1 The Riverside Police Administrators'
Association
and
The City of Riverside
Memorandum
Of
Understanding
Police Management Unit
January 1, 2025 - December 31, 2027
2 TABLE OF CONTENTS
PREAMBLE
ARTICLE 1 RECOGNITION CLAUSE
ARTICLE 2 PAY PRACTICES
SECTION 2.1 GENERAL PAY
SECTION 2.2 STEP PROGRESSION
SECTION 2.3 PEACE OFFICER STANDARD TRAINING (POST)
SECTION 2.4 BILINGUAL PAY
SECTION 2.5 RELATION TO RPOA SUPERVISORY UNIT
SECTION 2.6 DEFERRED COMPENSATION
SECTION 2.7 TUITION REIMBURSEMENT
SECTION 2.8 SPECIAL ASSIGNMENT PAY
ARTICLE 3 HOURS AND OVERTIME
SECTION 3.1 HOURS OF WORK
ARTICLE 4 GENERAL PERSONNEL PROVISIONS
SECTION 4.1 TAKE HOME CARS
SECTION 4.2 UNIFORMS
ARTICLE 5 LEAVE PROVISIONS
SECTION 5.1 HOURS PER PAY PERIOD ACCRUAL FOR SICK LEAVE SECTION 5.2 FAMILY SICK LEAVE
SECTION 5.3 SICK LEAVE PAYOUT
SECTION 5.4 BEREAVEMENT LEAVE
SECTION 5.5 MILITARY LEAVE
SECTION 5.6 LEAVE OF ABSENCE
SECTION 5.7 RELEASE TIME
SECTION 5.8 ADMINISTRATIVE TIME
ARTICLE 6 VACATION
SECTION 6.1 POLICY
SECTION 6.2 VACATION SCHEDULE
SECTION 6.3 ANNUAL VACATION BUY DOWN
SECTION 6.4 VACATION INCENTIVE
3 ARTICLE 7 HOLIDAYS
SECTION 7.1 HOLIDAYS OBSERVED
SECTION 7.2 ELECTION DAY NOT A HOLIDAY
SECTION 7.3 OBSERVANCE OF HOLIDAYS
SECTION 7.4 HOLIDAY TIME CREDIT
ARTICLE 8 EMPLOYEE INSURANCE
SECTION 8.1 MEDICAL / DENTAL
SECTION 8.2 LIFE INSURANCE
SECTION 8.3 LONG TERM DISABILITY
ARTICLE 9 RETIREMENT
SECTION 9.1 RETIREMENT PLAN
SECTION 9.2 HEALTH INSURANCE COVERAGE FOR RETIREES
SECTION 9.3 RETIREE HEALTH INSURANCE FUND (1991 Plan)
ARTICLE 10 ATTENDANCE AT TRAINING OR SCHOOLS
SECTION 10.1 ADJUSTED TIME ACCRUAL
SECTION 10.2 DAY-FOR-DAY ADJUSTED TIME
SECTION 10.3 ADJUSTED TIME USED
SECTION 10.4 ADJUSTED TIME BANK LIMITATIONS
SECTION 10.5 MEET AND CONFER WAIVER
SECTION 10.6 ADHERENCE TO PROVISIONS
ARTICLE 11 TRANSFERS WITHIN THE DEPARTMENT
ARTICLE 12 PROMOTIONAL PROCESS
ARTICLE 13 DRUG TESTING
ARTICLE 14 REPLACEMENT OF PERSONAL ITEMS
ARTICLE 15 GRIEVANCE PROCEDURES
SECTION 15.1 PURPOSE
SECTION 15.2 DEFINITION
SECTION 15.3 POLICY
SECTION 15.4 PROCEDURE
ARTICLE 16 ASSOCIATION MEMBERSHIP
4 ARTICLE 17 NO CONCERTED ACTIVITIES
ARTICLE 18 PROVISIONS BY LAW
5 MEMORANDUM OF UNDERSTANDING BETWEEN
THE REPRESENTATIVES OF MANAGEMENT FOR
THE CITY OF RIVERSIDE
AND
RIVERSIDE POLICE ADMINISTRATORS' ASSOCIATION
PREAMBLE
The purpose of this document is to set forth the full terms and conditions of employment for the Police Administrators’ Association Unit for the term January 1, 2025 through December 31, 2027 or through any agreed upon extension. This consolidated Memorandum of Understanding is entered into with reference to the following facts:
Representatives of Management for the City of Riverside (hereafter "City") and representatives of the Riverside Police Administrators’ Association (hereafter "Association" or "RPAA") have met on a number of occasions and have conferred in good faith exchanging proposals concerning wages, hours, fringe benefits and other terms and conditions of employment for Lieutenants and Captains in the Police Administrators’ Unit represented by the Association.
ARTICLE 1: RECOGNITION CLAUSE
Pursuant to the provisions of the Meyers-Milias-Brown Act, Government Code Section 3500, et seq., the City of Riverside recognizes the Riverside Police Administrators’ Association as the bargaining representative of the employees in certain sworn management ranks employed by the Riverside Police Department hereinafter the ‘Association’ as follows:
Administrators Unit Included: The classifications of Police Lieutenant and Police Captain including those assigned to the rank of
Deputy Chief.
Excluded: All other sworn safety ranks, all civilian employees, executive, confidential employees, part-time
employees and those at-will on contract.
.
6 ARTICLE 2: PAY PRACTICES
Section 2.1 GENERAL PAY
2.1.1 The salary range for top step Lieutenant shall be maintained at a level at least thirty-four and nine one thousandths percent (34.009%) above that of top
Sergeant.
2.1.2 The salary ranges for top step captain shall be
maintained at a level at least fifteen and seventy-four one-hundreds percent (15.74%) above that of top step
Lieutenant.
2.1.3 Wage increases during the term of this agreement will be as follows:
2.1.3.1 Effective the pay period beginning January 3,
2025, the base salary shall be increased by four
percent (4%).
2.1.3.2 Effective the first pay period following January 1, 2026, the base salary shall be increased by an
additional four percent (4%).
2.1.3.3 Effective the first pay period that begins on
January 1, 2027, the base salary shall be
increased by an additional five percent (5%).
2.1.3.3 Effective the first pay period that begins on
January 1, 2027, a third pay step equal to five
percent (5%) shall be added to the Police Captain
salary schedule.
2.1.3.4 Effective the first pay period that begins on
January 1, 2027, step 8 equal to five percent (5%)
shall be added to the Police Lieutenant salary
schedule.
2.1.4 Lieutenants assigned as Watch Commanders will
receive a 2.5% patrol premium pay calculated at the
employee’s base rate and paid on a bi-weekly basis.
7 2.1.5 Lieutenants assigned as Watch Commanders shall
receive a shift differential pay when assigned to the
following shifts:
o Graveyard Shift: $30 per shift
o Swing Shift: $22.50 per shift
2.1.6 Employees covered by this Memorandum of
Understanding are exempt from the Fair Labor
Standards Act overtime pay requirements.
2.1.7 Effective January 1, 2017, to comply with CalPERS language requirements, when assigned as Watch
Commanders, Lieutenants shall be eligible to receive
additional pay for actual hours worked, beyond the
regular work schedule, at the employee’s regular rate of pay (straight time). Regular rate of pay is agreed to
mean the employee’s normal hourly compensation for
regular working hours, including all applicable specialty pay, educational pay, POST Certificate pay,
assignment pay, bilingual pay, fugitive premium officer pay, shift differential, and other compensation as
allowed per FLSA.
