MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1041B Utility Billing and Field Services
Supervisor-B
Step A 50.1642 4013.14 8695.13 104341.54
Step B 53.0678 4245.42 9198.42 110381.02
Step C 54.6598 4372.78 9474.37 113692.38
Step D 56.2997 4503.98 9758.61 117103.38
Step E 57.9887 4639.10 10051.37 120616.50
Step F 59.7284 4778.27 10352.92 124235.07
Step G 61.5202 4921.62 10663.50 127962.02
Step H 63.3657 5069.26 10983.39 131800.66
Step I 65.2667 5221.34 11312.89 135754.74
Step J 67.2247 5377.98 11652.28 139827.38
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1154B Utility Business Systems
Administrator-B
Step A 62.1255 4970.04 10768.42 129221.04
Step B 65.7217 5257.74 11391.76 136701.14
Step C 67.6934 5415.47 11733.52 140802.27
Step D 69.7241 5577.93 12085.51 145026.13
Step E 71.8160 5745.28 12448.11 149377.28
Step F 73.9704 5917.63 12821.54 153858.43
Step G 76.1894 6095.15 13206.16 158473.95
Step H 78.4751 6278.01 13602.35 163228.21
Step I 80.8294 6466.35 14010.43 168125.15
Step J 83.2543 6660.34 14430.75 173168.94
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1042B Utility Customer Service Supervisor-B Step A 35.9547 2876.38 6232.15 74785.78 Step B 38.0357 3042.86 6592.85 79114.26
Step C 39.1767 3134.14 6790.63 81487.54
Step D 40.3521 3228.17 6994.36 83932.37
Step E 41.5627 3325.02 7204.20 86450.42
Step F 42.8095 3424.76 7420.31 89043.76
Step G 44.0939 3527.51 7642.94 91715.31
Step H 45.4166 3633.33 7872.21 94466.53
Step I 46.7792 3742.34 8108.39 97300.74
Step J 48.1825 3854.60 8351.63 100219.60
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1102B Utility Exploration Center SupervisorB Step A 42.4649 3397.19 7360.58 88326.99 Step B 44.9224 3593.79 7786.55 93438.59
Step C 46.2701 3701.61 8020.15 96241.81
Step D 47.6581 3812.65 8260.74 99128.85
Step E 49.0880 3927.04 8508.59 102103.04
Step F 50.5606 4044.85 8763.84 105166.05
Step G 52.0774 4166.19 9026.75 108320.99
Step H 53.6396 4291.17 9297.53 111570.37
Step I 55.2489 4419.91 9576.48 114917.71
Step J 56.9069 4552.55 9863.86 118366.35
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1646B Utility Government Relations
Administrator-B
Step A 52.3689 4189.51 9077.28 108927.31
Step B 55.4001 4432.01 9602.68 115232.21
Step C 57.0622 4564.98 9890.78 118689.38
Step D 58.7740 4701.92 10187.49 122249.92
Step E 60.5372 4842.98 10493.11 125917.38
Step F 62.3533 4988.26 10807.91 129694.86
Step G 64.2239 5137.91 11132.14 133585.71
Step H 66.1506 5292.05 11466.10 137593.25
Step I 68.1351 5450.81 11810.08 141721.01
Step J 70.1793 5614.34 12164.41 145972.94
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 8980B Wastewater Collection
Superintendent-B
Step A 55.2014 4416.11 9568.24 114818.91
Step B 58.3966 4671.73 10122.08 121464.93
Step C 60.1485 4811.88 10425.74 125108.88
Step D 61.9530 4956.24 10738.52 128862.24
Step E 63.8117 5104.94 11060.69 132728.34
Step F 65.7261 5258.09 11392.52 136710.29
Step G 67.6977 5415.82 11734.27 140811.22
Step H 69.7286 5578.29 12086.29 145035.49
Step I 71.8205 5745.64 12448.89 149386.64
Step J 73.9751 5918.01 12822.35 153868.21
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 8978B Wastewater Collection Supervisor-B Step A 45.9994 3679.95 7973.23 95678.75 Step B 48.6616 3892.93 8434.68 101216.13
Step C 50.1215 4009.72 8687.73 104252.72
Step D 51.6251 4130.01 8948.35 107380.21
Step E 53.1738 4253.90 9216.79 110601.50
Step F 54.7690 4381.52 9493.29 113919.52
Step G 56.4122 4512.98 9778.11 117337.38
Step H 58.1046 4648.37 10071.46 120857.57
Step I 59.8477 4787.82 10373.60 124483.22
Step J 61.6431 4931.45 10684.80 128217.65
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9040B Wastewater Treatment Plant Chief
Operator-B
Step A 56.5507 4524.06 9802.12 117625.46
Step B 59.8242 4785.94 10369.53 124434.34
Step C 61.6189 4929.51 10680.61 128167.31
Step D 63.4674 5077.39 11001.02 132012.19
Step E 65.3715 5229.72 11331.06 135972.72
Step F 67.3327 5386.62 11671.00 140052.02
Step G 69.3526 5548.21 12021.12 144253.41
Step H 71.4332 5714.66 12381.75 148581.06
Step I 73.5761 5886.09 12753.19 153038.29
Step J 75.7835 6062.68 13135.81 157629.68
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9045B Wastewater Utility Manager-B Step A 73.1044 5848.35 12671.43 152057.15 Step B 77.3355 6186.84 13404.82 160857.84
Step C 79.6556 6372.45 13806.97 165683.65
Step D 82.0454 6563.63 14221.20 170654.43
Step E 84.5068 6760.54 14647.85 175774.14
Step F 87.0421 6963.37 15087.30 181047.57
Step G 89.6531 7172.25 15539.87 186478.45
Step H 92.3428 7387.42 16006.09 192073.02
Step I 95.1131 7609.05 16486.27 197835.25
Step J 97.9664 7837.31 16980.84 203770.11
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9047B Water Conservation Administrator-B Step A 50.6011 4048.09 8770.86 105250.29 Step B 53.5303 4282.42 9278.59 111343.02
Step C 55.1361 4410.89 9556.92 114683.09
Step D 56.7903 4543.22 9843.65 118123.82
Step E 58.4939 4679.51 10138.94 121667.31
Step F 60.2488 4819.90 10443.13 125317.50
Step G 62.0562 4964.50 10756.41 129076.90
Step H 63.9179 5113.43 11079.10 132949.23
Step I 65.8353 5266.82 11411.45 136937.42
Step J 67.8105 5424.84 11753.82 141045.84
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9085B Water Distribution Superintendent-B Step A 54.3873 4350.98 9427.13 113125.58 Step B 58.3966 4671.73 10122.08 121464.93
Step C 60.1485 4811.88 10425.74 125108.88
Step D 61.9530 4956.24 10738.52 128862.24
Step E 63.8117 5104.94 11060.69 132728.34
Step F 65.7261 5258.09 11392.52 136710.29
Step G 67.6977 5415.82 11734.27 140811.22
Step H 69.7286 5578.29 12086.29 145035.49
Step I 71.8205 5745.64 12448.89 149386.64
Step J 73.9751 5918.01 12822.35 153868.21
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9084B Water Distribution Supervisor-B Step A 45.9993 3679.94 7973.21 95678.54 Step B 48.6616 3892.93 8434.68 101216.13
Step C 50.1215 4009.72 8687.73 104252.72
Step D 51.6251 4130.01 8948.35 107380.21
Step E 53.1738 4253.90 9216.79 110601.50
Step F 54.7690 4381.52 9493.29 113919.52
Step G 56.4122 4512.98 9778.11 117337.38
Step H 58.1046 4648.37 10071.46 120857.57
Step I 59.8477 4787.82 10373.60 124483.22
Step J 61.6431 4931.45 10684.80 128217.65
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9101B Water Quality Lab Supervisor-B Step A 48.2974 3863.79 8371.55 100458.59 Step B 51.0928 4087.42 8856.09 106273.02
Step C 52.6257 4210.06 9121.79 109461.46
Step D 54.2043 4336.34 9395.41 112744.94
Step E 55.8305 4466.44 9677.29 116127.44
Step F 57.5055 4600.44 9967.62 119611.44
Step G 59.2306 4738.45 10266.64 123199.65
Step H 61.0076 4880.61 10574.65 126895.81
Step I 62.8377 5027.02 10891.87 130702.42
Step J 64.7229 5177.83 11218.64 134623.63
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9175B Water Treatment Plant Chief
Operator-B
Step A 55.1966 4415.73 9567.41 114808.93
Step B 58.3917 4671.34 10121.23 121454.74
Step C 60.1434 4811.47 10424.86 125098.27
Step D 61.9478 4955.82 10737.62 128851.42
Step E 63.8061 5104.49 11059.72 132716.69
Step F 65.7202 5257.62 11391.50 136698.02
Step G 67.6919 5415.35 11733.26 140799.15
Step H 69.7226 5577.81 12085.25 145023.01
Step I 71.8142 5745.14 12447.79 149373.54
Step J 73.9688 5917.50 12821.26 153855.10
MGMT Management
City of Roseville
Appendix:N
Effective Date:01/10/2026
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9244B Water Utility Manager-B Step A 73.1044 5848.35 12671.43 152057.15 Step B 77.3355 6186.84 13404.82 160857.84
Step C 79.6556 6372.45 13806.97 165683.65
Step D 82.0454 6563.63 14221.20 170654.43
Step E 84.5068 6760.54 14647.85 175774.14
Step F 87.0421 6963.37 15087.30 181047.57
Step G 89.6531 7172.25 15539.87 186478.45
Step H 92.3428 7387.42 16006.09 192073.02
Step I 95.1131 7609.05 16486.27 197835.25
Step J 97.9664 7837.31 16980.84 203770.11
RESOLUTION NO. 25-388
APPROVING AN ADDENDUM TO THE TERMS, CONDITIONS, AND
UNDERSTANDINGS OF COMPENSATION AND EMPLOYMENT FOR MANAGEMENT
AND CONFIDENTIAL EMPLOYEES, AND AUTHORIZING THE CITY MANAGER TO
EXECUTE IT ON BEHALF OF THE CITY OF ROSEVILLE
WHEREAS, an Addendum to the Terms, Conditions, and Understandings of Compensation and Employment for Management and Confidential Employees, has been reviewed by the City Council;
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said Addendum is approved and that the City Manager is authorized to execute it and any other documents necessary to effectuate the purposes hereof as determined necessary by the City Manager.
PASSED AND ADOPTED by the City Council of the City of Roseville this _______ day of __________________, 20___, by the following vote on roll call:
AYES COUNCIL MEMBER:
NOES COUNCIL MEMBER:
ABSENT COUNCIL MEMBER:
___________________________
Mayor
ATTEST:
________________________
City Clerk
ADDENDUM TO
TERMS, CONDITIONS AND UNDERSTANDINGS OF COMPENSATION AND EMPLOYMENT FOR
MANAGEMENT/CONFIDENTIAL EMPLOYEES
The City Council of the City of Roseville established the salary, benefits and other provisions related to the employment of the City's Management/Confidential employees during the period of January 1, 2024 through December 31, 2027. Whereas, the City Manager, and, where delegated, the Human Resources Director, are authorized to administer and manage the City workforce, personnel, and its personnel system, this administrative Addendum provides updates to compensation for the classifications of Supervising Plan Examiner and Police Lieutenant and adds authority concerning assistant directors and chief operating officers, to support business operations and succession management.
Except as provided herein, all wages, hours, and other terms and conditions provided in the Terms, Conditions and Understandings of Compensation and Employment for Management/Confidential Employees, remain in full force and effect.
In the furtherance of effective personnel management and Council priorities, effective December 27, 2025, the following provisions have been amended and added in the Terms, Conditions and Understandings of Compensation and Employment for Management/Confidential Employees, with new language shown by redline edits in the following Articles:
ARTICLE I. SALARIES
…
I. A five percent (5%) differential will continue to be paid to management employees in engineering classifications (except Wastewater Utility Manager and Water Utility Manager who had their PE pay converted to salary in 2000) who possess a California Professional Engineer Certificate (PE) but whose position does not require such possession. In addition, a five percent (5%) differential will be paid to the employee in the Supervising Plan Examiner classification, who possess a California Professional Engineer Certificate (PE).
I.J. Fire Battalion Chiefs will earn time and one-half overtime when covering a shift assignment.
J.K.The Assistant Fire Chief, Fire Division Chiefs and Fire Battalion Chiefs (8 hour shift only) when acting in the capacity of the Battalion Chief (24 hour), will be paid at the Battalion Chief (24 hour) time and one-half rate.
K.L. he Assistant Fire Chief, Fire Division Chiefs and Battalion Chiefs will receive the following certification pay:
a. Five percent (5%) of base pay bi-weekly for HazMat Technician or Specialist certification. HazMat certification must be maintained by attending the necessary trainings and proving competency through annual testing. b. Two and half percent (2.5%) of base pay bi-weekly for possessing the requisite certificates for departmental rescue certification (possessing RS1, RS2, Confined Space Rescue, and Trench rescue certification). Rescue certification must be maintained by attending the necessary trainings and proving competency through annual testing.
L.M. Police Lieutenants required to spend time as a peace officer or watch commander will be compensated at time-and-one-half rate for time spent in excess of their normal shift. The overtime rate is for SWAT, mandatory shift scheduling and additional watch commander shifts based on operational need where the employee is not serving in his/her regular management role.
N. Police Lieutenants regularly assigned to work the swing shift shall receive a shift differential of two and a half percent (2.5%) of base hourly rate for all hours worked and all hours of leave used.
M.O. Assistant Fire Chief, Fire Division Chiefs and Batallion Chiefs working approved strike team/overhead assignments (i.e., Strike Team Leader, Line EMT, Overhead or other recognized positions) shall receive a five percent (5%) differential for any reimbursable incident. The differential shall apply from the time of deployment to the employee's return from the deployment (i.e., portal to portal).
Deployments through the Nevada-Yuba-Placer (NEU) Assistance by Hire Agreement, FEMA, and other entities in which the 5% differential is not reimbursed as part of the employee’s pay are not subject to the 5% incentive.
N.P. Upon approval of the City Manager, exempt fire management employees are eligible to work in state or federal service and are eligible for pay in excess of their regular salary as follows:
a. When assigned to state or federal service on a non-work day, the exempt employee shall receive one and a half (1 ½) times their regular rate of pay. b. When assigned to work for another exempt employee who is working in state or federal service on a regularly scheduled workday, the exempt employee shall receive one and one-half times (1 ½) the regular rate of pay.
O.Q. Reopener Provision:
The City may reopen the terms and conditions if any of the following occurs:
1. General Fund revenue declines, or is projected to decline, by two percent (2%) or more in one year or one percent (1%) per year over two (2) years. The contract can be reopened only after: (a) closing out the previous fiscal year, (b) receiving County property tax projections for the current fiscal year, and (c) the Finance Department revising revenue projections for the current fiscal year based on (a) and (b).
2. General Fund expenses increase by two percent (2%) or more, with no offsetting increase in revenue, based on unfunded mandates of the State of California or an agency of the State.
3. The Roseville electorate, by local ballot initiative, approves a limitation to the salaries of Roseville management employees.
The City shall identify Management/Confidential’s proportionate share of any revenue shortfall.
In the event other revenues increase and exceed the amount of any lost revenue, the City will not exercise the reopener clause; however, any future increase in revenues must clearly offset general fund expenditures.
P.R. Compensatory Time. Compensatory time shall be governed as follows:
1. Regular and probationary employees may, with the prior approval of their supervisor, accrue compensatory time in lieu of overtime pay. The accrual rate
for compensatory time shall be one and one-half (1-1/2) hours for each hour of compensatory time worked.
2. Once an employee has been credited with compensatory time, the employee may not receive a lump sum payment for the hours accrued unless the employee is separated from City service.
3. Upon separation the employee will be paid at the employee's current hourly rate or average of last three (3) years whichever is higher for the remaining compensatory balance.
4. Maximum accumulation of compensatory time shall be one hundred (100) hours.
Employees with CTO balances above the maximum cap on January 1, 2022, shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap.
5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.
Q.S. Canine Support Handler.
The Police Department lead support canine handler will receive a stipend of $500 per pay period while caring for the canine for the entire pay period. For any pay period where the lead support canine handler cares for the canine for less than the full pay period, the lead support canine handler will receive a $35 stipend for each day caring for the canine for the majority of off-work hours. While not caring for the canine due to being off on vacation, leave, or otherwise not available during the pay period, the lead handler shall not receive handler compensation.
The Police Department secondary support canine handler will receive $35 per day for each day that the secondary support canine handler cares for the canine for the majority of the off-work hours. Both the lead and secondary handler shall not receive the stipend for the same day in the pay period. For days where the lead and secondary handler both care for the canine, the handler who possesses the canine for the majority of off-work hours shall receive the $35 stipend.
The continuation of the Support Canine Program and support canine handler assignment is subject to the City Manager’s sole discretion. This assignment may be terminated at any time, at the sole discretion of the Police Chief or the City Manager.
The termination of the program and the canine support handler assignment is not subject to grievance or appeal.
The support canine handlers will be selected from volunteers by the Police Chief. The selection of the lead and secondary canine handlers is at the sole discretion of the Police Chief and is not subject to grievance or appeal.
R.T.A five percent (5%) differential will be paid to management employees in Park Development Project Manager classifications who possess a Landscape Architect License but whose position does not require this license.
By this reference, this incorporates all articles not included.
The following language constitutes a new article concerning authority for the City Manager with respect to terms of assistant directors and chief operating officers, similar to Article XXII. relating to department heads, to support advance notice for proper succession planning and operational transition.
ARTICLE XXVI. ASSISTANT DIRECTOR AND CHIEF OPERATING OFFICER CONTRACTS
AND SEPARATION INCENTIVE PLAN AND ADMINISTRATIVE SETTLEMENTS A. The City agrees to grant the City Manager the authority to enter into employment contracts with assistant director and chief operating officer staff. One of the provisions of the contract will be to provide up to three (3) months’ severance pay for assistant directors and chief operating officers whose contracts are not renewed.
B. The City agrees to grant the City Manager the authorization to create a separation incentive plan using a 401 tax qualified plan and for the City Manager to serve as the Plan Administrator.
C. The City Manager is authorized to approve administrative settlements through separation of service agreements with up to 2 weeks compensation for each year of service credit, up to a maximum of 12 weeks.
ORDINANCE NO. 7025
ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING ORDINANCE NO. 6969, THE SALARY ORDINANCE FOR SEASONAL/TEMPORARY EMPLOYEES, AS AMENDED BY APPENDIX “Z” TO BE EFFECTIVE
DECEMBER 27, 2025, AS AN URGENCY MEASURE
THE CITY OF ROSEVILLE ORDAINS:
SECTION 1. Title and Purpose.
Ordinance No. 6969, the Salary Ordinance for Seasonal/Temporary Employees, is hereby amended as shown on Appendix “Z” attached hereto reflecting minimum wage adjustments and the addition of classifications.
ADDITION OF CLASSIFICATION
Classification No. Position Title Hourly Rate
1184 Library Page II $20.50
1185 Library Program Leader $23.00
AMENDMENT OF CLASSIFICATION
Classification No. Position Title Hourly Rate
9515 Library Page I $19.50
SECTION 2. Salary Plan Effective Date.
This Ordinance shall be effective December 27, 2025, as an urgency measure.
SECTION 3. Urgency Ordinance.
This ordinance is hereby declared to be an urgency measure, immediately necessary for the public peace, health and safety and shall take effect December 27, 2025. A statement of urgency is as follows:
It is necessary to amend the Salary Ordinance to comply with recently approved changes for the orderly and necessary continuance of operations of the City.
SECTION 4. Posting.
The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the Ordinance Book under the record of the ordinance a certificate under her hand stating the time and place of said publication by posting.
PASSED AND ADOPTED by the Council of the City of Roseville this ____ day of _________________, 20___, by the following vote on roll call:
AYES COUNCILMEMBERS:
NOES COUNCILMEMBERS:
ABSENT COUNCILMEMBERS:
_____________________________
ATTEST: MAYOR
_________________________
City Clerk
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
CI30 Activity Instructor Step A 0.0000
1158 Adult/Senior Services Driver Step A 22.5000
3747 Aqua Fitness Instructor Step A 51.0000
1100 Aquatics Facilities Maintenance
Worker
Step A 19.5000
Step B 20.5000
Step C 21.5000
Step D 22.5000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9503 Assistant Pool Manager I Step A 20.8373
1077 Assistant Pool Manager II Step A 21.8791
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9505 Building Inspection Assistant Step A 16.9000
Step B 17.3173
Step C 17.7450
Step D 18.1832
Step E 18.6323
Step F 19.0924
Step G 19.5639
Step H 20.0470
Step I 20.5421
9507 Child Care Aide Step A 17.0000
Step B 17.4198
Step C 17.8500
Step D 18.2908
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9506 Child Care Program Assistant Step A 20.5014
Step B 21.0077
Step C 21.5265
Step D 22.0581
1010 Child Care Program Leader Step A 24.6017
Step B 25.2092
Step C 25.8318
Step D 26.4697
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9508 Child Care Teacher Step A 17.8500
Step B 18.2908
Step C 18.7425
Step D 19.2053
CI10 Class Instructor Step A 0.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1230 College Intern Step A 16.9000
Step B 17.7450
Step C 18.6323
Step D 19.5639
Step E 20.5421
Step F 21.5692
Step G 22.6476
Step H 23.7800
Step I 24.9690
Step J 26.2174
Step K 27.5283
Step L 28.9047
Step M 30.3500
Step N 31.8675
Step O 33.4608
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1127 Community Outreach Specialist Step A 33.8978
Step B 34.7349
Step C 35.5926
Step D 36.4716
Step E 37.3723
Step F 38.2952
Step G 39.2409
Step H 40.2100
Step I 41.2029
1270 Council Member Step A 600.0000 monthly stipend*
1164 Courier Step A 21.2880
Step B 21.9266
Step C 22.5843
Step D 23.2619
*Mayor receives an additional $50.00 per month
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1137 Customer Service Specialist Step A 18.0000
Step B 18.5400
Step C 19.0962
Step D 19.6691
Step E 20.2592
Step F 20.8669
Step G 21.4929
Step H 22.1377
Step I 22.8019
9509 Engineering Aide Step A 16.9000
Step B 17.3173
Step C 17.7450
Step D 18.1832
Step E 18.6323
Step F 19.0924
Step G 19.5639
Step H 20.0470
Step I 20.5421
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1020 Event Recreation Program Leader Step A 23.0000
1159 Event Specialist Step A 21.5000
9510 Fire Equipment Specialist Step A 16.9000
Step B 17.7450
Step C 18.6323
Step D 19.5639
Step E 20.5421
Step F 21.5692
Step G 22.6476
Step H 23.7800
Step I 24.9690
Step J 26.2174
Step K 27.5283
Step L 28.9047
Step M 30.3500
Step N 31.8675
Step O 33.4608
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9511 Fire Logistics Worker Step A 16.9000
Step B 17.7450
Step C 18.6323
Step D 19.5639
Step E 20.5421
Step F 21.5692
Step G 22.6476
Step H 23.7800
Step I 24.9690
Step J 26.2174
Step K 27.5283
Step L 28.9047
Step M 30.3500
Step N 31.8675
Step O 33.4608
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9512 Fire Public Education Coordinator Step A 20.5700
Step B 21.3636
Step C 21.8977
Step D 22.4452
Step E 23.0063
Step F 23.5815
Step G 24.1710
Step H 24.7753
Step I 25.3946
Step J 26.0295
Step K 26.6802
Step L 27.3473
Step M 28.0309
Step N 28.7317
Step O 29.4500
CI20 Fitness Instructor-Fee Step A 0.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
3735 Fitness Instructor-Hourly Step A 30.0000
Step B 31.0000
Step C 32.0000
Step D 33.0000
Step E 34.0000
Step F 35.0000
1145 High School Intern Step A 18.0000
1079 Instructor Hourly Step A 23.0000
Step B 24.0000
Step C 25.0000
Step D 26.0000
Step E 27.0000
Step F 28.0000
Step G 29.0000
Step H 30.0000
Step I 31.0000
3750 Instructor Meeting Rate Step A 19.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9513 Interpretive Services Program
Assistant
Step A 17.5000
Step B 18.5000
Step C 19.5000
Step D 20.5000
9514 Interpretive Services Program Leader Step A 20.0000
21.0000
22.0000
23.0000
Step B
Step C
Step D
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9515 Library Page I Step A 16.9000
Step B 17.5000
Step C 18.5000
Step D 19.5000
1184 Library Page II Step A 17.5000
Step B 18.5000
Step C 19.5000
Step D 20.5000
1185 Library Program Leader Step A 20.0000
Step B 21.0000
Step C 22.0000
Step D 23.0000
1074 Lifeguard Step A 18.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9518 Maintenance Assistant Step A 16.9000
Step B 17.7450
Step C 18.6323
Step D 19.5639
Step E 20.5421
Step F 21.5692
Step G 22.6476
Step H 23.7800
Step I 24.9690
Step J 26.2174
Step K 27.5283
Step L 28.9047
Step M 30.3500
Step N 31.8675
Step O 33.4608
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9519 Marketing Technician Step A 20.8116
Step B 21.3255
Step C 21.8522
Step D 22.3918
Step E 22.9448
Step F 23.5114
Step G 24.0920
Step H 24.6870
Step I 25.2966
Step J 25.9213
Step K 26.5615
Step L 27.2174
Step M 27.8895
Step N 28.5783
Step O 29.2840
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9521 Parks and Facility Maintenance
Worker
Step A 19.5000
Step B 20.5000
Step C 21.5000
Step D 22.5000
1011 Parks and Facility Maintenance
Worker-Commercial Driver
Step A 21.0000
Step B 22.0000
Step C 23.0000
Step D 24.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9523 Parks and Open Space Equipment
Operator
Step A 27.0000
Step B 28.0000
Step C 29.0000
Step D 30.0000
1012 Parks and Open Space Equipment
Operator-Commerical Driver
Step A 29.0000
Step B 30.0000
Step C 31.0000
Step D 32.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
3749 Personal Trainer I Step A 37.0000
1070 Personal Trainer II Step A 40.0000
1071 Personal Trainer III Step A 45.0000
1072 Personal Trainer IV Step A 50.0000
9525 Police Cadet Step A 23.4058
Step B 24.5062
Step C 25.2414
Step D 25.9986
Step E 26.7787
Step F 27.5820
Step G 28.4094
Step H 29.2617
Step I 30.1396
Step J 31.0438
Step K 31.9751
Step L 32.9343
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9527 Pool Manager I Step A 22.9731
1078 Pool Manager II Step A 24.1217
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9528 Preschool Teacher Step A 21.5265
Step B 22.0581
Step C 22.6028
Step D 23.1610
6110 Recreation Aide Step A 14.3650
Step B 0.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9532 Recreation Program Leader Step A 20.0000
Step B 21.0000
Step C 22.0000
Step D 23.0000
Step I 0.0000
9533 Recreation Specialist I Step A 16.9000
Step B 17.5000
Step C 18.5000
Step D 19.5000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9534 Recreation Specialist II Step A 17.5000
Step B 18.5000
Step C 19.5000
Step D 20.5000
9535 Recreation Specialist III Step A 18.5000
Step B 19.5000
Step C 20.5000
Step D 21.5000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1157 Refuse Maintenance Assistant Step A 23.6173
Step B 24.2005
Step C 24.7982
Step D 25.4106
Step E 26.0381
Step F 26.6811
Step G 27.3400
Step H 28.0151
Step I 28.7070
6252 Reserve Police Officer I Step A
Step B
Step C
Step D
Step E
Step F
Step G
Step H
Step I
47.4060
48.8685
50.3762
51.9301
53.5326
55.1840
56.8863
58.6414
60.4506
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
6250 Reserve Police Officer II (Unpaid) Step A 0.0000
6248 Reserve Police Officer III (Unpaid) Step A 0.0000
9536 School Crossing Guard Step A 16.9000
Step B 17.3173
Step C 17.7450
Step D 18.1832
Step E 18.6323
Step F 19.0924
Step G 19.5639
Step H 20.0470
Step I 20.5421
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9538 Senior Child Care Teacher Step A 18.7425
Step B 19.2053
Step C 19.6796
Step D 20.1656
1075 Senior Lifeguard I Step A 18.9000
1076 Senior Lifeguard II Step A 19.8450
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9537 Senior School Crossing Guard Step A 18.1500
Step B 18.5982
Step C 19.0575
Step D 19.5281
Step E 20.0104
Step F 20.5045
Step G 21.0109
Step H 21.5298
Step I 22.0614
7005 Soccer Official Step A 80.0000
7207 Sports Official/Scorer I Step A 18.5000
7208 Sports Official/Scorer II Step A 20.5000
9552 Swim Instructor Aide Step A 18.0000
9553 Swim Instructor I Step A 19.0000
9554 Swim Instructor II Step A 20.0000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1149 Therapeutic Recreation Program
Leader
Step A 26.0000
Step B 26.6421
Step C 27.3000
Step D 27.9742
Step E 28.6650
Step F 29.3729
Step G 30.0983
Step H 30.8416
Step I 31.6032
1165 Therapeutic Recreation Specialist Step A 21.5000
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9539 Video Technician Step A 22.5676
Step B 23.1250
Step C 23.6962
Step D 24.2815
Step E 24.8813
Step F 25.4958
Step G 26.1256
Step H 26.7709
Step I 27.4321
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
8941 Vocational Intern Step A 16.9000
Step B 17.7450
Step C 18.6323
Step D 19.5639
Step E 20.5421
Step F 21.5692
Step G 22.6476
Step H 23.7800
Step I 24.9690
Step J 26.2174
Step K 27.5283
Step L 28.9047
Step M 30.3500
Step N 31.8675
Step O 33.4608
TEMP Temporary
City of Roseville
Appendix:Z
Effective Date:12/27/2025
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9540 Water Conservation Helper Step A 16.9000
Step B 17.3173
Step C 17.7450
Step D 18.1832
Step E 18.6323
Step F 19.0924
Step G 19.5639
Step H 20.0470
Step I 20.5421
City Council
Communication
Meeting Date: 12/17/2025
Item #: VIII.41
File #: 0600-01
Item ID: 2025-878
Title: Roseville Police Officers' Association Successor Memorandum of Understanding Contact: Janie Carduff 916-774-5205 [email protected]
SUMMARY
Staff recommends approval of a successor Memorandum of Understanding (MOU) with the Roseville Police Officers’ Association for a term beginning January 1, 2026, to December 31, 2029. The cost to the Fiscal Year (FY) 2025-2026 General Fund budget will be $859,348. These costs will be covered by the existing budget. The overall ongoing projected costs of salary and benefit increases to the General Fund over the MOU four-year term is $10,831,359. This total contract cost amount includes the estimate for the general wage increases of two and one-half percent in year two and year four, but does not account for labor market adjustments to maintain salaries at the 55th percentile of the market in year three that will be presented to the City Council in December 2028.
