $6,564 $6,892 $7,236 $7,598 $7,978 $8,377 $8,796 211 Code Enforcement Supervisor $6,001 $6,301 $6,616 $6,947 $7,295 $7,659 $8,042 $8,444 161 Inspection Services Supervisor $6,001 $6,301 $6,616 $6,947 $7,295 $7,659 $8,042 $8,444 598 Wastewater Compliance Coordinator $5,933 $6,230 $6,541 $6,868 $7,212 $7,572 $7,951 $8,348 196 Database Administrator $5,922 $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 142 Network Administrator I $5,922 $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 143 Systems Administrator I $5,922 $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 149 Water Systems Specialist (D3/D4) $5,889 $6,183 $6,492 $6,817 $7,158 $7,516 $7,892 $8,286 215 Personnel Analyst II $5,832 $6,124 $6,430 $6,752 $7,089 $7,444 $7,816 $8,207 153 Telecommunications Manager $5,811 $6,102 $6,407 $6,727 $7,063 $7,417 $7,787 $8,177 168 Public Works Supervisor $5,735 $6,021 $6,322 $6,639 $6,971 $7,319 $7,685 $8,069 229 Systems Analyst/Programmer II $5,713 $5,998 $6,298 $6,613 $6,944 $7,291 $7,655 $8,038 170 Water Conservation Specialist $5,707 $5,993 $6,292 $6,607 $6,937 $7,284 $7,648 $8,031 232 Management Analyst II $5,681 $5,965 $6,264 $6,577 $6,906 $7,251 $7,614 $7,994 144 Technical Services Supervisor $5,587 $5,866 $6,159 $6,467 $6,791 $7,130 $7,487 $7,861 210 Senior Housing Specialist $5,533 $5,810 $6,101 $6,406 $6,726 $7,062 $7,415 $7,786 235 Crime Analyst $5,375 $5,644 $5,926 $6,223 $6,534 $6,860 $7,203 $7,564 147 Utility Field Services Supervisor $5,269 $5,533 $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 160 Facility Supervisor $5,269 $5,533 $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 157 Fleet Shop Supervisor $5,269 $5,533 $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 100 Wastewater Laboratory Supervisor $5,203 $5,463 $5,736 $6,023 $6,324 $6,640 $6,972 $7,321 228 Systems Analyst/Programmer I $5,181 $5,440 $5,712 $5,998 $6,298 $6,613 $6,944 $7,291 213 Engineering Technician III $5,164 $5,422 $5,693 $5,978 $6,277 $6,591 $6,920 $7,266 145 NPDES Coordinator $5,118 $5,374 $5,642 $5,924 $6,221 $6,532 $6,858 $7,201 Monthly Salary Rates - Salary Steps

REDDING INDEPENDENT EMPLOYEES ORGANZIATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-1"

EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: July 24, 2022
Packet Pg. 1195 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
214 Personnel Analyst I $5,060 $5,313 $5,578 $5,857 $6,150 $6,458 $6,781 $7,120 237 Customer Service Supervisor $4,935 $5,181 $5,440 $5,712 $5,998 $6,298 $6,613 $6,943 224 Recreation Supervisor II $4,902 $5,147 $5,405 $5,675 $5,959 $6,257 $6,569 $6,898 186 Police Services Supervisor $4,781 $5,020 $5,271 $5,535 $5,811 $6,102 $6,407 $6,727 241 Office Services Supervisor $4,614 $4,844 $5,087 $5,341 $5,608 $5,888 $6,183 $6,492 193 Recreation Supervisor I $4,513 $4,739 $4,976 $5,224 $5,486 $5,760 $6,048 $6,350 217 Workflow Coordinator $4,329 $4,546 $4,773 $5,012 $5,262 $5,526 $5,802 $6,092 250 Executive Assistant to Assistant $4,067 $4,271 $4,484 $4,708 $4,944 $5,191 $5,450 $5,723 City Manager
242 Box Office Supervisor $3,948 $4,145 $4,352 $4,570 $4,799 $5,038 $5,290 $5,555 126.00
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Monthly Salary Rates - Salary Steps
Packet Pg. 1196 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
####### ####### ###### ###### ###### 0.9070295 0.9523810 124 Senior Civil Engineer $8,214 $8,625 $9,056 $9,509 $9,984 $10,484 $11,008 $11,558 216 City Surveyor $7,720 $8,106 $8,512 $8,937 $9,384 $9,853 $10,346 $10,863 74 Construction Manager $7,695 $8,079 $8,483 $8,907 $9,353 $9,820 $10,311 $10,827 176 Information Technology Supervisor $7,603 $7,983 $8,383 $8,802 $9,242 $9,704 $10,189 $10,699 183 Public Works Supervisor - Water $7,436 $7,808 $8,198 $8,608 $9,038 $9,490 $9,965 $10,463 596 P/W Supervisor Wastewater-Grade V $7,202 $7,562 $7,941 $8,338 $8,754 $9,192 $9,652 $10,134 221 Permit Center Supervisor $7,111 $7,466 $7,840 $8,232 $8,643 $9,075 $9,529 $10,006 222 Development Services Supervisor $7,111 $7,466 $7,840 $8,232 $8,643 $9,075 $9,529 $10,006 597 P/W Supervisor Wastewater-Grade IV $7,039 $7,391 $7,760 $8,148 $8,556 $8,983 $9,432 $9,904 173 Housing Program Supervisor $6,906 $7,252 $7,614 $7,995 $8,395 $8,815 $9,255 $9,718 200 Network Administrator II $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 $9,646 201 Systems Administrator II $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 $9,646 171 Senior Accountant $6,783 $7,122 $7,478 $7,852 $8,245 $8,657 $9,090 $9,544 208 P/W Supervisor - Solid Waste Operations $6,695 $7,029 $7,381 $7,750 $8,137 $8,544 $8,971 $9,420 174 Systems Analyst/Programmer III $6,613 $6,944 $7,291 $7,656 $8,039 $8,440 $8,863 $9,306 187 Assistant City Clerk $6,564 $6,892 $7,236 $7,598 $7,978 $8,377 $8,796 $9,236 188 Deputy City Treasurer $6,564 $6,892 $7,236 $7,598 $7,978 $8,377 $8,796 $9,236 211 Code Enforcement Supervisor $6,301 $6,616 $6,947 $7,295 $7,659 $8,042 $8,444 $8,867 161 Inspection Services Supervisor $6,301 $6,616 $6,947 $7,295 $7,659 $8,042 $8,444 $8,867 598 Wastewater Compliance Coordinator $6,230 $6,541 $6,868 $7,212 $7,572 $7,951 $8,348 $8,766 196 Database Administrator $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 142 Network Administrator I $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 143 Systems Administrator I $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 149 Water Systems Specialist (D3/D4) $6,183 $6,492 $6,817 $7,158 $7,516 $7,892 $8,286 $8,700 215 Personnel Analyst II $6,124 $6,430 $6,752 $7,089 $7,444 $7,816 $8,207 $8,617 168 Public Works Supervisor $6,021 $6,322 $6,639 $6,971 $7,319 $7,685 $8,069 $8,473 229 Systems Analyst/Programmer II $5,998 $6,298 $6,613 $6,944 $7,291 $7,655 $8,038 $8,440 170 Water Conservation Specialist $5,993 $6,292 $6,607 $6,937 $7,284 $7,648 $8,031 $8,432 232 Management Analyst II $5,965 $6,264 $6,577 $6,906 $7,251 $7,614 $7,994 $8,394 144 Technical Services Supervisor $5,866 $6,159 $6,467 $6,791 $7,130 $7,487 $7,861 $8,254 210 Senior Housing Specialist $5,810 $6,101 $6,406 $6,726 $7,062 $7,415 $7,786 $8,175 235 Crime Analyst $5,644 $5,926 $6,223 $6,534 $6,860 $7,203 $7,564 $7,942 147 Utility Field Services Supervisor $5,533 $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 $7,785 160 Facility Supervisor $5,533 $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 $7,785 157 Fleet Shop Supervisor $5,533 $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 $7,785 100 Wastewater Laboratory Supervisor $5,463 $5,736 $6,023 $6,324 $6,640 $6,972 $7,321 $7,687 228 Systems Analyst/Programmer I $5,440 $5,712 $5,998 $6,298 $6,613 $6,944 $7,291 $7,655 213 Engineering Technician III $5,422 $5,693 $5,978 $6,277 $6,591 $6,920 $7,266 $7,630 145 NPDES Coordinator $5,374 $5,642 $5,924 $6,221 $6,532 $6,858 $7,201 $7,561 Monthly Salary Rates - Salary Steps

REDDING INDEPENDENT EMPLOYEES ORGANZIATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-2"

EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: July 23, 2023
Packet Pg. 1197 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
214 Personnel Analyst I $5,313 $5,578 $5,857 $6,150 $6,458 $6,781 $7,120 $7,476 237 Customer Service Supervisor $5,181 $5,440 $5,712 $5,998 $6,298 $6,613 $6,943 $7,291 224 Recreation Supervisor II $5,147 $5,405 $5,675 $5,959 $6,257 $6,569 $6,898 $7,243 186 Police Services Supervisor $5,020 $5,271 $5,535 $5,811 $6,102 $6,407 $6,727 $7,064 241 Office Services Supervisor $4,844 $5,087 $5,341 $5,608 $5,888 $6,183 $6,492 $6,817 193 Recreation Supervisor I $4,739 $4,976 $5,224 $5,486 $5,760 $6,048 $6,350 $6,668 217 Workflow Coordinator $4,546 $4,773 $5,012 $5,262 $5,526 $5,802 $6,092 $6,397 250 Executive Assistant to Assistant $4,271 $4,484 $4,708 $4,944 $5,191 $5,450 $5,723 $6,009 City Manager
126.00
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Monthly Salary Rates - Salary Steps
Packet Pg. 1198 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
####### ####### ###### ###### ####### 0.9070295 0.9523810 124 Senior Civil Engineer $8,625 $9,056 $9,509 $9,984 $10,484 $11,008 $11,558 $12,136 216 City Surveyor $8,106 $8,512 $8,937 $9,384 $9,853 $10,346 $10,863 $11,406 74 Construction Manager $8,079 $8,483 $8,907 $9,353 $9,820 $10,311 $10,827 $11,368 176 Information Technology Supervisor $7,983 $8,383 $8,802 $9,242 $9,704 $10,189 $10,699 $11,233 183 Public Works Supervisor - Water $7,808 $8,198 $8,608 $9,038 $9,490 $9,965 $10,463 $10,986 596 P/W Supervisor Wastewater-Grade V $7,562 $7,941 $8,338 $8,754 $9,192 $9,652 $10,134 $10,641 221 Permit Center Supervisor $7,466 $7,840 $8,232 $8,643 $9,075 $9,529 $10,006 $10,506 222 Development Services Supervisor $7,466 $7,840 $8,232 $8,643 $9,075 $9,529 $10,006 $10,506 597 P/W Supervisor Wastewater-Grade IV $7,391 $7,760 $8,148 $8,556 $8,983 $9,432 $9,904 $10,399 173 Housing Program Supervisor $7,252 $7,614 $7,995 $8,395 $8,815 $9,255 $9,718 $10,204 200 Network Administrator II $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 $9,646 $10,128 201 Systems Administrator II $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 $9,646 $10,128 171 Senior Accountant $7,122 $7,478 $7,852 $8,245 $8,657 $9,090 $9,544 $10,021 208 P/W Supervisor - Solid Waste Operations $7,029 $7,381 $7,750 $8,137 $8,544 $8,971 $9,420 $9,891 174 Systems Analyst/Programmer III $6,944 $7,291 $7,656 $8,039 $8,440 $8,863 $9,306 $9,771 187 Assistant City Clerk $6,892 $7,236 $7,598 $7,978 $8,377 $8,796 $9,236 $9,698 188 Deputy City Treasurer $6,892 $7,236 $7,598 $7,978 $8,377 $8,796 $9,236 $9,698 211 Code Enforcement Supervisor $6,616 $6,947 $7,295 $7,659 $8,042 $8,444 $8,867 $9,310 161 Inspection Services Supervisor $6,616 $6,947 $7,295 $7,659 $8,042 $8,444 $8,867 $9,310 598 Wastewater Compliance Coordinator $6,541 $6,868 $7,212 $7,572 $7,951 $8,348 $8,766 $9,204 196 Database Administrator $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 142 Network Administrator I $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 143 Systems Administrator I $6,529 $6,855 $7,198 $7,558 $7,936 $8,333 $8,749 $9,187 149 Water Systems Specialist (D3/D4) $6,492 $6,817 $7,158 $7,516 $7,892 $8,286 $8,700 $9,135 215 Personnel Analyst II $6,430 $6,752 $7,089 $7,444 $7,816 $8,207 $8,617 $9,048 168 Public Works Supervisor $6,322 $6,639 $6,971 $7,319 $7,685 $8,069 $8,473 $8,896 229 Systems Analyst/Programmer II $6,298 $6,613 $6,944 $7,291 $7,655 $8,038 $8,440 $8,862 170 Water Conservation Specialist $6,292 $6,607 $6,937 $7,284 $7,648 $8,031 $8,432 $8,854 232 Management Analyst II $6,264 $6,577 $6,906 $7,251 $7,614 $7,994 $8,394 $8,814 144 Technical Services Supervisor $6,159 $6,467 $6,791 $7,130 $7,487 $7,861 $8,254 $8,667 210 Senior Housing Specialist $6,101 $6,406 $6,726 $7,062 $7,415 $7,786 $8,175 $8,584 235 Crime Analyst $5,926 $6,223 $6,534 $6,860 $7,203 $7,564 $7,942 $8,339 147 Utility Field Services Supervisor $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 $7,785 $8,174 160 Facility Supervisor $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 $7,785 $8,174 157 Fleet Shop Supervisor $5,809 $6,100 $6,405 $6,725 $7,061 $7,414 $7,785 $8,174 100 Wastewater Laboratory Supervisor $5,736 $6,023 $6,324 $6,640 $6,972 $7,321 $7,687 $8,071 228 Systems Analyst/Programmer I $5,712 $5,998 $6,298 $6,613 $6,944 $7,291 $7,655 $8,038 213 Engineering Technician III $5,693 $5,978 $6,277 $6,591 $6,920 $7,266 $7,630 $8,011 145 NPDES Coordinator $5,642 $5,924 $6,221 $6,532 $6,858 $7,201 $7,561 $7,939 Monthly Salary Rates - Salary Steps

REDDING INDEPENDENT EMPLOYEES ORGANZIATION

SUPERVISORY/CONFIDENTIAL UNIT
EXHIBIT "B-3"

EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES Effective: July 21, 2024
Packet Pg. 1199 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Classification 1 2 3 4 5 6 7 8
214 Personnel Analyst I $5,578 $5,857 $6,150 $6,458 $6,781 $7,120 $7,476 $7,849 237 Customer Service Supervisor $5,440 $5,712 $5,998 $6,298 $6,613 $6,943 $7,291 $7,655 224 Recreation Supervisor II $5,405 $5,675 $5,959 $6,257 $6,569 $6,898 $7,243 $7,605 186 Police Services Supervisor $5,271 $5,535 $5,811 $6,102 $6,407 $6,727 $7,064 $7,417 241 Office Services Supervisor $5,087 $5,341 $5,608 $5,888 $6,183 $6,492 $6,817 $7,157 193 Recreation Supervisor I $4,976 $5,224 $5,486 $5,760 $6,048 $6,350 $6,668 $7,001 217 Workflow Coordinator $4,773 $5,012 $5,262 $5,526 $5,802 $6,092 $6,397 $6,716 250 Executive Assistant to Assistant $4,484 $4,708 $4,944 $5,191 $5,450 $5,723 $6,009 $6,310 City Manager
126.00
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Monthly Salary Rates - Salary Steps
Packet Pg. 1200 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

EXHIBIT “C”

