Docusign Envelope lD: 58367EE4-78D7-468A-834E-BA59A80A7084 RESOLUTION NUM BER: 6641-2025
CITY OF SEBASTOPOL
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SEBASTOPOL
APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SEBASTOPOL AND THE SEBASTOPOL POLICE OFFICERS' ASSOCIATION FOR THE PERIOD FROM JANUARY 1, 2025, THROUGH DECEMBER 31.,2025 WHEREAS, the City's current Memorandum of Understanding with the Sebastopol Police Officers'Association, originally set to expire on June 3,2024 was extended on August 6,2024 through December 31",2024 and has expired; and WHEREAS, the City and representatives of the Sebastopol Police Officers'Association have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit in an attempt to reach and enter into Memorandum of Understanding (the "MOU") pursuant to the Section 3500, et seq. of the Government Code of the State of California, and
WHEREAS, over several meetings during the months of November and December, mutually agreed on a successor Agreement for the period from January 1,, 2025 through December 3!, 2025, the terms of which are reflected in Attachment 1.
NOW, THEREFORE, BE lT RESOLVED that the City Council of the City of Sebastopol approve the Memorandum of Understanding between the City and the Sebastopol Police Officers' Association for the period from January 1,,2025 through December 31", 2025 included as Attachment 1.
The above and foregoing Resolution was duly passed, approved, and adopted at a meeting by the City Council on the 7th day ofJanuary 2025.
l, the undersigned, hereby certify that the foregoing Resolution was duly adopted by the City of Sebastopol City Council by the following vote:
VOTE:
Ayes: Councilmembers Carter, Hinton, Maurer, Vice Mayor Mclewis and Mayor Zollman Noes: None
Absent: None
Abstain : None
APPROVED
ATTEST
APPROVED AS TO FORM
/-Signed by:
I Stvt"- (oU^n*
\-tuqs8527C58C4493...
Stephen Zollman, Mayor
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Mary Gourley, Assistant City Manager/City Clerk, MMC
lo.i;"'*n
\P8*"R7f8H,',ttry Attorney
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope I D: 58367EE4-78D7-468A-834E-8A59A80A7084 Memorandum of Understanding
Between the City of Sebastopol and the
Sebastopol Police Officers' Association
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-78D7.168A'834E-8A59A80A7084 D
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Table of Contents
TvVORK CONDITIONS &HOURS
PAYROLL/TIMEKEEPING/INCENTIVE COMPENSATION......
Wellness Pnrgram.
SALARY RATES & COMPENSATION PLAN.....,.....
INSURANCE COVERAGES ..................
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4 5
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Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4'78D7-468A-834E-BA59AB0A70B4 Memorandum of Understanding
Between the CitY of SebastoPol
and the SebastoPol Police
Officers' Association
The Sebastopol Police Officers' Association, hereinafter refered to as the SPOA and representatives of the Sebasfopol City Council, hereinafter referred to as CITY, have met and conferred in good faith regarding terms and conditions of employment for the employees in the Union. Throughout the Meet un-O Con-f.r process, both parties have exchanged infonnation, opinions and proposals and have endeavored io reach agreement on mattels reiating to the employer'employee relations of such employees,
This Memorandum of Understanding (MOU) refers to that unit of employees within the Sebastopol Police Departrnent. SPOA and the Clty agree to the following terms and conditions as confirmed in this MOU
I) TERM OF AGREEMENT
The term of this one-year agreement will be fi'om January l,2025,through Decetnber 31,2025.
ID CITY RIGHTS
City retains, solely and exclusively, all the rights, powers and authority exercised or held prior to the execution of this Memorandum of Undeistanding, except as expressly limited by a specific provision of this Memorandum ofUnderstanding. Without lirniting the generality oft!9 foregoing, ihe rights, powers and authority retained solely and exclusively by City and not abridged herein incluJe, but are not limited to, ihe following, subject to the requirements of this Memorandum of Understanding and/or any provision of law whether it be statutory or judicial:
To manage and direct its business and personnel; lo manage, conlrol and determine the ntission of its departments, buildingfacilities and operations; to create, change, combine or abolish.jobs, deparlments andfactlities inwhole or inpart; to subcontract or discontinue workfor economic or operational reasons; to direct the workforce; to increase or decrea,se the workforce and determine the number of employees needed; to hire, transfer, promote and maintain lhe discipline and fficiency of its employees to establish wori standards, schedules of operation and reasonahle work load; to specify or assign work requirements and require overtime; to schedule working hours inrt shifts; to idopt rules of conduct and penalties for violation thereof; to determine the type anrl scipe of work to be performed and the services to be provided; to determine the meihoc{s, pyocesses, means and places ofproviding services and to take whatever action necvssary to prepare for and operate in an emergency.
Nothing in this Section shall be construed to limit, amend, decrease, revoke or othetwise modifli the rights vested in the Cify by any law regulating, authorizing or empowering the City to act or refrain from acting.
Should the City desire to exercise any ofthese rights, it shall give the Association advance, written, notice of its intentions thereof and shall afford the Association the opportunity to meet and confer Sebestopol Police Ollicers' Association MOU
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F 21 06 Docusign Envelope lD: 58367EE4-78D7-468A-B34E-8A59A80A7084 on the impact of the exercise of such rights upon represented employees before the deoision is irnplemented to the extent required by law.
A) Employes Rights
Employees shall be free to participate in Association activities described in Covernment Code Seciion 3500, et seq, except ihose precluded by this agreement, without interference, intimidation or discrimination inacco.dan"* with State Law and City Policies, Rules and Regulations.