RECOMMENDATION
It is recommended that the City Council take the following actions:
1. Adopt a resolution approving the attached successor Roseville Police Officers’ Association (RPOA) Memorandum of Understanding effective January 1, 2026, to December 31, 2029; and
2. Adopt an ordinance to approve the attached RPOA Salary Schedule A and Salary Schedule B (Appendix A) reflecting Labor Market Adjustments and Salary Schedule B compressed salary range for Police Sergeant from 10 steps to 7 salary steps effective January 10, 2026.
BACKGROUND
The current Memorandum of Understanding (MOU) for RPOA represented employees expires on December 31, 2025. During negotiations in the last and current cycles with the City of Roseville employee bargaining units, the City’s goal has been to ensure it is competitive in the marketplace on recruitment and retention among comparable agencies while remaining fiscally responsible.
As a service organization, labor is the City’s biggest expense, and the City has taken steps to control costs in this area. In the past twelve years, the City has implemented policies to slow payroll growth, reduce retirement benefits, set total compensation (salaries and benefit packages) at the 55th percentile in the labor market (except for most Electric Department positions), and control pension costs by transferring the responsibility to employees to fund 100 percent of the employees’ share of pension costs. During the time the City was implementing these cost-control measures, services were expanded to meet the needs of our growing population.
Maintaining the quality of services along with the integrity of the City’s more than $4 billion worth of infrastructure requires balancing our ability to attract and retain a high-performing workforce while living within our means. To this end, the City has strived during this and the last two rounds of bargaining to recognize the exceptional efforts of City staff by providing outstanding service to the community which has been substantiated by recent community
surveys. The City will continue the salary philosophy from four years ago to align to the 55th percentile of the market to recruit and retain highly engaged employees to continue exceptional service to the community. The City also continues the tiered benefits structure it adopted several years ago to provide a different City contribution at the Employee Only, Employee Plus One, and Employee Plus Family benefit levels to be used by active employees to remain competitive and cost effective in the market.
Ultimately, the City’s compensation philosophy seeks to maintain internal equity among employee groups’ medical benefits for current employees and to compare its total compensation with jurisdictions that are similar in size, services, and geographical location.
RECOMMENDATION
After numerous bargaining sessions since September 25, 2025, Roseville Police Officers’ Association membership ratified the Tentative Agreement reached during contract negotiations on December 11, 2025. The significant provisions of the agreement are as follows:
Term
The term covers four years from January 1, 2026, to December 31, 2029.
Salaries and Benefits
Adjustments to salaries fall in two categories: those that address general salary increases across the group and labor market adjustments.
1. Labor Market Adjustments
A total compensation study was conducted in 2025 to determine the job classifications in the bargaining group behind the labor market 55th percentile based on the City salary philosophy. For the LMAs, the City will increase the base pay for each classification by the percentage the classification benchmark is below the 55th percentile of the market total compensation. There is a 10% cap applied, when applicable. The percentage identified in the tables below represent the percentage added to the classification salary range in the attached updated salary schedules, effective January 10, 2026. The average increase for RPOA is 5.75 percent. The recommended percentage increases for each job classification are identified below for the applicable Salary Schedule:
Classification Title
Salary
Schedule B
% Change
Salary
Schedule A
% Change
Police Officer 6.75% 6.75%
Police Sergeant 4.74% 4.74%
2. General Wage Increase:
A 2.5% general base wage increase is recommended for all classifications in the bargaining group (both Salary Schedule A and Salary Schedule B) effective the first full pay period in January 2027.
3. Labor Market Adjustments
A total compensation study is recommended to be conducted in 2027 to determine the job classifications in the bargaining group which are behind the labor market. The City would then provide a base wage increase for each classification by the percentage the benchmark falls below the 55th percentile of the market total compensation. There is a 10% cap applied in the methodology. Staff will present the results of the study to Council for review, and for the approval of the updated salary schedules to be effective the first full pay period in January 2028.
4. General Wage Increase:
A 2.5% general base wage increase is recommended for all classifications in the bargaining group (both Salary Schedule A and Salary Schedule B) effective the first full pay period in January 2029.
5. Salary Schedule B Police Sergeant Salary Range: Reduce from 10 steps to 7 steps
To promote retention of staff and stay competitive in our market, the Schedule B salary ranges will be reduced from 10 steps to 7 steps, using the same top salary step, maintaining 3 percent between salary steps.
6. Health and Welfare Benefits
To address significantly increasing medical premium costs, the Flex Credit benefit provides a different level of contribution for active employees enrolled in Employee Only versus Employee Plus One or Employee Plus Family medical plans. The benefit covers eighty percent (80%) of the premium costs for medical (for the Kaiser premium), dental and vision at the family level, eighty-five percent (85%) of the Kaiser premium costs at the employee plus one dependent level, and 100% of the cost for the employee-only level.
7. Training Pay
To recognize and compensate Police Officers for the time and effort they devote to training new employees, any employee designated in writing to provide formalized orientation or training shall receive a five percent (5%) salary differential for the hours they are performing training. The Field Training Program Sergeant assigned to supervise and oversee the Field Training Program will receive a five percent (5%) differential.
8. Canine Pay
To compensate police officers for the time and effort they devote to our police canines, lead canine handlers will receive a flat dollar amount of two hundred and eighty dollars ($280) per pay period for the handling and training of the canine during work hours.
FISCAL IMPACT
The current total annual salary and benefit cost to the City for the 146 full-time positions in the RPOA bargaining group is $23,838,200, which is fully funded by the General Fund. The additional ongoing incremental cost for each calendar year of the 4-year term of the successor MOU is as follows:
*This incremental pension cost results only from the negotiated wage increase and does not include the cost of anticipated PERS rate changes. The terms and conditions of the pension benefit plan remain unchanged.
**The value of 1% of total compensation is $238,382.
While the known incremental cost of the negotiated agreement for the calendar year 2026 is projected to be $1,861,921 (7.8% of total compensation), and $780,210 (3.3% of total compensation) in 2027, and $785,545 (3.3% of total compensation) in 2029, the increases are compounding and therefore the projected total salary and benefit cost increase for the items specified above is $10,831,359 to the General Fund, pending the total compensation study to maintain salaries at the 55th percentile of the market consistent with the City’s compensation philosophy. Prior to implementation of the labor market adjustments in year 3, the cost to maintain salaries at the 55th percentile will be presented to Council with the updated salary schedules.
The cost of the successor RPOA MOU salary and benefit adjustments for FY 2025-26 is $859,362 to the General Fund based on the 12 pay periods remaining. The cost to the General Fund for the current fiscal year will be covered by appropriations included in the FY 2025-26 budget.
Incremental
Calendar
Year 1
(LMA)
Incremental
Calendar
Year 2
(GWI 2.5%)
Incremental
Calendar Year 3
(LMA)
Incremental
Calendar Year
4 (GWI 2.5%)
Wages:
Labor Market Adjustment $1,262,470 TBD
General Wage Increase (2.5%) $521,970 $534,690
Other costs:
Health (Effective Jan. 1, 2026) $281,000 $145,900 $128,900 $135,400 Training Pay $10,450
Canine Pay $34,921
Pension* $254,780 $104,790 $107,715
Taxes (Medicare, SUI) $18,300 $7,550 $7,740
Total Incremental Cost to the
General Fund
$1,861,921 $780,210 $128,900 $785,545
ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378.
Adoption of a Memorandum of Understanding meets the above criteria, and therefore is not subject to CEQA. No additional environmental review is required.
CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
1. Ensure a safe and healthy community
6. Deliver exceptional City services
Respectfully Submitted,
Janie Carduff, Assistant Human Resources Director
Stacey Peterson, Human Resources Director
ATTACHMENTS:
1. Resolution 25-389
2. RPOA MOU Final Redline 1.1.26
3. RPOA MOU Final 1.1.26
4. Ordinance 7026
5. 2026.01.10 Roseville Police Officers Salary Schedule-A
6. 2026.01.10 Roseville Police Officers Salary Schedule-B REVIEWERS:
Macy Dippert, Human Resources Department Created/Initiated - 12/11/2025 Stacey Peterson, Human Resources Department Approved - 12/11/2025 Kelly Aye, City Attorney Department Approved - 12/11/2025 Katrina Six, City Clerk Department Approved - 12/11/2025 Ryan DeVore, City Clerk Department Approved - 12/11/2025 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 12/11/2025 Michelle Sheidenberger, City Attorney Department Approved - 12/11/2025 Dominick Casey, City Manager Department - City Manager Approved - 12/11/2025 Katrina Six, City Clerk Department Final Approval - 12/11/2025
RESOLUTION NO. 25-389
APPROVING A SUCCESSOR MEMORANDUM OF UNDERSTANDING FOR SWORN EMPLOYEES REPRESENTED BY THE ROSEVILLE POLICE OFFICERS’ ASSOCIATION,
AND AUTHORIZING THE CITY MANAGER TO EXECUTE IT
ON BEHALF OF THE CITY OF ROSEVILLE
WHEREAS, a Successor Memorandum of Understanding for Sworn Employees represented by the Roseville Police Officers’ Association and the City of Roseville, for a term beginning January 1, 2026 and expiring December 31, 2029, has been reviewed by the City Council;
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said Successor Memorandum of Understanding for Sworn Employees represented by the Roseville Police Officers’ Association (“MOU”) is approved and that the City Manager is authorized to execute it on behalf of the City of Roseville, and administer, interpret, and apply its terms, intent, and spirit, over the term of the MOU, including the authorization to enter into side letter agreements as determined necessary by the City Manager to effectuate the purposes hereof.
PASSED AND ADOPTED by the City Council of the City of Roseville this _______ day of __________________, 2025, by the following vote on roll call:
AYES COUNCIL MEMBER:
NOES COUNCIL MEMBER:
ABSENT COUNCIL MEMBER:
___________________________
Mayor
ATTEST:
________________________
City Clerk
Master Memorandum of Understanding
Roseville Police Officers’ Association and City of Roseville Term of Agreement:
February 12, 2022January 1, 2026 -
December 31, 20295
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 4 Memorandum of Understanding
MEMORANDUM OF AGREEMENT
CHAPTER 1. ADMINISTRATION
ARTICLE I. PREAMBLE
This Memorandum of Agreement, hereafter referred to alternatively as "the Agreement," “Memorandum of Understanding,” or “MOU,” entered into by the City of Roseville, hereafter referred to as "the City" or "the employer" pursuant to Section 3500, et seq. of the Government Code of the State of California and Resolution No. 72-55 of the City of Roseville, and the Roseville Police Officer’s Association, hereafter referred to as "RPOA" or "the Association," has as its purpose the promotion of harmonious labor relations between the City and RPOA; establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other terms and conditions of employment.
The term "Agreement" as used herein means the written agreement provided under Section 3505.1 of the Government Code.
ARTICLE II. RECOGNITION
Pursuant to the Meyers-Milias-Brown Act, the City recognizes the Roseville Police Officer’s Association as the exclusive representative for all employees in the bargaining unit as provided by Chapter 3.17 of the City's Personnel Rules.
ARTICLE III. CONTINUATION OF BENEFITS
A. This Memorandum of Understanding is intended both as the final expression of the agreement between the parties with respect to the included terms and as a complete and exclusive statement of the terms of this Memorandum of Understanding. No amendment, alteration, understanding, variation, waiver or modification of any terms of provisions of this Memorandum of Understanding shall in any manner be binding upon the parties unless made and executed in writing between the parties hereto and approved and implemented by the City Council or by its designee and as authorized by the City Manager.
B. Terms and conditions of employment as specified in this Memorandum shall remain in full force and effect during the term of this Memorandum unless modified pursuant to the above paragraph.
C. The parties agree that all applicable City Personnel Rules apply to the RPOA except for as expressly provided for herein.
ARTICLE IV. TERMS OF UNDERSTANDING
This Memorandum of Understanding incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This Memorandum of Understanding shall be effective February 12January 1, 20262 upon City Council approval and shall expire December 31, 20295.
ARTICLE V. SEVERABILITY OF AGREEMENT
This Memorandum of Understanding is severable. Should any provision of this Agreement be found unlawful or unenforceable by a court of competent jurisdiction, or invalidated by subsequently enacted legislation, the remainder of the Agreement shall continue in force. Upon occurrence of such an event, the parties shall meet and confer as soon as practical to renegotiate the invalidated provision(s).
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 5 Memorandum of Understanding
CHAPTER 2. SALARIES AND OTHER COMPENSATION
ARTICLE I. SALARIES
A. General Wage Increase 2022
Effective February 12, 2022, the classification salary schedules (base salary) listed in Appendix “G” shall be increased by three percent (3%).
B. General Wage Increase 2024
Effective the first full pay period in January 2024, the classification salary schedules (base salary) listed in Appendix “G” shall be increased by two and half percent (2.5%).
C.A. Labor Market Adjustments:
Effective the first full pay period in January 20263, the following increase to base hourly rate shall be implemented for employees in the classifications listed below:
Classification A Schedule B Schedule
Police Officer 6.75% 6.75%
Police Sergeant 4.74% 4.74%
salary increases shall be determined for employees classified as (1) Police Officer and (2) Sergeant based on a Total Compensation Study. The effective date of the Total Compensation Study survey data is July 1, 2022The Total Compensation Study will use the agencies provided in Appendix “Z” for comparison and will be based on the same salary and benefit elements and methodology used in the 2020 Total Compensation Study for each classification, which include:
Minimum Base Salary
Maximum Base Salary
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPOA for comments and to review for accuracy no later than October 14, 2022. The RPOA will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2022. The City will provide a salary increase for each classification falling below the 55th Percentile of the total compensation market by an amount to match the 55th Percentile market.
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 6 Memorandum of Understanding
B. DGeneral Wage Increase 2027
Effective the first full pay period in January 2027, the classification salary schedules referenced in Appendix “G” shall be increased by two and one-half percent (2.5%) of base hourly rate.
C. Labor Market Adjustments (Effective the first full pay period in January 2028):
Effective the first full pay period in January 2025,Base hourly rate salary increases shall be determined for employees classified as (1) Police Officer and (2) Sergeant based on a Total Compensation Study. The effective date of the Total Compensation Study survey data is July 1September 1, 20274., and will include governing body approved and published compensation changes effective through December 1, 2027. Compensation changes from new labor agreements for comparable agencies, as listed in Appendix “Z”, which are approved and published after September 1, 2027, will not be included in the Total Compensation Study.
The Total Compensation Study will use the agencies provided in Appendix “Z” for comparison and will be based on the same wage typessalary and benefit elements and methodology used in the 20253 Total Compensation Study for each classification, which include:
Minimum Base Salary Step
Maximum Base Salary Step
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
Employee Contributions Towards PEPRA
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPOA for comments and to review for accuracy no later than October 154, 20274. The RPOA will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 298, 20274. Effective the first full pay period in January 2028, Tthe City will provide a base hourly ratesalary increase for each classification falling below the 55th Percentile of the total compensation market by an amount to match the 55th Percentile market.
D. General Wage Increase 2029
Effective the first full pay period in January 2029, the classification salary schedules referenced in Appendix “G” shall be increased by two and one-half percent (2.5%) of base hourly rate.
E. Salary Schedule B Salary Range: Police Sergeant Reduce from 103 steps to 710 steps
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Effective January 10, 2026February 12, 2022, the Schedule B salary range for Police Sergeant will be reduced from 103 steps to 710 steps, using the same top salary step, retainingestablishing 3 percent between salary steps, except creating a new entry salary step that is 4.7% below the new step B.
F. Reopener Provision.
The City may reopen this contract if the following occurs:
1. The City loses the ability to collect, levy or transfer to the general fund, lighting and landscape assessments or the four percent (4%) in-lieu fee from the City’s various enterprise funds and the loss of these revenue sources exceeds $1m; or
2. The Roseville voters by local ballot initiative approve the elimination or reduction of a revenue currently being levied or collected in the amount listed above.
The City and RPOA shall mutually agree to the manner in which reductions in expenditures are obtained to balance the City’s General Fund. Any negotiation and implementation period shall not exceed sixty (60) calendar days.
The City will meet and confer over any impacts proposed due to a revenue loss. The City will also work closely with RPOA to mitigate the impacts of these revenue losses.
In the event the City’s other revenues increase or exceed the amount of any lost revenue, levy or transfer to the General Fund, the City shall not reopen the MOU.
G. Effective the first full pay period in January 2016 or upon approval by the Council whichever is latest, all employees hired prior to the first pay period after City Council approval will remain on the current salary schedule (A) in Appendix G for all listed classifications. All such employees will continue on this salary schedule when promoted or transferred to other classifications.
H. Effective the first full pay period in January 2016 or upon approval by the Council whichever is latest, the City will create a second salary schedule (B) in Appendix G which will apply to new hires for all listed classifications in the bargaining unit. For purposes of this provision, any employee who was initially hired prior to the first pay period after City Council approval that had a break in City service and was rehired after the first pay period after City Council approval will be deemed a newly hired employee under this provision.
ARTICLE II. DIFFERENTIAL/TRAINING PAY
All persons who have been selected by the department to be a Field Training Officer (FTO) and complete the POST approved FTO course, shall be identified as an FTO, and any employee designated in writing to provide approved, formalized training to a new employees (to orient or train) shall receive a five percent (5%) differential in base hourly ratesalary as described below for each assignment. Formalized training programs must be established in order for an employee to be eligible for the training differential pay. In-service training does not qualify for the training differential pay. Employees are not eligible to receive both out-of-class pay and training pay at the same time.
A. The following parameters apply to FTOs qualifying for the differential/training pay:
Primary Field Training Officers (FTOs):
The first FTO to bid for each patrol shift shall be designated as a Primary FTO. Any additional FTO that bids for the same patrol shift shall be designated as a Secondary FTO. A Primary FTO receives a five
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percent (5%) differential in base hourly rate for all hours worked for the entirety of the shift rotation, even when they have no assigned trainee.Eight Primary Field Training Officers will be identified through an interview process. Primary FTOs will receive the differential/training pay even when they are not assigned a trainee. Primary FTOs are subject to the following parameters:
1) One FTO will be assigned to each Patrol Shift. One slot will be blocked out on each shift and assigned as a FTO position. Primary FTOs will bid for those shifts during the shift bid process based on their Department seniority.
2) Primary FTOs will be evaluated by the FTO Lieutenant/Sergeant once each year for continued participation as a Primary FTO. If the evaluation determines the Primary FTO is no longer meeting the requirements of the position, the FTO Lieutenant/Sergeant may recommend to the Chief of Police that the FTO be removed from the Primary role and either reassigned as a Secondary FTO or removed from the training program. Participation as a primary FTO will be at the discretion of the Chief of Police. This evaluation period will take place in advance of the shift bidding process so staff may bid for their shift appropriately. 3) Considerations will be given to a candidate’s role as a Secondary FTO when filling any open Primary FTO positions.
Secondary Field Training Officers:
Secondary FTOs shall be defined as any FTO not designated as Primary. Secondary FTOs shall receive a five percent (5%) differential in base hourly pay only for hours worked when they are training an assigned trainee.
Secondary FTOs will be identified through an interview process as deemed necessary to fill training needs of the Department. Secondary FTOs will receive the differential/training pay for all hours worked when assigned a trainee.
Academy Field Training Officers:
Training Officers assigned to monitor trainees in the Police Academy shall receive the five percent (5%) differential/training pay for the duration of the academy assignment. If the Training Officer is already receiving the differential/training pay for a Primary or Secondary Field Training Officer assignment and is assigned to monitor academy trainees, they only receive the differential/training pay for one assignment.
Field Training Sergeant
The Field Training Sergeant will be identified through an interview and selection process. The Field Training Program Sergeant assigned to supervise and oversee the Field Training Program will receive a five percent (5%) differential in base hourly rate for the duration of their assignment.
Evaluation as an FTO:
In addition to their annual performance evaluation from their immediate supervisor, FTO’s will also be evaluated by the Field Training Program (FTP) Sergeant annually.
Removal from the Field Training Program:
Removal of an FTO from the FTP will be at the sole discretion of the Police Chief and reasons for removal may include:
1. An FTO transfers from the Operations Division or promotes to sergeant.
2. The FTO fails to meet the minimum qualifications and/or responsibilities established in the “Minimum Qualifications and Responsibilities” sections of the Field Training Program Policy.
3. An FTO who receives a sustained internal affairs complaint for excessive force shall be removed from the FTP and decertified for a minimum of (3) years in compliance with AB26.
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4. The FTO receives formal discipline for an offense that could negatively impact a trainee directly and/or reflects poorly upon the FTP, the Police Department, or the City.
5. The FTO receives informal discipline or engages in a pattern of behavior that negatively impacts or could impact a trainee directly or reflects poorly on the FTP (e.g., discourtesy, dishonesty, or conduct unbecoming an Officer). The decision will be based on the totality of the circumstances and the recommendation of the Operations Captain. and made by the Police Chief based on the recommendation of the Operations Captain.
6. The division captain, watch commander, patrol sergeant and/or field training supervisor can recommend in the yearly FTO evaluation to “not retain” an FTO in the Field Training Program’s annual evaluation. This recommendation shall be accompanied with sufficient documentation, as determined by the Police Chief, to support such action.
Prior to removal from the FTP, the Operations Captain may elect to place the FTO on a Performance Improvement Plan (PIP) for a minimum of three (3) months in order to give the FTO the opportunity to improve their FTO performance to an acceptable level.
When an FTO is removed from the FTP, they will no longer receive differential pay.
B. The following parameters apply for employees to receive training pay for conducting formalized training:
1. A formalized training program (to orient or train) must be established for employees to be eligible for training differential pay.
2. The formalized training must be pre-approved in writing by the Chief of Police or their designee.
3. Employees providing formalized, pre-approved training during new hire training and on designated training days are eligible to receive training differential pay.
