Agenda - 2/1/2022 (12) — Santa Maria City Council, February 1, 2022

FOR THE CITY COUNCIL MEETING OF FEBRUARY 1, 2022

COUNCIL AGENDA REPORT
TO: City Council
FROM: City Manager
Prepared by Chief Human Resources Officer
SUBJECT: TENTATIVE AGREEMENTS AND SUCCESSOR MEMORANDA OF

UNDERSTANDING (MOU) WITH THE SANTA MARIA POLICE

OFFICERS' ASSOCIATION (POA) AND THE SANTA MARIA POLICE
ASSOCIATION OF MIDDLE MANAGEMENT (SMPAMM); AND
COMPREHENSIVE SCHEMATIC PAY SCHEDULE.

RECOMMENDATION:

That the City Council adopt:

1. Ratifying and approving the tentative agreements and successor Memoranda of Understanding (MOU) with the Santa Maria Police Officers' Association (POA) and the Santa Maria Police Association of Middle Management (SMPAMM); and

2. Authorizing the establishment of a comprehensive Schematic Pay Schedule for all full-time and part-time employees in accordance with CaIPERS guidelines.

BACKGROUND:

Over the last few months, City staff has met with both POA and SMPAMM in an effort to negotiate reasonable contract extensions. The State and local economic climate, retention, and lateral attraction efforts were discussed in addition to the pending increases in CaIPERS retirement costs and CaIPERS recent reduction in the assumed rate of return. Having met and conferred in good faith, pursuant to City Council direction, staff successfully negotiated three-year tentative agreements with POA and SMPAMM upon ratification by City Council from February 1, 2022 through December 31, 2024.

The updated salary schematic reflects the salary increases in the successor Memoranda of Understanding.

DISCUSSION:

Recommendation 1:

The agenda item before City Council is a recommendation to ratify and approve the tentative agreement (Attachment A) and the successor Memorandum of Understanding (Attachment B) with POA; and the tentative agreement (Attachment C) and the successor Memorandum of Understanding (Attachment D) with SMPAMM. The attached negotiated packages call for a three-year term with a total of nine percent (9%) base salary increase for all members over three years; an increase to health insurance, longevity; and other

clean-up language changes. In addition, employees will receive a one-time premium pay of up to $15,000 of Essential Pay through the American Rescue Plan Act 2021 (ARPA)...

On January 28, 2022, the POA membership ratified Attachment A tentative agreement.

SMPAMM membership ratified Attachment B tentative agreement on January 28, 2022.

Recommendation 2:

A Comprehensive Salary Schematic ("Schedule") for the City of Santa Maria is created and presented in accordance with CaIPERS regulations intended to ensure consistency when reporting compensation for City employees. The Public Employees' Retirement Law (PERL) Government Code Section 20636(b)(1) requires pay amounts to be paid pursuant to publicly available pay schedules. The Schedule includes pay rate information for all full-time and part-time employees. The Schedule enhances the disclosure and transparency of public employee compensation by requiring that the pay rates be listed on a single -pay schedule as per CaIPERS' requirements.

CaIPERS requires whenever there are changes to one or more pay rates, whether through the Meet and Confer process, employment contracts, new classifications, reclassifications, etc., the City is required to update the Schedule and present it to the City Council for review and approval. Any updates will include an effective date and date of any revisions and are to be retained by the City and available for public inspection for not less than five years. With the salary changes for POA and SMPAMM, the Schedule (Attachment E) incorporates these changes. Upon adoption of the Resolution by the City Council, the Schedule will be posted on the City of Santa Maria's website.

Fiscal Impact:

The cost of the attached successor MOUs calls for a net increase to total compensation of approximately $3,677,000 over three years for POA and SMPAMM members.

Impact to the Community:

Overall City services will continue to be provided by these employees with no decrease in the level of service to the public.

Alternatives:

If the recommended action is not approved, the City would continue to make attempts to reach an agreement with the bargaining units on successor Memoranda of Understanding.

LINDA CATHERINE LE
Chief Human Resources Officer
Attachment A —
Attachment B —
Attachment C
Attachment D
Attachment E —
POA Tentative Agreement on MOU

POA MOU
— SMPAMM Tentative Agreement on MOU
— SMPAMM MOU
City of Santa Maria Comprehensive Salary Schematic
2 City of Santa Maria (City)
Santa Maria Police Officers' Association (POA or Association) RE: Successor MOU Negotiations
Tentative Agreement - January 28, 2022
Effectuation of the elements of this proposal is contingent upon there being an agreement by the parties as to all the elements of this proposal. Absent such an agreement, the City reserves its option of proposing resolution of any resultant impasse by means of significantly different terms and conditions that are stated herein and which are contingent on there being an agreement.

MOU SECTION

PROPOSAL LANGUAGE

2.3.1 Term
TA
The term of this MOU shall be effective upon ratification by City Council through 12:00 on December 31, 2024. This MOU shall and
midnight -expire
otherwise be fuller terminated at 12:00 Midnight on December 31, 202 -

3.1.1 salaries
TA
Essential Worker Pay / ARPA (American Rescue Plan Act 2021) The City shall provide a one-time premium pay up to $15,000 in two equal payments for the employee's essential work during the COVID-19 pandemic.

Full time employees who worked from March 14, 2020, to March 12, 2021 & from March 13, 2021, to March 11, 2022, shall be entitled up to the $7,500 amount per year. Full-time employees are employees who were expected to work 2,080 hours during the 12 -month period and did not have more than 3 months of leave during the year. Employees who worked less than full-time, shall receive essential work payment on a prorated amount. The first payment will be issued to current City employees within 2 pay periods of City Council adoption of this MOU. The second payment will be issued to current City employees by the first full pay period in January 2023. These amounts shall not be retirement reportable and will not be included in the regular rate of pay for overtime purposes.

3.1.2 Salaries
TA
Effective the first payroll period after ratification by Association and the City Council, base salary increase of three and one half (3.05%) will be a percent
to those non members in the employ of the City after
given -sworn -unit
Council ratification.

3.1.3 Salaries
TA
Effective the first full payroll period following December 31, 20224-9, a base salary increase of three (3%) two and one half (2.5%) will be percent percent
those unit members in the employ of the City. on date of Council given -the
approval of the MOU.

3.1.4 Salaries
TA
Effective the first full payroll period following December 31, 202349, a base salary increase of three (3%) two -and one-half pero-,vo (2.5%) will be percent
those in the the City. on the date of Council
given unit members employ of
approval of the MOU.

3.1.5, 3.1.6
Salaries
(deleted)

3.4.1 Longevity Pay
TA
Effective the first full payroll period following ratification by City Council 24, 2014, sworn employees whose effective hire date is bcforo .D.e.eernber
July 1, 2011 with ten (10) of sworn law enforcement service will be years
with a seven three and one half (7%fie) longevity
provided percent pay.

3.4.2 Longevity Pay
TA
Effective the first full payroll period following ratification by City Council Deecmbcr 21, 2019, non -sworn employees whose-effechv ire date --is before July 1, 2011 with ten (10) of service with a agency will be years police
provided with a seven percent (--7%) longevity pay.

3.4.3 Longevity Pay
TA
Effective the first full payroll period following ratification by the City Council December 19, 2020, sworn employees with twenty (20) of sworn law years
hire date is before July 1, 2011 will be
enforcement service whose effective
with an additional three and one half (3.05%) longevity provided percent pay
(total of 107°�. _

3.4.4 Longevity Pay
TA
Effective the first full payroll period following ratification by City Council December 19, 2020, non -sworn employees with twenty (20) of service years
with agency whose effe ti„e hire date is before July 1, 2011 will be a police
with an additional three tw one half (3.02.5%)
provided -and -percent
longevity pay (total of 105%).

3.10 Unauthorized
Absence —
A$a
Termination
Job Abandonment
TA
Any employee absent from his/her position for more than three (3) working days, without notification or prior permission of his/her department head, may be considered to have automatically terminated his/her employment with the City; therefore, does not have of appeal. However, Prior to and -rights
separation from employment, the City shall serve a Notice of Intent upon the employee, by personal delivery or by depositing said notice in the U.S. Mail.

The employee has five (5) calendar days from personal service, or eight (8) calendar days from date of mailing, to request an informal hearing before the City Manager or his/her designee, The employee may respond verbally or in writing to the final notice of automatic termination being prior - revision-
hulked. At this meeting, the employee will be allowed to provide written and/or oral information concerning, but not limited to:

3.11.1.5 Overtime — Comp
Time
TA
The limit for accumulation of compensatory time off shall be 160130 hours.

3.11.1.6 Overtime -Comp
Time
TA
Any overtime worked by an employee who has already accumulated 1604-30 hours of compensatory time shall automatically be paid in cash at the premium rate. This provision also applies where an employee who has exercised the option to receive compensatory time off reaches the 1601 -30 - hour limit before receiving full compensation for overtime worked on a occasion. For example, where an employee with 1581-1-8 hours of particular
accumulated compensatory time who has exercised the option to receive overtime compensation in the form of compensatory time then works four hours of overtime, he/she shall receive premium compensation of six hours for that overtime in the form of two hours accumulated compensatory time and four hours cash.

3.11.1.10 Overtime —
Schedule Changes
TA
The City agrees that an employee's regular work schedule shall not be adjusted to avoid paying overtime without an employee's consent or fourteen ten (140) calendar days' notice.

3.11.1.12 Overtime - Call
Back Pay
TA
An employee who responds to duty during the employee's regular time -off shall be compensated for call back at a three (3) twe-hour minimum, at time and one half the employee's regular rate of pay.

3.11.1.13 Overtime - Call
Back Pay
TA
An employee who receives a phone call on off -duty hours for which s/he is not otherwise receiving compensation (i.e., standby or call back pay) shall be compensated for all time spent on such calls, with a minimum of one (1) hour, at time and one half the employee's regular rate of pay. e cats suvh-as
calls-for-professional--consultation-pur-poses,-rot-r-eui-inee pho eatlieg--an-e+pieyee--ba-ek-to-work- Cumulative time of 15 minutes or less in one day spent on phone calls shall be considered de minimus and not compensable.

3.12.2 Emergency Work
Response
Re -opener
TA
During the term of the agreement the parties agree to meet and confer regarding compensation for emergency response/mutual aid assignments.

3.13 Holidays
TA
The City is reviewing the Holiday schedule on a citywide basis and reserves the right to address this issue at a later date via side letter, if applicable.

The City agrees to extend the cash out sunset to the expiration of the successor MOU.

3.16.1 Move -Up Pay
TA
A five percent (5%) differential in salary shall be allowed for those personnel who are assigned may —be —required to perform duties above their classification for ten consecutive working days or Step A of the classification the employee is working, whichever is the-e-mployee- is
greater., g -fully
to fill that The employee working in a higher classification qualified position.
shall be compensated back to and including the first day that he/she works in the higher classification. An-employee---who---volunteers-for-sue-h—are assignment shall receive no incr sew, 1ary- An employee to qualified
the five move up who is not out of class on a
receive percent pay performing
full-time basis shall be paid a percentage of the applicable move up pay five person -t in proportion to the number of hours worked in relation to a full work schedule.

3.17.1 Educational
Incentive Pay
TA
Employees shall receive educational incentive pay beginning upon their date of hire according to the following education incentive pay guidelines:

AA degree (or 60 recognized college classroom units for pre -July 1, 1999 • hires) = 2.5%
• BA degree (or 120 recognized college classroom units for pre -July 1, 1999 hires) = 5%
• MA degree=7.5%
• Intermediate POST certificate - 2.5%
• vansed ice tificate-=-544

3.17.4 Educational
Incentive Pay
TA
Employees shall receive POST certificate incentive pay beginning upon their date of hire according to the following incentive pay guidelines:
• AA degree - 2.5%
• BA degree - 5%
• MA degree - 7.5%

• Intermediate POST certificate = 2.5%
• Advanced POST certificate = 5%
• AA degree + Intermediate POST certificate - 5%
• BA degree + Advanced POST certificate - 7.5%

3.17.5 Educational
Incentive Pay
TA
An employee may receive both educational incentive pays listed in 3.17.3 and 3,17.4 so long as the combination does not exceed 7.5% educational incentive pay.

3.22.7.1 Shift Exchanges
TA
The City agrees to extend the following shift exchange program to dispatch on a basis during the term of this contract.
personnel pilot project/trial
However, if coverage or shift exchanges become an operational or scheduling issue for management, the City retains its right to discontinue the pilot program without engaging in the meet and confer process.

3.24 Residency
Requirement
TA
This section will be deleted.

3.25 Standby Pay
TA
The City agrees to compensate employees assigned to standby status a rate of $53.00 per hour for all hours the employee is required to be on standby. ,

3.26.1 Tuition
Reimbursement
TA
The City agrees to reimburse employees up to $2,000-1-,00 per calendar year for the cost of tuition and books if a grade of "C" or better is obtained.

This benefit may be used for (1) employee -initiated, management approved training classes provided by a recognized educational institution, or (2) POST certified training beyond the minimum required through POST during the employee's off -duty hours or (3) other educational institutions approved by the Police Chief.

3.27 Mandatory Time
Off (MTO) Program
TA
This section will be deleted.

3.36.5 Vacations - Cash
out
TA
Effective during the term of this agreement only, all employees performing at an overall rating level of at least acceptable or above are eligible to cash out up to eighty (80) hours of vacation time at straight time on one occasion anytime during the payroll calendar year, so long as they have (after said cash out) a minimum vacation balance of at least forty (40) hours on the books. This cash out benefit shall be made in accordance with Section 3.32.

Following expiration of this agreement, vacation cash -out will sunset.

5.3.1 Health Insurance
TA
The City currently provides employee medical insurance through the CaIPERS Public Employees' Medical and Hospital Care Act (PEMHCA). As a condition of participation in the PEMHCA plan, the CaIPERS Board determines an annual Minimum Employer Contribution (MEC); which shall be used solely toward City -sponsored medical insurance premiums. For 202249, the MEC is $14936 per month.

5.3.1.1 Health Insurance
,
'

TA
and Hn pital Care Arc (P A uCA) moornrth per emp—leyce-to-bec-usca toward City sponsored--heaftk+-benef4ts. The amount as determined by solely
the Cal PERS Board.

5.3.2 Health Insurance
TA
Effective the first full payroll period after ratification by the City Council, the pro -rated monthly optional health insurance contribution, regardless of the health plan chosen, shall be up to:

Employee Only: $ 782.44
Employee + 1 $ 965.88
Family $1,410.1896

5.3.2.1 Health Insurance
TA
Effective the first payroll period containingafter January 1, 20230, the pro - rated monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 782.44
Employee +1 $1,150.00
Family $1,500.18

5.3.2.2 Health Insurance
TA
Effective the first payroll period containingafter January 1, 20240, the pro - rated monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 807.44
Employee +1 $1,250.00
Family $1,675.18

5.5.2 Dental Insurance
TA
Non -sworn employees shall be eligible to participate in the City's dental program, with the maximum dental benefit amount of $2,000 annually. Cost of the shall be covered by the Citycmployec.
plan

6.1.6 Uniform Allowance
TA
The initial issue of uniforms for sworn employees will consist of the following items:
• uniform pants (2)
- uniform shirts (3 - at least one long sleeve)
• uniform shirt for load -bearing ballistic carrier vest (upon request) - uniform tie (1)
• field jacket (1)
- dress jacket (1)
- soft uniform hat (1)
• name tag (24-)
- domed badge (1)
- flat badge with wallet (1)
• cap-
piece -(4-)
• service stripes and rank insignias
• necessary initial alterations

6.3.1 The City shall provide the following equipment to sworn officer:

Safety Equipment
TA
• 1 Sam Brown Belt
• 1 holster
• Handcuff case(s) (choice of two singles or one double) • 2 pair of handcuffs
• 4 belt keepers
• 1 key holder
• 1 ammunition pouch
• 1 baton ring
• 1 baton
• 1 rechargeable flashlight system (20,000 candle power minimum) • 1 tactical helmet
• 1 semi -automatic pistol
• 1 0/0 Pouch
• 1 0/0 Canister
• Uniform patches (sufficient to be placed on all necessary uniforms) • 1 raingear (upon request)
• 1 Bulletproof vest
• Body armor
• 1 Load -bearing ballistic carrier vest (upon request after passing probationary period)

6.3.2 Safety Equipment
TA
The City shall include body armor on the standard list of safety equipment standard list of safety equipment. The appropriate type of flashlight shall be determined in conjunction with the Police Chief.

7.4.1 Representation
TA
Positions represented by the SMPOA include Police Officer, Police Corporal, Crime Lab & Evidence Supervisor, Criminalistics Technician I/11, Police Services Technician, Police Trainee, Dispatch Call Taker, Dispatcher I/11, and Senior Dispatcher.

7.12.1 Prior and Existing
conditions
TA
Except as expressly provided herein modified or by subsequent written agreement of the parties, there shall be no changes +K+ to wages, hours, or other terms and conditions of employment.

7.15.2 Disciplinary
Appeal Procedure
TA
Upon agreement of the Police Chief and the employee affected, an employee served with a disciplinary suspension may have the option of relinquishing accrued vacation leave or suffering a pay reduction equal to the amount of the suspension.

Signatures
Che Johnson
Chief Negotiator
Date
Rob Wexler
Chief Negotiator
Date

6.3.2 Safety Equipment
TA
•
determined in conjunction the Police
with Chief.

7.4.1 Representation
TA
Positions represented by the SMPOA include Police Officer, Police Corporal, Crime Lab & Evidence Supervisor, Criminalistics Technician I/II, Police Services Technician, Police Trainee, , Dispatcher I/II, and Senior Dispatcher.

7.12.1 Prior and Existing
Conditions
TA
Except as expressly provided herein modified
or by subsequent written
agreement of the parties, there shall be no changes in to wages, hours, or other terms and conditions of employment.
•
•

Sianatilrac
Che Johnson
Chief Negotiator
/
ate Rob Wexler
Chief Negotiator
Date

City of Santa Maria SMPOA

MEMORANDUM OF UNDERSTANDING

SANTA MARIA POLICE OFFICERS' ASSOCIATION
CALENDAR YEAR 2022-2024

TABLE OF CONTENTS
CHAPTER 1. DEFINITIONS 1-1

1.1 DEFINITIONS 1-1
CHAPTER 2. RECOGNITION AND IMPLEMENTATION 2-1

2.1 RECOGNITION 2-1

2.2 IMPLEMENTATION 2-1

2.3 TERM 2-1

2.4 MEET AND CONFER REPRESENTATIVES 2-1
CHAPTER 3. COMPENSATION, WORK HOURS AND LEAVES 3-1
ARTICLE I. SALARIES AND SALARY ADJUSTMENTS 3-1

3.1 SALARIES 3-1

3.2 SALARY AND BENEFIT SURVEY PROCEDURES 3-1

3.3 EQUITY ADJUSTMENTS 3-2

3.4 LONGEVITY PAY 3-2
ARTICLE II. HOURS OF WORK AND SPECIAL PAY PROVISIONS 3-3

3.9 SPECIAL SALARY PROVISIONS 3-3

3.10 UNAUTHORIZED ABSENCE - JOB ABANDONMENT 3-4

3.11 OVERTIME 3-5

3.12 EMERGENCY WORK RESPONSE 3-7

3.13 HOLIDAYS 3-7

3.14 CLOSING OF CITY OFFICES 3-8

3.15 WORK SCHEDULES 3-8

3.16 MOVE UP PAY 3-8

3.17 EDUCATIONAL INCENTIVE PAY 3-9

3.18 PAYROLL STEP PLAN 3-9

3.19 "Y "RATE 3-9

3.20 PAYROLL AND PAY PERIOD 3-9

3.21 PROBATIONARY PERIOD 3-10

3.22 HOURS OF WORK 3-10

3.25 STANDBY PAY 3-12

3.26 TUITION REIMBURSEMENT 3-12
ARTICLE III. VACATIONS AND SICK LEAVE 3-13

3.30 VACATIONS 3-13

3.31 SICK LEAVE 3-14

3.32 CONSTRUCTIVE RECEIPT 3-15
CHAPTER 4. RETIREMENT 4-1

4.1 CALPERS 4-1

4.2 DEFERRED INCOME 4-2
CHAPTER 5. INSURANCE 5-1

5.1 GENERAL ELIGIBILITY 5-1

5.2 DISABILITY INSURANCE 5-1
I

SMPOA MOU CY 2022-2024

5.3 HEALTH INSURANCE 5-1

5.4 LIFE INSURANCE 5-2

5.5 DENTAL INSURANCE 5-2

5.6 OPTICAL INSURANCE 5-3

5.7 POST EMPLOYMENT HEALTH PLAN 5-3
CHAPTER 6. UNIFORMS AND EQUIPMENT 6-1

6.1 UNIFORM ALLOWANCE 6-1

6.2 PERSONAL PROPERTY/EQUIPMENT DAMAGED 6-3

6.3 SAFETY EQUIPMENT 6-3

6.4 VEHICLE REPLACEMENT 6-4
CHAPTER 7. SPECIAL PROVISIONS 7-1

7.1 SLOW DOWN, WORK STOPPAGE OR STRIKE 7-1

7.2 ASSOCIATION BUSINESS 7-1

7.3 RANGE QUALIFICATION 7-1

7.4 REPRESENTATION 7-2

7.5 SAFETY 7-2

7.6 GRIEVANCES 7-2

7.7 MANAGEMENT RIGHTS AND RESPONSIBILITIES 7-3

7.8 CHANGING EMPLOYEE REPRESENTATION GROUPS 7-5

7.9 LAYOFF PROCEDURE 7-5

7.10 COUNSELING PROGRAM 7-9

7.11 SPECIAL PROVISIONS 7-9

7.12 PRIOR AND EXISTING CONDITIONS 7-10

7.13 PRE-EMPTIVE LAWS 7-10

7.14 AMERICANS WITH DISABILITIES ACT (ADA) 7-10

7.15 DISCIPLINARY APPEAL PROCEDURE 7-10
CHAPTER 8. ATTACHMENT A: SIDE LETTER OF AGREEMENT 8-1
11 SMPOA MOU CY 2022-2024
CHAPTER 1. DEFINITIONS

1.1 Definitions
(See City Code Sec. 2-20.01)
As used in this document, the following terms shall have the meaning indicated:

ACA —FULL-TIME EMPLOYEE - For purposes of the Affordable Care Act only, a full-time employee is an employee who earns, on average, 30 hours of service in a week or 130 hours of service in a month
(MOU 12-17-13)
CITY - means the City of Santa Maria, a municipal corporation, and where appropriate herein, according to the content, "City" refers to the City Council, the governing body of said city.

CITY MANAGER - means the City Manager of the City of Santa Maria or his designated representative.

COUNCIL - means the City Council, the governing body of the City of Santa Maria.

EMPLOYEE - means all full-time City of Santa Maria personnel represented by SMPOA as defined in Section 7.4, Representation.
(MOU 12-17-13)
EMPLOYEES' UNION - means the Santa Maria Police Officers' Association (SMPOA).

GRIEVANCE - except as otherwise excluded, a "grievance" is a written allegation by an employee, claiming violation(s) of the specific express terms of the MOU or written rule or regulation for which there is no other specific method of review provided by City law.

GRIEVANT - a grievant is an employee or group of employees adversely affected by an act or omission of the employer or the association.

MANAGEMENT - means the City Manager and/or his Assistants and the Department Heads of the City of Santa Maria.

MANAGEMENT PERSONNEL - see Sec. 7-4 of this document.