IID WAGES PROVISION
Effective January 1,2025,and paid on the first full pay period in Jannary 2025 after SPOA ratification and City Council approval, a 57o increase to base salary for all SPOA members.
A $2,000 one-time non-pensionable cash distribution after SPOA ratification and City Council approval, to be paid in lanuary 2025.
IV)WORK CONDTTIONS & HOITRS
A) For sworn personnel, the City and the SPOA have designated a28'day work period for the purposes exemption under Section 7(k) of the Federal Labor Standards Act. FLSA overtime at the regular rate of pay is not incurred until hours worked in the period exceed l7l hours.
Work in accordance with such work shifts shall not be considered FLSA overtime.
B) Except for the classifications of Police Records and Supports Services Manager and Police Technician, a regular shift for employees in this unit is twelve (12) hours unless the SPOA and City mutually agreed to a 4/10 regular shift for employees. The curent 12 hour shift is commonly referued to as a Modified Kelly Schedule. For the classifications of Police Records and Supports Services Manager and Police Technician, a regular shift for employees is ten (10) hours Regular employees will be compensated at the overtime rate for time worked in excess of their regularly assigned work schedule and for time worked on a regularly scheduled day off.
C) Overtime pay for this unit will be paid at time and one-half of the base rate of pay including incentive pay.
An employee's work schedule willnot be changed without seven (7) calendar days advance, written notice. Emails may serve as written notice. Exceptions may be made in emergency situations or in response to unforeseen illness in the department' In all each cases of a schedule change without seven (7) calendar days advance, written notice to the employee, the employee will be compensated at the overtime rate for all hours Scbrstopol Police OIIIcers' Association MOU
Docusign Envelope I D: C062DA3E-E2D24289-8464-287 3D06F 21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-8A59A80A7084 worked, up to seven (7) calendar days, for hours outside the hours of her/his normally scheduled shift in lieu of seven (7) calendar days of notice.
For purposes of this section, the ernployee's "normally scheduled shift" shall be defined as the shift assigned to that employee by the Department's scheduling software or other regular scheduling procedure, prior to the imposed change.
For purposes of this section, "emergency" is defined as sudden, unplanned event requiring a police response.'l
D) Employees in this unit who are scheduled for training off-site will be noticed and assigned to work a flex schedule to fit a 40-hour work week (4lIA,5/8) depending on the schedule of the training attended. If the 36-hour week of a 12-houl shift schedule follows a 40-hour training week, the employee will have the option to work 4 additional hours for a full pay period or use accrued leave. If training concludes before the end of the scheduled work shift during a training week (shift length may be flexed as described above) and based on the location of the training and distance from the City, the employee may attheir discretion, use leave hours to cover time until the conclusion of the shift, or where an ernployee does not elect to use leave hours, the employee will be assigned to return to work or attend additional online training until the conclusion of the shift.
V PAYROLL/TIMEKEEPING/INCENTIVE COMPENSATION
A) Of&Dutv Hours/Call-Out Pay:
An employee of the Police Department on off-duty hours who is required to retum to work on behalf of the Police Department, shall be paid a minimum of three (3) hours at the ovefiime rate.
B) 0n Call Pqy:
When an officer or employee of the Police Department is required to be on call, during otherwise off-duty times,'for District Attorney's office or Coutt, awaiting word to come to the Court to testify, the City shall compensate the officer or employee for a minimum of three (3) hours compensation at the straight time rate, or hour for hour, whichever is greater, C) Cotrn Tirne:
Employees responding to Court for an appearance shall receive a minimuni of three (3) hours compensation at the overtime rate, or at the overtime rate hour for hour after three (3) hours, excluding a one (1) hour unpaid meal break, whichever is greater. If court appearance is cancelled with less than twenty -four (24) hours of notice, employee is paid the minimum tfuee (3) hours compensation at the overtime rate.
D) Fie I d'l'r'ai n i ng Offi cers }rcenliygBay:
For an officer or dispatch trainer, having completed a POST certified training course for the position of Field Training Officer, (FTO) and assigned by the Police Chief to train new employees, an additional 5% of base rate of pay will be authorized during the hours such FTO is providing field training to other personnel of the Sebastopol Police Department. It shall be Sebastopol Police OIIicers' Association MOU
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 583678E4-78D7-468A-834E-8A59A80A7084 the responsibility of the FTO to note the beginning and end of the training periods for which the added pay is autho rized andto have such time noted in the FTO's time sheet and Personnel Form.
E) K9 Flandler Inqentive Pay:
Upon assignment by the Chief of Police as the Department's "K-9 Handler", an incentive pay oiso/oof the officer's base rate of pay will be applied effective the first fi,rll pay period after assignment as a K-9 Handler. The K-9 handler ihall receive one-half (.5) hour of oveftime compensation each day for the feeding, care, and exercise of the K-9.
The City shall reimburse the K-9 Handler for the reasonable cost of food for the canine upon presentation of receipts at a rate to conform to the annual amount budgeted for such care by bity Council. Costs ior veterinary care and canine equipment shall be approved by the Chief of Police before being paid by City.
As of June 30,2023, the current dog/handler arrangement will be retired.