Section 2.2 STEP PROGRESSION
2.2.1 The years of service requirement for eligibility for merit increases on appointment or promotion are:
2.2.1.1 Each additional step within the range at one (1) year intervals.
Section 2.3 PEACE OFFICER STANDARD TRAINING (POST) CERTIFICATE PAY
2.3.1 Effective January 1, 2017, to comply with CalPERS special compensation language requirements, Tthe City
will grant provide certificate pay on a bi-weekly basis to all eligible unit members who qualify the following
percentage amounts paid at the employee’s base pay
for having and/or obtaining an Intermediate, Advanced
or Management Certificate from the Commission on
Peace Officers Standards & Training (POST) of the
State of California.
2.3.2 Intermediate Certificate –Ten percent (10%) premium pay for those who possess a POST Intermediate
8 Certificate; or
2.3.3 Advanced Certificate –Fifteen percent (15%) premium pay for those who possess a POST Advanced
Certificate.
2.3.4 POST Supervisor Certificate – A 2.5% premium pay shall be granted to all eligible unit members who
possess a POST Supervisor Certificate, in addition to
the Intermediate or Advanced Certificate premium pay.
2.3.5 POST Management Certificate –A 2.5% premium pay
shall be granted to all eligible unit members who
possess a POST Management Certificate, in addition to
POST Supervisor Certificate and the Intermediate or
Advanced Certificate premium pay.
Section 2.4 BILINGUAL PAY
Effective January 1, 2017, to comply with CalPERS language requirements, employees who are routinely and consistently required to communicate in languages other than English shall receive a bilingual stipend shall be an additional three percent (3%) of base salary. Employees must meet all eligibility requirements outlined in Human Resources policy V-16 pass a bilingual assessment administered by Human Resources.
The Union and the City agree to have a re-opener as soon as practical on the Bilingual Pay provision outlined in Section 2.4 to update as necessary if required by CalPERS.
Section 2.5 COMPENSATION, HOURS AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT IN RELATION TO THE RPOA
SUPERVISORY UNIT
2.5.1 In the event that, during the term of this Agreement, the compensation, hours or other terms and conditions of
employment within the scope of representation, as
defined in California Government Code section 3504, of
all or some employees in the classification of Police
Sergeant are improved (hereinafter referred to as
“fringe benefit improvements”), whenever possible, the
same fringe benefit improvements shall be provided
under the same terms to comparable employees in the
management unit. Examples of fringe benefits
include, but are not limited to, employer contributions
9 toward the payment of premiums for health insurance,
life insurance, disability insurance and other insurance for employees and eligible dependents, employer paid
deferred compensation contributions, tuition
reimbursement, education or P.O.S.T. incentive pay,
paid leave benefits, employer paid post-retirement
health insurance contributions, FMLA/CFRA benefits,
overtime compensation, retirement benefits, hours of
work, assignment pay, bilingual pay, and all other
premium payments and bonuses, as well as future
fringe benefits which may be provided to employees in
the classification of Police Sergeants.
2.5.2 If it is not possible or practical to provide the same fringe benefit improvements to comparable
employees in this management unit, those
comparable employees shall be afforded fringe
benefit improvements of at least equal value. If
the parties are able to agree on the net value of
those fringe benefit improvements but are unable
to agree on their form or nature, the
improvement shall be afforded in the form of an
across the board salary increase, which shall
increase the minimum differential set forth above
in section 2.1.1 of this Agreement.
2.5.3 In the event that, during the term of this
Agreement, the wages, hours or other terms and
conditions of employment within the scope of
representation, as defined in California
Government Code Section 3504, of all or some
employees in the classification of Police
Sergeant are reduced (hereinafter referred to as
“fringe benefit reductions”), the Association shall
elect whether employees in this management
unit shall experience a reduction of equal value.
If the Association elects to avoid the reduction
and, thereafter, employees in the classification of
Police Sergeant reacquire all or a portion of the
reduced fringe benefits, employees in this
management unit shall not then be entitled to
receive those improvements or improvements of
equal value pursuant to this Agreement.
Section 2.6 DEFERRED COMPENSATION
2.6.1 The City shall make available to affected employees its 457
10 deferred compensation programs.
2.6.2 The amounts remain subject to limits established by plan administrators or the Internal Revenue Service.
2.6.3 The City will contribute $335 per month to Association members’ 401A deferred compensation plan.
Section 2.7 TUITION REIMBURSEMENT
The City shall provide tuition reimbursement for employees represented by the Association up to a maximum of $1,500 annually. The parties adopt the present City Education Reimbursement Program for incorporation herein, except that the
program is not subject to final approval upon the availability of budgeted funds. See Appendix A.
Section 2.8 FUGITIVE OFFICER SPECIAL PREMIUM PAY
2.8.1 SWAT TEAM AND HOSTAGE NEGOTIATIONS
COMMANDERS
Effective January 1, 2023, Lieutenants assigned as
the SWAT / METRO Team Commander, the Hostage
Negotiation Team Commander or the Collateral
SWAT/METRO Team Commander who are routinely
and consistently assigned to pursue persons who
have or are fleeing from justice shall receive bi-
weekly premium pay calculated off the employee’s
base salary are eligible for Fugitive Officer Premium
as follows depending on Team designation:
The special assignment pay for SWAT / METRO
Team Commander will be three percent (3%).
The special assignment pay for Collateral SWAT /
METRO Team Commander will be one and one-half
percent (1.5%).
The special assignment pay for Collateral Hostage
Negotiation Team Commander will be one and one-
half percent (1.5%).
The Union and the City agree to have a re-opener as
soon as practical on provision outlined in Section
11 2.8.1 to update as necessary if required by CalPERS.
ARTICLE 3 HOURS AND OVERTIME
Section 3.1 HOURS OF WORK
Employees in the classification of Police Lieutenant shall work a “4/10" work schedule consisting of four (4) consecutive ten (10) hour work days and three (3) consecutive days off in a seven (7) calendar day period. , and employees in the classification of Police Captain will work a “9/80” work schedule consisting of eight nine- hour days and one eight-hour day over a two-week period or a “4/10” schedule as described above for the period of this MOU.
Determination of which of these two schedules will be determined by the Chief of Police.
3.1.1 MEAL PERIODS
Lieutenants shall continue to be scheduled for the 4-10 program and their meal periods will continue to occur
during the ten hour shift.
3.1.2 EXCLUSIONS
Light duty assignments, special assignments and/or
major operations may be excluded from the 4-10
program at the discretion of the Chief, or designee.
Such schedules will be determined by the Chief.
Personnel applying for such special assignments will
be notified of the applicable schedule prior to the time applications for the assignment are due.
ARTICLE 4 GENERAL PERSONNEL PROVISIONS
Section 4.1 TAKE HOME CARS
It is recognized that employees in the classifications of Police Lieutenant and Police Captain are routinely subject to call-out during non-duty hours, with the expectation of rapid response. To facilitate such a rapid response Police Lieutenants and Police Captains are assigned a City vehicle and are restricted to driving it for City business purposes only and to and from work in accordance with Department policy.