MANAGEMENT REPRESENTATIVES - means the City Manager of the City of Santa Maria and/or those to whom he has delegated the duties and responsibilities set forth in the City Council's resolution regarding employer -employee relations.

MEMORANDUM - means the currently effective provisions of any Memorandum of Understanding made and entered into by and between the City of Santa Maria and the majority representative of all City personnel except those covered by the miscellaneous, fire, management, or middle management areas, all of which are identified in the City's resolution regarding employer -employee relations.
(MOU 12-17-13)
DEFINITIONS PAGE 1-1

SMPOA MOU CY 2022-2024
CHAPTER 2. RECOGNITION AND IMPLEMENTATION

2.1 Recognition

2.1.1 Pursuant to the provisions of the City's Employer Employee -Relations Resolution, the SMPOA has been found to be, and is recognized as, a majority representative of all sworn Police Corporals, Police Officers (not covered by a management or mid -management unit), and non - sworn Police Services Technicians, Police Trainees, Crime Lab & Evidence Supervisor, Criminalistics Technician I/IIs, Dispatcher I/IIs, and the Senior Dispatchers. (MOU 03-20-19)

2.2 Implementation

2.2.1 This MOU constitutes a mutual recommendation to be jointly submitted to the Council.

It is agreed that this Memorandum shall not be binding upon the parties either in whole or in part, unless and until the Council:

2.2.1.1 Acts, by majority vote, formally to approve the Memorandum; and

2.2.1.2 Enacts amendments to all City ordinances required to implement the provisions set forth.

2.3 Term

2.3.1 The term of this MOU shall be effective upon ratification by City Council through 12:00 Midnight on December 31, 2024.
(MOU 02-01-22)

2.4 Meet and Confer Representatives

2.4.1 The SMPOA agrees to meet and confer with the designated representative of the City Council only, and the City Council's representative agrees to meet and confer with the SMPOA designated representative only.
(MOU 1-1-74)
RECOGNITION AND IMPLEMENTATION PAGE 2-1

SMPOA MOU CY 2022-2024
CHAPTER 3. COMPENSATION, WORK HOURS AND LEAVES
ARTICLE I. SALARIES AND SALARY ADJUSTMENTS

3.1 Salaries

3.1.1 Essential Worker Pay / APRA (American Rescue Plan Act 2021): The City shall provide a one-time premium pay up to $15,000 in two equal payments for the employee's essential work during the COVID-19 pandemic. Full time employees who worked from March 14, 2020, to March 12, 2021 & from March 13, 2021, to March 11, 2022, shall be entitled up to the $7,500 amount per year. Full-time employees are employees who were expected to work 2,080 hours during the 12 -month period and did not have more than 3 months of leave during the year. Employees who worked less than full-time, shall receive essential work payment on a prorated amount. The first payment will be issued to current City employees within 2 pay periods of City Council adoption of this MOU. The second payment will be issued to current City employees by the first full pay period in January 2023. These amounts shall not be retirement reportable and will not be included in the regular rate of pay for overtime purposes. (MOU 02-01-22)

3.1.2 Effective the first payroll period after ratification by Association and the City Council, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City after Council ratification.
(MOU 02-01-22)

3.1.3 Effective the first full payroll period following December 31, 2022, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City. (MOU 02-01-22)

3.1.4 Effective the first full payroll period following December 31, 2023, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City. (MOU 02-01-22)

3.2 Salary and Benefit Survey Procedures

3.2.1 It is understood and agreed that the City shall benchmark, for salary survey purposes, the position of police officer to the position of Police Officer, Deputy Sheriff, or Highway Patrol Officer in the surveyed agencies. It is further understood and agreed that the City shall benchmark, for salary survey purposes, the non -sworn positions to that of Dispatcher I in the surveyed agencies. Comparable salaries shall be made based on the "E" step or the fifth step in the salary range.

3.2.2 The survey shall include for comparison purposes: the "E" step or fifth step monthly salary, the Agency's maximum monthly contribution toward health insurance and optional health insurance, and the Agency's pick-up of the employee's retirement contribution. For purposes of preparing a salary and benefit survey for consideration during the meet and confer process, the combined salary and benefits of the employees shall be set at the average of the mean and median of the salary and benefits surveyed. However, no provision in this MOU shall be COMPENSATION. WORK HOURS AND LEAVES PAGE 3-1

SMPOA MOU CY 2022-2024
interpreted to mandate the setting of salary and/or other forms of compensation at a level indicated in the survey.

3.2.3 The jurisdictions to be used for salary survey purposes shall be:

City of Lompoc
City of Oxnard
City of San Luis Obispo
City of Santa Barbara
City of Ventura
County of Santa Barbara
County of Ventura
State of California
(MOU 2-05-08)

3.2.4 The City and the Association agreed to meet to discuss this section during the term of the contract.
(MOU 12-15-15)

3.3 Equity Adjustments

3.3.1 Section intentionally left blank.

3.4 Longevity Pay

3.4.1 Effective the first full payroll period following ratification by City Council, sworn employees with ten (10) years of sworn law enforcement service will be provided with seven percent (7%) longevity pay.
(MOU 02-01-22)

3.4.2 Effective the first full payroll period following ratification by City Council, non -sworn employees with ten (10) years of service with a police agency will be provided with seven percent (7%) longevity pay.
(MOU 02-01-22)

3.4.3 Effective the first full payroll period following ratification by City Council, sworn employees with twenty (20) years of sworn law enforcement service will be provided with an additional three percent (3%) longevity pay (total 10%). (MOU 02-01-22)

3.4.4 Effective the first full payroll period following ratification by City Council, non -sworn employees with twenty (20) years of service with a police agency will be provided with an additional three percent (3%) longevity pay (total 10%). (MOU 02-01-22)
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SMPOA MOU
ARTICLE I I . HOURS OF WORK AND SPECIAL PAY PROVISIONS

3.9 Special Salary Provisions
CY 2022-2024

3.9.1 Effective July 1, 2013, the classification of Police Corporal was abolished for any new appointments. Barring any disciplinary action, those employees currently classified as a Police Corporal shall remain vested in the classification, until they leave their position. These employees will be the primary Field Training Officer (FTO) whenever possible; and shall serve without additional compensation (e.g., move -up pay).
(MOU 12-17-13)

3.9.2 Employees in the classification of Police Officer who serve in the assignment of FTO, shall receive 5% move -up pay pursuant to Section 3.16, Move -Up Pay, of this MOU. Except as otherwise authorized by the Chief of Police or his designee, only one FTO at a time shall receive move -up pay for each Police Officer in a field trainee program (one-to-one ratio). Police Officers assigned as an FTO shall be available to serve as an FTO for the duration of the FTO assignment, except for emergency leaves of absence approved by management. (Sideletter 08-14-14)

3.9.2.1 However, Police Officers assigned to a Specialty Assignment (such as the Detective Bureau and the Gang Suppression Team) may temporarily serve as an FTO and will continue to receive their Specialty Assignment pay as defined below rather than receive FTO pay (e.g. Move -Up).
(Sideletter 04-23-14)

3.9.2.2 In addition, a Police Officer assigned a group of trainees (to prepare them for the academy) shall receive 5% Move -Up pay pursuant to Section 3.16, Move -Up Pay, of this MOU. Only one officer shall be assigned to prepare trainees for the academy at a time. (Sideletter 04-23-14)

3.9.3 Assignment to the Detective Bureau, SET or GST shall be for a three-year period with up to four (4), one-year extensions, at the sole discretion of the Chief of Police. Effective July 1, 2013, employees in the classification of Police Officer assigned to the Detective Bureau or GST shall be eligible for seven and one-half percent (71/2%) Specialty Pay for the duration of their assignment. Employees assigned to SET shall be eligible for a five percent (5%) Specialty pay for the duration of their assignment.
(MOU 03-20-19)

3.9.4 Removal from the Detective Bureau or GST for non -disciplinary reasons may be appealed within seven (7) calendar days from the date of notice, pursuant to Government Code 3304.
(MOU 12-17-13)
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SMPOA MOU CY 2022-2024

3.9.5 The K-9 Officer will function as a full -service patrol officer with all standard duties and responsibilities. The K-9 Officer will work on a 4-10 plan as assigned by the department. The K-9 Officer will be given forty-five minutes of on -duty time during each work shift for time spent in the care, grooming, and feeding associated with the handling of the canine and the cleaning of the patrol vehicle. In addition to on -duty time, a pro -rated stipend of $184.00 per pay period will be paid for the assignment of K-9 Officer.
(MOU 03-20-19)

3.9.6 Motor Officers who are certified to operate department issued motorcycles and who operate said vehicles in their daily operation, will be eligible to receive a pro -rated stipend of $80.77 per pay period in recognition of the assignment of Motor Officer. (MOU 03-20-19)

3.9.7 Additionally, the City proposes that both motor officers and canine handlers be subject to contract language that complies with Leever vs. Carson City in that the parties agree upon the above motor and canine stipends as being reasonable and appropriate for purposes of maintaining the motor and the canine.
(MOU 4-21-09)

3.9.8 Employees within the bargaining unit who demonstrate appropriate skills in both speaking and understanding the Spanish language, at a basic level, shall receive a two percent (2%) salary differential above his or her regular salary within the individual's designated classification. Employees who demonstrate Spanish speaking skills at an advanced level shall receive a five percent (5%) salary differential. The Human Resources Office will test for the skill level and retains the right to retest those officers currently receiving bilingual pay as recommended by Police Administration.
(MOU 12-15-15)

3.9.9 Dispatchers designated as "Certified Trainers," shall receive a 5% differential while actually performing training duties with an assigned trainee on an hour for hour basis. (MOU 12-24-05)

3.10 Unauthorized Absence — Job Abandonment

3.10.1 Any employee absent from his/her position for more than three (3) working days, without notification or prior permission of his/her department head, may be considered to have automatically terminated his/her employment with the City. Prior to separation from employment, the City shall serve a Notice of Intent upon the employee, by personal delivery or by depositing said notice in the U.S. Mail. The employee has five (5) calendar days from personal service, or eight (8) calendar days from date of mailing, to request an informal hearing before the City Manager or his/her designee. The employee may respond verbally or in writing, prior to the final notice of termination. At this meeting, the employee will be allowed to provide written and/or oral information concerning, but not limited to:

3.10.1.1 Whether or not the employee obtained prior permission for their absence; or

3.10.1.2 Any other circumstances that would excuse the failure of a notification of the absence.

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SMPOA MOU CY 2022-2024

3.10.2 The final determination will be based upon the reasons furnished by the employee to the appointing authority for not having obtained prior permission. If the employee fails to provide a valid reason for absence, the determination of the appointing authority shall be final. (MOU 02-01-22)

3.11 Overtime
(See City Code Sec. 2-20.17 and CAM 76-7)

3.11.1 Eighty (80) hours shall constitute a normal work period unless otherwise provided for, and forty (40) hours shall constitute a regular work -week, unless otherwise provided for. (MOU 1-5-99)

3.11.1.1 Time and one half of the employee's regular hourly rate shall be paid for all work in excess of forty hours in one regular workweek.
(MOU 12-17-13)

3.11.1.2 Incidental overtime is not compensable and may not be credited as overtime.

Incidental overtime shall be deemed to be any amount of overtime less than one quarter hour in one day.
(MOU 1-5-99)

3.11.1.3 "Emergency" is defined as a bona fide need for personnel created by some event or condition which on duty personnel are unable to deal with. Extensions of a normally assigned shift, either at the front or end of a watch, will not be deemed as an emergency.

3.11.1.4 No mandatory appearances will be required without compensation. (MOU 1-1-79)

3.11.1.5 The limit for accumulation of compensatory time off shall be 160 hours. (MOU 02-01-22)

3.11.1.6 Any overtime worked by an employee who has already accumulated 160 hours of compensatory time shall automatically be paid in cash at the premium rate. This provision also applies where an employee who has exercised the option to receive compensatory time off reaches the 160 -hour limit before receiving full compensation for overtime worked on a particular occasion. For example, where an employee with 158 hours of accumulated compensatory time who has exercised the option to receive overtime compensation in the form of compensatory time then works four hours of overtime, he/she shall receive premium compensation of six hours for that overtime in the form of two hours accumulated compensatory time and four hours cash.
(MOU 02-01-22)

3.11.1.7 Compensation for "on call" status by the court or District Attorney, while off duty, shall be paid as follows:

3.11.1.7.1 Two (2) hours straight pay or compensatory time off for being placed on - call for any period of time between the hours of 0800 and 1200 hours and or two (2) hours for being on -call for any period of time between the hours of 1201 and 1700 hours. If an COMPENSATION. WORK HOURS AND LEAVES PAGE 3-5

SMPOA MOU CY 2022-2024
employee makes an actual court appearance, the employee shall not be entitled to any on call pay during the time increment in which the court appearance occurs. In all instances, the compensation for call back for court time shall be a three-hour minimum, at time and one half.
(MOU 03-20-19)

3.11.1.8 All employees represented by the SMPOA are entitled to overtime compensation in accordance with the Fair Labor Standards Act and the provisions set forth in this MOU.

The City and the SMPOA mutually acknowledge that police personnel assigned to a specialty assignment including motorcycle duty and field training officer duty, shall limit all work -related activities associated with the specialty assignment to the designated hours of work, unless otherwise authorized, either verbally or in writing, by a supervisor. Work related activities associated with the above -named specialty assignments shall include time spent maintaining motorcycles and time spent either training police personnel or correcting the work of trainees under the trainer's supervision.
(MOU 11-2-93)

3.11.1.9 All paid leaves, including but not limited to, paid sick leave, vacation leave, holidays, bereavement leave and compensatory time off, shall be counted as "hours worked," for the purposes of calculating overtime.
(MOU 12-17-13)

3.11.1.10 The City agrees that an employee's regular work schedule shall not be adjusted to avoid paying overtime without an employee's consent or fourteen (14) calendar days' notice.
(MOU 02-01-22)

3.11.1.11 In accordance with Section 3.32, each calendar year, SMPOA employees can predesignate a cash -out up to forty (40) hours of compensatory time at straight time on one occasion anytime during the calendar year.
(MOU 03-20-19)

3.11.1.12 An employee who responds to duty during the employee's regular time -off, shall be compensated for call back at a three (3) hour minimum, at time and one half the employee's regular rate of pay.
(MOU 02-01-22)

3.11.1.13 An employee who receives a phone call on off -duty hours for which s/he is not otherwise receiving compensation (i.e., standby or call back pay) shall be compensated for all time spent on such calls, with a minimum of one (1) hour, at time and one half the employee's regular rate of pay. Cumulative time of 15 minutes or less in one day spent on phone calls shall be considered de minimus and not compensable. (MOU 02-01-22)
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SMPOA MOU CY 2022-2024

3.12 Emergency Work Response

3.12.1 All full-time City employees are responsible for providing current contact information and responding to work upon call at all times outside the regular work week for response in time of national emergency, civil disorder or a disaster, and to be compensated for the extra work. (MOU 05-01-12)

3.12.2 During the term of the agreement the parties agree to meet and confer regarding compensation for emergency response / mutual aid assignments. (MOU 02-01-22)

3.13 Holidays
(See City Code Sec. 2-20.20 and CAM 78-2)

3.13.1 All sworn employees will be eligible to receive, on a pro -rated basis (rounded to the nearest half-hour), up to one hundred twenty (120) hours of floating holiday time on the first payroll period in the payroll calendar year to use for time off during the payroll calendar year.

Sworn employees are eligible to cash out up to sixty hours (60) hours of floating holiday time each payroll calendar year at straight time by request; up to forty (40) hours on one occasion anytime prior to June 30th and the balance up to the sixty (60) hours after June 30th on one occasion. Any floating holiday hours remaining on the books as of the end of the final payroll period of the calendar year will automatically be cashed out at straight time and included in the last payroll check of the payroll calendar year. Following expiration of this agreement, holiday cash -out will sunset.
(MOU 02-01-22)

3.13.2 All Dispatcher I/IIs and Senior Dispatchers will be eligible to receive, on a pro -rated basis (rounded to the nearest half-hour), up to one hundred and ten (110) hours of floating holiday time on the first payroll period in the payroll calendar year to use for time off during the payroll calendar year. Dispatcher I/IIs and Senior Dispatchers are eligible to cash out up to fifty- five hours (55) hours of floating holiday time each payroll calendar year at straight time by request; up to thirty-two (32) hours on one occasion anytime prior to June 30th and the balance up to the fifty-five (55) hours after June 30th on one occasion. Any floating holiday hours remaining on the books as of the end of the final payroll period of the calendar year will automatically be cashed out at straight time and included in the last payroll check of the payroll calendar year. Following expiration of this agreement, holiday cash -out will sunset. (MOU 02-01-22)

3.13.3 During the term of this contract, for all employees (except sworn employees, Dispatcher I/IIs, and Senior Dispatchers), the City will recognize as holidays (8 hours each) on:

New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas. Non -sworn employees (except Dispatcher I/IIs and Senior Dispatchers) will be eligible to receive, on a pro -rated basis (rounded to the nearest half-hour), five days (forty hours) of floating holiday time on the first payroll period of the payroll calendar year to be scheduled off by formal request of each non -sworn employee with the approval of the department head.
(Side Letter 10-20-17)
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3.13.4 All non -sworn employees (except Dispatcher I/IIs and Senior Dispatchers) are eligible to cash -out or sell -back up to forty (40) hours of floating holiday time by request on one occasion during the payroll calendar year. Any floating holiday hours remaining on the books as the end of the final payroll period of the calendar year will automatically be cashed out at straight time and included in the last payroll check of the payroll calendar year. Following expiration of this agreement, holiday cash -out will sunset.
(MOU 03-20-19)

3.13.5 For employees separating service or starting during the calendar year, floating holidays will be pro -rated (rounded to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holiday time than the earned pro -rated amount for the payroll year, the excess used floating holiday time shall be deducted from vacation leave hours, then, if needed from the employee's final pay check without the necessity of the City securing a judgment. (Side Letter 01-22-15)

3.14 Closing of City Offices

3.14.1 All City offices and departments whose continuous functioning is not essential to the public welfare shall be closed to the public on every Saturday, every Sunday, and every holiday which is City designated. If, however, a department head determines that the functioning of said department is necessary on any such days in order to avoid unreasonable inconvenience to the public, said department head may, with the approval of the City Manager, direct that such department remain open with only such personnel present as he finds necessary. (Resolution No. 3112, 1-1-7; MOU 05-01-12)

3.15 Work Schedules

3.15.1 Work schedules shall be prepared which will preclude an employee from being required to return to work with less than 8 hours off between normal work shift changes. The Department shall have the ability to assign individuals to a 5/40 (eight hours a day, five days a week) work schedule due to the employee attending a scheduled training of five days or longer or being in a court trial anticipated to last five days or longer. (MOU 03-20-19)

3.16 Move Up Pay
(See CAM 77-3)

3.16.1 A five percent (5%) differential in salary shall be allowed for those personnel who are assigned to perform duties above their classification for ten consecutive working days or Step A of the classification the employee is working, whichever is greater. The employee working in a higher classification shall be compensated back to and including the first day that s/he works in the higher classification. An employee qualified to receive move up pay who is not performing out of class on a full-time basis shall be paid a percentage of the applicable move up pay in proportion to the number of hours worked in relation to a full work schedule. (MOU 02-01-22)
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SMPOA MOU CY 2022-2024

3.17 Educational Incentive Pay
(See CAM 76-4)

3.17.1 Employees shall receive educational incentive pay beginning upon their date of hire according to the following education incentive pay guidelines:
• AA degree (or 60 recognized college classroom units for pre -July 1,1999 hires) = 2.5% • BA degree (or 120 recognized college classroom units for pre -July 1,1999 hires) = 5% • MA degree = 7.5%

3.17.2 All other provisions of the current Educational Incentive Program shall remain in effect.

Current City requirements as set forth in CAM 76-4 shall apply.

3.17.3 The City agrees to provide this benefit upon date of hire.

3.17.4 Employees shall receive POST certificate incentive pay beginning upon their date of hire according to the following education incentive pay guidelines:
• Intermediate POST certificate = 2.5%
• Advanced POST certificate = 5%

3.17.5 An employee may receive both educational incentive pays listed in 3.17.1 and 3.17.4 so long as the combination does not exceed 7.5% educational incentive pay. (MOU 02-01-22)

3.18 Payroll Step Plan
(See City Code Sec. 2-20.06 & CAM 72-3 and CAM 72-6)

3.18.1 There shall be a minimum of twenty-six completed pay periods between each step in the pay plan.
(MOU 03-20-19)

3.19 "Y "Rate

3.19.1 Performance -related "Y" rating shall be when an employee who is not performing up to the established acceptable level standards set for his job may be "Y" rated, so that he/she would not receive their next salary range step increase. If and when his/her performance comes up to the acceptable level, he/she would then have the "Y" rating removed and would then receive their step increase.
(MOU 12-24-05)

3.20 Payroll and Pay Period

3.20.1 The City will implement its current biweekly payroll system for pay and the deposit every other Friday and provides for the employees' check to be automatically deposited in banks, savings and loan or credit unions, as chosen by the employee. Employees' checks will be deposited with the appropriate bank, etc. by noon of the payday. (MOU 1-1-79)
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SMPOA MOU CY 2022-2024

3.21 Probationary Period

3.21.1 The probationary period for all employees shall be the completion of twenty-six completed pay periods.
(MOU 03-20-19)

3.21.1.1 All newly hired sworn officers, not qualifying as lateral transfer as described in

3.21.1.2, shall be placed on probation for thirty-nine (39) pay periods from the date of employment.
(MOU 03-20-19)

3.21.1.2 The probationary period for all sworn officers that have been hired by the City after having earned a Basic POST certificate from another California law enforcement agency, without a break in service, are considered "lateral transfers" and shall be placed on probation for twenty-six (26) pay periods.
(MOU 03-20-19)

3.21.1.3 A new or re-employed non -sworn employee shall be placed on probation for twenty-six (26) pay periods from the date of employment. (MOU 03-20-19)

3.21.2 A full-time employee (sworn and non -sworn) shall be placed on promotional probation for twelve (12) months from the date of promotion with the exception of promotions to classifications that require specific certification(s). For employees in the Police Trainee (non - sworn) classification promoting to the Police Officer (sworn) position shall be placed on probation for eighteen (18) months from the date of promotion.
(Side Letter 01-17-17)

3.22 Hours of Work

3.22.1 Effective with the implementation of the alternative patrol work schedule, police officers, and corporals may be assigned to work either five - 8 hour shifts or four - 10 hour shifts as agreed upon between the Police Chief and the SMPOA. A modified seniority bid system for shifts and days off shall be in compliance with General Orders as defined in Section 7-12. If at any time the 4-10 is deemed not workable by the City, an alternative program may be instituted after having met and conferred with the SMPOA. In the event that the original work schedule of five days/eight hours per day is again implemented, all benefit modifications associated with the implementation of the 4-10 plan shall be reinstated without retroactivity. (MOU 12-17-13)

3.22.2 Dispatchers and Senior Dispatchers will be granted a 7.5% shift differential over and above their hourly rate when working an eight, ten, or twelve hour shift that falls between the hours of 11:00 a.m. to 3:00 a.m. The following are examples of qualifying shifts for the 7.5% shift differential:

3.22.3 Any 8, 10, or 12 -hour shift between the hours of 11:00 a.m. to 3:00 a.m., such as:
11:00 a.m. — 11:00 p.m. (12 hr. shift)
11:00 a.m. — 9:00 p.m. (10 hr. shift)
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3:00 p.m. — 1:00 a.m. (10 hr. shift)
4:30 p.m. — 2:30 a.m. (10 hr. shift)
5:00 p.m. — 3:00 a.m. (10 hr. shift)
4:30 p.m. — 12:30 a.m. (8 hr. shift)

3.22.4 Dispatchers and Senior Dispatchers will be granted a 15% shift differential over and above their hourly rate when working an eight, ten, or twelve hour shift that falls between the hours of 7:00 p.m. to 7:00 a.m. The following are examples of qualifying shifts for the 15% shift differential:

3.22.5 Any 8, 10, or 12 -hour shift between the hours of 7:00 p.m. to 7:00 a.m., such as:
7:00 p.m. — 7:00 a.m. (12 hr. shift)
9:00 p.m. — 7:00 a.m. (10 hr. shift)
11:00 p.m. — 7:00 a.m. (8 hr. shift)
(MOU 4-21-09)

3.22.6 Dispatchers and Senior Dispatchers working a partial shift (less than 8 hours), shall receive a shift differential based upon the qualifying shift vacancy on an hour by hour basis based upon the qualifying shift vacancy or based upon the majority of the hours worked in the special assignment (no vacancy). Dispatchers and Senior Dispatchers will only be eligible to receive shift differential when actually working or covering any portion of a qualifying shift. (MOU 05-01-12)

3.22.7 For Dispatch Personnel:

3.22.7.1 The City agrees to extend the following shift exchange program to dispatch personnel during the term of this contract. However, if coverage or shift exchanges become an operational or scheduling issue for management, the City retains its right to discontinue the pilot program without engaging in the meet and confer process.