F) Bilingual Incentive pay:
l) Any regular, futl-time employee who is certified bilingual (Level 1) in Spanish shall rcceive an adclitional compensation at the rate of $120.00 per l4-day pay period or $260 per month. Any employee who is ceftified as fluent in Spanish shall receive an additional compensation af the rate of $161.54 per 14-day pay period or $350 per month. Bilingual is defined as being able to understand and speak the Spanish language. Fluent is defined as being able to undirstand, speak and write in the Spanish language. Qualification for this extra compensation must be proved by certification. The City and the SPOA will mutually agree on i ttrirO-party vendor to certis candidates at either the basic or fluent leveis initially and every five years thereafter. The City may waive this certification requirement if it is otherwise satisfied as to the bilingual qualifications of the employee. 2) Employees receiving biiingual incentive pay may be tested for re-certification on an annual basis, provided, however, that no employee shall be eligible for re-certifrcation while on disability leave, sick leave or limited duty status and payment of such bilingual incentive compensation will not be resumed until the employee returns to full+ime duty' G) ReliEf Shift Pa:r:
For an officer assigned to a relief shift as their regularly scheduled shift, they will be paid an additional 5.0% piy differential applied to the employee's base rate of pay for the period of time they are assigned and scheduled to work the relief shift.
H) Craveyar$l Shi.tt-Pay:
All members of this unit in this bargaining unit who are assigned to or scheduled to work the graveyard shift will receive a 5.\Yo pay differential on the employee's base rate of pay, even for a single overtime shift.
Se bestopol Police O{Iirers' Associrtion MOU
Docusign Envef ope lD: C062DA3E-E2D24289-8464-287 3D06F 21 06 Docusign Envelope lD: 58367EE4-78D7-4684-834E-8A59A80A7084 I) Lqngevitv llav:
Regular fuIl-time employees are entitled to the following longevity incentives:
t 2Vo on base hourly rate at the conclusion of5 years ofservice t 2olo additional on base hourly rate (total 4%) at the conclusion of 10 years of service t 2o/o additional on base hourly rate (total 6%) atthe conclusion of 15 years of service t Zohadditional on base hourly rate (total 8%) atthe conclusion of 20 years of service t 2o/oadditional on base hourly rate (total l0o/o) atthe conclusion of25 years ofservice Longevity incentives are cumulative, not to exceed a maximum of l0% .Part-time prior service may be counted on a pro-rata basis.
J) Eelucational Incentive Pay:
1) For the position of Dispatcher, completion of five (5) years of service with the City and possession of aCLETSAICIC certificate will entitle the employeeto a5,5o/o increase over base rate of pay. Completion of ten (10) years of seruice with the City and possession of a POST Trainer Certificate will entitle the employee to an additional 5.5% pay increase over their base rate of pay for a total of l1o/o. Increases are subject to the prior recommendation of the Police Chief, and approval of the City Manager' The total education incentive for dispatchers shall not exceed llYo over base rate ofpay. 2) Sworn officers of the SPOA who possess a POST Intermediate certificate will receive a l.SYoinqease over base pay provided the officer has been employed for at least one (1) year with the City.
3) Sworn officers who obtain their POST Advanced certificate will be paid a 5.5olo inffease on base rate of pay provided the officer has been employed for at least one (l) year with the City. The Intermediate and Advanced cefiificate pay percentages are cumulative for a total af7.0o/o increase over base pay for officers possessing both certificates' K) Corrrpensatqr:y Titne
Employee elected cash buy back of compensatory time accrual balances is not allowed.
Compensatory time will be capped at 160 hours during a calendar year. Maximum allowable rollover from year to year is 120 hours. At the end ofeach calendar year, hours above 120 in an employee's compensatory bank (up to 40 hours) will be cashed out by the City and paid to the Lmployee. Employees backfilling for another employee using compensatory time off, must receive payment as cash overtime and may not request compensatory time for the coverage.
L) Wellness Prograu
The City will offer a Wellness Incentive Program to employees. Employees will be eligible to receive three hundred dollars ($300) per calendar year on a reimbursement basis for participation in an organized physical fitness program or health-related class, or to purchase items usecl for the purpose of maintaining physical fitness. Eligibility for reimbursement will Sebastopol Police O{fi cers' Associa tion MOIJ
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Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-8A59A80A7084 be determined by the prior approval of the program activity by the City Manager or his/her designee.
VI SALARY RATES & COMPENSATION PLAN
A) Posted Salary Ranges:
All salary ranges are posted on the City's website and shall be incorporated into this MOU by reference.
B) Advances in Pay Schedule:
Employees become eligible for advancement in salary range steps every twelve months.
Advancement is dependent on successful and sustained demonstration of skill in the duties of the position and a satisfactory or better overall evaluation score. Step advancements are not guaranteed.
VII INSURANCE COVERAGES
A) Health Care Payrnent edcqlation for Part-Time Ernployegs:
For all health benefits listed below where the City pays the full prernium for employees, part-time employees that are benefitted will be required to pay a proportion equal to the proportional difference between the part-time employee's regular schedule and that of a full-time employee. For example, an employee who works 90% of the hours a full-time employee regularly works will pay l0% of the health benefit premium amount paid by the City.
B) Vision Care:
The City will provide vision insurance, without premium cost to the employee, for full-time regular employees and any eligible dependents.
C) DentAllnsurance:
The City will provide dental insurance, without premium cost to the employee, for full-tirne regular employees and any eligible dependents.
D) Life lnsurance:
1) Clty provides life insurance coverage for full-time regular employees in the SPOA unit. 2) The insurance is a "term" type of coverage and the policy terminates coverage when the employee retires or leaves employment with theCity.