RIEO - LINES OF PROGRESSION

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Account Clerk I Clerk II
Clerk I
Cashier
Account Clerk II Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accountant I Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accountant II Accountant I
Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Accounting Specialist Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Administrative Assistant I Clerk III Clerk II
Clerk I
Administrative Assistant II Administrative Assistant I
Clerk III
Clerk II
Clerk I
Administrative Intern
Assistant City Clerk Secretary to the City Manager
Executive Assistant to the Assistant City
Manager
Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Assistant Engineer Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Packet Pg. 1201 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Assistant Planner Assistant
Redevelop/Community
Project Coordinator –
Community Services
Assistant Project
Coordinator – Housing
Assistant Redevelop/Community Project Coordinator –
Community Services
Assistant Planner
Assistant Project
Coordinator – Housing
Assistant Project Coordinator – Housing Assistant Planner Assistant Project
Coordinator – Community
Services
Assistant Project Coordinator – Information Technology
Associate Civil Engineer Assistant Engineer
Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Associate Environmental Specialist
Associate Planner Associate
Redevelop/Community
Project CoordinatorHousing
Transportation Planner
Assistant Redevelop/Community Project
Coordinator - Housing
Assistant Planner
Associate Redevelop/Community Project Coordinator –
Community Services
Associate Planner
Transportation Planner
Associate Project
Coordinator - Housing
Assistant Redevelop/Community Project
Coordinator – Community Services
Assistant Planner
Assistant Project Coordinator - Housing
Associate Project Coordinator – Housing Associate Planner Transportation Planner
Associate Project
Coordinator – Community
Services
Assistant Project Coordinator –Housing
Assistant Project Coordinator –
Community Services
Assistant Planner
Associate Project Coordinator – Information Technology Assistant Project Coordinator – Information Technology
Box Office Supervisor Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Cashier
Building Inspector Neighborhood Preservation
Officer
Packet Pg. 1202 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Business License Specialist Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Buyer Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Clerk I
Clerk II Clerk I
Clerk III Clerk II
Clerk I
Code Enforcement Supervisor Plans Examiner
Senior Building Inspector
Building Inspector
Neighborhood Preservation Officer
Communication Marketing Coordinator Graphic Designer II Graphic Designer I
Computer Support Specialist I
Computer Support Specialist II Computer Support Specialist I Computer Support Specialist III Computer Support Specialist II Computer Support Specialist I
Computer/Network Technician I Computer Support Specialist I Computer/Network Technician II Computer/Network Technician I Computer Support Specialist I
Computer/Network Technician III Computer/Network Technician II Computer/Network Technician I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Contract Compliance Technician Administrative Assistant II Account Clerk II
Administrative Assistant I
Clerk III
Account Clerk I
Clerk II
Clerk I
Convention Sales Representative Tourism Development
Representative
Coordinator of Volunteers
Crime Analysis Technician
Crime Analyst Crime Statistician
Crime Scene Technician
Crime Statistician Crime Analysis Technician
Packet Pg. 1203 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Customer Service Representative Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
City Surveyor Assistant Engineer
Senior Survey Party Chief
Survey Party Chief
Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Data Entry Operator
Database Administrator
Deputy City Treasurer Management Analyst II
Management Analyst I
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Development Services Technician I Clerk III
Clerk II
Clerk I
Development Services Technician II Development Services Technician I Clerk III
Clerk II
Clerk I
Development Services Technician III Development Services Technician II Development Services Technician I
Clerk III
Clerk II
Clerk I
Electric Utility Distribution Technician I Engineering Technician I Engineering Aid
Junior Engineering Aid
Electric Utility Distribution Technician II Engineering Technician II Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Packet Pg. 1204 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Electric Utility Distribution Technician Supervisor Electric Utility Senior Information Analyst
Engineering Technician III
Electric Utility Distribution Technician II
Engineering Technician II
Electric Utility Distribution Technician I
Engineering Technician I
Engineering Aid
Electric Utility Senior Information Analyst Senior GIS Analyst Engineering Technician III
Electric Utility Distribution Technician II
GIS Analyst II
Engineering Technician II
Electric Utility Distribution Technician I
GIS Analyst I
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Energy Conservation Specialist Energy Services Rebate Specialist Energy Services Rebate Specialist Clerk III
Clerk II
Clerk I
Engineering Aid Junior Engineering Aid
Engineering Technician I Engineering Aid
Engineering Technician II Engineering Technician I
Engineering Aid
Junior Engineering Aid
Engineering Technician III Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Executive Assistant I Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Executive Assistant II Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Executive Assistant to Assistant City Manager Executive Assistant II Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Facility Supervisor
Fire Prevention Specialist
Fleet Shop Supervisor
GIS Analyst I
GIS Analyst II GIS Analyst I
Packet Pg. 1205 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Graphic Designer I
Graphic Designer II Graphic Designer I
Housing Program Supervisor Housing Specialist II
Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Housing Specialist I Housing Technician
Clerk III
Clerk II
Clerk I
Housing Specialist II Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Housing Technician Clerk III
Clerk II
Clerk I
Industrial Waste Analyst
Information Technology Supervisor Systems Administrator I Systems Administrator II
Network Administrator I
Network Administrator II
Database Administrator
Systems Analyst/Programmer III
Systems Analyst/Programmer II
Computer Network Technician III
Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Network Technician II
Computer Network Technician I
Computer Support Specialist I
Inspection Services Supervisor Plan Check Engineer
Plans Examiner
Senior Building Inspector
Building Inspector
Janitor
Junior Engineering Aid
Landscape Planning Specialist
Legal Assistant Executive Assistant II
Legal Secretary
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Packet Pg. 1206 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Legal Secretary Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
Mail Courier
Management Analyst I Accountant I Accounting Specialist Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Management Analyst II Accountant II Management Analyst I Accountant I
Accounting Specialist
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Neighborhood Preservation Officer Building Inspector
Network Administrator I Systems Administrator I Computer/Network Technician III Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Network Administrator II Systems Administrator II Network Administrator I Systems Administrator I
Computer/Network Technician III
Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
NPDES Coordinator
Office Services Supervisor Executive Assistant II
Executive Assistant I
Administrative Assistant II
Administrative Assistant I
Clerk III
Clerk II
Clerk I
P/W Supervisor – Solid Waste Operations Public Works Supervisor P/W Supervisor Wastewater – Grade IV Working Supervisor - Wastewater Senior Wastewater Plant Operator
Wastewater Plant Operator
Packet Pg. 1207 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
P/W Supervisor Wastewater – Grade V Public Works Supervisor Wastewater – Grade IV
Working Supervisor – Wastewater
Senior Wastewater Plant Operator
Wastewater Plant Operator
Parking Violation Officer
Payroll and Benefits Technician Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Permit Center Supervisor Senior Plan Checker
Plans Examiner
Senior Building Inspector
Building Inspector
Personnel Analyst I Personnel Technician
Payroll & Benefits Technician
Clerk III
Clerk II
Clerk I
Personnel Analyst II Personnel Analyst I
Personnel Technician
Payroll & Benefits Technician
Clerk III
Clerk II
Clerk I
Personnel Technician Payroll & Benefits Technician
Clerk III
Clerk II
Clerk I
Plan Check Engineer Senior Plan Checker
Plans Examiner
Senior Building Inspector
Building Inspector
Plans Examiner Senior Building Inspector
Building Inspector
Police Records Technician I Clerk III
Clerk II
Clerk I
Police Records Technician II Police Records Technician I Police Services Supervisor Police Records Technician I
Police Records Technician II
Clerk III
Clerk II
Clerk I
Project Coordinator Associate Civil Engineer
Assistant Engineer
Engineering Technician III
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Packet Pg. 1208 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Public Works Inspector Engineering Technician III
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Public Works Supervisor
Public Works Supervisor – Water (Treatment) Working Supervisor – Water Senior Water Plant Operator
Water Plant Operator
Public Works Supervisor – Water (Distribution)
Water Systems Specialist D3/D4
Records Specialist I Clerk III
Clerk II
Clerk I
Records Specialist II Records Specialist I
Clerk III
Clerk II
Clerk I
Recreation Supervisor I
Recreation Supervisor II Recreation Supervisor I
Reprographics Technician I Mail Courier
Reprographics Technician II Reprographics Technician I
Mail Courier
Reprographics Technician III Reprographics Technician II Reprographics Technician I
Mail Courier
Safety Specialist
Scale House Attendant I Clerk I
Scale House Attendant II Clerk II Clerk I
Scale House Attendant III Clerk III Clerk I, Clerk II
Senior Accountant Accountant II
Accountant I
Accounting Specialist
Account Clerk III
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Senior Building Inspector Building Inspector
Senior Buyer Buyer
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Packet Pg. 1209 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Senior Civil Engineer Associate Civil Engineer
Assistant Engineer
Engineering Technician III
Engineering Technician II
Engineering Technician I
Senior Fire Protection Plans Examiner Plans Examiner
Senior Building Inspector
Building Inspector
Senior GIS Analyst GIS Analyst II
GIS Analyst I
Senior Housing Specialist Housing Specialist II
Housing Specialist I
Housing Technician
Clerk III
Clerk II
Clerk I
Senior Marketing Specialist Communication Marketing Coordinator Senior Plan Checker Plans Examiner
Senior Building Inspector
Building Inspector
Senior Planner Senior
Redevelop/Community
Project Coordinator –
Community Development
Senior Project Coordinator -
Housing
Transportation Planner
Associate Planner
Associate Redevelop/Community Project
Coordinator – Community
ServicesHousing
Assistant Planner
Assistant Redevelop/Community Project
Coordinator – Community
ServicesHousing
Senior Redevelop/Community Project Coordinator –
Community Services
Senior Planner
Senior Project Coordinator -
Housing
Associate Redevelop/Community Project
Coordinator – Community Services
Transportation Planner
Associate Planner
Assistant Redevelop/Community Project
Coordinator – Community Services
Assistant Planner
Associate Project Coordinator – Housing
Assistant Project Coordinator – Housing
Senior Project Coordinator – Housing Senior Planner
Senior Project Coordinator
– Community Services
Associate Project Coordinator – Housing
Associate Project Coordinator –
Community Services
Transportation Planner
Associate Planner
Assistant Project Coordinator – Housing
Assistant Project Coordinator –
Community Services
Assistant Planner
Senior Project Coordinator – Information Technology Associate Project Coordinator – Information Technology
Assistant Project Coordinator –
Information Technology
Packet Pg. 1210 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Senior Survey Party Chief Survey Party Chief
Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Senior Transportation Planner Transportation Planner
Associate Planner
Associate Project Coordinator –
Community Services
Associate Project Coordinator – Housing
Assistant Planner
Assistant Project Coordinator –
Community Services
Assistant Project Coordinator – Housing
Senior Wastewater Plant Operator – Grade III Wastewater Plant Operator Senior Wastewater Plant Operator – Grade V Wastewater Plant Operator Senior Wastewater Laboratory Technician Wastewater Laboratory Technician Grade II
Wastewater Laboratory Technician
Senior Wastewater Laboratory Technician IV Senior Wastewater Laboratory Technician Wastewater Laboratory Technician Grade
IV
Wastewater Laboratory Technician Grade
III
Wastewater Laboratory Technician Grade
II
Wastewater Laboratory Technician
Senior Water Plant Operator – Grade IVT-4 (D-3) Water Plant Operator – T-4 (D-3) Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Water
Plant Operator Senior Water Plant Operator – Grade VT-5 (D-4) Water Plant Operator - T-5 (D-4) Water Plant Operator – T-4 (D-3)
Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Water
Plant Operator Stage Technician
Student Aid
Survey Party Chief Engineering Technician III
Public Works Inspector
Engineering Technician II
Engineering Technician I
Engineering Aid
Junior Engineering Aid
Systems Administrator I Network Administrator I Computer/Network Technician III Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Packet Pg. 1211 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Systems Administrator II Network Administrator II Systems Administrator I Network Administrator I
Computer/Network Technician III
Computer Support Specialist III
Computer Support Specialist II
Computer/Network Technician II
Computer/Network Technician I
Computer Support Specialist I
Systems Analyst/Programmer I Computer Support Specialist III Computer Support Specialist II
Computer Support Specialist I
Systems Analyst/Programmer II Systems Analyst/Programmer I Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Systems Analyst/Programmer III Systems Analyst/Programmer II Systems Analyst/Programmer I
Computer Support Specialist III
Computer Support Specialist II
Computer Support Specialist I
Technical Director Stage Technician
Technical Intern
Technical Services Supervisor Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Telecommunications Manager Telecommunication Technician II Telecommunication Technician I
Telecommunications Technician I
Telecommunications Technician II Telecommunications Technician I Tourism Development Representative Convention Sales
Representative Traffic Engineer/Planner
Transportation Planner Associate Planner
Associate
Redevelop/Community
Project Coordinator –
Community Services
Associate Project
Coordinator – Housing
Assistant Planner
Assistant Redevelop/Community Project
Coordinator – Community Services
Assistant Project Coordinator – Housing
Utility Field Services Supervisor Customer Service Supervisor Workflow Coordinator
Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Utility Specialist I
Packet Pg. 1212 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Utility Specialist II Utility Specialist I
Utility Support Technician Clerk III
Clerk II
Clerk I
Wastewater Compliance Coordinator
Wastewater Laboratory Technician
Wastewater Laboratory Technician Grade II Wastewater Laboratory Technician Wastewater Laboratory Technician Grade III Wastewater Laboratory Technician Grade II
Wastewater Laboratory Technician
Wastewater Laboratory Technician Grade IV Wastewater Laboratory Technician Grade III
Wastewater Laboratory Technician Grade
II
Wastewater Laboratory Technician
Wastewater Laboratory Supervisor Wastewater Laboratory Technician Grade III
Wastewater Laboratory Technician Grade
II
Wastewater Laboratory Technician
Wastewater Plant Operator – Grade II Wastewater Plant Operator-in-Training Wastewater Plant Operator – Grade III Wastewater Plant Operator – Grade II Wastewater Plant Operator-in-Training
Wastewater Plant Operator – Grade IV Wastewater Plant Operator – Grade III Wastewater Plant Operator – Grade II
Wastewater Plant Operator-in-Training
Wastewater Plant Operator-in-Training
Water Conservation Specialist Management Analyst II
Management Analyst I
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Water Plant Operator – Grade IIIT-3 (D-2) Water Plant Operator-in-Training Water Plant Operator – Grade IVT-4 (D-3) Water Plant Operator – T-3 (D-2) Water Plant Operator-in-Training
Water Plant Operator – Grade VT-5 (D-4) Water Plant Operator – T-4 (D-3) Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training
Water Plant Operator-in-Training
Water Systems Specialist (D3/D4)
Workflow Coordinator Customer Service Representative
Account Clerk II
Clerk III
Account Clerk I
Clerk II
Clerk I
Cashier
Packet Pg. 1213 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION

SAME (LATERAL)

CLASSIFICATIONS
LOWER

CLASSIFICATIONS
Working Supervisor – Wastewater Plant – Grade III Senior Wastewater Plant Operator – Grade III Senior Wastewater Plant
Operator
Wastewater Plant Operator – Grade III
Wastewater Plant Operator – Grade II
Wastewater Plant Operator-inTrainingWastewater Plant Operator Working Supervisor – Wastewater Plant – Grade IV Senior Wastewater Plant Operator – Grade IV
Senior Wastewater Plant Operator –
Grade III
Wastewater Plant Operator – Grade IV
Wastewater Plant Operator – Grade III
Wastewater Plant Operator – Grade II
Wastewater Plant Operator-inTrainingSenior Wastewater Plant Operator
Wastewater Plant Operator Working Supervisor – Wastewater Plant – Grade V Senior Wastewater Plant Operator – Grade V
Senior Wastewater Plant Operator –
Grade IV
Senior Wastewater Plant Operator –
Grade III
Wastewater Plant Operator – Grade IV
Wastewater Plant Operator – Grade III
Wastewater Plant Operator – Grade II
Wastewater Plant Operator-in-Training
Working Supervisor – Water Plant – Grade IVT-4/V T-5 (D3/D-4)Senior Water Plant Operator – T-5 (D-4) Senior Water Plant Operator – T-4 (D-3)
Water Plant Operator - T-5 (D-4)
Water Plant Operator – T-4 (D-3)
Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Senior
Water Plant Operator
Water Plant Operator
Working Supervisor – Water Plant – Grade VT-5 (D-4) Working Supervisor – Water Plant – T4/T-5 (D-3/D-4) Senior Water Plant Operator – T-5 (D-4)
Senior Water Plant Operator – T-4 (D-3)
Water Plant Operator - T-5 (D-4)
Water Plant Operator – T-4 (D-3)
Water Plant Operator – T-3 (D-2)
Water Plant Operator-in-Training Senior
Water Plant Operator
Water Plant Operator
07/12/2022 5:34 PM07/12/2022 3:41 PM06/16/2022 5:49 PM06/09/2022 5:44 PM01/17/2018 11:02 AM DTSD Packet Pg. 1214 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “D”

CITY OF REDDING HAZMAT RESPONSE PROGRAM

SUPERVISOR/CONFIDENTIAL UNIT
The City of Redding is required to establish procedures for handling accidental releases of hazardous materials from City water and wastewater facilities. The current primary hazardous chemicals of concern include chlorine and sulphur dioxide gases which are utilized at City water and wastewater treatment facilities or other hazardous materials commonly used in water and wastewater facilities in the United States, as well as other chemicals at the treatment facilities now and in the future which do not exceed "potential hazards" as listed in the North American Emergency Response Guidebook, 2000 edition, "Guide Section #124," page 212. A Hazardous Materials Response (HAZMAT) Team has been established to perform work to handle and control leaks or spills requiring close approach to a substance. The team will respond to releases or potential releases of hazardous substances for the purposes of control and stabilization of an incident. The team shall consist of a minimum of five (5) members as follows: one (1) incident commander, two (2) entry personnel, and two (2) decontamination/rescue personnel. Incident Command functions shall normally be conducted by Redding Municipal Utility Managers or RIEO Supervisory/Confidential Unit employees. Entry and decontamination functions shall normally be conducted by water and wastewater treatment plant staff.

If a sufficient number of Redding Municipal Utility Managers or RIEO-affiliated team members are not on site, any team member may be assigned to any role on the team for which they are qualified. In addition, the City may cross-train employees on all functions of the team, regardless of Union or nonUnion affiliation.

In addition to training for and response to hazardous materials releases at wastewater and water treatment facilities, as noted above, team members will train for and respond to hazardous chemical releases outside of Redding Municipal Utilities water and wastewater treatment facilities and within the Redding Fire Jurisdiction requiring the performance of decontamination duties and tasks only, as distinguished from entry and rescue duties and tasks.

Members of the team must be proven qualified and capable of performing during response conditions.

Such conditions may cause high levels of exposure to toxic substances which pose danger to employees and require immediate attention. For those incidents where the substance can be absorbed, neutralized, or otherwise controlled at the time of release by any employee in the immediate release area, or by maintenance personnel, such incidents shall not be considered an emergency response within the scope of this program.

Participation on the team will be voluntary. All members of the team must be willing to actively participate in all required elements of the program.

Training and testing will be paid by the City and conducted during City work hours.

The number of members on the team and the time frame in which additional members will be included will be determined by the City. However, the ratio of RIEO represented team members to non-RIEO represented team members will not be fewer than three to one, excluding Unrepresented Management Employees, provided adequate numbers of RIEO team members are available.

Packet Pg. 1215 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) MINIMUM STANDARDS:

A. Must be a full-time employee with no medical condition, or other conditions, which require(s) any restriction of work duties required of team members. Employees will be removed from the team if they are unavailable or expected to be unavailable for response when called or unfit for duty for a period of at least sixty (60) days.

B. Must successfully pass a pulmonary function test, a respirator fit test and medical history review, as determined by the City's physician. Testing will be paid by the City. If the employee fails any of the said tests and one subsequent retest and chooses to challenge the results, the costs of further testing will be borne by the City, with covered costs limited to one City-approved pulmonary specialist and subsequent tests prescribed by that specialist. During the period of such subsequent testing, but not longer than sixty (60) days, current City-certified team members may participate in all team activities with the exception of those that require donning a self-contained breathing apparatus (SCBA). If the results of such subsequent testing reveal the affected employee cannot be cleared for SCBA and HAZMAT duties, the member shall be removed from the team.

C. Must successfully pass a basic physical fitness test. Testing will consist of medically qualifying with a blood pressure of 150/90 or less and completing the obstacle course at the Stillwater Plant (patterned after the Butte College HAZMAT course) while suited up in a Level "A" response suit. The course will include activities such as moving tools, walking up and down obstacles, opening and closing valves, installing a chlorine repair kit, and simulated victim rescue. The minimum time limit on respirator air will be twenty (20) minutes, and the maximum time on air will be thirty (30) minutes, with a maximum use of 2,500 pounds of air when the ambient air temperature at the staging location is 75 degrees Fahrenheit or lower.

Whenever the ambient air temperature is greater than 75 degrees, an additional 100 pounds of air will be allowed for up to every two (2) degrees Fahrenheit increase in temperature above 75 degrees, so that 76 to 77 degrees would allow 2,600 pounds, 78 to 79 degrees would allow 2,700 pounds, etc. Temperature readings will be rounded to the nearest full degree.

D. Must successfully complete a minimum of twenty-four (24) hours of hazardous materials emergency response training as defined by the California Code of Regulations, Title 8 of the General Industrial Safety Orders Section 5192 Hazardous Materials Technician, including actual corrective response exercises utilizing a self-contained breathing apparatus and a Level "A" response suit. Team members must also successfully complete a minimum of sixteen (16) hours of hazardous materials emergency response training as defined by the California Specialized Training Institute (CSTI) for First Responder Operational-Decontamination.

E. Upon completion of items A through D, above, must participate as a HAZMAT team member during at least one (1) City combined water and wastewater emergency response training exercise.

F. Employee must commit to maintaining physical conditioning as needed to qualify for the team.

To the extent practicable, team members will receive approval from their supervisor to modify work schedules in order to assist employees in maintaining their physical condition.

G. Employee must commit to serving on the team for twelve (12) consecutive months, including active participation in training, planning, and maintenance activities related to the team.

Employee must respond to incidents when called and fit for duty.

Packet Pg. 1216 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) H. Employee must commit to maintaining facial hair such that it does not come between the sealing surface of the face-piece and the face or such that it does not interfere with valve function.

I. Pursuant to California Code Regulations Title 8, General Industrial Safety Orders Section 5192, the City will certify employees who have completed required training and who are eligible to participate on the HAZMAT Team.

MAINTAINING QUALIFICATION: The following standards must be satisfied:

A. Items A, B, C, F, G, and H, above, must be successfully repeated annually, or more often if advised by the City's physician. Any failure will require retesting which, if not successful within sixty (60) calendar days of original failure, will result in City removing the employee from the HAZMAT Team until the employee is re-qualified.

B. Annually, participate as a HAZMAT Team member during at least two (2) different City combined water and wastewater emergency response training exercises, which will be scheduled quarterly, or whenever possible. Medically qualify and properly utilize a SCBA and a Level "A" training suit during at least two of these exercises or during additional obstacle courses as approved by the Water or Wastewater Utility Manager.

C. Annually, participate in at least six (6) of the monthly equipment checks, procedure reviews, or tailgate safety discussions on hazardous material issues of concern with supervisory staff at the employee's primary work site.

D. In addition to Items A, B, and C, above, annually successfully complete a minimum of eight (8) hour HAZMAT re-certification training.

RE-QUALIFICATION: Before being reinstated to the HAZMAT Team, the employee must satisfy the deficiency(ies); provide a medical release for full work duties as approved by the City physician; complete Minimum Standards item "C," above; and meet any requirements defined in this agreement that have lapsed since the last training cycle.

ELIGIBILITY: Effective June 27, 2017 HAZMAT team participants will be selected from the following classifications:

Public Works Supervisor regularly assigned to Water Treatment Public Works Supervisor regularly assigned to Wastewater Treatment Public Works Supervisor regularly assigned to Wastewater Collections Public Works Supervisor regularly assigned to Water Distribution Working Supervisor – Water Plant
Working Supervisor - Wastewater Plant
Senior Water Plant Operator
Senior Wastewater Plant Operator
Water Treatment Operator
Wastewater Treatment Operator
In order to balance and maximize the HAZMAT team’s familiarity with each treatment facility where chlorine or sulfur dioxide are stored, the filling of future treatment plant related vacancies will be done with the objective of achieving the following distribution of ten (10) treatment related positions:

Packet Pg. 1217 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)  Water Treatment – (1) Public Works Supervisor and (3) eligible treatment positions from Water Treatment.
 Stillwater Treatment – (1) Public Works Supervisor and (2) eligible positions from SWTP.
 Clear Creek Treatment – (1) Public Works Supervisor and (2) eligible positions from CCWTP.

The City is willing to meet with RIEO and discuss changes to the RIEO HAZMAT team, as the need arises, if the team is to be reduced, expanded, or there is a delay in filling vacancies. All current team members as of June 27, 2017, will be grandfathered to the team. Once the current Industrial Waste Analyst departs from the team, the City will endeavor to backfill the vacancy with an eligible position from one of the three plants.

It is the City’s intent to balance staffing between the Wastewater and Water Treatment plants, using the maximum number of team members identified at each plant. When vacancies occur, the plant with the least number of team members will be offered the position first. The position will be offered to the most senior person. Should there be two plants with an equal number of team members, but less than the identified number for the plant, the position will be offered to the individual in the qualified position, who has the most seniority. If the most senior candidate is not qualified or does not accept the position the City will strive to fill the position through the lines of progression within the same impacted plant.

The City retains its discretion whether or not vacancies are filled. However, the ratio of RIEO represented team members to non-RIEO represented team members will not be fewer than three to one, excluding Unrepresented Management employees, provided adequate numbers of RIEO team members are available.

If the City decides to fill a vacancy, the City will endeavor to fill the vacant position within 90 days. If it cannot be filled within the 90 days, the City will discuss the matter with RIEO. When a member takes a position outside of the defined eligible staff, that member shall forfeit the position on the team.

City will endeavor to maintain a position on the team for either the Public Works Supervisor Distribution or Public Works Supervisor Collections but not for both.

Newly qualified employees who meet the Minimum Standards will not cause the removal of existing qualified employees who continue to meet the Minimum Standards for the length of any existing qualified employee's one-year commitment.

COMPENSATION: Fully qualified team members who are certified by the City and who continue to remain fully qualified for the team shall receive a six-and-one-half percent (6.5%) pay differential rolled into base compensation.

The City may reduce or increase the number of compensated positions on the HAZMAT response team if it deems such a measure necessary. In such circumstances, the eligibility provisions will govern who is certified and remains on the team. Where there are no team openings, at the supervisor's discretion, individual employees who request team membership and certification and who meet all eligibility criteria may volunteer to participate in selected training activities. These activities include:

Minimum Standards Items B, C, and D (but do not include participation on HAZMAT-related committees). Volunteers will not receive HAZMAT compensation to maintain their qualifications for future openings.

Packet Pg. 1218 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “E”

STANDBY DUTY - CERTIFIED WATER TREATMENT OPERATOR PERSONNEL Pursuant to the Memorandum of Understanding between the City of Redding and the Redding Independent Employees Organization-Clerical, Technical and Professional Unit, certain classifications and positions in the City’s Municipal Utilities services are subject to routine or periodic emergency call-back as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services. In addition, Department Directors, or their designees, will be responsible for determining the circumstances requiring employees to be placed on standby duty periods.

Personnel shall be provided two (2) weeks advance notice of standby duty period. Employees placed on standby duty shall be qualified to safely perform such duties with skill and efficiency.

A. The City will establish a method for employees to volunteer for standby duty periods. Initially, seniority will establish the rolling list with later additions or changes made to the bottom of the list, with the exception of trades per item “G” below. In the event no one volunteers for a standby duty period, the City shall assign an employee to serve. Employees will be assigned based on standby duty served during the previous 12-month period. That is, the employee with the least amount of standby duty will be assigned. Certified Water Treatment Operator personnel will serve on standby duty for intervals up to one (1) week.