4. Employees will receive a five percent (5%) training differential on base hourly rate only for the actual hours spent training.
ARTICLE III. EDUCATIONAL INCENTIVE
A. The following employees shall receive the following noncumulative monthly educational incentive payments in consideration of the prescribed standards of educational achievement as indicated below:
Police Officer or Police Sergeant - AA Degree from an acceditedaccredited college or university or POST Intermediate Certificate: five percent (5%) of base hourly ratepay.
Police Officer or Police Sergeant - BA degree from an acceditedaccredited college or university or POST Advanced Certificate: twelve and one-half percent (12.5%) of base hourly ratepay.
For the purposes of defining achievement of a certificate, submission of the signed certificate application to California POST shall constitute proof.
B. Educational incentive pay shall not be computed for payroll purposes such that the payment results in a supplement to the base hourly rate salary compensation, particularly where it would have a compounding wage effect upon overtime and acting assignment compensation. Rather,
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educational incentive payments shall be included in bi-weekly payrolls and shall constitute a form of compensation separate and apart from any other form of compensation.
C. Employees may not receive educational pay for both an AA degree/POST Intermediate Certificate and a BA/BS degree/POST Advanced Certificate; they are not cumulative payments and only one or the other qualifies for payment.
ARTICLE IV. SERVICE TERM BONUS
1. In recognition of the substantial contribution to the community made by employees as a result of the length of their aggregate City service, the City shall annually award each applicable employee hired prior to January 1, 2016the first pay period after City Council approval, a service term bonus pay as indicated below.
Service Term Service Term Bonus
Beginning of 10th year to
completion of 14th year 2.5% of base hourly ratesalary
Beginning of 15th year and
every year thereafter 5.0% of base hourly rate salary
The Service Term Bonus shall not exceed five percent (5.0%).
Effective February 17, 2007, for employees hired before January 1, 2016, the following pays will be calculated with this Service Term Bonus and reported to CalPERS as special compensation if applicable:
Out-of-Class
Training Pay
Standby
Service term pay shall be included on each eligible employee's bi-weekly payroll.
The service term pay is to be considered as part of an employee's total compensation. The maximum cost of the service term pay shall be used when calculating total compensation for the purpose of comparing salaries and benefits of the City to other benchmark agencies.
2. Employees hired on or after January 1, 2016, who receive a satisfactory or above annual performance review shall be paid a bi-weekly receive an annual lump sum performance bonus as follows:
Service Term Performance Bonus
Beginning of 10th year to
completion of 14th year 2.5% of the annual base salarybase hourly rate Beginning of 15th year and
every year thereafter 5.0% of the annual base salarybase hourly rate The annual lump sum performance bonus shall be paid with the first full pay check in January each year based upon the base salary paid during the first full pay period in the previous November of each year.
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The lump sum service term performance bonus shall be paid with the first full paycheck following an employee’s anniversary date as long as the employee maintains at least a satisfactory or above annual performance review and does not receive a Performance Improvement Plan (PIP).
ARTICLE V. COURT APPEARANCE
A. Standby
Employees who are off duty (excluding sick leave days off or Workers' Compensation leave) and receive a subpoena where they are placed into an “on-call” status for aawaiting court appearance and such appearance is cancelled by the court, shall receive standby pay of two (2) hours pay at their overtime rate.
In the event the employee is notified of the a cancelled court appearance based on the notification provisions belowprior to the end of their last regularly scheduled shift, the employee shall not be entitled to any standby pay. If an employee is scheduled to appear in court within two (2) hours of the time he/she is to report for duty and the appearance is cancelled, the employee will receive standby pay only up to the time he/she is to report for duty. In no way will the employee's eligibility for standby pay and actual work hours overlap.
For multiple same day subpoenas, where standby is required, an employee is entitled to receive standby pay in accordance with this Article when the employee has subpoenas for the morning (0800-1200 hours) and afternoon (1300-1700 hours) and when one or both are cancelled. When one or both subpoenas are cancelled, Sstandby shall be paid for both subpoenas so long as appearance times do not overlap, unless the employee is notified prior to 1230 hours in reference to any cancellation of the afternoon subpoena, in which case there would be no standby pay for the afternoon.
The required notification for this provision shall be one of the following:
1. Notice in person or by telephone to the employee including messages left on telephone voicemailrecorders or answering devices at the employee's place of residence.
2. Voice mail delivered thirty (30) minutes prior to the end of the employee’s last regularly scheduled shift.
2. Electronic communication to the employee’s assigned City e-mail address.
B. Off Duty
Employees who are off duty and are required to make a court appearance shall be entitled to a minimum of four (4) hours of overtime pay for court appearances plus thirty (30) minutes of travel time for appearances outside of Roseville. Employees who begin a regular or other work shift within four (4) hours of their required court appearance time will be compensated hour-for-hour for time spent in court prior to the beginning of their work shift. If, during the four (4) hours an employee is required to report to a regular or other work shift, the court pay will terminate. In no way will court time pay overlap with a regular or other work shift. If the court schedules an employee for a second appearance on a subpoena, the employee will receive hour-for-hour pay on the second appearance as long as the court time does not fall within the employees regular work schedule. For multiple same day subpoenas, an employee shall receive four (4) hours of compensation for an a.m. appearance and an additional four (4) hours of compensation for a p.m. appearance so long as court is not cancelled and the court time does not overlap with the employee’s regular work schedule. Finally, where there is a separation between the conclusion of the court appearance and the beginning of an employee’s regular shift, the employee shall be eligible for four (4) hours of compensation.
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C. Employees attending court shall not be compensated for the lunch recess.
D. Employees shall not be eligible for meal reimbursement during or for court appearances except in the case when a court appearance occurs on an employee's day off and the appearance is continued through the court lunch break. In this case the employee shall be reimbursed for the actual cost of the meal not to exceed ten dollars ($10.00). Each reimbursement request must be accompanied by a receipt.
E. Employees who are scheduled for, and participate in, DMV telephone hearings outside of their scheduled workshift shall receive two (2) hours of compensation at the overtime rate. DMV hearing pay shall terminate when the hearing overlaps into the employee’s scheduled work shift.
ARTICLE VI. OVERTIME
A. FLSA Overtime: The Plan will operate under the exemption from overtime provided by Section 7(k) of the Fair Labor Standards Act, 29 United States Code Section 207(k). The specified work period is twenty-eight (28) days for 4/11 - 3/11 shift schedules. Under the 207(k) exemption, officers must work over 171 hours in the 28 day work period to be eligible for FLSA overtime.
Consistent with existing pay practice, however, and to provide the officers with a regular recurring source of income more frequently than would be the case should the pay period be extended to twenty-eight (28) days, the parties agree that the pay periods shall continue at the current fourteen (14) day intervals. The City will maintain a 7 day FLSA work period for 40- hour work week employees.
The City will implement an FLSA compliant dual calculation formula for calculating City overtime liability as soon as administratively feasible. The parties agree that an FLSA compliant dual calculation formula permits an employer to meet its FLSA overtime obligations by paying nonexempt employees the greater of any overtime owed under the FLSA or any overtime owed under the parties’ MOU.
B. Officers assigned to eleven (11) hour workdays will receive overtime pay at one and one-half times their base hourly rate for all hours worked over regularly scheduled hours in the pay period (or may elect compensatory time off in accordance with the current MOU).
C. A. Overtime work may be required of any employee in order to meet special or unusual needs of service beneficial to the City and community. However, no employee may be required to work overtime during any scheduled work week in which he/she is on unpaid status due to disciplinary action. Overtime is defined as the number of hours worked in excess of the normal weekly schedule of work hours as illustrated below:
Employee Work Schedule Overtime
Eight hours per day, five days per week Over forty hours in a week (5/8 plan) Ten hours per day, four days per week Over forty hours in a week (4/10 plan) Flex-time approved by the City Over the prescribed hours per week Manager in writing
Workers' Compensation, Union Time Bank, and Jury Duty leave hours are not to be considered to be hours worked for overtime purposes.
D. B. Incidental overtime, defined here as less than eight (8) minutes nonrecurrent extension of the workday/shift, is not compensable in any form.
E. C. Overtime shall be compensable in increments of fifteen (15) minutes.
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F. D. Overtime shall be compensable at the rate of one and one-half (1 ½) times the employee's base hourly rate.
G. E. Shift Extension. If an employee is called to work early or is worked beyond his/her normal work shift, compensation for overtime shall be calculated in accordance with Subsection C of this section.
H. F. Shift Change:
To qualify for the below provisions, a shift change must result in less than twenty-four (24) consecutive hours off. Shift changes which exceed twenty-four (24) hours off and shift changes for purposes of training, or the transfer of probationary employees enrolled in the field training program shall not be eligible under this provision.
5/8 Schedule: Employees required to work more than five (5) consecutive shifts as a result of a shift change shall receive overtime on the sixth and succeeding consecutive shifts worked. 4/10 Schedule: Employees required to work more than four (4) consecutive shifts as a result of a shift change shall receive overtime on the fifth and succeeding consecutive shifts worked. 11 Hour Schedule:
Employees required to work more than four (4) consecutive shifts during their eleven (11) hour shift week as a result of a shift change shall receive overtime on the fifth and succeeding consecutive shifts worked.
I. G. Compensatory Time Off (CTO). Compensatory time off shall be governed as follows:
1. Regular and probationary employees may accrue compensation time off in lieu of overtime pay. The accrual rate for compensatory time off shall be one and one-half (1 ½) hours for each hour of compensatory time worked.
2. Once an employee has been credited with compensatory time off, the employee shall either take the CTO or shall be paid for all hours accrued. Employees requesting payment for accrued CTO hours shall be paid by the next full pay period from the date requested.
3. Upon separation the employee will be paid at the employee's current base hourly rate or average of last three (3) years whichever is higher for the remaining compensatory balance.
4. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective January 1, 2019, the maximum accumulation of CTO shall be two hundred and forty (240) hours;
b. Effective January 1, 2020, the maximum accumulation of CTO shall be two hundred (200) hour; and
c. Effective January 1, 2021, the maximum accumulation of CTO shall be one hundred and sixty (160) hours.
d. Employees with CTO balances above the maximum cap on January 1, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.
e. Employees at or below a CTO balance of 200 on January 1, 2019 shall be covered under subsection 4b of this Article and shall be capped at 200 hours. Employees
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at or below a CTO balance of 160 on January 1, 2019 shall be covered under subsection 4c of this Article and shall be capped at 160 hours.
5. The City and Department agree that an employee’s CTO request will generally be granted, unless granting the CTO would provide undue disruption to operation of the Department as determined by the Chief of Police or designee, including if it would result in below recommended minimum staffing levels on any shift. If the CTO request is for less than forty (40) hours and the employee provides at least fourteen (14) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. If the CTO request is for more than forty (40) hours and the employee provides at least twenty-eight (28) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. a. Each shift shall be treated and considered separately. b. Granting the CTO shift, as set forth in subparagraph 1, shall apply to requests issued after shift bidding. Requests for CTO leave prior to shift bidding shall be granted at the discretion of the Chief of Police or designee. c. The employee requesting the use of CTO shall generally be notified as to whether the request has been granted by the end of his/her shift, or within a reasonable amount time thereafter. If an employee requests to use CTO on multiple shifts where other circumstances delay the Department’s ability to grant or deny the request immediately, the Department shall notify the officer of whether the request is granted within a reasonable amount of time.
If within one year of employee’s request, the time off has not been granted, upon the employees request to payroll, the City shall cash-out the amount of the CTO requested.
d. Supervisors may grant CTO requests at their discretion where granting the leave may require the Department to backfill for overtime.
e. The Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required, if the Department is unable to grant the employee CTO leave within fourteen (14) calendar days of the date the leave is requested. If the CTO request is for more than forty (40) hours, the number of calendar days to provide alternative leave dates shall be extended by twentyeight (28) days for each additional block of forty (40) hours.
J. H. Employees assigned to shift work whose regular work schedule requires work on a holiday shall be compensated at their straight time hourly base hourly rate of pay for performance of work on holidays. Compensation for holidays worked for such employees shall be as set forth in this Agreement.
K. I. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall be compensated by either of the following methods, the choice of which shall be made by the employee's supervisor in advance of such work:
1. If an employee works the holiday and does not receive any other scheduled work day off in lieu of working the holiday, the employee shall be compensated at the base hourly rate
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of regular pay plus time and-one half the employee's base hourly rate (for the actual number of hours worked on the holiday).
2. If an employee works the holiday and receives another scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of time and one-half the employee's base hourly rate for the actual number of hours worked on the holiday.
Under this option, the employee must be given another scheduled work day off within the period of five (5) working days after the worked holiday with corresponding notations upon appropriate payroll reports.
LJ. July 4th Holiday Overtime: Employees who are not scheduled to work on the July 4th holiday, who volunteer or are forced to work the Fireworks Special Enforcement Detail, shall be compensated at two times (2.0) the employee’s base hourly rate. The number of volunteers needed and determination of coverage needs on the day before, day of, or day after the July 4th holiday, is at the final discretion of the Police Chief and City Manager.
ARTICLE VII. STANDBY
The City agrees to the following standby provision concerning represented employees.
A. Standby assignments for all employees, except those in the classification of Crime Suppression Sergeant, will be made on a weekly basis. Police Officers and Police Sergeants assigned to a weekly standby (Saturday through Friday) will be compensated at a rate of eleven (11) hours base hourly ratestraight time pay per week. Employees in the classification of Crime Suppression Sergeant will be on standby throughout the year and will receive 5 (five) hours of base hourly ratestraight time pay per pay period.
B. Such payment shall be in addition to the overtime payments, which may be payable for call backs, pursuant to City Personnel Rules and Regulations. An employee on standby may be authorized to take a City vehicle home, provided the employee lives within the area bounded by heavy black lines on the attached map (Appendix "X"). 35 miles of driving distance of the Roseville Police Station, as verified by a commonly used navigation App or website, as determined by the Chief of Police. Exceptions to the 35-mile distance limit may be made at the discretion of and based on prior written approval of the Department Head and the Human Resources Director. Take-home vehicles are prohibited from being used for personal use and are provided at the Chief of Police’s sole discretion, based on business and operational need.
B.C. Employees shall be provided a communication device when assigned to standby.
C.D. Employees are expected to respond to call backs as soon as possible but minimally within one (1) hour of notification.
D.E. The department shall make standby assignments voluntary whenever practical.
E.F. The City reserves the right to schedule standby as needed.
ARTICLE VIII. CALL BACK
Pursuant to Sections 3.12.040 of the City's Personnel Rules call back shall be governed as follows:
All regular and probationary employees are entitled to a minimum call back pay of two (2) hours at the appropriate overtime rate when said employee is required to return to work after leaving the work site at the end of their scheduled work shift or required to return to work on their scheduled day off. This provision does not apply when (i) employees are required to work beyond their normal work day/shift
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without having been called to return to work or (ii) when an employee is called in to work prior to the start of their work shift and the employee continues to work into their normal shift without having been released to go home.
ARTICLE IX. TAKE HOME VEHICLE
Employees who live within 35 miles of driving distance of the Roseville Police Station, as verified by commonly used navigation App or website, the boundaries of the attached map and are subject to offduty call outs as determined by the Cchief of Ppolice may take home a city vehicle. (Appendix “X”).
Reference the policy concerning take home vehicles relative to tax compliance.
ARTICLE X. WORK OUT-OF CLASS
A. Pursuant to Roseville Municipal Code, Section 3.07.080, no employee shall be required to perform duties which are not closely related both in kind of work and in level of responsibility to duties formerly assigned to positions in the class, except on a short-term, temporary, or emergency basis. However, if a supervisor assigns an employee to work out- of- class for four (4) hours or more per day, or one-half shift or more, the employee shall be paid the base hourly ratesalary appropriate to that class for the entire day or the entire shift. If an employee is required to work out- of- class for a substantial period of time, request should be made by the department head either for reallocation of the existing position or for temporary appointment to a position in a more appropriate class. No request for reallocation or temporary appointment shall be considered, however, in situations where work assignment is less than one (1) calendar month's duration.
B. Out-of-Class assignments are available for a limited duration, but no longer than one year.
C. Employee’s working out-of-class must be performing duties and responsibilities of the higher-level position. Duties that are appropriately assigned to employees in their current classification are not out-of-class work.
D. Compensation shall be five percent (5%) more than the employee’s current salarybase hourly rate in the lower class, not to exceed top step of the higher classification.
E. For employees assigned to management classifications, the compensation shall be ten percent (10%) more than the employee’s current base hourlysalary rate in the lower class. In the event that the top step in the higher range is less than ten percent (10%), the employee will be compensated at the base hourly rate of the top step of the higher class.
Temporary Acting Pay
An employee temporarily assigned in writing to an acting position in a classification with a higher salary pay range shall be compensated for the duration of the acting assignment by the payment of ten percent (10%) of the base hourly rateregular salary the employee received prior to the acting assignment, or the base hourly ratesalary provided for in Step A of the higher classification, whichever is greater, but not to exceed top step of the higher classification for all time worked and any leave time paid. The higher classified position must be temporarily vacant due to a long-term absence of the incumbent or pending the filling of a vacant position. The temporary acting pay assignment shall be for a minimum of two fulltime pay periods and limited to one year. Authorization for a temporary acting assignment must be given by the employee’s supervisor and, except under emergency circumstances, requires advance approval of the department head, Human Resources Director and City Manager.
Requirements to be Reported to CalPERS as Special Compensation:
For Classic members, the position the employee is temporarily upgraded to must be vacant with an active recruitment and/or business need; the employee must meet the minimum position qualifications and
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perform all duties of the higher classification without performing duties of their current classification.
Assignments where there is an active recruitment must be for a limited duration and is only reportable to CalPERS for up to 960 (nine-hundred, sixty) hours in a fiscal year.
For PEPRA members, additional compensation for working in an acting and/or out-of-class assignment is not reportable as special compensation.
ARTICLE XI. MOTORCYCLE ASSIGNMENT
During the period in which an employee is assigned to operate a motor driven cycle as a part of the employee's regular duties, said employee shall be permitted to drive such vehicle home, provided the employee's residence is located within 35 miles of driving distance of the Roseville Police Station, as verified by a commonly used navigation App or website. the boundaries as contained in Appendix "X".
ARTICLE XII. BILINGUAL PAY
Employees who are certified by the Human Resources Department as Spanish or Russian speaking will be paid $100.00 per month ($46.15 bi-weekly). At the discretion of the Department Head and upon certification by the Human Resources Department, employees may be compensated $100.00 per month for other languages used during the course of employment. However, $100 per month bilingual pay is the maximum amount an employee may receive no matter how many languages he/she is certified to speak.
ARTICLE XIII. CANINE OFFICER
A. For a City- owned canine certified for duty use, the City shall provide a food allowance, special food supplements and equipment as outlined in the Canine Operations PolicyManual. When necessary due to canine handlers being unavailable, the City will pay for canine boarding costs at a facility selected by the City, and the canine handler will not receive overtime pay for that day.
B. The City shall obtain a health plan policy for the dog and shall be responsible for the premium.
The health plan selected shall be at the sole selection of the City.
C. The lead canine handler will receive thirty (30) minutes seven (7) hours of overtime pay per day, pay period based on the employee’s base hourly rate, for off-duty time the caringe and training of for the dog, except during a day when a secondary handler cares for the dog or the dog is boarded. Time in excess of seven (7) hours per pay period will not be compensated.
1. The handler shall be compensated for thirty (30) minutes at time and one half (1 ½) hours of overtime pay, at the employee’s base hourly rate, for each day during the pay period when handling of and caring for the dog for the full day.
2. For partial days, the handler shall be compensated for fifteen (15) minutes at time and one half (1 ½) hours of overtime pay, at the employee’s base hourly rate, for care of the dog during off-duty time either in the a.m. or the p.m.
3. While not caring for the canine due to being on leave or otherwise not available during their shift, the canine handler shall not receive overtime pay.
4. Any extraordinary work involving the canine will be compensated at time and one half (1 ½) hours of overtime pay, at the employee’s base hourly rate. Extraordinary work includes, but is not limited to, unanticipated trips for emergency veterinary care, special training not normally conducted on a daily or scheduled basis, and any work which
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causes a substantial increase in work time beyond what is compensated in this section.
Absent exigent circumstances, all such overtime must be authorized, in advance, by a supervisor or manager.
Overtime Ccompensation for time worked pursuant to this care may be taken in pay or CTO.
Overtime related to canine pay will not be reportable under Section 571 of the California Public Employees’ Retirement Law (PERL) as special compensation to CalPERS.
D. The canine handler will receive a flat dollar amount of two hundred and eighty dollars ($280) per pay period for the training and handling of the dog for work performed during work hours. The flat dollar amount of two hundred and eighty dollars ($280) per pay period, or the prorated amount, will be reported to CalPERS as special compensation. The flat dollar amount of $280 will be prorated when the handler goes on leave for full days or does not work the majority of the workday.
ARTICLE XIV. PAYROLL ERRORS
A. In the event an error has been made in the payment of an employee’s compensation (which may include, but is not limited to salarybase hourly rate, overtime, payment or leave accruals), balances, or usages, City shall, for purposes of future compensation adjust such compensation to the correct amount, giving written notice to employee.
B. In the event an employee received an overpayment or underpayment of wages, the City will provide documentation to the employee on the amount of overpayment or underpayment. Upon the written mutual agreement, between the City and the employee, one of the following methods may be selected:
1. Lump sum payment by employee or employer;
2. One-time deduction from usable vacation, compensatory time off (CTO), or holiday leave balances equivalent to the overpayment at the employee’s current base hourly rate, plus applicable longevity pay;
3. A reasonable repayment schedule through payroll adjustment; and/or
4. Other means, as may be mutually agreed to between the parties.
C. Action to enforce repayment of an overpayment, or to correct an underpayment, shall be limited to a period beginning on the first day of the city pay period three (3) years prior to the date that either the City or the employee gives written notice to the other that a payment error has occurred.
ARTICLE XV. RECRUITMENT INCENTIVE
Regular employees are eligible to receive a recruitment incentive in the event that the Human Resources Director determines that a new lateral Police Officer or Police Academy Graduate was successfully recruited into City employment by a current eligible employee. To be eligible for the incentive, a current employee must be designated by the new employee as the person who recruited him/her to City service.
This designation shall be completed in writing via a form prescribed by the Human Resources Director on or about the date the employee is processed into City employment by the Human Resources Department.
One incentive is available per new employee and may not be divided among multiple current employees.
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The City shall provide a one-time lump sum payment or allocation of vacation leave hours to the eligible employee upon successful completion of each phase of the new employee’s hire, training and probationary period, as follows:
Phase 1: Upon hire of the new lateral Police Officer or Police Academy Graduate, the eligible employee can elect to receive an incentive of either a lump sum payment of $250 or 6.25 hours of vacation leave (the selected incentive shall also apply to Phase 2 and Phase 3);
Phase 2: Upon successful completion of the FTO Program by the new lateral Police Officer or Police Academy Graduate, the eligible employee will receive the selected incentive a second time; and
Phase 3: Upon successful completion of the new lateral Police Officer’s or Police Academy Graduate’s probation period, the eligible employee will receive the selected incentive a third time.
The Recruitment Incentive Program is a pilot program and shall be reviewed annually for its effectiveness in recruiting quality police officers to the City of Roseville Police Department. This program may be discontinued at the discretion of the City Manager upon thirty days’ notice to employees, without any requirement to meet and confer.
Any disputes regarding the eligibility of an employee for the recruitment incentive shall be resolved by Chief of Police. This Article shall not be grievable.
ARTICLE XVI. GRAVEYARD SHIFT DIFFERENTIAL
The department employs a patrol shift schedule consisting of four work periods (dayshift, relief, swing shift, graveyard).
a. Employees regularly assigned to work graveyard shift (i.e. 5 or more contiguous hours) shall receive a shift differential of 5% of base hourly rate pay for all hours worked and all hours of leave used.
b. Employees regularly assigned to work swing shift shall receive a shift differential of 2.5% of base hourly rate pay for all hours worked and all hours of leave used., and this excludes employees on the relief shift.
c. Any other employee assigned to work a the full graveyard or full swing shift shall be eligible to receive the appropriate shift differential, but only for hours worked as a result of that shift. d. This is not intended to be paid to employees who work partial hours in these shifts, however, leave time does not preclude shift pay.
ARTICLE XVII. MERIT STEP INCREASE WHEN HIRED AT SALARY STEP A This section supersedes Personnel Rule 3.11.030 C (1) only where salary Step A is paid upon initial employment, the employee shall become eligible for advancement to Step B upon their anniversary date, based on demonstrated satisfactory job progress and normal increased productivity. No salary step advancement shall be granted unless recommended by the department head and approved by the City Manager.
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CHAPTER 3. LEAVES
ARTICLE I. HOLIDAYS
A. Non-shift employees who are allowed to take holidays off shall receive holidays as provided below:
1. The following holidays shall be observed by the City with respect to all employees, except shift employees. For purposes of this section, shift employees (otherwise known as "shift workers") are those employees who are not allowed to take holidays off as they fall. a) January 1st (New Year's Day)
b) The third Monday in January (Martin Luther King’s Birthday) b)c) February 12th (Lincoln’s Birthday)
c)d) The third Monday in February (Washington's Birthday) ed) The last Monday in May (Memorial Day)
fe) July 4th (Independence Day)
gf) The first Monday in September (Labor Day)
h) November 11th (Veteran's Day)
i) The day in November appointed by the President of the United States as Thanksgiving Day
j) The day immediately following Thanksgiving Day
k) December 24th (Christmas Eve)
lk) December 25th (Christmas)
l) Sixteen (16) hours floating holiday to be taken any time during the fiscal year by employees who have completed at least six (6) months probationary service (pro-rated for part-time regular employees). The number of floating holiday hours to be credited to a new employee hired after July 1st shall be prorated based on the number of full months employed during that year. Employees unable to complete six (6) months of probationary service prior to June 30th shall not accrue or be eligible for any floating holidays that year. The employees and the employees’ supervisors shall jointly determine a convenient date.
2. If January 1st, February 12th, July 4th, November 11th, December 24th or December 25th falls on a Saturday, the preceding Friday shall be a holiday; if any such day falls on a Sunday, then the following Monday shall be a holiday. If a holiday occurs on the employee's first normal day off, the employee shall take the preceding day as the holiday; however, if the holiday occurs on the employee's second consecutive normal day off, the employee shall take the following day as the holiday. This policy shall be adhered to where practical and may be modified only by written consent to other conditions by the department head.