Section 4.2 UNIFORMS
4.2.1 The Lieutenant and backup Lieutenant assigned to the
12 SWAT team will receive from the City one set of the following items:
Uniform & Safety
Balaclava, Hatch #NH5000
2 Name tag, cloth
2 BDU pants
2 BDU Shirt
T-Shirt, Black w/ MFF emblem
HD Field Jacket
Nomex gloves
Boonie type hat
Leather rappel/fast rope gloves
Eye protection
Custom fit hearing protection
Knee pads
Handgun light
Flashlight
Tactical boots
Nylon under belt
Nylon cuff case
Nylon holster
Nylon keepers, set (4)
Nylon mag pouch, double
Nylon OC holder
Nylon radio holder
Nylon Sam Browne
Name tag, brass w/blk letters: METRO Team
Effective January 1, 2017, to comply with CalPERS language requirements, the City will provide required uniforms and safety equipment. The monetary value of the Uniform (clothing) maintenance, purchase, etc. per pay period for eligible Classic CalPERS members is $12.93. This amount is not payable to the employee.
ARTICLE 5 LEAVE PROVISIONS
Section 5.1 HOURS PER PAY PERIOD ACCRUAL FOR SICK LEAVE
Sick leave will accrue at the rate of 3.7 hours per pay period.
Section 5.2 FAMILY SICK LEAVE
Employees may apply any accrued leave balances for family illness or FMLA / CFRA. Family sick leave will be allowed only for the sickness or injury of the spouse, child, mother, father, registered domestic partner or child of domestic partner of the employee.
13 Covered family relationships are defined by law, and do not include “in-laws.” There is no longer any requirement that the family member live in the same household.
Section 5.3 SICK LEAVE PAYOUT
Except as hereinafter provided, upon retirement or disability retirement pursuant to City ordinance, or under the Public or State Employees' Retirement System or pursuant to the provisions of any applicable agreement between the City and a State retirement system, or upon death, accumulated and unused sick leave credit shall be paid on the following basis:
5.3.1 Every person who has been employed as a sworn
peace officer with any organization for a period of five years or more, but less than 10 years, immediately
preceding said retirement or disability retirement shall receive payment comparable to twenty-five percent of
accumulated and unused sick leave, or upon the death
of every such person who has been so employed for
said continuous period immediately preceding said
employee's death the estate or beneficiary of the
deceased shall receive said payment.
5.3.2 Every person who has been employed as a sworn
peace officer with any organization for a period of ten years or more immediately preceding said retirement or
disability retirement shall receive payment comparable
to fifty percent (50%) of accumulated and unused sick
leave; or upon the death of every such person who has
been so employed for said continuous period
immediately preceding said employee's death, the
estate or beneficiary of the deceased shall receive said payment.
5.3.3 In January of each year, unit members with more than fifteen (15) years of service who used less than fifty one (51) hours of sick leave in the preceding calendar year may, at his or her discretion, have forty (40) hours
transferred from their sick leave account to the
employee’s vacation balance. Sick leave use includes
regular sick leave, family sick leave, FMLA sick leave
and FMLA family sick leave. Eligible employees must
submit a vacation incentive election form in January (no later than January 31st) of each year and allow up to
three pay periods for processing.
14 Section 5.4 BEREAVEMENT LEAVE
Every regular, full-time employee who has been in the continuous employ of the City shall receive bereavement leave as set forth in table 5.4.3, which is attached hereto and incorporated herein by reference.
5.4.1 All regular, full-time employees of the City, regardless of period of service, may in the event of death of any
relative of the first degree by blood or marriage or any relative with whom they reside within the same
household, or brother or sister, be allowed up to the
equivalent of one (1) work week of paid bereavement
leave. In the event of death of a relative of the second degree, who does not reside within the same
household, paid bereavement leave for one (1) work
day may be granted.
5.4.2 Persons regularly employed between twenty to twenty- nine hours per week may be granted one-half (1/2) of
the applicable leave and persons regularly employed
between thirty (30) to thirty-nine (39) hours per week
may be granted three-fourths (3/4) of the applicable
leave.
5.4.3 Relative Bereavement Time
Spouse 1 week
Child 1 week
Step-child 1 week
Parent 1 week
Step-parent 1 week
Mother-in-law 1 week
Father-in-law 1 week
Grandchild 1 day
Step-grandchild 1 day
Grandparent 1 day
Grandparent-in-law 1 day
Aunt Not covered
Uncle Not covered
Brother 1 week
Sister 1 week
Step-sister 1 week
Step-brother 1 week
Brother-in-law * See below
15 Sister-in-law * See below
One (1) week is provided for the death of an
employee’s brother-in-law or sister-in-law of the first degree which refers to the employee’s spouse’s
sibling.
One (1) day is provided for the death of an
employee’s brother-in-law, or sister-in-law of the
second degree which refers to the employee’s
sibling’s spouse, OR the employee’s spouse’s
sibling’s spouse.
Section 5.5 MILITARY LEAVE
5.5.1 Military leave shall be granted to employees in
accordance with the provisions of federal and state law.
City Council reserves its right to supplement the
aforementioned federal and state law military leave
provisions.
5.5.2 Regular employees on approved Military Leave shall be entitled to their regular salary and compensation as a
City employee for the first 30 calendar days of such
leave in any fiscal year. Benefits are applied in
accordance with Human Resources Policy.
5.5.3 The City shall provide continued health and dental benefits to such employee’s dependents, provided that
the dependents were covered for such benefits prior to
the employee being called to active duty.
Section 5.6 LEAVE OF ABSENCE
5.6.1 Employees are entitled to request a leave of absence from work in accordance with the terms and provisions
of the City of Riverside’s Leave of Absence Without Pay (General) Policy of the Human Resources Policy and
Procedures Manual.
5.6.2 Family, Medical and Pregnancy Disability: Family, medical and pregnancy disability leave shall be granted to employees in accordance with the provisions of
federal and state law.
Section 5.7 RELEASE TIME
16 The City will grant release time of up to 176 hours per year for the Association Board.
Section 5.8 ADMINISTRATIVE TIME
While on Administrative Time Off (aka Administrative Leave or Administrative Suspension), an employee shall not be forced to use vacation and holiday time. However, an employee placed on Administrative Time Off with a previously approved vacation shall be permitted to take such vacation (using the employee’s vacation bank) without restriction unless the Police Chief determines that the nature of the investigation concerning the employee, if any, requires the employee to remain reasonably available to respond to the police department and the Chief rescinds the approved vacation in his written suspension notice to the employee with specific reasons stated therefore. In such case, the employee shall be permitted to take his/her vacation immediately upon return to regular duties.
ARTICLE 6 VACATION
Section 6.1 POLICY
Vacation leave shall be scheduled and approved by the department head. Subject to department head approval, employees may take earned vacation within the same calendar year it is earned. No paid vacation leave shall be allowed unless such leave has been already earned.
Section 6.2 VACATION SCHEDULE
The vacation accrual rates for RPAA represented employees shall be at the 200 hours per year level regardless of how long they have been employed by the City of Riverside.
Section 6.3 ANNUAL VACATION BUY DOWN
Represented employees shall have an annual option to convert to cash up to two hundred (200) hours of accumulated vacation benefits. The employees shall receive the same compensation for the hours converted as would have been provided had they used those hours to receive time off with pay at the time the option is exercised. The option shall be exercised during January of each year and the payment shall occur in the ensuing November, provided that the option can be rescinded or modified any time prior to the ensuing November 1st.