3.22.7.2 The classifications of Senior Dispatcher, Dispatcher I I , and Dispatcher I may exchange all or any portion of a work shift in a manner consistent with the FLSA and Department policy, provided that the replacement is a qualified employee. To assure that replacements are qualified employees, it is required that all shift exchanges follow procedures set forth in the Department's Staffing and Time Off Policy. The City is not responsible for shift exchange arrangements made between employees and is not responsible for any record keeping. Outstanding shift exchange paybacks are the responsibility of the individuals involved. According to the FLSA, shift exchanges are not considered "hours worked" and, therefore, will not be considered for the purposes of calculating overtime.

3.22.7.3 An employee who owes exchange time to another employee shall work for the other employee, and will not be allowed to pay it back in vacation time or other paid leave time.

3.22.8 Donning and Doffing:

3.22.8.1 The City does not require any employee in the unit represented by the SMPOA, to don and/or doff any uniforms and/or related gear/equipment at City facilities/premises.

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Any unit member who does don and/or doff any of the above items at City facilities/premises, does so voluntarily.

3.25 Standby Pay

3.25.1 The City agrees to amend Standby Pay to be consistent with the provisions of the Fair Labor Standards Act.
(MOU 1-1-91)

3.25.2 The City agrees to compensate employees assigned to standby status a rate of $5.00 per hour for all hours the employee is required to be on standby. (MOU 02-01-22)

3.26 Tuition Reimbursement

3.26.1 The City agrees to reimburse employees up to $2,000 per calendar year for the cost of tuition and books if a grade of "C" or better is obtained. This benefit may be used for (1) employee -initiated, management approved training classes provided by a recognized educational institution or (2) POST certified training beyond the minimum required through POST during the employee's off -duty hours or (3) other educational institutions approved by the Police Chief.
(MOU 02-01-22)

3.26.1.1 Receipts for tuition reimbursement shall be submitted as soon as possible; however, must be received within 120 days of course completion, for processing by the City. (MOU 12-17-13)
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SMPOA MOU
ARTICLE I I I . VACATIONS AND SICK LEAVE

3.30 Vacations
(See City Code Sec. 2-20.19 and CAM 71-5)
CY 2022-2024

3.30.1 The following vacation schedule shall be instituted for all sworn employees:

Years
0-4
5-6
7 8
9 10
12 13
14 15
16 20+
Hours
Earned
80 96
104
112
120
128
136
144
152
160
168
184
(MOU 12-14-02)

3.30.2 The following vacation schedule shall be instituted for all non -sworn employees:

Years
0-5
6 7
8 9
10 11
12 13
19 20+
Hours
Earned
80 96
104
112
120
128
136
144
152
160
168

3.30.3 Employees can use earned vacation time upon accrual, provided the vacation request is approved by the employee's supervisor. However, requests for use of vacation time during a new hire probationary period must be approved by the Chief of Police and the City Manager's Office.
(MOU 12-24-05)

3.30.4 The maximum allowable vacation credit at any one time for an employee shall be 336 hours. When an employee reaches the maximum allowable vacation credit, no additional vacation credit will be accrued until the vacation balance is below the maximum.

3.30.5 Effective during the term of this agreement only, all employees performing at an overall rating level of at least acceptable or above are eligible to cash out up to eighty (80) hours of vacation time at straight time on one occasion anytime during the payroll calendar year, so long as they have (after said cash out) a minimum vacation balance of at least forty (40) hours on the books. This cash out benefit shall be made in accordance with Section 3.32. Following expiration of this agreement, vacation cash -out will sunset.
(MOU 02-01-22)

3.30.6 The City agrees to reinstate vacation accrual rates for previous years of service for former City employees who have completed their probationary period and return to City employment.
(MOU 05-01-12)
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3.31 Sick Leave
(See City Code Sec. 2-20.21)

3.31.1 A new employee shall start accruing sick leave upon completing their first payroll period.
(MOU 12-24-05)

3.31.2 There shall be no maximum accumulation on sick leave. Sick leave benefits will not be available for use until credited in the sick time account. (MOU 1-1-76)

3.31.3 Sick leave will be granted to employees when they are incapacitated for the performance of duties by sickness, injury; or for medical, dental or optical examination or treatment.
(MOU 1-1-79)

3.31.4 Employees may use up to half of their annually accrued sick leave per calendar year for "family illness" purposes. "Family" is defined as anyone related to the employee by blood, marriage, or law within the second degree of consanguinity.

3.31.5 Up to five days (forty [40] hours) per calendar year per employee may be used for family bereavement leave charged to sick leave. "Family" is defined as anyone related to the employee by blood, marriage, or law within the third degree of consanguinity. (MOU 05-01-12)

3.31.6 Sick leave accumulation for sworn employees shall be granted at the rate of eight (8) pro -rated hours for each calendar month of service. Sick leave accumulation for non -sworn employees shall be granted at the rate of 7.35 pro -rated hours for each calendar month of service.
(MOU 4-21-09)

3.31.7 The sick leave incentive program is designed to compensate all employees at the rate of 50 percent for all accrued sick leave beyond 240 hours to a maximum of 1,600 hours when the employee leaves city service upon regular retirement, disability retirement or death. All of the remaining unused sick leave can be converted to the CaIPERS retirement benefit plan. (MOU 05-01-12)

3.31.7.1 Unused sick leave at time of retirement, for which there is no compensation or remuneration at all to the employee, would be converted to additional service credit pursuant to Government Code Section 20965.
(MOU 05-01-12)

3.31.7.2 The City shall retire an employee prior to the exhaustion of sick leave in conjunction with an industrial or non -industrial injury upon a determination that the employee's condition is permanent and stationary for disability retirement purposes. The employee's unused sick leave shall be compensated pursuant to the terms of the City's sick leave incentive program as described above.

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3.31.7.3 These provisions are intended to contravene Government Code Section 21025.2 insofar as it provides that an employee's disability retirement will not commence until all sick leave benefits are exhausted.

3.31.7.4 The City agrees to reinstate unused sick leave upon receiving documented proof from the employee as to the amount of sick leave that was unused at the time of separation for said former City employees who have completed their rehire probationary period. (MOU 05-01-12)

3.31.7.5 Sick leave is a benefit to be used for bona fide personal illnesses or as provided in this Section. Employees shall not engage in nor condone misuses of this benefit. (MOU 1-5-99)

3.32 Constructive Receipt

3.32.1 Employees may receive a cash payment for unused vacation, and/or compensatory time provided they meet the requirements set forth in the applicable provision of the MOU and abide by the below.

3.32.2 Employees will have the option to declare their intent to cash out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:

3.32.2.1 Hours cashed out shall be paid at straight time.

3.32.2.2 By December 1 of each year, employees can declare their intent to cash out the leave (or a portion of the leave) they earn during the following calendar year. For example, elections made by December 1, 2022 shall apply to hour accrued in 2023.

3.32.2.3 The employee can choose any pay period(s) during the following year to receive the elected cash out, so long as it also within the payroll calendar year and must declare the selected pay period for cash out at the time of election.

3.32.2.4 Once an election is made it cannot be rescinded.

3.32.2.5 The employee will be responsible to make sure the required number of hours to be cashed out are available at the time of each cash out. If less than that number of hours is available for cash out, then the employee's cash out during that year will be limited to the available hours, only.

3.32.2.6 For example, if an employee elects to cash out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed out.

3.32.2.7 Employees will be required to complete the City's standardized election form.

3.32.2.8 Failure to submit an irrevocable election form by December 1 of each year shall be the same as not electing to cash out leave during the following payroll calendar year. (MOU 03-20-19)
COMPENSATION. WORK HOURS AND LEAVES PAGE 3-15

SMPOA MOU CY 2022-2024
CHAPTER 4. RETIREMENT

4.1 CaIPERS

4.1.1 For those sworn unit members in the employ of the City prior to July 1, 2011, the City shall provide the California Public Employees' Retirement System (CaIPERS) 3% at 50 retirement benefit based on the single highest year retirement (one-year final compensation) retirement formula. Effective December 21, 2019, Classic Sworn employees will be responsible for paying an additional three (3%) towards the employee required contribution, for a total of six percent (6%). Effective December 19, 2020, Classic Sworn employees will be responsible for paying an additional three (3%) towards the employee required contribution, for a total of nine percent (9%).
(MOU 03-20-19)

4.1.2 The City also provides the CaIPERS Section 20903 credit for unused sick leave conversion.

4.1.3 The City shall provide the CaIPERS 3% @ 55 retirement benefit for those classic sworn unit members hired on or after July 1, 2011, based on the last 36 months of employment (three- year average highest compensation) retirement formula, with the employees required to pay the entire members' contribution.
(Resolution 2013-23)

4.1.4 The City also provides the CaIPERS Section 21024 Military Service Credit as Public Service benefit.

4.1.5 The City agrees to provide the CaIPERS 2.7% at 55 retirement benefit for all non -sworn unit members in the employ of the City prior to July 1, 2011. Effective upon adoption of this MOU, the City's contribution to the non -sworn employees' share of retirement, for those unit members shall be four percent (4%). Effective December 21, 2019, the City's contribution to the non -sworn employees' share of retirement, for those unit members shall be two percent (2%).

Further, effective December 19, 2020, the City will not contribute to the employees' share of retirement.
(MOU 03-20-19)

4.1.6 The City shall provide the CaIPERS 2% at 55 retirement benefit for those classic non - sworn unit members hired on or after July 1, 2011, based on the last 36 months of employment (three-year average highest compensation), and the employees shall be required to pay the entire members contribution.
(Resolution 2013-23)
RETIREMENT PAGE 4-1

SMPOA MOU CY 2022-2024

4.1.7 As defined under the Public Employee Pension Reform Act (PEPRA), public safety "non -classic" employees (aka new members) hired after January 1, 2013 shall be covered under the CaIPERS 2.7% at 57 retirement benefit, based on the last 36 months of employment (three- year average highest compensation), and the employees shall pay fifty percent (50%) of the total "normal" cost of the benefit (as determined by CaIPERS annually), through a payroll deduction.

Eligibility for other benefits provided to classic employees under this MOU through CaIPERS (as stated above) shall be determined by the provisions of PEPRA for "non -classic employees" aka new members.
(MOU 02-05-13)

4.1.8 As defined under the Public Employee Pension Reform Act (PEPRA), miscellaneous "non -classic" employees (aka new members) hired after January 1, 2013 shall be covered under the CaIPERS 2% at 62 retirement benefit, based on the last 36 months of employment (three- year average highest compensation), and the employees shall pay fifty percent (50%) of the total "normal" cost of the benefit (as determined by CaIPERS annually), through a payroll deduction.

4.1.9 The City also provides the CaIPERS Government Code Section 21548 (Pre -retirement Option 2W Death Benefit).

4.1.10 The City also provides the Section 21574 (Fourth Level of 1959 Survivor Benefits) to unit members.

4.1.11 The City also provides the CaIPERS Post -Retirement Survivor Allowance for non - safety members.
(MOU 05-01-12)

4.2 Deferred Income

4.2.1 The City's match toward the employees voluntarily deferred income program shall be a maximum of $23.08 per pay period for sworn employees and $4.62 per pay period for non - sworn employees.

RETIREMENT PAGE 4-2

SMPOA MOU CY 2022-2024
CHAPTER 5. INSURANCE

5.1 General Eligibility
(See City Code Sec. 2-10.01 through 2-10.07)

5.1.1 A new employee shall be eligible for life insurance, disability and health insurance upon his/her first day of employment. However, the effective date of coverage may vary depending upon whether or not the required premiums necessary to pay for the insurances were deducted from the new hire's earnings in the month prior to the benefit commencing. (MOU 12-24-05)

5.2 Disability Insurance

5.2.1 In 1991 the City agreed to shift its dollar contribution for sworn employees' Long -Term Disability (LTD) benefits to the amount the City contributes toward employees' optional health insurance. The City of Santa Maria is not responsible for the LTD program for sworn employees as it is provided through SMPOA and sworn employees shall continue to pay the entire premium themselves.
(MOU 03-20-19)

5.2.2 Non -sworn employees shall participate in the City's Short-Term/Long-Term Disability program and shall pay the entire premium themselves up to the first $3,000 of salary earnings each month. The short-term disability plan will be at 66 2/3% of weekly earnings to a maximum of 1,154 per week. The long-term disability plan will be at 66 2/3% of weekly earnings to a maximum of $5,000 per month.
(MOU 04-21-09)

5.2.3 Should the association decide to provide non -sworn employees with long-term disability benefits, the Association shall provide the City with written notice to this fact and the City will work with them on a transitional period.
(MOU 12-24-05)

5.3 Health Insurance

5.3.1 The City currently provides employee medical insurance through the CaIPERS Public Employees' Medical and Hospital Care Act (PEMHCA). As a condition of participation in the PEMHCA plan, the CaIPERS Board determines an annual Minimum Employer Contribution (MEC); which shall be used solely toward City -sponsored medical insurance premiums. For 2022, the MEC is $149.00 per month.
(MOU 02-01-22)

5.3.2 Effective the first payroll period after ratification by the City Council, the monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 782.44
Employee + 1 $ 965.88
Family $1,410.18
INSURANCE PAGE 5-1

SMPOA MOU CY 2022-2024

5.3.2.1 Effective the first payroll period containing January 1, 2023, the monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 782.44
Employee + 1 $1,150.00
Family $1,500.18

5.3.2.2 Effective the first payroll period containing January 1, 2024, the monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 807.44
Employee + 1 $1,250.00
Family $1,675.18
(MOU 02-01-22)

5.3.3 The City shall provide a pro -rated cash option to those employees who do not elect to fully use the optional health insurance contribution amount provided they are in compliance with the below stated evidence of coverage provision. If an employee is in a paid status and does not participate in the health program and elects the pro -rated cash option, sworn employees will receive $460.10, and all non -sworn employees will receive 324.60 on a monthly basis. (Side Letter 01-22-15)

5.3.4 Evidence of major medical health insurance coverage will be required for those employees who receive the cash option and who do not elect to use the City -sponsored health benefits. As a requirement for continued eligibility to receive the cash -back option, employees shall provide proof of insurance and sign a form ensuring that they have other continuing major medical health insurance coverage, as requested by the City or on an annual basis. (MOU 12-17-13)

5.4 Life Insurance

5.4.1 The City agrees to provide sworn employees $50,000 in Life and AD&D insurance.

The City will pay $4.89 bi-weekly for employee only insurance, and $5.04 bi-weekly for employee and dependent insurance.

5.4.2 The City agrees to provide non -sworn employees $50,000 in Life and AD&D insurance.

The City will pay $4.91 bi-weekly for employee only insurance, and $5.06 bi-weekly for employee and dependent insurance.
(MOU 4-21-09)

5.5 Dental Insurance

5.5.1 The City shall implement the dental insurance program and cover the cost of premiums for sworn employee and family.

5.5.2 Non -sworn employees shall be eligible to participate in the City's dental program, with the maximum dental benefit amount of $2,000 annually. Cost of the plan shall be covered by the City.
(MOU 02-01-22)
INSURANCE PAGE 5-2

SMPOA MOU

5.6 Optical Insurance
CY 2022-2024

5.6.1 The City will make available an optical plan for the employees to participate in. Cost of the plan shall be covered by the employee.
(MOU 1-5-99)

5.7 Post Employment Health Plan

5.7.1 The City will contribute $23.08 per pay period toward a post employment health plan for all employees.
(MOU 12-03-09)
INSURANCE PAGE 5-3

SMPOA MOU CY 2022-2024
CHAPTER 6. UNIFORMS AND EQUIPMENT

6.1 Uniform Allowance

6.1.1 The City shall furnish each employee required to wear a uniform an initial issue of uniforms and agrees to replace normally worn or damaged uniforms for all sworn personnel on an ongoing basis.

6.1.2 The City shall provide a pro -rated uniform allowance of $15.38 per payroll period for personal maintenance (cleaning and laundering) of uniforms to sworn employees and Police Services Technicians required to wear uniforms on a daily basis. This uniform allowance shall terminate on the 31st consecutive calendar day of absences. (MOU 03-20-19)

6.1.3 The City also agrees to furnish and replace normally worn or damaged uniform items for the Crime Lab & Evidence Supervisor, Criminalistics Technician I/Ils Senior Dispatchers, Dispatcher I/IIs, and Police Service Technicians.
(MOU 03-20-19)

6.1.4 The standards and specifications of all uniform items shall be determined by the Police Chief.

6.1.5 Replacement of worn or damaged uniforms will be subject to inspection and approval by an employee's immediate supervisor.

6.1.6 The initial issue of uniforms for sworn employees will consist of the following items:
• uniform pants (2)
• uniform shirts (3 - at least one long sleeve)
• uniform shirt for load -bearing ballistic carrier vest (upon request) • uniform shirt
• uniform tie (1)
• field jacket (1)
• name tag (2)
• domed badge (1)
• flat badge with wallet (1)
• service stripes and rank insignias
• necessary initial alterations
UNIFORMS AND EQUIPMENT PAGE 6-1

SMPOA MOU CY 2022-2024

6.1.7 The initial issue of uniforms for the Senior Dispatchers and Dispatchers 1/11 shall consist of the following:
• (5) Black Polo Shirts
• (2) Long Sleeve Uniform Jersey Shirts
• (2) Black Uniform Pants
• (1) Black Uniform Sweatshirt (full zip or 1/4 zip style) (MOU 03-20-19)

6.1.8 The initial issue of uniforms for the Police Service Technician shall consist of the following:
• Uniform Shirt (2)
• Uniform Pants (2)
• Field Jacket (1)
• Name Tag (1)
• Domed Badge (1)
• Rain Gear (1)

6.1.9 The initial issue of uniforms for the Crime Lab & Evidence Supervisor and Criminalistics Technician I/I1s shall consist of the following:
• (5) Polo Shirts
• (2) BDU Pants
• Rain Gear
• Field Jacket
• Lab Coat (2)
• Domed Badge (1)
(MOU 03-20-19)

6.1.10 SWORN: For "classic" sworn employees, as defined by PEPRA, for CaIPERS purposes, the value of new and replacement uniforms will be determined by using the average per pay period cost of said uniforms for sworn personnel required per this MOU to wear a uniform. The average cost will be calculated by using the annual fiscal year cost of uniforms for all eligible sworn personnel, dividing that annual cost by the number of eligible sworn personnel and dividing that result by the number of pay periods in the fiscal year. The per pay period average cost will be updated at the beginning of each payroll calendar year using the previous fiscal year's cost.
(MOU 02-05-13)
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SMPOA MOU CY 2022-2024

6.1.11 NON -SWORN: For "classic" non -sworn employees, as defined by PEPRA, for CaIPERS purposes, the value of new and replacement uniforms will be determined by using the average per pay period cost of said uniforms for non -sworn personnel required per this MOU to wear a uniform. The average cost will be calculated by using the annual fiscal year cost of uniforms for all eligible non -sworn personnel, dividing that annual cost by the number of eligible non -sworn personnel and dividing that result by the number of pay periods in the fiscal year.

The per pay period average cost will be updated at the beginning of each payroll calendar year will use the average cost based on the most recently complete fiscal year. (MOU 02-05-13)

6.2 Personal Property/Equipment Damaged

6.2.1 If the employees of the Police Department, during the normal course of their duties, are involved in an incident within their scope of employment, wherein their personal property or equipment is damaged, destroyed or taken as a direct result of the incident, the employee may request the Chief of Police to investigate the facts surrounding the incident. If the Chief of Police is satisfied that the facts of the incident occurred within the scope of employment of the employee, and the employee was exercising good judgment at the time of the incident, he shall forward to the City Manager a report recommending just compensation. (MOU 1-1-73)

6.2.1.2 Maximum replacement cost for glasses (prescription or sun) shall be one hundred and twenty-five dollars ($125) and for all other items seventy-five dollars ($75). (MOU 1-5-99)

6.3 Safety Equipment

SMPOA MOU CY 2022-2024
• 1 semi -automatic pistol
• 1 0/C Pouch
• 1 0/C Canister
• Uniform patches (sufficient to be placed on all necessary uniforms) • 1 raingear (upon request)
• Bulletproof vest
• Body armor
• 1 Load -bearing ballistic carrier vest (upon request after passing probationary period) (MOU 02-01-22)

6.3.1.1 The above applicable equipment shall be either leather or basket -weave light weight duty gear.
(MOU 12-24-05)

6.4 Vehicle Replacement

6.4.1 The City agrees to replace or rebuild police vehicles at such time as they are no longer able to be safely operated, as determined by the Department of Public Works. (MOU 4-21-09)
UNIFORMS AND EQUIPMENT PAGE 6-4

SMPOA MOU CY 2022-2024
CHAPTER 7. SPECIAL PROVISIONS

7.1 Slow Down, Work Stoppage or Strike

7.1.1 The SMPOA does not condone a slow down, work stoppage, or strike by its members or by the Association and, if such does occur, that immediate disciplinary action will be taken by the City Manager toward the individuals. If a slow down, work stoppage or strike does occur, the SMPOA will immediately call a meeting of its membership to determine the reasons for such action, explain the proper procedure for handling grievances, and then meet with the City's representatives through the meet and confer process in an attempt to resolve the issue. (MOU 1-1-74)

7.2 Association Business

7.2.1 The City recognizes the importance of association business and will provide release notices to association bargaining team members to participate in negotiation sessions with the City. The City will allow the Association Treasurer and new employees up to fifteen minutes on paid City time to meet within the first week of the new hire's employment to discuss association membership. During the term of this agreement, the City will also allow an executive board member a reasonable amount of on -duty time to resolve an official written formalized grievance.

The determination of what constitutes "reasonable amount of on -duty time" shall be determined by the department's command staff (Police Chief and/or Commander) and shall be subject to reasonable notice by the association for advance approval by either the Police Chief and/or Commander. Although management will not unreasonably deny such requests, management does retain its rights under this MOU to direct the daily operations and work assignments.