B. The employee on standby duty shall be required to carry a cellular telephone and/or pager at all times while on standby duty and remain within sixty minutes response time in order to be available for call-out. Telephone and paging equipment will be supplied by the City.

C. Standby personnel shall be required to be fit-for-duty and shall report to their normal headquarters as soon as possible within sixty (60) minutes. An employee on standby duty may, following notification of their supervisor, take a City vehicle home during the period for which that employee is on standby duty.

D. Standby personnel shall be required to respond unless the employee can provide just cause for not responding. If the employee is unable to respond for any reason, the employee must notify the supervisor as soon as possible. Any employee who is unable to fulfill their commitment to a standby duty period shall forfeit standby compensation for an entire day, twenty-four (24) hour period. An employee on standby duty will be required to respond to call-outs related only to water treatment plan alarms, water quality complaints, or intrusion alarms activated in treatment plant facilities.

E. Compensation for standby duty periods shall be paid as follows: one and one-half (1.5) hours’ overtime for each day on standby and three (3) hours of overtime for fixed holidays except for those holidays designated as floating holidays by the current Memorandums of Understanding.

F. In addition to compensation for standby duty, the overtime provisions of Article 12.6 shall apply if the employee assigned to standby duty is required to respond. Overtime will commence at the time the employee receives the call-out. If any employee receiving a call-out is able to resolve over the telephone the circumstances which gave rise to the call-out without having had to physically respond, that employee shall receive one-half (0.5) hour of overtime compensation.

G. Employees may trade complete standby duty periods at any time up until commencement of the duty period with prior approval of the supervisor.

Packet Pg. 1219 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “F”

STANDBY DUTY - CERTIFIED WASTEWATER TREATMENT

PLANT OPERATOR PERSONNEL
Pursuant to the Memorandum of Understanding between the City of Redding and the Redding Independent Employees’ Organization-Clerical, Technical and Professional Unit, certain classifications and positions in the City’s Municipal Utilities services are subject to routine or periodic emergency call-back as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services. In addition, Department Directors, or their designees, will be responsible for determining the circumstances requiring employees to be placed on standby duty periods. Personnel shall be provided two (2) weeks’ advance notice of standby duty period.

Employees placed on standby duty shall be qualified to safely perform such duties with skill and efficiency.

A. The City will establish a method for employees to volunteer for standby duty periods. Initially, seniority will establish the rolling list with latter additions or changes made to the bottom of the list, with the exception of trades per item “G” below. In the event no one volunteers for a standby duty period, the City shall assign an employee to serve. Employees will be assigned based on standby duty served during the previous 12-month period. That is, the employee with the least amount of standby duty served will be assigned. Certified Wastewater Treatment Operator personnel will serve on standby duty for intervals of up to one (1) week.

B. The employees on standby duty shall be required to carry a cellular telephone or pager at all times while on standby duty and remain within sixty minute response time in order to be available for a call-out. Telephone and paging equipment used for standby duty will be supplied by the City.

C. Standby personnel shall be required to be fit-for-duty and shall report to their normal headquarters as soon as possible within sixty minutes. An employee on standby duty may, following notification of their supervisor, take a City vehicle home during the period for which that employee is on standby duty.

D. Standby personnel shall be required to respond unless the employee can provide just cause for not responding. If the employee is unable to respond for any reason, the employee must notify the supervisor as soon as possible. Any employee who is unable to fulfill their commitment to a standby duty period shall forfeit standby compensation for an entire day, twenty-four (24) hour period. An employee on standby duty will be required to respond to call-outs related to wastewater treatment plant alarms, wastewater quality complaints, or intrusion alarms activated in treatment plant facilities.

E. Compensation for standby duty periods shall be paid as follows: one and one-half (1.5) hours of overtime for each day on standby and three (3) hours of overtime for fixed holidays except for those holidays designated as floating holidays by the current Memorandum of Understanding.

F. Employees may trade complete standby duty periods at any time up until the duty period has begun with prior approval of the supervisor.

Packet Pg. 1220 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CLASSIFICATION CLASSIFICATION
Assistant Engineer Recreation Supervisor I
Assistant Planner Recreation Supervisor II
Assistant Project Coordinator - Community Services Reprographics Technician I Assistant Project Coordinator - Housing Reprographics Technician II Associate Civil Engineer Reprographics Technician III
Associate Environmental Specialist Senior Building Inspector Associate Planner Senior Civil Engineer
Associate Project Coordinator - Community Services Senior Fire Protection Plans Examiner Associate Project Coordinator - Housing Senior Housing Specialist Building Inspector Senior Plan Checker
City Surveyor Senior Planner
Code Enforcement Supervisor Senior Project Coordinator - Community Services Computer/Network Technician I Senior Project Coordinator - Housing Computer/Network Technician II Senior Transportation Planner Computer/Network Technician III Senior Wastewater Laboratory Technician Database Administrator Senior Wastewater Laboratory Technician Grade IV Development Services Technician I Senior Wastewater Plant Operator - Grade IV Development Services Technician II Senior Wastewater Plant Operator- Grade III Development Services Technician III Senior Wastewater Plant Operator - Grade V Engineering Technician I Senior Water Plant Operator - T-4 (D-3) Engineering Technician II Senior Water Plant Operator- T-5 (D-4) Engineering Technician III Senior Survey Party Chief
Facility Supervisor Survey Party Chief
Fire Prevention Specialist Systems Administrator I
Fleet Shop Supervisor Systems Administrator II
Housing Specialist I Traffic Engineer/Planner
Housing Specialist II Transportation Planner
Housing Technician Utility Field Services Supervisor
Industrial Waste Analyst Grade II Wastewater Compliance Coordinator Industrial Waste Analyst Grade III Wastewater Laboratory Technician Inspection Services Supervisor Wastewater Plant Operator - Grade II Janitor Wastewater Plant Operator - Grade III
Landscape Planning Specialist Wastewater Plant Operator - Grade IV Mail Courier Wastewater Plant Operator - Grade V
Network Administrator I Wastewater Plant Operator-in-Training Network Administrator II Water Conservation Specialist
Neighborhood Preservation Officer Water Plant Operator - T-4 (D-3) NPDES Coordinator Water Plant Operator - T-5 (D-4)
P/W Supervisor - Solid Waste Operations Water Plant Operator- T-3 (D-2) P/W Supervisor Wastewater - Grade V Water Plant Operator-in-Training P/W Supervisor Wastewater- Grade IV Water Systems Specialist (D3/D4) Personnel Analyst I Working Supervisor - Wastewater Plant - Grade III Personnel Analyst II Working Supervisor - Wastewater Plant - Grade IV Plan Check Engineer Working Supervisor - Wastewater Plant - Grade V Public Works Inspector Working Supervisor- Water Plant Grade T-4/T-5 (D-3/D-4) Public Works Supervisor Working Supervisor- Water Plant- Grade T-5 (D-4) Public Works Supervisor - Water
Driver Record Information for as long as they hold that same classification.

Rev. 7/12/2022

RIEO CLASSIFICATIONS IN DMV PULL NOTICE PROGRAM
EXHIBIT "G"
Note: Employees in a listed classification prior to December 22, 2008 are exempt from signing an Authorization for Release of Packet Pg. 1221 Attachment: MOU RIEO SC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

MEMORANDUM OF UNDERSTANDING
between

THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and

THE DESIGNATED REPRESENTATIVES
of the

REDDING PEACE OFFICERS ASSOCIATION -

MISCELLANEOUS EMPLOYEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991, to be effective May 12, 1991
AMENDED: September 20, 1994, to be effective September 11, 1994 AMENDED: December 2, 1997, to be effective September 7, 1997 AMENDED: April 3, 2001, to be effective March 4, 2001
AMENDED: July 6, 2004, to be effective June 5, 2004
AMENDED: January 4, 2011, to be effective December 26, 2010 AMENDED: December 15, 2015 to be effective December 16, 2015 AMENDED: February 19, 2019 to be effective February 20, 2019 AMENDED: July 19, 2022, to be effective July 20, 2022
Packet Pg. 1222 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Table of Contents
ARTICLE 1: PREAMBLE.......................................................................................................................................1 ARTICLE 2: RECOGNITION ................................................................................................................................2 ARTICLE 3: ASSOCIATION SECURITY ............................................................................................................3 ARTICLE 4: GRIEVANCE PROCEDURE ...........................................................................................................3 ARTICLE 5: SAFETY..............................................................................................................................................6 ARTICLE 6: DISABILITY AND UNEMPLOYMENT.........................................................................................6 ARTICLE 7: EMPLOYEE STATUS ......................................................................................................................7 ARTICLE 8: WAGES AND CLASSIFICATIONS................................................................................................7 ARTICLE 9: HOURS AND OVERTIME...............................................................................................................9 ARTICLE 10: SENIORITY ...................................................................................................................................11 ARTICLE 11: PROMOTION AND TRANSFER ................................................................................................11 ARTICLE 12: DEMOTION AND LAYOFF ........................................................................................................12 ARTICLE 13: LEAVE OF ABSENCE..................................................................................................................12 ARTICLE 14: EXPENSES .....................................................................................................................................13 ARTICLE 15: SICK LEAVE .................................................................................................................................14 ARTICLE 16: FUNERAL LEAVE........................................................................................................................15 ARTICLE 17: HOLIDAYS ....................................................................................................................................15 ARTICLE 18: VACATIONS..................................................................................................................................17 ARTICLE 19: UNIFORMS....................................................................................................................................18 ARTICLE 20: MISCELLANEOUS.......................................................................................................................19 ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS ........................................................................................20 ARTICLE 22: TERM..............................................................................................................................................24 EXHIBIT “A”: SCHEDULES OF WAGE RATES
EXHIBIT “B”: JOB DEFINITIONS
EXHIBIT “C”: PERFORMANCE STANDARDS
EXHIBIT “D”: SUBSTANCE ABUSE POLICY
NOTE: Amendments to this Memorandum of Understanding effective February 20, 2019 are shown by underlining the new language and striking out the deleted language.

Packet Pg. 1223 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 1 MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 21st day of February, 1989, by and between the designated representatives of the CITY OF REDDING (a public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as the City, and the designated representatives of the Redding Peace Officers Association (a recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as Association; W I T N E S S E T H:

WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of differences that may from time to time arise between them, to promote harmony and efficiency to the end that the City, the Association and the general public may benefit therefrom, and to establish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City;
NOW, THEREFORE, the parties hereto do agree as follows:

ARTICLE 1: PREAMBLE

1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et. seq.) of Division 4 of Title 1 of the Government Code of the State of California.

1.2 It is the policy of the City and the Association not to, and neither party will, interfere with, intimidate, restrain, coerce or discriminate against any employee because of race, color, sex, sexual orientation, citizenship status, marital status, ethnicity, age (for people 40 and older), religion, gender identity, gender expression, genetic information, national origin and ancestry, political affiliation, creed, military or veteran status, physical disability, mental disability, medical condition or any other characteristic protected by state or federal law.

1.3 The City is engaged in rendering services to the public and the City and the Association recognize their mutual obligation for the continuous rendition and availability of such services.

1.4 The duties performed by employees of the City as part of their employment pertain to and are essential to the operation of a municipality and the welfare of the public dependent thereon. During the term of this Memorandum of Understanding, employees shall not partially or totally abstain from the performance of their duties for the City. The Association shall not call upon or authorize employees individually or collectively to engage in such activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging in such activities. Those employees who do individually or collectively, partially or totally abstain from the performance of their duties for the City shall be subject to disciplinary action up to and including discharge from employment without recourse.

1.5 City employees shall perform loyal and efficient work and service and shall use their influence and best efforts to protect the properties of the City and its service to the public and shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its service to the public at all times.

Packet Pg. 1224 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 2 1.6 The City and the Association shall cooperate in promoting harmony and efficiency among City employees. The parties have met and conferred in good faith and have reached agreement on procedures set forth in this Memorandum of Understanding for resolution of disputes between the parties. The Association agrees that it will follow the procedures as set forth in this Memorandum of Understanding or the bargaining process required by the Meyers-Milias-Brown Act and will make every effort to persuade its members to also use the established procedures, rather than to use any other method or forum such as appeals directly to the news media or the City Council for resolution of problems or disputes arising out of this Memorandum of Understanding.

1.7 Notwithstanding anything to the contrary, the Redding Peace Officers’ Association recognizes and accepts the right of City of Redding management to manage the City. This recognition includes acceptance of the fact that the management rights listed below are not subject to either grievance procedures or the meeting and conferring in good faith process provided for by the Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that management rights include, by way of illustration and not by way of limitation, the following: (a) the full and exclusive control of the management of the City; (b) the supervision of all operations, methods, processes and means of performing any and all work, the control of the property and the composition, assignment, direction and determination of the size of its working forces; (c) the right to determine the work to be done by employees; (d) the right to change or introduce new or improved operations, methods, means or facilities; and (e) the right to hire, schedule, promote, demote, transfer, release and lay off employees and the right to suspend, discipline and discharge employees and otherwise to maintain an orderly, effective and efficient operation.

ARTICLE 2: RECOGNITION

2.1 The City recognizes the Association as the “Majority Representative” of all employees of the City Police Department who hold a classification listed on Exhibit “A” of this Memorandum of Understanding. The provisions of this Memorandum of Understanding hereinafter set forth shall apply only to those employees of the City of Redding for whom the Redding Peace Officers’ Association is the established majority representative.

2.2 Official representatives of the Association will be permitted access to City property to confer with City employees on matters of employer-employee relations, but such representatives shall not interfere with work in progress without agreement of Management.

2.3 The City will provide the Association adequate bulletin board space for the purpose of posting thereon matters relating to official Association business.

2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or discriminate against any employee because of the employee’s membership or non-membership in the Association or the employee’s activity on behalf of the Association.

2.5 Any employee, at the employee’s request, shall be permitted representation by an Association representative. The foregoing shall apply to reprimands and disciplinary actions, providing there is not unreasonable delay in obtaining representation.

2.6 Joint Association-Management meetings shall be held as often as agreed upon by the Association and Management. The purpose of these meetings shall be to promote harmony and efficiency and to improve communications between employees and all levels of management.

The meeting agenda shall be determined by those in attendance and there shall be no restrictions Packet Pg. 1225 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 3 on the subject matter, provided the meetings shall not substitute for normal grievance procedures or for formal negotiations between the parties. Those in attendance shall consist of the Association’s Negotiating Committee and the City’s Police Chief, the City’s Personnel Director and such other management personnel as determined by the Personnel Director. The meetings shall be summarized in written minutes. Except that the provisions of this section shall be observed, the meetings shall be self-organizing.

2.7 Whenever the parties are engaged in the periodic meeting and conferring in good faith for the purpose of modifying or amending the provisions of this Memorandum of Understanding, no more than three (3) employees shall participate as Association representatives with no more than two (2) employee representatives being absent from the same shift. In order to avoid hardships on either the City or employee representatives, the City may transfer such employee representatives to day shift duty for the purpose of enabling employees to participate in the meeting and conferring process.

ARTICLE 3: ASSOCIATION SECURITY

3.1 The City shall deduct from their wages, the regular membership dues of employees who are members of the Association and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of California.

3.2 Deductions shall be made from the first and second payroll periods of each month in approximately equal amounts and a check for the total deductions shall be submitted to the Redding Peace Officers’ Association within five (5) working days of the date the deductions are withheld from the employee’s check. Deductions may include individual insurance and benefit programs.

3.3 The form of check-off authorization shall be approved by both the City and the Association. The Association shall notify the City of any employee who has given the Association written authorization for deduction of any Association dues or fees. The Association certifies that it shall collect and will maintain records of individual employee authorizations for deductions of said dues or fees. The Association agrees to notify the City of any changes in employee authorizations to deduct Association dues or fees. The City shall rely on the Association’s certification of any dues and fees authorized by an employee and will not require the Association to provide a copy of the employee’s authorization unless a dispute arises about the existence of terms of the authorization. Any inquiries by employees regarding Association dues or fees should be directed to the Association.

3.4 Indemnity and Refund - The Association shall file with the City an Indemnity Statement wherein the Association shall indemnify, defend and hold the City harmless against any claim made and against any suit initiated against the City on account of Association dues check off or premiums for benefits. In addition, the Association shall refund to the City any amounts paid to it in error upon presentation of supporting evidence.

3.5 In the event that any provision of this article is declared by a court of competent jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such provisions.

ARTICLE 4: GRIEVANCE PROCEDURE
Packet Pg. 1226 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 4 4.1 Any grievance which may arise between the Association or any of its members and the City, with respect to the interpretation or application of any of the terms of this Memorandum of Understanding and with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the provisions of this article, except that such matters as are included in the definition of impasse as set forth in Resolution No. 2012-091 are not a grievance. Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding. Every employee designated by the City to hear the grievance of a subordinate shall have the authority to settle that grievance.

4.2 For matters regarding MOU interpretation the following provisions will apply:

4.2(a) The initial step in the adjustment of a grievance shall be a discussion between the Association’s President or Vice President, or any other person designated by the grievant, and the immediate Management Supervisor directly involved, Division Head or Department Director as applicable, who will answer within ten (10) calendar days. This step shall be started within thirty (30) calendar days of the date of the action complained of or the date the grievant became aware of the incident which is the basis for the grievance. This step may be taken during the working hours of the Association President or Vice President. The foregoing steps may be supplemented by written presentations as well as the oral discussions required above. The notice of the time, date and location of all meetings between the grievant’s representatives and management representatives must be in writing.

4.2(b) Step Two: If the initial step in resolving the grievance (step one) was at a lower administrative level than the Chief of Police, and the grievance was not resolved at Step One, the second step shall be a discussion between the Association’s President or Vice President or representative and the Chief of Police who shall answer within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the Department Director’s answer in Step One.

4.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance, in writing, by the Association President or Vice President or representative to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer, in writing, within ten (10) calendar days. The third step shall be taken within ten (10) calendar days of the date of the answer in Step Two.

4.2(d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer in Step Three.

4.3 For matters regarding disciplinary situations involving more than a reprimand (i.e., discharge, demotion or suspension) the following procedures will apply: 1) Disciplinary grievances must be filed within (10) calendar days of receiving a final Notice of Discipline; 2) Disciplinary grievances shall commence at step 1 of this procedure, at the Chief of Police level, and may continue to step 4. Probationary employees shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding.

4.3 (a) The initial step in resolving the grievance shall be a discussion between the Packet Pg. 1227 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 5 Association’s President or Vice President or representative designated as such by the grievant and the Chief of Police, who shall answer within ten (10) calendar days.

4.3 (b) Step Two: If a grievance is not resolved in the initial step, the second step shall be the presentation of the grievance in writing by the Association President or Vice President or representative designated as such by the grievant to the Personnel Director, who shall answer in writing within ten (10) calendar days. The second step shall be taken within ten (10) calendar days of the date of the answer in the initial step.

4.3 (c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance in writing by the Association President or Vice President or representative designated as such by the grievant to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer in writing within ten (10) calendar days. The third step shall be taken within ten (10) calendar days of the date of the answer in the second step.

4.3 (d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer in step three.

4.3 (e) An arbitrator shall be appointed on each occasion that a grievance is submitted to arbitration. The City and the Association shall mutually agree to the arbitrator. If the City and the Association fail to reach mutual agreement on the appointment of an arbitrator, each side shall submit a list of five (5) names to the other. Each party shall, at a meeting of its representatives, alternately strike a name from the list of ten (10) names. The first party to strike a name shall be determined by lot. At the point in time when one (1) name remains, that person shall be the appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Association. The City and the Association shall pay the compensation and expenses for their respective witnesses. At the Association’s request, the City shall release employees from duty to participate in proceedings.

4.3 (f) The arbitrator shall hold such hearings and shall consider such evidence as to the arbitrator appears necessary and proper. The first hearing shall be held within ninety (90) calendar days of the date of referral to arbitration. The decision of the arbitrator shall be final and binding on the City and the Association and the aggrieved employee, if any, provided that such decision does not in any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.

4.4 Failure by either party to meet any of the aforementioned time limits as set forth in Sections 4.2 (a-d) or 4.3 (a-f) will result in forfeiture by the failing party; except however, that the aforementioned time limits may be extended by mutual written agreement. Grievances settled by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in the settlement of subsequent grievances.

4.5 Notwithstanding the aforementioned procedure, any individual employee shall have the right to present grievances to the City and to have such grievances adjusted without the intervention of the Association, provided that the adjustment shall not be inconsistent with this Memorandum of Understanding, and further provided that the Association’s President shall be given an opportunity to be present at such adjustment.

Packet Pg. 1228 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 6 ARTICLE 5: SAFETY

5.1 The City Council desires to maintain a safe place of employment for City employees and to that end City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work.

5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in its performance.

5.3 Safety meetings will be held upon reasonable notification that either party to this agreement requests one.

ARTICLE 6: DISABILITY AND UNEMPLOYMENT

6.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee, who has completed their initial probationary period, and who is a member of the Public Employees’ Retirement System is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of the employee’s duties, which comes within the application of the Workers’ Compensation and Insurance Chapters of the State Labor Code, the employee shall become entitled, to compensation at the rate of eighty-five percent (85%) of the employee’s regular salary, in lieu of temporary disability payments, if any, which would be payable under the State Labor Code, for the period of such disability but not exceeding six (6) months, or until such earlier date as the employee is retired on permanent disability pension. At the conclusion of six (6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular salary, any Regular employee who is still unable to return to work and is still receiving temporary disability indemnity payments shall become entitled to receive supplemental benefits at the rate of seventy percent (70%) of the employee’s regular salary for the period of such disability but not exceeding six (6) months or until such earlier date as the employee is retired on permanent disability pension through the Public Employees’ Retirement System. In consideration of this benefit, the Regular employee shall pay over to the City any temporary or permanent disability compensation received, whether from Workers’ Compensation, employee group insurance benefits or unemployment compensation benefits provided for under State law, and shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled but has not yet received arising out of such disability, but such payment from the employee to the City from such sources shall not exceed in amount the supplemental benefits paid to the employee by the City in accordance with the provisions of this paragraph.