17 Section 6.4 VACATION INCENTIVE
Every unit member with more than 10 years of total service time with the Riverside Police Department shall have credited to his/her vacation bank, in January of each year, an additional 20 hours if, in the preceding calendar year, the employee used less than 51 hours of sick leave.
The effectiveness of this incentive will be assessed during the term of the contract for potential re-evaluation in the next contract.
ARTICLE 7 HOLIDAYS
Section 7.1 HOLIDAYS OBSERVED
Authorized holidays are as follows:
New Year’s Day – January 1st
Martin Luther King Day – 3rd Monday in January
Lincoln’s Birthday – February 12th
President’s Day – 3rd Monday in February
Cesar Chavez Day – Last Monday in March (Effective 2017) Memorial Day – Last Monday in May
Juneteenth – June 19th
Independence Day – July 4th
Labor Day – 1st Monday in September
Columbus Day – 2nd Monday in October
Veteran’s Day – November 11th
Thanksgiving – 4th Thursday in November
Day after Thanksgiving – 4th Friday in November
Christmas Day – December 25th
The City shall add holidays as appropriate on any day proclaimed as a holiday by the President of the United States or Governor of the State of California. This holiday, if so declared, will be treated as any other holiday by police public safety personnel.
Section 7.2 ELECTION DAY NOT A HOLIDAY
The provisions of state law making every day on which an election is held throughout the state a state holiday shall not apply or create a holiday.
Section 7.3 OBSERVANCE OF HOLIDAYS
18 7.3.1 Effective January 1, 2017, in order to maintain operational control and facilitate community
engagement through participation in community events,
many of which occur on holidays, all unit members are
required to work regular or adjusted shifts on approved holidays (without regard to holidays) unless prior
approval is sought and obtained for the member to
observe the holiday and be absent from work. If so
approved, the member will have an option to observe,
bank or receive pay for each holiday at the employee’s
regular rate of pay. Regular rate of pay is agreed to
mean the employee’s normal hourly compensation for
regular working hours, including all applicable specialty pay, educational pay, POST Certificate pay,
assignment pay, bilingual pay, fugitive officer premium pay, shift differential, certificate pay, and other
compensation as allowed per FLSA.
7.3.2 If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. If an authorized holiday falls on a Saturday, the preceding Friday shall be treated as the holiday.
Section 7.4 HOLIDAY TIME CREDIT
For all members in this bargaining unit holiday time shall be credited based on scheduled shift hours that the employee would have worked on that holiday.
7.4.1 For all members in this bargaining unit, when a holiday falls on the employee's normal day off, the
employee may be compensated in one of three
ways: (1) The employee may elect to take the
holiday off on another day within that same pay
period; (2) The employee may receive cash
payment equal to the value of the holiday; or (3)
The employee may bank the holiday, deferring
receipt of compensation until the last pay period in
November. The option to defer receipt of holiday
compensation is only available to CalPERS
Classic members only and must be reported in the
pay period in which it was earned (PEPRA
members are excluded by CalPERS law to defer
holiday pay).
ARTICLE 8: EMPLOYEE INSURANCE
19 Section 8.1 MEDICAL / DENTAL
8.1.1 The City will pay the monthly premiums on behalf of each employee and eligible dependent under the
medical insurance programs available through the City.
Effective the first paycheck in December 2016, the
monthly City contribution for employee + one will
increase by forty dollars ($40) bringing the monthly
amount to nine hundred and seventy dollars ($970).
The monthly City contribution for employee + two or
more will increase by fifty five dollars ($55) bringing the monthly amount to one thousand two hundred and
eighty seven dollars ($1,287). The monthly City
contribution for employee only coverage will increase
by thirty dollars ($30) bringing the monthly amount to
five hundred and forty dollars ($540).
Effective the first paycheck in December 2018, any
increase in cost of health insurance premiums will be
divided equally between the City and the employees.
This provision shall not apply to individuals with
employee only coverage until the premium exceeds the
amount of the City’s monthly contribution.
8.1.2 The contribution amounts listed in 8.1.1 can be used for medical and dental premiums.
8.1.3 During the term of this agreement, the City may
discontinue any health insurance plan which does not
maintain City-wide enrollment of at least 150
employees.
8.1.4 The contributions do not apply to the third payroll period in any one month.
8.1.5 Employees who do not elect to participate in the City’s health insurance program and can show proof of
insurance shall receive a stipend of $2,000 the last
payroll period in November of each year. Employees
must be employed through the end of the last payroll
period in November to qualify for this benefit. Current employees on payroll through November who did not
work the entire 12-month period shall earn the stipend
on a pro-rata basis.
20 Section 8.2 LIFE INSURANCE
The City will provide RPAA represented employees term life insurance in an amount equal to twice the employee’s annual base salary. This insured amount will include accidental death and dismemberment.
Section 8.3 LONG TERM DISABILITY
8.3.1 The City shall contribute fifteen dollars ($15.00) per month per employee toward the group long term
disability program maintained by the Association for its members.
8.3.2 If a RPAA represented employee does not participate in the Long Term Disability (LTD) program the City will
contribute an additional $15 per month to the City’s
deferred compensation program for that Association
member.
ARTICLE 9: RETIREMENT
Section 9.1 RETIREMENT PLAN
The City offers a defined retirement benefit plan through the California Public Employees’ Retirement System (CalPERS) and there are three (3) tiers for this MOU depending on date of hire which define the various retirement levels for the member’s retirement formula, final compensation calculation and employee contribution/cost sharing as follows:
A Tier 1 – Employees hired before February 16, 2012
The retirement formula is 3% @ 50 years of age. Final
compensation is calculated as the average of the single highest year based on the highest twelve (12) consecutive months. The City shall pick up each affected employee’s required member contribution to CalPERS not to exceed nine percent (9%) of the affected employee’s compensation reported to CalPERS. Said PERS pickup shall be credited to the employee’s account with CalPERS.
The City shall continue to pay the Employer Paid Member Contribution (EPMC). Those employer paid member contributions shall be credited to the employee’s account with PERS. In addition,
21 those employer paid member contributions shall be reported to PERS as pensionable income in accordance with California Government Code Section 20636(c)(4). In no event shall the EPMC exceed nine (9%) of pension income of the affected member contribution for public safety members of CalPERS.
Effective the first pay period following January 1, 2018, if a wage increase is in excess of two percent (2%), represented employees in Retirement Tier 1 shall pay a portion of the required employer contribution equal to one and one half percent (1.5%) of pensionable income pursuant to the cost-sharing provisions set forth in California Government Code Section 20516.
Effective the first pay period following January 1, 2019, if a wage increase is in excess of two percent (2%), represented employees in Retirement Tier 1 shall pay an additional portion of the required employer contribution equal to one and one half percent (1.5%) of pensionable income pursuant to the cost-sharing provisions set forth in California Government Code Section 20516.
Effective the first pay period following January 1, 2020, if a wage increase is in excess of two percent (2%), represented employees in Retirement Tier 1 shall pay an additional portion of the required employer contribution equal to one and one half percent (1.5%) of pensionable income pursuant to the cost-sharing provisions set forth in California Government Code Section 20516.