7.2.2 Activities concerned with the internal affairs of the association not otherwise specified herein, such as collecting dues, holding membership meetings, campaigning for office, conducting elections and distributing literature, etc., shall not be conducted during working hours, unless otherwise authorized by the City Manager.

7.2.3 No Association business will be handled during regular working hours, unless first approved by the City Manager.
(MOU 8-21-07)

7.2.4 The Association will be provided with a paid leave bank of a maximum of 150 hours per year. Only Association officers or bargaining team members may draw from the bank.

Requests to use time from the bank must be made reasonably in advance of the use. Approval is subject to the operational necessity of the department and normal time off approval processes.

Time bank hours can be used for POA operational needs including but not limited to Association training, meetings, and ancillary business. The Chief has the sole discretion to approve additional paid leave beyond the 150 -hour bank.
(MOU 03-20-19)

7.3 Range Qualification

7.3.1 The City will provide the necessary ammunition (assembled rounds) for each officer for firearms qualifications as dictated by department policy.

SPECIAL PROVISIONS PAGE 7-1

SMPOA MOU CY 2022-2024
(MOU 1-1-85)

7.4 Representation

7.4.1 Positions represented by the SMPOA include Police Officer, Police Corporal, Crime Lab & Evidence Supervisor, Criminalistics Technician I/11, Police Services Technician, Police Trainee, Dispatcher I/II, and Senior Dispatcher.
(MOU 02-01-22)

7.5 Safety
(See CAM 83-1)

7.5.1 The Association will actively participate in all phases of an employee safety program which shall provide appropriate controls for dealing with repeated violators of the established safety regulations.
(MOU 1-1-76)

7.6 Grievances

7.6.1 The purpose of this section is to provide an orderly method for the settlement of a dispute between the City and its employees. Such a dispute shall be defined as a grievance and must be presented within thirty (30) calendar days of the date it occurred or within thirty (30) calendar days of the date the employee could reasonably be expected to have knowledge of the occurrence. An employee may request the assistance of another person of his own choosing in preparing and presenting his appeal at any level of review. All grievances shall be processed in accordance with the following steps, time limits and conditions herein set forth:

7.6.1.1 Grievance shall be submitted in writing to the immediate supervisor who shall promptly meet and discuss grievance with the employee and reply within seven (7) calendar days.

7.6.1.2 In the event the decision of the immediate supervisor does not satisfy the grievance, it may be appealed in writing within seven (7) calendar days to the department head who shall within seven (7) calendar days meet and discuss the grievance with the employees. The department head shall reply within seven (7) calendar days his decision and reply in writing.

7.6.1.3 Any appeal of the department head's decision must be made in writing to the City Manager within not more than seven (7) calendar days following the date the employee is informed of the department head's decision. The City Manager shall either act as Hearing Officer in this appeal or appoint a Hearing Officer. The Hearing Officer shall meet and discuss the grievance with the employee and shall reply at the earliest possible date. The Hearing Officer's decision shall be final.

7.6.1.4 If the employee fails to appeal the decision at any level within the organization within seven (7) calendar days of the decision, the decision shall be considered final and shall not be subject of further administrative appeal.

7.6.2 All grievances shall be submitted containing the following:

SPECIAL PROVISIONS PAGE 7-2

SMPOA MOU CY 2022-2024
• Division name;
• Grievant's name;
• Date of dispute or alleged MOU violation;
• Location of dispute;
• Description of the grievance;
• What action or adjustment is sought;
• What policy, agreement provision, rule, or verbal / written command is involved; • Whether the grievance has been discussed with a supervisor; o If so, what response was given by the supervisor;
o Why the grievant is not satisfied with the supervisor response; • Grievant's signature or association representative.

Grievances shall not be completed during an employee's work hours or using City equipment.

7.6.3 Should the employee or the City at any step of the grievance require additional time to reply within the stipulated time period, the party requiring the additional time shall notify the other party. A thirty (30) day maximum extension is all that will be allowed unless agreed to by both parties.

7.6.4 Appeals that involve disciplinary action, shall be processed in accordance with City CAM 2003-01 and the Side Letter of Agreement dated November 8, 2004 regarding disciplinary appeal procedures.
(MOU 4-21-09)

7.6.5 The above grievance procedure is not to be used for:

7.6.5.1 The purpose of achieving changes in wages, hours and working conditions.

7.6.5.2 To challenge the content of employee evaluations or performance reviews.

7.6.5.3 To challenge the decision to reclassify, layoff, deny reinstatement, or deny a step or merit increase to an employee unless it violates an expressed provision of the MOU or law.

7.6.5.4 In cases of oral reprimand, written reprimand, punitive transfer, reduction in pay, demotion, suspension, or termination.

7.6.5.5 To challenge examinations or the appointment to positions unless it violates an expressed provision of the MOU or law.
(MOU 12-14-02)

7.7 Management Rights and Responsibilities

7.7.1 Management Rights: The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provisions of this MOU or by law to manage the City, as such rights existed prior to the execution of this MOU. The sole and exclusive rights of Management, as they are not abridged by this agreement or by law, shall include but not be limited to, the following rights:

SPECIAL PROVISIONS PAGE 7-3

SMPOA MOU CY 2022-2024

7.7.1.1 To manage the City generally and to determine the issues of policy.

7.7.1.2 To determine the existence or non-existence of facts which are the basis of the management decision.

7.7.1.3 To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services.

7.7.1.4 To determine the nature, manner, means and technology, and extent of services to be provided to the public.

7.7.1.5 To determine methods of financing.

7.7.1.6 To determine types of equipment or technology to be used.

7.7.1.7 To determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted.

7.7.1.8 To determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract or subcontract any work or operation of the City.

7.7.1.9 To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.

7.7.1.10 To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

7.7.1.11 To establish and modify productivity and performance programs and standards.

7.7.1.12 To discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause.

7.7.1.13 To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications and to reclassify employees in accordance with this MOU and applicable resolutions and codes of the City.

7.7.1.14 To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

7.7.1.15 To maintain order and efficiency in its facilities and operations.

7.7.1.16 To establish and promulgate and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention with this Agreement.

7.7.1.17 To restrict the activity of an employee organization on municipal property and on municipal time except as set forth in this MOU.

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SMPOA MOU CY 2022-2024

7.7.1.18 To take any and all necessary action to carry out the mission of the Agency in emergencies.

7.7.2 Authority of Third Party Neutral: All management rights, powers, authority and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third party neutral shall have the authority to diminish any of the management rights which are included in this section.

7.7.3 Impact of Management Rights: Where required by law, the City agrees prior to implementation to meet and confer with union over the impact of the exercise of a management right upon wages, hours, and other terms and conditions of employment of its members unless the impact consequences of the exercise of a management right upon the union members is provided for in this MOU, Personnel Rules and Regulations or Departmental Rules and Regulations.
(MOU 12-11-78)

7.8 Changing Employee Representation Groups

7.8.1 Any time an employee changes from one employee group to another, that employee will be covered by the provisions of the Memorandum of Understanding regarding the new employee group and the employee gives up any claim to the MOU provisions of the old employee group.
(MOU 1-1-79)

7.9 Layoff Procedure
(See CAM 79-2 & MOU 1-1-79)

7.9.1 Purpose: To provide a means by which employees are to be demoted or laid off when a reduction in force occurs.

7.9.2 Employee Evaluations: Where employee evaluation forms are used, the last regular annual evaluation form shall be used. Employees with a rating of "Unsatisfactory" shall be demoted or laid off first; those with a rating of "Below Average" second; those with a rating of "Satisfactory" third; those with a rating of "Above Average" fourth; and those in the "Outstanding" category last. If more than one employee is in a category, the one with the least seniority shall go first.

7.9.3 Reduction in Force — Demotion: Except as otherwise provided, whenever there is a reduction in work force, the appointing authority shall first demote to a vacancy, if any, in a lower class for which the employee is qualified, the employee with less than five years continuous service in that classification and with the lowest performance rating. For those employees with more than five years of service in the affected classification, the employee with the least continuous City service in that classification shall be demoted first. All persons so demoted shall have their names placed on the classification reinstatement eligibility list.

7.9.4 Reduction in Force — Layoff: Except as otherwise provided, whenever there is a reduction in work force, the appointing authority shall secondly lay off employees by class, by the affected department. Those employees with the lowest performance rating and less than five years continuous service in that classification shall be laid off first. For those employees SPECIAL PROVISIONS PAGE 7-5

SMPOA MOU CY 2022-2024
with more than five years of service in the affected classification and department, the employee with the least continuous city service in the affected classification shall be laid off first.

7.9.4.1 Whenever two or more employees with less than five years continuous service in the affected classification have the same performance category ratings, the first to be laid off will be the one with the least seniority. Whenever two or more employees with more than five years continuous service in the affected classification have the same seniority status, the employee with the lowest category performance rating shall be laid off first.

7.9.4.2 Any employee so laid off will be given ten working days notice in writing by the appointing authority. All probationary and permanent persons so laid off shall have their names placed on the City re-employment eligibility list.

7.9.4.2.1 NOTICE: The appointing authority shall send written notice to the last known address of each employee affected by a layoff at least ten working days prior to the effective date of the action. The notice shall include the: (a) reason for the layoff; (b) classes to which the employee may demote within the department, if any; (c) effective date of the action; (d) appeal rights of the employee; and (e) conditions governing retention on and reinstatement from re-employment lists.

7.9.5 Determining Length of Seniority: In determining continuous City service seniority, all uninterrupted employment including periods of authorized leaves of absence, periods of employment prior to a previous layoff, in a full time position as listed in Schedule II of the Schematic List of Classes and approved in the adopted fiscal budget, shall be counted as continuous City service seniority. Time served as a part-time employee or employment under a federal program, shall not be credited toward seniority for this purpose. In determining classification seniority, all time that an employee has been employed in a particular classification and not within a classification series (e.g. Account Clerk I I, Steno Clerk, Maintenance Worker I I I , etc.) shall be counted as classification seniority.

7.9.5.1 Computing Length of Service: Only continuous time spent in a permanent full time position shall be computed for seniority rating.

7.9.6 Order of Reduction in Force: In a reduction in force situation, the following layoff shall be followed:

7.9.6.1 Probationary employees in reverse order of their classification job performance in the affected classification.

7.9.6.2 Should there be need for further reduction, regular employees in the affected classifications shall be involuntarily demoted: those with less than five years of service based upon their job performance; those with five years of permanent service demoted in reverse order of their classification seniority.

7.9.7 Determining Order of Layoff and Demotion for Employees with Identical Seniority and/or Job Performance: Should two or more employees have identical classification seniority and/or job performance, the order of layoff and demotion shall be determined by random selection.

SPECIAL PROVISIONS PAGE 7-6

SMPOA MOU CY 2022-2024

7.9.7.1 If the seniority of two or more employees in the affected classification is equal, departmental seniority shall be determined.

7.9.7.1.1 Exceptions: Notwithstanding the foregoing, if the appointing authority determines that the public interest will not be served by application of the above criteria, the appointing authority may depart therefrom on the basis of a clearly demonstrable superiority in performance and/or qualifications.

7.9.7.1.2 Bumping: An employee designated to be laid off may bump into the next lower classification within the same department, if the employee has previously held permanent status in such classification with the City. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.

7.9.7.1.2.1 Employees who have not actually held status in a lower classification shall be allowed to demote to a vacant position or to a position held by a City probationary employee in such lower class, but may not bump permanent City employees already in the lower classification.

7.9.7.1.3 Transfer: All efforts will be made by the City to transfer any employee who is to be affected by a reduction in force to another vacant position for which such employee may qualify.

7.9.8 Reinstatement of Employee Demoted as a Result of a Reduction in Force: Employees who are demoted as a result of a reduction in force shall have their names placed on a classification reinstatement list, in the order of their classification seniority (for those with five or more years in the classification). For those with less than five years of service, their reinstatement will be based upon the performance evaluations. Vacant positions within a classification shall first be offered to employees on this list.

7.9.9 Re employment of Employees Laid Off as a Result of a Reduction in Force: Employees who are laid off and who held probationary or permanent City status at the time of layoff shall have their names placed on a re-employment list for classifications in which they previously held status and for classifications at the same or lower salary range for which they qualify in the order of their classification seniority (for those with five or more years in the classification). For those with less than five years of service, their reinstatement will be based upon the performance evaluations. Vacant positions in such classifications will be offered to eligibles on the re- employment list who qualify for such vacancy prior to an open or promotional recruitment.

7.9.9.1 Once a person on a re-employment list is reinstated to a regular position as a result of his/her re-employment rights, his/her name shall be removed from the re- employment list for the classification to which he/she was reinstated and from all re- employment lists for classifications at the same or lower salary range of the classification in which he/she was reinstated.
(MOU 1-17-95)

SMPOA MOU CY 2022-2024
working days from the date the notice is mailed to them shall have their names removed from either the re-employment or reinstatement lists.

7.9.10.1 An employee's name may be removed from the reinstatement/re-employment list if any of the following occur:

7.9.10.1.1 The individual indicates that he/she will be unable to return to employment with the City during the life of the list; or

7.9.10.1.2 The individual cannot be reached after reasonable efforts have been made to do so. The City shall utilize certified mail or personal delivery when contacting individuals.
(MOU 1-17-95)

7.9.11 Restoration of benefits upon Re-employment Following a Reduction in Force: Upon re-employment following a reduction in force, an individual will have the following benefits restored:

7.9.11.1 Prior sick leave accruals.

7.9.11.2 Seniority at time of layoff for purposes of determining merit increases, vacation accruals and future reduction in force.

7.9.11.3 The salary step paid to an employee who is re-employed shall be equivalent to that which the employee was receiving immediately prior to layoff. If the employee chooses to be re-employed in a classification which has a salary range lower than the classification from which he was laid off, then salary placement will be made at a point either equivalent to his salary immediately prior to layoff, or, if the maximum of the salary range of the position to which the employee is to be re-employed is less than the employee's salary immediately prior to layoff, then the employee will receive the maximum of the salary range.

7.9.12 Obligation to Serve Probationary Period: A person appointed from a re-employment list or classification reinstatement list must serve a new probationary period in order to attain permanent status if they are appointed to a different classification or are placed in another department.

7.9.12.1 If a person is appointed to a position from a re-employment list which he/she has not previously held, the appointment shall be subject to a probationary period. The person would be eligible for a merit increase after satisfactory completion of six months of employment in the position, subject to the limitations of the salary range.

7.9.12.2 If the employee should fail to pass probation, his/her name shall be placed back on any re-employment list(s) which the employee had initially been on, prior to his/her appointment into the position.
(MOU 1-17-95)

7.9.13 Payoff of Accruals upon Layoff: Laid off employees are to be paid for all accrued holidays, vacation and overtime when separated as a result of layoff.

SPECIAL PROVISIONS PAGE 7-8

SMPOA MOU CY 2022-2024

7.9.14 Non -Discrimination in Reduction in Force: Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's race, color, national origin, religion, sex, age, citizenship, or physical handicaps.

7.10 Counseling Program

7.10.1 The City agrees to meet and confer with the SMPOA regarding a mutually acceptable confidential counseling program at no cost to the employee in instances where an officer's actions on duty result in death or serious injury to another person or the officer's life has been in critical danger. This treatment will be mandatory and the program shall be in effect by June 22, 1985.

7.10.2 In addition to the existing Counseling Program, the City and the Association agree to recognize the Employee Assistance Program as a valuable part of the City's Counseling Program and agree to use the program when feasible.
(MOU 1-1-91)

7.11 Special Provisions

7.11.1 Minimum Staffing Levels

7.11.1.1 The City agrees that the following classifications shall not be included in management's determination on a daily per shift basis, of what shall be the minimum staffing levels for each shift: Chief of Police, Police Commander, K-9 Officer, Police Lieutenant, Watch Commander, Motor Officers, Community Services Unit, GST/NST, SET, Detective Bureau, Airport Officers, and Police Trainees in two person units.

7.11.2 Reimbursement for Travel on City Business

7.11.2.1 It is agreed that reimbursement for travel on City business will be addressed on a Citywide basis with the update of the City's travel policy. POST reimbursement schedules will be addressed separately for POST classes in the policy. (MOU 1-1-91)

7.11.3 Labor/Management Relations Committee
(MOU 12-17-13)

7.11.4 The City agrees to establish a joint labor and management committee (1/2 labor and 1/2 management) to meet on request by either party or on a quarterly or more frequent basis to discuss and work out departmental issues, problems and general administrative matters.

Chairmanship to rotate between labor and management on a yearly basis. (MOU 1-1-91)
SPECIAL PROVISIONS PAGE 7-9

SMPOA MOU CY 2022-2024

7.12 Prior and Existing Conditions

7.12.1 Except as expressly provided herein or by subsequent written agreement of the parties, there shall be no change to wages, hours, or other terms and conditions of employment. (MOU 02-01-22)

7.13 Pre-Emptive Laws

7.13.1 It is understood and agreed that this extension of the current MOU is subject to all current and future applicable Federal and State laws, and Federal and State regulations. If any chapter, article section, subarticle, sentence, clause, phrase, or portion of this MOU or any addition, addendum or exhibit, thereto should be held invalid or unenforceable by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any chapter, article, subarticle, section, sentence, clause, phrase or portion of this MOU should be restrained by such tribunal or office, the remainder of this document shall not be affected thereby, and the parties shall enter into the Meet and Confer process for the purpose of arriving at a mutually satisfactory replacement for such chapter or section.

7.14 Americans with Disabilities Act (ADA)

7.14.1 The City and SMPOA acknowledge the passage of the Americans with Disabilities Act.

It is agreed that the City shall take all necessary actions to comply with the provisions of this act.

If necessary, sections of this MOU and/or the City personnel rules may be suspended in order to achieve compliance.
(MOU 1-17-95)

7.15 Disciplinary Appeal Procedure

7.15.1 The City and the Association have agreed to the attached disciplinary appeal procedure, CAM 2003-01 dated January 2003 and the Side Letter of Agreement dated November 8, 2004.
(MOU 11-03-09)

7.15.2 Upon agreement of the Police Chief and the employee affected, an employee served with a disciplinary suspension may have the option of relinquishing accrued vacation leave or suffering a pay reduction equal to the amount of the suspension. (MOU 02-01-22)
SPECIAL PROVISIONS PAGE 7-10

SMPOA MOU CY 2022-2024

CITY OF SANTA MARIA POA
Date Date
Che Johnson, Co -Chief Negotiator Rob Wexler, Chief Negotiator Andrew Hackleman, Co -Chief Negotiator Mathew Silver, SMPOA President Lisa Christensen, HR Consultant I I I Jesus Garcia, Police Officer Erica Anaya, HR Confidential Tech II Matthew Jensen, Police Officer Stephen (Max) Shaffer, Police Officer
Katie McCorkle, Police Officer
SIGNATURES PAGE 7-11

SMPOA MOU CY 2022-2024
CHAPTER 8. ATTACHMENT A: SIDE LETTER OF AGREEMENT
The Following Language is from the Side Letter of Agreement Between the City of Santa Maria and the Santa Maria Police Officers' Association Regarding
Amendments to the Disciplinary Procedures that was Signed November 8, 2004 This will confirm the understanding reached, between the City of Santa Maria and the Santa Maria Police Officers' Association (SMPOA) regarding amendments to Section VI, Page 10 of the Disciplinary Procedures dated January 2003. The below parties do hereby agree to the following changes to Section VI, Page 10 of the Disciplinary Procedures:

At the conclusion of the hearing the hearing officer shall submit findings and an advisory recommendation to the City Manager in a timely manner. The City Manager shall, after weighing all the evidence and the findings of the hearing officer, make the final determination of the appeal and submit it in writing to the employee and his/her designated representative within thirty (30) calendar days after receiving the findings from the hearing officer. The City Manager may, if deemed necessary, conduct further evidentiary proceedings upon mutual agreement of the parties. The decision of the City Manager or, if a decision is not served on the employee by the City Manager within the thirty (30) days specified, the advisory recommendation of the hearing officer, shall stand. In the event that the City Manager imposes greater discipline than that recommended by the Hearing Officer, then the Hearing Officer's fees and expenses, and all costs of transcripts, if any, shall be borne by the City.

The decision of the City Manager or Hearing Officer may be appealed by the employee in writing to the City Council by filing a written notice of appeal with the City Manager's Office within ten (10) calendar days following either the date the employee is personally served informing him/her of the decision, or the expiration of the thirty (30) days.

The City Council and their legal counsel shall meet in closed session to consider the appeal and may adopt, modify, reject the decision, or grant a new hearing. Each party may submit written arguments, including exhibits, to the City Council no later than the Thursday prior to the City Council meeting for Council to review. Representatives from both sides may remain available outside the Chambers should Council have any clarification questions. The City Council shall have available to them all tapes, admissible evidence, transcripts and documents submitted to the Hearing Officer for their review. The decision of the City Council shall be final.

If the employee fails to appeal the decision to the City Council, the decision of the City Manager or the Hearing Officer will be considered the final administrative decision, subject to judicial review.

VII. JUDICIAL REVIEW
Judicial review shall be available pursuant to Code of Civil Procedure § 1094.5 within the time lines set forth in Code of Civil Procedure Section 1094.6.

ATTACHMENT A: SIDE LETTER PAGE 8-1

City of Santa Maria (City)
Santa Maria Police Association of Middle Management (SMPAMM or Association) RE: Successor MOU Negotiations
Tentative Agreement - January 28, 2022
Effectuation of the elements of this proposal is contingent upon there being an agreement by the parties as to all the elements of this proposal. Absent such an agreement, the City reserves its option of proposing resolution of any resultant impasse by means of significantly different terms and conditions that are stated herein and which are contingent on there being an agreement.

MOU SECTION

PROPOSAL LANGUAGE

2.3.1 Term
TA
The term of this MOU shall be effective upon ratification by City Council through 12:00 midnight on December 31, 2024. This-MCLU-shall-expire--and oo thee is e fully t$ in ed at 12.00 Midnight n cember 31, 2021-.

3.1.1 Salaries
TA
Essential Worker Pay / ARPA (American Rescue Plan Act 2021) The City shall provide a one-time premium pay up to $15,000 in two equal payments for the employee's essential work during the COVID-19 pandemic.

3.1.2 Salaries
TA
Effective the first full payroll period after following ratification by the City Council, base increase three twA eenf of the
a salary of percent (3%) pe
employees' base salary will be given to those unit members in the employ of the City on the date of Council approval of the MOU.

Effective December 22, 20 ,--a-- salary
be to those unit members in the employ of the City
ffercent (3.5%) will given
the date Council approval of the MOU.
on of

3.1.2.1 Salaries
(delete)
Effective the first-full-payr-ofl-period after -the -ratification by the City Council, a base salary increase of two (2%) will be to those unit members percent given
In the of the City on the date of Council approval of the MOU. employ

3.1.3 Salaries
TA
Effective the first full payroll period following December 31, 202249, a base increase three two and one half (2.5%) will be
salary of percent (3%) percent
those in the employ of the City of Gorr+s+l
given unit members -en -the -dale

3.1.4 Salaries
TA
Effective the first full payroll period following December 31, 2023, a base salary increase of three percent (3%) will be given to those unit members in the the City th
employ of on

3.4 Longevity Pay
TA
Effective the first full payroll period following ratification by the City Council, sworn employees with twenty (20) years of sworn law enforcement service will be provided with a three percent (3%) longevity pay.