6.2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee’s ability to perform, with the consent of the employee’s physician. The duration of any such period of temporary work shall be determined by City. Such employee shall be compensated at the then current rate of pay of the employee’s regular classification while engaged in such temporary duties. The City may require an employee being considered for return to work after an absence caused by disability or illness to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically and mentally fit and able to perform the duties of the employee’s position without hazard to himself, or to the employee’s fellow employees, or to the employee’s own permanent health.

6.3 If a third party is found to be responsible for the employee’s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits Packet Pg. 1229 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 7 received as provided for in Section 6.1 not already repaid from the other sources mentioned in Section 6.1 shall be repaid to the City by the employee.

6.4 Vacation and sick leave shall be accrued while a Regular employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers’ Compensation temporary disability compensation as set forth in 6.1 for the period of such disability, but not exceeding one (1) year. All Regular employees who are not in a City paid status and on leave receiving Workers’ Compensation temporary disability benefits shall receive group insurance coverage during the period in which they are receiving temporary disability compensation for up to a maximum of a cumulative total of five (5) years, which includes the period in which the employee is receiving supplemental disability benefits as set forth in 6.1, provided the employee pays his or her share, if any, of the monthly group medical insurance program premium. Holidays which occur during the period for which an employee is receiving temporary disability compensation shall not be recognized by such employee for compensation purposes.

ARTICLE 7: EMPLOYEE STATUS

7.1 Employees will be designated as Regular or Full Time Temporary depending upon the purpose for which they are hired and their length of continuous service with the City.

7.2 A Regular employee is an employee hired for a full time position that has been regularly established as an authorized position and is of indeterminate duration, status code three (3). A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance coverage and items of a similar nature as the employee becomes eligible Regular employees shall serve a probationary period of one (1) year upon initial appointment to Regular status.

Probationary employees shall not be eligible for leave of absence, supplemental benefits for industrial injury, funeral leave for non-immediate family members, educational incentive pay, preference or re-employment rights as a result of demotion or layoff, or items of a similar nature.

An employee’s probationary period shall be extended by the duration of any paid or unpaid absence of ten (10) or more consecutive workdaystwo (2) or more consecutive pay periods. A probationary period may also be extended at the discretion of City management for a period not to exceed three (3)six (6) months for the purpose of enabling a more extensive review and evaluation of a probationary employee prior to the employee obtaining permanent status. A probationary employee shall be notified in writing of such an extension not less than ten (10) working days prior to the expiration of the probationary period.

7.3 A Full Time Temporary employee is defined as an employee hired for occasional or seasonal work for a period not to exceed one thousand (1,000) hours in a fiscal year, status code seven (7). A Full Time Temporary employee shall receive not less than the minimum rate for the job but shall not and will be eligible for sick leave pay per California law, but shall not be eligible for holiday pay, vacation pay, insurance coverage, retirement plan participation, nor shall an employee accrue seniority or promotion and transfer rights, or leave of absence rights. Temporary employees serve at will. If a Full Time Temporary employee is reclassified to Regular status, the employee shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the new status.

ARTICLE 8: WAGES AND CLASSIFICATIONS

8.1(a) Employees shall be paid a wage rate based upon their work performance. Upon initial appointment to a classification, an employee shall normally be paid the lowest wage rate for Packet Pg. 1230 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 8 that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. Notwithstanding the following requirements relative to periods of employment at a salary step, the Chief of Police may recommend salary step increases at an earlier time or more than one step increase at a time. Step increases require City Manager, or his/her designee’s approval and may be granted when an employee achieves an overall performance evaluation rating of Meets Job Standards or higher as follows: After twenty-six (26) full pay periods of employment in each and every successive Compensation Step in the Compensation Ranges listed in Exhibit “A”. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. The effective date of a higher wage step shall be the first day of the pay period following qualification for the new step.

8.1(b) Should an employee wish to appeal a denial of a step increase, the employee may do so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory committee comprised of two (2) representatives designated by the Association and one (1) representative designated by Police management. The committee will consider the appeal and make an advisory recommendation to the Personnel Director whose decision will be final. Such appeal must be made within thirty (30) days of the date of denial of the merit increase.

8.2 Wages shall be paid at bi-weekly intervals on Thursdays for a pay period ending no earlier than the preceding Saturday. If a pay day falls on a holiday, payment shall be made on the preceding workday. All new employees must make arrangements to have their pay deposited to a bank account via electronic transfer.

8.3 When an employee is temporarily assigned to work in a classification higher than the employee’s regular classification, the employee shall be paid at the rate established for the higher classification, with a minimum of four (4) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than four (4) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of the employee’s regular classification, the employee shall be paid at the wage rate of the classification to which the employee is temporarily assigned, which is next higher to the employee’s present wage rate, but not more than the top wage rate of the temporary classification.

8.4 When an employee is temporarily assigned to work in a classification lower than the employee’s regular classification, the employee’s rate of pay will not be reduced.

8.5 For purposes of wage rate progression in a temporary classification, the time worked by an employee in other than the employee’s regular classification shall also be accrued in such temporary classification.

8.6 Attached hereto and made a part hereof is Exhibit “A” titled “Schedule of Wage Rates.”

8.7(a) Attached hereto and made a part hereof is Exhibit “B” entitled “Job Definitions.”

8.7(b) Attached hereto and made a part hereof is Exhibit “C” entitled “Minimum Performance Standards for Community Service Officers, Property and Evidence Technicians, and Crime Scene Technician”;
Packet Pg. 1231 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 9 8.7 (c) Attached hereto and made a part hereof is Exhibit “D” entitled “Substance Abuse Policy.

8.8(a) Whenever any employee is assigned to work a regularly scheduled shift which begins betweenwhere at least 50% of the employee’s regular hours worked falls within 12 Noon and 12:00 Midnight, the employee shall receive shift differential pay of three and one-half percent (3 1/2%), in addition to the employee’s regular hourly pay rate.

8.8(b) Whenever any employee is assigned to work a regularly scheduled shift which begins between 12:00 Midnight and 4:00 a.m., the employee shall receive shift differential pay of five percent (5%), in addition to the employee’s regular hourly pay rate.

8.9 An educational incentive of two and one half percent (2.5%) shall be added to the base pay of those Regular employees with an A.A. or A.S. degree or sixty (60) semester units of credit. Effective on March 4, 2001, five percent (5%) shall be added to the base pay of those Regular employees with a Bachelors degree, or one hundred twenty (120) semester units.

8.10 Bilingual pay of two and one half percent (2 ½%) shall be added to the base pay of qualified employees who have been designated by the Chief of Police, or designee, to utilize bilingual skills.

8.11 For those assignments of Field Training Officer and ID Technician, as identified by the Chief of Police via Personnel Order, a specialty pay of five percent (5%) over base pay will be paid but shall be limited to such time as they are performing that specific function.

8.12 For Community Service Officers, a specialty pay of five percent (5%) over base pay will be paid under the following circumstances: (1) While performing records management and public record request duties related to the body worn camera program and SB 16 legislative mandates; or (2) When assigned to the Detectives Division.

ARTICLE 9: HOURS AND OVERTIME

9.1 All Regular employees will receive full time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the work week.

9.2 Each employee shall report for work at the employee’s regularly established headquarters and shall return thereto at the conclusion of the day’s work and the time spent in traveling between such headquarters and the job site shall be considered as time worked.

9.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic workweek is defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any hour of the day during the workweek. The basic workweek indicated above may be modified by mutual agreement of the City and the affected employee (s) in those situations where such a modification serves the interests of both the City and its employees.

9.4 Overtime is defined as (a) time worked in excess of forty (40) hours in a work week, (b) time worked in excess of eight (8), nine (9), or ten (10) hours as applicable on a scheduled Packet Pg. 1232 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 10 workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter (1/4) hour. Time worked as defined in (a) or (c) above as a result of a shift change shall not be regarded as overtime for compensation purposes. In such cases where the basic workweek has been modified by mutual agreement pursuant to 9.3, these overtime requirements may be waived pursuant to applicable law.

9.5 Working overtime requires prior approval by an immediate supervisor or other City management staff. Overtime compensation shall be paid at a rate equivalent to one and one-half (1½) times the regular rate of pay or, at the employee’s option, the employee may elect to receive time off with pay at the rate of one and one-half (1 ½) hours off for each overtime hour worked. Employees who request compensatory time off with seventy-two (72) hours advance notice will have their request approved provided such leave does not create an “undue hardship,” as outlined in the federal regulations. Requests for compensatory time off without seventy-two (72) hours advance notice may be considered on a case-by-case basis. The maximum compensatory time off available for any employee at any time shall be limited to the maximum allowable CTO accumulation pursuant to the federal Fair Labor Standards Act. In the event overtime is worked when an employee has the maximum accumulation of compensatory time off, two hundred forty (240) hours, the employee shall be paid for the overtime worked as set forth above. Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused compensatory time off previously earned.

9.6 If an employee performs overtime work immediately following the end of the employee’s regular shift, the employee shall be paid overtime compensation only for the actual time worked. Employees who are required to report for work on their non-workdays or on holidays they are entitled to have off or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2)three (3) hours compensation for each call-out, except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period. If an employee who is called for such work outside of the employee’s regular hours on a workday continues to work into the employee’s regular hours, the employee shall be paid overtime compensation only for the actual time worked.

Employees who are required to report for court duty on their non-workdays, a scheduled day off, or on holidays they are entitled to have off shall be paid overtime compensation for the actual time worked, but in no event for less than four (4) hours’ compensation. If an employee is required to report to court on the same day for the same subpoena following an appearance on that subpoena prior to 1200 hours, the employee will be paid actual overtime worked for that subsequent appearance in addition to the minimum overtime compensation paid for the morning appearance.

On multiple subpoenas for the same day employees will be allowed only one minimum overtime claim before 1200 hours and one minimum overtime claim after 1200 hours.

If an employee has received a subpoena for court appearance and the subpoena is subsequently cancelled, the employee shall receive compensation as outlined in this section if the City has not made notice of the cancellation available to the employee by 1800 hours the day preceding the court appearance if such appearance is on the employee’s scheduled work day, or by 1800 hours two days preceding the court appearance if such appearance is on the employee’s non-workday or on a holiday the employee is entitled to have off.

Packet Pg. 1233 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 11 9.7 Overtime shall be distributed as equally as is practicable among those employees who are qualified and available and who volunteer for overtime work and the City shall not require employees who have worked overtime to take equivalent time off during a workday without pay.

9.8 Community Service Officers shall select shift and days off by seniority within classification with the department. Such selection shall be subject to change based on departmental needs and/or administrative adjustments. As much notice as is practical shall be provided when changes, shifts, and days off are made. In the event Management proposes to change shift schedules, the Association will be notified and given the opportunity for input.

9.9(a) Community Service Officers assigned to field operations or the telephone response unit shall select watch and days off by seniority within classification with the Department, except as otherwise provided herein. Shift rotation will be scheduled every four (4) months beginning the first day of the pay period closest to January 1, May 1, and September 1. An officer will not be permitted to remain on a given shift in excess of twelve (12) consecutive months. Community Service Officers may be assigned to days off and a watch based on Departmental needs and/or administrative adjustments. As much notice as is practical will be provided when making assignments based upon Departmental needs and/or administrative adjustments. Any administrative adjustment in assignment made after completion of a watch sign up shall not give an employee the right to bump for another watch, a change in days off, or vacation.

ARTICLE 10: SENIORITY

10.1 Seniority is defined as total length of continuous service with the City. In determining an employee’s seniority, the continuity of the employee’s service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4) failure to return immediately on the expiration of a leave of absence or acceptance of other full time employment while on leave, and (5) absence without pay, without a leave of absence, in excess of three (3) workdays. Continuity of service will not be broken and seniority will accrue when an employee is (a) inducted, enlists or is called to active duty in the Armed Forces of the United States or service in the Merchant Marine or under any Act of Congress which provides that the employee is entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial injury, or (d) on leave of absence. Seniority, as defined in this section, does not apply to preference for shift scheduling or vacation scheduling.

ARTICLE 11: PROMOTION AND TRANSFER

11.1 All promotions and transfers shall be in accordance with standards and procedures as determined by the City.

11.2 All promotions and transfers of employees covered by the Memorandum of Understanding shall be on a probationary basis applicable to the position being filled. At any time during the probationary period of the City may terminate the appointment. If an appointment is terminated, the employee shall be returned to either the employee’s previous classification and pay rate, or some other classification that is mutually acceptable to the employee and the City, except whenever the City discharges the employee from employment with the City. Any unpaid absences during a probationary period shall cause the probationary period to be extended by the length of the absence.

Packet Pg. 1234 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 12 ARTICLE 12: DEMOTION AND LAYOFF

12.1 When it becomes necessary for the City to lay off Regular employees, the City will give employees involved as much notice as possible, but in no event will such employees receive less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given.

12.2 Layoff in all cases due to lack of work will be determined by an employee’s seniority. An employee whose job is being eliminated may elect to displace an employee in a lower paid classification and if the employee’s seniority is greater than that of the employee in the lower paid classification.

12.3 Regular employees who are laid off, or choose to retire rather than be laid off, will be given preference in filling future vacancies for a period up to two (2) years, in the reverse order in which employees were laid off, providing they keep the City advised of their current address.

Notifications of position vacancies shall be by registered mail to the employee’s last known address, as supplied by the employee. Re-employment shall be based upon the laid-off employee’s ability to meet current employment standards. If an employee does not accept re-employment, the employee’s name shall be removed from the re-employment list and the employee shall no longer have re-employment rights. If a laid-off employee is subsequently re-hired off a reemployment list into a classification covered under the terms of this Memorandum of Understanding, the employee’s unpaid sick leave balance, original hire date, and vacation accrual rate shall be reinstated.

12.4 Notwithstanding the provisions of this Article, the City and the Association may agree to other procedures during the term of this Memorandum of Understanding.

ARTICLE 13: LEAVE OF ABSENCE

13.1 Leave of absence may be granted to Regular employees by the City Manager for urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Inability to return to work after an employee’s sick leave has been exhausted will be considered as an urgent and substantial reason and in such cases a leave will be granted.

13.2 A leave of absence will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work.

13.3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee’s return to work after a leave of absence, the employee will be reinstated to the employee’s former position and working conditions, providing that the employee is capable of performing the duties of the former position, except that if there has been a reduction of forces or the employee’s position has been eliminated during said leave, the employee will be returned to the position the employee would be in had the employee not been on a leave of absence.

Packet Pg. 1235 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 13 13.4 An employee’s status as a Regular employee will not be impaired by such leave of absence and the employee’s seniority will accrue.

13.5 If an employee fails to return immediately on the expiration of the employee’s leave of absence or if the employee accepts other full time employment while on leave, the employee will thereby forfeit the leave of absence and terminate the employee’s employment with the City.

13.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group insurance coverage. An employee may, however, at the employee’s option and expense, maintain the employee’s group insurance coverage providing the full monthly premium is received in the Finance Department of the City on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits, an employee’s group insurance may be maintained for up to three (3) calendar months in one 12 month period on the normal premiumsharing formula, providing the employee pays the employee’s share of the premium on a timely basis.

ARTICLE 14: EXPENSES

14.1 Whenever an employee uses his or her personal automobile for the City’s convenience, the employee will be reimbursed therefore at the same rate per mile as established for Unrepresented City employees.

14.2 Whenever employees use their personal vehicle for the employee’s/employer’s convenience for out of City travel on official City business, the total allowance for transportation shall in no case exceed the cost of tourist-class air passage if such service is available. (This would include any additional expenses that would be incurred for lodging, per diem allowances, meals and other expenses.) If air service is not available, the allowance for use of a personal vehicle, shall be subject to authorization by the Finance Officer.

14.3 The City is not responsible for any loss or damage, operating maintenance or repair expenses to personal vehicles used on City business.

14.4 When travel by air has been offered and the employee elects, with Department Director approval, to utilize ground transportation, travel time will be allowed on the same basis as if the employee had traveled by air. The employee will charge to the City only the time that would have been required to make the trip using airline transportation. All time in excess of air travel time will be charged to the employee. Exceptions may be authorized by the Finance Officer in cases where it is beneficial to the City for the employee to use their personal vehicle.

14.5 Employees who have a temporary work assignment at such distance that it is impractical for them to return to their regular place of abode will be allowed actual personal expenses for board and lodging for the duration of such assignment provided they board and lodge at places to be approved by the City. Except in the circumstance described in Section 14.4 above, the time spent by such employees in traveling to such temporary assignment at its beginning, to and from home on holidays and weekends, and from such temporary assignment at its conclusion and any reasonable expense incurred thereby will be paid by the City.

14.6 Meal allowance will be reimbursed at the same rate as established for Unrepresented employees. Meal allowance is included in an individual’s gross wages as determined by the Internal Revenue Service (I.R.S.).

Packet Pg. 1236 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 14 14.7 When meals are included in the registration fees or transportation charges, adjustment of meal allowance will be made.

14.8 Any request for more than the normal meal allowance must be accompanied by a written explanation as to the reason for the excess, a copy of an itemized receipt indicating actual charges for each item purchased, and must be approved by the Finance Officer. Alcoholic beverages are not a reimbursable expense.

14.9 Reimbursement for reasonable costs other than meals and lodging incurred for the following incidental expenses shall be permitted providing such expenses are justified and itemized:

Registration
Tips and other gratuities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses

14.10 Employees will be reimbursed for actual expenses only. Any savings realized by employees by ride sharing, lower accommodation costs, etc., shall accrue to the City.

ARTICLE 15: SICK LEAVE

15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked or on paid leave. (Accrual rate approximately one (1) day per month, or 3.68 hours per pay period.) Full Time Temporary employees (Status 7) will accrue paid sick leave at a rate of one hour for every 30 hours worked which is equivalent to a rate of .033 per hour worked. Full Time Temporary employees (Status 7) will be eligible to use the sick leave accrual on the 90th day of employment, and will be limited to 24 hours or three days of paid sick leave in each year of employment per California state law. A minimum increment of sick leave usage is two hours.

15.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an employee to be present or perform the employee’s duties because of personal physical or mental illness, off duty injury or confinement for medical treatment; (b) personal medical or dental appointments which are impractical to schedule outside of regular working hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family as defined in 16.1, for up to forty (40) hours per incident; and (d) the need to attend sick or injured immediate family members as defined in Section 16.1 for up to forty-eight (48) hours per calendar year.

15.3 Management may require satisfactory evidence of illness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an examination by a physician or physicians approved by City for the purpose of determining that such employee is physically or mentally fit and able to perform the duties of the employee’s former position without hazard to himself or to the employee’s fellow employees or to the employee’s own permanent health. Such examination or examinations shall be at the sole expense of the City, and the employee shall be placed on leave with pay for the purposes of such examination.

Packet Pg. 1237 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 15 15.4 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such and it shall not be counted as a day of sick leave.

15.5 Any employee who, after ten (10) years of continuous service to the City terminates employment, shall be paid at the employer’s regular pay rate for thirty-three and one-third percent (33 1/3%) of the employee’s accumulated sick leave hours. For employees with 15 years or more, but less than twenty (20) years of continuous service, the percentage set forth above shall be increased to forty-five (45) percent. For employees with twenty (20) years or more continuous service the percentage set forth above shall be increased to sixty (60) percent.

15.6 Effective March 15, 2015, upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels described in Section 15.5 above. However, if the sick leave pay out is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash payout as described in Section 15.5 above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

15.7 Whenever any employee exhausts all categories of paid time off as a result of a non-work related illness or injury, with approval of the employee’s Department Director, the Personnel Director and the City Manager, an employee may receive up to eighty (80) hours advanced sick leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the City from subsequent sick leave accruals. If the employee terminates City employment, such advanced sick leave shall be repaid to the City.

ARTICLE 16: FUNERAL LEAVE

16.1 Regular employees who are absent from work due to the death of a member of the employee’s “immediate family” shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours. “Immediate family” as used herein includes only employee’s spouse, children, grandchildren, brothers, sisters, parents, or grandparents of either spouse or other persons who are living in the employee’s immediate household.

16.2 Regular employees who are absent from work to attend the funeral of a person other than an immediate family member shall give as much advance notice as possible and shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed one (1) regularly scheduled work day per funeral. A maximum of twenty-four (24) hours may be utilized for this type of leave in a calendar year.

16.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral leave in order to receive pay for such leave.

ARTICLE 17: HOLIDAYS

17.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holidays off with pay:

Packet Pg. 1238 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 16 DESCRIPTION OF HOLIDAY
Normal Shift Hours
8 9 10
A January 1st X X X
B
The third Monday in January, known as Martin Luther King, Jr.

Day X X X
C Lincoln Day X X X
D The third Monday in February, known as President’s Day X X X E The last Monday in May, known as Memorial Day X X X
F June 19th, known as “Juneteenth” X X X
FG July 4th X X X
GH First Monday in September, known as Labor Day X X X
I The second Monday in October, known as Columbus Day X X X JI November 11th, known as Veteran’s Day X X X
KJ Thanksgiving X X X
LK Friday after Thanksgiving X X X
ML The last half of the normal work shift before Christmas X X X NM December 25th X X X
“X” Means Holiday is observed TOTAL HOLIDAY HOURS PER CALENDAR YEAR 100 112.5 125 If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay to be scheduled in the same manner as vacation days are normally scheduled. Employees who work alternative work schedules commonly known as 9/80’s, 4/5-9’s, or 4/10’s will be entitled to holiday pay for eight (8) or nine (9) hours as applicable. Department minimum staffing levels on all of the above listed holidays is required to ensure appropriate public safety services to the citizens of the City of Redding. For purposes of this article, minimum staffing for holiday overtime purposes includes only those Community Service Officers who are assigned to the Field Operations Division and who are regularly scheduled or otherwise required to report for duty on the holiday. Notwithstanding the foregoing, an employee may take off, with pay, on his or her birthday or anytime during the pay period in which the birthday occurs, or the birthday maybe deferred and scheduled as vacations are normally scheduled. When an employee works on their birthday, the employee shall receive pay at the straight time rate.