Upon approval of this MOU (2022-2023) and effective with the first pay period following City Council approval of the CalPERS contract amendment of this cost-sharing provision, represented employees in Retirement Tier 1 shall pay an additional portion of the required employer contribution equal to one percent (1%) of pensionable income pursuant to the cost-sharing provisions set forth in the California Government Code Section 20516 for a total of five and one half (5.5%) percent.
Effective the first pay period following July 1, 2023, represented employees in Retirement Tier 1 shall pay an additional portion of the required employer contribution equal to one percent (1%) of pensionable income pursuant to the cost-sharing provisions set forth in California Government Code Section 20516 for a total of six and one half (6.5%).
Effective the pay period of April 12, 2024, represented employees in Retirement Tier 1 shall pay an additional portion of the required employer contribution equal to one half percent (0.5%) of pensionable income pursuant to the cost-sharing provisions set forth
22 in California Government Code Section 20516 for a total of seven (7%) percent.
Effective the pay period of December 20, 2024, represented employees in Retirement Tier 1 shall pay an additional portion of the required employer contribution equal to one half percent (0.5%) of pensionable income pursuant to the cost-sharing provisions set forth in California Government Code Section 20516 for a total of seven and one half (7.5%) percent.
B. Tier 2 – Employees hired on and after February 17, 2012 and until December 31, 2012 and employees hired on or after January 1, 2013 who are not "new members" as defined by the Public Employees Pension Reform Act (PEPRA) in California Government Code Section 7522.04(f).
The retirement formula is 3% @ 50 years of age. Final
compensation is calculated as the average of the three (3) highest years. Employees in Tier 2 must pay 100% of the employee’s required member contribution to CalPERS.
C. Tier 3 – Employees hired on or after January 1, 2013 and who are defined by the PEPRA as "new members."
The retirement formula is 2.7% @ 57 years of age. Final compensation is calculated as the average of the three (3) highest years. Employees in Tier 3 must pay 100% of the employee’s required member contribution to CalPERS.
9.1.1 The above PERS pick up shall not be considered as base salary but shall be considered employer
contribution pursuant to Section 414(h)(2) of the
Internal Revenue Code.
9.1.2 The city shall provide the One-year Highest
Compensation benefit for all Police Unit employees
hired on or before February 16, 2012.
(Government Code Section 20042
Pursuant to California Government Code Section
20636(c), the City will report Employer Paid Member
Contributions (EPMC, i.e., "the pick up" described
above in Section 9.1A) of pensionable income to the
Public Employees Retirement System (PERS) each pay
period to ensure the amount is calculated in the
employees final calculation of compensation for
23 retirement.
9.1.3 The City will contract with Public Employee’s
Retirement System to provide the ½ Widow’s
continuance option, known to PERS as the ‘1957
Survivor Benefit’ to all employees in the RPAA unit.
9.1.4 The City will contract with PERS for the third level 1959 Survivors’ Benefit.
Section 9.2 HEALTH INSURANCE COVERAGE FOR RETIREES
The City will provide a group medical health insurance policy similar to the health insurance carriers currently provided to active employees.
9.2.1 The City shall contribute each month toward a retiree medical trust fund to be established by the Association an amount equal to fifty dollars ($50) for every active employee in this unit of representation who is in a paid status. Until the trust fund has been established, the funds will be deposited by the Association into an interest-bearing account. As soon as the trust has been established, the funds in that account will be transferred by the Association to the trust.
9.2.2 Effective January 1, 2008, the City will contribute one hundred dollars ($100) monthly for every active employee in this unit of representation into said fund.
9.2.3 The trust shall provide post-retirement medical benefits only to individuals who have retired under any of the following conditions:
1. A service retirement within fifteen (15) or more years of sworn service with Riverside Police Department.
2. An industrial disability retirement with the City of Riverside.
9.2.4 The Association agrees to allow the City to audit the books and records of the trust at the City’s request.
9.2.5 Upon retirement of an employee in this unit of
representation, the city shall make pre-tax (to the extent permitted by the Internal Revenue Service) contributions to the retiree’s PORAC Retiree Medical Trust – Individual
Account (or such other Trust the RPAA may designate from
24 time to time) in an amount equal to 80% of the value of the combined vacation and sick leave payout entitled the
employee pursuant to Section 5.3 of this MOU based upon the employee’s rate of pay immediately preceding
retirement. The remaining 20% of the vacation and sick leave payout entitlement shall continue to be paid in cash to the employee upon retirement. These contributions shall only be used to pay retiree health insurance premiums or health services expenses, in accordance with the terms of the Trust. The employee shall not have the option to receive a cash contribution for the value of the vacation and sick leave benefits contributed to the Trust fund in lieu of making those contributions.
The RPAA has the right to alter the percentage of leave balance contribution from the 80% of the value of the
combined vacation and sick leave payout entitled to the employee pursuant to §5.3 of this MOU based upon the
employees rate of pay immediately preceding retirement
during the course of this agreement, on a uniform basis, for all RPAA members, subject to approval of the its members according to the RPAA’s internal rules.
The City’s obligation to provide pre-tax deposits would remain subject to Internal Revenue Service rules as they may be revised in the future. Should the Internal Revenue Service later determine that these contributions are no longer permissible on a pre-tax basis, the parties shall meet and confer in good faith to pursue alternative approached for providing comparable benefits. If the parties are unable to reach an agreement, the retiree shall receive the entire vacation and sick leave payout in cash pursuant to Section
5.3 of the MOU.
The parties understand that this amendment shall in no way obligate the City to incur any additional costs or obligations beyond those already set forth in the MOU.
Section 9.3 HEALTH INSURANCE FUND FOR RETIREES (1991 Plan)
9.3.1 The City has established the RPOA/City of Riverside Fund (hereafter "Fund") for retirees in the amount of
$750,000. That amount to be prudently invested so that
it draws or bears interest. RPAA has no responsibility for administration of this RPOA Health Insurance Fund.
25 9.3.2 The principal of the Fund will be used to help pay premiums for group health insurance for police retirees from classifications belonging to the non-management
unit covered by this agreement, or retirees from the
Police Management Unit who were employed under the
agreement during a period of salary contribution to the fund, regardless of retirement date, subject to the
following conditions:
9.3.2.1 The Fund shall contribute Seventy-Five dollars
($75.00) per month for employees who retired
prior to June 1, 1990.
9.3.2.2 The Fund shall contribute One Hundred Fifty
dollars ($150.00) per month for employees who
retire on or after June 1, 1990.
9.3.2.3 Notwithstanding the above amounts, in no event
shall the contribution exceed the dollar amount
being contributed to current employees at the
employee only rate.
9.3.2.4 In order to be eligible, regardless of date of
retirement, an employee must meet the following
eligibility requirements:
9.3.2.4.1 An employee who receives a service
retirement or a non-industrial disability
retirement must have twenty (20) years'
service in law enforcement as a sworn
employee; of those 20 years a minimum
of fifteen (15) years must be served as a
sworn employee with the City of Riverside
Police Department and the employee
must have retired from the City.
9.3.2.4.2 Subject to the following provisions, an
employee who receives an industrial
disability retirement will be eligible after
years of active service plus years on
disability retirement equal 20, provided
that the industrial disability retiree has
served a minimum of five (5) years with
the City of Riverside Police Department in
a sworn capacity. Years of active service
may include up to five (5) years sworn law
enforcement service with another agency.