B. Shift employees who are not allowed to take holidays off as they fall ( including detectives) shall receive one hundred and ten (110) holiday hours to be credited in advance on January 1st of each year. For purposes of holidays, shift employees are those working 11 hour shifts, 10 hour shifts and 9/80 shifts. Employees may submit a request at any time after January 1stJune 30th for a one-time lump sum in full shift increments of up to fifty five (55) hours' holiday pay. prior to takingAny time off taken is at straight salary. At any time after July 1, employees may submit a request for a one-time lump sum of up to fifty five (55) hours holiday pay. Any prior to taking time off taken is at straight salary. All accrued and unused holiday hours up to 110 hours will be paid off at the end of the calendar year (December 31st). 110 holidays hours are represented as follows:
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1. 3/11-4/11 hour shift – eleven (11) hours for ten (10) designated City holidays above.
1.2. 4/10 hour shift schedule – ten (10) hours for eleven (11) designated City holidays above.
3. 9/80 shift schedule (may be assigned to 4/10 or 3/11-4/11 shift in the summer) – nine (9) hours for each of the twelve (12) designated City holidays above, plus two (2) floating holiday hours. Any unused holiday leave hours will be cashed out as nonpersable.
All holiday time off is subject to advance approval of the first level management supervisor and department head. Employees must request holiday time off at least seven (7) workdays prior to the requested holiday and in full shift increments.
Upon separation from service, if an employee has taken more holidays in advance than have been earned during the fiscal year, the City shall deduct an equivalent amount of pay for the holidays taken or paid in advance from the employee's final paycheck, or such amount shall otherwise be owed to the City by the employee.
Upon separation from service, if an employee has an accrued holiday leave balance, said employee shall be paid for all earned hours at their final rate of pay.
For purposes of holiday accrual under Section B.1 and B.2, holiday hours will be calculated based on the number of calendar days the employee worked in a calendar year.
C. The determination of whether an employee is categorized as able to take holidays (non-shift employees) or scheduled to work holidays (shift employees) for the purpose of holidays shall be based upon the employee's assignment as of January 1st of each year.
ARTICLE II. MILITARY
A. Employees obligated to serve involuntary periods of active military duty shall be compensated for normal work hours and days or shifts during such absence from work, up to a maximum of thirty (30) calendar days in any calendar year.
B. Employees exercising this provision of military leave will be required to submit properly documented evidence of their call to active duty within ten (10) calendar days prior to such military duty. Such documentation must be submitted through the department head to the Human Resources Director.
ARTICLE III. JURY DUTY
A. Employees who have been summoned or subsequently selected to serve on a jury shall receive their base hourly rateregular rate of compensation by the City for normal work hours and days or shifts during such absence from work, provided the employee endorses to the City that compensation received by the employee for jury duty service. No compensation will be made for jury duty served on days off. Jury duty is not considered time worked for overtime purposes.
B. An employee who is empaneled on jury duty and normally works a night shift will be changed to the day shift for those days required to be on jury duty. If the jury is empaneled for less than eight (8) hours, the employee must report to work for the balance of the shift.
C. Employees will be allowed to retain any mileage compensation granted to them by the respective court jurisdiction to which they were summoned or selected for jury duty.
D. Employees summoned to jury duty must provide evidence of such summons and subsequent jury duty days away from work through their respective department heads to the Human Resources Director.
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E. Employees compensated by the summoning court jurisdiction for jury duty shall endorse such payments to the City in the same pay period the payment is received by the employee, in order to receive full City compensation as prescribed in Subsection "A". This payment endorsement is to be forwarded directly to the Finance Director by the employee.
ARTICLE IV. VACATION
This change shall be effective the first full pay period after the City Council approves the Personnel Rules.
3.12.060 Vacation leave
The purpose of vacation leave is to provide eligible employees the opportunity to take paid time off from their job responsibilities in order to maintain a high standard of mental, emotional and physical conditioning.
A. Eligibility. All full-time and part-time employees in the classified service and unclassified service as defined in Section 3.01.050(B)(1) shall be entitled to annual vacation leave with pay. Each employee will earn and accrue vacation hours pursuant to the accrual schedule as noted in Section B. Exceptions to this provision shall only be granted in unusual circumstances substantiated by the department head in a recommendation to the City Manager, who may approve or disapprove such variances.
B. Accrual. Unless specified in applicable labor agreements, each full-time eligible employee identified in subsection A shall earn and accrue vacation leave, subject to the conditions stated in this section, with pay as follows:
Service Category Biweekly Accrual Days/Year Equivalent Max. Hours Accrual New employee to
completion/4th year
3.693/hr 12 days (96 hours) 192
Start of 5th year to
completion/9th year
4.307/hr 14 days (112 hours) 240
Start of 10th year to
completion/14th year
4.923/hr 16 days (128 hours) 272
Start of 15th year to
completion/19th year
5.538/hr 18 days (144 hours) 304
Start of 20th year and
succeeding years
6.153/hr 20 days (160 hours) 336
1. Employees working a part-time schedule will accrue vacation hours on a prorated basis, in proportion to the full-time equivalent (FTE).
2. As noted in Section A of this section, new employees shall earn vacation at the biweekly rate shown above, commencing on the date of hire., Eligible employees shall advance to the next higher rate of accrual upon completion of the maximum number of years at the lower accrual rate, and shall begin to accrue at the higher rate at the start of their qualifying year.
3. Except as provided in Section B, an employee’s maximum accrual of vacation hours may not exceed the employee’s annual accrual rate as specified above and an employee will stop earning and accruing vacation hours while the employee’s accrual remains at the maximum
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allowed under this Section B.. This maximum level is monitored at the employee’s hire anniversary date. If accrued hours exceed such amount as of the hire anniversary date, vacation accrual will be suspended until the balance is brought below the maximum accrual amount.
4. If the accrued amount exceeds specified limits, the employee shall take leave for the excess number of vacation hours or, if the department head determines that operational necessity will not permit taking such leave, the employee may be paid the base hourly ratestraight time hourly equivalent for not more than twenty (20) hours. Additionally, the maximum vacation hours an employee may accrue will be extended when an employee is on disability leave, jury duty, or military leave as provided in these rules. The employee shall be allowed to liquidate such excess accrual within thirty (30) calendar days following return to duty, by means of taking such leave time or receiving base hourly rate straight time hourly equivalent compensation for not more than twenty (20) hours of vacation.
C. Use. An employee may elect to take all or part of earned vacation, or may carry over to the next service year all or part of earned vacation as approved by the department head and consistent with the provisions of Section B of this section. However, the dates and amount of vacation selected by the employee shall be subject to approval of the employee’s supervisor. Vacation leave shall generally be taken in minimum increments of one full workday/work shift, except that unusual, emergency, necessary and infrequent use of vacation leave may be granted in one hour increments. Employees must request vacation leave at least seven (7) workdays prior to the desired start of vacation leave. Under unusual or personal emergency circumstances, employees may request and supervisors may consider the approval of vacation leave with fewer than seven (7) working days’ notice. In the event it becomes necessary to call an employee back to work from a scheduled vacation, the employee shall be credited with the unused vacation hours and shall have the opportunity to take such remaining vacation leave at a time of the employee’s choosing and the supervisor’s approval.
D. Holidays Within Vacation Leave. Except for shift personnel in police, fire and the water/wastewater and power plants, holidays which occur during a scheduled vacation period shall be counted as a holiday. Employees may request in advance that they extend their vacation leave by the number of holidays occurring within their scheduled leave, or they may request fewer vacation hours which, together with the holiday(s), will comprise the total time period of their scheduled leave.
ARTICLE V. MODIFIED DUTY
Pursuant to Administrative Regulation 2.17, employees are expected to comply with the referenced policy. During the term of the MOU, the City will not change the terms of AR 2.17 as they relate to RPOA without agreement on all changes from the RPOA.
ARTICLE VI. SICK LEAVE
Sick leave provisions shall be governed pursuant to Roseville Municipal Code Section 3.12.070. It is understood that this section may not be amended without first meeting and conferring in accordance with Government Code 3500 et seq.
A. General
The objective of this section is to provide methods of furthering the health and general welfare of City employees, as well as ensuring maximum and reasonable job attendance. Sick leave should not be viewed as a right to be used at the employee's discretion, rather it is a privilege of paid time away from work duties in the event of one of the following circumstances:
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1. Actual illness or injury of the employee that occurred away from the job setting, except where such injury/illness occurred in connection with off-duty(outside) employment;
2. The employee's exposure to a contagious disease;
3. Medical or dental appointments of employee, or employee's immediate family members, when such appointments cannot be arranged during off-duty hours, and when the employee's immediate family member is incapable of independently attending such appointments;
4. Where the employee's medical attention to an immediate family member is required.
Immediate family member is defined as the employee's mother, father, husband, wife, son, daughter, or any person living in the employee's immediate household;
5. Emergency leave due to the death or imminent death of family members.
B. Accrual/Use
Sick leave is accrued by all regular employees on the basis of bi-weekly payrolls. On each day following completion of one (1) month of continuous service, eligible full-time employees shall receive credit for eight (8) hours or one-half of a twenty-four (24) hour shift leave with pay, the total of which shall not exceed twelve (12) days or six (6) shifts in any twelve (12) month period.
Sick leave may be used for those purposes listed above. Employees on a modified schedule work assignment shall accrue sick leave on a pro rata basis of hours worked. Maximum accumulation of sick leave shall be unlimited. Employees may be granted sick leave in minimum units of onehalf (1/2) hour for those reasons specified in Subsection "A" of this section, provided that such time has been earned. Department heads may require probationary employees to support each incident of sick leave use by verification of an attending physician's statement of bona fide injury/illness. Employees shall not use sick leave for disabilities determined to be job-related, except as provided for in Roseville Municipal Code Section 3.12.100, nor shall employees be allowed to use sick leave for the sole purpose of utilizing such accrued time prior to separation from service.
C. Illness/Injury During Vacation
An employee who becomes ill or injured while on vacation may have such period of illness/injury charged to the employee's accumulated sick leave rather than vacation, provided that:
immediately upon return to duty, the employee submits to the department head a written request for sick leave, accompanied by a signed statement from the employee's attending physician describing the disabling nature and dates of such illness/injury.
D. Holidays During Sick Leave or Disability
Observed holiday occurring during sick leave shall not be counted as a day of sick leave or disability, but shall be regarded as the taking of a holiday.
E. Funeral and Bereavement Leave
All regular employees may will be granted up to five (5) days a maximum of sixty-four (64) hours of sick leave, vacation, personal leave time, or CTO for each such instance to:
1. Attend the funeral of an immediate family member (as defined by the City’s Personnel Rules Section 3.00.420), grandparents, grandchildren, or in-laws.
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2. Deal with matters related to the death, or critical illness where death appears imminent of any member of the employee's immediate family.
The days of leave do not need to be consecutive and shall be completed within three months of the date of death of the family member. The department head may request the employee provide documentation of the death of the family member within 30 days of the leave.
Requests for funeral and bereavement leave for more than five (5) days shall be evaluated by the employee's department head to determine the appropriate amount of additional leave, up to a maximum total leave of up to sixty-four (64) hours, to be granted in each instance.
F. Payment for Unused Sick Leave Upon Retirement
Payment for unused sick leave is authorized by the City as a means of rewarding employees who have made conscientious efforts to maximize their attendance on the job.
1. Non-probationary employees in the classified service, shall be entitled payment for sick leave accrued (not pro rata) up to their retirement. However, employees whose separation is caused by dismissal shall not be entitled to payment for unused sick leave.
2. No more than the maximum sick leave amount listed in the tables below may be used in ascertaining the amount of time for which the employee will be compensated at time of retirement.
Employees will receive payment for unused sick leave as follows:
Leave Hours
Accumulated
Percent of
Compensation
Given
1200 to 1600 70%
956 to 1199.99 60%
764 to 955.99 50%
572 to 763.99 40%
380 to 571.99 30%
188 to 379.99 20%
0 to 187.99 0%
3. In the event of a job-related death, the beneficiary of the employee, as shown on the records of the Public Employees’ Retirement System, shall be paid one hundred percent (100%) of the employee’s unused sick leave balance at the time of his/her death.
4. In the event of a non-job-related death, the beneficiary of the employee as described above shall be paid for one hundred percent (100%) of the employee’s unused sick leave at the time of his or her death up to a maximum of 1200 hours of accumulated sick leave.
5. Sick Leave Pay Out Upon Retirement. Any sick leave balances remaining after payment pursuant to subsection N shall be converted to PERS service credit.
ARTICLE VII. CATASTROPHIC LEAVE
Pursuant to City Personnel Rules Section 3.12.065, pertaining to Catastrophic Leave.
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The City has an interest in making revisions to the catastrophic leave program/policy and will meet and confer over forthcoming City proposed revisions.
ARTICLE VIII. DISABILITY LEAVE
Employees may be granted paid disability leave, based on the following circumstances, terms and conditions. The purpose of providing these programs of paid disability leave is to ensure that employees have reasonable and equitable provisions concerning their job and economic security.
A. Work related temporary disability. If a regular employee, other than those entitled to benefits under Section 4850 et seq. of the California Labor Code, is temporarily disabled by injury or illness arising out of and in the course of performing assigned job duties, the employee shall become entitled to a leave of absence while so disabled without loss of salary, less workers' compensation disability payments, for up to seventy-five (75) calendar days, commencing upon the first calendar day after the injured employee leaves work as a result of the injury.
B. Following the initial seventy-five (75) days of temporary disability, an eligible employee may supplement their temporary disability payments with available leave balances (i.e., vacation, sick leave), until such balances are exhausted (up to twelve (12) months).
C. During the time of work related disability, an eligible employee will continue to accrue the normal leave, i.e., vacation, sick leave, until such time as their leave balances have been exhausted (up to twelve (12) months).
D. During the period of time of work related disability, the City will continue to contribute its share to the employee's health and dental plan until such time as all leave balances are exhausted (up to twelve (12) months).
E. Employees who are found to abuse or fraudulently use the privilege and benefits of the temporary disability program as prescribed above shall be subject to disciplinary action, including termination from City service. The employee exercising these temporary disability provisions shall be required to provide the department head and Human Resources Director with a copy of the attending physician's report, which shall contain a description of the nature and anticipate duration of the disability, and the employee shall keep the department head and Human Resources Director apprised of the medical condition at intervals prescribed by the Human Resources Director.
F. Employees subject to the provisions of Section 4850 et seq. of the California Labor Code shall not have any portion of their work related disability leave charged against accrued sick leave.
ARTICLE IX. PERSONAL LEAVE TIME
Each full-time employee in the RPOA unit who has completed his/her initial probationary period with the City shall be provided a bank of forty-five (45) hours of Personal Leave Time (PLT). Thereafter, employees shall be provided a bank of 45 hours of PLT on the first pay period of each calendar year.
Part-time employees shall receive a pro-rated bank.
Use of PLT time shall be subject to the following:
A. PLT may be used by employees for time off on an hour for hour basis until the employee has exhausted the bank.
Use of PLT shall be subject to the operating needs of the City. The City may deny an employee time off on PLT if such release time will adversely impact the operating or staffing needs of a City
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department. Employees must request PLT time off at least seven (7) workdays prior to the start of the requested time off.
B. PLT shall have cash value and may be cashed out by the employee on an hour-for-hour basis at the employee's regular straight-timebase hourly rate of pay. Employees may cash out unused PLT in any regular pay period pursuant to procedures established by the City Human Resources Department.
C. Any PLT time remaining in an employee's PLT bank on the last pay period of the calendar year shall not roll over into the next calendar year. Such PLT time shall be cashed out by the City on an hour-for-hour basis at the employee's regular straight-timebase hourly rate of pay.
D. Employees who terminate employment with the City or leave the bargaining unit shall be cashed out at the rate of .86538 hours per week up to the balance of the employees PLT bank. If an employee terminates and has taken more PLT in advance than .86538 hours per week, the City shall deduct an equivalent amount of pay for the PLT. Any time cashed out will be paid on an hour-for hour basis at the employee's regular straight-time base hourly rate of pay. Part-time employees will receive a pro-rated cash out of their bank.
E. Any employee hired after the 1st of the year shall be granted a prorated amount at .86538 hours per week for the remainder of the calendar year after completion of their probation. For example, if an employee is hired on July 1, the employee shall be granted 22.5 hours of PLT upon completion of probation.
ARTICLE X. LEAVE OF ABSENCE
Pursuant to City Personnel Rules Section 3.12.130, employees are entitled to unpaid leaves of absence. Examples of unpaid leaves of absence are: adoption of a child, pregnancy, childbirth and recovery therefrom, care for a newborn child, education, and as needed for other personal matters. The City shall make every effort to accommodate requested leaves of absence.
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CHAPTER 4. RETIREMENT/INSURANCE
ARTICLE I. RETIREMENT
A. The City shall provide and maintain membership in the California Public Employees’ Retirement System (CalPERS) for the benefit of eligible employees based on the following CalPERS definitions and contract provisions:
1. New Member means:
i. A unit member who becomes a member of a public retirement system for the first time on or after January 1, 2013 and who was not a member of any other public retirement system prior to that date;
ii. A unit member who becomes a member of a public retirement system for the first time on or after January 1, 2013 and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under Gov. Code §7522.02(c) and related CalPERS reciprocity requirements; or iii. A unit member who was an active member in a public retirement system with another employer and who, after a break in service of more than six (6) months, returns to active membership in CalPERS with the City.
2. Classic Member means: a unit member who entered into membership with a qualifying public retirement system on or before December 31, 2012 who does not meet the definition of “New Member” under Government Code §7522.04(f) and related CalPERS membership requirements. Status as a classic member shall be determined by CalPERS.
B. Retirement Benefits:
1. Retirement Plan for Employees Hired On or Before December 31, 2012, and Classic Members as Defined by CalPERS:
Employees hired on or before December 31, 2012 shall receive the 3% at 50 retirement benefit. For purposes of determining a retirement benefit, final compensation for employees covered by Section B.1. shall mean the single highest year of compensation earnable.
Each employee covered by Section B.1. shall pay through payroll deduction, 100% of the required bargaining unit member contribution, which is nine percent (9%).
2. Retirement Plan for Employees Hired On or After January 1, 2013, Who Are Not Classic Members:
Employees hired on or after January 1, 2013 who are new members, as defined by CalPERS, shall receive the 2.7% at 57 benefit.
For purposes of determining a retirement benefit, final compensation for unit members covered by Section B.2. shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.
As required by Government Code §7522.30, unit members covered by Section B.2. shall pay, through payroll deduction, fifty percent (50%) of the total normal cost of their retirement plan as determined annually by CalPERS.
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3. In addition to the benefits listed above, the City contracts for the following optional benefits:*
• Post Retirement Survivor Allowance
• Optional Settlement 2W
• 1959 Survivor Benefit Level 4
• Special Death Benefit
• Credit for Unused Sick leave
• Two-percent (2%) Retirement COLA
4. Employee contributions shall be made in accordance with Section 414(h)(2) of the Internal Revenue Code wherein payment to CalPERS is made pretax, to the extent permitted by Internal Revenue Code, 26 USC Section 414(h)(2).
5. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”Z”.
ARTICLE II. HEALTH AND WELFARE
A. Eligibility
Any regular employee working fifty percent (50%) or more of a full-time schedule shall be eligible to enroll in any health and welfare benefit provided by this Article and currently authorized by the RPOA bargaining unit. Regular part-time employees who are hired into a position funded as regular part-time after January 1, 2005, or current employees who laterally transfer or promote into a regular part-time allocated position, will receive a pro-rated amount toward their health and welfare contribution based on actual hours worked. The contribution amount will be based on the percentage of full-time the employee works. For example, employees working twenty (20) hours per week will receive fifty percent (50%) of the full-time contribution; employees working thirty (30) hours per week will receive seventy-five (75%) of the full-time contribution, etc.
B. Medical Insurance Benefits
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the purpose of providing employees and their eligible dependents with medical insurance benefits.
The City’s maximum monthly contribution for each eligible active employee shall be equal to the minimum employer contribution required under the Public Employees Medical and Hospital Care Act (PEMHCA).
C. Cafeteria Plan
1. The City shall provide a Cafeteria Plan, pursuant to Section 125 of the Internal Revenue Code or any related regulations, for the purpose of providing employees with access to various health and welfare benefits. Benefits available through the Cafeteria Plan include medical insurance, dental insurance, vision insurance and Long Term Disability (LTD) insurance.
2. Effective December 1, 2018, the City provides a Cafeteria Plan Allowance to all employees eligible to participate in City sponsored health and welfare benefits under Section A of this Article of up to $1,347 monthly (less the direct PEMHCA payment provided in paragraph B) for the term of the Agreement to offset medical, dental, vision and LTD premiums for represented employees.
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3. Effective January 1, 20262 or the first of the full month following Council approval, whichever is later, the City provides a flex plan credit to be used by active employees based on medical plan tier election (EE only, EE+1, Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:
Active Employee
Medical Election Tier
City Flex Plan Credit (combined with the Cafeteria
Plan Allowance) covers:
Employee Only Up to 100% of the Kaiser employee only premium, plus $180 for dental/vision.
Employee & 1 Dependent Up to 85% of the Kaiser employee plus one dependent premium, plus $180 for dental/vision.
Employee & 2+
Dependent
Up to 80% of the Kaiser family premium, plus $180 for
dental/vision.
Active Employee Medical Employee Only Employee Plus One Employee Plus Election Tier (EE Only) Dependent (EE+1) Family (Family) Flex Plan Credit $200/month $273/month $598/month
4. Effective January 1, 2023, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:
Active Employee Medical Employee Only (EE Employee Plus One Employee Plus Election Tier Only) Dependent (EE+1) Family (Family)
Flex Plan Credit $200/month $318/month $673/month
5. Effective January 1, 2024, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:
Active Employee Medical Employee Only (EE Employee Plus One Employee Plus Election Tier Only) Dependent (EE+1) Family (Family)
Flex Plan Credit $200/month $363/month $748/month
6. Effective January 1, 2025, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:
Active Employee Medical Employee Only (EE Employee Plus One Employee Plus Election Tier Only) Dependent (EE+1) Family (Family)
Flex Plan Credit $200/month $408/month $823/month
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 31 Memorandum of Understanding
7.4.Employees who elect not to participate in any of the medical, dental, vision or LTD insurance benefits sponsored by the City and who provide proof of other medical coverage will not receive any Cafeteria Plan Allowance under Section C(2) of this Article. Instead, employees who opt out of these City-sponsored benefits shall receive $150 per month reported as taxable income. Employees will not receive any cash in lieu when on unpaid leave.
8.5.For eEmployees in this bargaining unit who were married to another regular City employee before October 1, 2024, and both City employees were whose current spouse or domestic partner was hired prior to January 1, 2019, they will have the following benefit, provided they are eligible pursuant to personnel rule or memorandum of understanding. Employee one may choose medical coverage. Employee two may apply the difference under this provision for out-of-pocket expenses from Employee one toward the cost of the medical coverage and shall not be eligible for the opt out provision in Section 4, above. The example below provides the model for the calculation of this provision on January 1, 2014:
Kaiser Plan (Family) Example: $1,772
City Contribution - $1,368
Out-of-pocket Cost to Employee $ 404
In this example, the spouse or domestic partner opting out of the cafeteria plan would receive $404 per month. The amount of the out-of-pocket cost to employees may fluctuate due to medical premium and City contribution increases. Any RPOA member that was eligible but did not activate this benefit before October 1, 2024, shall not be eligible for the benefit after October 1, 2024.
9.6.Any Cafeteria Plan Allowance provided for under Section C(2) of this Article can only be used by an employee to offset the cost of participation in City sponsored medical, dental, vision, and LTD insurance benefits for the employee and any eligible dependents.
D. The City shall continue its existing Section 125 plan. The City reserves the right to select the provider or self-administer this program and to set limits for medical reimbursement accounts.
E. The City shall provide a dental benefit to include two (2) preventative cleanings per year. Other details of the City’s dental benefit are described in the evidence of coverage document. The City reserves the right to select any dental carrier.
F. The City shall provide a vision benefit. Details of the City’s vision benefit are described in the evidence of coverage document. The City reserves the right to select any vision carrier. Open enrollment will be as described in the evidence of coverage document.
G. From time to time, the City will change benefit providers due to administrative, service, economic, or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.
The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.
ARTICLE III. DEFERRED COMPENSATION
The City shall maintain a program of deferred compensation for employees listed in Appendix "E" . It is understood that the City is solely responsible for selection of the Deferred Compensation plan and plan administrator(s).
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Effective the first full pay period in January of 2016, or upon approval by the City Council, whichever is latest, the City agrees to contribute one (1) percent of the base wages into the city sponsored deferred compensation plan for employees who have completed five (5) continuous years of regular employment with the City of Roseville.
Effective the first full pay period in January of 2017, the City agrees to contribute an additional one (1) percent for a total of 2% of the base wages into the city sponsored deferred compensation plan for employees who have completed five (5) continuous years of regular employment with the City of Roseville.
Effective the first full pay period in January 2018, the City agrees to contribute an additional one (1) percent for a total of 3% of the base hourly ratewages into the city sponsored deferred compensation plan each pay date for employees who have completed five (5) continuous years of regular employment with the City of Roseville.
ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM
A. The City shall provide an Employee Assistance Program (EAP) for employees that includes up to six (6) visits a calendar year for each employee and each dependent family member and spouse.
B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.
The City desires to provide a consistent benefit, and insofar as is possible, benefits and language will be matched.
ARTICLE V. LIFE INSURANCE
A. The City shall provide eligible employees with a fully paid life insurance program in the amount of twice the employee’s annual salary in effect as of July 1 of each year. The City reserves the right to select the insurance provider.
B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.
The City desires to provide a consistent benefit, and insofar as is possible, benefits and language will be matched.
ARTICLE VI. LONG TERM DISABILITY (LTD) INSURANCE
A. The City shall provide a Long Term Disability Program with a waiting period of sixty (60) calendar days; whereupon an eligible employee shall be entitled to receive sixty percent (60%) of their gross monthly salary until age sixty-seven (67) in accordance with the LTD Plan.