3.5.1 Salary Upon
Promotion
(pdate)
Upon promotion, the employee shall be placed at the salary step in the salary range of the new classification which provides for at least a five percent (5%) increase in compensation (base salary and all pay additives).

3.9.2 Sergeant 11
Assignment
(side letter 2021-01)
The Sergeant II assignment shall be for a two-year period. A Police Sergeant assigned to the Sergeant II assignment shall be eligible for seven and one - half percent (7"/z%) specialty pay for the duration of their assignment.

3.10 Unauthorized
Absence —
Auto` 's
Termination
Job Abandonment
TA
Any employee absent from his/her position for more than three (3) working days, without notification or prior permission of his/her department head, may be considered to have automatically terminated his/her employment with the City; grad—ther-efo e, dyes not have rights of appeal. 4ewever= Prior to separation from employment, the City shall serve a Notice of Intent upon the employee, by personal delivery or by depositing said notice in the U.S. Mail.

The employee has five (5) calendar days from personal service, or eight (8) calendar days from date of mailing, to request an informal hearing before the City Manager or his/her designee, The employee may respond verbally or in writing to the final notice of automatic
prior ----termination pro-visie43-19e+Rg
irwe-ked. At this meeting, the employee will be allowed to written provide
and/or oral information concerning, but not limited to:

3.11.1.5 Overtime — Comp
Time
TA
The limit for accumulation of compensatory time off shall be 160120 hours.

3.11.1.6 Overtime - Comp
Time
TA
Any overtime worked by an employee who has already accumulated 1604-20 hours of compensatory time shall automatically be paid in cash at the premium rate. This provision also applies where an employee who has exercised the option to receive compensatory time off reaches the 1604 -29 - hour limit before receiving full compensation for overtime worked on a occasion. For example, where an employee with 158118 hours of particular
accumulated compensatory time who has exercised the option to receive overtime compensation in the form of compensatory time then works four hours of overtime, he/she shall receive premium compensation of six hours for that overtime in the form of two hours accumulated compensatory time and four hours cash.

3.11.1.10 Overtime — Work
Schedule
The City agrees that an employee's work schedule shall not be adjusted to avoid paying overtime without an employee's consent or fourteen (14)ten -1--9} days' notice.

3.11.1.11 Overtime — Comp
Time Cash out
TA
During the 2018, 2019, 2020 and 2021 In accordance with Section 3.32, each SMPAMM can a arc eligible to
calendar years, employees predesignate
cash-outo-seU-bask of up to forty (40) hours of compensatory time at straight time on one occasion anytime during the calendar year. This cash -out request must be received for processing no later than the second to the last pay period ending in each payroll calendar year.

3.11.1.12 Overtime - Call
Back Pay
TA
An employee who responds to duty during the employee's regular time -off shall be compensated for call back at a three (3) two-hour minimum, at time and one half the employee's regular rate of pay.

3.11.1.13 Overtime - Call
Back Pay
TA
An employee who receives a phone call on off -duty hours for which s/he is not otherwise receiving compensation (i.e., standby or call back pay) shall be compensated for all time spent on such calls, with a minimum of one (1) hour, time half the This to
at and one employee's regular rate of pay. applies phono for
calls professional cons ,
calling an employee back to work. Cumulative time of 15 minutes or less in one day spent on phone calls shall be considered de minimus and not compensable.

3.12.2 Emergency Work
Response
Re -opener
TA
During the term of the agreement the parties agree to meet and confer regarding compensation for emergency response/mutual aid assignments.

3.13 Holidays
TA
The City is reviewing the Holiday schedule on a citywide basis and reserves the right to address this issue at a later date via side letter, if applicable.

The City agrees to extend the cash out sunset to the expiration of the successor MOU.

3.16.1 Move -Up Pay
TA
A five percent (5%) differential in salary shall be allowed for those personnel who are assigned may -be -required to perform duties above their classification for ten consecutive working days or Step A of the classification the employee is working, whichever is greater.,
fill The employee working in a higher classification
qualified -to -that --position.
shall be compensated back to and including the first day that he/she works in the higher An employee who volunteers for such an
classification.
assignment shall receive no increase in salary. An employee to qualified
receive the move up pay who is not performing out of class on a full-time basis shall be paid a percentage of the applicable move up pay five percent in proportion to the number of hours worked in relation to a full work schedule.

3.17.1 Educational
Incentive Pay
TA
Employees shall receive educational incentive pay beginning upon their date of hire according to the following education incentive pay guidelines:
• AA degree (or 60 recognized college classroom units for pre -July 1, 1999 hires) = 2.5%
• BA degree (or 120 recognized college classroom units for pre -July 1, 1999 hires) = 5%
• MA degree=7.5%
• Intermediate certf�ate
�PcOST
• Advanced POST certificate - r,0%
7Z P TG61"CI'ffGGrC .�PTII

3.17.4 Educational
Incentive Pay
TA
Employees shall receive POST certificate incentive pay beginning upon their date of hire according to the following incentive pay guidelines:
• AA degree - 2.5%

o BA degree - 5%
0 74
• Intermediate POST certificate = 2.5%
• Advanced POST certificate = 5%
•__Amjegfcc + Intermediate POST ccrt finatc - 5
• BA degree + Advanced POST certificate - 7.5%

3.17.5 Educational
Incentive Pay
TA
An employee may receive both educational incentive pays listed in 3.17.1 and 3.17.4 so long as the combination does not exceed 7.5% educational incentive pay.

3.24 Residency
Requirement
TA
This section will be deleted.

3.26.1 Tuition
Reimbursement
TA
The City agrees to reimburse employees up to $2,0004 calendar per
year for the cost of tuition and books if a grade of "C" or better is obtained.

3.30.1 Vacations
TA
The City rejects SMPAMM's proposal to increase vacation accruals.

3.30.4 Vacations — Cash
out
TA
Effective during the term of this agreement only, all employees performing at an overall rating level of at least acceptable or above are eligible to predesignate a cash out up to eighty (80) sixty (6Q) hours of vacation time at straight time on one occasion anytime during the payroll calendar year, so long as they have (after said cash out) a minimum vacation balance of at least forty (40) hours on the books. This cash out benefit shall be made in accordance with Section 3.32 . Following expiration of this agreement, vacation cash -out will sunset.

3.31.7 Sick Leave Buy
Back
TA
The City rejects SMPAMM's proposal.

4.3 and 4.3.1
CaIPERS EPMC
Re-opener
TA
At the request of either party made d urine the term of this the City -w -i-11
request an actua ial omCal-PERS on the Employer Paid Member --
Contribution (EPMC) special compensation benefit. After receiving the solely the--te euiding-t#e-GatPE-R-S-E-PMC----special
-as -regard -s- -ef-
compensation benefit. This re opener does not mandate an agreement being reached, but only for this narrow reconvening of the meet and confer provides
preses-s:-

5.3.1 Health Insurance
The City currently provides employee medical insurance through the CalPERS Public Employees' Medical and Hospital Care Act (PEMHCA). As

TA
a condition of participation in the PEMHCA plan, the CaIPERS Board determines an annual Minimum Employer Contribution (MEC); which shall be used solely toward City -sponsored medical insurance premiums. For 20221-9, the MEC is $14936 per month.

Employee Only: $782.44
Employee + 1 $965.88
Family $1,410.18966,88

5.3.2.1 Health Insurance
TA
Effective the first after ---January 1, 20230, the
payroll period containing
monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 782.44
Employee +1 $1,150.00
Family $1,500.18

5.3.2.2 Health Insurance
TA
Effective the first January 1, 20249, the
payroll period containing after
monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only: $ 807.44
Employee +1 $1,250.00
Family $1,675.18

5.3.3 Health Insurance
TA
The City rejects SMPAMM's proposal to increase the opt out.

6.1.6 Uniform Allowance
TA
The initial issue of uniforms for sworn employees will consist of the following items:
• uniform pants (2)
• uniform shirts (3 -at least one long sleeve)
• uniform shirt for load -bearing ballistic carrier vest (upon request) • uniform tie (1)
• field jacket (1)
• dress jacket (1)
• name tag (1)
• domed badge (1)
• flat badge with wallet (1)
• cap (1)
piece
• service stripes and rank insignias
• necessary initial alterations

6.3.1 Safety Equipment
The City shall provide the following equipment to sworn officer:
• 1 Sam Brown Belt
• 1 holster

TA
• Handcuff case(s) (choice of two singles or one double) • 2 pair of handcuffs
• 4 belt keepers
• 1 key holder
• 1 ammunition pouch
• 1 baton ring
• 1 baton
• 1 rechargeable flashlight system (20,000 candle power minimum) • 1 tactical helmet
• 1 semi -automatic pistol
• 1 0/0 Pouch
• 1 0/0 Canister
• Uniform patches (sufficient to be placed on all necessary uniforms) • 1 raingear (upon request)
• 1 Bulletproof vest
• Body armor
• 1 Load -bearing ballistic carrier vest (upon request after passing probationary period)

6.3.2 Safety Equipment
TA
and —the -replace flashlights to the
graded
standard list of safety equipment. The appropriate type flashlight be of shall
determined in conjunction with the Police Chief.

7.12.1 Prior and Existing
conditions
TA
Except as expressly herein modified or by subsequent
provided written
agreement of the parties, there shall be no changes in to wages, hours, or other terms and conditions of employment.
forth in this MOU unless changes made by mutual consent the of parties.

Signatures
Date
Rob Wexler
Chief Negotiator
SMPOA
Che Johnson
Chief Negotiator
City of Santa Maria
I /3 2c
D'ate

6.3.2 Safety Equipment
TA

7.12.1 Prior and Existing
Conditions
TA
• Handcuff case(s) (choice of two singles or one double) • 2 pair of handcuffs
• 4 belt keepers
• 1 key holder
• 1 ammunition pouch
• 1 baton ring
• 1 baton
• 1 rechargeable flashlight system (20,000 candle power minimum) • 1 tactical helmet
• 1 semi -automatic pistol
• 1 0/0 Pouch
• 1 0/0 Canister
• Uniform patches (sufficient to be placed on all necessary uniforms) • 1 raingear (upon request)
• 1 Bulletproof vest
• Body armor
• 1 Load -bearing ballistic carrier vest (upon request after passing probationary period)
The City shall include body armor on the standard list of safety equipment standard list of safe equipment. The a _. .
tY appropriate type of flashlight shall bo
Except as expressly provided herein modified or by subsequent written agreement of the parties, there shall be no changes i to wages, hours, or other terms and conditions of employment. - _
ss changes made by mut
Signatures
( t/zq
Che Johr$on Da e Rob Wexler
Chief Negotiator Chief Negotiator
City of Santa Maria SMPOA
Date

MEMORANDUM OF UNDERSTANDING

SANTA MARIA POLICE ASSOCIATION OF MIDDLE MANAGEMENT
CALENDAR YEARS 2022-24

TABLE OF CONTENTS
CHAPTER 1. DEFINITIONS 1-1

1.1 DEFINITIONS 1-1
CHAPTER 2. RECOGNITION AND IMPLEMENTATION 2-1

2.1 RECOGNITION 2-1

2.2 IMPLEMENTATION 2-1

2.3 TERM 2-1

2.4 MEET AND CONFER REPRESENTATIVES 2-1
CHAPTER 3. COMPENSATION, WORK HOURS AND LEAVES 3-1
ARTICLE I. SALARIES AND SALARY ADJUSTMENTS 3-1

3.1 SALARIES 3-1

3.2 SALARY AND BENEFIT SURVEY PROCEDURES 3-1

3.3 EQUITY ADJUSTMENTS 3-2

3.4 LONGEVITY PAY 3-2

3.5 SALARY UPON PROMOTION 3-2
ARTICLE II. HOURS OF WORK AND SPECIAL PAY PROVISIONS 3-3

3.9 SPECIAL SALARY PROVISIONS 3-3

3.10 UNAUTHORIZED ABSENCE - JOB ABANDONMENT 3-3

3.11 OVERTIME 3-3

3.12 EMERGENCY WORK RESPONSE 3-5

3.13 HOLIDAYS 3-5

3.14 CLOSING OF CITY OFFICES 3-6

3.15 WORK SCHEDULES 3-6

3.16 MOVE UP PAY 3-6

3.17 EDUCATIONAL INCENTIVE PAY 3-6

3.18 PAYROLL STEP PLAN 3-7

3.19 "Y" RATE 3-7

3.20 PAYROLL AND PAY PERIOD 3-7

3.21 PROBATIONARY PERIOD 3-7

3.22 HOURS OF WORK 3-7

3.25 STANDBY PAY 3-8

3.26 TUITION REIMBURSEMENT 3-8
ARTICLE III. VACATIONS AND SICK LEAVE 3-9

3.30 VACATION 3-9

3.31 SICK LEAVE 3-9

3.32 CONSTRUCTIVE RECEIPT 3-10
CHAPTER 4. RETIREMENT 4-1

4.1 CALPERS 4-1

4.2 DEFERRED INCOME 4-2
CHAPTER 5. INSURANCE 5-1

5.1 GENERAL ELIGIBILITY 5-1

5.2 DISABILITY INSURANCE 5-1

5.3 HEALTH INSURANCE 5-1

5.4 LIFE INSURANCE 5-2

5.5 DENTAL INSURANCE 5-2

5.6 OPTICAL INSURANCE 5-2

5.7 POST EMPLOYMENT HEALTH PLAN 5-2
CHAPTER 6. UNIFORMS AND EQUIPMENT 6-1

6.1 UNIFORM ALLOWANCE 6-1

6.2 PERSONAL PROPERTY/EQUIPMENT DAMAGED 6-1

6.3 SAFETY EQUIPMENT 6-2

6.4 VEHICLE REPLACEMENT 6-3

6.5 UNIFORM PATCHES AND BADGES 6-3
CHAPTER 7. SPECIAL PROVISIONS 7-1

7.1 SLOW DOWN, WORK STOPPAGE OR STRIKE 7-1

7.2 ASSOCIATION BUSINESS 7-1

7.3 RANGE QUALIFICATION 7-1

7.4 REPRESENTATION 7-1

7.5 SAFETY 7-1

7.6 GRIEVANCES 7-2

7.7 MANAGEMENT RIGHTS AND RESPONSIBILITIES 7-3

7.8 CHANGING EMPLOYEE REPRESENTATION GROUPS 7-4

7.9 LAYOFF PROCEDURE 7-4

7.10 COUNSELING PROGRAM 7-9

7.11 SPECIAL PROVISIONS 7-10

7.12 PRIOR AND EXISTING CONDITIONS 7-10

7.13 PRE EMPTIVE LAWS 7-10

7.14 AMERICANS WITH DISABILITIES ACT (ADA) 7-10

7.15 DISCIPLINARY PROCEDURE 7-11
ii

SMPAMM MOU CY 2022-24
CHAPTER 1. DEFINITIONS

1.1 Definitions
(See City Code Sec. 2-20.01)
As used in this document, the following terms shall have the meaning indicated:

ACA - FULL-TIME EMPLOYEE - For the purposes of the Affordable Care Act only, a full-time employee is an employee who earns, on average, 30 hours of service in a week or 130 hours of service in a month.

CITY - means the City of Santa Maria, a municipal corporation, and where appropriate herein, according to the content, "City" refers to the City Council, the governing body of said city.

CITY MANAGER - means the City Manager of the City of Santa Maria or his/her designated representative.

COUNCIL - means the City Council, the governing body of the City of Santa Maria.

EMPLOYEE - means all full-time Police Sergeants and Police Lieutenants of the City of Santa Maria.

EMPLOYEES' UNION - means the Santa Maria Police Association of Middle Management (SMPAMM).

GRIEVANT - a grievant is an employee or group of employees adversely affected by an act or omission of the employer or the association.

MANAGEMENT - means the City Manager and/or his/her Assistants and the Department Heads of the City of Santa Maria.

MANAGEMENT PERSONNEL - see Sec. 7.4 of this document.

MANAGEMENT REPRESENTATIVES - means the City Manager of the City of Santa Maria and/or those to whom s/he has delegated the duties and responsibilities set forth in the City Council's resolution regarding employer employee relations.

MEMORANDUM - means the currently effective provisions of any Memorandum of Understanding made and entered into by and between the City of Santa Maria and the majority representative of all City personnel except those covered by the miscellaneous, fire, police officer, police corporal, or management areas, all of which are identified in the City's resolution regarding employer -employee relations.

DEFINITIONS PAGE 1-1

SMPAMM MOU CY 2022-24
CHAPTER 2. RECOGNITION AND IMPLEMENTATION

2.1 Recognition

2.1.1 Pursuant to the provisions of the City's Employer -Employee Relations Resolution, the Santa Maria Police Association of Middle Management has been found to be, and is recognized as, a majority representative of all sworn Police Sergeants and Police Lieutenants (not covered by a management unit).

2.2 Implementation

2.2.1 This Memorandum of Understanding (MOU) constitutes a mutual recommendation to be jointly submitted to the Council. It is agreed that this Memorandum shall not be binding upon the parties either in whole or in part, unless and until the Council:

2.2.1.1 Acts, by majority vote, formally to approve the Memorandum; and

2.2.1.2 set forth.

2.3 Term
Enacts amendments to all City ordinances required to implement the provisions

2.3.1 This Memorandum of Understanding (MOU) shall be effective upon ratification by City Council through 12:00 Midnight on December 31, 2024.
(MOU 02-01-22)

2.4 Meet and Confer Representatives

2.4.1 SMPAMM agrees to meet and confer with the designated representative of the City Council only, and the City Council's representative agrees to meet and confer with the SMPAMM designated representative only.

RECOGNITION AND IMPLEMENTATION PAGE 2-1

SMPAMM MOU CY 2022-24
CHAPTER 3. COMPENSATION, WORK HOURS AND LEAVES
ARTICLE I. SALARIES AND SALARY ADJUSTMENTS

3.1 Salaries

3.1.2 Effective the first full pay period following ratification by the City Council, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City on the date of Council approval of the MOU.
(MOU 02-01-22)

3.1.3 Effective the first full payroll period following December 31, 2022, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City. (MOU 02-01-22)

3.1.4 Effective the first full payroll period following December 31, 2023, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City. (MOU 02-01-22)

3.2 Salary and Benefit Survey Procedures

3.2.1 It is understood and agreed that the City shall benchmark, for salary survey purposes, the position of Police Sergeant to the position of Police Sergeant (or equivalent position) and the position of Police Lieutenant to Police Lieutenant (or equivalent position), in the surveyed agencies.
(MOU 04-17-18)

3.2.2 The survey shall include for comparison purposes: the top merit step monthly salary, the Agency's maximum monthly contribution toward health insurance and optional health insurance, and the Agency's pick-up of the employee's retirement contribution. For purposes of preparing a salary and benefit survey for consideration during the meet and confer process, the combined salary and benefits of the employees shall be set at the average of the mean and median of the salary and benefits surveyed. However, no provision in this MOU shall be interpreted to mandate the setting of salary and/or other forms of compensation at a level indicated in the survey.
(MOU 04-17-18)
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SMPAMM MOU CY 2022-24

3.2.2.1 In 2016, the City and SMPAMM agreed that lieu of EPMC, should fifty percent (50%) or more of the agreed to surveyed agencies have more than an "E" step or fifth step as their top "merit" step the City will agree to recognize the top "merit" step from other surveyed agencies and agree to incorporate said language in the ensuing MOU. However, as noted in Section 3.2.2, this is for comparison purposes and does not mandate the setting of salaries. The City and members of SMPAMM agree that the survey will be used as an indicator and that the City's ability to pay will always be paramount in setting compensation. (MOU 04-17-18)

3.2.3 The jurisdictions to be used for salary survey purposes shall be:

City of Lompoc
City of Oxnard
City of San Luis Obispo
City of Santa Barbara

3.3 Equity Adjustments

3.3.1 Section intentionally left blank.

3.4 Longevity Pay
City of Ventura
County of Santa Barbara
County of Ventura
State of California

3.4.1 Effective the first full payroll period following ratification by the City Council, sworn employees with twenty (20) years of sworn law enforcement service will be provided with a three percent (3%) longevity pay.
(MOU 02-01-22)

3.5 Salary Upon Promotion

3.5.1 Upon promotion, the employee shall be placed at the salary step in the salary range of the new classification which provides for at least a five percent (5%) increase in compensation (base salary and all pay additives).
(MOU 02-01-22)
COMPENSATION. WORK HOURS AND LEAVES PAGE 3-2

SMPAMM MOU CY 2022-24
ARTICLE I I . HOURS OF WORK AND SPECIAL PAY PROVISIONS

3.9 Special Salary Provisions

3.9.1 Employees within the bargaining unit who demonstrate appropriate skills in both speaking and understanding the Spanish language, at a basic level, shall receive a two percent (2%) salary differential above his/her or her regular salary within the individual's designated classification. Effective July 8, 2017, employees who demonstrate Spanish speaking skills at an advanced level shall receive a five percent (5%) salary differential. The Human Resources Office will test for the skill level and retains the right to retest those officers currently receiving bilingual pay as recommended by Police Administration.
(MOU 03-07-17)

3.9.2 The Sergeant II assignment shall be for a two-year period. A Police Sergeant assigned to the Sergeant II assignment shall be eligible for seven and one-half percent (71/2%) specialty pay for the duration of their assignment.
(Side letter 01-30-21)

3.10 Unauthorized Absence — Job Abandonment

3.10.1.1 Whether or not the employee obtained prior permission for their absence; or

3.10.1.2 Any other circumstances that would excuse the failure of a notification of the absence.

3.10.2 The final determination will be based upon the reasons furnished by the employee to the appointing authority for not having obtained prior permission. If the employee fails to provide a valid reason for voluntary absence, the determination of the appointing authority shall be final. (MOU 02-01-22)

3.11 Overtime
(See City Code Sec. 2-20.17 and CAM 76-7)

3.11.1 Eighty (80) hours shall constitute a normal work period unless otherwise provided for, and forty (40) hours shall constitute a regular workweek, unless otherwise provided for.

3.11.1.1 Time and one half of the employee's regular hourly rate shall be paid for all work in excess of forty hours in one regular workweek.
(MOU 12-03-13)
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SMPAMM MOU CY 2022-24

3.11.1.2 Incidental overtime is not compensable and may not be credited as overtime.

Incidental overtime shall be deemed to be any amount of overtime less than one quarter hour in one day.

3.11.1.4 No mandatory appearances will be required without compensation.

3.11.1.5 The limit for accumulation of compensatory time off shall be 160 hours.

3.11.1.7 Compensation for "on call" status by the court or District Attorney, while off duty, shall be paid as follows:

3.11.1.7.1 Two 2 hours straight pay or compensatory time off for being placed on call for any period of time between the hours of 0800 and 1200 hours and or 2 hours for being on -call for any period of time between the hours of 1201 and 1700 hours. If an employee makes an actual court appearance, the employee shall not be entitled to any on -call pay during the time increment in which the court appearance occurs. In all instances, the compensation for call back for court time shall be a three-hour minimum, at time and one half.
(MOU 03-07-17)

3.11.1.8 All employees represented by the SMPAMM are entitled to overtime compensation in accordance with the Fair Labor Standards Act and the provisions set forth in this MOU. The City and the SMPAMM mutually acknowledge that police personnel assigned to a specialty assignment including motorcycle duty shall limit all work -related activities associated with the specialty assignment to the designated hours of work, unless otherwise authorized, either verbally or in writing, by a supervisor. Work -related activities associated with the above -named specialty assignments shall include time spent maintaining motorcycles.