26 The RPOA/City Advisory Group may
make exceptions to the total years of
service requirement for industrial disability
retirements in case of catastrophic injury
or other compelling circumstances. In the
event the Advisory Group is deadlocked
on any such question the matter shall be
referred to expedited binding arbitration.
9.3.2.5 The spouse of a retiree for whom the City is
making contributions may elect, upon the death of
the retiree, to continue in the same plan for up to
five (5) years at his/her own expense.
9.3.2.6 A retiree whose personal annual income, including retirement payments but excluding deferred
compensation withdrawals, exceeds the then
current maximum base salary for the position held
at time of retirement will not be eligible for City
contributions during the ensuing year.
9.3.2.7 A retiree who is eligible for coverage under a
different plan by virtue of his/her own employment
or spousal employment is not eligible for such
contributions during the period of such coverage.
9.3.2.8 It is contemplated that retirees who are temporarily disqualified under paragraphs 9.3.2.6 and/or
9.3.2.7 above may, at some time, no longer be
ineligible under the criteria of those paragraphs. In
such event, if during the period of ineligibility they
did not maintain coverage in a City sponsored
health insurance program at their own expense,
they may apply for readmission to a City
sponsored health insurance program for retirees. If
the insurer will not let them back in and they
qualify for and obtain an individual program of
medical insurance, the Fund will make the
appropriate contributions to them for so long as
they remain insured and eligible. Neither the
Association nor the City is a guarantor of
readmission or admission to a City sponsored
group health plan or to any other health insurance
plan.
9.3.2.9 The City will not be requested to augment this
particular Fund except as follows:
27 9.3.2.9.1 When the amount in the Fund equals or is
less than the equivalent of a one percent
(1 %) salary increase for the bargaining
unit, the Association may request that the
remainder of the Fund be applied one-half
to the salary schedule and the other half
revert to the City, or in connection with the
next negotiations, propose that a new
Fund be established or that the amount in
the Fund be increased.
9.3.2.9.2 If the trigger point has been reached
(Fund equals 1 % salary increase) and
there is a significant chance the Fund may
exhaust itself before expiration of the then
current Memorandum of Understanding
the Association may request a reopener
limited to the issues of retiree health
insurance fund and salaries.
9.3.2.9.3 Any current employee who retires relying
in whole or in part upon the availability of
this benefit is not entitled to a continuation
of the benefit beyond the funded amount.
The continuation of this benefit is subject
to the negotiating process and may be
terminated through negotiations or by
exhaustion of the Fund amount. In such
event, the retiree will have no further right
or entitlement to a continuation of this
benefit. The rights of employees who
have retired as of the date of this
agreement are subject to the same
limitations and conditions.
9.3.2.10 Entering into this agreement neither the
Association nor the City is guaranteeing that City
sponsored coverage will be available for persons
who have retired prior to the effective date of this
agreement. If City sponsored coverage is not
available for any such retiree, he/she will be
entitled to apply the contribution to payment of
premiums for another health insurance plan in
which he/she is enrolled. This section 9 titled
"Health Insurance Fund For Retirees (1991 Plan)"
28 is subject to the savings and separability language
of this Memorandum of Understanding and it is
understood and agreed that the voiding of one or
more components of this program will not
automatically void the remaining components of
the program.
9.3.2.11 A joint Association/City advisory committee will review claims for contributions and decide
disputed claims; and shall be provided with
periodic reports as to the status of the Fund. The
committee will consist of two members appointed
by the Association and two members appointed by
City management.
9.3.2.12 The establishment of this Fund is based on the principle that it is "governmental" and, therefore,
exempt from ERISA. Any effort or enactment to
bring this Fund under ERISA will cause the
immediate dissolution of the Fund with one-half
the remaining principal to be distributed in equal
lump sums to the participating members and one-
half to revert to the City.
9.3.2.13 The City's obligation is limited to contributions; it is not a guarantee of coverage. The City reserves
the right to provide alternate plans and carriers,
including a plan geared specifically for retirees.
9.3.2.14 As soon as practicable following the date of
agreement, the City and Association shall arrange
for the transfer of the then current Fund to the
Association pursuant to the Protocol for Transfer
and letter from counsel for the Association dated
May 10, 1999.
9.3.2.15 The City and the RPOA will develop a process
(such as the Insurance Advisory Committee) to
review and thereafter complete a review of retiree
health savings account options. Once completed,
the parties may jointly agree to present proposals
to City Council for consideration.
9.3.3 Enrollment Provisions for Post 1991 Hires
9.3.3.1 Unit members who were hired after July 1, 1991
and who have not already contributed to the
29 RPOA / City of Riverside Fund (hereafter “Fund”)
either by direct contribution or by deferring the
agreed upon percentage of pay shall have a one-
time opportunity to participate in the Fund as
follows:
9.3.3.2 Between September 1 and September 30, 1998
such unit members may elect to participate in the
Fund by authorizing a payroll deduction equal to
five percent (5%) of the current gross salary
(exclusive of P.O.S.T.) of a top step patrol officer
for a period of one (1) year, which sum will be
deposited with the Fund. As an alternative, such
unit members may elect to make a one-time
payment of the total amount into the Fund. A unit
member hired after July 1, 1991 who has not yet
completed his or her probationary period shall be
subject to the conditions of section 9.3.3.4 below.
9.3.3.3 Unit members electing not to contribute shall be deemed to have waived participation in the Fund.
9.3.3.4 Unit members hired after ratification of this
agreement shall be provided the same election
opportunity as described in paragraph 9.3.3.2
above during the thirty (30) day window period
following satisfactory completion of their
probationary periods.
9.3.3.5 The Memorandum of Understanding language
which provides that eligible employees include
retirees from the Police Management Unit “(now
known as RPAA),…who were employed under the
agreement during a period of salary contribution to
the fund, …” shall apply to unit members electing
to contribute and participate under the terms of
this section and shall be interpreted to apply to
eligible retirees from both the Police Management
Unit and the Police Supervisory Unit.
9.3.4 Fund Transfer (1991 Plan)
As soon as practicable the City and Association shall
arrange for the transfer of the Retirement Fund (1991
Plan) to the Association pursuant to the Protocol for
Transfer and letter from counsel for the Association
dated may 10, 1999 both of which are attached as
30 exhibit C. Even though said letter identifies a particular investment brokerage firm to act as investment advisor
to the Trust; the parties agree that the Association may utilize any other comparable registered investment
advisor firm.
ARTICLE 10: ATTENDANCE AT TRAINING OR SCHOOLS
Section 10.1 ADJUSTED TIME ACCRUAL
Sworn employees of the Riverside Police Department shall be entitled to Adjusted Time, also referred to as “Adjusted Days Off.” Accrual and use by RPAA members shall be in accordance with and subject to the provisions of RPD policy.
Adjusted Time will be credited on an hour-for-hour basis to an employee’s Adjusted Time Bank for training or approved extra duty occurring outside of the employee’s regularly scheduled work hours.
RPAA Members who are assigned to attend training on their regular day(s) off shall only receive Adjusted Time as
compensation for those hours.
RPAA members who work approved extra duty assignments on their regular day(s) off may receive Adjusted Time as compensation at the employee's request. Employees who earn Adjusted Time for any reason shall enter that accrual of time into Telestaff for the day on which it was earned. The employee shall enter a notation in the Telestaff system, along with the time entry, describing the training course or other activity for which Adjusted Time was earned.