3) SPOA members have a benefit level of $50,000 in life insurance coverage.
E) Health Insurance:
A. The City Kaiser HMO plan will be provided without premium cost to the employee, for full-time regular employees and any eligible dependents.
Sebrstopol Police Ofliecrs' Associalion MOIJ
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Docusign Envelope I D: C062DA3E-E2D24289-8464-287 3O06F 21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-8A59A80A7084 B. The REMIF Anthem/Blue Cross Plan shall continue to be an option for full-time regular employees and any eligible dependents. Any premium difference befween the Kaiser HMO Plan and the Blue Shield plan shall be paid by the employee.
C. Parttime employees will pay a share of the CrW's cost of premium that is equal to the proportional iifierence belween the part-time employee's regular schedule and that of a i.rtl-tir" employee. For instance, a paft-time employee working 90% of the hours regularly schidule for a full-time employee will pay 10% of the City's portion of premium cost (the cost of the City Kaiser HMO plan premium).
F) Health Insurance in Lieu Berrefit:
(a) For an employee who can provide the City with proof of medical insurance and who chooses not to participate inthe City sponsored health insurance plan, the City agrees to pay an in-lieu amount based upon the following schedule:
(b) An employee who has chosen to receive the aforementioned monthly stipend in lieu of ' " receiving
-health
insurance coverage may elect at the annual open enrollment period in June, to igain be covered under the City sponsored health insurance plan. No employee will be entitled to receive both health insurance coverage from the City and the "in lieu" payment.
(c) Health Plan - Upon request by SPOA, the City agrees to review and discuss the potential for altirnative health plans to control costs of health plan premiums. implementation of an alternative health plan for this bargaining unit will require muiual agreement of both parties and be subject to no increases in current or future costs to the City for premiums paid on behalf of active or retired employees. (d) In lieu payments for part4ime employees will be prorated the proportional difference between the part-time employee's regular schedule and that of a full+ime employee. For instance, a part+ime emplbyee working 90% of the hours regularly schedule for a full-time employee will receive 90% of the current in lieu benefit of a full-time employee.
G) LTD Insurance Coveraqe:
The City offers long term disability (LTD) coverage through Myers-Stevens & Co', Inc' Payment of this premium will be deducted from the SPOA member's wages. The City agrees to add this same amount to the employee's gross monthly pay.The City further agrees to pay for any increases in this premium as long as it does not exceed the cost of the City sponsored LTD program.
20o/o of City o'familyo'medical Full Family contribution Employee + I 20% of City "Employee * I " medical contribution Employee only 20%of City "Employee only" medical contribution Scbrstopol Policc Ollicers' Association MOU
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Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-?807-468A-B34E-8A59A8047084 Vil) LEAVEBENEFITS
A) SPOA Leave Ba.nk:
Any unit member may donate up to a maximum of ten (10) hours annually of either vacation time or accumulated compensatory time off to a Leave Bank for the exclusive use of the Association. All such donations shall be with the written authorization of the unit member and shall be in hourly increments.
B) Cash in Lieu of Yacation Time Off:
City ernployees may elect cash in lieu of vacation leave accrual subject to the following limitations:
l) In compliance with IRS regulations, employees must make an irrevocable election to receive a cash payment in lieu ofvacation leave hours prior to accruing those hours.
Employees must submit an irrevocable election form to the Finance Department no later than December 3l of the year prior to the year in which the vacation leave will be accrued and paid out.
2) Employees must have a minirnum of 100 hours of accrued vacation on the books as of December 31't of the calendar year prior to the distribution to be eligible to request a cash-in-lieu payment, Employees with more than 80 hours, but less than 100 hours accrued vacation time on the books as of December 31't of the calendaryear prior to the distribution may apply to the City Manager for approval of a cash-in-lieu benefit forhours in excess of80 hours.
3) Employees may request a cash in lieu payment for up to 80 hours of vacation in any calendar year.
4) Employees shall designate the payroll date on which they wish to receive the cash payment, at the time of the request. The City finance department will cash out the requested hours no sooner than the pay period following the accrual of the entire number of requested hours sold. For example, a full-time employee accruing eighfy (80) hours of vacation leave per year accrues at a 'ate of 3.07 69 hours per pay period' It will take this employee seven (7) pay periods to accrue twenty (20) hours sought to be cashed out. Therefore, the employee could not receive a cash payment for twenty (20) hours until the eighth pay period of the year. The amount of vacation cash-out is limited to the amount of vacation leave accrued during the calendar year.
C) Use of Leavs Reference'l'able
Employees are required to use accrued leaves before a leave of absence without pay as shown in the following table:
Sebastopol Police Oflicers' Association MOU
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-8A59A80A7084 Optional after use of
sick leave down to 20
hours.
Required, You may
keep 20 hours.
During the employee's own incapacity
due to illness or injury.
Optional after use of
sick leave down to 20
hours.
Required. You may
keep 20 hours.
During the time needed by the employee
to undergo medical or dental treatment or
examination.
Optional after use of
sick leave down to 20
hours.
Required. You may
keep 20 hours.
When a woman employee is disabled by
pregnancy
Required after sick
leave.
Required. You may
keep 20 hours.