17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which event any such employee will, in addition to the employee’s holiday pay, be compensated therefore at the overtime rate of pay for all time worked on such days. An employee may, however, at the employee’s option, elect to observe that holiday at another time to be scheduled in the same manner as vacation days are normally scheduled, in which event any such employee will only be Packet Pg. 1239 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 17 compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday pay for such day.

17.3 If an employee is in a non-pay status on either workday immediately adjacent to the holiday, the employee shall not receive pay for the holiday.

ARTICLE 18: VACATIONS

18.1(a) Regular employees of the City shall accrue vacations with pay as follows:

ACCRUAL

RATE PER

HOUR FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL
RATE

YEARS OF

SERVICE
A .039 Date of
Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
C .068 235th 364th
3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th
4 ½ weeks After 19
F .096 625th
-- 5 weeks After 24

18.1(b) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

18.2(a) Effective September 11, 1994, the maximum vacation time which can be accrued by a Regular employee is four hundred (400) hours.

18.2(b) It is City policy that employees take their normal vacation each year at such time or times as may be approved by the Department.

18.2(c) In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the four hundred (400) hour maximum. In the event of a paid leave of absence due to an illness or injury that is not job related, the Chief of Police may approve the accumulation of vacation hours in excess of the four hundred (400) hour maximum. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was cancelled or from the date the employee returns to work from illness or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period shall be forfeited.

18.3 Vacation cannot be accrued while an employee is in a non-pay status.

18.4 Vacations will be scheduled throughout the calendar year. Employees with greater seniority within classification with the Department will be given preference over those with less seniority in the selection of a vacation period; provided, however, that if the senior employee splits the employee’s vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, the employee’s preferential rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. Vacation scheduling shall be completed at the same time as watch signups.

Packet Pg. 1240 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 18 18.5 The City shall not require an employee to take the employee’s vacation in lieu of sick leave or leave of absence on account of illness.

18.6 If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee’s vacation period, such employee will be entitled to an additional day of vacation and will be compensated for same.

18.7 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused vacation period previously earned.

18.8 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

MINIMUM

ACCRUAL

MAXIMUM

HOURS PAYABLE
120 40
240 80
360 120

18.9 A voluntary vacation donation program is hereby established in which any employee (herein referred to in this policy as the donor) may donate unused vacation hours to another employee (herein referred to in this policy as the recipient); such donation will be made on the basis of value (dollar basis) so that vacation hours from the donor will be converted to dollars and then to the appropriate vacation hour level for the recipient.

The recipient will be required to meet the criteria of having exhausted all paid leave, including advanced sick leave benefits, due to a non-work related injury or illness and not be eligible for long term disability benefits. Donated hours will be posted on a date of receipt basis until the recipient need is met.

Employees requesting to take advantage of this program as a recipient will make application on an approved form signed by their Department Director, Personnel Director, and the City Manager. Employees wishing to donate vacation hours can do so on forms for this use in the Personnel office. All donations will be treated on a confidential basis.

ARTICLE 19: UNIFORMS

19.1 With the exception of newly hired employees, an annual uniform allowance in the amount outlined below shall be paid in equally divided installments on a bi-weekly basis with the City’s regular payroll processing. Newly hired employees upon initial appointment will receive the full amount indicated below. In July following in the employee’s hire date, regardless of time with the Police Department, the employee will begin receiving bi-weekly installments with the regular payroll. The annual uniform allowances shall be as follows, effective upon contract ratification:

Community Service Officer $900.00
Community Work Program Officer $900.00
Packet Pg. 1241 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 19 Property and Evidence Technician $900.00
Crime Scene Technician $900.00

19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to three hundred dollars ($300) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee.

19.3 The City will propose no change in uniform standards during the term of this MOU that will result in increased cost to the employee.

ARTICLE 20: MISCELLANEOUS

20.1 A Regular employee who is summoned for jury duty and is thus unable to perform the employee’s regular duties will be paid for the time lost at the employee’s regular rate of pay.

An employee must be in a paid status on both scheduled workdays immediately adjacent to jury duty leave in order to receive pay for such leave.

20.2 Any employee, at the employee’s request, shall be permitted to review the employee’s own personnel file. The file may not, however, be removed from the Personnel Office.

20.3 An employee who disagrees with the evaluator’s statements or conclusions with respect to the employee evaluation report shall have the right to review such evaluation report with the City’s Personnel Director and, upon request, shall have the right to have an Association representative present. The employee may also attach a written rebuttal to the employee evaluation, providing it is done within thirty days of the employee’s receipt of the evaluation.

20.4 Employee home addresses and telephone numbers will not be released to anyone other than authorized City personnel without the permission of the employee.

20.5 Prior to any negative or derogatory documents being placed in the personnel file, the affected employee shall receive a copy and be given the opportunity to attach a written rebuttal.

20.6 A release time bank is hereby established. Association members may voluntarily donate earned leave time to the time bank for use by Association officials while conducting Association business. Donated time will be deducted from the employee’s earned leave.

20.7 The City will provide appropriate self-defense training for Community Service Officers, as determined by the City from time to time. Such self-defense training will not be construed to mean that Community Service Officers will need such training in normal day to day job situations.

20.8 Employees will be allowed to engage in political activity only during off-duty hours and while out of uniform.

20.9 Whenever disciplinary action is imposed, all documents supporting such discipline shall be provided to the employee.

20.10 Whenever any investigation of alleged misconduct is being undertaken, the employee shall be informed of the nature of the investigation at the beginning of the meeting; the Packet Pg. 1242 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 20 meeting shall be conducted at a reasonable time during the employee’s duty hours; the employee shall be informed in advance of the name, rank, and command of the officer conducting the meeting; no more than two (2) management representatives shall conduct questioning at the same time, and the employee shall not be subjected to offensive language.

20.11 Reference is made to Exhibit “D” titled Substance Abuse Policy. Such substance abuse policy is not subject to the grievance procedure. Any disciplinary action taken, however, against an employee as a result of an alleged violation of the substance abuse policy, will be subject to the grievance procedure.

ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS

21.1 Retirement Plan: All Regular employees are covered by the California Public Employees’ Retirement System (CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement System.

All CalPERS eligible employees, covered, under Tier 1, agree to cost sharing of the CalPERS employer contribution rate in accordance with Government Code Section 20516, as soon as administratively possible. The additional contribution of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective upon CalPERS contract amendment, for Tier 1:
 Increase contribution rate one percent (1%).

Additionally, all CalPERS eligible employees will pay the full cost of the 1959 Survivors’ Benefit Program.
(a) Tier 1 – Employees Considered to be “Classic CalPERS Members” Regular employees hired prior to January 1, 2013, and those considered to be “Classic CalPERS Members” will be covered under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military service credit. The employee contribution of seven percent (7%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.

All CalPERS eligible employees, covered, under Tier 1, agree to cost sharing of the CalPERS employer contribution rate in accordance with Government Code Section 20516, effective July 14, 2019. The additional contribution of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Tier 1 employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20156 as follows:
 One percent (1%), effective July 14, 2019 [total employee contribution of 8%];  An additional 1.125 percent (1.125%) for a total of nine point one two five percent (9.125%), effective as soon as administratively feasible after City Council approval of the successor MOU, [total employee contribution of 9.125%].

Packet Pg. 1243 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 21 Except as provided below, the City will provide employees hired prior to January 5, 2011, with the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit formula for each year of regular City service, any CalPERS service and CalPERS service credit purchased and credited to the employee’s City of Redding CalPERS account while an employee of the City as a supplement to the CalPERS benefit, so long as the employee is vested with five (5) years of City service.

Effective December 27, 2020, all employees eligible for the PARS defined benefit will make a mandatory PARS contribution of 1.71%, on a pre-tax basis per pay period. (b) Tier 2 –Employees hired on or after January 1, 2013, considered to be “New CalPERS Members”
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the employee 1) has not been a member of a California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six months or longer. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military service credit. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.

Employees hired on or after January 5, 2011, will not be eligible for the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit formula. (c) Effective January 3, 2016, Full-Time Temporary employees not included within Section 21.1 above shall be covered by the PARS – 457 Plan. Participating employees will pay one half of the contribution or 3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis. The City will pay the remainder of the contribution or 3.75 percent (3.75%).

21.2(a) Group Health and Welfare Insurance Coverage: All Regular employees are eligible to participate in a group health and welfare insurance benefit program which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for both employee and dependents as indicated below.
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee’s dependents.

The City will pay the full cost of the premiums. More specific benefit information is provided in the carrier booklet.
(2) Health Benefits: Effective January 1, 2017, The the City’s contribution toward the monthly group health and welfare insurance composite premium rate was ninety percent (90%) and the employee began paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan. The City established a Section 125 Plan effective with the first pay period the ten percent (10%) co-share was taken from their pay. This redirected the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, and prescription, dental and vision insurance composite premium rate. Effective December 26, 2011, all eligible employees will receive a ten Packet Pg. 1244 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 22 percent (10%) premium co-share offset in their pay. The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience.

Beginning Calendar Year 2017, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. Employees who do not complete an annual open enrollment group health medical plan selection will remain in the medical plan the employee participated in during the previous plan year.

The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 90% of the “Base Plan” composite rate.

Effective January 1, 2023, all employees participating in the Group Health and Welfare Insurance Plan will pay 20 percent (20%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80 percent (80%). Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.

Effective in January 1, 2023, all active employees will be able to select an optional high deductible plan (medical and prescription only) as an additional lower cost option for group health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan” for the high deductible plan. Retirees are not eligible for the high deductible plan.

The City and the Union agree to meet and confer during the term of this agreement over changes to the group health premium contribution formula/structure when another City of Redding employee group agrees to a change in premium formula/structure.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium) January 1, 2017. Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Prescription Benefit: Coverage also includes a prescription drug card program with co-payments as shown in the following table:

Retail (34 days’ supply) Current
Proposed Co-Pays
Effective 1/1/17
Generic $10.00 $10.00
Brand $40.00 $50.00
No Generic Available $20.00 $20.00
Mail (90 days’ supply)
Packet Pg. 1245 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 23 Generic $20.00 $20.00
Brand $70.00 $100.00
No Generic Available $40.00 $40.00
(3) Dental Benefits: For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Description.
(4) Long Term Disability: For specifics regarding the City’s Long Term Disability Plan, refer to the Benefit Summary Plan Document.
(5) Vision Benefits: For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.

The City may if practicable, modify the group insurance program set forth above by adding utilization review and by creating preferred provider organization programs which create financial incentives for the employee to use such preferred provider services, but do not reduce any current benefit level nor impose any penalty for the employee who elects not to use a preferred provider’s services. Effective July 1, 2011, or when agreed to by the RPOA Sworn employees, whichever is later, health benefits not provided by Blue Shield will no longer be offered.

21.2(b) Tier 1 – Group Health Benefits at Retirement for Employees Hired Prior to January 5, 2011
All active employees hired prior to January 5, 2011, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a 50% proportionate share of costs of the insurance premium should the active employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any retiree hired prior to January 5, 2011, except as set forth above. (Employees who retired prior to July 1, 2001, are eligible for health coverage only.)
(c) Tier 2 – Hired On or After January 5, 2011
All active employees hired on or after January 5, 2011, who retire from the City during the term of this MOU and who have five (5) or more years of City service (and are eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay shall pay a proportionate share of the cost of the insurance premiums in accordance with the following formula: two percent (2%) for every year of active service with the City of Redding up to a maximum of fifty percent (50%) should the employee transitioning to retirement elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in Packet Pg. 1246 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 24 coverage and the retired employee and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. (The City will not contribute payments on behalf of any retiree hired after January 5, 2011, except as set forth above.
(d) Retiring employees who were hired or worked under a different Memorandum of Understanding (MOU) or City Resolution shall be vested with the greatest retiree premium coshare formula in effect and for which that employee qualified for during his or her term of employment.
(e) Beginning Calendar Year 2017, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above in sections 21.2(a) and

21.2(b). Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s proportionate share for payments referenced above in 21.2(a) and 21.2(b) shall apply only to the premium for the “Base Plan.”

21.3 Effective December 26, 2010, the City will deduct $50 from each member’s pay, the first and second pay period per month (totaling $100) pretax, and transmit the funds to the Peace Officers Research Association of California (PORAC) Retiree Medical Reimbursement Trust. The bargaining unit will have the right to increase the deduction for the Trust and/or establish a leave separation contribution during the term of the contract, subject to IRS rules.

21.4 Effective March, 15, 2015, the City will deduct 1% of gross taxable earnings, per pay period, pre-tax, from each members’ compensation and transmit the funds to the VantageCare Retirement Health Savings Plan (RHS). In addition, any eligible sick leave pay out made upon retirement of RPOA Miscellaneous members will be contributed to the VantageCare RHS per Section 15.5 and 15.6. (Note: From side letter March 5, 2015 – section was to be 21.2(d) but needs to be 21.4 instead; added 15.6 reference as well.)

21.5 The City and the Union agree to reopen negotiations if any changes to the Affordable Care Act affect matters within the scope of representation.

ARTICLE 22: TERM

22.1 This Memorandum of Understanding, having taken effect as of the 26th day of January, 1989, shall continue into full force and effect until the 30th day of December 2023 19th day of July, 2025, and thereafter from year to year unless written notice of change or termination shall be given by either party no later than ninety (90) days prior to the expiration date above or the expiration date of any year thereafter, except, however, that it shall only become effective with approval of the City Council of City. The City agrees to hold the initial bargaining session for the successor Memorandum of Understanding within forty-five (45) days after the receipt of the initial proposal of the Association for Miscellaneous Employees, provided that such date is no earlier than ninety (90) days prior to the termination date of the existing Memorandum of Understanding.

Packet Pg. 1247 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) 25 22.2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect.

22.3 This Memorandum of understanding shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

22.4 Any provision of this Memorandum of Understanding which may be in conflict with any Federal or State law, regulation or executive order shall be suspended and inoperative to the extent of and for the duration of such conflict; the balance of this Memorandum of Understanding, however, shall remain in full force and effect.

Packet Pg. 1248 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the day and year first above written.

CITY OF REDDING PEACE OFFICERS ASSOCIATION of

REDDING
s/ Robert M. Christopherson s/ Dave Mundy
Robert M. Christopherson Dave Mundy
City Manager President
s/Charles R. Reynolds s/Steve Allen
Charles R. Reynolds Steve Allen
Director of Labor Relations Labor Representative
s/Robert P. Blankenship s/Michael J. Leonard
Robert P. Blankenship Michael J. Leonard
Chief of Police Negotiator
s/Jesse G. McKinney s/Michael D. Martin
Jesse G. McKinney Michael D. Martin
Police Lieutenant Negotiator
s/James G. Bristow
James G. Bristow
Director of Personnel Services
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
Packet Pg. 1249 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of the 19th of February 2019July 2022, to be effective February 20, 2019July 20, 2022.

CITY OF REDDING REDDING PEACE OFFICERS ASSOCIATION
s/Barry Tippin s/Eddie McGinnis
Barry Tippin Eddie McGinnis
City Manager President
s/Gage Dungy s/Steve Allen
Gage Dungy Steve Allen
Negotiator Negotiator
s/Kelley Martinez s/Kristen Gurley
Kelley Martinez Kristen Gurley
Interim Personnel Director Negotiator
s/Janae Johnson
Janae Johnson
Negotiator
s/Barbara Crumrine
Barbara Crumrine
Negotiator
s/Jennifer Coonfield
Jennifer Coonfield
Negotiator
s/David Sheffield
David Sheffield
Negotiator
Packet Pg. 1250 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “B”: JOB DEFINITIONS

COMMUNITY SERVICE OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and must possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, provide general assistance and direction to the public by way of personal and telephone contacts; respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and residences to determine susceptibility to criminal attack and recommend security precautions; after training, to facilitate neighborhood watch group meetings and other informative public meetings; perform traffic control and related duties; respond to non-hazardous municipal code violations; serve subpoenas and conduct house checks; investigate and report property damage accidents and other collision investigations as necessary; inspect vehicles for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a sworn officer is present; report certain felony crimes against property; preparation of reports and appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and participants of police sponsored community work program; and performs other related duties as assigned.

Additionally, the Community Service Officer may be assigned to the various divisions of the Police Department and their sub-units.

COMMUNITY WORK PROGRAM OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and must possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, plan, coordinate, oversee, and provide general assistance and direction to the public by way of personal and telephone contacts; respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and residences to determine susceptibility to criminal attach and recommend security precautions; after training, to facilitate neighborhood watch group meetings and other informative public meetings; perform traffic control and related duties; respond to non-hazardous municipal code violations; serve subpoenas and conduct house checks; investigate and report property damage accidents and other collision investigation as necessary; inspect vehicles for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a sworn officer is present; report certain felony crimes against property; preparation of reports and appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and participant of law enforcement/correctional and social service community programs; assists police personnel by handling non-hazardous situations, meets the general public in the field and performs other related duties as assigned.

Additionally, the Community Work Program Officer may be assigned to the various division of the Police Department and their sub-units.

Packet Pg. 1251 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CRIME SCENE TECHNICIAN
Under supervision, an employee engaged in performing a wide variety of non-hazardous, nonsworn law enforcement duties. The employee may be required to drive a vehicle and most possess the appropriate State of California driver’s license. Employee’s background of training and education must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and diplomacy. Such duties include, but are not limited to, performing technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions; packaging evidence for storage; ensures proper procedures are followed; photographing a wide variety of situations to ensure proper documentation of the crime scene; preparing reports and records of crime scenes and evidence collected; preparing diagrams; testifying in court regarding the crime scene and the evidence collected; performing duties related to other area of civilian police activities as necessary; reporting to crime scenes to collect evidence on a 24-hour basis as needed and perform related duties as assigned.

PROPERTY AND EVIDENCE TECHNICIAN
Under direction, an employee engaged in the receipt, control, preservation, and disposition of all evidence and property in custody of the Police Department, and the maintenance of records related thereto. The employee’s duties include, but are not limited to, assigning the proper storage location within the property areas, preserving evidentiary integrity of the property, maintaining automated record-keeping systems of all evidence and property, assuring a continual chain of evidence, disposition of miscellaneous property, arranging for destruction of weapons, narcotics, and drugs and performs other related duties as assigned. The employee must be aware and knowledgeable of the law and City rules and regulations relative to property\evidence storage and release. The employee will function as a liaison with other governmental agencies as well as citizens, and must possess clerical, routine typing (30 wpm), bookkeeping and data entry skills. The employee’s background of training and experience shall qualify the employee to perform the duties with skill, efficiency, tact, and diplomacy.

Packet Pg. 1252 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES EXHIBIT “C”

PERFORMANCE EVALUATION INSTRUCTIONS FOR

COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE

TECHNICIANS
INTRODUCTION: Performance standards have been developed and communicated to employees in order to establish clear expectations of work performance.

PERFORMANCE STANDARDS: A set of standards has been developed defining the responsibilities of employees. Regardless of assignment or job title, certain performance standards are expected to be maintained. These standards are intended to clearly define expectations and form the basis upon which performance will be evaluated.

PERFORMANCE EVALUATION: The evaluation form used to rate employee performance has been designed to reflect each of the performance standard categories. In each category, an employee will be rated using the following performance factors: Exceeds Standards, Meets Standards, or Below Standards. A rating which most closely represents an employee’s performance in each category shall be made.

It is important to complete the identifying information requested at the top of the first page of the evaluation form.

RATINGS DEFINED: The following descriptions are supplied to clearly define performance expected in order to earn a specific rating:

Exceeds Standards: Consistently performs above standard.

Meets Standards: Consistently meets the established standard.

Below Standards: Results fall short of meeting job requirements. (Does not meet the standard as noted in the comments section of the evaluation and through prior counseling.)
Not Applicable: Performance standard not applicable to current assignment.

Examples of performance incidents justifying the rating in each, as well as the overall rating, shall be listed in the comments section of the evaluation form.

COMPENSATION: Employees are paid within a wage range. Upon initial appointment, an employee is normally paid the lowest wage rate for that classification. Those employees who receive evaluations indicating they are rated overall Meets or Exceeds Standards will be advanced to the next scheduled wage step.

Any employee who receives an overall Below Standards may be denied a step increase. However, no employee will be “surprised” with a substandard rating, in that a prior counseling session shall have occurred with the employee describing the deficiency and providing time for correction; refer to Standard Performance Policy.

STANDARD PERFORMANCE POLICY: Substandard performance hurts the organization by forcing other employees to carry a greater portion of the day-to-day workload. Every attempt will be made to encourage employees to perform at a level where all standards are being met and/or exceeded. To this end, two clauses have been added to these instructions, as follows:

Packet Pg. 1253 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) CLAUSE #1:
 If an employee is not meeting performance expectations, the employee’s supervisor will meet with the employee to clarify how the employee is perceived not to be meeting the standard.  If Below Standards work is critical enough that the employee’s rating might be adversely affected, the supervisor will inform the employee and together they will develop a plan to correct the deficiency. The plan will be summarized in writing.  If the employee successfully implements the plan and performance is corrected, the employee will be rated as Meets Standards in this element; if not, the employee will not get a Meets Standards rating in that element.