3.11.1.10 The City agrees that an employee's work schedule shall not be adjusted to avoid paying overtime without an employee's consent or fourteen (14) days' notice. (MOU 04-17-18)
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SMPAMM MOU CY 2022-24

3.11.1.11 In accordance with Section 3.32, each calendar year, SMPAMM employees can predesignate a cash -out of up to forty (40) hours of compensatory time at straight time on one occasion anytime during the calendar year. This cash -out request must be received for processing no later than the second to the last pay period ending in each payroll calendar year.
(MOU 02-01-22)

3.11.1.13 An employee who receives a phone call on off -duty hours for which s/he is not otherwise receiving compensation (i.e., standby or call back pay) shall be compensated for all time spent on such calls, with a minimum of one (1) hour, at time and one-half the employee's regular rate of pay. Cumulative time of 15 minutes or less in one day spent on phone calls shall be considered de minimus and not compensable. (MOU 02-01-22)

3.12 Emergency Work Response

3.12.1 All full-time City employees are responsible for providing current contact information and responding to work upon call at all times outside the regular work week for response in time of national emergency, civil disorder, or a disaster, and to be compensated for the extra work.

3.12.2 During the term of the agreement the parties agree to meet and confer regarding compensation for emergency response / mutual aid assignments. (MOU 02-01-22)

3.13 Holidays
(See City Code Sec. 2-20.20 and CAM 78-2)

3.13.1 All sworn employees will be eligible to receive, on a pro -rated basis (rounded to the nearest half-hour), up to one hundred and twenty (120) hours of floating holiday time on the first payroll period in the payroll calendar year to use for time off during the payroll calendar year.

Sworn employees are eligible to cash out up to sixty (60) hours of floating holiday time each payroll calendar year at straight time by request; up to forty (40) hours on one occasion any time prior to June 30th and the balance up to the sixty (60) hours after June 30th on one occasion.

Following expiration of this agreement, holiday cash -out will sunset. (MOU 02-01-22)

3.13.1.1 Any floating holiday hours remaining on the books as of the end of the second to last payroll period of the calendar year, will automatically be cashed out at straight time and included in the last payroll check of the payroll calendar year.

3.13.2 For employees separating service or starting during the calendar year, floating holidays will be pro -rated (rounded to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holiday time than the earned pro -rated amount for the payroll year, the excess COMPENSATION, WORK HOURS AND LEAVES PAGE 3-5

SMPAMM MOU CY 2022-24
used floating holiday time shall be deducted from vacation leave hours, then if, needed from the employee's final paycheck without the necessity of the City securing a judgment. (MOU 01-06-15)

3.14 Closing of City Offices

3.14.1 All City offices and departments whose continuous functioning is not essential to the public welfare shall be closed to the public on every Saturday, every Sunday, and every holiday which is City designated. If, however, a department head determines that the functioning of said department is necessary on any such days in order to avoid unreasonable inconvenience to the public, said department head may, with the approval of the City Manager, direct that such department remain open with only such personnel present as he/she finds necessary. (Resolution No. 3112, 1-1-71)

3.15 Work Schedules

3.15.1 Work schedules shall be prepared which will preclude an employee from being required to return to work with less than 8 hours off between normal work shift changes. Any shift assignment change of a non -emergency nature must be given a minimum of 80 working hours' notice prior to the scheduled change to those individuals assigned to patrol duty. The 80 - hour minimum notice can be waived at the option of the officer.

3.16 Move Up Pay
(See CAM 77-3)

3.16.1 A five percent (5%) differential in salary shall be allowed for those personnel who are assigned to perform duties above their classification for ten consecutive working days or Step A of the classification the employee is working, whichever is greater. The employee working in a higher classification shall be compensated back to and including the first day that he/she works in the higher classification. An employee qualified to receive the move up pay who is not performing out of class on a full-time basis shall be paid a percentage of the applicable move up pay in proportion to the number of hours worked in relation to a full work schedule.

3.17 Educational Incentive Pay
(See CAM 76-4)

2.5%
• BA degree (or 120 recognized college classroom units for pre -July 1, 1999 hires) = 5%
• MA degree = 7.5%

3.17.2 All other provisions of the current Educational Incentive Program shall remain in effect.

Current City requirements as set forth in CAM 76-4 shall apply.

3.17.3 The City agrees to provide this benefit upon date of hire COMPENSATION. WORK HOURS AND LEAVES PAGE 3-6

SMPAMM MOU CY 2022-24

3.17.5 An employee may receive both educational incentives pays listed in 3.17.1 and 3.17.4 so long as the combination does not exceed 7.5% educational incentive pay. (MOU 02-01-22)

3.18 Payroll Step Plan
(See City Code Sec. 2-20.06 & CAM 72-3 and CAM 72-6)

3.18.1 There shall be a minimum of one year between each step in the pay plan.

3.19 "Y" Rate

3.19.1 Performance -related "Y" rating shall be when an employee who is not performing up to the established acceptable level standards set for his/her job may be "Y" rated, so that he/she would not receive their next salary range step increase. If and when his/her performance comes up to the acceptable level, he/she would then have the "Y" rating removed and would then receive their step increase.

3.20 Payroll and Pay Period

3.21 Probationary Period

3.21.1 The probationary period for all employees shall be the completion of twenty-six (26) pay periods.
(MOU 04-18-17)

3.22 Hours of Work

3.22.1 Effective with the implementation of the alternative patrol work schedule, Police Sergeants and Police Lieutenants may be assigned to work either five (5) — eight (8) hour shifts or four ten (10) hour shifts as agreed upon between the Police Chief and the SMPAMM. A modified seniority bid system for shifts and days off shall be in compliance with General Orders as defined in Section 7-12. If at any time the 4-10 is deemed not workable by the City, an alternative program may be instituted after having met and conferred with the SMPAMM. In the event that the original work schedule of five days/eight hours per day is again implemented, all benefit modifications associated with the implementation of the 4-10 plan shall be reinstated without retroactivity.
(MOU 04-17-18)
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SMPAMM MOU CY 2022-24

3.22.2 Donning and Doffing:

3.22.2.1 The City does not require any employee in the unit represented by the SMPAMM, to don and/or doff any uniforms and/or related gear/equipment at City facilities/premises.

Any unit member who does don and/or doff any of the above items at City facilities/premises, does so voluntarily.

3.25 Standby Pay

3.25.1 The City agrees to amend Standby Pay to be consistent with the provisions of the Fair Labor Standards Act.

3.25.2 The City agrees to compensate employees assigned to standby status a rate of $3.00 per hour for all hours the employee is required to be on standby.

3.26 Tuition Reimbursement

3.26.1 The City agrees to reimburse employees up to $2,000 per calendar year for the cost of tuition and books if a grade of "C" or better is obtained. This benefit may be used for (1) employee -initiated, management approved training classes provided by a recognized educational institution; or (2) POST certified training beyond the minimum required through POST during the employee's off -duty hours; or (3) other educational institutions approved by the Police Chief.
(MOU 02-01-22)

3.26.1.1 Receipts for tuition reimbursement shall be submitted as soon as possible; however, must be received within 120 days of course completion, for processing by the City. (MOU 12-03-13)
COMPENSATION. WORK HOURS AND LEAVES PAGE 3-8

SMPAMM MOU
ARTICLE I I I . VACATIONS AND SICK LEAVE

3.30 Vacation
(See City Code Sec. 2-20.19 and CAM 71-5)
CY 2022-24

3.30.1 The following vacation schedule shall be instituted for all sworn employees:

Years
0-4
5-6
7 8
9 10
12 13
14 15
16 20+
Hours
Earned
80 96
104
112
120
128
136
144
152
160
168
184

3.30.2 Employees can use earned vacation time upon accrual, provided the vacation request is approved by the employee's supervisor. However, requests for use of vacation time during a new hire probationary period must be approved by the Chief of Police and the City Manager's Office.

3.30.3 The maximum allowable vacation credit at any one time for an employee shall be 336 hours. When an employee reaches the maximum allowable vacation credit, no additional vacation credit will be accrued until the vacation balance is below the maximum.

3.30.4 Effective during the term of this agreement only, all employees performing at an overall rating level of at least acceptable or above are eligible to predesignate a cash out up to eighty (80) hours of vacation time at straight time on one occasion anytime during the payroll calendar year, so long as they have (after said cash out) a minimum vacation balance of at least forty (40) hours on the books. This cash out benefit shall be made in accordance with Section 3.32.

Following expiration of this agreement, vacation cash -out will sunset. (MOU 02-01-22)

3.30.5 The City agrees to reinstate vacation accrual rates for previous years of service for former City employees who have completed their probationary period and return to City employment.

3.31 Sick Leave
(See City Code Sec. 2-20.21)

3.31.1 A new employee shall start accruing sick leave upon completing their first payroll period.

3.31.2 There shall be no maximum accumulation on sick leave. Sick leave benefits will not be available for use until credited in the sick time account.

3.31.3 Sick leave will be granted to employees when they are incapacitated for the performance of duties by sickness, injury; or for medical, dental, or optical examination or treatment.

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SMPAMM MOU CY 2022-24

3.31.5 Up to forty (40) hours per calendar year per employee may be used for family bereavement leave charged to sick leave. "Family" is defined as anyone related to the employee by blood, marriage, or law within the third degree of consanguinity.

3.31.6 Sick leave accumulation for sworn employees shall be granted at the rate of eight (8) pro -rated hours for each calendar month of service.

3.31.8 The City agrees to reinstate unused sick leave upon receiving documented proof from the employee as to the amount of sick leave that was unused at the time of separation for said former City employees who have completed their rehire probationary period.

3.31.9 Sick leave is a benefit to be used for bona fide personal illnesses or as provided in this Section. Employees shall not engage in nor condone misuses of this benefit.

3.32 Constructive Receipt

3.32.1 Employees may receive a cash payment for unused vacation, and/or compensatory time provided they meet the requirements set forth in the applicable provision of the MOU and abide by the below.
(MOU 05-21-19)

3.32.2 Employees will have the option to declare their intent to cash out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:
(MOU 05-21-19)

3.32.2.1 Hours cashed out shall be paid at straight time. (MOU 05-21-19)

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SMPAMM MOU
CY 2022-24
(MOU 02-01-22)

3.32.2.3 The employee can choose any pay period(s) during the following year to receive the elected cash out, so long as it is also within the payroll calendar year and must declare the selected pay period for cash out at the time of election.

3.32.2.4 Once an election is made it cannot be rescinded (MOU 05-21-19)
(MOU 05-21-19)

3.32.2.6 For example, if an employee elects to cash out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed out.
(MOU 05-21-19)

3.32.2.7 Employees will be required to complete the City's standardized election form. (MOU 05-21-19)

3.32.2.8 Failure to submit an irrevocable election form by December 1 of each year shall be the same as not electing to cash out leave during the following payroll calendar year. (MOU 05-21-19)
COMPENSATION. WORK HOURS AND LEAVES PAGE 3-11

SMPAMM MOU CY 2022-24
CHAPTER 4. RETIREMENT

4.1 CaIPERS

4.1.1 For those sworn unit members in the employ of the City prior to July 1, 2011, and prior to January 1, 2013 ("Tier I employees"), the City shall provide the California Public Employees' Retirement System (CaIPERS) 3% at 50 retirement benefit based on the single highest year retirement (one-year final compensation) retirement formula. Effective at the beginning of the first pay period following completion of the required PERS process for modification of employer paid member contributions, Tier I employees shall contribute three percent (3%) members' contribution to CaIPERS members' contribution to CaIPERS. (MOU 04-17-18)

4.1.1.1 Effective December 22, 2018. Tier I employees shall contribute an additional three percent (3%) members' contribution to CaIPERS members' contribution to CaIPERS for a total of six percent (6%).
(MOU 04-17-18)

4.1.1.2 Effective January 4, 2020, Tier I employees shall contribute an additional three percent (3%) members' contribution to CaIPERS members' contribution to CaIPERS for a total of nine percent (9%).
(MOU 04-17-18)

4.1.2 The City shall provide the CaIPERS 3% @ 55 retirement benefit for those sworn unit members hired on or after July 1, 2011, and prior to January 1, 2013, based on the last 36 months of employment (three-year average highest compensation) retirement formula, with the employees required to pay the entire members' contribution.

4.1.3 As defined under the Public Employee Pension Reform Act (PEPRA), public safety "non -classic" employees (aka new members) hired after January 1, 2013 shall be covered under the CalPERS 2.7% at 57 retirement benefit, based on the last 36 months of employment (three- year average highest compensation), and the employees shall pay fifty percent (50%) of the total "normal" cost of the benefit (as determined by CaIPERS annually), through a payroll deduction.

4.1.4 The City also provides the CalPERS Section 20903 credit for unused sick leave conversion.

4.1.5 The City also provides the CaIPERS Section 21024 Military Service Credit as Public Service benefit.

4.1.6 The City also provides the CaIPERS Government Code Section 21548 (Pre -retirement Option 2W Death Benefit).

4.1.7 The City also provides the Section 21574 (Fourth Level of 1959 Survivor Benefits) to unit members.

RETIREMENT PAGE 4-1

SMPAMM MOU CY 2022-24

4.2 Deferred Income

4.2.1 The City's match toward the employees voluntarily deferred income program shall be a maximum of $23.08 per pay period for sworn employees.

RETIREMENT PAGE 4-2

SMPAMM MOU CY 2022-24
CHAPTER 5. INSURANCE

5.1 General Eligibility
(See City Code Sec. 2-10.01 through 2-10.07)

5.1.1 A new employee shall be eligible for life insurance, disability, and health insurance upon his/her first day of employment. However, the effective date of coverage may vary depending upon whether or not the required premiums necessary to pay for the insurances were deducted from the new hire's earnings in the month prior to the benefit commencing.

5.2 Disability Insurance

5.2.1 In 1991 the City agreed to shift its dollar contribution for sworn employees' Long -Term Disability (LTD) benefits to the amount the City contributes toward employees' optional health insurance. The City of Santa Maria is not responsible for the LTD program for sworn employees as it is provided through SMPAMM and sworn employees shall continue to pay the entire premium themselves.
(MOU 04-17-18)

5.3 Health Insurance

5.3.2 Effective the first full payroll period after the ratification by the City Council, the pro- rated monthly optional medical insurance premium contribution, regardless of the plan chosen, shall be up to:

Employee Only $ 782.44
Employee + 1 $ 965.88
Family $1,410.18

5.3.2.1 Effective the first payroll period containing January 1, 2023, the monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only $ 782.44
Employee + 1 $1,150.00
Family $1,500.18

5.3.2.2 Effective the first payroll period containing January 1, 2024, the monthly optional health insurance contribution, regardless of the health plan chosen, shall be:

Employee Only $ 807.44
Employee + 1 $1,250.00
Family $1,675.18
(MOU 02-01-22)
INSURANCE PAGE 5-1

SMPAMM MOU CY 2022-24

5.3.3 The City shall provide a pro -rated cash -in -lieu option to those employees who do not elect to participate in the insurance PEMHCA medical insurance plan provided they are in compliance with the below stated evidence of coverage provision. If an employee is in a paid status is eligible to not participate in the PEMHCA medical insurance plan and elects the pro- rated cash -in -lieu option, sworn employees will receive $470.00, on a monthly basis. Should the City and the SMPOA reach a signed agreement that results in the elimination of the cash -in -lieu for new hires, the City and SMPAMM agree to adjust the cash -in -lieu benefit to be consistent with the provisions adopted by SMPOA.
(MOU 03-07-17)

5.3.4 To establish eligibility for the cash -in -lieu option, employees who do not elect to use the City -sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations. Once eligibility has been established, to maintain continued eligibility to receive the cash -in -lieu option employees shall provide said documents prior to January 31st on an annual basis or as requested by the City.

The employee must notify the City within 30 days of the loss of other minimum essential coverage. The cash -in -lieu option shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage. Should the City anticipate an adverse consequence as a result of the cash -in -lieu benefit, the City and SMPAMM agree to meet and confer regarding the impacts of the changes and how to proceed. (MOU 03-07-17)

5.4 Life Insurance

5.4.1 The City agrees to provide sworn employees $50,000 in Life and AD&D insurance.

The City will pay $4.89 bi-weekly for employee only insurance, and $5.04 bi-weekly for employee and dependent insurance.

5.5 Dental Insurance

5.5.1 The City shall implement the dental insurance program and cover the cost of premiums for sworn employee and family.

5.6 Optical Insurance

5.6.1 The City will make available an optical plan for the employees to participate in. Cost of the plan shall be covered by the employee.

5.7 Post -Employment Health Plan

5.7.1 The City will contribute $23.08 per pay period toward a post -employment health plan for all employees.

INSURANCE PAGE 5-2

SMPAMM MOU
CHAPTER 6. UNIFORMS AND EQUIPMENT

6.1 Uniform Allowance
CY 2022-24

6.1.1 The City shall furnish each employee required to wear a uniform an initial issue of uniforms and agrees to replace normally worn or damaged uniforms for all sworn personnel on an ongoing basis.

6.1.2 For "classic" sworn employees, as defined by PEPRA, for CaIPERS purposes, the value of new and replacement uniforms will be determined by using the average per pay period cost of said uniforms for sworn personnel required per this MOU to wear a uniform. The average cost will be calculated by using the annual fiscal year cost of uniforms for all eligible sworn personnel, dividing that annual cost by the number of eligible sworn personnel, and dividing that result by the number of pay periods in the fiscal year. The per pay period average cost will be updated at the beginning of each payroll calendar year using the previous fiscal year's cost.

6.1.3 The City shall provide a pro -rated uniform allowance of $15.38 per payroll period for personal maintenance (cleaning and laundering) of uniforms to sworn employees required to wear uniforms on a daily basis. This uniform allowance shall terminate on the 31st consecutive calendar day of absences other than for vacation.

6.1.4 The standards and specifications of all uniform items shall be determined by the Police Chief.

6.1.5 Replacement of worn or damaged uniforms will be subject to inspection and approval by an employee's immediate supervisor.

6.1.6 The initial issue of uniforms for sworn employees will consist of the following items:
• uniform pants (2)
• uniform shirts (3 - at least one long sleeve)
• uniform shirt for load -bearing ballistic carrier vest (upon request) • uniform tie (1)
• field jacket (1)
• name tag (2)
• domed badge (1)
• flat badge with wallet (1)
• service stripes and rank insignias
• necessary initial alterations
(MOU 02-01-22)

6.2 Personal Property/Equipment Damaged

SMPAMM MOU CY 2022-24
equipment is damaged, destroyed or taken as a direct result of the incident, the employee may request the Chief of Police to investigate the facts surrounding the incident. If the Chief of Police is satisfied that the facts of the incident occurred within the scope of employment of the employee, and the employee was exercising good judgment at the time of the incident, he/she shall forward to the City Manager a report recommending just compensation.

6.2.1.1 Employees should refrain from wearing, during the normal course of their duties, valuable and expensive jewelry as replacement cost may not fully compensate for the loss of the item in question. Maximum replacement cost for glasses (prescription or sun) shall be one hundred and twenty-five dollars ($125) and for all other items seventy-five dollars ($75).

6.3 Safety Equipment

6.3.1 The City shall provide the following equipment to sworn officer:
• 1 Sam Brown belt
• 1 holster
• handcuff case(s) (choice of two singles or one double) • 2 pair of handcuffs
• 4 belt keepers
• 1 key holder
• 1 ammunition pouch
• 1 baton ring
• 1 baton
• 1 rechargeable flashlight system (20,000 candle power minimum) • 1 tactical helmet
• 1 semi -automatic pistol
• 1 0/0 Pouch
• 1 0/0 Canister
• Uniform patches (sufficient to be placed on all necessary uniforms) • 1 raingear (upon request)
• Bulletproof vest
• Body armor
• 1 Load -bearing ballistic carrier vest (upon request after passing probationary period) (MOU 02-01-22)

6.3.1.1 The above applicable equipment shall be either leather or basket -weave light weight duty gear.

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SMPAMM MOU CY 2022-24

6.4 Vehicle Replacement

6.4.1 The City agrees to replace or rebuild police vehicles at such time as they are no longer able to be safely operated, as determined by the Department of Public Works.

6.5 Uniform Patches and Badges

6.5.1 The City agrees to meet with representatives of SMPAMM to discuss the design and purchase of new uniform patches and badges.
(Reso. 97-13)
UNIFORMS AND EQUIPMENT PAGE 6-3

SMPAMM MOU CY 2022-24
CHAPTER 7. SPECIAL PROVISIONS

7.1 Slow Down, Work Stoppage or Strike

7.1.1 SMPAMM does not condone a slowdown, work stoppage, or strike by its members or by the Association and, if such does occur, that immediate disciplinary action will be taken by the City Manager toward the individuals. If a slowdown, work stoppage or strike does occur, SMPAMM will immediately call a meeting of its membership to determine the reasons for such action, explain the proper procedure for handling grievances, and then meet with the City's representatives through the meet and confer process in an attempt to resolve the issue.

7.2 Association Business

7.2.2 Activities concerned with the internal affairs of the association not otherwise specified herein, such as collecting dues, holding membership meetings, campaigning for office, conducting elections, and distributing literature, etc., shall not be conducted during working hours, unless otherwise authorized by the City Manager.

7.2.3 No Association business will be handled during regular working hours, unless first approved by the City Manager.

7.3 Range Qualification

7.3.1 The City will provide the necessary ammunition (assembled rounds) for each officer for firearms qualifications as dictated by department policy.

7.4 Representation

7.4.1 Positions represented by SMPAMM include Police Sergeant and Police Lieutenant.

7.5 Safety
(See CAM 83-1)

7.5.1 The Association will actively participate in all phases of an employee safety program, which shall provide appropriate controls for dealing with repeated violators of the established safety regulations.

SPECIAL PROVISIONS PAGE 7-1

SMPAMM MOU CY 2022-24

7.6 Grievances

7.6.1 The purpose of this section is to provide an orderly method for the settlement of a dispute between the City and its employees. Such a dispute shall be defined as a grievance and must be presented within thirty (30) calendar days of the date it occurred or within thirty (30) calendar days of the date the employee could reasonably be expected to have knowledge of the occurrence. An employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. All grievances shall be processed in accordance with the following steps, time limits and conditions herein set forth:

7.6.1.1 Grievance shall be submitted in writing to the immediate supervisor who shall promptly meet and discuss grievance with the employee and reply within seven (7) calendar days.

7.6.2 All grievances shall be submitted on forms provided by the City.

7.6.4 Appeals that involve disciplinary action, shall be processed in accordance with City CAM 2003-01 and consistent with the intent of the Side Letter of Agreement with the SMPOA dated November 8, 2004 regarding disciplinary appeal procedures.

7.6.5 The above grievance procedure is not to be used for:

7.6.5.1 The purpose of achieving changes in wages, hours and working conditions.

7.6.5.2 To challenge the content of employee evaluations or performance reviews.

7.6.5.3 To challenge the decision to reclassify, layoff, deny reinstatement, or deny a step or merit increase to an employee unless it violates an expressed provision of the MOU or law.

SPECIAL PROVISIONS PAGE 7-2

SMPAMM MOU

7.6.5.4 CY 2022-24
In cases of oral reprimand, written reprimand, punitive transfer, reduction in pay, demotion, suspension, or termination.

7.6.5.5 To challenge examinations or the appointment to positions unless it violates an expressed provision of the MOU or law.