When the employee's family member is
incapacitated by illness/injury and the
ernployee must care for him/her; or for
care, exam, or treatment of a family
member*
Non-sick FMLA/CFRA** qualifring N/A Optional
event (e.g., child bonding leave)
Stipend Education Leave N/A Optional
Approved undisclosed N/A Optional
extended vacation
reason or
* In the event an employee is eligible to receive Paid Family Leave to care for health condition of a family member orto bond with a new child, they will not be the serious
required to
use sick, vacation or CTO time, while receiving that benefit. ttFamily and Medical Leave Act (FMLA) /California Family Rights Act (CFRA).
D) Vacation:
SPOA employees shall accrue paid vacation time as described in the Personnel Resolution. 0 through 4 years 10 working hours per month (4,6154 hrs./pay period) 5 through 10 years 12 working hours per month (5.5385 hrs./pay period) 1l through 20 years 16 working hours per month (7.3846 hrs,/pay period) 2l years and over 20 working hours per month (9.2308 hrs,/pay period) Sebastopol Police Officers' Assochtion MOU
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope ID: 58367EE4-78D7-468A-834E-8A59A80A7084 Employees' total vacation hours in this unit shall have a maximum of twice the annual accrual amount, with an absolute maximum of 400 hours for an employee.
E) Sick Leave:
l) Effective July 2,2019 all City employees who are not covered by paragraph 2. below or who have elected to conve$ from a "legacy program" to this current benefit, will accrue sick leave, without limit, at the rate of l0 hours per calendar month (4.6154 per pay period), Any unusecl sick leave is converted to additional service credit if the employee ietires within i20 calendar days of separation from employment, Eight hours ol sick leave equais one calenclar day (.004 of a year of service). It takes 250 eight-hour calendar days of sick leave to receive one year of service credit (.004 x250 : I year). 2) Any SPOA employee currently enrolled in a "legacy program" for sick leave will be allowed to continue in that program and will retain all sick leave caps and procedures associated with the legacy program they are currently enrolled in or associated with as of July 2, 2019. SPOA employees who are enrolled in a legacy program may, at any time, make a one-time irrevocable decision to convert to the sick leave benefit for current employees as described in paragraph 1. Upon decision to conveft, legacy program caps for sick leave accruals will be lifted.
F) Sick Leave accrual will be 12 hours a month for a3/12 shift. Should, upon mutual agreement, a return to 1O-hour shifts occur, sick leave will return to 10 hours a month. Sick leave will be linked to the length of a shift.
G) I"lqlidays
l) City will grant holiday time off to all employees on the holidays listed below:
a) New Year's Day- January lst
b) Martin Luther King's Birthday - third Monday in January c) Lincoln's Bifthday - February 12th
d) President's Day - third Monday in February
e) Caesar Chavez Day - March 3l st
0 Memorial Day - Iast Monday in May
g) Juneteenth -the 19th day ofJune
h) Independence Day - July 4ft
i) Labor Day - first Monday in September
j) Veteran's Day - November l1h
k) Wednesday before Thanksgiving - fourth Wednesday in November l) Thanksgiving - fourth Thursday in November
m) Christmas Eve - December 24fr
n) Christmas Day - December 25th
Sebestopol Police O{ficers' Associrtion MOU
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-78D7-468A-B34E-8A59A80A7084 o) New Year's Eve, December 3l't
2) Holiday Overtipe-Ppy:
The Department has adopted a policy which requires all regular department employees (except administrative pirsonnel) to adopt a work schedule without regard to when holidays occur.
All employees in this unit will be compensated for Holidays by an "in-lieu payment" " based. on 150 hours at the contract overtime rale, see article Il/ (C), and divided equally over 26 pay periods ("Holiday In-Lieu Psy").
H) Pqternitv Leavel
Upon approval of the department head, leave may be granted to an employee, whose spouse or OomestiC partner, as defined by Federal and State law, is expecting the birth of a child, for up to five (5jnormally scheduled calendar days with pay. Such leave shall run concunently with California Family Relief Act or Federal Labor Standards Act leave and be in addition to any eamed, sick leave or vacation time, Employees may take unpaid Paternity Leave which will be granted in accordance with the Califomia Family Relief Act and all other state and federal laws for up to 480 hours of leave in a rolling 12-month period.
IX) RETIREMENT:
A. CaIPERS Retirement
The City's contract with CaIPERS provides the following retirement benefits. CaIPERS determines an employee's member level as classic or new. l. Tier I - Retirement benefits for classic members hired on or prior to December 3 1, 2012 shall receive the following PERS benefits.
a) Safety
r PERS 3% @ 50 retirement fomrula
. Employee shall pay 12% of the member contribution
b) Miscellaneous
t 2o/o @55 retirement formula
r Single highest year compensation
r Employee shall pay 8o/o of the member contribution
2. Tier 2 - New members, as defined by PERS, hired on or after January I , 20 13, shall receive the following PERS benefits.