CLAUSE #2:
 If the plan referenced above becomes unattainable, the employee should initiate immediate contact with the employee’s supervisor to review the plan, discuss problem areas or make appropriate adjustments.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE

TECHNICIANS
The following minimum performance standards have been adopted to assist each supervisor in evaluating an employee’s effectiveness. There are three objectives for setting these performance standards:

I. The Improvement of Employee Effectiveness - The performance evaluation report will:

A. Inform the employee of what is expected and how well the employee is meeting those expectations.

B. Give the employee recognition and reward for good work.

C. Measure the employee in terms of job requirements.

D. Stimulate self-development.

E. Help the supervisor decide on pay step increase.

F. Serve as a guide for future personnel actions such as promotions, disciplinary actions, transfers, etc.

II. The Improvement of Supervisory Effectiveness - The performance evaluation report will:

A. Provide for supervision consistency in application of performance standards and evaluation of personnel on all watches.

B. Identify training needs of subordinates in general and individually.

C. Provide the supervisor with a continuous record of the employee’s performance history enhancing the quality of annual performance evaluations.

III. The Improvement of the Personnel Process - The performance evaluation report will:

A. Indicate weaknesses in selection procedures.

B. Elevate employee morale by recognition of competent service.

C. Help the City and Department check on the need for and reasonableness of established performance standards.

D. Provide a check on the accuracy of job descriptions, classifications, recruitment, and selection process.

Packet Pg. 1254 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) E. Indicate training needs and evaluate the effectiveness of training activities which will demonstrate the need for changes in or the clarification of rules, regulations, policies, and procedures.

In addition to the above minimum performance standards, standards have also been developed pertaining to an employee’s specific assignment in various divisions or programs within the department.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO FIELD OPERATIONS I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Self-initiated duties include, but are not limited to:

1. Parking enforcement.

2. Abandoned auto removal.

3. On-view activities such as violations which create no hazard to enforce, illegally posted signs, etc.

4. Assisting beat officers with non-hazardous duties such as vehicle impounds, victim/witness transportation, etc.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

Packet Pg. 1255 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Remain in field until ten minutes to end of shift, but available to end of shift.

Exceptions are to be cleared with supervisor.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Meet or exceed minimum standards of uniform and grooming policy.

H. Notify the Supervisor at the point in the shift where overtime is going to be needed.

I. Comply with court standby policy.

J. Return citizen phone calls as soon as possible.

K. Maintain Department-provided mail slots in useable condition.

L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

M. Follow the chain of command.

N. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

Packet Pg. 1256 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO INVESTIGATIONS
I. PRODUCTIVITY - ALL ASSIGNMENTS
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

WHILE ASSIGNED TO MISSING PERSONS, JUVENILE RUNAWAY FOLLOW-UP AND FINANCIAL CRIMES:

A. A majority of efforts should be directed toward clearance of the cases assigned .

B. Properly manage cases assigned, which include:

1. Case prioritization, working the most critical cases first based on solvability factors or supervisory direction.

2. Maintaining case files which contain case documentation, notes, reports, and any other materials pertinent to the investigation.

3. Keeping supervisors apprised of case status, issues which arise that reflect on the department (positively or negatively), and any problems affecting ability to manage caseload.

PRODUCTIVITY WHILE ASSIGNED TO CRIME PREVENTION:

A. Satisfactory preparation and presentation of Crime Prevention events, programs, and meetings.

B. Maintain communication/cooperation with other City departments and other public and private agencies.

C. Conduct residential and commercial security surveys and attend Police Planning Committee meetings.

D. Provide other Crime Prevention presentations as requested, i.e., robbery, personal safety, gangs, drug awareness, business security, child safety, rape awareness, etc.

E. Assist in the Volunteer Program as needed and conduct volunteer background interviews.

F. Prepare and facilitate Southeast Asian Task Force meetings.

G. Answer miscellaneous Crime Prevention questions via phones, mail, etc., as they arise and update and maintain Crime Prevention calendar.

H. Identify innovative methods to promote community Crime Prevention in the Public and private sector.

PRODUCTIVITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:

A. Plans, organizes, and coordinates activities and availability of resources in an efficient and effective manner.

Packet Pg. 1257 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) B. Prepares work schedules, assigns resources and assists participants with assignments and effectively communicates tasks and expected outcomes.

C. Provides direction and oversees the activities of participants. Work is performed according to standard. Activities are monitored and inspected to ensure quality, timeliness, accuracy and completeness. Problems are resolved in a professional, creative and timely manner.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports in a timely manner as directed by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need arises.

E. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

F. Develop and maintain positive working relationships with allied agencies, i.e., District Attorney’s office, allied law enforcement agencies, parole, schools, etc.

G. Follow the chain of command.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Be aware of victims’ rights and emotional well-being while conducting investigation, and remain sensitive to the needs of victims.

E. Be informed, knowledgeable, and supportive of existing local services and programs for victims.

F. Advise victims of crimes of the status and closing of investigations.

G. Provide assistance to other agencies in a timely manner.

Packet Pg. 1258 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) H. Conduct self in a manner which will not generate sustained complaints or claims against you or the City of Redding.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

IN ADDITION TO ABOVE, WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:

A. Work is conducted in a manner which is most likely to protect self and others from harm.

B. Work is conducted in a manner which is most likely to protect facilities and equipment from damage.

C. Ensures facilities and work locations are free of unsafe conditions in conformance with federal, state, local and departmental safety regulations.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Dress in business attire or uniform. For male CSO’s this means a dress shirt with appropriate tie and dress pants. During hot weather, and with supervisory approval, open-collar shirts may be worn. For female CSO’s this means skirts, dresses, blouses, or dress slacks. Blue denim-type jeans or shorts are not acceptable. The appropriateness of the attire will be at the discretion of the division supervisors and commanders.

B. Arrive for work on time and maintain a schedule approved by Supervisor.

C. Assure Code 7’s do not exceed 60 minutes, including reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, including reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Check department mail folder daily for messages.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible.

J. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

K. Wear pager and have it turned on during on-duty hours.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

Packet Pg. 1259 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle/equipment before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

G. Keep assigned radio or pager charged and in good working order.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO SERVICES
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Work cooperatively with other Department personnel to achieve the overall goals of the Department.

D. Self-initiated duties include, but are not limited to:

1. Answering telephone calls.

2. Computer entries.

3. Assisting with certain clerical functions.

4. Researching Community Service Officer related projects.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, Packet Pg. 1260 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

C. Follow departmental radio communications procedures.

D. Follow Departmental phone procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive in uniform, with all necessary equipment ready for duty.

B. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each. Code 7 break locations must be given to Dispatch.

C. Answer radio or phone when called.

D. Complete assignments and projects by due date or renegotiate with supervisor in advance.

E. Meet of exceed minimum standards of uniform and grooming policy.

F. Notify supervisor at the point in the shift where overtime is going to be needed.

G. Comply with court standby policy.

H. Return citizen phone calls as soon as possible.

I. Maintain Department-provided mail slots in useable condition.

J. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

K. Follow the chain of command.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

Packet Pg. 1261 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep area free of contraband, evidence, and debris.

B. Return equipment used to its proper location.

C. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED AS COURT LIAISON
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. Duties include but are not limited to:

1. All complaint-based reports, arrest reports, and other necessary reports, including correspondence, are processed and delivered to the Shasta County District Attorney’s Office or Court Offices prior to any mandated deadline.

2. All reports, supplements, and crime complaint applications are completed in accordance with Department time requirements.

3. Ensure that all necessary documents are attached to the Court/District Attorney Office copies.

4. Follow-up required by the court officer is completed in a timely manner.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

Packet Pg. 1262 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Assure Code 7s do not exceed 60 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance.

B. Complete assignments and projects by due date or renegotiate with supervisor in advance.

C. Meet of exceed minimum standards of uniform and grooming policy.

D. Notify Supervisor at the point in the shift where overtime is going to be needed.

E. Return citizen phone calls as soon as possible.

F. Maintain Department-provided mail slots in useable condition.

G. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

H. Follow the chain of command.

I. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicle free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen, or damaged departmental equipment while it is in possession.

Packet Pg. 1263 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO

ABANDONED VEHICLE ABATEMENT (AVA) PROGRAM
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries for information and requests for enforcement pertaining to abandoned vehicles.

C. The AVA Community Services Officer is also responsible for:

1. Maintaining AVA records.

2. Public education and awareness presentations.

3. Preparation of lien sale paperwork for volunteer.

4. Conduct inspections of vehicle inventory at department’s impound/storage yard to determine vehicle status and complete preparations for vehicles to be released.

5. Completing AVA quarterly and fiscal year reports.

6. Advising vehicle/property owners within required time frames of their responsibility for removing vehicles.

D. Self-initiated duties include, but are not limited to:

1. Identifying and tagging abandoned vehicles.

2. Abandoned vehicle removal.

3. Assisting beat officers with non-hazardous duties such as vehicle impounds, traffic control, etc., if no one else is available.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

Packet Pg. 1264 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Complete assignments and projects by due date or renegotiate with supervisor in advance.

F. Meet or exceed minimum standards of uniform and grooming policy.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible.

J. Maintain Department-provided mail slots in useable condition.

K. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

L Follow the chain of command.

M. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

Packet Pg. 1265 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY SERVICE OFFICERS ASSIGNED TO TRAFFIC UNIT
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

B. A majority of efforts should be in response to citizen inquiries and requests for information regarding criminal and civil matters as it pertains to police services.

C. Duties include, but are not limited to:

1. Traffic accidents, assist on 11-80’s and fatals.

2. Set up and maintenance of SMART trailers.

3. Assist with Abandoned Vehicle Abatement when needed.

4. Prepare/Conduct public presentations as needed.

5. Assist with special education programs.

6. Assist with special events.

II. REPORTS
A. Follow agency format and guidelines, see Attachment “A.” B. Complete reports by the end of watch unless approved by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon first submittal to supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

Packet Pg. 1266 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas/situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for duty.

B. Be on the street within five minutes after briefing unless approved otherwise by Supervisor.

C. Assure Code 7’s do not exceed 30 minutes, excluding reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, excluding reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

D. Answer radio when called or Dispatch should be advised of location and status.

E. Remain in field until ten minutes to end of shift, but available to end of shift.

Exceptions are to be cleared with supervisor.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Meet or exceed minimum standards of uniform and grooming policy.

H. Notify the Supervisor at the point in the shift where overtime is going to be needed.

I. Comply with court standby policy.

J. Return citizen phone calls as soon as possible.

K. Maintain Department-provided mail slots in useable condition.

L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report room, and squad room, etc., in a neat condition.

M. Follow the chain of command.

N. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

Packet Pg. 1267 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) ATTACHMENT “A”

ELEMENTS NECESSARY FOR A COMPLETE INVESTIGATION

1. All pertinent blocks on the face page of the report shall be filled in.

2. RP/Victim information on the face sheet shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone and current business phone if any.

3. Witness information shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone, and current business phone number if available.

4. Suspect information shall contain the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, height, weight, hair color and length, eye color, distinguishing features to include but not limited to marks/scars and tattoos, driver’s license number, social security number, clothing description if applicable, last known address, home phone and business phone if available.

In cases such as Missing Persons or Runaway Juveniles where victim information is critical, the following should be included on the face page and supply the same information as is required for a suspect lead:

5. The elements of the crime being investigated must be clearly established and documented in the report. If the crime is a specific intent crime, the specific intent must be established and documented in the report.

6. A complete and thorough statement must be obtained from every RP, victim, witness, and suspect which is contacted. Attempts should be made to contact those involved parties who are not present at the time. If contact is not made, a notation should be included in the report that an attempt was made to contact that person and the reason for the lack of contact (i.e., suspect unable to be located).

7. An attempt must be made to look for and collect all evidence of the criminal act. The attempt and the act of collection must be elaborated in the report. To state “No evidence was located” is not sufficient. You must state what steps you took to locate and collect evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for latent prints). If you are unable to look for or collect evidence, you must state the reason in your report (i.e., unable to dust for prints due to the surface of the car being wet from the rain).

8. You must indicate in your report what specifically was done with the evidence (i.e., it was placed in the property room or it was mailed to DOJ). If appropriate, the evidence collected must be listed on the back of the face sheet of the report as “H”.

9. All supporting documents of the crime or information about the suspect as 10-28’s, L1’s, rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be completed and attached to the report.

10. The report must contain proper grammar, spelling, and sentence structure.

Packet Pg. 1268 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

11. Reports must be clearly written so the facts of the case can be easily understood.

12. Reports must be concise. Repetitive statements and information not relevant to the case should be excluded.

13. All pertinent blocks on the face page of the report shall be filled in.

14. RP/Victim information on the face sheet shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone and current business phone if any.

15. Witness information shall include the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, current street address, current home phone, and current business phone number if available.

16. Suspect information shall contain the following information if available: Last name, first name, middle name, AKA’s if any, sex/race, DOB, height, weight, hair color and length, eye color, distinguishing features to include but not limited to marks/scars and tattoos, driver’s license number, social security number, clothing description if applicable, last known address, home phone and business phone if available.

In cases such as Missing Persons or Runaway Juveniles where victim information is critical, the following should be included on the face page and supply the same information as is required for a suspect lead:

17. The elements of the crime being investigated must be clearly established and documented in the report. If the crime is a specific intent crime, the specific intent must be established and documented in the report.

18. A complete and thorough statement must be obtained from every RP, victim, witness, and suspect which is contacted. Attempts should be made to contact those involved parties who are not present at the time. If contact is not made, a notation should be included in the report that an attempt was made to contact that person and the reason for the lack of contact (i.e., suspect unable to be located).

19. An attempt must be made to look for and collect all evidence of the criminal act. The attempt and the act of collection must be elaborated in the report. To state “No evidence was located” is not sufficient. You must state what steps you took to locate and collect evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for latent prints). If you are unable to look for or collect evidence, you must state the reason in your report (i.e., unable to dust for prints due to the surface of the car being wet from the rain).

20. You must indicate in your report what specifically was done with the evidence (i.e., it was placed in the property room or it was mailed to DOJ). If appropriate, the evidence collected must be listed on the back of the face sheet of the report as “H”.

21. All supporting documents of the crime or information about the suspect as 10-28’s, L1’s, rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be completed and attached to the report.

22. The report must contain proper grammar, spelling, and sentence structure.

Packet Pg. 1269 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

23. Reports must be clearly written so the facts of the case can be easily understood.

24. Reports must be concise. Repetitive statements and information not relevant to the case should be excluded.

Packet Pg. 1270 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CITY OF REDDING POLICE DEPARTMENT
PART 1 - COMMUNITY SERVICE OFFICER PERFORMANCE EVALUATION Date of this report __________________________
Last Name First Name Initial
Position For period from to
Division ________________________________________
Length of service with Department years
In present position years

PART 2 PERFORMANCE FACTORS:

EXCEEDS STANDARDS: Consistently performs beyond established minimum performance standards, and contributes beyond current job responsibilities. Produces results of exceptional quality. Demonstrates unusual talent, ability, or expertise.

MEETS JOB STANDARDS: Consistently fulfils minimum performance standards. Contributes effectively to City objectives. If new to the job, learning process equals expectations.

BELOW STANDARDS: Results fall short of meeting minimum performance standards. Does not necessarily indicate completely unsatisfactory or unacceptable performance, but addresses a performance area which needs additional attention or effort. If new to the job, further development is needed to consistently meet job requirements.

NOT APPLICABLE: Performance standard is not applicable to current assignment.

INSTRUCTIONS: Examples of performance incidents justifying ratings in each of the rating categories shall be listed in the comments section of the evaluation form. 1 - Exceeds Standards 3 - Below Standards
2 - Meets Job Standards N/A - Not Applicable
PART 3 PERFORMANCE STANDARDS

PERFORMANCE
RATING
I. PRODUCTIVITY
Level of activity as compared to peers in like conditions. 1 2 3 N/A Majority of effort is in response to citizen inquiries, and 1 2 3 N/A information requests pertaining to current assignment.

Self-initiated duties that do not pose a hazard to perform: 1 2 3 N/A - parking enforcement, abandoned auto removal, illegally posted signs; and
- assisting officers with duties, such as vehicle impounds, victim/witness transportation, etc.

Packet Pg. 1271 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Work effort is focused on the clearance of assigned cases. 1 2 3 N/A Proper management of assigned cases based on: 1 2 3 N/A - solvability factors or supervisor direction, those cases of highest priority are worked first;
- proper maintenance of case files; and
- supervisors are kept apprised of case status and issues that reflect on the Department.

Satisfactory preparation and presentation of Crime Prevention 1 2 3 N/A events, programs, and meetings.

Communications and cooperation with other public and 1 2 3 N/A private agencies are maintained.

Security surveys are conducted and police planning committee 1 2 3 N/A meetings are attended.

Crime Prevention presentations are provided as requested. 1 2 3 N/A Assistance is given to the Volunteer Program as needed to 1 2 3 N/A include volunteer background interviews.

Preparation and facilitation of Southeast Asian Task Force 1 2 3 N/A meetings as needed.

Responds to questions regarding Crime Prevention matters 1 2 3 N/A and maintains the Crime Prevention calendar.

Identifies innovative methods to promote community crime 1 2 3 N/A prevention in the public and private sector.

Cooperate with other department personnel to achieve the 1 2 3 N/A overall goals of the department.

Self-initiated duties, such as answering telephone calls, 1 2 3 N/A computer entries, clerical functions, and related CSO
functions are performed as expected.

Deadlines are met in the processing and delivery of 1 2 3 N/A necessary reports to the court and district attorney’s office.

All reports, supplements, and complaint applications are 1 2 3 N/A completed on time.

Reports are compiled for completeness prior to submittal to 1 2 3 N/A the district attorney’s office or court.

Required follow-up is completed in a timely manner. 1 2 3 N/A Abandoned vehicle abatement records are properly 1 2 3 N/A maintained.

Public education and awareness presentations are conducted 1 2 3 N/A Packet Pg. 1272 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) as required.

Lien sale documents are prepared correctly and timely for the 1 2 3 N/A assigned volunteer’s distribution.

Department’s impound/storage facility is routinely inspected 1 2 3 N/A to determine each vehicle’s status. Preparations are made to release vehicles as soon as legally possible.

Abandoned vehicle abatement annual and quarterly reports 1 2 3 N/A are satisfactorily completed prior to their due dates.

Advisement of vehicle/property owners of their responsibility 1 2 3 N/A for vehicle removal are made within required time frames.

Self-initiated duties, which include identifying, tagging, and 1 2 3 N/A removal of abandoned vehicles and assisting beat officers with non-hazardous duties.

Traffic accidents, assist on 11-80’s and fatals. 1 2 3 N/A Set up and maintenance of SMART trailers. 1 2 3 N/A
Assist with abandoned vehicle abatement when needed. 1 2 3 N/A Prepare/conduct public presentations as needed. 1 2 3 N/A Assist with special education programs. 1 2 3 N/A
Assist with special events. 1 2 3 N/A
COMMENTS:

II. REPORTS
Prepared reports follow agency format and guidelines. 1 2 3 N/A Reports are completed in a timely manner. 1 2 3 N/A
At least 80 percent of all reports prepared are useable 1 2 3 N/A (prepared correctly or easily corrected by a report reviewer in the time it normally takes to review and not an error outside the CSO’s control) upon first submittal to a sergeant.

This standard applies to CSO’s who have been released from the formal FTO Program.

COMMENTS:

III. INTERNAL RELATIONS
Work is conducted in a manner which supports the overall 1 2 3 N/A group effort.

Packet Pg. 1273 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) Differences with coworkers and supervisors are resolved in 1 2 3 N/A a constructive manner.

COMMENTS:

IV. EXTERNAL RELATIONS
Work is conducted in a manner which is likely to foster good 1 2 3 N/A citizen relations and support for the agency.

Work is completed in a manner which does not generate 1 2 3 N/A patterns of sustained complaints.

COMMENTS:

V. SAFETY
Work is conducted in a manner which is most likely to protect 1 2 3 N/A the employee and others from harm.

Work is conducted in a manner which is most likely to protect 1 2 3 N/A facilities and equipment from damage.

COMMENTS:

VI. WORK HABITS AND PROFESSIONAL APPEARANCE
Adheres to a productive work ethic. 1 2 3 N/A
Exercises good personal hygiene. 1 2 3 N/A
Presents a neat and professional image. 1 2 3 N/A
Attendance. 1 2 3 N/A
COMMENTS:

VII. EQUIPMENT USE AND MAINTENANCE
Use and care for Department equipment is done in a manner 1 2 3 N/A most likely to ensure good working order and appearance.

COMMENTS:

PART 4 - OVERALL EVALUATION
Exceeds Standards Meets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings on individual performance factors.

In every job, some results and factors are more important than others and should be given greater weight. Should a regular employee disagree with his/her overall rating or any portion thereof (for any element that is rated less than Meets Job Standards), the employee has the right to have the Personnel Director review the Performance Evaluation. The employee shall have the right to have an Association Representative present. The Personnel Director’s review and decision relating to Packet Pg. 1274 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) the Performance Evaluation will be final. Such appeal to the Personnel Director must be made within 30 days of the date the employee receives the Performance Evaluation.

COMMENTS:

PART 5 - EMPLOYEE DEVELOPMENT
I have participated in discussion of overall job performance and setting of new objectives.

COMMENTS:

PART 6 – CERTIFICATION
The employee’s signature does not necessarily mean the employee is in total agreement with the remarks or ratings. Employee has the right to candidly express his/her opinion on this evaluation.

Interview conducted with: ________________________________ Date ___________________ Signature of Employee
Employee comments: ____________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Signature of Supervisor _________________________________ Date ____________________ Supervisor
Signature of Division Commander ________________________ Date ___________________ Signature of Department Head _________________________ Date ____________________ Comments for Division and/or Department Head: _____________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ If comments are made by the Department Head, the employee must initial, indicating he has seen these comments prior to routing to the Personnel Office.