B. After disability benefits have been payable for twenty-four (24) months, an employee is deemed disabled if the injury or sickness makes him/her unable to perform all the material duties of any occupation for which he/she may reasonably become qualified based on education, training or experience.
C. Other details of the City’s LTD plan are described in the plan booklet. The City reserves the right to select any LTD carrier.
D. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.
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The City desires to provide a consistent benefit, and insofar as is possible, benefits and language will be matched.
ARTICLE VII. RETIREE HEALTH BENEFITS
A. Medical Insurance Benefits
The City shall contract with the California Public Employees’ Retirement System (CalPERS) for the purpose of providing retirees and their eligible dependents with medical insurance benefits.
The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees under the Public Employees Medical and Hospital Care Act (PEMHCA).
1. The parties agreement to move from the CalPERS equal contribution method to the PEMHCA minimum employer contribution method does not modify retiree health benefits for employees in Tiers I and II pursuant to Article VII B and C below.
B. For Employees Hired Prior to January 1, 2005 (Tier 1):
Employees hired prior to January 1, 2005 that qualify for post-retirement health benefits shall qualify for such benefits based on rules in effect prior to January 1, 2005, i.e. an employee that retires from the City of Roseville and is eligible for CalPERS service retirement shall receive a City contribution towards their post-retirement medical insurance benefit at the same level as fulltime regular employees covered by this Agreement.
C. For Employees Hired on or after January 1, 2005 and prior to March 1, 2014 (Tier 2):
Employees hired on or after January 1, 2005 and prior to March 1, 2014, to be eligible to receive post-retirement health benefits, an employee must complete at least five (5) years of CalPERScredited service with the City of Roseville. Employees who retire from the City of Roseville after meeting the service requirement stated above and who have at least ten (10) years of CalPERScredited service shall receive a City contribution towards their post-retirement health benefits as follows:
Total Credited % of
Years of Service City Contribution
10 50 %
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 + 100
Employees who have CalPERS-credited service through other public agencies must complete at least five (5) years of service with the City of Roseville and retire from the City of Roseville to be eligible for post-retirement health benefits. However, once an employee has completed five (5) years of service with the City of Roseville, their eligibility for post-retirement health benefits will include all years of CalPERS-credited service.
The vesting requirements for post-retirement health benefits will become effective January 1, 2005. Employees hired on or after January 1, 2005 shall be subject to the above post-retirement vesting schedule for health benefits. Employes hired prior to January 1, 2005 that qualify for post-retirement health benefits shall qualify for such benefits based on rules in effect prior to
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 34 Memorandum of Understanding
Janauary 1, 2005. i.e. an employee that retires from the City of Roseville and is eligible for CalPERS service retirement shall receive a City contribution toward their post-retirement health benefits at the same level as full-time regular employees.
Employees hired prior to January 1, 2005 that qualify for post-retirement health benefits shall qualify for such benefits provided for in the City of Roseville/CalPERS Resolution.
D. For employees hired on or after March 1, 2014 (Tier 3):
1. Employees hired on or after March 1, 2014 shall have no vested right in any postemployment medical benefits provided by the City of Roseville. Instead, upon hire, those employees shall contribute one percent (1%) of their base salary each pay period to a City sponsored Retirement Health Savings (RHS) account and shall contribute an additional one percent (1%) per pay period per year annually, up to a maximum of five percent (5%) per pay period annually thereafter, to be used to fund the employee’s medical costs upon retirement or separation from the City.
2. After five (5) years of continuous cumulative service with the City of Roseville, and beginning on the first pay period of the sixth year of service, the City shall contribute a flat dollar amount of $100 per month to be deposited to the employee’s RHS account up until the employee’s retirement date or separation from the City. After retirement or separation from accruing ten (10) cumulative years of service with the City and pursuant to the vesting schedule in Section C of this Article, employees may draw from the City contribution in this account upon retirement.
3. Employees who terminate City service for reasons other than retirement prior to twenty (20) years of cumulative service with the City will forfeit any City contributions.
4.2. Employees must retire from the City of Roseville and be enrolled in the City of Roseville’s health plan in order to utilize City contributions to the employee’s RHS accounts. After ten (10) years of cumulative service with the City of Roseville, City contributions to the employee’s RHS account may be used for all covered medical expenses pursuant to Section 213 of the IRS Code.
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CHAPTER 5. SAFETY
ARTICLE I. SAFETY
The City of Roseville agrees that the safety of its employees is of utmost concern and accordingly agrees to make every effort to provide to the extent possible, a safe and hazard free work environment.
ARTICLE II. SAFETY EQUIPMENT
A. All employees shall, as soon as possible after the initial date of employment, receive City furnished safety equipment if desired as follows:
Quantity Item
1 Service weapon and ammunition
2 sets Handcuffs
1 Flashlight (rechargable law enforcement type)
1 Pepper spray (OC) and holster
1 Gun belt
1 Inner belt
1 Holster
1 Handcuff case (single or double issue)
1 Baton and ring
1 Magazine holder
3 Keepers
1 Soft body armor
1 Rain jacket
1 Rain pants
1 Patrol rifle and ammunition
1 Taser
1 Load bearing vest
1 Ballistic helmet
1 Tourniquet
1 Individual First Aid Kit (IFAC)
1* Protective case for gloves
1* Motorcycle helmet
1* Set of summer/winter gloves
* Provided to all employees assigned to motorcycle patrol B. The City agrees to provide newly assigned investigators with the following concealment safety equipment:
Quantity Item
1 each Holster
1 each Magazine holder
1 each Handcuff case
1 each Pepper spray (OC) holder as needed
1 each Radio holder as needed
1 each Badge holder
1 each Reinforced belt
C. All safety equipment described above shall be replaced on an as needed basis as approved by the department head or designated authority.
D. All safety equipment described above shall remain the property of the City and shall be returned to the Police Chief upon request or upon the employee’s termination of employment.
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E. Employees shall continue to be required to adhere to safety equipment specifications, appearance, and maintenance standards established by the Police Department.
F. Personnel on patrol who are issued soft body armor shall be required to wear such when on duty except as otherwise authorized by the supervisor.
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CHAPTER 6. WORK HOURS
ARTICLE I. GENERAL WORK HOURS
Except as noted below hours of work provisions shall be governed pursuant to Roseville Municipal Code Section 3.12.010.
A. Employees in the classifications of Police Officer, and Police Sergeant shall be allowed to work a four (4) day work week of ten (10) hours per day when assigned to the following units:
1. Investigative ons Uunits
2. Patrol and Traffic Unit
Youth Services Officers (YSO) are eligible for a flex schedule (ie 9/80) if approved by the Police Chief.
Employees assigned to special duty shall be assigned their normal schedule (i.e. 4/10). However, assignment of days off and/or shifts shall be at the discretion of the department.
B. School Resources Officers are required to work a 9/80 schedule.
C. Rest Period. Except as noted below, probationary and regular employees when required to actually work (does not include standby time, etc.) more than fourteen (14) hours in a twenty-four (24) hour period shall not be required to return to work without at least an eight (8) hour rest period starting from the time released from work. Rest periods as defined are not compensable.
1. Shift Change.
a. Back to Back Shifts: When an employee is required to work two (2) consecutive shifts as a result of a shift change, the employee shall be given at least eight (8) hours as a rest period to be taken at the midway point of the second shift.
b. Return Shifts: No employee shall be required to work two (2) shifts during a shift change without being given at least eight (8) hours as a rest period to be taken between shifts.
c. Change of Shift Hours: Any employee involved in a mandatory change of shift which involves a change in shift starting time of ten (10) or more hours will be given a minimum of at least four (4) calendar days’ notice.
These provisions may be waived in emergency situations as determined by the Police Chief or his/her designated authority.
2. Days Off Changes. Except in uncommon situations where it is in the best interest of the City, as determined by the Police Chief or his/her designated authority, employees will be given a minimum of seven (7) days’ notice prior to a change in days off.
C. F.L.S.A. Work Period. For purposes of the Fair Labor Standards Act, the work period shall be as follows:
7 days except flex schedules
D. Lunch Periods. Employees who work a 4/11 – 3/11 receive forty minute paid lunches. Employees on all other schedules receive thirty-five (35) minute paid lunches. Exception: Employees assigned to special duty will not receive paid lunch.
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ARTICLE II. 4/11 – 3/11 SHIFT SCHEDULE
The following constitutes the agreement and understanding between the City of Roseville(“City”) and the Roseville Police Officer’s Association (“RPOA’) (hereafter the “Agreement”) regarding the implementation of a “4/11-3/11” shift flex schedule and plan for sworn police officers and supervisors assigned to patrol (The “Plan”).
1. The Plan applies only to sworn patrol officers and supervisors.
2. The Plan will operate under the exemption from overtime provided by Section 7(k) of the Fair Labor Standards Act, 29 United States Code Section 207(k). The specified work period is twenty-eight (28) days. Consistent with existing pay practice, however, and to provide the officers with a regular recurring source of income more frequently than would be the case should the pay period be extended to twenty-eight (28) days, the parties agree that the pay periods shall continue at the current fourteen (14) day intervals.
2. Under the Plan, the regularly scheduled work day will consist of eleven (11) hours per shift Except as noted below, in any two (2) week pay period during the twenty-eight (28) day cycle, affected Employees will be assigned to work rotating schedules of four (4) consecutive days worked followed by three (3) days off, which is then followed by three (3) consecutive days worked and four (4) consecutive days off. However, the City reognizes that employees have traditionally been permitted work 80 hours every two weeks and thus, would suffer a deficit of three hours at base hourly ratestraight-time pay were extra time not permitted to be subsequently made up at base hourly ratestraight-time rates. Thus, in order to permit employees to “make-up” for such time, and, to permit the City and affected employees to benefit from the ability to have extra regularly scheduled training days and days for special enforcement projects and other extra work, an extra nine (9) hour regular workday shall be scheduled every third pay period. The extra nine (9) hour day shall also be worked at a base hourly ratestraight-time rate of pay. The extra day shall be scheduled during a normal day off during that week in the pay period in which the affected employees are scheduled to work thirtythree (33) hours. Accordingly, the days off that week shall be reduced from four (4) to three (3).
Thus, during that fourteen (14) day pay period, the affected employees shall work forty-four (44) hours one week, and forty-two (42) hours in another, all at base hourly ratestraight time rates. The regularly scheduled straight-time hours worked during this twenty-eight (28) day period will be 163 hours.
34. Overtime - Officers assigned to eleven (11) hour workdays will receive overtime pay at one and onehalf times their regular rate of pay for hours worked beyond eighty (80) hours worked in the pay period (or may elect compensatory time off in accordance with the current MOU).
3. 5. Leave Accruals - Accrual rates under the current MOU for sick leave, vacation leave, compensatory time, and holiday pay, based on regular scheduled hours paid in the pay period, and will not be affected by the Plan.
4. 6. Leave Usage - Time off from any regularly scheduled work day will require the appropriate use of vacation, sick leave, or compensatory time on an hour-for-hour basis. a. If the officer attends a forty (40) hour school during the employee’s thirty-three (33) hour work week, the officer will receive seven (7) hours of overtime or be granted another day off with the excess time used as travel or study time, or taken in time off. Conversely, if the officer attends a forty (40) hour school during the employee’s forty-four (44) hour work week, the excess four (4) hours could be used as travel or study time, or taken in time off. b. All time off will be recorded as the actual time away from work (including sick time). If an employee is absent for an entire shift, the amount of leave time deducted will be eleven (11) hours. If the leave is during the entire forty-four (44) hour work week, the amount will be forty-four(44) hours. If the time off falls on the prescheduled extra day, the amount is nine (9) hours.
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 39 Memorandum of Understanding
5. 7. Meal Periods - Meal periods will be a forty (40) minute paid lunch.
6. 8. The City will make good-faith efforts to insure that at least six (6) of the extra nine-hour workdays during any one year period are used for training purposes, if the schedule is implemented on an annual basis. The work required on the remaining nine (9) hour days will be at the discretion of the City, and may involve special enforcement, special operations, or other assigned work at the discretion of the City.
7. 9. Workers’ Compensation - Hours paid for Workers’ Compensation leave will be paid on an hour for hour basis based upon the officer’s shift schedule. Officers on extended Workers’ Compensation leave for twenty-eight (28) days or more may be reassigned to a forty (40) hour work week.
8. 10. The City retains the right to determine operational guidelines for the implementation and operation of the Plan and to assign employees to a “4/10” work schedule by giving employees thirty (30) days’ notice.
9. 11. The Association understands and agrees that, to the extent this Agreement conflicts with any existing provision in the current MOU, this Agreement modifies and supercedessupersedes any such conflicting provision.
10. 12. The Association warrants that it believes the Plan to be in compliance with all applicable wage and hour laws and agree that it will not file or maintain or cause the filing or maintenance, or encourage or assist in the filing or maintenance of, any claim, grievance, or cause of action of any kind, in any local, state or federal administrative agency, asserting that the Plan violates federal or state wage and hour laws and /or asserting any entitlement to overtime compensation for hours agreed to be worked at base hourly ratestraight-time pay under the Plan and this Agreement.
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CHAPTER 7. TRAVEL/MEAL EXPENSES
ARTICLE I. OUT OF AREA TRAVEL
When any employee is required to travel beyond a thirty (30) mile radius of the Police Department as the result of a business related function, the following compensation shall be provided:
A. Compensable hours under this provision shall be actual travel time to and from and all hours worked during such assignment. Compensation for such hours shall be governed by the overtime provision of this Agreement.
B. Employees performing such function may be provided the option of use of a City vehicle. Where an employee's personal vehicle is used, the employee shall be reimbursed mileage in accordance with this Agreement.
C. Employees shall be reimbursed other travel related expenses in accordance with this Agreement.
ARTICLE II. BUSINESS AND TRAVEL EXPENSE
The City agrees to reimburse employees for travel expenses in accordance with current City policy except as noted below:
For all reimbursement requests an employee is required to supply receipts verifying expenses. Where receipts are lost or unavailable, the employee is required to supply a statement indicating the amount spent and reasons for the missing receipt(s).
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CHAPTER 8. PROMOTIONAL EXAMINATION/SERVICE POINTS
ARTICLE I. SERVICE POINTS
Employees shall receive service points based on the length of service they have had as a regular employee in classifications which are in the same career field with the promotional class as prescribed by the Human Resources Director (Appendix “Y”). Service points shall be added to the final computed examination score upon the promotional employment list on the basis of one-half (1/2) point for each full year of regular service to a maximum of five (5) points.
ARTICLE II. PROMOTIONAL EXAMINATION
In cases of promotional vacancies in the classification of Police Sergeant:
A. The examination shall be promotional if there exists three (3) or more such regular employees who meet the City's minimum qualifying standard and who apply by the time the filing deadline for such vacancy.
B. In the event that there are not sufficient candidates as expressed above and the City decides not to hold a promotional exam, the examination will be given on an open/promotional basis.
Employees currently employed in the Department shall receive service points as provided by this Agreement.
ARTICLE III. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS A. All appointments to vacancies shall be based upon merit and fitness ascertained in accordance with these rules and shall be made by transfer, demotion, or from eligibles from an appropriate employment list, if available, which appointment may be for new employment, reemployment, reinstatement, or promotion. The type or types of appointments utilized shall be in the best interest of the City as determined by the City Manager. In the absence of persons eligible for appointment in these ways, provisional, temporary, emergency, or other types of appointments may be authorized by the City Manager in accordance with these rules and the City Charter.
B. Whenever a vacancy is to be filled, the appointing authority shall notify the Human Resources Director in the manner prescribed. If there is no employment list available for a class, the Human Resources Director shall decide the manner in which the position shall be filled.
C. The number of persons to be certified by the Human Resources Director to the hiring department shall be the top five (5) ranking scores for the initial vacancy and an additional two (2) scores for each additional vacancy to be filled upon the same certification. If there are three (3) or fewer eligible and available persons on a promotional or open list for certification to the hiring department, the Human Resources Director may use his/her discretion in calling for a new examination in order to secure a sufficient number of persons eligible for certification.
D. Vacancies filled by promotion may be certified by competitive (closed) promotional examination, or by promotional certification by the department head and Human Resources Director in those cases where only one employee is qualified for the higher level position. For advancement to occur by promotional certification, the department head must notify the Human Resources Director that an employee meets all prescribed standards of the higher level class, has demonstrated in all respects the ability to satisfactorily perform responsibilities of the higher level class, and is in other ways eligible for certification to the higher level class. Upon a finding by Human Resources Director that an employee is in all respects eligible for promotional certification, the Human Resources Director may so certify the employee for employment
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 42 Memorandum of Understanding
consideration by the Police Chief upon the occurrence of the next vacancy at the higher level position.
E. The Police Chief shall arrange for a convenient time and place to conduct departmental evaluations of eligible persons, and shall notify the same. Following interview and other appropriate candidate review, the Police Chief may recommend an appointment to the City Manager. The candidate(s) selected for appointment consideration shall be certified by the department head to the Human Resources Director, who shall arrange for a medical examination, fingerprinting, and any other pre-employment testing deemed to be necessary and appropriate.
Upon receiving satisfactory results of such tests, the Human Resources Director shall sign the appointment authorization and refer such authorization together with any supporting documents to the City Manager at least five (5) working days prior to the effective date. The City Manager may approve or disapprove the recommended appointment. If approved, the department head shall notify the appointee and, if the person accepts appointment and reports for duty within such period of time as prescribed by the department head, the applicant shall be deemed to be probationally appointed; otherwise, the applicant is deemed to have declined appointment.
F. Unless authorized as an exception by the City Manager, no appointment of a new employee shall be made until the results of a medical and background evaluation have been received by the Human Resources Director.
ARTICLE IV. SALARY UPON PROMOTION
Any regular employee who is promoted to a position in a class with a higher salary range shall be placed in the step in the new salary range which represents at least a ten percent (10%) increase over the employee's current step. In the event that the new range does not have a step that is at least ten percent (10%) higher than the employee's current range the employee shall be assigned to the highest step in the range. An employee thus promoted is therefore assigned a new salary anniversary date effective on the date of promotion.
ARTICLE V. REEMPLOYMENT – SENIORITY
1. At the discretion of the Chief of Police and upon approval by the City Manager, employees who are reemployed within two years of the date of separation from City employment may have their Police Department seniority reinstated to the level of time served at the date of separation.
2. The reinstatement of seniority pursuant to subsection 1 above may only be approved at date of rehire to the City.
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 43 Memorandum of Understanding
CHAPTER 9. GENERAL ISSUES
ARTICLE I. LEAVE REDUCTION
Pursuant to Section 3.16.030 of the City's Personnel Rules:
A. Disciplinary suspensions may be administered by reducing an employees's vacation, compensatory time and/or holiday time by up to forty (40) hours. Reductions of time in excess of forty (40) hours must be with the approval of the employee. If the employee refuses reductions beyond forty (40) hours, the department head may choose another form of discipline to supplement the leave reduction. In no instance shall the chosen discipline combined with the leave reduction exceed the discipline proposed.
B. An employee who has forfeited previously scheduled time off may substitute other forms of accumulated time off to enable him/her to take the previously scheduled time off.
ARTICLE II. UNIFORMS
Employees shall be provided uniform replacement and maintenance in lieu of a uniform allowance. The City will report to CalPERS for Classic members the monetary value of the City’s cost of providing, replacing and maintaining employee uniforms, as special compensation. For Classic employees, in the first year of employment, the reported special compensation earned will be reported in an amount not to exceed $1,500.00 per calendar year. All other uniform replacement and maintenance costs reported as special compensation earned may not exceed $850 per calendar year. This excludes the monetary value for personal health and safety equipment. This is capturing and inclusive of prior City reported special compensation, related to uniforms, to CalPERS for Classic members, effective at least as early as January 1, 2023, (or earlier, including as far back as 1994) on the belief and understanding that CalPERS regulations didn’t require specified amounts to be delineated in publicly approved MOUs prior to this date.
A. The City shall, as needed, supply replacement uniforms.
1. Uniform Items:
a. Uniform badge/cap badge
b. Trousers (4)
c. Shirts (6)
d. Tie
e. Ball Cap
f. Jacket
g. Appropriate Patches
h. *BreechesProtective Riding Pants (3)
i. *Motorcycle boots
j. *Summer/winter gloves
*Motorcycle Patrol only
2. Each new hire shall be issued the following complete sets of all uniform items in accordance with the above:
a. Police Officer 3 sets
b. Police Sergeant 3 sets
B. The City shall provide a pick up and delivery service to the Police Department at a minimum of two (2) days per week.
C. The Police Chief may approve additional cleaning when appropriate.
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D. The City agrees to replace or repair required equipment lost or damaged in the line of duty, except that there shall be a limit of one hundred dollars ($100) on replacement of a watch. No other personal items will be replaced or repaired.
E. Employees assigned to the Investigation Division, Professional Standards Unit, or V-NET shall receive $200 per year clothing allowance to be issued after the first shift change in February of each year of this Agreement. Officers assigned to the Investigation Division for a six-month assignment will be eligible for $100 in clothing allowance payable at the shift change in February or July/August. Clothing used by the Investigators/CSU in their assignment shall be cleaned as part of the City’s existing uniform cleaning program. The City agrees to replace or repair Investigators/CSU clothing which is damaged in the line of duty.
F. Professional standards sworn personnel will have their choice of the $200 per year clothing allowance or a City issued uniform as described above.
G. The City and the RPOA agree that sworn personnel may purchase and maintain Class C Uniforms (Class C’s) and wear them as their regular uniform. The Class C’s must be a brand, style and color authorized by the Chief. Class C’s will be cleaned by the City in the same manner as other uniforms.
ARTICLE III. DISCIPLINE
The discipline of City employees, including RPOA members, may be by written reprimand, suspension, demotion, discharge, or other actions not inconsistent with the provisions of this MOU and the City Charter, and is governed by Article VIII of the City Charter, Section 8.04 Personnel Rules, Subsection (i), and Roseville Municipal Code section 3.16 and applicable law including Government Code Section 3300 et. seq. The causes cited below are examples and are listed to alert employees to the more commonplace types of disciplinary issues. However, because human conduct is unpredictable, there may arise instances of unacceptable behavior not included in the list given below, in which the City may find it necessary and appropriate to initiate disciplinary action. In such cases, the rules governing discipline shall prevail as if the unlisted cause, issue or infraction were listed, as follows:
Causes for Discipline
A. Attendance
1. Improper or unauthorized use or abuse of sick leave;
2. Excessive absenteeism regardless of reason;
3. Being absent without authorized leave, repeated tardiness to assigned work station, or leaving assigned work without authorization.
B. Behavior
1. Willful or negligent violation of the personnel rules and regulations, administrative regulations, resolutions, ordinances, and departmental rules, regulations, and policies;
2. Insubordination (failure to carry out a direct order from a supervisor);
3. Acceptance of gifts or gratuities in connection with or relating to the employee’s duties, except as provided in Section 3.15.030;
4. Conduct that is unbecoming a City officer or employee which tends to discredit the City or City service, including the wearing of City-identified uniforms off duty into a public or private establishment, the nature of which may adversely reflect upon the City, or willful misrepresentation of the City;
5. Conviction of a crime, the nature of which reflects a possibility of serious consequences related to the continued assignment or employment of the employee;
6. Falsifying information related to an employment application, payroll, or any work related record or report;
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7. Soliciting outside work for personal gain during the conduct of City business; engaging in outside employment for any business under contract by the City; participating in any outside employment that adversely affects the employee’s City work performance; or engaging in unauthorized outside employment;
8. Discourteous treatment of the public or City employees;
9. Conduct interfering with the reasonable management and discipline of the City or any of its departments or divisions;
10. Engaging in any political activity prohibited by Section 3.15.010 or state law;
11. Violation or neglect of safety rules;
12. Theft;
13. Physical altercations;
14. Any act or conduct that is discriminatory in nature towards another person’s race, color, religion, ancestry, national origin, age, sex (including sexual harassment), sexual orientation, marital status, political affiliation, family care leave status, pregnancy, physical or mental disability, medical condition, or legally protected characteristic.
15. Dishonesty.
C. Work Performance
1. Inefficiency, incompetence, or negligence in the performance of duties, including failure to perform assigned tasks of training, or failure to discharge duties in a prompt, competent, and reasonable manner;
2. Refusal or inability to improve job performance in accordance with written or verbal direction after a reasonable trial period;
3. Refusal to accept reasonable and proper assignment from an authorized supervisor;
4. Intoxication, or incapacity on duty due to the use of alcohol or drugs; or illegal possession of drugs or open container of an alcoholic beverage while on duty;
5. Driving under the influence of alcohol or drugs while on duty or revocation, suspension or nonrenewal of driver’s license where job duties require driving; possession for use or sale of an illegal controlled substance.
6. Careless, negligent, or improper use of City property, equipment or funds, including unauthorized removal, or use for private purpose, or use involving damage or unreasonable risk of damage to property;
7. Unauthorized release of confidential information or official records;
8. Participation in an unlawful strike, work stoppage, slowdown, or other job action against the City.
9. Violation of the City’s Drug and Alcohol policy AR 2.08.
ARTICLE IV. EDUCATIONAL REIMBURSEMENT
Employees may be reimbursed for the tuition and fees connected with approved job related educational courses and other work-related trainings, up to $250 per course, not to exceed $750 per year. The cost of books is not covered in this Agreement. The employee will submit the request for reimbursement to the Police Chief, who will accept or reject the request. The request must be made before the class has been completed. The request will then be forwarded with the Police Chief’s recommendation to the Human Resources Department, who will make the final decision to accept or reject the request. No payment will be made until the final proof of a passing grade is submitted to the Human Resources Department. The City has established a $6,000 educational reimbursement fund to be administered by the Human Resources Department. Once the fund balance is depleted, no further reimbursements will be approved ARTICLE V. NO SMOKING POLICY
Sworn employees hired after 1985 must be tobacco free and cannot use tobacco products on or off duty.
ARTICLE VI. PHYSICAL FITNESS PROGRAM
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The on-duty Physical Fitness Program for all sworn personnel shall be as provided for below:
A. The Program
1. Patrol’s sworn personnel will exercise on duty for one (1) hour at the beginning of every regular shift, unless calls for service require additional patrol. The watch commander will determine daily participation.
2. Specialized units (e.g., YSO, Investigations, Traffic, NPU CSU, SSU) will have the option of when to exercise depending on schedules. Each unit’s manager or supervisor will determine exercise schedules and daily participation.