a) Safety
o 2.7%o @ age 57 retirement formula
r Three-year average of final compensation
Sebastopol Police Officers' Associntion MOU
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4'78D7-468A-834E-8A59A80A7084 o Employee shall pay s9ohof normal cost as determined by CaIPERS b) Misoellaneous
e 2o/o @ age62 retirement formula
- -r,^-
: ;x*:yJ':iixfi xi'# i':':lffi l'$ll x* 0
"er*
i ned b v c al P ERS
Mernber's "9"J'illl'::;iffi*::'H:T
co$s are paid subject to the provisions of section
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C. ICMA RetirementHealth Savings Plan 803227
rnNovember20r0,,l"rr:lflT,yrf; :X31fX:i3$Tl'Jfi *i*'liavingsPran *1trt rcr'll'q CorPoration' aclop
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ru*-ti rrr e o, pun-ii*", o f s, r,oo o p*,. Cilil ;; 1;;j:^U[n g[:i;yf'*"ru' JififJfui who are r*quir"o'l'J'*# "
,i-i*rm (e.e, police dispatcnefs' lti*;;;;;*l "lllr last pavdav {iff :3;i :filf ;*l: Xf m:fliJ Ff il lJ,T:ffiT*; ;i ; ;; ioir *' p t ov ees hi re d b ero r e' ' "TH
I;- *^ re gislati o n exul udes uniform Alrow ance as PERs able compensation' tbr employett ftit-tl -ner Jauual'y l ' 2013'
B) pubric sarety officer Bi,, of Rights. Members of the spoA bargairring unit' whether sworn or non-sworn, *trati. l" provided 1n'.'Iiffi:l'^ii:""tt;ioft;;;;i public saretv orficers
contained i" o"ttt"*!'* Cott* Sections 3300-331 I
'
c) Effective Jury r,2022,new sworn officers upon hirewilr receive adepartment paid and issued here
service firearm'
D) Represented positions in this unit are listed below:
Sebestopol Police Offrcers' Association MOtl
Docusign Envelope lD: C062DA3E-E2D24289-8464-287 3D06F 21 06 Docusign Envelope lD: 58367EE+78D7-468A-834E-8A59A80A70&| contained within this MOU'
CITY OF SEI]ASTOPOL
by:
5 hAlnaw L/8/2025
Stephen Zollman, MaYor Date
DocuSigned
1/L7 /202s
Patrick Clark, LaborNegotiator Date
by:
?ow Sd,wn/r't L/8/2A2s
Don Schwartz, CitY Manager Date
byi
L/8/202s
Mary Date
Assistant CitY Manager / City Clerk
r Police Technician
r Police DisPatcher
r Police Lead Communications Dispatcher
r Police Records and Support Services Manager
I Police Officer
o Police Sergeant
E) The ciw and the spoA agree to meet and confer over disciplinary appears language beginning on '
or befoie November 1,2022'
IN *ITNESS *HERE'F, the parties hereby agree to the aforementioned terms and conditions
SEBAS'IOPOL POLICE OFFICERS ASSOC
L/77 /202s
John Noble, Negotiator Date
by:
JfrLA)(S l,€VeSA)t L/!7 /202s
Jacques Police Officer Date
by:
tt^iddJL htLuaw L/L7 /202s
Michelle Police Technician Date
by:
L/L7 /202s
Emily Polioe DisPatcher Date
by:
(
Scbrstopol Pollcc Ofliccrs' Associatlon MOU
Docusign Envelope lD: C062DA3E-E2D2-4289-8464-2873D06F 21 06 Docusign Envelope lD: 58367EE4"7807-468A-B34E BA59A80A7084 ATTACHMENT 1
RETIREE MEDICAL
RESOLUTION NO.
57r0
A Resolution ofthe city of sebastopol Arnending Resolution Number 5673,APProved on November 18, 2008
WHEREAS, Ordinance Number 563 of the City of Sebastopol provides that the City Council may by resolution establish rules and regulations regarding salaries and benefits' BE IT THEREFORE RESOLVED thAt RCSOIUTiON NO. 2357, ''PETSONNEI Resolution ofthe city of sebastopol", section XIV is hereby amended as follows:
SECTION XIV IMANSE covERACES
A. Hpalllr Insurance for Active Eurnloyees
city shall pay monthly premiums as defined in the Mou's for a city'sponsored group health plan for employee and qualiffing dependents. In lieu of health insurance
"ou".og",
employees may cholse an In-Lieu benefit, as defined in their MOU.
B. flealth lrrsr.rrance fnr Retired 4mlllovees
A retired employee is defined as receiving retirement benefits from (PERS) Public Employee Retirement System. This retiiee benefit for the continuation of health insurance is intended to provide coverage to retirees and their covered dependents; who are enrolled in the plan, at the time of the employee's retirement with the exception of later addition of a (biological or adopted) newborn.
1. FnrnloYees Willi L,ess ThPn l0 Years of S.prvice
Employees who retire with less than 10 years of full-time service are not eligible for the city,s Medical After Retirement contribution towards premium, as defined below.
Z. Emnloyees With I 0 Ysar$,or More of $eruice,Flit'sd "Befo.re .lulv l- 2007 a.ForSPOAemployeeswhoretiredpriortoJulyl'1997;and
all other employees who retired prior to July 1, 1998:
City will pay the following amount for retirees:
Single person under age of 65
Single person over age of 65:
Single person over age of 65: With spouse
Both under age of65: With sPouse
One over age 65: With spouse both over age 65
6l.71
52.80 13s.85
1 14.51
105.60
Sebastopol Police O{Iicers'
Association l\{OtJ
Docusign Envelope lD: C062DA3E-E2D24289-8464-2B73D06F21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-8A59A80,q7084
Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lDi 58367EE+78D7-468A-834E-8A59A80A7084 b. For SPOA Employees retiring on or after July 1, 1997; and for all other employees retiring on or after July 1, 1998:
City will pay up to the following amount for retiree health insurance premiums. Coverage shatl be available to employees who have had 10 years full-time paid employment with benefits, with the City. Any time spent in a paid part-time or non-paid part-timo position will not count towards the i0 year minimum. For employees who wish to be covered under a City Health plan in retilement; they must be enrolled prior to retirement, otherwise they are entitled to a private plan reimbursement. Retirees are not allowed to enroll in a City Health plan after retirement, per the insurance plan agreements.