I have reviewed the comments made by the Department Head ____________________ Employee’s Initials
Packet Pg. 1275 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) “EXHIBIT C”

MINIMUM PERFORMANCE STANDARDS FOR

COMMUNITY WORK PROGRAM OFFICER
I.PRODUCTIVITY
A. Properly manage cases assigned, which includes:

1. Case prioritization, working the most critical cases first based on solvability factors or supervisory direction.

2. Maintaining case files which contain case documentation, notes, reports and any other materials pertinent to the investigation.

3. Keeping supervisors apprised of case status, issues which arise that reflect on the department (positively or negatively), and any problems affecting ability to manage caseload.

B. Plans, organizes, and coordinates activities and availability of resources in an efficient and effective manner.

C. Prepares work schedules, assigns resources and assists participants with assignments and effectively communicates tasks and expected outcomes.

D. Provides direction and oversees the activities of participants. Work is performed according to standard. Activities are monitored and inspected to ensure quality, timeliness, accuracy and completeness. Problems are resolved in professional, creative and timely manner.

E. Effectively communicate with allied agencies.

II.REPORTS
A. Follow agency format and guidelines, see Attachment “A”.

B. Complete reports in a timely manner as directed by supervisor.

C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the time it normally takes to review) upon the first submittal to Supervisor. This means that no more than 20 percent can be kicked back because of:

1. Incomplete preliminary and follow-up investigation;

2. Spelling, grammar, sentence structure, or legibility;

3. Errors, omissions;

4. Elements omitted; and

5. Improper format.

This standard applies to employees who have been released from the formal FTO program.

III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisors with same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

Packet Pg. 1276 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need arises.

E. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

F. Develop and maintain positive working relationships with allied agencies, i.e..

District Attorney’s office, allied law enforcement agencies, parole, schools, ect.

G. Follow the chain of command.

IV. EXTERNAL RELATIONS:Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect.

B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Be aware of victims’ rights and emotional well-being while conducting investigation, and remain sensitive to the needs of victims.

E. Be informed, knowledgeable, and supportive of existing local services and programs for victims.

F. Advise victims of crimes of the status and closing of investigations.

G. Provide assistance to other agencies in a timely manner.

H. Conduct self in a manner which will not generate sustained complaints or claims against you or the City of Redding.

V. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow department policy and procedure while using vehicles and equipment.

B. Follow Department policy and procedure when providing traffic control.

C. Employees are to use good judgment in recognizing potentially hazardous areas or situations and take steps to distance themselves from the area/situation.

D. Follow departmental radio communications procedures.

E. Work is conducted in a manner which is most likely to protect self and others from harm.

F. Work is conducted in a manner which is most likely to protect facilities and equipment from damage.

G. Ensures facilities and work locations are free of unsafe conditions in conformance with federal, state, local and departmental safety regulations.

VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. The Community Work Program Officer should wear class C uniform, unless otherwise directed.

B. Arrive for work on time and maintain a schedule approved by Supervisor.

C. Assure Code 7’s do not exceed 60 minutes, including reasonable travel time after clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes each, including reasonable travel time after clearance. Code 7 break locations must be given to Dispatch upon arrival.

Packet Pg. 1277 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) D. Answer radio when called or Dispatch should be advised of location and status.

E. Check department mail folder daily for messages.

F. Complete assignments and projects by due date or renegotiate with supervisor in advance.

G. Notify the Supervisor at the point in the shift where overtime is going to be needed.

H. Comply with court standby policy.

I. Return citizen phone calls as soon as possible
J. Maintain area of responsibility, i.e.. Office, work station, assigned vehicle and trailer, equipment, locker room, gym report room, and squad room, etc., in a neat condition.

K. Wear pager/cell phone and have it turned on during on-duty hours.

L. Any sick leave used is to be for legitimate medical reasons according to current City policy.

VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Keep vehicles free of contraband, evidence, and debris.

B. Keep fuel tank no less than one-half full at end of shift.

C. Conduct circle checks of vehicle/equipment before and after shift and report damage or deficiencies to supervisor on appropriate form.

D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.

E. Return equipment used to its proper location.

F. Report all lost, stolen or damaged departmental equipment while it is in possession.

G. Keep assigned radio or pager/cell phone charged and in good working order.

MINIMUM PERFORMANCE STANDARDS FOR

CRIME SCENE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the collection, preservation, handling, receipt, storage, and release of property and evidence.

B. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

C. Employees are responsible for:
1) Performing technical tasks in the collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting body fluids and clothing, dislodging bullets, and making plaster impressions; packaging evidence for s storage; ensures proper procedures are followed and photographing a wide variety of situations to ensure proper documentation of the crime scene. 2) Preparing reports, diagrams, notes and records of crime scenes and evidence collected.
3) Testifying in court regarding the crime scene and the evidence collected. 4) Performing duties related to others areas of civilian police activities as necessary. 5) Reporting to crime scenes to collect evidence on a 24-hour basis as needed. 6) Performing related duties as assigned.

D. Employees are expected to work cooperatively with other department personnel to achieve the overall goals of the department.

Packet Pg. 1278 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others.

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Provide assistance to other agencies in a timely manner.

E. Conduct self in a manner which will not generate complaints or claims against the employee or the City of Redding.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage.

This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Be ready for work and at the employee’s work station at the beginning of the employee’s shift.

B. Limit conversations which interfere with the employee’s work or the work of others.

C. Be willing to accept all work assigned and perform the menial, as well as the more challenging tasks.

D. Leave and maintain a clean work area upon completion of shift.

E. Uniform and grooming standards are to be in accordance with the department’s uniform manual.

F. Any sick leave used is to be for legitimate medical reasons according to current City policy.

G. Complete assignments and projects by due date or renegotiate with supervisor.

H. Notify the Supervisor if overtime is going to be needed.

I. Return citizen phone calls as soon as possible.

J. Follow the chain of command.

VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance. This means employees will be expected to:

A. Employees are expected to use and care for department equipment in a manner most likely to ensure good working order and appearance.

B. Report damage to any departmental equipment while it is in possession.

Packet Pg. 1279 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) C. Complete a malfunction report each time equipment breaks down. Place a call for service if the equipment is needed immediately or leave the malfunction report for day shift records personnel to arrange for repairs.

MINIMUM PERFORMANCE STANDARDS FOR

PROPERTY AND EVIDENCE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the handling, receipt, storage, maintenance, and release of property and evidence.

B. Level of activity should be comparable to peers in like conditions, taking into consideration such influences as work schedule, including days off, special enforcement activities, training assignments, number of hours actually worked, etc.

C. Employees are responsible for:

1. Maintaining property records automated and manual with 95 percent accuracy and 100 percent accuracy after audit.

2. Preserving evidentiary integrity.

3. Assuring a continual chain of evidence.

4. Arrange for destruction of weapons, and drugs.

5. Arrange for miscellaneous auctions.

D. Employees are expected to work cooperatively with other Department personnel to achieve the overall goals of the department.

II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which supports the overall group effort. If differences with co-workers and supervisors develop, the employee is expected to resolve them in a constructive manner. This means the employee is expected to:

A. Treat co-workers and supervisor with the same respect the employee desires.

B. Avoid behavior which disrupts the employee’s work or the work of others .

C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.

D. When differences develop, handle them constructively by actively trying to resolve or negotiate ways to work together harmoniously.

III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to foster good citizen relations and support for the agency and not generate patterns of sustained complaints. This means the employee is expected to:

A. Treat citizens with respect;
B. Refuse to accept gratuities.

C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and derogatory remarks.

D. Provide assistance to other agencies in a timely manner.

E. Conduct self in a manner which will not generate complaints or claims against the employee or the City of Redding.

IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to protect the employee and others from harm and facilities and equipment from damage. This means employees are expected to:

A. Follow Department policy and procedure in the use of vehicles and equipment.

Packet Pg. 1280 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and professional image. This means employees will be expected to:

A. Be ready for work and at the employee’s work station at the beginning of the employee’s shift.

B. Limit conversations which interfere with the employee’s work or the work of others.

C. Be willing to accept all work assigned and perform the menial, as well as the more challenging tasks.

D. Leave and maintain a clean work area upon completion of shift.

E. Uniform and grooming standards are to be in accordance with the Department’s Uniform Manual.

F. Any sick leave used is to be for legitimate medical reasons according to current City policy.

G. Complete assignments and projects by due date or renegotiate with supervisor.

H. Notify the Supervisor if overtime is going to be needed.

I. Return citizen phone calls as soon as possible.

J. Follow the chain of command.

VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance.

This means employees will be expected to:

A. Employees are expected to use and care for Department equipment in a manner most likely to ensure good working order and appearance.

B. Report damage to any Departmental equipment while it is in possession.

C. Complete a malfunction report each time equipment breaks down. Place a call for service if the equipment is needed immediately or leave the malfunction report for day shift records personnel to arrange for repairs.

Packet Pg. 1281 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CITY OF REDDING ALTERNATIVE EVALUATION FORM
DATE:

TO:

FROM:

SUBJECT: Annual Performance Evaluation for _________________________ Name
Evaluation Period _________________ to ____________________ I have reviewed the most recent performance evaluation for this employee and have determined that:
 The employee has reached the highest step in their classification,  The last performance review on file is not older than 15 months,  The last performance review rated the employee at Ameets job standards” or better,
 There are no significant changes in duties,
 This simplified version may only be used every other year.

Therefore, this memo will serve in lieu of the annual performance evaluation for this evaluation period. The current performance evaluation and this alternative procedure have been discussed with the employee and the employee is in agreement.

It is understood that the standard performance evaluation will be completed at the end of the next evaluation period.
_______________________________ ___________________
Employee Date
_______________________________ ___________________
Supervisor Date
_______________________________ ___________________
Department Director Date
Comments ____________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Packet Pg. 1282 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) EXHIBIT “D”

REDDING POLICE DEPARTMENT

SUBSTANCE ABUSE POLICY
Section
Section I. POLICY
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES Section III. TRAINING
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
Section V. SUBSTANCE TESTING PROCEDURES
Section VI. REHABILITATION
Section VII. DISCIPLINARY ACTION
Section VIII. MEDICAL REVIEW OFFICER
Section IX. CONFIDENTIALITY
Section X. SEVERABILITY
Attachment “A” CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING Attachment “B” RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER Attachment “C” CONSENT FORM TO DRUG TESTING
Packet Pg. 1283 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) I. POLICY
It is the policy of the City of Redding (City) to foster and provide a drug and alcohol-free workplace for all employees. A drug and alcohol-free workplace protects the safety of the public as well as the City=s valuable employee resources.

A. POLICY PHILOSOPHY
Police department employees represent the City to the general public in highly visible and often stressful situations. As a result, police officers must make critical decisions that affect both public safety and the safety of fellow employees.

Because the role of law enforcement is so crucial to the general welfare of the community, it is held to a higher standard of scrutiny and conduct than the general public. This is particularly important in the use of alcohol or drugs. Consequently, substance abuse cannot be tolerated by members of this Department.

B. POLICY PURPOSES
The purposes of the City=s Substance Abuse Policy are:

1. To implement a fair and balanced approach to eliminating substance abuse and its effects on job performance;

2. To encourage voluntary rehabilitation.

C. APPLICATION OF POLICY
This policy shall apply to all employees in the RPOA bargaining unit of the Police Department.

D. GUIDING PRINCIPLES
There are three guiding principles underlying the City=s policy on a drug and alcohol-free workplace. They are:

1. Education: The City believes that education and training of all employees in the effects and treatment of substance abuse will contribute to a safer and more efficient workplace for everyone.

2. Deterrence/Enforcement: The City is committed to eliminating the effects of substance abuse in the workplace. The substance abuse policy will be strictly enforced. Violation of its requirements may be cause for discipline, up to and including termination of employment.

3. Treatment: The City is committed to helping employees with admitted substance abuse problems overcome those problems, where feasible, and encourages voluntary rehabilitation.

E. RULES
In furtherance of the substance abuse policy, the City has formulated clear rules and penalties to ensure compliance. Violation of these rules may result in disciplinary action up to and including discharge. The primary rules are:

1. The use of illegal drugs and the illegal use of prescription drugs or controlled substances are prohibited.

Packet Pg. 1284 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

2. The manufacture, sale, distribution, or possession of illegal or controlled drugs, and any attempt to offer to sell or distribute illegal or controlled drugs by any employee at any time except in the performance of the employees responsibilities is prohibited.

3. Employees shall not report for work or be in stand-by or on-call status while they have in their system alcohol, illegal drugs, or prescription drugs that will adversely affect their alertness, coordination, reaction, response or safety, unless so authorized or directed by a supervisor.

4. The use or possession of alcohol while on duty, including lunch and breaks, or in the workplace except in the performance of the employees responsibilities is prohibited. The possession of an unopened, sealed container of alcohol, because of an unsolicited delivery, is not a violation of this rule, provided that the employee/recipient immediately notifies his/her supervisor of such delivery.

5. Employees who appear to be affected on the job by drug or alcohol use may be required to submit to drug/alcohol testing pursuant to section V.

6. Any employee taking prescription medications which may affect job performance must report this treatment to his or her immediate supervisor prior to reporting for duty and provide a prescription within twenty four (24) hours if requested.

7. Employees shall report on duty conduct prohibited by this policy immediately to their supervisor when employees have a reasonable basis to believe that another employee is engaging in such activities.

8. A copy of this policy will be delivered to each current and each new employee. Such delivery shall be acknowledged in writing. Each employee shall read and abide by the provisions of this policy.

II. MANAGEMENT RESPONSIBILITIES
Management will:

A. Be fully conversant with the policies and procedures set forth herein; B. Train employees in the policies and procedures concerning substance abuse, and in the dangers of such abuse;
C. Be knowledgeable about the City=s program for substance abuse rehabilitation; D. Be aware of substance abuse indicators (see illustrative list at V, 2); E. Document all instances of violations of this policy; F. Conduct investigations promptly and properly when suspicion exists that an employee may be impaired or affected by drug or alcohol use;
G. Conduct investigations promptly and properly when the presence or use of drugs or alcohol in the workplace or during work time, including lunch or breaks, is suspected.

Packet Pg. 1285 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) H. When the results of investigations indicate that discipline is warranted, impose fair and reasonable discipline in an appropriate manner consistent with the elements of the individual case.

I. Monitor the participation and progress of employees in rehabilitation or aftercare programs.

III. TRAINING
The City will develop and conduct drug/alcohol awareness training sessions for all employees concerning this Policy, and the personal, safety and work effects of drug and alcohol use.

Management will require attendance at such training sessions.

Management will use its best efforts to ensure that all supervisors are trained in substance abuse observation techniques at the earliest possible time following appointment to a supervisory rank.

IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
The City will test for substances included by the United States Department of Health and Human Services (DHHS) and will test in accordance with the Substance Abuse and Mental Health Services Administration (SAMHSA) standards as such lists exist at the time of testing. Currently substances included under SAMHSA standards are as follows:

A. Marijuana (cannabinoids)
B. Cocaine
C. Opiates (narcotics such as heroin, morphine, codeine and other medicinal narcotics) D. Phencyclidine (PCP)
E. Amphetamines (racemic amphetamine, dextroamphetamine, and methamphetamine)
F. Alcohol
G. Barbiturates
H. Benzodiazepines
I. Methaqualone
V. SUBSTANCE TESTING PROCEDURES
A. CATEGORIES OF TESTING
The City will conduct the following types of drug/alcohol tests:

1. Voluntary - When an allegation against an employee not rising to the level required for reasonable suspicion testing occurs, an employee may volunteer to submit to drug/alcohol testing at the employer’s expense with prior approval of the City.

2. Reasonable Suspicion - Employees must submit to tests for alcohol and/or for illegal and controlled substances when the employee is reasonably suspected of being impaired or affected by drug or alcohol use.
a. Reasonable suspicion for testing means suspicion based on specific personal observation of two (2) supervisors, unless only one supervisor is practically available. The observing supervisor(s) must have been trained in the detection of drug and alcohol use, and shall describe and document:

Packet Pg. 1286 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) (1) Specific personal and articulative observations concerning the appearance, behavior, speech, or performance of the employee; or
(2) Violation of a safety rule, or other unsafe work incident which, after further investigation of the employee=s behavior, leads the supervisor(s) to believe that drug or alcohol use may be a contributing factor; or
(3) Other physical, circumstantial, or contemporaneous indicators of drug or alcohol use.
b. While observations and reports of third parties do not of themselves constitute reasonable suspicion, they may trigger an internal or administrative investigation. A drug/alcohol test may be required as a part of such investigation.

When such tests are ordered, the supervisor will document the circumstances leading to the issuance of the order, including the names of all witnesses.

3. Internal or Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative investigation, supervisors will consider sending the involved employee for drug/alcohol testing. Examples of when such testing may be required are:
a. Involvement in an accident while on duty that results in injury to the employee or another person, or in significant property damage.
b. Involvement in a critical incident while performing law enforcement duties. For this purpose a critical incident shall be defined as:
(1) Use of deadly force,
(2) Accidental/intentional discharge of a firearm (not including range practice), (3) An application of force resulting in serious injury or death, (4) A complaint of the use of excessive force which caused serious injury, (5) Other life threatening incidents.

To the extent feasible under the circumstances, an employee subjected to a substance test as part of a criminal investigation will also be tested under these procedures.

When such tests are ordered, the supervisor will document the reasons for the test in a written order, including the circumstances and names of all witnesses. The decision to test shall not be arbitrary or capricious and good cause shall be evident.

4.Random
Random drug/alcohol testing will be required for all department peace officers in the unit.

The universe for selection purposes will consist of all sworn peace officers in the Police Department.

The City will determine when such testing shall occur. Selection for random testing will be made by an outside vendor. Numeric designations rather than employee names will be provided to the vendor for the selection process. When random tests are ordered, the Packet Pg. 1287 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) collection of the test specimen will occur during or at the end of the employee’s normal work shift. To the extent operationally feasible as determined by the City, a lot of one or more names provided by the vendor for testing purposes will be tested before a subsequent lot of one or more names are tested.

B. TESTING PROCESS
The testing or processing phase, including the cut-off levels for tested substances (Attachment “A”), will be consistent with SAMSHA standards as they exist at the time of testing and will be performed at a SAMSHA certified facility.

1. The order to submit to a substance test may initially be given verbally. Subsequently, the employee will be given the order in writing setting forth the reasons therefore and signed by the Chief of Police, a Police Captain or a Watch Commander. Such written order will be issued as soon as is practicable after the initial order is given for the test, but may not be issued until after the test is administered.

2. The employee will be advised of his/her right to have a representative present prior to testing. A reasonable amount of time will be allowed for a representative to appear. If no representative is available within a reasonable time, the testing procedure will begin.

3. The employee must submit to a drug/alcohol test and sign a Release and Consent Form.

Failure to submit to a drug/alcohol test or to sign the Release and Consent Form will be considered to be insubordination for failure to follow a direct order. An employee taking such action will be placed on leave-without-pay and may be subject to discipline up to and including discharge from City employment.

4. Except for random testing, an employee sent for non-voluntary testing will be placed on leave-with-pay status until the test results are rendered to the department.

5. When notifying the appropriate collection facility that an employee is being transported for testing, the employee will not be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer or his designee, in accordance with SAMHSA standards. The representative may join them should he/she desire to do so.

6. A supervisor will transport and/or accompany the employee to the collection facility, except when random testing.

7. The drug test will consist of a urine test. The procedures for collection of the urine sample will be in compliance with SAMHSA standards. An initial positive report will not be considered positive; rather it will be classified as confirmation pending.

8. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards.

The confirmation test will use the same sample as taken in the initial step. Notification of positive test results to the Chief of Police or his designee will be held until the confirmation test results are obtained. In those cases where the second test confirms the presence of drugs in the sample, the sample will be retained for a minimum of six (6) months to allow further testing if requested.

9. Employees who have been subjected to a drug/alcohol test where no alcohol or illegal drugs were found will receive a report so stating and then shall return to work.

Packet Pg. 1288 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

10. If the test result is positive, the Medical Review Officer will provide an opportunity for the employee to discuss whether there is a legitimate medical explanation for the test results.

11. Verified drug/alcohol test results will be sent directly to the Chief of Police from the Medical Review Officer.

12. The Chief of Police, or designee, will provide an opportunity for the employee to meet with him/her and discuss the drug/alcohol test result.

13. If the result is positive, rehabilitation and/or disciplinary action will be determined and administered by the Chief of Police or his designee.

14. An employee who does not pass a drug/alcohol test may request that the original urine sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory.

The SAMHSA laboratory may be designated by the employee but must be located in California.

15. Each step in the collecting and processing of the urine specimen will be documented to establish procedural integrity and the chain of evidence.

16. Time required to participate in a non-voluntary testing procedure outside of an employee=s normal work shift will be considered time worked for overtime purposes.

VI. REHABILITATION
A. METHODS OF REFERRAL
Employees may be referred to rehabilitation programs in the following manners:

1. Voluntary Self-Referral
An employee who has a legal drug and/or alcohol abuse problem can voluntarily refer him/herself to a Licensed Substance Abuse Counselor for treatment. The Counselor will evaluate the employee and make a specific determination of appropriate treatment.

Voluntary self-referral does not relieve the employee of the obligation to submit to drug/alcohol testing as may be required by management pursuant to this policy.

2. Referral by Department Management
Employees with positive legal drug/alcohol test results may be directed by the Chief or his designee to submit to evaluation by a Counselor and if recommended by the Counselor, to participate in a substance abuse rehabilitation program.

For the purpose of this section Alegal drug@ shall be defined as over-the-counter and/or prescription drugs.

B. REHABILITATION AND AFTERCARE PROGRAMS

1. The terms and conditions of the rehabilitation program and the aftercare program will be determined on a case-by-case basis by the Counselor and the Chief of Police, or his designee, in a meeting with the employee. While such terms and conditions will be discussed with the employee, Packet Pg. 1289 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) they are ultimately subject to the decision of the Chief or his designee. The employee will be required to abide by such terms and conditions. Refusal or failure to do so may be grounds for disciplinary action up to and including termination.