3. All sworn employees must exercise for approximately forty (40) minutes, be in uniform and report for duty in the one-hour period when the time is allotted. Overtime will not be authorized due to exercise time.
4. A Fitness Committee comprised of the Risk Manager, the Police Department’s Personnel and Training analyst Lifetime Fitness Team, a contract fitness coordinator, and the RPOA president and three sworn employees designated as fitness advisors (NSCA certified) will oversee the program and periodically report to the Chief of Police. The Lifetime Fitness Team will It will be the analyst’s job to facilitate the program, including generating workout programs and health bulletins for employee motivation and information, ensuring maintenance of the gym equipment, collecting and reporting data to validate the program, etc. It will be the Fitness cCommittee’s responsibility to meet on an annual semi-annual basis to review the progress of the program, make recommendations and assist in the implementation of the program.
5.4. 5. The Lifetime Fitness Team will consist of at least four members, two of which will be the Fitness Coordinators who will head the program.
a. The members of the team will have their Bachelor of Science degree in a health and exercise related field or become a certified personal trainer within six months of their appointment.
i. Personal trainer certifications such as: NCSF, NASM, ACE, ISSA, ACSM, Crossfit Level 1.
b. Fitness Coordinators will be sworn staff.
c. Fitness Coordinators will be allowed two weeks per year to conduct the yearly fit testing in lieu of their assigned duties.
d. Members of the Lifetime Fitness Team are required to attend at least one training class every two years to further their knowledge in this field.
6. The contract fitness coordinator will continue with a renewable contract andFitness Coordinators will be responsible for the following: conducting annual fitness assessments on all sworn personnel, keeping all medical information confidential, providing an exercise prescription regimen for each employee, collecting and reporting department data, and being ensuring a Lifetime Fitness Team member is available for a minimum of six (6) exercise periods per month for consultations at the request of the employee. In addition to the items above, the fitness coordinator will notify the department and Risk Management of any employee whose fitness for duty may be in question. An employee so identified will then be referred to a city doctor for a fitness for duty exam.
6.
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7. Employees who participate in the fitness program as fitness advisorsa Lifetime Fitness Team member shall provide technical assistance to employees in the proper use of the fitness equipment. Those team membersFitness advisors shall not be provided medical information on any employee other than him/herself. An exception to this would be if an employee supplies the information and requests an interim fitness assessment by an advisor team member. The Lifetime Fitness Team memberfitness advisors may receive guidance from the fitness coordinator in establishing an employee’s fitness program if requested by the employee.
7.8. Each employee will receive an annual health assessment and exercise prescription regimen before exercising on duty. The fFitness cCoordinators will be the only individuals who will have access to the personal medical information of members. The fFitness cCoordinators will maintain the information on a secured computer filecomputer disk, which will not be disclosed absent court order. The assessment will consist of the following:
a. Body weight and height
b. Resting and exercise blood pressures
c. Resting and exercise heart rates
d. Body fat skin caliperstesting
e. Muscle fitness (flexibility, strength and endurance) tests Prior to the annual health assessment, the City’s designated occupational health provider will assess the employee in the following ways:
a. 12-hour fasting lipid blood panel (cholesterol, HDL, LDL, Blood glucose and triglycerides results)
b. Lead/Zinc (SWAT)
c. Cancer Antigen- Females (Voluntary)
d. Prostate Antigen-Males (Voluntary)
e. Fecal (Voluntary)
f. LP-PLA2 (Voluntary)
g. 12 Lead EKG for employees over 40 years old (Voluntary) The workers’ compensation healthcare provider will send all results to the tested employee directly. It is the employee’s option, not mandated, to discuss any bloodwork during their yearly fitness testing with a Fitness Coordinator.
8.9. Should an employee present two (2) or more of the following factors; is a smoker, has high cholesterol, obesity, diabetes, hypertension or high HDL, indicating a health condition which could conflict with the employee’s physical ability to participate in the fitness program, the employee will be referred to the employee’s treating physician. The Fitness cCoordinators will provide the employee doctor with a letter listing his or her concerns, a copy of the job specification of a police officer, as well as a list of possible fitness activities and available gym equipment. The employee will provide these documents to their doctor. The employee will be required to provide to the fitness coordinator medical clearance from the treating physician indicating that the employee is physically capable of participating in the fitness program. Should the employee fail to provide medical clearance within seven (7) calendar days from the date of referral or should the employee’s treating physician indicate that the employee is not physically capable of participating in the fitness program, the fFitness cCoordinators will notify the Department. The City may then refer the employee for fitness for duty evaluation to ascertain the nature and extent of the employee’s limitations.
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9.10. Should the fFitness cCoordinators have serious concerns about an employee’s ability to perform his/her duties as a police officer due to the existence of three (3) or more factors listed above, the department and Risk Management will be notified and a decision made whether a fitness for duty evaluation is necessary.
10.11. Exercise prescriptions regimens will be developed as a cooperative effort between the employee and the fFitness cCoordinators. There shall be no minimum levels of fitness.
Each employee will be required to participate in good faith in the fitness program. The failure to participate in good faith may subject the employee to disciplinary action. Upon request to the Ffitness Ccoordinator, a copy of an employee’s exercise prescription regimen may be obtained for supervisory purposes.
11.12. No competitive sports are allowed while on duty. Walking and running outside the building is allowed on pre-determined routes. Employees walking or running at night must wear a reflective vest.
12.13. Employees will be allowed to ride their bicycle for their forty (40) minute workout time.
The employee must ride their bicycle on a pre-determined route. Employees riding during hours of darkness must have a headlight and taillight on their bicycle.
B. Program Validation
The program will be measured by change or improvement in the overall employees’ fitness level.
This will be measured in a number of ways:
1. Annual fitness assessments will be performed on all employees for the purpose of validating the program as well as monitoring individual fitness. The fFitness cCoordinators will provide a statistical analysis on the fitness level of the overall employee population. Such information will not be provided in any manner that identifies any particular employee.
2. Risk Management will monitor the number and types of injuries and related costs. Sick leave usage will also be evaluated and compared to previous years.
3. Costs associated with the fitness program will be tracked.
4. Information will be collected and monitored by the Fitness Committee. Reports and recommendations will be forwarded to the Chief of Police on an annual basis. The program’s continuation will be based upon the benefits received equally by the City, Police Department and it’s employees.
C. Gym Equipment and Usage
Sworn officers exercising on duty will have priority use of the exercise equipment and shower facilities.
D. Other Issues
1. Non-participation by an employee will be addressed as any performance issue, through progressive discipline.
2. Serious health risks may be identified through the assessment process that may preclude an employee from doing their job safely. In this case, the employee will be referred for medical attention and may be required to undergo a fitness for duty evaluation.
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ARTICLE VII. CLASS B COMMERCIAL DRIVER’S LICENSES
The City of Roseville and the Roseville Police Officer’s Association (RPOA) agree that Police Officers and Police Sergeants may volunteer to obtain their California Class B commercial driver’s license in order to operate department commercial equipment. It is further agreed that the City will incur employee expenses related to obtaining and maintaining the license (physical and Department of Motor Vehicles fees).
Employees who obtain commercial driver’s licenses will be subject to the City of Roseville Drug and Alcohol policy including the provision that provides for random drug testing per the Department of Transportation.
Employees will not receive additional compensation for possession and use of the commercial driver’s license.
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CHAPTER 10. ASSOCIATION/CITY ISSUES
ARTICLE I. ACCESS RIGHTS
Any representative of RPOA shall give notice to the Police Chief before contacting departmental employees on City facilities during the duty period of the employees, provided that solicitation for membership or other RPOA business shall be conducted during the non-duty hours of all employees concerned. Prearrangement for routine contact may be made, and when made shall continue until revoked by the Police Chief.
ARTICLE II. BULLETIN BOARD
RPOA shall have access to employee association bulletin boards. Any new materials posted must be dated and initialed by the RPOA representative/officer responsible for the posting. The City shall provide reasonable bulletin board space for the use of RPOA and the City located in the day room. RPOA shall designate one individual who shall be the liaison with management regarding the usage of association bulletin boards.
RPOA agrees that no materials shall be officially posted which are in violation of existing laws or which exceed constitutional parameters, and further agrees to remove as soon as possible any such materials which have been posted without RPOA authorization.
ARTICLE III. USE OF CITY FACILITIES
A. The City shall continue to permit use of certain facilities for RPOA meetings subject to the operating needs of the employer and Section 3.17.120 of the City's Personnel Rules.
B. RPOA shall have access to the internal department mail boxes and electronic mail for distribution of RPOA employee relations and association materials for all its unit members.
C. RPOA representatives/officers shall have reasonable access to City telephones for local employee relations (including Sacramento area) calls as approved by their immediate supervisors. Access to phones shall not be unreasonably denied and use of the phones shall not be disruptive to the employee's work performance.
ARTICLE IV. ORIENTATION
The City shall, during orientation of new employees, provide to each new unit member a copy of the MOU and a list (provided by RPOA) of RPOA officers and representatives for future contact.
ARTICLE V. REPRISALS
The City and RPOA shall not impose or threaten to impose reprisals on employees to discriminate or threaten to discriminate against employees or otherwise interfere with, restrain, or coerce employees because of the exercise of their rights guaranteed by the Meyers-Milias-Brown Act, this Agreement, and all applicable sections of the California Government Code.
ARTICLE VI. CONCERTED ACTIVITY
A. During the term of this Agreement, neither RPOA, its agents, nor any Bargaining Unit employee, for any reason, will authorize, institute, aid, condone or engage in a work slowdown, work stoppage, strike, or any other action which precludes the City from carrying out its functions or obligations.
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B. RPOA agrees to notify all of its officers, stewards, and staff of the obligation and responsibility for maintaining compliance with this Section, including the responsibility to remain at work during any job action initiated by others.
ARTICLE VII. MANAGEMENT RIGHTS
Pursuant to Section 3.17.030 of the City's Personnel Rules all rights are reserved to the City, except as abridged by this Agreement.
ARTICLE VIII. NON-DISCRIMINATION
The RPOA hereby certifies that it has no restrictions on membership based on race, color, creed, gender, disability, national origin, political affiliation, religious beliefs, or any status protected by state or federal law.
ARTICLE IX. GRIEVANCE PROCEDURE
Pursuant to Chapters 3.23 and 3.24 of the Personnel Rules and Regulations, the following provision shall govern the grievance procedure for this Agreement.
A. Grievances in General.
An employee, individually or in representation of a group of employees, may complain to the City management through the grievance procedure in this chapter regarding any matter relating to that employee's wages, hours, or conditions of employment. A grievance may be either formal or informal. An informal grievance is a prerequisite to filing a formal grievance.
B. Informal Grievance.
An employee, individually or in representation of a group of employees, with a grievance shall first discuss the matter with his or her immediate supervisor within ten (10) calendar days of the matter complained of. The supervisor and the employee shall attempt to informally resolve the dispute. If this is not accomplished, the employee shall next discuss the matter with the next level of supervision within ten (10) calendar days of the unsuccessful discussion and so on, until the employee reaches the department head. The decision of the department head regarding an informal grievance shall be final unless the employee files a formal grievance.
C. Formal Grievance.
1. An employee, individually or in representation of a group of employees, who has a grievance which remains unresolved after utilizing the informal grievance procedure may file a formal grievance in writing. The employee shall file a formal written grievance with the City Manager within ten (10) calendar days after the final decision on the informal grievance. The formal grievance shall contain all relevant information relating to the grievance which the employee wishes the City Manager to consider. The City Manager shall meet with and respond in writing to the employee within ten (10) calendar days of the receipt of the grievance.
2. The decision of the City Manager as prescribed in "1" above shall be final and binding for all grievances except as noted in "3" below.
3. A grievance that claims an employee has been unfairly treated due to an alleged improper application of (i) a departmental regulation or; (ii) any expressed terms(s) of this
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Agreement may be appealed to the Personnel Board as provided by Subsection D below.
D. Administrative Appeals.
1. Within five (5) working days after the decision by the City Manager regarding a formal grievance, an employee may file a written administrative appeal to the Personnel Board with the Human Resources Director. Such written administrative appeal shall, at minimum, contain the following information:
a. The name and classification of the employee;
b. The name, address, telephone number, and organizational affiliation, if any, of any representative of the employee;
c. A copy of the formal grievance papers filed with the department head and the City Manager and their written responses;
d. Any other relevant information or documents the aggrieved employee wishes to submit.
2. The Human Resources Director shall arrange for a hearing before the Personnel Board within forty-five (45) calendar days. The employee may request in writing that the date of hearing be postponed beyond forty-five (45) days; or such date may be extended at the request of the Personnel Board Chairperson.
3. The Human Resources Director shall provide at least five (5) calendar days' written notice of the date, time, and place for hearing to the employee (and representative, if any).
4. Selection of Hearing Officer. The City agrees to request a list of seven (7) arbitrators from the State Mediation Service to serve as advisor to the Personnel Board. The Association and City shall alternately strike names, the City striking first, until there is an advisor selected. The cost of such advisor shall be borne by the City.
ARTICLE XI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS
A. The Association shall be entitled to have membership dues and other lawful deductions of its members deducted from their paychecks in accordance with the procedures required by law and set forth herein. To the extent required by Government Code Sections 1157.3 and 1157.12, the City shall honor employees’ voluntary authorizations for Association dues deductions from employee paychecks Such authorized deductions shall be remitted monthly to Association along with an adequate itemized record of deductions. The City shall make every reasonable effort to remit the amounts deducted within ten (10) working days following the payday on which the deductions were made.
B. In making such authorized membership dues deductions, the City shall rely on written certification from the Association confirming that the Association has and will maintain authorizations signed by each individual employee from whose paychecks the deduction is to be made that the individual affirmatively consents to the dues deduction in a manner that meets the requirements of state and federal law, including but not limited to applicable provisions of Government Code Sections 1150-1157.12 and the First Amendment of the United States Constitution. After providing the required certification, the Association shall not be required to provide a copy of individual authorizations to the City unless a dispute arises about the existence or terms of the authorization. To the extent required by law, the City will rely on information provided by the
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Association in writing regarding whether dues deductions were properly cancelled or changed.
Any requests from the Association that the City change dues deductions shall include a certification that the changes are requested with the affirmative consent of the individual employee(s) and otherwise comply with all requirements of state and federal law.
C. The amount of membership dues shall be set by the Association. . All changes in dues deductions shall become effective the first of the month following written notification to the City Finance Director.
D. The City agrees to direct all employees to the Association with regard to any questions or concerns related to membership dues or any other mutually agreed payroll deduction. The City agrees to send requests to cancel or change dues deductions to the Association E. The City agrees to provide to Association on a monthly basis a payroll dues deduction report.
F. The employee's earnings must be regularly sufficient, after other legal and required deductions are made, to cover the amount of the dues check-off authorized. When an employee, in good standing in the Association, is in a non-pay status, for the full pay period when his/her dues would normally be withheld, no dues deduction will be made to cover that withholding from the current or future earnings; nor will the employee deposit the amount with the City which would have been withheld if the employee had been in a pay status during that period. In the case of an employee who is in a non-pay status during only a part of the pay period and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over Association dues.
G. The Association shall indemnify, defend, protect and hold harmless the City and its elected and appointed officials, officers, employees, officers and agents (collectively hereafter the “Indemnitees”) from and against any and all claims, liabilities, losses, damages, fines, penalties, claims, demands, suits, actions, causes of action, judgments, costs and expenses (including, but not limited to, reasonable attorneys’ fees and court costs) arising from the application of any provisions under this Article, including, but not limited to, any claims made by any member employees for the membership dues deductions the City made in reliance on the Association’s certification, and any claims made by any member employees for any deduction cancellation or modification the City made in reliance on the information provided by the Association, provided that the City promptly notify the Association of any such matter for which it is seeking indemnification after the City has knowledge of the occurrence of such matter.
In the event any such action or proceeding is brought against the City by reason of any such claim, the Association, upon notice from the City, covenants to defend such action or proceeding by counsel reasonably satisfactory to the City. Further, the Association agrees to indemnify and hold harmless the Indemnitees for any loss or damage arising from the Association’s actions or inactions under this Article.
ARTICLE XII. SENIORITY
A. Seniority in the Police Department is established by continuous time served in class in either a regular or limited term position. When two (2) or more employees within the same class have identical service and appointment dates, the employee with the higher position on the City eligibility list from which the appointments were made is deemed to be the senior.
1. Police Officer Trainees being promoted to Police Officer who have identical service and appointment dates and the same placement on the City eligibility list will have their seniority based upon their Police academy final class ranking. If there is a tie, then seniority will be
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based on their average final academy scores in three areas: academics, firearms, and the Work Sample Test Battery (WSTB).
2. Lateral Police Officers who have identical service and appointment dates and the same placement on the City eligibility list will have their seniority based upon their number of years worked in a sworn capacity.
3. Rehired Officers reemployed within two years of their date of separation from the City will be granted seniority pursuant to Article V. Reemployment – Seniority.
Individuals who are demoted, whether voluntarily or involuntarily, shall have all time served in the higher rank within a class series counted for purposes of seniority.
B. Seniority list placement qualifies an employee for shift, team, vacation, and days off preference.
C. Shift Bidding: Employees shall be permitted to bid for shift/days off/team on the basis of seniority.
1. Bidding shall take place every six (6) months and shall be completed thirty (30) calendar days before the start of the new shift.
2. Police Sergeants shall bid their shift prior to officers placing their bids.
3. K-9 handlers shall be allowed to bid for available K-9 shifts.
4. When a vacancy in a shift occurs during the interim of a shift period (after bidding has occurred for the six (6) month period) the department may fill that vacancy with another employee of their choosing for the remainder of the shift period. In the event the vacancy or temporary assignment extends to the next shift bidding period, the absent employee may personally bid or may relinquish their seniority status for the purpose of shift bidding.
5. Once probationary employees have completed the Field Training Officer (FTO) phase, they are assigned to a shift on the basis of seniority. From time to time it is necessary to reassign a probationary employee to other shifts for purposes of evaluation or training.
Such transfer of a probationary employee may necessitate the temporary transfer of other employees to different shifts. These transfers will be of relatively short duration, and reasonable notice will be give to all affected employees.
ARTICLE XIII. PERSONNEL FILES
The City shall maintain two (2) personnel files on each employee, a permanent file in the Human Resources Department and a departmental file. The personnel files shall be maintained at a location identified to each employee. Upon request by an employee, the employee and/or his/her authorized representative may review the personnel files during regular office hours except where denial of access is authorized by statute. No other personnel files other than that permitted by this provision may be kept on an employee. Information contained in an employee's personnel file shall be confidential and available for inspection only to authorized management personnel, the supervisor of the employee and the City’s attorneys; except, however, that information in an employee's personnel file may be released pursuant to court order, subpoena, or with a release signed by the employee. The department shall notify the employee of the existence of such court order, subpoena, or a motion for court order to gain access to the personnel file prior to the release of any information. No material which relates to the employee's conduct, attitude, work performance, or service will be included in his/her personnel file without being signed and dated by the author of such material. Before such material is placed in the employee's file, the department head or designated authority shall provide the employee the opportunity to review the material and sign and date it. A copy of such material shall be provided to the employee. The employee
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shall have the right to insert in his/her file within thirty (30) calendar days of the employer placing an item in the file, supplementary material and a written response to any item in the file. Such response shall remain attached to the material it supplements for as long as the material remains in the file.
Retention of Materials.
Internal affairs investigations shall be kept in a separate file under complainant's name and shall be purged and destroyed after five (5) years. All personnel records dealing with disciplinary actions that affect payroll, leave balances, etc., personnel transaction forms, and voluntary-nonvoluntary deduction forms shall be maintained permanently. All other information shall be destroyed after five (5) years from the date filed. Written reprimands shall be destroyed after five (5) years if no further discipline or similar reprimands have been filed within the five (5) year period. If there are other similar documents on file, the written reprimands cannot be destroyed until five (5) years after the most recent occurrence.
Counseling memos are considered to be part of the performance evaluation process and can be included in the evaluation document at the supervisor's discretion.
ARTICLE XIV. EMPLOYEE RELEASE TIME
A. The City recognizes and agrees to deal with designated representatives of RPOA on all matters related to grievances.
B. A written list of all RPOA representatives shall be furnished to the City immediately after their designation and RPOA shall notify the City promptly of any change of representatives.
C. An aggrieved employee shall be allowed reasonable release time for the purpose of attending administrative or Skelly hearings or an internal affairs investigation during working hours without loss of compensation subject to prior notification and approval by his/her immediate supervisor.
D. Upon request of an employee an RPOA representative shall be allowed reasonable release time for the purpose of representing the employee in all administrative or Skelly hearings or an internal affairs investigation during working hours without loss of compensation subject to prior notification and approval by his/her immediate supervisor.
E. Employee release time hours are not to be considered to be hours worked for overtime purposes.
F. Employees are entitled to representation in accordance with the provisions of this Agreement and Government Code Section 3300 et seq.
G. The City and RPOA agree to continue an RPOA Time Bank for use by employees for the sole purpose of performing or conducting association business subject to the following conditions:
1. Effective January 2026, RPOA members must donate one (1) hour each year of vacation hours from an association member's accrued leave balance for such hours. Such donation shall be non-revocable and not returnable to the employee. Donations will be allowed only during January of each year.
2. The maximum number of hours any member shall donate is one (1) hour per year. Any remaining unused hours in the time bank on December 31st shall be carried over into the next calendar year. The maximum number of hours that can be accrued is two hundred (200). In the event that the number of RPOA represented employees exceeds onehundred (100), the maximum annual accrual will be increased by two (2) hours for each additional employee.
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3. Time bank hours shall not be used without prior approval of RPOA representatives. All time submitted to payroll for reimbursement from the bank must have RPOA and department approval. The Human Resources and Finance Departments will be responsible for processing the appropriate donation forms and any payment(s).
4. The RPOA members receiving Time Bank Hours assumes any tax liability and must pay applicable state and federal payroll taxes and associated employee pension costs for being assessed vacation or CTO hours and/or using Time Bank Hours. Hours donated byto association members shall not be considered time worked for overtime, retirement or any other benefit purpose. However, any donated hours will be subject to applicable state and federal payroll taxes.
ARTICLE XV. INTERNAL AFFAIRS INVESTIGATIONS
The City will conduct internal affairs investigations of police department personnel as expeditiously as possible. In the event that the investigation takes over sixty (60) calendar days to conclude, the department will provide a status report to the employee.
ARTICLE XVI. LIMITED TERM
Pursuant to Section 3.06.095 of the City’s Personnel Rules, the following shall apply to Police Officer limited term appointments.
A. A limited term employee appointed from a certified employment list to a Police Officer limited term position shall have their service in the limited term position counted toward their probationary period in classified service should they be transferred, in accordance with Personnel Rule
3.07.030, to a regular Police Officer position without a break in City service.
B. At the conclusion of at least every three months the limited term Police Officer’s performance shall be evaluated in the manner described in Personnel Rule Section 3.06.150.
C. A limited term Police Officer who is transferred from a limited-term position to a classified Police Officer position, at the sole discretion of the Police Chief, having the same salary range and substantially similar duties, shall be compensated at the same step in the salary range as previously received without a change in the anniversary date.
D. Salary Step Advancement. A merit step increase may be granted to a limited term Police Officer employee pursuant to City’s Personnel Rules 3.11.030, subject, but not limited, to the following:
1. “Anniversary date” means the date upon which an employee first appears on the City payroll due to original appointment to the Police Officer limited-term position, and in which the employee becomes eligible for salary advancement consideration.
2. A limited term Police Officer shall be provided with an employee evaluation in accordance with Chapter 3.14 of the Personnel Rules.
E. Limited term Police Officer employees shall be at-will employees and shall be entitled to health insurance, CalPERS retirement, retiree health savings account, long term disability, holiday pay, vacation and sick leave and other benefits, on the same terms and conditions as a newly hired regular status employee.
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F. The length of service, service credit and service points shall start from the initial date of hire as a limited term Police Officer and be deemed continuous service upon the transfer to a regular Police Officer position without a break in service.
G. Nothing in this Article shall change the at-will, temporary status of a limited term appointment.
H. In all circumstances, appointments made based on this provision or into classified service are at the sole discretion of the Police Chief.
ARTICLE XVII. POLICE REFORM LEGISLATION
Should any legislation be implemented that requires peace officers to aquire renewed certification or licensing, the parties shall meet and confer over the impacts of the legislation.
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 58 Memorandum of Understanding
The terms and conditions of this Memorandum of Understanding are executed this 1st day of January, 2026, by the Employer-Employee representatives whose signatures appear below on behalf of their respective organizations.
CITY OF ROSEVILLE: ROSEVILLE POLICE OFFICERS’ ASSOCIATION:
________________________________ _____________________________ Dominick Casey Mark Bartley
City Manager Chief Negotiator
________________________________ ________________________________ Timothy L. Davis Michael Keck
City Chief Negotiator Member, Negotiation Committee
________________________________ _______________________________ Janie Carduff Bryan Bakkie
Member, Negotiation Committee Member, Negotiation Committee _______________________________ _______________________________ Ryan Devore Pat Ganguet
Member, Negotiation Committee Member, Negotiaiton Committee _______________________________ ______________________________ Jeff Beigh Christena O’Shea
Member, Negotiaion Committee Member, Negotiation Committee _______________________________
Jessica Beckmann
Member, Negotiaion Committee
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 59 Memorandum of Understanding
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Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 60 Memorandum of Understanding
APPENDIX "G" – SALARY SCHEDULE
Reference the City Website for the most current salary schedules.
CITY OF ROSEVILLE
SALARY SCHEDULE
Effective Date: February 12, 2022January 10, 2026
RPOA
Note: Employees hired into Salary Schedule B prior to January 5, 2019, into one of the four lower salary steps of the Police Officer salary range, will be placed into the new step A of the Police Officer salary range of Salary Schedule B, effective January 5, 2019, upon approval of the salary range.