Section 10.2 DAY-FOR-DAY ADJUSTED TIME
For those employees assigned to an alternative work week schedule, such as a 9/80 or 4/10, Adjusted Time for mandatory training may be credited on day-for-day basis at the discretion of the Training Bureau Commander or the employee’s Division
Commander. This option shall only apply where the mandatory training hours attended on a particular day constitute at least 80% of the employee’s regularly scheduled work hours.
Section 10.3 ADJUSTED TIME USE
Employees should use Adjusted Time within the same 28-day payroll cycle in which it is earned. If extenuating circumstances prevent an employee from using accrued Adjusted Time within the
31 same 28-day cycle, he or she shall obtain supervisor approval and make arrangements to use that time as soon as practicable thereafter.
Employees may use Adjusted Time subject to the same limitations as discretionary leave banks, including but not limited to minimum staffing concerns and obtaining advanced supervisory approval.
In the event that an employee's preferred day(s) of use are not available, the supervisor shall schedule the employee to use his/her Adjusted Time during any available shift within the 28-day payroll cycle. Whenever possible, the supervisor entering or approving the accrual of Adjusted Time shall schedule its use at the same time.
Employees shall use Adjusted Time first, before any discretionary leave banks are used. Adjusted Time shall be subject to the same FMLA provisions as other leave banks.
Section 10.4 ADJUSTED TIME BANK LIMITATIONS
Adjusted Time is non-compensable and has no cash value. The Adjusted Time Bank shall be limited to a maximum accrual of 80 hours. Employees who have reached the 80-hour maximum may not earn additional Adjusted Time until they use their previously accrued Adjusted Time.
Section 10.5 MEET AND CONFER WAIVER
The City and the Association waive their rights to compel the other to meet and confer regarding scheduling and/or compensation with respect to attendance at training or school as explained in this Section during the current labor contract negotiations or in connection with a successor Memorandum of Understanding.
Section 10.6 ADHERENCE TO PROVISIONS
The above provisions regarding training or school shall be strictly adhered to by police management in all divisions within the Department.
ARTICLE 11: TRANSFERS WITHIN THE DEPARTMENT
All assignments for employees represented by the Association are determined by the Chief.
ARTICLE 12: PROMOTIONAL PROCESS
32 Section 12.1 Subject to change these conditions guide the application process for filling a position opening for Captain:
12.1.1 All applicants must have completed probation,
12.1.2 Possess a Baccalaureate or higher degree from an accredited college or university at the time of application,
12.1.3 Submit an application with a brief resume attached,
12.1.4 Submit to an examination by an inside oral board consisting of two (2) sworn command staff members of the rank of deputy chief or above. The oral board will review each applicant’s Personnel File and resume and later
discuss all candidates’ qualifications with the Chief of Police.
12.1.5 The Chief of Police will individually interview as many applicants as deemed necessary to select for the vacant or created position(s).
12.1.6 Promotional processes for Police Captain will occur when a Captain vacancy occurs and no active promotional list is effective at the time of appointment to fill that vacancy.
Any promotional list created pursuant to this section will remain in effect for one (1) calendar year, beginning on the date the list is certified by City Human Resources.
ARTICLE 13: DRUG TESTING
Both parties remain committed to a drug-free workplace. The parties further agree to work together to evaluate and revise RPD’s 1997 Drug Testing Policy. The current Drug Policy is found in Appendix B.
ARTICLE 14: REPLACEMENT OF PERSONAL ITEMS
14.1 The City will reimburse Unit members for lost and/or damaged personal items subject to the following
conditions:
14.2 Such items are required for the job, but not provided by the City.
14.3 The items are lost and/or damaged while the employee is on duty, in the course and scope of duty; the loss is
33 not caused by the negligence of the employee.
14.4 Total reimbursement per employee pursuant to this
policy shall not exceed $100 per fiscal year. Subject to the same dollar limitation, reimbursement for civilian
clothes shall be at the level equal to the comparable
uniform component.
14.5 Reimbursement shall not be required where the
employee's insurance covers the item.
14.6 Notwithstanding any of the above, this policy shall not apply to second or back-up weapons or personal
vehicles not required by the Department to be utilized.
14.7 Utilization of this policy for any one incident constitutes a waiver of the right to pursue reimbursement for that
item or incident from the City in other administrative or legal forums; otherwise the existence of this policy
does not constitute a waiver of either party's defenses or remedies in connection with additional incidents
during the same fiscal year. ARTICLE 15: GRIEVANCE PROCEDURE Section 15.1 PURPOSE To provide employees with an orderly procedure for processing a grievance. The current M.O.U. for the bargaining unit should be referenced as to specific language. Section 15.2 DEFINITION A grievance is an allegation by an employee that the employee has been adversely affected by a violation, misinterpretation, or misapplication of the specific written provisions of a Memorandum of Understanding, the City's salary and fringe benefit resolutions, or the City's written personnel policies and procedures.
Section 15.3 POLICY
Regular employees shall use the hereinafter prescribed procedure for grievances arising out of the administration of ordinances or regulations dealing with personnel, salary, or other benefits, any alleged improper treatment of an employee, or any alleged violation of commonly accepted safety practices and procedures.
15.3.1 Representation - An employee may be represented at
34 all stages of the grievance procedure by himself/
herself or, at his/her option, by a representative.
In this grievance procedure, any reference to grievant
means grievant, his/her representative, and/or a
bargaining unit.
15.3.2 Time Limits - The time limits herein are maximum time limits; however, time limits may be extended by
mutual agreement.
15.3.2.1 In the event the grievant fails to meet a time limit, such failure shall constitute a waiver of
the grievance.
15.3.2.2 In the event the City fails to meet a time limit, such failure shall allow the grievant to proceed
to the next level of the grievance procedure.
15.3.3 Arbitration Costs and Selection
15.3.3.1 Only for Association approved actions, the
cost of the services of a hearing officer/arbitrator,
including but not limited to fees, per diem expenses
and travel and sustenance expenses will be borne by
the losing party. If the identity of the losing party is not clear from the award, and/or the parties disagree
on who is the losing party, they may request the
arbitrator to designate the losing party for purposes of this clause. All other costs shall be borne by the party incurring them. For the purpose of this agreement, a
decision by a hearing officer/arbitrator which rescinds a demotion or termination will be considered a loss by
the City.
15.3.3.2 Only for Association approved actions, prior
to requesting the hearing officer/arbitrator, the
Association shall deposit with the City $3,000 to be
used to pay all or a portion of the cost described
above. If the Association or Association member is
deemed not to be the losing party the deposit will be
returned by the City within 30 days of receipt of
hearing officer/arbitrator’s decision. Without this
deposit, both parties agree that a hearing will not be
scheduled, regardless of circumstances.
35 15.3.3.3 If the parties are unable to agree upon a
hearing officer or arbitrator, hearing officers and
arbitrators shall be selected from a panel submitted
by the California State Conciliation Service; each
party shall alternately strike names until there is one remaining.
Section 15.4 PROCEDURE
Responsibility Action
Department, Grievant 1. Informal Step: As a general policy, attempts shall be made to ascertain
all facts and adjust all grievances on
an informal basis between the
grievant and a supervisor in the
chain of command up to and
including the Division Head.
Presentation of this grievance shall
be made within ten (10) working
days from the date the grievant
knew or should have known of the
act or occurrence giving rise to the
grievance.