Single person, under age 65: Single
person, over age 65: Employee +1,
both over age 65: Employee *1,
one over age 65:EmPloYee *1,
both under age 65:
$131.56/mo.
148.15/mo.
311,10/mo.
298.89/mo.
276.27|mo.
Payments for the retirees' share of the premium are due no later than 60 days from the due date (first day in the coverage month). Retirees will be dropped from the health insurance plan for non-payment oftheir share ofthe premium after 60 days, unless prior arrangements have been made.
3. Emplovees With l0 Ye{rs or More of S,ervice hlired C)ngr AfteLJulg l. 2007 For those employees hired on or after July 1, 2007 ,
the Cify will contribute the same amount
as defined in Section 2 above:if the employee voluntarily elects to participate in the Medical After Retirement Plan by contributing 1o/o of their base salary, up to $60 per month; to be matched by an equal city contribution. This benefit was eliminated for employees hired after July 1,z}fi. These funds will be deposited into a separate City Retiree Health Care Trust Fund (Account # 075-2550). Employees may only elect to participate in this option within 60 days of their hire date.
Once elected, the employee may cancel their participation in this program, and may request a refund of 85% of their to-date contributions. Once an employee terminates their membership in this program, they will not be able to enroll again, in the future. An employee who leaves employment with the City prior to retirernent is eligible for a90o/o reimbursement of theircontributions. All other provisions mentioned in Section 2 above will apply, Health Irrsurarrce Plan Requirenrents l'or Retire$
l. Disqualifiing Events Under a City-sponsored Health Plan:
Health Insurance coverage shall continue until a disqualifying event occurs. Disqualifuing events shall include:
C
Sebastopol Police Ollicers' Associaiion MOU ?age 17 ol 22 Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-BA59AB0A7084 For Retiree: 1. Death of retired employee (Subscriber).
2. Termination of retired status of employee by reinstatement to full-time employment with the City.
3. Non-payment of retiree share of premium to City.
For Spouse or Dependents:
1. Divorce from the retired employee.
2. Dissolution of legally registered and valid domestic partnership from the retired employee.
3. When the retired employee's child turns 26'
4. Non-payment of surviving spouse's share of premium to City.
All qualified dependents who lose coverage or1 a City-sponsored Health Plan may be eligible for COBRA Health Insurance coverage continuation. A qualified dependent is any family member who was covered on the City health plan at the time of the employee's retirement. A11 other dependents covered on a City health plan (except for newborns or adopted infants) are non-qualifi ed dependents.
Those individuals covered under a City-sponsored group health plan who are cancelled due to non-payment of premium, will not be eligible for COBRA Health Insurance continuation.
Whenever a qualifring or disqualifying event occurs, health insurance coverage and the City contribution towards premium shalt be adjusted and or eliminated based on the cunent status of the retired employee. City contribution towards health insurance prernium shall not be increased if the retired employee adds a family member after the effective date of retirement,
2, Notification of pependent Chanses er a QlalifuinSEvent Retirees must noti$ the City of all qualifuing events and dependent changes within 60 days.
If that requirement is not met, COBRA continuation coverage cannot be provided to a dependent who is ineligible for coverage. in the event the retiree neglects to notiff the City of a dependent loss, the retiree will be liable to reimburse the City for the full amount of the health insurance premium paid, and any future costs, for the expense of covering an ineligible dependent on a City Health Plan.
3, h$ur,angg CovelAge for Sur'.vivins Family Mentbers
Enrolled qualified dependents may continue health insurance coverage in both plans, after the retired employee's death, This continuation will end the date the surviving spouse remarries. A new dependent acqr.rired during this continuation is not eligible to be enrolled Sebastopol Polics Ollicers' Association MOU Page 18 ot 22 Docusign Envelope lD: C062DA3E-E2D24289-8464-287 3D06F 21 06 Docusign Envelope lD: 58367EE4-78D7'468A-834E-8A59A80A7084 as a family member. In the event of loss of coverage, the surviving family membefs who were previously covered under a City Health Plan' will be offered COBRA for up to 36 months, at their expense, if they are qualified dependents.
4. COBRA Cgntinuatiqn
Generally COBRA Health Insurance continuation is offered to retirees and qualified clependents when a loss of coverage occurs, due to a qualifying event for 18,29, or 36 months, at their cost plus 2% administrative fee, based on a qualifying event' Iotpayment of premium is not considered a qualiffing event' and a retiree and their dependent(s) dropped from a City-sponsored group health plan for non-payment of premium, is.not eligible for, and will not be offered COBRA, as defined in the Health irr..rrun"" Plan Agreements. Non-qualified dependents are only entitled to COBRA if the subscriber is entitled to coBRA. Please refer to your coBRA Ceueral Notice for additional information.
5. Re-Entollmertt
Retired employees covered under a City-sponsored group health plan may ohange City Health Insurance plans once per year during open emollment which occurs in June, for coverage effectivi July. Once a retired employee voluntarily drops a City health insuratice plan or is dropped because of non-payment of employee share of premium, or COBRA expiration,lhey will not be able to re-enroll in a City-sponsored group health plan in the future, as defined in the Health Insurance Policy Agreements'
6. Priv+te Plan Reimbursement
lf a retiree with 10 or more years of service, is not covered undel a City-sponsored group health plan, they are entitled to receive the city-paid health insurance premium contiibution, if they submit receipts to the City for reimbursement, in a timely manner.