7.7 Management Rights and Responsibilities

7.7.1.1 To manage the City generally and to determine the issues of policy.

7.7.1.2 To determine the existence or non-existence of facts which are the basis of the management decision.

7.7.1.3 To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services.

7.7.1.4 To determine the nature, manner, means and technology, and extent of services to be provided to the public.

7.7.1.5 To determine methods of financing.

7.7.1.6 To determine types of equipment or technology to be used.

7.7.1.8 To determine and change the number of locations, relocations and types of operations, processes, and materials to be used in carrying out all City functions including, but not limited to, the right to contract or subcontract any work or operation of the City.

7.7.1.9 To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.

7.7.1.10 To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

7.7.1.11 To establish and modify productivity and performance programs and standards.

7.7.1.12 To discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause.

SPECIAL PROVISIONS PAGE 7-3

SMPAMM MOU CY 2022-24

7.7.1.14 To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

7.7.1.15 To maintain order and efficiency in its facilities and operations.

7.7.1.16 To establish and promulgate and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention with this Agreement.

7.7.1.17 To restrict the activity of an employee organization on municipal property and on municipal time except as set forth in this MOU.

7.7.1.18 To take any and all necessary action to carry out the mission of the Agency in emergencies.

7.7.2 Authority of Third -Party Neutral: All management rights, powers, authority and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third -party neutral shall have the authority to diminish any of the management rights which are included in this section.

7.8 Changing Employee Representation Groups

7.8.1 Any time an employee changes from one employee group to another, that employee will be covered by the provisions of the MOU regarding the new employee group and the employee gives up any claim to the Memorandum of Understanding provisions of the old employee group.

7.9 Layoff Procedure
(See CAM 79-2 & MOU 1-1-79)

7.9.1 Purpose: To provide a means by which employees are to be demoted or laid off when a reduction in force occurs. The City reserves, retains, and is vested with solely and exclusively, the right to determine which employee(s) to lay off in accordance with the below procedures. (MOU 03-07-17)

7.9.2 Non -Discrimination in Reduction in Force: Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's actual or perceived race, color, religion, sex, sexual orientation, marital status, registered domestic partner status, national origin, ancestry, physical or mental disability, medical condition, age, or any other basis protected by California or federal law.

SPECIAL PROVISIONS PAGE 7-4

SMPAMM MOU
CY 2022-24
(MOU 03-07-17)

7.9.3 Employee Evaluation Performance Rating Categories: Where employee evaluation forms are used, those evaluations that have been presented to the employee within the last two years from the date of layoff shall be used. For purposes of this Layoff Section only, should no evaluations be given to an employee within the last two years from the date of layoff, the assumption will be (for purposes of layoff) that the employee is performing at an acceptable rating level. Employees with a rating of "Unacceptable" shall be demoted or laid off first; those with a rating of "Acceptable Minus/Improvement Needed" second; those with a rating of "Acceptable" third; those with a rating of "Acceptable Plus" fourth; and those in the "Superior" category last.
(MOU 03-07-17)

7.9.4 Determining Length of Seniority:
(MOU 03-07-17)

7.9.4.1 The following shall define seniority for the purposes of Layoff Section 7-9.

7.9.4.1.1 In determining continuous Citywide service seniority, all uninterrupted full- time employment including periods of authorized leaves of absence, periods of employment prior to a previous layoff, in a full-time budgeted position, as listed in Schedule II of the Schematic List of Classes and approved in the adopted fiscal budget, shall be counted as continuous Citywide service seniority for full-time employees. Time served as a part-time employee or employment under a Federal program, shall not be credited toward full-time seniority for this purpose.
(MOU 03-07-17)

7.9.4.2 The timing for employees to exercise their below options shall be made within 48 hours of official notification from the City. Said time requirements may be extended at the discretion of the City.
(MOU 03-07-17)
PHASE 1

7.9.5 Transfer/Demote to Vacancy:

7.9.5.1 Prior to initiating Sections 7.9.6 and 7.9.7, the City will transfer/demote any full- time employee, who has been employed by the City in a full-time capacity for less than twenty years and is to be affected by a reduction in force, to another full-time vacant position for which such employee may qualify, prior to initiating the below procedures. For a full-time employee with twenty years or more of full-time City service who is affected by a reduction in force, Section 7.9.5 herein will not apply.
(MOU 03-07-17)

7.9.5.2 In situations where more than one employee is affected by a reduction in force and are qualified to transfer to a vacant position(s), the employee with the most continuous Citywide service, if qualified, shall be the first qualified employee to be transferred/demoted. (MOU 03-07-17)
SPECIAL PROVISIONS PAGE 7-5

SMPAMM MOU CY 2022-24

7.9.5.2.1 Performance will be considered first, for employees with less than three years continuous service with the City.
(MOU 03-07-17)

7.9.5.2.2 Employees who are transferred/demoted into a vacant position and are in a (layoff) probationary status pursuant to this section, will not be subject to being bumped by an employee who has less seniority while s/he is in a (layoff) probationary status. (MOU 03-07-17)
PHASE 11

7.9.6 Order of Reduction in Force: After exhausting the Transfer Provision as set forth in Section 7.9.5 (Phase I) the following procedures will apply:
(MOU 03-07-17)

7.9.6.1 By this section, the City is not abrogating the management rights stated in Section

7.7 and Section 7.9.1; nor abrogating any other management right not specifically addressed herein. Once the City has determined which position will be affected by a layoff, prior to laying off City employees, the City will give consideration to reducing temporary agency staffing (non -City employees) that are employed through an employment agency, who are performing similar work to the position determined to be affected by a lay off. (MOU 03-07-17)

7.9.6.1.1 In situations where more than one employee is affected by a reduction in force and are qualified to transfer to a vacant position(s), the employee with the most continuous Citywide service, shall be the first qualified employee eligible to be transferred/demoted.
(MOU 03-07-17)

7.9.6.1.2 Probationary employees with the lowest overall job performance rating category in the affected classifications (Citywide) shall be laid off first and the affected laid -off probationary employee shall exercise their option to demote pursuant to Section

7.9.5; if identical for two or more employees, then by the employee with the least Citywide seniority, if still equal then by non-discriminatory random selection (such as lottery). (MOU 03-07-17)

7.9.6.1.3 Should there be need for further reduction, regular employees in the affected classifications (Citywide) laid off in the following order:

7.9.6.1.3.1 For employees with less than three years of Citywide service as defined by the Determining Length of Seniority section above, the employee with the overall lowest performance rating shall be laid off first and the affected laid -off employee shall exercise their option to demote pursuant to Section 7.9.5; if identical for two or more employees, then by the employee with the least Citywide seniority; if still identical, then by length of service in existing classification; if still identical, then departmental seniority in the affected department, if still equal then by non-discriminatory random selection (such as a lottery).
(MOU 03-07-17)
SPECIAL PROVISIONS PAGE 7-6

SMPAMM MOU CY 2022-24

7.9.6.1.3.2 For employees with three years or more of Citywide service, as defined by the Determining Length of Seniority section above, the employee with the least continuous Citywide seniority shall be laid off first and the affected laid -off probationary employee shall exercise their option to demote pursuant to Section 7.9.5; if identical for two or more employees then by the employee with the lowest overall performance rating; if still identical, then by length of service in existing classification; if still identical, then departmental seniority in the affected department, if still equal then by non- discriminatory random selection (such as a lottery).
(MOU 03-07-17)
PHASE 111

7.9.7 Bumping: After exhausting the Transfer Provision as set forth in Section 7.9.5 (Phase I) and exhausting the Order of Reduction in Force as set forth in Section 7.9.6 (Phase II), the following bumping procedures will apply.
(MOU 03-07-17)

7.9.7.1 An employee designated to be laid off (as a result of the Order of Reduction in Force above), may bump into the next lower classification for which the employee is qualified within the same department, if the employee has previously held regular status in such classification with the City. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.
(MOU 03-07-17)

7.9.7.1.1 Employees who have not actually held status in a lower classification shall be allowed to first demote to a vacant Citywide position (Phase I) in an equal or lower classification (salary range), or second to a Citywide position held by a City (new hire) probationary employee (Phase II) in such lower class for which they are qualified but may not bump regular City employees already in the lower classification. (MOU 03-07-17)

7.9.7.1.2 Should there be no position to demote to (no vacant position for which the employee is qualified, or no position to bump into), said employee shall be subject to lay off.
(MOU 03-07-17)

7.9.7.1.3 Notice: The appointing authority shall send written notice to the last known address of each employee affected by a layoff at least thirty (30)=working days prior to the effective date of the action. The notice shall include the:
(MOU 03-07-17)

7.9.7.2 (a) reason for the layoff; (b) classes to which the employee may demote, if any; (c) effective date of the action; (d) appeal rights of the employee; and (e) conditions governing retention on and reinstatement from re-employment lists. (MOU 03-07-17)

7.9.7.3 Payoff of Accruals upon Layoff: Laid off employees are to be paid for all accrued holidays, vacation, compensatory time, and overtime when separated as a result of layoff.

SPECIAL PROVISIONS PAGE 7-7

SMPAMM MOU
CY 2022-24
(MOU 03-07-17)

7.9.8 Reinstatement of Employees Demoted: Employees with three or more years of service who are demoted as a result of a reduction in force shall have their names placed on a classification reinstatement list, in the order of their classification seniority (for those with five or more years in the classification) seniority. For those with less than three years of Citywide service, their reinstatement will be based upon the performance evaluations. Vacant positions within a classification shall first be offered to employees on this reinstatement list. (MOU 03-07-17)

7.9.9 Re -Employment of Employees Laid Off: Employees who are laid off and who held probationary or regular City status at the time of layoff shall have their names placed on a re- employment list for classifications in which they previously held status and for classifications at the same or lower salary range for which they qualify in the order of their classification seniority (for those with three or more years in the classification). For those with less than three years of Citywide service, their re-employment will be based upon the performance evaluations. Vacant positions in such classifications will be offered to eligibles on the re-employment list that qualify for such vacancies prior to an open or promotional recruitment. (MOU 03-07-17)

7.9.9.1 Once a person on a reinstatement/re-employment list is rehired to a regular position as a result of his/her reinstatement/re-employment rights, his/her name shall be removed from the said list for the classification which he/she was re-employedand from all reinstatement/re-employment lists for classifications at the same or lower salary range of the classification in which he/she was re-employed.
(MOU 03-07-17)

7.9.10 Duration of Reinstatement and Re-employment Lists: The eligibility of individuals on the reinstatement and re-employment lists shall extend for a period of one year from the initial date of demotion or layoff. Eligibles not responding to written notification of an opening within fifteen working days from the date the notice is mailed to them shall have their names removed from either the reinstatement or re-employment lists.
(MOU 03-07-17)

7.9.10.1 An individual's name may be removed from the reinstatement/re-employment list if any of the following occur:
(MOU 03-07-17)

7.9.10.1.1 The individual indicates that he/she will be unable to return to employment with the City during the life of the list; or

7.9.10.1.2 The individual cannot be reached after reasonable efforts have been made to do so. The City shall utilize certified mail or personal delivery when contacting individuals.

7.9.11 Restoration of Benefits upon Re -Employment: Upon re-employment following a reduction in force, a rehired employee will have the following benefits restored:
(MOU 03-07-17)
SPECIAL PROVISIONS PAGE 7-8

SMPAMM MOU

7.9.11.1 Prior sick leave accrual balances.

CY 2022-24
(MOU 03-07-17)

7.9.11.2 Seniority at time of layoff for purposes of determining merit increases, vacation accruals and future reductions in force.
(MOU 03-07-17)

7.9.11.3 The salary step paid to an employee who is re-employed shall be equivalent to that which the employee was receiving immediately prior to layoff. If the employee chooses to be re-employed in a classification which has a salary range lower than the classification from which he/she was laid off, then salary placement will be made at a point either equivalent to his/her salary immediately prior to layoff, or, if the maximum of the salary range of the position to which the employee is to be re-employed is less than the employee's salary immediately prior to layoff, then the employee will receive the maximum of the salary range.

7.9.12 Obligation to Serve Probationary Period: A person appointed from a reinstatement or re-employment list must serve a new one-year probationary period in order to attain regular status if they are appointed to a different classification which he/she has not previously held regular status or are placed in another department. The employee would be eligible for a merit increase after satisfactory completion of six months of employment in the position, subject to the limitations of the salary range.
(MOU 03-07-17)

7.9.12.2 If the employee should fail to pass probation, his/her name shall be placed back on any reinstatement/re-employment list(s) which the employee had initially been on, prior to his/her appointment into the position for the remainder of the initial one-year period. (MOU 03-07-17)

7.10 Counseling Program

7.10.1 The City agrees to meet and confer with the SMPAMM regarding a mutually acceptable confidential counseling program at no cost to the employee in instances where an officer's actions on duty result in death or serious injury to another person or the officer's life has been in critical danger. This treatment will be mandatory.

SPECIAL PROVISIONS PAGE 7-9

SMPAMM MOU CY 2022-24

7.11 Special Provisions

7.11.1 Reimbursement for Travel on City Business

7.11.1.1 It is agreed that reimbursement for travel on City business will be addressed on a City-wide basis with the update of the City's travel policy. POST reimbursement schedules will be addressed separately for POST classes in the policy.

7.11.2 Labor/Management Relations Committee

7.11.2.1 The City agrees to establish a joint labor and management committee (1/2 labor and 1/2 management) to meet on request by either party or on a quarterly or more frequent basis to discuss and work out departmental issues, problems, and general administrative matters. Chairmanship to rotate between labor and management on a yearly basis.

7.11.2.2 The City and the Association agree to meet to discuss the Telestaff Software System and its impact on scheduling and time -off procedures and modifications regarding the Disciplinary Procedural Policies as well as Overtime Policies.

7.11.2.3 The City and the Association agreed to meet to discuss modifications to Section

3.2 Salary and Benefit Survey Procedures and 7.9 Layoff Provisions within the first year of the MOU.
(MOU 01-06-15)

7.12 Prior and Existing Conditions

7.12.1 Except as expressly provided herein or by subsequent written agreement of the parties, there shall be no change to wages, hours, or other terms and conditions of employment.

7.13 Pre Emptive Laws

7.13.1 It is understood and agreed that this extension of the current Memorandum of Understanding is subject to all current and future applicable Federal and State laws, and Federal and State regulations. If any chapter, article section, sub article, sentence, clause, phrase, or portion of this MOU or any addition, addendum or exhibit, thereto should be held invalid or unenforceable by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any chapter, article, sub article, section, sentence, clause, phrase or portion of this MOU should be restrained by such tribunal or office, the remainder of this document shall not be affected thereby, and the parties shall enter into the Meet and Confer process for the purpose of arriving at a mutually satisfactory replacement for such chapter or section.

7.14 Americans with Disabilities Act (ADA)

7.14.1 The City and SMPAMM acknowledge the passage of the Americans with Disabilities Act. It is agreed that the City shall take all necessary actions to comply with the provisions of this act. If necessary, sections of this MOU and/or the City personnel rules may be suspended in order to achieve compliance.

SPECIAL PROVISIONS PAGE 7-10

SMPAMM MOU CY 2022-24

7.15 Disciplinary Procedure

7.15.1 The City and the Association agree that the disciplinary procedure, CAM 2003-01 dated January 2003 and the Side Letter of Agreement with the SMPOA dated November 8, 2004 shall apply to the SMPAMM.

SPECIAL PROVISIONS PAGE 7-11

SMPAMM MOU CY 2022-24

CITY OF SANTA MARIA SMPAMM
Date Date
Che Johnson, Co -Chief Negotiator Rob Wexler, Chief Negotiator Andrew Hackleman, Co -Chief Negotiator Herminio Rodriguez, Police Sergeant Lisa Christensen, HR Consultant I I I Todd (David) Logan, Police Sergeant Erica Anaya, HR Confidential Tech II Philip Dix, Police Sergeant Felix Diaz, Police Sergeant
SIGNATURES PAGE 7-12

City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 02/12/2022
Grade Description
322 ACCOUNT CLERK - SCALE HOUSE
324 ACCOUNT CLERK I
323 ACCOUNT CLERK II
136 ACCOUNTING MANAGER
370 ACCOUNTING TECHNICIAN I
371 ACCOUNTING TECHNICIAN II
374 ACCOUNTING TECHNICIAN III
367 ADMINISTRATIVE ASSISTANT
447 ARFF SPECIALIST I
448 ARFF SPECIALIST II
126 ASSISTANT CITY ATTORNEY
110 ASSISTANT CITY MANAGER
203 ASSISTANT PLANNER
008 ASSISTANT TO THE CITY MANAGER
204 ASSOCIATE PLANNER
132 ASST DIR OF RECREATION & PARKS
140 BUILDING DIVISION MANAGER
217 BUILDING INSPECTOR I
220 BUILDING INSPECTOR II
347 BUILDING PERMIT TECHNICIAN I
348 BUILDING PERMIT TECHNICIAN II
173 BUSINESS PROGRAM LEADER I (BPL
I/II/III Flex Broadband Range)
174 BUSINESS PROGRAM LEADER II (BPL
I/II/III Flex Broadband Range)
175 BUSINESS PROGRAM LEADER III (BPL
I/II/III Flex Broadband Range)
164 BUSINESS SYSTEMS ANALYST
230 CAD TECHNICIAN
264 CHIEF BUILDING INSPECTOR
130 CHIEF DEPUTY CITY CLERK
159 CHIEF HUMAN RESOURCES OFFICER
160 CHIEF INFORMATION OFFICER
115 CHIEF OF POLICE
226 CHIEF PUBLIC WORKS INSPECTOR
111 CITY ATTORNEY
005 CITY MANAGER
166 CODE ENFORCEMENT OFFICER I
167 CODE ENFORCEMENT OFFICER II
165 CODE ENFORCEMENT SUPERVISOR
168 CODE ENFORCEMENT TECHNICIAN
211 COMMUNITY PROGRAMS MANAGER
340 CONFIDENTIAL OFFICE CLERK I
341 CONFIDENTIAL OFFICE CLERK II
311 CONFIDENTIAL SECRETARY
343 CONFIDENTIAL TECHNICIAN I
344 CONFIDENTIAL TECHNICIAN II
265 CREW LEADER-MAINT SPECIALIST
298 CRIME ANALYST
421 CRIME LAB AND EVIDENCE SUPV
417 CRIMINALISTICS TECHNICIAN I
418 CRIMINALISTICS TECHNICIAN II
331 CUSTOMER SERVICE CLERK
373 DEPUTY CITY CLERK
009 DEPUTY CITY MANAGER
142 DEPUTY FIRE CHIEF
112 DIR OF COMMUNITY DEVELOPMENT
Bi-Weekly Rates
Assoc. Step A Step B Step C Step D Step E
g 1,665.82 1,749.11 1,836.57 1,928.40 2,024.82
g 1,625.15 1,706.41 1,791.73 1,881.32 1,975.39
g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66
m 4,145.18 4,352.44 4,570.06 4,798.56 5,038.49
g 1,973.67 2,072.35 2,175.97 2,284.77 2,399.01
g 2,176.45 2,285.27 2,399.53 2,519.51 2,645.49
g 2,285.26 2,399.52 2,519.50 2,645.48 2,777.75
g 2,166.34 2,274.66 2,388.39 2,507.81 2,633.20
f 2,507.86 2,633.24 2,764.89 2,903.14 3,048.29
f 2,758.60 2,896.55 3,041.36 3,193.43 3,353.11
m 5,274.31 5,538.03 5,814.93 6,105.68 6,410.96
m 6,777.29 7,116.15 7,471.96 7,845.56 8,237.84
g 2,217.32 2,328.19 2,444.60 2,566.83 2,695.17
m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15
g 2,797.57 2,937.45 3,084.32 3,238.54 3,400.47
m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86
m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86
g 2,338.91 2,455.86 2,578.65 2,707.58 2,842.96
g 2,579.25 2,708.21 2,843.62 2,985.80 3,135.09
g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37
g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46
m 3,213.60 - - 4,036.81
m 4,119.21 - 4,943.05
m 5,025.41 - - 5,849.25
m 3,570.81 3,749.35 3,936.82 4,133.66 4,340.34
g 2,456.23 2,579.04 2,707.99 2,843.39 2,985.56
g 2,842.70 2,984.84 3,134.08 3,290.78 3,455.32
m 4,023.32 4,224.49 4,435.71 4,657.50 4,890.38
m 6,110.94 6,416.49 6,737.31 7,074.18 7,427.89
m 5,395.94 5,665.74 5,949.03 6,246.48 6,558.80
psmp 7,627.77 8,009.17 8,409.62 8,830.11 9,271.63
g 2,490.19 2,614.70 2,745.44 2,882.71 3,026.85
m 7,548.33 7,925.75 8,322.04 8,738.14 9,175.05
m 8,643.02 9,075.17 9,528.93 10,005.38 10,505.65
g 2,162.82 2,270.96 2,384.51 2,503.74 2,628.93
g 2,361.83 2,479.92 2,603.92 2,734.12 2,870.83
g 2,842.83 2,984.97 3,134.22 3,290.93 3,455.48
g 1,739.38 1,826.35 1,917.67 2,013.55 2,114.23
m 3,883.67 4,077.85 4,281.74 4,495.83 4,720.62
m 1,462.30 1,535.42 1,612.19 1,692.80 1,777.44
m 1,615.68 1,696.46 1,781.28 1,870.34 1,963.86
m 2,020.78 2,121.82 2,227.91 2,339.31 2,456.28
m 2,020.78 2,121.82 2,227.91 2,339.31 2,456.28
m 2,227.91 2,339.31 2,456.28 2,579.09 2,708.04
g 2,118.90 2,224.85 2,336.09 2,452.89 2,575.53
g 2,348.32 2,465.74 2,589.03 2,718.48 2,854.40
pn 3,919.14 4,115.10 4,320.86 4,536.90 4,763.75
pn 2,445.53 2,567.81 2,696.20 2,831.01 2,972.56
pn 3,170.63 3,329.16 3,495.62 3,670.40 3,853.92
g 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94
m 2,237.55 2,349.43 2,466.90 2,590.25 2,719.76
m 5,530.27 5,806.78 6,097.12 6,401.98 6,722.08
psmf 6,308.32 6,623.73 6,954.92 7,302.67 7,667.81
m 6,778.44 7,117.36 7,473.23 7,846.89 8,239.23
02/01/2022
Reflective to incorporate salary changes for POA and SMPAMM Employees