Grievant 2. Step One: If the grievance is not
adjusted to the satisfaction of the
grievant within five (5) working days
after presentation of the grievance,
the grievant may submit the
grievance in writing to the
department head within the next ten
(10) working days.
Department Head 3. Meets with the grievant within five
(5) working days of receipt of the
written grievance and communicates
a decision to the grievant within five
(5) working days after the meeting.
Grievant 4. Step Two: If the grievant is not
satisfied with the decision of the
department head, the grievant may,
within ten (10) working days after
receipt of the department head's
decision, submit in writing the
36 grievance and request for a hearing
to the Assistant City Manager for
review.
Hearing Officer 5. Hears case and makes recom-
mendation according to the type of
grievance.
a. Non-disciplinary grievances:
Heard by a hearing officer
who shall make advisory
recommendations to the City
Manager. The City Manager's
decision shall be final.
b. Disciplinary grievances for
regular employees who are
suspended for eighty (80)
hours or more, are demoted in
rank, or are terminated.
Appeals to a hearing officer
whose decision is final. Either
party may seek review of the
hearing officer's decision
pursuant to Code of Civil
Procedure Section 1094.5.
c. Other disciplinary grievances for
employees who receive discipline
other than that which is indicated
in b. The matter may be appealed
to binding grievance arbitration.
The arbitrator's decision and
award shall be final and binding
on the parties and may be
reviewed only pursuant to Code
of Civil Procedure Section 1285
et seq.
6. An Administrative Appeal Hearing
process shall be provided to all
members of the bargaining unit. This
appeal hearing process will be
applicable to any administrative
actions that may be considered
37 punitive as defined by the Public
Safety Officer Bill of Rights. The
specific procedures will be included
in the Riverside Police Department
Policy and Procedures Manual.
ARTICLE 16: ASSOCIATION MEMBERSHIP
16.1 The Agency Shop provisions shall be applied for the term of this agreement as follows:
16.2 Subject to Article III Section 4, payroll deductions, of the City's Employer-Employee Relations Resolution,
upon the voluntary written authorization of bargaining
unit employees, the City shall deduct and remit to the
Association, the Association's initiation fee and periodic dues for members of the Association.
16.3 Any unit member who is not a member of the
Association or who does not make application for
membership within thirty (30) days following the
effective date of this paragraph, or, for those hired after the effective date of this paragraph, within thirty (30) days from the date of commencement of duties, shall
be permitted to become a member of the Association
or pay to the Association a fee in an amount equal to
the Association's periodic dues; provided, however,
that the unit member may authorize payroll deduction
for such fee in the said manner as provided in
paragraph 16.2
16.4 Dues withheld by the City shall be transmitted to the Association Officer designated in writing by the
Association as the person authorized to receive such
funds, at the address specified.
16.5 This section was left blank intentionally.
16.6 The City shall not be obligated to put into effect any new, changed or discontinued deduction until the pay
period commencing fifteen (15) work days or more after
such submission.
16.7 No unit member shall be required to join the
Association or to make an agency fee payment if the
38 unit member objects.
16.9 The City shall not deduct monies specifically earmarked for a PAC or other political activities unless such
deduction is affirmatively, separately and specifically authorized in writing by the unit member.
16.10 The Association shall keep an adequate itemized
record of its financial transactions and shall make
available annually to the City and, upon request to the employees who are members of the Association, within
sixty (60) days after the end of its fiscal year, a detailed written financial report thereof In the form of a balance sheet and an operating statement, certified as to
accuracy by its President and Treasurer or
corresponding principal officer, or by a Certified Public Accountant. A copy of financial reports required under
the Labor-Management Disclosures Act of 1959 or
Government Code Section 3546.5 shall satisfy this
requirement.
16.11 This organizational security arrangement shall be null and void during the period following expiration of this Memorandum of Understanding and prior to entering
into a successor agreement containing the same
provision for organizational security. Additionally, this organizational security arrangement shall be null and
void if rescinded by a vote of employees pursuant to
Government Code Section 3502.5(b).
16.12 The Association will defend, indemnify and hold
harmless the City of Riverside from any loss, liability or cause of action arising out of the operation of this
article.
ARTICLE 17 NO CONCERTED ACTIVITIES
17.1 During the term of this agreement, the Association, its officers, agents, representatives and/or members agree
they will not cause, condone or participate in any strike, walkout, work stoppage, job action, slow down, sick-
out, refusal or failure to faithfully perform assigned
duties and responsibilities, withholding of services or other concerted interference with City operations,
including compliance with the request of other labor
organizations to engage in any or all of the preceding
activities.
39 17.2 In the event of such activities, upon request by the City, the Association shall immediately instruct any persons
engaging in such conduct that they are violating this
agreement and that they are engaging in unlawful
conduct and that they should immediately cease
engaging in such conduct and resume full and faithful
performance of their job duties.
17.3 In addition to any other lawful remedies or disciplinary action available to the City, the City may, in addition to the above, invoke any and all remedies available to it
under its Employer-Employee Relations Resolution.
ARTICLE 18: PROVISIONS OF LAW
18.1 It is understood that existing ordinances, resolution and written policies of the City cover matters pertaining to employer-employee relations including, but not limited
to, salaries, wages, benefits, hours and other terms and conditions of employment. Therefore, it is agreed that
all ordinances, resolutions and policies, including the Employer-Employee Relations Resolution, Meyers-
Milias – Brown Act are hereby incorporated herein by
this reference and made part hereof as though fully set forth and except as provided herein shall remain in full force and effect during the term hereof. The parties
hereto agree that nothing in this MOU shall in any
manner abridge, restrict or modify the rights and
prerogatives of the City and its employees set forth in Article I , Sections 4 and 5, and Article II Section 1 B of Resolution No. 15079, or its successor, if any.
18.2 The City and the Association agree that for the term of this Agreement, each party waives its rights and each
party agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this Agreement except as
expressly provided for in this Agreement and as to
meeting and conferring over the renewal or continuation of this MOU at its expiration date in accordance with
said Employer-Employee Relations Resolutions.
18.3 It is understood and agreed that this MOU is subject to all present and future applicable federal and state laws and regulations and the provisions hereof shall be
effective and implemented only to the extent permitted
40 by such laws and regulations. If any provision is, held invalid or unenforceable by any tribunal of competent
jurisdiction, such part of provisions shall be suspended and superseded by such applicable laws and
regulations and the remainder of the MOU shall not be
affected thereby and shall remain in full force and
effect.
18.4 Upon ratification by the membership of the Association and by the City Council this MOU shall be effective
through December 31, 2027.
41 MEMORANDUM OF UNDERSTANDING 2025-2027
CITY OF RIVERSIDE, RIVERSIDE POLICE ADMINISTRATORS’ ASSOCIATION
FOR THE LIEUTENANT AND CAPTAINS UNIT
MANAGEMENT REPRESENTATIVES RIVERSIDE POLICE
CITY OF RIVERSIDE ADMINISTRATORS’ ASSOCIATION
By ____________________________ By ___________________________
By ____________________________ By ___________________________
By ____________________________ By ___________________________
By ____________________________ By ____________________________
By ____________________________
By ____________________________
By ____________________________
By ___________________________ Dated:
By ___________________________
Dated: _________________________
Approved as to Form
Attorney
42 APPENDIX A
43 44
45 46
47 48
49 APPENDIX B
50 51
52 53
54 55
56 57