The City will reimburse up to the defined benefit level in Sections 7 ot 2, once per calendai quarter, after receipts are submitted. Only requests submitted within 6 months of service will be consideied for reimbursement. Reimbursement request reminder notices will not be generated by the City.
7. Posjlions Ineligihrle-for Covemgq
Certain positions are not eligible fol medical benefit after retirement' Those positions include: Reserve Police Officers, Volunteer Firefighters, Crossing Guards' Per Diem Dispatchers, Temporary positions, and all other non-salary part-time positions. Any time served in these positions will not count towards the l0-year minimum full-time service to be eligible for health insurance coverage after retirement.
L lnsurance Plan Lintitations
The City will provide retirees health insurance coverage in accordance with each Sebastopol Policc Oflicers' Association MOU Page 19 ol 22 Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F 21 06 Docusign Envelope lD: 58367EE4-78D7-468A-B34E BA59A80A70B4 insurance group plan agreement. At no point will the City ever provide a benefit gteater than what is def:rned in any of the insurance group plan agreements' or the Federal COBRA law. lf a change occurs to the group plan agreement, or Federal COBRA law' those changes will take precedence over language defined in this resolution' BE IT ALSO RESOLVED that this Resolution supersedes all previous resolutions defining medical retirement benefits.
Sebastopol Police OII|cers' Associstion MOU Page 2A ot 22 Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367E84-78D7-468A-834E-8A59A80A7084 ATTACHMENT 2
RETIREE MEDICAL RESOLUTION NO. 5733
A nnrnrred l\rlamh ? tnf}O
A RESOLUTION OF THE CITY COTINCIL OF THE CITY OF SEBASTOPOL AMENDING RESOLUTION NUMBER 5710
WI{EREAS, Ordinance Number 563 ofthe City of Sebastopol provides that the City Council may by resolution establish rules and rogulations regarding salades and benefits.
BE IT THEREFORE RESOLVED that Resolution No. 2357, "Personnel Resolution of the City of Sebastopol", Section XIV is hereby amended as follows:
SECTION XIV
INSL]RANCE COVERAGES
EnDlpyees With I0 Years or Mpre of Service Hired On of Afler, July I. 2007 ForthoseemployeesinthehiredonorafterJulyl,2007,
the City will contribute the same amount as defined in Section 2 above; if the employee voluntarily elects to participate in the Medical After Retirement Plan by contributing lYo of their base salary, up to $60 per month; to be matched by an equal city contribution' This benefit was eliminated for employees hired after July 1,2011. These funds will be deposited into a separate City Retiree Health Care Trust Fund (Account# 075-2550). Employees may only elect to participate in this option within 60 days of their hire date.
Once elected, the employee may cancel their parlicipation in this program, and may request a refund of 85% of their contributions to date. Once an employee terminates their membership in this program, they will not be able to enroll again, in the future. An employee who leaves employment with the City prior to retirement is eligible for a 90Va reimbursement of their contributions.
For those employees in the Unrqu{esented emplovee sroun hired after February 1,2009 who have elected this benefit, their monthly conhibutions of l% base salary up to a maximum of $60/month along with the City's equal matching contribution, will transfer into their ICMA RHS Retirement Health Savings plan once per month. Once employees are enrolled in the ICMA RHS plan, they cannot cancel their participation.
All other provisions mentioned in Section 2 above will apply.
BE IT ALSO RESOLVED that this Resolution supersedes all previous resolutions defining medical retirement benefits.
Sebastopol Police Oflicers' Association MOU Page 21 ol 22 Docusign Envelope lD: C062DA3E-E2D24289-8464-2873D06F21 06 Docusign Envelope lD: 58367EE4-78D7-468A-834E-8A59A80A7084 ATTACHMENT 4
CITYOF SEBASTOPOL
RETIREMENT HEALTH SAVINGS PLAN 803227
FOR THE SEBASTOPOL POLICE OFFICER'S ASSOCIATION
City Council Resolution 5824, dated November 16, 2010
The City of Sebastopol adopts the following Retirement Health Savings Plan for the empioyees in the Sebastopol Police Officer's Association.
lmnlenrgntation Janqqry, l. 201 I
This plan is available to those employees who are members of the Sebastopol Police Officer's Association. There are l8 members in this group.
Plan Fundine: Employees may fund their accounts accordingly:
c) Siok Leave: Atplan inception, those employees with accrual balances in excess of 400 ho,r* *itl trunifer that entire excess balance into their Retirement Health Savings Plan' Thereafter, every year at December 31st, employees will transfer any balance in excess of 400 hours into their Retirement Health Savings Plan. At PERS retirement, any remaining balance will transfer into their Retirement Health Savings Plan. b) Vacation: At plan inception and every year thereafter on December 31", ernployees will tiansfer Vacatiorhours in excess of 500 hours into their Retirement Health Savings Plan.
At PERS retirement, any remaining balance will transfer into their Retirement Health Savings Plan,
c) Medical After ReJifienrent $enefil: For those employees hired after February 1,2049 who have elected this benefit, their monthly contributions of loh base salary up to a maximum of $60/month along with the City's equal matching contribution, will transfer into their Retirement Health Savings Plan once per month. The Medical After Retirement contribution benefit is eliminated for employees hired on or after July 1, 201 I ' Elieihillw,for I Jse: Members are eligible to use the plan at age 50, or at retirement.
Sebastopol Police Officers' Associetion MOU Page 22 of 22