2. The employee may be placed in a medically supervised rehabilitation program, which may include full in-patient hospital care or outpatient rehabilitation care, provided by a City approved drug/alcohol rehabilitation facility.

3. If recommended by the Counselor and treatment facility, the employee may apply for a leave of absence to the limits as outlined in the M.O.U. (Memorandum of Understanding) between the City and the RPOA.

4. The Counselor and the treatment facility, if used, must certify in writing to the Chief of Police of the employee’s successful treatment completion and release to work.

5. After the employee has successfully completed the rehabilitation program, the employee will be placed in an aftercare program.

6. The employee may, at the recommendation of the Counselor and at the discretion of the Chief of Police, be permitted to return to work in his/her job classification during outpatient rehabilitation or during aftercare. To qualify for such return to work the employee must reasonably be expected to perform his/her job responsibilities.

7. Prior to returning to work the employee may be scheduled for an examination, including a drug/alcohol test at the discretion of the Chief of Police.

8. Employees participating in rehabilitation and aftercare programs, as a condition of such participation, will be subject to drug/alcohol testing as may be deemed appropriate by the Chief or his designee.

9. Any changes or modifications in the rehabilitation or aftercare programs must be approved by the Chief of Police.

10. The employee may use appropriate accrued leave as provided in personnel rules and/or in the MOU during absences for rehabilitation and aftercare programs. If no such accrued leave is available, the employee will be in a non-pay status.

11. Costs associated with all rehabilitation and aftercare programs are the responsibility of the employee. However, the employee may use City provided group health insurance benefits, if they apply, to such programs. The City will utilize rehabilitation and aftercare programs authorized under the City’s group health insurance plan where available.

12. The number of times an employee can participate in a rehabilitation and aftercare program will be determined by the Chief of Police.

13. Records regarding an employee’s rehabilitation program, aftercare program, and the Return to Work Agreement will be in the possession of the Counselor, department management, and the Personnel Director until such time as the employee is released from the rehabilitation and aftercare programs. At that time City retained records will be transferred to the Personnel Department and there maintained in accordance with Section X of this Policy.

Packet Pg. 1290 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

VII DISCIPLINARY ACTION
The City may take disciplinary action up to and including discharge against any employee who:

A. Tests positive for alcohol or for substances, as identified in Section IV in an amount which meets or exceeds the cut-off levels established by SAMHSA, as they exist at the time of testing (Attachment “A”),
B. Refuses required testing pursuant to this Policy,
C. Adulterates or otherwise interferes with accurate testing required pursuant to this Policy, D. Fails to comply with the provisions of the return to work and aftercare programs, E. Has used illegal drugs while employed as a peace officer by the City of Redding, F. Has abused prescription drugs while employed as a peace officer by the City of Redding, G. Violates a rule in Section I(E) of this Policy.

Disciplinary action will be consistent with the City’s established Policies.

VIII. MEDICAL REVIEW OFFICER
A. Only a qualified Medical Review Officer (MRO) in accordance with SAMHSA standards will receive laboratory results generated by drug/alcohol testing.

B. The responsibilities of the MRO are outlined in Attachment “B”. These responsibilities are consistent with SAMHSA standards. If such standards relating to the role of the MRO change so shall Attachment “B”.

IX. CONFIDENTIALITY
The results of any drug and/or alcohol test will not be revealed to any person other than the City Manager, Assistant City Manager, Chief of Police (or designee), Personnel Director (or designee), and the rehabilitation/aftercare counselor, unless ordered by means of proper legal procedure and appropriate legal authority, such as a court ordered subpoena, or in connection with City discipline or a grievance or arbitration proceeding initiated by or on behalf of the individual without the express written authorization of the employee.

A. To maintain confidentiality, records pertaining to Substance Abuse Policy administration, the rehabilitation and aftercare programs, the specimen collection process and individual drug/alcohol test records will not be a part of the individual personnel files.

B. All documents identified in this section will be secured and maintained in the Personnel Department under the custodianship of the Personnel Director.

C. All documents relating to drug/alcohol testing, the circumstances concerning such testing, or the administration of other aspects of this Policy will be retained a minimum of five years. Such records will include; but not be limited to:
 Supporting documents for reasonable suspicion,
Packet Pg. 1291 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)  Documents supporting testing decisions in internal or administrative investigations,  Records of the specimen collection process to indicate specimen identification, accountability, and chain of custody,
 Records of test results and any information provided by the affected individual concerning legitimate medical reasons for positive results and re-tests,  A master list of individual names and matching identification numbers for all cases,  Records regarding an employee’s rehabilitation program, aftercare program, and the Return to Work Agreement.

D. Invoices for services provided by collection sites, laboratories, and Medical Review Officers shall be directed to the Chief of Police or his designee, and reference only the case number of the individual involved.

When a drug/alcohol test is ordered, the collection facility shall be notified only that an employee is being transported for testing. The employee is not to be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer, in accordance with SAMHSA standards.

F. To provide for the maintenance of confidentiality as required above, supervisors will be informed on a need-to-know basis of the reason for the authorized leave status of the employee.

X. SEVERABILITY
If any court should hold any part of this Policy invalid, such decision shall not invalidate any other part of this Policy.

Packet Pg. 1292 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT “A”

TEST RESULTS
Initial Test Confirmation Test
Drug or Drug Class Method Cut Off Method Cut Off
Amphetamines EMIT 1000 ng/ml GC/MS 500 ng/ml
Barbiturates EMIT 300 ng/ml GC/MS 200 ng/ml
Benzodiazepines EMIT 200 ng/ml GC/MS 100 ng/ml
Cannabinoid 100 EMIT 50 ng/ml GC/MS 15 ng/ml
Cocaine Metabolite EMIT 300 ng/ml GC/MS 150 ng/ml
Methaqualone EMIT 300 ng/ml GC/MS 100 ng/ml
Opiates EMIT 2000 ng/ml GC/MS 2000 ng/ml
Phencyclidine EMIT 25 ng/ml GC/MS 25 ng/ml
Alcohol EA 50 mg/dl GC 50 mg/dl
Packet Pg. 1293 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and ATTACHMENT “B”
A. Medical Review Officer shall review results.

An essential part of the drug/alcohol testing program is the final review of results. A positive test result does not automatically identify an employee as having used drugs/alcohol in violation of this substance abuse policy. An individual with a detailed knowledge of possible alternate medical explanations is essential to the review of results.

This review shall be performed by the Medical Review Officer prior to the transmission of results to employer administrative officials.

B. Medical Review Officer - qualifications and responsibilities.

The Medical Review Officer shall be a licensed physician with knowledge of substance abuse disorders. The role of the Medical Review Officer is to review and interpret positive test results obtained through the employer’s testing program. In carrying out this responsibility, the Medical Review Officer shall examine alternate medical explanations for any positive test result. This action could include conducting a medical interview with the individual, review of the individual’s medical history, or review of any other relevant biomedical factors. The Medical Review Officer shall review all medical records made available by the tested individual when a confirmed positive test could have resulted from legally prescribed medication. The Medical Review Officer shall not, however, consider the results of urine samples that are not obtained or processed in accordance with SAMHSA standards.

C. Positive test result.

Prior to making a final decision to verify a positive test result, the Medical Review Officer shall provide the tested individual an opportunity to discuss the test result with him/her. It is primarily the responsibility of the tested individual to initiate this discussion. However, to facilitate such a discussion, the Medical Review Officer will send a certified letter to the tested individual regarding the need to discuss the test result with him/her. During the five (5) working days following such certified mailing, the Medical Review Officer will make reasonable efforts to contact the individual. If after the five working day period there has been no contact, the Medical Review Officer will forward the test results to the Chief of Police or designee.

D. Verification for opiates; review for prescription medication.

Before the Medical Review Officer verifies a confirmed positive result for opiates, he/she shall determine that there is clinical evidence--in addition to the urine test--of unauthorized use of any opium, opiate, or opium derivative (e.g., morphine/codeine). (This requirement does not apply if the employer’s GC/MS confirmation testing for opiates confirms the presence of 6-monoacetylmorphine.)
Packet Pg. 1294 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) E. Reanalysis authorized.

Should any question arise as to the accuracy or validity of a positive test result, only the Medical Review Officer is authorized to order a reanalysis of the original sample and such retests are authorized only at laboratories certified by D.H.H.S. The Medical Review Officer shall authorize a reanalysis of the original sample on timely request of the employee, as applicable in this Substance Abuse Policy.

F. Result consistent with legal drug use.

If the Medical Review Officer determines there is a legitimate medical explanation for the positive test result, the Medical Review Officer shall report the test result to the employer as negative.

G. Result scientifically insufficient.

Additionally, the Medical Review Officer, based on review of inspection reports, quality control data, multiple samples, and other pertinent results, may determine that the result is scientifically insufficient for further action and declare the test specimen negative. In this situation the Medical Review Officer may request reanalysis of the original sample before making this decision. The laboratory shall assist in this review process as requested by the Medical Review Officer by making available the individual responsible for day-to-day management of the urine drug testing laboratory or other employee who is a forensic toxicologist or who has equivalent forensic experience in urine drug testing, to provide specific consultation as required by the City.

Packet Pg. 1295 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC) ATTACHMENT “C”
SAMPLE

RELEASE OF INFORMATION

CONSENT TO DRUG TESTING
I, _______________________________________, do hereby give my consent to __________________________, to perform urinalysis on me for the presence of certain drugs and/or alcohol. I further authorize ______________________ to release test results obtained from this examination in accordance with the procedures contained in the City of Redding Substance Abuse Policy applicable to my job classification to the City of Redding. * * * * *
I am now taking, or have taken, the following medications within the past thirty (30) days:

NAME OF DRUG CONDITION FOR WHICH
TAKEN

PRESCRIBING DOCTOR
OR

OVER THE COUNTER
(OTC)
DATED: _____________________ ________________________________

SIGNATURE
________________________________

IDENTIFICATION
DATED: _____________________ _________________________________

WITNESS
Packet Pg. 1296 Attachment: MOU RPOA-MISC 2022 redline version (9.15(b)--Amendments to the MOUs for RIEO and RPOA-MISC)

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution amending the United Public Employees of California, Local 792 – Technical Employees Unit (UPEC Technical Unit)–Schedule of Classifications and Salary Ranges/Hourly Wage Rates (Non-Exempt and Exempt), effective July 10, 2022.

Fiscal Impact
The expected additional annual salary and benefit cost amendments (assuming all staff calculated at the top of the wage range) will be approximately $42,000. There will be no impact to the General Fund.

Alternative Action
The City Council could decline to approve the resolution, and the wage rates would not be adjusted. The City Council could also choose to provide additional direction to staff.

Background/Analysis
The Memorandum of Understanding between the City of Redding and UPEC Technical Unit included language provisions where the parties agreed to meet and confer annually over modifications to wage rates of four chosen classifications based on the results of a salary study.

For Calendar Year 2022, UPEC Technical Unit provided two classifications to be studied, and the City provided two. However, the City agreed to include a third classification since it was directly related to other chosen classifications. The studied classifications were Electric Utility System Operator – Transmission and Distribution, Electric Utility System Operator – Power, Electric Utility Distribution Planner/Inspector, Electric Utility Analyst, and the Safety and Environmental Compliance Coordinator.

MEETING DATE: July 19, 2022
ITEM NO. 9.15(d)
FROM:
***APPROVED BY***
[email protected] [email protected]
SUBJECT: 9.15(d)--Consider Resolution amending the United Public Employees of California, Local 792 – Technical Employees Unit Schedule of Classifications and Salary Ranges/Hourly Wage Rates (Non-Exempt and Exempt).

Kelley Martinez, Interim
Personnel Director
Packet Pg. 1297
Report to Redding City Council July 14, 2022
Re: 9.15(d)--UPEC Tech Equity Study Salary Schedule Amendment Page 2 The City’s study included the City’s current wage rates, comparisons to benchmark median wage rates, and the classifications that have an internal relationship to those studied. The City’s analysis indicates the City’s current wage rates ranged from 6.9 percent above to 21.97 percent below the median of the comparable agencies. The recommended wage adjustment for all classifications is two percent (2%) which will maintain internal position relationships and will ensure the systematic and standardized wage structure previously approved by the City Council.

Council Priority/City Manager Goals
• Government of the 21st Century – “Be relevant and proactive to the opportunities and challenges of today’s residents and workforce. Anticipate the future to make better decisions today.”
Attachments
^Resolution
UPEC Tech-Exhibit A-2, July 10, 2022
UPEC Tech-Exhibit A-2, June 25, 2023
Packet Pg. 1298
RESOLUTION NO. 2022-____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING

APPROVING ADJUSTMENT TO THE UNITED PUBLIC EMPLOYEES
OF CALIFORNIA, LOCAL 792 – TECHNICAL EMPLOYEES UNIT

SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES/HOURLY
WAGE RATES, (NON-EXEMPT AND EXEMPT) EFFECTIVE JULY 10,
2022
WHEREAS, staff has recommended that the United Public Employees of California, Local 792 – Technical Employees Unit (UPEC Technical Unit)–Schedule of Classifications and Salary Ranges/Hourly Wage Rates (Non-Exempt and Exempt) be amended, effective July 10, 2022; and WHEREAS, the City Council deems it to be in the best interest of the City to adopt such recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council that the United Public Employees of California, Local 792 – Technical Employees Unit (UPEC Technical Unit)– Schedule of Classifications and Salary Ranges/Hourly Wage Rates (Non-Exempt and Exempt) be amended, effective July 10, 2022.

I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Redding on the 19th day of July, 2022, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:
___________________________________
KRISTEN SCHREDER, Mayor
ATTEST: FORM APPROVED:
__________________________________ ____________________________________ PAMELA MIZE, City Clerk BARRY E. DeWALT, City Attorney
Packet Pg. 1299 Attachment: ^Resolution (9.15(d)--UPEC Tech Equity Study Salary Schedule Amendment) Job Code Classification 1 2 3 4 5 6 7 8

0.7106813 ####### 0.7835262 ######## 0.8638376 0.9070295 0.9523810 137 Energy Trader $7,751 $8,138 $8,545 $8,972 $9,421 $9,892 $10,387 $10,906 181 Senior Electric Utility Distribution Planner / System Inspector $7,509 $7,885 $8,279 $8,693 $9,127 $9,584 $10,063 $10,566 101 Senior Demand Side Management Coordinator $7,218 $7,578 $7,957 $8,355 $8,773 $9,212 $9,672 $10,156 254 Power Prescheduler $7,101 $7,456 $7,829 $8,221 $8,632 $9,063 $9,517 $9,992 302 Electric Utility Distribution Planner / System Inspector II $6,900 $7,245 $7,607 $7,988 $8,387 $8,807 $9,247 $9,709 120 Safety and Environmental Compliance Coordinator $6,509 $6,834 $7,176 $7,535 $7,911 $8,307 $8,722 $9,158 301 Electric Utility Distribution Planner / System Inspector I $6,363 $6,681 $7,015 $7,366 $7,734 $8,121 $8,527 $8,953 255 Electric Utility Analyst $6,268 $6,582 $6,911 $7,256 $7,619 $8,000 $8,400 $8,820 104 Electric Utility Demand Side Management Coordinator $6,025 $6,326 $6,642 $6,975 $7,323 $7,689 $8,074 $8,478 236 Electric Utility Distribution Technician Supervisor $5,548 $5,825 $6,116 $6,422 $6,743 $7,081 $7,435 $7,806 Job Code Classification 1 2 3 4 5 6 Monthly

0.8227025 0.86384 0.90703 0.952381
313 Electric Utility Distribution Technician I $26.12 $27.42 $28.80 $30.24 $31.75 $33.34 $5,778 314 Electric Utility Distribution Technician II $31.20 $32.76 $34.40 $36.12 $37.93 $39.82 $6,903 312 Electric Utility Senior Information Analyst $37.96 $39.86 $41.85 $43.94 $46.14 $48.45 $8,398 316 Electric Utility Assistant System Operator - Transmission and Distribution $49.96 $52.46 $55.09 $57.84 $60.73 $11,053 309 Electric Utility Assistant System Operator - Power $51.34 $53.90 $56.60 $59.43 $62.40 $11,357 303 Electric Utility Assistant System Operator - Transmission and Distribution (NERC Certification Rate) $52.46 $55.09 $57.84 $60.73 $63.77 $11,606 315 Electric Utility System Operator - Transmission and Distribution $55.22 $57.98 $60.88 $63.93 $67.12 $12,216 304 Electric Utility System Operator - Transmission and Distribution (NERC Certification Rate) $56.85 $59.69 $62.67 $65.81 $69.10 $12,576 311 Electric Utility System Operator - Power $59.47 $62.44 $65.56 $68.84 $72.28 $13,156 253 Electric Utility Senior System Operator - Transmission and Distribution $59.85 $62.85 $65.99 $69.29 $72.75 $13,241 305 Electric Utility Senior System Operator - Transmission and Distribution (NERC Certification Rate) $62.85 $65.99 $69.29 $72.75 $76.39 $13,903 308 Electric Utility Senior System Operator - Power $64.13 $67.34 $70.71 $74.24 $77.95 $14,187

UNITED PUBLIC EMPLOYEES OF CALIFORNIA

NON-EXEMPT SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES EXHIBIT: A-2 Effective: July 10, 2022
Hourly Wage Rate – Salary Step

CITY OF REDDING

UNITED PUBLIC EMPLOYEES OF CALIFORNIA

EXEMPT SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
EXHIBIT: A-2 Effective: July 10, 2022
Monthly Wage Rate – Salary Step

CITY OF REDDING
Packet Pg. 1300 Attachment: UPEC Tech-Exhibit A-2, July 10, 2022 (9.15(d)--UPEC Tech Equity Study Salary Schedule Job Code Classification 1 2 3 4 5 6 7 8

0.7106813 ####### 0.7835262 ######## 0.8638376 0.9070295 0.9523810 137 Energy Trader $7,906 $8,301 $8,716 $9,152 $9,609 $10,090 $10,594 $11,124 181 Senior Electric Utility Distribution Planner / System Inspector $7,659 $8,042 $8,444 $8,867 $9,310 $9,775 $10,264 $10,777 101 Senior Demand Side Management Coordinator $7,362 $7,730 $8,116 $8,522 $8,948 $9,396 $9,866 $10,359 254 Power Prescheduler $7,243 $7,606 $7,986 $8,385 $8,804 $9,245 $9,707 $10,192 302 Electric Utility Distribution Planner / System Inspector II $7,038 $7,390 $7,760 $8,148 $8,555 $8,983 $9,432 $9,903 120 Safety and Environmental Compliance Coordinator $6,639 $6,971 $7,319 $7,685 $8,070 $8,473 $8,897 $9,342 301 Electric Utility Distribution Planner / System Inspector I $6,490 $6,814 $7,155 $7,513 $7,889 $8,283 $8,697 $9,132 255 Electric Utility Analyst $6,394 $6,713 $7,049 $7,401 $7,772 $8,160 $8,568 $8,997 104 Electric Utility Demand Side Management Coordinator $6,145 $6,453 $6,775 $7,114 $7,470 $7,843 $8,235 $8,647 236 Electric Utility Distribution Technician Supervisor $5,659 $5,942 $6,239 $6,551 $6,878 $7,222 $7,583 $7,962 Job Code Classification 1 2 3 4 5 6 Monthly

0.8227025 0.86384 0.90703 0.952381
313 Electric Utility Distribution Technician I $26.64 $27.97 $29.37 $30.84 $32.38 $34.00 $5,894 314 Electric Utility Distribution Technician II $31.83 $33.42 $35.09 $36.84 $38.69 $40.62 $7,041 312 Electric Utility Senior Information Analyst $38.72 $40.66 $42.69 $44.82 $47.06 $49.42 $8,566 316 Electric Utility Assistant System Operator - Transmission and Distribution $50.96 $53.51 $56.19 $59.00 $61.95 $11,274 309 Electric Utility Assistant System Operator - Power $52.36 $54.98 $57.73 $60.62 $63.65 $11,584 303 Electric Utility Assistant System Operator - Transmission and Distribution (NERC Certification Rate) $53.51 $56.19 $59.00 $61.95 $65.04 $11,838 315 Electric Utility System Operator - Transmission and Distribution $56.33 $59.14 $62.10 $65.21 $68.47 $12,461 304 Electric Utility System Operator - Transmission and Distribution (NERC Certification Rate) $57.98 $60.88 $63.93 $67.12 $70.48 $12,827 311 Electric Utility System Operator - Power $60.66 $63.69 $66.87 $70.22 $73.73 $13,419 253 Electric Utility Senior System Operator - Transmission and Distribution $61.05 $64.10 $67.31 $70.67 $74.21 $13,506 305 Electric Utility Senior System Operator - Transmission and Distribution (NERC Certification Rate) $64.10 $67.31 $70.67 $74.21 $77.92 $14,181 308 Electric Utility Senior System Operator - Power $65.41 $68.69 $72.12 $75.73 $79.51 $14,471

UNITED PUBLIC EMPLOYEES OF CALIFORNIA

NON-EXEMPT SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES EXHIBIT: A-3 Effective: June 25, 2023
Hourly Wage Rate – Salary Step

CITY OF REDDING

UNITED PUBLIC EMPLOYEES OF CALIFORNIA

EXEMPT SCHEDULE OF CLASSIFICATIONS AND SALARY RANGES
EXHIBIT: A-3 Effective: June 25, 2023
Monthly Wage Rate – Salary Step

CITY OF REDDING
Packet Pg. 1301 Attachment: UPEC Tech-Exhibit A-2, June 25, 2023 (9.15(d)--UPEC Tech Equity Study Salary Schedule