Page 1 of 4 ends

City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 02/12/2022
Grade Description
114 DIR OF PUBLIC WORKS -CITY ENGR m 6,368.47 6,686.89 7,021.23 7,372.29 7,740.90 117 DIR OF RECREATION & PARKS m 6,164.83 6,473.07 6,796.72 7,136.56 7,493.39 118 DIRECTOR OF FINANCE m 6,526.75 6,853.09 7,195.74 7,555.53 7,933.31 144 DIRECTOR OF UTILITIES m 6,839.44 7,181.41 7,540.48 7,917.50 8,313.38 319 DISPATCHER I pn 2,382.98 2,502.13 2,627.24 2,758.60 2,896.53 320 DISPATCHER II pn 2,764.25 2,902.46 3,047.58 3,199.96 3,359.96 302 ENGINEER I g 2,843.37 2,985.54 3,134.82 3,291.56 3,456.14 303 ENGINEER II g 3,134.83 3,291.57 3,456.15 3,628.96 3,810.41 317 ENGINEER III g 3,456.17 3,628.98 3,810.43 4,000.95 4,201.00 231 ENGINEERING TECH II g 2,213.53 2,324.21 2,440.42 2,562.44 2,690.56 232 ENGINEERING TECH III g 2,456.23 2,579.04 2,707.99 2,843.39 2,985.56 228 EQUIPMENT MECHANIC I g 2,044.32 2,146.54 2,253.87 2,366.56 2,484.89 225 EQUIPMENT MECHANIC II g 2,203.10 2,313.26 2,428.92 2,550.37 2,677.89 191 • EXECUTIVE ADMINISTRATOR m 3,578.93 3,757.88 3,945.77 4,143.06 4,350.21 190 EXECUTIVE ASSISTANT m 2,745.32 2,882.59 3,026.72 3,178.06 3,336.96 253 FACILITIES SUPERVISOR g 2,980.96 3,130.01 3,286.51 3,450.84 3,623.38 281 FIELD MECHANIC g 2,315.74 2,431.53 2,553.11 2,680.77 2,814.81 332 FINANCE CLERK I g 1,665.84 1,749.13 1,836.59 1,928.42 2,024.84 333 FINANCE CLERK II g 1,836.94 1,928.79 2,025.23 2,126.49 2,232.81 329 FINANCE LEAD CLERK g 2,020.66 2,121.69 2,227.77 2,339.16 2,456.12 449 FIRE BATTALION CHIEF psmf 5,386.99 5,656.37 5,939.18 6,236.15 6,547.94 450 FIRE CAPTAIN f 3,470.05 3,643.56 3,825.72 4,017.01 4,217.86 116 FIRE CHIEF psmf 7,302.67 7,667.79 8,051.20 8,453.75 8,876.46 451 FIRE ENGINEER f 3,047.96 3,200.35 3,360.38 3,528.41 3,704.82 452 FIRE FIGHTER f 2,758.60 2,896.55 3,041.37 3,193.45 3,353.11 453 FIRE FIGHTER IN TRAINING f 2,065.65 2,168.93 2,277.37 2,391.23 2,510.81 443 FIRE INSPECTOR I f 2,406.56 2,526.89 2,653.24 2,785.90 2,925.20 444 FIRE INSPECTOR II f 2,653.24 2,785.90 2,925.20 3,071.46 3,225.04 446 FIRE MARSHAL m 5,445.81 5,718.10 6,004.01 6,304.21 6,619.42 295 FIRE PREVENTION OFFICER I f 2,507.86 2,633.24 2,764.89 2,903.14 3,048.29 296 FIRE PREVENTION OFFICER II f 2,758.60 2,896.55 3,041.36 3,193.43 3,353.11 254 FLEET SERVICES SUPERVISOR g 3,130.03 3,286.53 3,450.86 3,623.40 3,804.57 299 GIS MANAGER m 3,466.04 3,639.34 3,821.31 4,012.38 4,213.00 192 GIS TECHNICIAN I g 2,612.31 2,742.93 2,880.08 3,024.08 3,175.28 193 GIS TECHNICIAN II g 2,880.07 3,024.07 3,175.27 3,334.03 3,500.73 372 GRANTS SPECIALIST I g 2,280.90 2,394.95 2,514.70 2,640.44 2,772.46 378 GRANTS SPECIALIST II g 2,514.71 2,640.45 2,772.47 2,911.09 3,056.64 209 GROUNDSKEEPER g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 129 HUMAN RESOURCES MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 423 INVESTIGATIVE SPECIALIST g 2,383.02 2,502.17 2,627.28 2,758.64 2,896.57 286 LABORATORY COORDINATOR g 2,752.85 2,890.49 3,035.01 3,186.76 3,346.10 275 LANDFILL HEAVY EQUIP LEAD OPR g 2,407.05 2,527.40 2,653.77 2,786.46 2,925.78 274 LANDFILL HEAVY EQUIP OPR g 2,183.22 2,292.38 2,407.00 2,527.35 2,653.72 276 LANDFILL HEAVY EQUIP OPR II g 2,292.38 2,407.00 2,527.35 2,653.72 2,786.41 282 LEAD MECHANIC g 2,553.13 2,680.79 2,814.83 2,955.57 3,103.35 307 LEAD WASTEWATER OPERATOR g 2,871.45 3,015.02 3,165.77 3,324.06 3,490.26 308 LEAD WATER OPERATOR g 2,871.45 3,015.02 3,165.77 3,324.06 3,490.26 350 LIBRARIAN I g 2,127.56 2,233.94 2,345.64 2,462.92 2,586.07 248 LIBRARIAN II g 2,350.69 2,468.22 2,591.63 2,721.21 2,857.27 147 LIBRARIAN I I I m 3,964.48 4,162.70 4,370.84 4,589.38 4,818.85 352 LIBRARY ASSISTANT I g 1,795.70 1,885.49 1,979.76 2,078.75 2,182.69 354 LIBRARY ASSISTANT II g 1,980.01 2,079.01 2,182.96 2,292.11 2,406.72 351 LIBRARY CLERK g 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 161 LIBRARY DIRECTOR m 6,157.73 6,465.62 6,788.90 7,128.35 7,484.77 353 LIBRARY TECHNICIAN g 1,974.66 2,073.39 2,177.06 2,285.91 2,400.21 244 MAINTENANCE WORKER I g 1,667.75 1,751.14 1,838.70 1,930.64 2,027.17 240 MAINTENANCE WORKER II g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 330 OFFICE ASSISTANT I g 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 Bi-Weekly Rates
Assoc. Step A Step B Step C Step D Step E
02/0112022
* Reflective to incorporate salary changes for POA and SMPAMM Employees

Page 2 of 4 ends

City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 02/12/2022
Grade Description
328 OFFICE ASSISTANT II 9 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 382 OUTREACH COORDINATOR g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 238 PARK SERVICES OFFICER II g 2,076.46 2,180.28 2,289.29 2,403.75 2,523.94 283 PARK SERVICES OFFICER III g 2,533.27 2,659.93 2,792.93 2,932.58 3,079.21 268 PARKS & FOREST SUPERVISOR g 2,956.03 3,103.83 3,259.02 3,421.97 3,593.07 278 PLAN CHECK ENGINEER m 4,390.19 4,609.70 4,840.19 5,082.20 5,336.31 124 PLANNING DIVISION MANAGER m 5,564.22 5,842.43 6,134.55 6,441.28 6,763.34 216 PLANNING TECHNICIAN g 2,023.62 2,124.80 2,231.04 2,342.59 2,459.72 297 PLANS EXAMINER g 2,704.36 2,839.58 2,981.56 3,130.64 3,287.17 152 POLICE COMMANDER psmp 6,749.86 7,087.34 7,441.71 7,813.81 8,204.51 422 POLICE CORPORAL p 3,440.60 3,612.63 3,793.26 3,982.92 4,182.07 151 POLICE DIVISION COMMANDER psmp 6,552.57 6,880.20 7,224.19 7,585.40 7,964.67 416 POLICE LIEUTENANT pmm 5,397.25 5,667.11 5,950.47 6,247.99 6,560.39 413 POLICE OFFICER p 3,192.54 3,352.17 3,519.78 3,695.77 3,880.56 355 POLICE RECORDS SUPERVISOR g 2,495.66 2,620.44 2,751.46 2,889.03 3,033.48 327 POLICE RECORDS TECH -DETECTIVES g 1,691.71 1,776.30 1,865.12 1,958.38 2,056.30 325 POLICE RECORDS TECHNICIAN I g 1,493.80 1,568.49 1,646.91 1,729.26 1,815.72 326 POLICE RECORDS TECHNICIAN II g 1,650.47 1,732.99 1,819.64 1,910.62 2,006.15 410 POLICE SERGEANT pmm 4,357.05 4,574.90 4,803.65 5,043.83 5,296.02 256 POLICE SERVICES TECHNICIAN pn 2,138.35 2,245.27 2,357.53 2,475.41 2,599.18 390 POLICE TRAINEE pn 2,678.91 2,812.86 2,953.50 3,101.18 3,256.24 293 PRINCIPAL CIVIL ENGINEER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 127 PRINCIPAL PLANNER m 4,368.25 4,586.66 4,815.99 5,056.79 5,309.63 362 PROPERTY -EVIDENCE CLERK g 2,213.86 2,324.55 2,440.78 2,562.82 2,690.96 386 PUBLIC INFORMATION MANAGER m 3,570.81 3,749.35 3,936.82 4,133.66 4,340.34 241 PUBLIC WORKS INSPECTOR g 2,258.68 2,371.61 2,490.19 2,614.70 2,745.44 135 PUBLIC WORKS OPERATIONS MGR m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 169 PUBLIC WORKS TECHNICIAN I g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 170 PUBLIC WORKS TECHNICIAN II g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46 257 RECREATION COORDINATOR g 2,129.46 2,235.93 2,347.73 2,465.12 2,588.38 158 RECREATION SERVICES MGR m 3,593.51 3,773.19 3,961.85 4,159.94 4,367.94 285 RECREATION SUPERVISOR g 2,464.51 2,587.74 2,717.13 2,852.99 2,995.64 259 RECREATION TECHNICIAN g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 252 REG COMPLIANCE SPECIALIST g 2,249.15 2,361.61 2,479.69 2,603.67 2,733.85 314 REG COMPLIANCE SPECIALIST II g 2,455.12 2,577.88 2,706.77 2,842.11 2,984.22 316 REGULATORY COMPLIANCE MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 162 REVENUE MANAGER m 3,236.67 3,398.50 3,568.43 3,746.85 3,934.19 312 SECRETARY 9 1,905.10 2,000.36 2,100.38 2,205.40 2,315.67 313 SECRETARY TO THE CITY MANAGER m 2,498.24 2,623.15 2,754.31 2,892.03 3,036.63 125 SENIOR ASSISTANT CITY ATTORNEY m 5,538.03 5,814.93 6,105.68 6,410.96 6,731.51 349 SENIOR BUILDING PERMIT TECH g 2,366.71 2,485.05 2,609.30 2,739.77 2,876.76 292 SENIOR CIVIL ENGINEER g 3,785.35 3,974.62 4,173.35 4,382.02 4,601.12 267 SENIOR CREW LEADER-MAINT SPEC g 2,224.83 2,336.07 2,452.87 2,575.51 2,704.29 321 SENIOR DISPATCHER pn 3,048.96 3,201.41 3,361.48 3,529.55 3,706.03 237 SENIOR PARK SERVICES OFFICER g 3,112.53 3,268.16 3,431.57 3,603.15 3,783.31 205 SENIOR PLANNER g 3,298.13 3,463.04 3,636.19 3,818.00 4,008.90 201 SENIOR PLANS EXAMINER g 3,134.83 3,291.57 3,456.15 3,628.96 3,810.41 337 SENIOR POLICE RECORDS TECH g 1,823.65 1,914.83 2,010.57 2,111.10 2,216.66 163 SENIOR PROJECT MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 210 SENIOR SYSTEMS ANALYST m 4,471.31 4,694.88 4,929.62 5,176.10 5,434.91 304 SENIOR TRAFFIC SIGNAL TECH g 2,653.67 2,786.35 2,925.67 3,071.95 3,225.55 195 SOLID WASTE COLLECTIONS SUPV g 3,097.30 3,252.17 3,414.78 3,585.52 3,764.80 196 SOLID WASTE EQUIP CREW LDR g 2,126.86 2,233.20 2,344.86 2,462.10 2,585.21 246 SOLID WASTE EQUIP LEAD OPR g 2,352.15 2,469.76 2,593.25 2,722.91 2,859.06 222 SOLID WASTE EQUIPMENT OPR I g 1,985.84 2,085.13 2,189.39 2,298.86 2,413.80 224 SOLID WASTE EQUIPMENT OPR II g 2,025.55 2,126.83 2,233.17 2,344.83 2,462.07 197 SOLID WASTE LANDFILL SUPV g 3,097.30 3,252.17 3,414.78 3,585.52 3,764.80 154 SOLID WASTE MANAGER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 Assoc. Step A Step B
Bi-Weekly Rates
Step C Step D
Step E
02101/2022
* Reflective to incorporate salary changes for POA and SMPAMM Employees

Page 3 of 4 ends

City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 02/12/2022
Grade Description
380 SPECIAL DISTRICTS COORDINATOR g 2,956.03 3,103.83 3,259.02 3,421.97 3,593.07 358 SPECIAL DISTRICTS SUPERVISOR g 3,297.55 3,462.43 3,635.55 3,817.33 4,008.20 381 SPECIAL DISTRICTS TECHNICIAN g 2,280.44 2,394.46 2,514.18 2,639.89 2,771.88 271 STREET MAINT SUPERVISOR g 2,980.96 3,130.01 3,286.51 3,450.84 3,623.38 214 SYSTEMS ANALYST I g 3,101.43 3,256.50 3,419.33 3,590.30 3,769.82 215 SYSTEMS ANALYST II g 3,420.17 3,591.18 3,770.74 3,959.28 4,157.24 290 TRAFFIC SIGNAL TECHNICIAN g 2,468.54 2,591.97 2,721.57 2,857.65 3,000.53 202 TRANSIT ASSISTANT g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 229 TRANSIT COORDINATOR g 2,173.86 2,282.55 2,396.68 2,516.51 2,642.34 288 TRANSIT SERVICES MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 383 UTILITIES ACCOUNTING TECH I g 1,973.67 2,072.35 2,175.97 2,284.77 2,399.01 384 UTILITIES ACCOUNTING TECH II g 2,176.45 2,285.27 2,399.53 2,519.51 2,645.49 385 UTILITIES ACCOUNTING TECH III g 2,285.26 2,399.52 2,519.50 2,645.48 2,777.75 145 UTILITIES MANAGER/DEPUTY DIR m 5,530.27 5,806.78 6,097.12 6,401.98 6,722.08 387 UTILITIES OUTREACH SPECIALIST g 1,791.49 1,881.06 1,975.11 2,073.87 2,177.56 207 UTILITIES TECHNOLOGY ANALYST g 3,101.43 3,256.50 3,419.33 3,590.30 3,769.82 334 UTILITY BILLING LEAD CLERK g 2,020.66 2,121.69 2,227.77 2,339.16 2,456.12 137 UTILITY BILLING MANAGER m 3,236.67 3,398.50 3,568.43 3,746.85 3,934.19 223 UTILITY BILLING SUPERVISOR g 2,121.68 2,227.76 2,339.15 2,456.11 2,578.92 306 WASTEWATER OPERATOR g 2,432.57 2,554.20 2,681.91 2,816.01 2,956.81 305 WASTEWATER OPERATOR TRAINEE g 2,160.35 2,268.37 2,381.79 2,500.88 2,625.92 198 WASTEWATER SUPERVISOR g 3,559.04 3,736.99 3,923.84 4,120.03 4,326.03 247 WATER CONSERVATION SPECIALIST g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 309 WATER OPERATOR g 2,432.57 2,554.20 2,681.91 2,816.01 2,956.81 310 WATER OPERATOR TRAINEE g 2,160.35 2,268.37 2,381.79 2,500.88 2,625.92 258 WATER RESOURCES LEAD OPERATOR g 2,917.78 3,063.67 3,216.85 3,377.69 3,546.57 134 WATER RESOURCES MANAGER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 263 WATER RESOURCES OPERATOR g 2,646.48 2,778.80 2,917.74 3,063.63 3,216.81 199 WATER SUPERVISOR g 3,559.04 3,736.99 3,923.84 4,120.03 4,326.03 243 WATER SYSTEM OPERATOR I g 2,107.72 2,213.11 2,323.77 2,439.96 2,561.96 249 WATER SYSTEM OPERATOR II g 2,373.16 2,491.82 2,616.41 2,747.23 2,884.59 Bi-Weekly Rates
Assoc. Step A Step B Step C Step D Step E
02/0112022
' Reflective to incorporate salary changes for POA and SMPAMM Employees

Page 4 of 4 ends

City of Santa Maria
Schematic Hourly Rates
Effective 02/12/2022
Part Time Rates
Grade Description Assoc. Step A Step B Step C Step D Step E za ACCOUNT CLERK AIDE z 18.55 19.48 20.45 21.47 22.54
ac ADMINISTRATIVE AIDE I e 21.07 22.12 23.23 0.00 0.00
ab ADMINISTRATIVE AIDE II e 24.39 25.62 26.89 0.00 0.00 as ADMINISTRATIVE AIDE III e 28.33 29.75 31.24 0.00 0.00 al ASSIST LIBRARY TECHNICIAN e 16.75 17.59 18.47 0.00 0.00 as ASSISTANT CLERK - OFFICE a 15.91 16.71 17.54 0.00 0.00 ap ASST PUBLIC WORKS INSPECTOR e 29.06 30.51 32.04 0.00 0.00 cd CERTIFIED DISPATCH AIDE a 31.44 33.01 34.66 0.00 0.00 zc CLERK II z 16.01 16.81 17.65 18.53 19.46
zx COMMUNITY OUTREACH COORDINATOf z 22.62 23.75 24.94 26.19 27.50 cl CONSULTANT I e 39.92 41.92 44.02 0.00 0.00
cm CONSULTANT II e 46.23 48.53 50.96 0.00 0.00
cn CONSULTANT III e 53.85 56.54 59.36 0.00 0.00
cp CUSTOMER SERVICE PHONE OPER a 15.00 15.75 16.54 0.00 0.00 ya EMERGENCY SERVICES SPECIALIST z 31.04 32.59 34.22 35.93 37.73 zp FACILITY SPECIALIST II z 19.06 20.01 21.01 22.06 23.16 zq FACILITY SPECIALIST III z 20.51 21.54 22.62 23.75 24.94 lo GENERAL LABORER a 15.23 15.99 16.79 0.00 0.00
zl GRAPHICS TECHNICIAN z 17.62 18.50 19.43 20.40 21.42
dl INTERIM DIRECTOR I e 63.04 68.29 73.54 0.00 0.00
d2 INTERIM DIRECTOR II e 78.80 84.05 89.30 0.00 0.00
d3 INTERIM DIRECTOR III e 94.55 99.81 105.06 0.00 0.00
ci INTERN -GENERAL a 15.00 15.75 16.54 0.00 0.00
ei INTERN - PROFESSION a 15.42 16.19 17.00 0.00 0.00
i1 INVESTIGATIVE OFFICER I e 73.54 0.00 0.00 0.00 0.00
i2 INVESTIGATIVE OFFICER II a 105.06 0.00 0.00 0.00 0.00 zf LABORER III z 16.83 17.67 18.55 19.48 20.45
Ip LIBRARY PAGE e 15.00 15.75 16.54 0.00 0.00
zg LIBRARY TECHNICAL ASSISTANT z 19.03 19.98 20.98 22.03 23.13 Ig LIFEGUARD a 15.39 16.16 16.97 0.00 0.00
mt MAINTENANCE TECHNICIAN a 15.42 16.19 17.00 0.00 0.00 ma MULTIMEDIA ASSISTANT e 15.33 16.10 16.90 0.00 0.00
ps PARK SERVICES AIDE a 15.50 16.28 17.09 0.00 0.00
zy PARK SERVICES COORDINATOR z 39.47 41.44 43.51 45.69 47.97 zv PARK SERVICES OFFICER z 25.96 27.26 28.62 30.05 31.55 zpe PEG PRODUCTION MANAGER mpt 34.60 36.33 38.15 40.06 42.06 zi POLICE RECORDS CLERK z 17.64 18.52 19.45 20.42 21.44 po PROVISIONAL OFFICER a 35.06 36.81 38.66 0.00 0.00
re RECREATION LEADER II a 15.00 15.75 16.54 0.00 0.00
re REGULATORY COMPLIANCE CLERK a 15.63 16.41 17.22 0.00 0.00 ao RESERVE POLICE OFFICER LEVEL 1 e 21.01 0.00 0.00 0.00 0.00 bo RESERVE POLICE OFFICER LEVEL 2 e 17.86 0.00 0.00 0.00 0.00 se SECURITY AIDE a 15.00 15.75 16.54 0.00 0.00
zz SENIOR LIFEGUARD z 18.78 19.72 20.71 21.75 22.84
sl SKILLED LABORER a 22.02 23.12 24.28 0.00 0.00
sa STAFF AIDE - FACILITIES a 15.91 16.71 17.54 0.00 0.00 zt STAFF ASSISTANT z 16.35 17.17 18.03 18.93 19.88
si SWIM INSTRUCTOR a 17.90 18.80 19.74 0.00 0.00
sc SWIM POOL CLERK a 15.00 15.75 16.54 0.00 0.00
t1 TECHNICAL AIDE I e 15.42 16.19 17.00 0.00 0.00
t2 TECHNICAL AIDE II e 15.63 16.40 17.22 0.00 0.00
t3 TECHNICAL AIDE III a 18.20 19.11 20.06 0.00 0.00
tp TEMPORARY PLANNER a 34.84 36.59 38.41 0.00 0.00
Zr TRANSIT TECHNICIAN z 19.03 19.98 20.98 22.03 23.13
02/01/2022 Page 1 of 1

RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA

MARIA, CALIFORNIA, RATIFYING AND APPROVING THE TENTATIVE

AGREEMENTS AND SUCCESSOR MEMORANDA OF
UNDERSTANDING (MOUs) WITH FOR THE SANTA MARIA POLICE

OFFICERS' ASSOCIATION (POA) AND THE SANTA MARIA POLICE

ASSOCIATION OF MIDDLE MANAGEMENT (SMPAMM), AND

APPROVING AND ADOPTING A COMPREHENSIVE SALARY

SCHEMATIC SCHEDULE FOR ALL FULL-TIME AND PART-TIME

EMPLOYEES IN ACCORDANCE WITH CALPERS GUIDELINES
WHEREAS, the City of Santa Maria ("City"), through negotiations with the Santa Maria Police Officers' Association (POA), and the Santa Maria Police Association of Middle Management (SMPAMM) has established tentative agreements and successor Memoranda of Understanding which have been approved by the majority of their memberships; and
WHEREAS, the California Public Employees' Retirement System ("CaIPERS") limits "compensation earnable" for retirement purposes to amounts listed on a Comprehensive Schematic Salary Schedule meeting requirements set for in section 570.5 of Title 2 of the California Code of Regulations, including that government agency employers provide and make available to the public the salary of all full-time and part- time employees in a single salary format specified by CaIPERS; and WHEREAS, the City has compiled the necessary salary date to create a single salary schedule in.compliance with the requirement of CaIPERS, attached to the Council Agenda Report as Attachment E, dated February 1, 2022; and NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:

1. The tentative agreement and successor MOU (attached to the Council Agenda Report dated February 1, 2022, as Attachments A and B) between the City of Santa Maria and POA is incorporated herein by reference, is hereby ratified, and approved; and all changes provided by said tentative agreement and successor MOU shall be carried out and is effective herewith in the manner provided therein; and

2. The tentative agreement and successor MOU (attached to the Council Agenda Report dated February 1, 2022, as Attachments C and D) between the City of Santa Maria and SMPAMM is incorporated herein by reference, is hereby ratified, and approved; and all changes provided by said tentative agreement and successor MOU shall be carried out and is effective herewith in the manner provided therein; and

3. The Comprehensive Salary Schematic Schedule for all full-time and part- time employees (attached to the City Council Agenda Report as Attachment E, dated February 1, 2022) is incorporated herein by reference, is hereby authorized and approved; and

4. The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 1st day of February 2022.

ATTEST:

Mayor
Chief Deputy City Clerk
APPROVED AS TO CONTENT:O
adi

Department Head
City Manager

Santa Maria City CouncilFebruary 1, 2022

Santa Maria City Council
February 1, 2022