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 61 Memorandum of Understanding
APPENDIX "X" – TAKE HOME VEHICLE DISTANCE
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 62 Memorandum of Understanding
APPENDIX "Y" – CLASS SERIES SENIORITY
POLICE SERGEANT
POLICE OFFICER
Roseville Police Officers’ Association – Term of Agreement 21/12/20262-12/31/20295 63 Memorandum of Understanding
APPENDIX “Z” – AGENCIES USED FOR SALARY COMPARISONS
Davis
Elk Grove
Fairfield
Folsom
Lodi
Modesto
Placer County
Redding
Rocklin
City of Sacramento
County of Sacramento
Vacaville
Master Memorandum of Understanding
Roseville Police Officers’ Association and City of Roseville Term of Agreement:
January 1, 2026 - December 31, 2029
TABLE OF CONTENTS
CHAPTER 1. ADMINISTRATION ................................................................................................................ 4 ARTICLE I. PREAMBLE .............................................................................................................................. 4 ARTICLE II. RECOGNITION......................................................................................................................... 4 ARTICLE III. CONTINUATION OF BENEFITS............................................................................................ 4 ARTICLE IV. TERMS OF UNDERSTANDING ............................................................................................ 4 ARTICLE V. SEVERABILITY OF AGREEMENT......................................................................................... 4 CHAPTER 2. SALARIES AND OTHER COMPENSATION......................................................................... 5 ARTICLE I. SALARIES ................................................................................................................................ 5 ARTICLE II. DIFFERENTIAL/TRAINING PAY............................................................................................. 6 ARTICLE III. EDUCATIONAL INCENTIVE.................................................................................................. 8 ARTICLE IV. SERVICE TERM BONUS...................................................................................................... 8 ARTICLE V. COURT APPEARANCE.......................................................................................................... 9 ARTICLE VI. OVERTIME...........................................................................................................................10 ARTICLE VII. STANDBY.............................................................................................................................13 ARTICLE VIII. CALL BACK........................................................................................................................14 ARTICLE IX. TAKE HOME VEHICLE........................................................................................................14 ARTICLE X. WORK OUT-OFCLASS.........................................................................................................14 ARTICLE XI. MOTORCYCLE ASSIGNMENT ...........................................................................................15 ARTICLE XII. BILINGUAL PAY .................................................................................................................15 ARTICLE XIII. CANINE OFFICER ............................................................................................................15 ARTICLE XIV. PAYROLL ERRORS...........................................................................................................16 ARTICLE XV. RECRUITMENT INCENTIVE...............................................................................................17 ARTICLE XVI. SHIFT DIFFERENTIAL ......................................................................................................17 ARTICLE XVII. MERIT STEP INCREASE WHEN HIRED AT SALARY STEP A.......................................18 CHAPTER 3. LEAVES...............................................................................................................................19 ARTICLE I. HOLIDAYS..............................................................................................................................19 ARTICLE II. MILITARY ..............................................................................................................................20 ARTICLE III. JURY DUTY..........................................................................................................................20 ARTICLE IV. VACATION ............................................................................................................................20 ARTICLE V. MODIFIED DUTY..................................................................................................................22 ARTICLE VI. SICK LEAVE.........................................................................................................................22 ARTICLE VII. CATASTROPHIC LEAVE.....................................................................................................24 ARTICLE VIII. DISABILITY LEAVE ............................................................................................................24 ARTICLE IX. PERSONAL LEAVE TIME.....................................................................................................25 ARTICLE X. LEAVE OF ABSENCE............................................................................................................26 CHAPTER 4. RETIREMENT/INSURANCE ...............................................................................................27 ARTICLE I. RETIREMENT.........................................................................................................................27 ARTICLE II. HEALTH AND WELFARE......................................................................................................28 ARTICLE III. DEFERRED COMPENSATION............................................................................................30 ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM ..............................................................................30 ARTICLE V. LIFE INSURANCE.................................................................................................................30 ARTICLE VI. LONG TERM DISABILITY (LTD) INSURANCE....................................................................30 ARTICLE VII. RETIREE HEALTH BENEFITS............................................................................................31 CHAPTER 5. SAFETY...............................................................................................................................33 ARTICLE I. SAFETY..................................................................................................................................33 ARTICLE II. SAFETY EQUIPMENT ..........................................................................................................33 CHAPTER 6. WORK HOURS....................................................................................................................35 ARTICLE I. GENERAL WORK HOURS ....................................................................................................35 ARTICLE II. 4/11 – 3/11 SHIFT SCHEDULE............................................................................................35 CHAPTER 7. TRAVEL/MEAL EXPENSES................................................................................................38 ARTICLE I. OUT OF AREA TRAVEL ........................................................................................................38 ARTICLE II. BUSINESS AND TRAVEL EXPENSE...................................................................................38
CHAPTER 8. PROMOTIONAL EXAMINATION/SERVICE POINTS.........................................................39 ARTICLE I. SERVICE POINTS..................................................................................................................39 ARTICLE II. PROMOTIONAL EXAMINATION ..........................................................................................39 ARTICLE III. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ..................................................39 ARTICLE IV. SALARY UPON PROMOTION.............................................................................................40 ARTICLE V. REEMPLOYMENT – SENIORITY..........................................................................................40 CHAPTER 9. GENERAL ISSUES .............................................................................................................41 ARTICLE I. LEAVE REDUCTION..............................................................................................................41 ARTICLE II. UNIFORMS............................................................................................................................41 ARTICLE III. DISCIPLINE...........................................................................................................................42 ARTICLE IV. EDUCATIONAL REIMBURSEMENT ...................................................................................43 ARTICLE V. NO SMOKING POLICY.........................................................................................................43 ARTICLE VI. PHYSICAL FITNESS PROGRAM........................................................................................43 ARTICLE VII. CLASS B COMMERCIAL DRIVER’S LICENSES................................................................46 CHAPTER 10. ASSOCIATION/CITY ISSUES............................................................................................47 ARTICLE I. ACCESS RIGHTS ..................................................................................................................47 ARTICLE II. BULLETIN BOARD................................................................................................................47 ARTICLE III. USE OF CITY FACILITIES...................................................................................................47 ARTICLE IV. ORIENTATION.....................................................................................................................47 ARTICLE V. REPRISALS ..........................................................................................................................47 ARTICLE VI. CONCERTED ACTIVITY .....................................................................................................47 ARTICLE VII. MANAGEMENT RIGHTS....................................................................................................48 ARTICLE VIII. NON-DISCRIMINATION ....................................................................................................48 ARTICLE IX. GRIEVANCE PROCEDURE ................................................................................................48 ARTICLE XI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS................................................49 ARTICLE XII. SENIORITY .........................................................................................................................50 ARTICLE XIII. PERSONNEL FILES ..........................................................................................................51 ARTICLE XIV. EMPLOYEE RELEASE TIME...........................................................................................52 ARTICLE XV. INTERNAL AFFAIRS INVESTIGATIONS...........................................................................53 ARTICLE XVI. LIMITED TERM...................................................................................................................53 ARTICLE XVII. POLICE REFORM LEGISLATION ....................................................................................54 APPENDIX "G" – SALARY SCHEDULE.....................................................................................................57 APPENDIX "Y" – CLASS SERIES SENIORITY .........................................................................................58 APPENDIX “Z” – AGENCIES USED FOR SALARY COMPARISONS ......................................................59
Roseville Police Officers’ Association – Term of Agreement 1/1/2026-12/31/2029 4 Memorandum of Understanding
MEMORANDUM OF AGREEMENT
CHAPTER 1. ADMINISTRATION
ARTICLE I. PREAMBLE
This Memorandum of Agreement, hereafter referred to alternatively as "the Agreement," “Memorandum of Understanding,” or “MOU,” entered into by the City of Roseville, hereafter referred to as "the City" or "the employer" pursuant to Section 3500, et seq. of the Government Code of the State of California and Resolution No. 72-55 of the City of Roseville, and the Roseville Police Officer’s Association, hereafter referred to as "RPOA" or "the Association," has as its purpose the promotion of harmonious labor relations between the City and RPOA; establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other terms and conditions of employment.
The term "Agreement" as used herein means the written agreement provided under Section 3505.1 of the Government Code.
ARTICLE II. RECOGNITION
Pursuant to the Meyers-Milias-Brown Act, the City recognizes the Roseville Police Officer’s Association as the exclusive representative for all employees in the bargaining unit as provided by Chapter 3.17 of the City's Personnel Rules.
ARTICLE III. CONTINUATION OF BENEFITS
A. This Memorandum of Understanding is intended both as the final expression of the agreement between the parties with respect to the included terms and as a complete and exclusive statement of the terms of this Memorandum of Understanding. No amendment, alteration, understanding, variation, waiver or modification of any terms of provisions of this Memorandum of Understanding shall in any manner be binding upon the parties unless made and executed in writing between the parties hereto and approved and implemented by the City Council or by its designee and as authorized by the City Manager.
B. Terms and conditions of employment as specified in this Memorandum shall remain in full force and effect during the term of this Memorandum unless modified pursuant to the above paragraph.
C. The parties agree that all applicable City Personnel Rules apply to the RPOA except for as expressly provided for herein.
ARTICLE IV. TERMS OF UNDERSTANDING
This Memorandum of Understanding incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This Memorandum of Understanding shall be effective January 1, 2026 upon City Council approval and shall expire December 31, 2029.
ARTICLE V. SEVERABILITY OF AGREEMENT
This Memorandum of Understanding is severable. Should any provision of this Agreement be found unlawful or unenforceable by a court of competent jurisdiction, or invalidated by subsequently enacted legislation, the remainder of the Agreement shall continue in force. Upon occurrence of such an event, the parties shall meet and confer as soon as practical to renegotiate the invalidated provision(s).
Roseville Police Officers’ Association – Term of Agreement 1/1/2026-12/31/2029 5 Memorandum of Understanding
CHAPTER 2. SALARIES AND OTHER COMPENSATION
ARTICLE I. SALARIES
A. Labor Market Adjustments:
Effective the first full pay period in January 2026 the following increase to base hourly rate shall be implemented for employees in the classifications listed below:
Classification A Schedule B Schedule
Police Officer 6.75% 6.75%
Police Sergeant 4.74% 4.74%
B. General Wage Increase 2027
Effective the first full pay period in January 2027, the classification salary schedules referenced in Appendix “G” shall be increased by two and one-half percent (2.5%) of base hourly rate.
C. Labor Market Adjustments (Effective the first full pay period in January 2028):
Base hourly rate salary increases shall be determined for employees classified as (1) Police Officer and (2) Sergeant based on a Total Compensation Study. The effective date of the Total Compensation Study survey data is September 1, 2027, and will include governing body approved and published compensation changes effective through December 1, 2027. Compensation changes from new labor agreements for comparable agencies, as listed in Appendix “Z”, which are approved and published after September 1, 2027, will not be included in the Total Compensation Study.
The Total Compensation Study will use the agencies provided in Appendix “Z” for comparison and will be based on the same wage types and benefit elements and methodology used in the 2025 Total Compensation Study for each classification, which include:
Minimum Base Salary Step
Maximum Base Salary Step
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
Employee Contributions Towards PEPRA
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPOA for comments and to review for
Roseville Police Officers’ Association – Term of Agreement 1/1/2026-12/31/2029 6 Memorandum of Understanding
accuracy no later than October 15, 2027. The RPOA will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 29, 2027. Effective the first full pay period in January 2028, the City will provide a base hourly rate increase for each classification falling below the 55th Percentile of the total compensation market by an amount to match the 55th Percentile market.
D. General Wage Increase 2029
Effective the first full pay period in January 2029, the classification salary schedules referenced in Appendix “G” shall be increased by two and one-half percent (2.5%) of base hourly rate.
E. Salary Schedule B Salary Range: Police Sergeant Reduce from 10 steps to 7 steps Effective January 10, 2026, the Schedule B salary range for Police Sergeant will be reduced from 10 steps to 7 steps, using the same top salary step, retaining 3 percent between salary steps.
F. Reopener Provision.
The City may reopen this contract if the following occurs:
1. The City loses the ability to collect, levy or transfer to the general fund, lighting and landscape assessments or the four percent (4%) in-lieu fee from the City’s various enterprise funds and the loss of these revenue sources exceeds $1m; or
2. The Roseville voters by local ballot initiative approve the elimination or reduction of a revenue currently being levied or collected in the amount listed above.
The City and RPOA shall mutually agree to the manner in which reductions in expenditures are obtained to balance the City’s General Fund. Any negotiation and implementation period shall not exceed sixty (60) calendar days.
The City will meet and confer over any impacts proposed due to a revenue loss. The City will also work closely with RPOA to mitigate the impacts of these revenue losses.
In the event the City’s other revenues increase or exceed the amount of any lost revenue, levy or transfer to the General Fund, the City shall not reopen the MOU.
G. Effective the first full pay period in January 2016 or upon approval by the Council whichever is latest, all employees hired prior to the first pay period after City Council approval will remain on the current salary schedule (A) in Appendix G for all listed classifications. All such employees will continue on this salary schedule when promoted or transferred to other classifications.
H. Effective the first full pay period in January 2016 or upon approval by the Council whichever is latest, the City will create a second salary schedule (B) in Appendix G which will apply to new hires for all listed classifications in the bargaining unit. For purposes of this provision, any employee who was initially hired prior to the first pay period after City Council approval that had a break in City service and was rehired after the first pay period after City Council approval will be deemed a newly hired employee under this provision.
ARTICLE II. DIFFERENTIAL/TRAINING PAY
All persons who have been selected by the department to be a Field Training Officer (FTO) and complete the POST approved FTO course, shall be identified as an FTO, and any employee designated in writing to provide approved, formalized training to employees (to orient or train) shall receive a five percent (5%)
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differential in base hourly rate as described below for each assignment. Employees are not eligible to receive both out-of-class pay and training pay at the same time.
A. The following parameters apply to FTOs qualifying for the differential/training pay:
Primary Field Training Officers:
The first FTO to bid for each patrol shift shall be designated as a Primary FTO. Any additional FTO that bids for the same patrol shift shall be designated as a Secondary FTO. A Primary FTO receives a five percent (5%) differential in base hourly rate for all hours worked for the entirety of the shift rotation, even when they have no assigned trainee.
Secondary Field Training Officers:
Secondary FTOs shall be defined as any FTO not designated as Primary. Secondary FTOs shall receive a five percent (5%) differential in base hourly pay only for hours worked when they are training an assigned trainee.
Academy Field Training Officers:
Training Officers assigned to monitor trainees in the Police Academy shall receive the five percent (5%) differential/training pay for the duration of the academy assignment. If the Training Officer is already receiving the differential/training pay for a Primary or Secondary Field Training Officer assignment and is assigned to monitor academy trainees, they only receive the differential/training pay for one assignment.
Field Training Sergeant
The Field Training Sergeant will be identified through an interview and selection process. The Field Training Program Sergeant assigned to supervise and oversee the Field Training Program will receive a five percent (5%) differential in base hourly rate for the duration of their assignment.
Evaluation as an FTO:
In addition to their annual performance evaluation from their immediate supervisor, FTO’s will also be evaluated by the Field Training Program (FTP) Sergeant annually.
Removal from the Field Training Program:
Removal of an FTO from the FTP will be at the sole discretion of the Police Chief and reasons for removal may include:
1. An FTO transfers from the Operations Division or promotes to sergeant.
2. The FTO fails to meet the minimum qualifications and/or responsibilities established in the “Minimum Qualifications and Responsibilities” sections of the Field Training Program Policy.
3. An FTO who receives a sustained internal affairs complaint for excessive force shall be removed from the FTP and decertified for a minimum of (3) years in compliance with AB26.
4. The FTO receives formal discipline for an offense that could negatively impact a trainee directly and/or reflects poorly upon the FTP, the Police Department, or the City.
5. The FTO receives informal discipline or engages in a pattern of behavior that negatively impacts or could impact a trainee directly or reflects poorly on the FTP (e.g., discourtesy, dishonesty, or conduct unbecoming an Officer). The decision will be based on the totality of the circumstances and the recommendation of the Operations Captain and made by the Police Chief based on the recommendation of the Operations Captain.
6. The division captain, watch commander, patrol sergeant and/or field training supervisor can recommend in the yearly FTO evaluation to “not retain” an FTO in the Field Training Program’s annual evaluation. This recommendation shall be accompanied with sufficient
Roseville Police Officers’ Association – Term of Agreement 1/1/2026-12/31/2029 8 Memorandum of Understanding
documentation, as determined by the Police Chief, to support such action.
Prior to removal from the FTP, the Operations Captain may elect to place the FTO on a Performance Improvement Plan (PIP) for a minimum of three (3) months in order to give the FTO the opportunity to improve their FTO performance to an acceptable level.
When an FTO is removed from the FTP, they will no longer receive differential pay.
B. The following parameters apply for employees to receive training pay for conducting formalized training:
1. A formalized training program (to orient or train) must be established for employees to be eligible for training differential pay.
2. The formalized training must be pre-approved in writing by the Chief of Police or their designee.
3. Employees providing formalized, pre-approved training during new hire training and on designated training days are eligible to receive training differential pay.
4. Employees will receive a five percent (5%) training differential on base hourly rate only for the actual hours spent training.
ARTICLE III. EDUCATIONAL INCENTIVE
A. The following employees shall receive the following noncumulative monthly educational incentive payments in consideration of the prescribed standards of educational achievement as indicated below:
Police Officer or Police Sergeant - AA Degree from an accredited college or university or POST Intermediate Certificate: five percent (5%) of base hourly rate.
Police Officer or Police Sergeant - BA degree from an accredited college or university or POST Advanced Certificate: twelve and one-half percent (12.5%) of base hourly rate.
For the purposes of defining achievement of a certificate, submission of the signed certificate application to California POST shall constitute proof.
B. Educational incentive pay shall not be computed for payroll purposes such that the payment results in a supplement to the base hourly rate, particularly where it would have a compounding wage effect upon overtime and acting assignment compensation. Rather, educational incentive payments shall be included in bi-weekly payrolls and shall constitute a form of compensation separate and apart from any other form of compensation.
C. Employees may not receive educational pay for both an AA degree/POST Intermediate Certificate and a BA/BS degree/POST Advanced Certificate; they are not cumulative payments and only one or the other qualifies for payment.
ARTICLE IV. SERVICE TERM BONUS
1. In recognition of the substantial contribution to the community made by employees as a result of the length of their aggregate City service, the City shall annually award each applicable employee hired prior to January 1, 2016, a service term bonus pay as indicated below.
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Service Term Service Term Bonus
Beginning of 10th year to
completion of 14th year 2.5% of base hourly rate
Beginning of 15th year and
every year thereafter 5.0% of base hourly rate
The Service Term Bonus shall not exceed five percent (5.0%).
Effective February 17, 2007, for employees hired before January 1, 2016, the following pays will be calculated with this Service Term Bonus and reported to CalPERS as special compensation if applicable:
Out-of-Class
Training Pay
Standby
Service term pay shall be included on each eligible employee's bi-weekly payroll.
The service term pay is to be considered as part of an employee's total compensation. The maximum cost of the service term pay shall be used when calculating total compensation for the purpose of comparing salaries and benefits of the City to other benchmark agencies.
2. Employees hired on or after January 1, 2016, who receive a satisfactory or above annual performance review shall be paid a bi-weekly lump sum performance bonus as follows:
Service Term Performance Bonus
Beginning of 10th year to
completion of 14th year 2.5% of the base hourly rate
Beginning of 15th year and
every year thereafter 5.0% of the base hourly rate
The lump sum service term performance bonus shall be paid with the first full paycheck following an employee’s anniversary date as long as the employee maintains at least a satisfactory or above annual performance review and does not receive a Performance Improvement Plan (PIP).
ARTICLE V. COURT APPEARANCE
A. Standby
Employees who are off duty (excluding sick leave days off or Workers' Compensation leave) and receive a subpoena where they are placed into an “on-call” status for a court appearance, shall receive standby pay of two (2) hours pay at their overtime rate.
In the event the employee is notified of a cancelled court appearance based on the notification provisions below, the employee shall not be entitled to any standby pay. If an employee is scheduled to appear in court within two (2) hours of the time he/she is to report for duty and the appearance is cancelled, the employee will receive standby pay only up to the time he/she is to report for duty. In no way will the employee's eligibility for standby pay and actual work hours overlap.
For multiple same day subpoenas, where standby is required, an employee is entitled to receive standby pay in accordance with this Article when the employee has subpoenas for the morning
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(0800-1200 hours) and afternoon (1300-1700 hours). When one or both subpoenas are cancelled, standby shall be paid for both subpoenas so long as appearance times do not overlap, unless the employee is notified prior to 1230 hours in reference to any cancellation of the afternoon subpoena, in which case there would be no standby pay for the afternoon.
The required notification for this provision shall be one of the following:
1. Notice in person or by telephone to the employee including messages left on telephone voicemail.
2. Electronic communication to the employee’s assigned City e-mail address.
B. Off Duty
Employees who are off duty and are required to make a court appearance shall be entitled to a minimum of four (4) hours of overtime pay for court appearances plus thirty (30) minutes of travel time for appearances outside of Roseville. Employees who begin a regular or other work shift within four (4) hours of their required court appearance time will be compensated hour-for-hour for time spent in court prior to the beginning of their work shift. If, during the four (4) hours an employee is required to report to a regular or other work shift, the court pay will terminate. In no way will court time pay overlap with a regular or other work shift. If the court schedules an employee for a second appearance on a subpoena, the employee will receive hour-for-hour pay on the second appearance as long as the court time does not fall within the employees regular work schedule. For multiple same day subpoenas, an employee shall receive four (4) hours of compensation for an a.m. appearance and an additional four (4) hours of compensation for a p.m. appearance so long as court is not cancelled and the court time does not overlap with the employee’s regular work schedule. Finally, where there is a separation between the conclusion of the court appearance and the beginning of an employee’s regular shift, the employee shall be eligible for four (4) hours of compensation.
C. Employees attending court shall not be compensated for the lunch recess.
D. Employees shall not be eligible for meal reimbursement during or for court appearances except in the case when a court appearance occurs on an employee's day off and the appearance is continued through the court lunch break. In this case the employee shall be reimbursed for the actual cost of the meal not to exceed ten dollars ($10.00). Each reimbursement request must be accompanied by a receipt.
E. Employees who are scheduled for, and participate in, DMV telephone hearings outside of their scheduled workshift shall receive two (2) hours of compensation at the overtime rate. DMV hearing pay shall terminate when the hearing overlaps into the employee’s scheduled work shift.
ARTICLE VI. OVERTIME
A. FLSA Overtime: The Plan will operate under the exemption from overtime provided by Section 7(k) of the Fair Labor Standards Act, 29 United States Code Section 207(k). The specified work period is twenty-eight (28) days for 4/11 - 3/11 shift schedules. Under the 207(k) exemption, officers must work over 171 hours in the 28 day work period to be eligible for FLSA overtime.
Consistent with existing pay practice, however, and to provide the officers with a regular recurring source of income more frequently than would be the case should the pay period be extended to twenty-eight (28) days, the parties agree that the pay periods shall continue at the current fourteen (14) day intervals. The City will maintain a 7 day FLSA work period for 40- hour work week employees.
The City will implement an FLSA compliant dual calculation formula for calculating City overtime liability as soon as administratively feasible. The parties agree that an FLSA compliant dual
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calculation formula permits an employer to meet its FLSA overtime obligations by paying nonexempt employees the greater of any overtime owed under the FLSA or any overtime owed under the parties’ MOU.
B. Officers assigned to eleven (11) hour workdays will receive overtime pay at one and one-half times their base hourly rate for all hours worked over regularly scheduled hours in the pay period (or may elect compensatory time off in accordance with the current MOU).
C. Overtime work may be required of any employee in order to meet special or unusual needs of service beneficial to the City and community. However, no employee may be required to work overtime during any scheduled work week in which he/she is on unpaid status due to disciplinary action. Overtime is defined as the number of hours worked in excess of the normal weekly schedule of work hours as illustrated below:
Employee Work Schedule Overtime
Eight hours per day, five days per week Over forty hours in a week (5/8 plan) Ten hours per day, four days per week Over forty hours in a week (4/10 plan) Flex-time approved by the City Over the prescribed hours per week Manager in writing
Workers' Compensation, Union Time Bank, and Jury Duty leave hours are not to be considered to be hours worked for overtime purposes.
D. Incidental overtime, defined here as less than eight (8) minutes nonrecurrent extension of the workday/shift, is not compensable in any form.
E. Overtime shall be compensable in increments of fifteen (15) minutes.
F. Overtime shall be compensable at the rate of one and one-half (1 ½) times the employee's base hourly rate.
G. Shift Extension. If an employee is called to work early or is worked beyond his/her normal work shift, compensation for overtime shall be calculated in accordance with Subsection C of this section.
H. Shift Change:
To qualify for the below provisions, a shift change must result in less than twenty-four (24) consecutive hours off. Shift changes which exceed twenty-four (24) hours off and shift changes for purposes of training, or the transfer of probationary employees enrolled in the field training program shall not be eligible under this provision.
5/8 Schedule: Employees required to work more than five (5) consecutive shifts as a result of a shift change shall receive overtime on the sixth and succeeding consecutive shifts worked. 4/10 Schedule: Employees required to work more than four (4) consecutive shifts as a result of a shift change shall receive overtime on the fifth and succeeding consecutive shifts worked. 11 Hour Schedule:
Employees required to work more than four (4) consecutive shifts during their eleven (11) hour shift week as a result of a shift change shall receive overtime on the fifth and succeeding consecutive shifts worked.
Roseville Police Officers’ Association – Term of Agreement 1/1/2026-12/31/2029 12 Memorandum of Understanding
I. Compensatory Time Off (CTO). Compensatory time off shall be governed as follows:
1. Regular and probationary employees may accrue compensation time off in lieu of overtime pay. The accrual rate for compensatory time off shall be one and one-half (1 ½) hours for each hour of compensatory time worked.
2. Once an employee has been credited with compensatory time off, the employee shall either take the CTO or shall be paid for all hours accrued. Employees requesting payment for accrued CTO hours shall be paid by the next full pay period from the date requested.
3. Upon separation the employee will be paid at the employee's current base hourly rate or average of last three (3) years whichever is higher for the remaining compensatory balance.
4. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective January 1, 2019, the maximum accumulation of CTO shall be two hundred and forty (240) hours;
b. Effective January 1, 2020, the maximum accumulation of CTO shall be two hundred (200) hour; and
c. Effective January 1, 2021, the maximum accumulation of CTO shall be one hundred and sixty (160) hours.
d. Employees with CTO balances above the maximum cap on January 1, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.
e. Employees at or below a CTO balance of 200 on January 1, 2019 shall be covered under subsection 4b of this Article and shall be capped at 200 hours. Employees at or below a CTO balance of 160 on January 1, 2019 shall be covered under subsection 4c of this Article and shall be capped at 160 hours.
5. The City and Department agree that an employee’s CTO request will generally be granted, unless granting the CTO would provide undue disruption to operation of the Department as determined by the Chief of Police or designee, including if it would result in below recommended minimum staffing levels on any shift. If the CTO request is for less than forty (40) hours and the employee provides at least fourteen (14) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. If the CTO request is for more than forty (40) hours and the employee provides at least twenty-eight (28) days’ notice for the request, the Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required unless granting the CTO would provide an undue disruption to operation of the Department as specified herein. a. Each shift shall be treated and considered separately. b. Granting the CTO shift, as set forth in subparagraph 1, shall apply to requests issued after shift bidding. Requests for CTO leave prior to shift bidding shall be granted at the discretion of the Chief of Police or designee. c. The employee requesting the use of CTO shall generally be notified as to whether the request has been granted by the end of his/her shift, or within a reasonable amount time thereafter. If an employee requests to use CTO on multiple shifts where other circumstances delay the Department’s ability to grant
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or deny the request immediately, the Department shall notify the officer of whether the request is granted within a reasonable amount of time.
If within one year of employee’s request, the time off has not been granted, upon the employees request to payroll, the City shall cash-out the amount of the CTO requested.
d. Supervisors may grant CTO requests at their discretion where granting the leave may require the Department to backfill for overtime.
e. The Department agrees to grant CTO leave on the specific date requested even where backfilling on overtime is required, if the Department is unable to grant the employee CTO leave within fourteen (14) calendar days of the date the leave is requested. If the CTO request is for more than forty (40) hours, the number of calendar days to provide alternative leave dates shall be extended by twentyeight (28) days for each additional block of forty (40) hours.
J. Employees assigned to shift work whose regular work schedule requires work on a holiday shall be compensated at their base hourly rate for performance of work on holidays. Compensation for holidays worked for such employees shall be as set forth in this Agreement.
K. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall be compensated by either of the following methods, the choice of which shall be made by the employee's supervisor in advance of such work:
1. If an employee works the holiday and does not receive any other scheduled work day off in lieu of working the holiday, the employee shall be compensated at the base hourly rate plus time and-one half the employee's base hourly rate (for the actual number of hours worked on the holiday).
2. If an employee works the holiday and receives another scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of time and one-half the employee's base hourly rate for the actual number of hours worked on the holiday.
L. July 4th Holiday Overtime: Employees who are not scheduled to work on the July 4th holiday, who volunteer or are forced to work the Fireworks Special Enforcement Detail, shall be compensated at two times (2.0) the employee’s base hourly rate. The number of volunteers needed and determination of coverage needs on the day before, day of, or day after the July 4th holiday, is at the final discretion of the Police Chief and City Manager.
ARTICLE VII. STANDBY
The City agrees to the following standby provision concerning represented employees.
A. Standby assignments for all employees, except those in the classification of Crime Suppression Sergeant, will be made on a weekly basis. Police Officers and Police Sergeants assigned to a weekly standby (Saturday through Friday) will be compensated at a rate of eleven (11) hours base hourly rate per week. Employees in the classification of Crime Suppression Sergeant will be on standby throughout the year and will receive 5 (five) hours of base hourly rate per pay period.
B. Such payment shall be in addition to the overtime payments, which may be payable for call backs, pursuant to City Personnel Rules and Regulations. An employee on standby may be authorized to take a City vehicle home, provided the employee lives within 35 miles of driving distance of the Roseville Police Station, as verified by a commonly used navigation App or website, as determined by the Chief of Police. Exceptions to the 35-mile distance limit may be
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made at the discretion of and based on prior written approval of the Department Head and the Human Resources Director. Take-home vehicles are prohibited from being used for personal use and are provided at the Chief of Police’s sole discretion, based on business and operational need.
C. Employees shall be provided a communication device when assigned to standby.
D. Employees are expected to respond to call backs as soon as possible but minimally within one (1) hour of notification.
E. The department shall make standby assignments voluntary whenever practical.
F. The City reserves the right to schedule standby as needed.
ARTICLE VIII. CALL BACK
Pursuant to Sections 3.12.040 of the City's Personnel Rules call back shall be governed as follows:
All regular and probationary employees are entitled to a minimum call back pay of two (2) hours at the appropriate overtime rate when said employee is required to return to work after leaving the work site at the end of their scheduled work shift or required to return to work on their scheduled day off. This provision does not apply when (i) employees are required to work beyond their normal work day/shift without having been called to return to work or (ii) when an employee is called in to work prior to the start of their work shift and the employee continues to work into their normal shift without having been released to go home.
ARTICLE IX. TAKE HOME VEHICLE
Employees who live within 35 miles of driving distance of the Roseville Police Station, as verified by commonly used navigation App or website, and are subject to off-duty call outs as determined by the Chief of Police may take home a city vehicle. Reference the policy concerning take home vehicles relative to tax compliance.
ARTICLE X. WORK OUT-OFCLASS
A. Pursuant to Roseville Municipal Code, Section 3.07.080, no employee shall be required to perform duties which are not closely related both in kind of work and in level of responsibility to duties formerly assigned to positions in the class, except on a short-term, temporary, or emergency basis. However, if a supervisor assigns an employee to work out-of-class for four (4) hours or more per day, or one-half shift or more, the employee shall be paid the base hourly rate appropriate to that class for the entire day or the entire shift. If an employee is required to work out-of-class for a substantial period of time, request should be made by the department head either for reallocation of the existing position or for temporary appointment to a position in a more appropriate class. No request for reallocation or temporary appointment shall be considered, however, in situations where work assignment is less than one (1) calendar month's duration.
B. Out-of-Class assignments are available for a limited duration, but no longer than one year.
C. Employee’s working out-of-class must be performing duties and responsibilities of the higher-level position. Duties that are appropriately assigned to employees in their current classification are not out-of-class work.
D. Compensation shall be five percent (5%) more than the employee’s current base hourly rate in the lower class, not to exceed top step of the higher classification.
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E. For employees assigned to management classifications, the compensation shall be ten percent (10%) more than the employee’s current base hourly rate in the lower class. In the event that the top step in the higher range is less than ten percent (10%), the employee will be compensated at the base hourly rate of the top step of the higher class.
Temporary Acting Pay
An employee temporarily assigned in writing to an acting position in a classification with a higher pay range shall be compensated for the duration of the acting assignment by the payment of ten percent (10%) of the base hourly rate the employee received prior to the acting assignment, or the base hourly rate provided for in Step A of the higher classification, whichever is greater, but not to exceed top step of the higher classification for all time worked and any leave time paid. The higher classified position must be temporarily vacant due to a long-term absence of the incumbent or pending the filling of a vacant position. The temporary acting pay assignment shall be for a minimum of two full-time pay periods and limited to one year. Authorization for a temporary acting assignment must be given by the employee’s supervisor and, except under emergency circumstances, requires advance approval of the department head, Human Resources Director and City Manager.
Requirements to be Reported to CalPERS as Special Compensation:
For Classic members, the position the employee is temporarily upgraded to must be vacant with an active recruitment and/or business need; the employee must meet the minimum position qualifications and perform all duties of the higher classification without performing duties of their current classification.
Assignments where there is an active recruitment must be for a limited duration and is only reportable to CalPERS for up to 960 (nine-hundred, sixty) hours in a fiscal year.
For PEPRA members, additional compensation for working in an acting and/or out-of-class assignment is not reportable as special compensation.
ARTICLE XI. MOTORCYCLE ASSIGNMENT
During the period in which an employee is assigned to operate a motor driven cycle as a part of the employee's regular duties, said employee shall be permitted to drive such vehicle home, provided the employee's residence is located within 35 miles of driving distance of the Roseville Police Station, as verified by a commonly used navigation App or website.
ARTICLE XII. BILINGUAL PAY
Employees who are certified by the Human Resources Department as Spanish or Russian speaking will be paid $100.00 per month ($46.15 bi-weekly). At the discretion of the Department Head and upon certification by the Human Resources Department, employees may be compensated $100.00 per month for other languages used during the course of employment. However, $100 per month bilingual pay is the maximum amount an employee may receive no matter how many languages he/she is certified to speak.
ARTICLE XIII. CANINE OFFICER
A. For a City-owned canine certified for duty use, the City shall provide a food allowance, special food supplements and equipment as outlined in the Canine Operations Policy. When necessary due to canine handlers being unavailable, the City will pay for canine boarding costs at a facility selected by the City, and the canine handler will not receive overtime pay for that day.
B. The City shall obtain a health plan policy for the dog and shall be responsible for the premium.
The health plan selected shall be at the sole selection of the City.
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C. The lead canine handler will receive thirty (30) minutes of overtime pay per day, based on the employee’s base hourly rate, for off-duty time caring for the dog, except during a day when a secondary handler cares for the dog or the dog is boarded.
1. The handler shall be compensated for thirty (30) minutes at time and one half (1 ½) hours of overtime pay, at the employee’s base hourly rate, for each day during the pay period when handling of and caring for the dog for the full day.
2. For partial days, the handler shall be compensated for fifteen (15) minutes at time and one half (1 ½) hours of overtime pay, at the employee’s base hourly rate, for care of the dog during off-duty time either in the a.m. or the p.m.
3. While not caring for the canine due to being on leave or otherwise not available during their shift, the canine handler shall not receive overtime pay.
4. Any extraordinary work involving the canine will be compensated at time and one half (1 ½) hours of overtime pay, at the employee’s base hourly rate. Extraordinary work includes, but is not limited to, unanticipated trips for emergency veterinary care, special training not normally conducted on a daily or scheduled basis, and any work which causes a substantial increase in work time beyond what is compensated in this section.
Absent exigent circumstances, all such overtime must be authorized, in advance, by a supervisor or manager.
Overtime compensation for time worked pursuant to this care may be taken in pay or CTO.
Overtime related to canine pay will not be reportable under Section 571 of the California Public Employees’ Retirement Law (PERL) as special compensation to CalPERS.
D. The canine handler will receive a flat dollar amount of two hundred and eighty dollars ($280) per pay period for the training and handling of the dog for work performed during work hours. The flat dollar amount of two hundred and eighty dollars ($280) per pay period, or the prorated amount, will be reported to CalPERS as special compensation. The flat dollar amount of $280 will be prorated when the handler goes on leave for full days or does not work the majority of the workday.
ARTICLE XIV. PAYROLL ERRORS
A. In the event an error has been made in the payment of an employee’s compensation (which may include, but is not limited to base hourly rate, overtime, payment or leave accruals), balances, or usages, City shall, for purposes of future compensation adjust such compensation to the correct amount, giving written notice to employee.
B. In the event an employee received an overpayment or underpayment of wages, the City will provide documentation to the employee on the amount of overpayment or underpayment. Upon the written mutual agreement, between the City and the employee, one of the following methods may be selected:
1. Lump sum payment by employee or employer;
2. One-time deduction from usable vacation, compensatory time off (CTO), or holiday leave balances equivalent to the overpayment at the employee’s current base hourly rate, plus applicable longevity pay;
3. A reasonable repayment schedule through payroll adjustment; and/or
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4. Other means, as may be mutually agreed to between the parties.
C. Action to enforce repayment of an overpayment, or to correct an underpayment, shall be limited to a period beginning on the first day of the city pay period three (3) years prior to the date that either the City or the employee gives written notice to the other that a payment error has occurred.
ARTICLE XV. RECRUITMENT INCENTIVE
Regular employees are eligible to receive a recruitment incentive in the event that the Human Resources Director determines that a new lateral Police Officer or Police Academy Graduate was successfully recruited into City employment by a current eligible employee. To be eligible for the incentive, a current employee must be designated by the new employee as the person who recruited him/her to City service.
This designation shall be completed in writing via a form prescribed by the Human Resources Director on or about the date the employee is processed into City employment by the Human Resources Department.
One incentive is available per new employee and may not be divided among multiple current employees.
The City shall provide a one-time lump sum payment or allocation of vacation leave hours to the eligible employee upon successful completion of each phase of the new employee’s hire, training and probationary period, as follows:
Phase 1: Upon hire of the new lateral Police Officer or Police Academy Graduate, the eligible employee can elect to receive an incentive of either a lump sum payment of $250 or 6.25 hours of vacation leave (the selected incentive shall also apply to Phase 2 and Phase 3);
Phase 2: Upon successful completion of the FTO Program by the new lateral Police Officer or Police Academy Graduate, the eligible employee will receive the selected incentive a second time; and
Phase 3: Upon successful completion of the new lateral Police Officer’s or Police Academy Graduate’s probation period, the eligible employee will receive the selected incentive a third time.
The Recruitment Incentive Program is a pilot program and shall be reviewed annually for its effectiveness in recruiting quality police officers to the City of Roseville Police Department. This program may be discontinued at the discretion of the City Manager upon thirty days’ notice to employees, without any requirement to meet and confer.
Any disputes regarding the eligibility of an employee for the recruitment incentive shall be resolved by Chief of Police. This Article shall not be grievable.
ARTICLE XVI. SHIFT DIFFERENTIAL
The department employs a patrol shift schedule consisting of four work periods (dayshift, relief, swing shift, graveyard).
a. Employees regularly assigned to work graveyard shift shall receive a shift differential of 5% of base hourly rate for all hours worked and all hours of leave used. b. Employees regularly assigned to work swing shift shall receive a shift differential of 2.5% of base hourly rate for all hours worked and all hours of leave used. c. Any other employee assigned to work a full graveyard or full swing shift shall be eligible to receive the appropriate shift differential, but only for hours worked as a result of that shift.
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ARTICLE XVII. MERIT STEP INCREASE WHEN HIRED AT SALARY STEP A This section supersedes Personnel Rule 3.11.030 C (1) only where salary Step A is paid upon initial employment, the employee shall become eligible for advancement to Step B upon their anniversary date, based on demonstrated satisfactory job progress and normal increased productivity. No salary step advancement shall be granted unless recommended by the department head and approved by the City Manager.
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CHAPTER 3. LEAVES
ARTICLE I. HOLIDAYS
A. Non-shift employees who are allowed to take holidays off shall receive holidays as provided below:
1. The following holidays shall be observed by the City with respect to all employees, except shift employees. For purposes of this section, shift employees (otherwise known as "shift workers") are those employees who are not allowed to take holidays off as they fall. a) January 1st (New Year's Day)
b) The third Monday in January (Martin Luther King’s Birthday) c) February 12th (Lincoln’s Birthday)
d) The third Monday in February (Washington's Birthday) e) The last Monday in May (Memorial Day)
f) July 4th (Independence Day)
g) The first Monday in September (Labor Day)
h) November 11th (Veteran's Day)
i) The day in November appointed by the President of the United States as Thanksgiving Day
j) The day immediately following Thanksgiving Day
k) December 24th (Christmas Eve)
l) December 25th (Christmas)
2. If January 1st, February 12th, July 4th, November 11th, December 24th or December 25th falls on a Saturday, the preceding Friday shall be a holiday; if any such day falls on a Sunday, then the following Monday shall be a holiday. If a holiday occurs on the employee's first normal day off, the employee shall take the preceding day as the holiday; however, if the holiday occurs on the employee's second consecutive normal day off, the employee shall take the following day as the holiday. This policy shall be adhered to where practical and may be modified only by written consent to other conditions by the department head.
B. Shift employees who are not allowed to take holidays off as they fall shall receive one hundred and ten (110) holiday hours to be credited in advance on January 1st of each year. For purposes of holidays, shift employees are those working 11 hour shifts, 10 hour shifts and 9/80 shifts.
Employees may submit a request at any time after June 30th for a one-time lump sum in full shift increments of up to fifty five (55) hours' holiday pay. Any time off taken is at straight salary. All accrued and unused holiday hours up to 110 hours will be paid off at the end of the calendar year (December 31st). 110 holidays hours are represented as follows:
1. 3/11-4/11 hour shift – eleven (11) hours for ten (10) designated City holidays above.
2. 4/10 hour shift schedule – ten (10) hours for eleven (11) designated City holidays above.
3. 9/80 shift schedule (may be assigned to 4/10 or 3/11-4/11 shift in the summer) – nine (9) hours for each of the twelve (12) designated City holidays above, plus two (2) floating holiday hours. Any unused holiday leave hours will be cashed out as nonpersable.
All holiday time off is subject to advance approval of the first level management supervisor and department head. Employees must request holiday time off at least seven (7) workdays prior to the requested holiday and in full shift increments.
Upon separation from service, if an employee has taken more holidays in advance than have been earned during the fiscal year, the City shall deduct an equivalent amount of pay for the holidays taken or paid in advance from the employee's final paycheck, or such amount shall otherwise be owed to the City by the employee.
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Upon separation from service, if an employee has an accrued holiday leave balance, said employee shall be paid for all earned hours at their final rate of pay.
For purposes of holiday accrual under Section B.1 and B.2, holiday hours will be calculated based on the number of calendar days the employee worked in a calendar year.
ARTICLE II. MILITARY
A. Employees obligated to serve involuntary periods of active military duty shall be compensated for normal work hours and days or shifts during such absence from work, up to a maximum of thirty (30) calendar days in any calendar year.
B. Employees exercising this provision of military leave will be required to submit properly documented evidence of their call to active duty within ten (10) calendar days prior to such military duty. Such documentation must be submitted through the department head to the Human Resources Director.
ARTICLE III. JURY DUTY
A. Employees who have been summoned or subsequently selected to serve on a jury shall receive their base hourly rate by the City for normal work hours and days or shifts during such absence from work, provided the employee endorses to the City that compensation received by the employee for jury duty service. No compensation will be made for jury duty served on days off.
Jury duty is not considered time worked for overtime purposes.
B. An employee who is empaneled on jury duty and normally works a night shift will be changed to the day shift for those days required to be on jury duty. If the jury is empaneled for less than eight (8) hours, the employee must report to work for the balance of the shift.
C. Employees will be allowed to retain any mileage compensation granted to them by the respective court jurisdiction to which they were summoned or selected for jury duty.
D. Employees summoned to jury duty must provide evidence of such summons and subsequent jury duty days away from work through their respective department heads to the Human Resources Director.
E. Employees compensated by the summoning court jurisdiction for jury duty shall endorse such payments to the City in the same pay period the payment is received by the employee, in order to receive full City compensation as prescribed in Subsection "A". This payment endorsement is to be forwarded directly to the Finance Director by the employee.
ARTICLE IV. VACATION
3.12.060 Vacation leave
The purpose of vacation leave is to provide eligible employees the opportunity to take paid time off from their job responsibilities in order to maintain a high standard of mental, emotional and physical conditioning.
A. Eligibility. All full-time and part-time employees in the classified service and unclassified service as defined in Section 3.01.050(B)(1) shall be entitled to annual vacation leave with pay. Each
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employee will earn and accrue vacation hours pursuant to the accrual schedule as noted in Section B. Exceptions to this provision shall only be granted in unusual circumstances substantiated by the department head in a recommendation to the City Manager, who may approve or disapprove such variances.
B. Accrual. Unless specified in applicable labor agreements, each full-time eligible employee identified in subsection A shall earn and accrue vacation leave, subject to the conditions stated in this section, with pay as follows:
Service Category Biweekly Accrual Days/Year Equivalent Max. Hours Accrual New employee to
completion/4th year
3.693/hr 12 days (96 hours) 192
Start of 5th year to
completion/9th year
4.307/hr 14 days (112 hours) 240
Start of 10th year to
completion/14th year
4.923/hr 16 days (128 hours) 272
Start of 15th year to
completion/19th year
5.538/hr 18 days (144 hours) 304
Start of 20th year and
succeeding years
6.153/hr 20 days (160 hours) 336
1. Employees working a part-time schedule will accrue vacation hours on a prorated basis, in proportion to the full-time equivalent (FTE).
2. As noted in Section A of this section, new employees shall earn vacation at the biweekly rate shown above, commencing on the date of hire. Eligible employees shall advance to the next higher rate of accrual upon completion of the maximum number of years at the lower accrual rate, and shall begin to accrue at the higher rate at the start of their qualifying year.
3. Except as provided in Section B, an employee’s maximum accrual of vacation hours may not exceed the employee’s annual accrual rate as specified above and an employee will stop earning and accruing vacation hours while the employee’s accrual remains at the maximum allowed under this Section B. This maximum level is monitored at the employee’s hire anniversary date. If accrued hours exceed such amount as of the hire anniversary date, vacation accrual will be suspended until the balance is brought below the maximum accrual amount.
4. If the accrued amount exceeds specified limits, the employee shall take leave for the excess number of vacation hours or, if the department head determines that operational necessity will not permit taking such leave, the employee may be paid the base hourly rate for not more than twenty (20) hours. Additionally, the maximum vacation hours an employee may accrue will be extended when an employee is on disability leave, jury duty, or military leave as provided in these rules. The employee shall be allowed to liquidate such excess accrual within thirty (30) calendar days following return to duty, by means of taking such leave time or receiving base hourly rate compensation for not more than twenty (20) hours of vacation.
C. Use. An employee may elect to take all or part of earned vacation, or may carry over to the next service year all or part of earned vacation as approved by the department head and consistent with the provisions of Section B of this section. However, the dates and amount of vacation selected by the employee shall be subject to approval of the employee’s supervisor. Vacation leave shall generally be taken in minimum increments of one full workday/work shift, except that
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unusual, emergency, necessary and infrequent use of vacation leave may be granted in one hour increments. Employees must request vacation leave at least seven (7) workdays prior to the desired start of vacation leave. Under unusual or personal emergency circumstances, employees may request and supervisors may consider the approval of vacation leave with fewer than seven (7) working days’ notice. In the event it becomes necessary to call an employee back to work from a scheduled vacation, the employee shall be credited with the unused vacation hours and shall have the opportunity to take such remaining vacation leave at a time of the employee’s choosing and the supervisor’s approval.
D. Holidays Within Vacation Leave. Except for shift personnel in police, fire and the water/wastewater and power plants, holidays which occur during a scheduled vacation period shall be counted as a holiday. Employees may request in advance that they extend their vacation leave by the number of holidays occurring within their scheduled leave, or they may request fewer vacation hours which, together with the holiday(s), will comprise the total time period of their scheduled leave.
ARTICLE V. MODIFIED DUTY
Pursuant to Administrative Regulation 2.17, employees are expected to comply with the referenced policy. During the term of the MOU, the City will not change the terms of AR 2.17 as they relate to RPOA without agreement on all changes from the RPOA.
ARTICLE VI. SICK LEAVE
Sick leave provisions shall be governed pursuant to Roseville Municipal Code Section 3.12.070. It is understood that this section may not be amended without first meeting and conferring in accordance with Government Code 3500 et seq.
A. General
The objective of this section is to provide methods of furthering the health and general welfare of City employees, as well as ensuring maximum and reasonable job attendance. Sick leave should not be viewed as a right to be used at the employee's discretion, rather it is a privilege of paid time away from work duties in the event of one of the following circumstances:
1. Actual illness or injury of the employee that occurred away from the job setting, except where such injury/illness occurred in connection with off-duty(outside) employment;
2. The employee's exposure to a contagious disease;
3. Medical or dental appointments of employee, or employee's immediate family members, when such appointments cannot be arranged during off-duty hours, and when the employee's immediate family member is incapable of independently attending such appointments;
4. Where the employee's medical attention to an immediate family member is required.
Immediate family member is defined as the employee's mother, father, husband, wife, son, daughter, or any person living in the employee's immediate household;
5. Emergency leave due to the death or imminent death of family members.
B. Accrual/Use
Sick leave is accrued by all regular employees on the basis of bi-weekly payrolls. On each day following completion of one (1) month of continuous service, eligible full-time employees shall receive credit for eight (8) hours or one-half of a twenty-four (24) hour shift leave with pay, the
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total of which shall not exceed twelve (12) days or six (6) shifts in any twelve (12) month period.
Sick leave may be used for those purposes listed above. Employees on a modified schedule work assignment shall accrue sick leave on a pro rata basis of hours worked. Maximum accumulation of sick leave shall be unlimited. Employees may be granted sick leave in minimum units of onehalf (1/2) hour for those reasons specified in Subsection "A" of this section, provided that such time has been earned. Department heads may require probationary employees to support each incident of sick leave use by verification of an attending physician's statement of bona fide injury/illness. Employees shall not use sick leave for disabilities determined to be job-related, except as provided for in Roseville Municipal Code Section 3.12.100, nor shall employees be allowed to use sick leave for the sole purpose of utilizing such accrued time prior to separation from service.
C. Illness/Injury During Vacation
An employee who becomes ill or injured while on vacation may have such period of illness/injury charged to the employee's accumulated sick leave rather than vacation, provided that:
immediately upon return to duty, the employee submits to the department head a written request for sick leave, accompanied by a signed statement from the employee's attending physician describing the disabling nature and dates of such illness/injury.
D. Holidays During Sick Leave or Disability
Observed holiday occurring during sick leave shall not be counted as a day of sick leave or disability, but shall be regarded as the taking of a holiday.
E. Funeral and Bereavement Leave
All regular employees will be granted up to five (5) days of sick leave, vacation, personal leave time, or CTO for each such instance to:
1. Attend the funeral of an immediate family member (as defined by the City’s Personnel Rules Section 3.00.420), grandparents, grandchildren, or in-laws.
2. Deal with matters related to the death, or critical illness where death appears imminent of any member of the employee's immediate family.
The days of leave do not need to be consecutive and shall be completed within three months of the date of death of the family member. The department head may request the employee provide documentation of the death of the family member within 30 days of the leave.
Requests for funeral and bereavement leave for more than five (5) days shall be evaluated by the employee's department head to determine the appropriate amount of additional leave, up to a maximum total leave of up to sixty-four (64) hours, to be granted in each instance.
F. Payment for Unused Sick Leave Upon Retirement
Payment for unused sick leave is authorized by the City as a means of rewarding employees who have made conscientious efforts to maximize their attendance on the job.
1. Non-probationary employees in the classified service, shall be entitled payment for sick leave accrued (not pro rata) up to their retirement. However, employees whose separation is caused by dismissal shall not be entitled to payment for unused sick leave.
2. No more than the maximum sick leave amount listed in the tables below may be used in ascertaining the amount of time for which the employee will be compensated at time of retirement.