ATTACHMENT 1
MEMORANDUM OF UNDERSTANDING
TORRANCE POLICE COMMANDERS’ ASSOCIATION
(TPCA)
A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE HOURS, WAGES
AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE TORRANCE POLICE COMMANDERS’ ASSOCIATION
An agreement of the undersigned representatives of the TORRANCE POLICE COMMANDERS’ ASSOCIATION and the representatives of the City of Torrance (City) that:
The attached Resolution is recommended to the City Council for adoption in its entirety. It covers wages, hours and, working conditions for the period January 1, 2024 to December 31, 2025 and was reached through agreement of the undersigned parties.
Signed this ____ day of November, 2024
Management TPCA
_/s/_Ian Dailey_________________ __/s/ Daniel Moreno____________
_/s/ Jamie Le__________________ ____________________________
_____________________________ ____________________________
RESOLUTION NO. 2024-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING
FORTH HOURS, WAGES , AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE TORRANCE POLICE COMMANDERS ’ ASSOCIATION (TPCA), AND REPEALING RESOLUTION NO. 2019-81.
The City Council of the City of Torrance does hereby resolve as follows:
SECTION I
That Resolution No. 2019-81 is hereby repealed in its entirety.
SECTION II
The following Agreement between representatives of Management and the representatives of the Torrance Police Commanders Association is hereby approved in its entirety to read as follows:
Table of Contents
ARTICLE 1 - INTRODUCTION ................................ ................................ ................................ .............. 1 SECTION 1.1 INTRODUCTION ................................ ................................ ................................ ....... 1 SECTION 1.2 MANAGEMENT RIGHTS AND PREVAILING RIGHTS ................................ .............. 1 ARTICLE 2 - WAGE PROVISIONS ................................ ................................ ................................ ....... 1 SECTION 2.1 PAY RANGES AND CLASSIFICATION ................................ ................................ ...... 1 SECTION 2.2 METHODS OF COMPENSATION ................................ ................................ ............... 2 ARTICLE 3 - SPECIAL COMPENSATION PROVISIONS ................................ ................................ ..... 2 SECTION 3.1 20-YEAR PREMIUM ................................ ................................ ................................ .. 2 SECTION 3.3 25-YEAR PREMIUM ................................ ................................ ................................ .. 2 SECTION 3.3 COMPENSATION FOR LIEUTENANTS ................................ ................................ .... 3 SECTION 3.4 MOVE UP ASSIGNMENTS ................................ ................................ ....................... 3 ARTICLE 4 - PREMIUM PAY ................................ ................................ ................................ ................ 4 SECTION 4.1 SUPERVISORY INCENTIVE ................................ ................................ ..................... 4 SECTION 4.2 EDUCATION INCENTIVE ................................ ................................ .......................... 4 SECTION 4.3 MANAGEMENT CERTIFICATE ................................ ................................ ................. 5 SECTION 4.4 BILINGUAL PAY ................................ ................................ ................................ ........ 5 ARTICLE 5 - OVERTIME PROVISIONS................................ ................................ ................................ 5 SECTION 5.1 EXEMPT FROM OVERTIME UNDER THE FLSA AND ENTITLEMENT TO CONTRACT OVERTIME ................................ ................................ ................................ .................... 5 ARTICLE 6 - BENEFITS ................................ ................................ ................................ ....................... 7 SECTION 6.1 EMPLOYEE INSURANCE ................................ ................................ ......................... 7 SECTION 6.2 DEFERRED COMPENSATION PLANS ................................ ................................ ....... 8 SECTION 6.3 RETIREMENT ................................ ................................ ................................ ............ 9 SECTION 6.4 INDUSTRIAL SAFETY EQUIPMENT ................................ ................................ ....... 11 SECTION 6.5 VEHICLE ALLOWANCE ................................ ................................ .......................... 12 SECTION 6.6 UNIFORM ALLOWANCE ................................ ................................ ......................... 12 SECTION 6.7 INDUSTRIAL DISABILITY RETIREMENT ................................ ............................... 12 ARTICLE 7 - BENEFITS RELATED TO TIME................................ ................................ ..................... 12 SECTION 7.1 VACATION LEAVE ................................ ................................ ................................ .. 12 SECTION 7.2 SICK LEAVE ................................ ................................ ................................ ............ 13 SECTION 7.3 ANNUAL LEAVE ................................ ................................ ................................ ...... 15 SECTION 7.4 HOLIDAYS ................................ ................................ ................................ .............. 17 SECTION 7.5 INDUSTRIAL INJURY LEAVE ................................ ................................ ................. 17 SECTION 7.6 JURY DUTY ................................ ................................ ................................ ............ 17 SECTION 7.7 BEREAVEMENT LEAVE ................................ ................................ ......................... 17 SECTION 7.8 LEAVE OF ABSENCE ................................ ................................ ............................. 18 SECTION 7.9 SERVICE CREDIT ................................ ................................ ................................ ... 19 SECTION 7.10 SPECIAL ASSIGNMENTS UPON REQUEST OF EMPLOYEE ............................. 19 ARTICLE 8 - HOURS OF WORK ................................ ................................ ................................ ........ 20 SECTION 8.1 NORMAL HOURS OF WORK ................................ ................................ .................... 20 SECTION 8.2 DAYS OFF ................................ ................................ ................................ ............... 20 ARTICLE 9 - CONDITIONS OF EMPLOYMENT ................................ ................................ ................. 20 SECTION 9.1 REQUIREMENTS AS TO CONTINUITY OF SERVICE ................................ ........... 20 SECTION 9.2 PROBATIONARY PERIOD ................................ ................................ ...................... 21 SECTION 9.3 INACTIVE STATUS ................................ ................................ ................................ . 21 SECTION 9.4 NONDISCRIMINATION, EQUAL OPPORTUNITY AND HARASSMENT ................. 21 SECTION 9.5 EXEMPTION FROM OUTSIDE EMPLOYMENT RULE ................................ ........... 22 SECTION 9.6 MEDICAL RECHECKS ................................ ................................ ............................ 22 SECTION 9.7 CIVIL ACTION ................................ ................................ ................................ ......... 22 SECTION 9.8 EXERCISE OF RIGHTS ................................ ................................ .......................... 22 SECTION 9.9 PROCEDURE IN ADMINISTERING DISCIPLINE ................................ .................... 22
ARTICLE 10 - GENERAL PROVISIONS ................................ ................................ ............................. 23 SECTION 10.1 MEET AND CONFER SESSIONS ................................ ................................ ......... 23 SECTION 10.2 COLLECTIVE BARGAINING ................................ ................................ ................. 23 SECTION 10.3 SUCCESSOR MEMORANDUM................................ ................................ ............. 23 SECTION 10.4 JOB ACTION ................................ ................................ ................................ ......... 23 SECTION 10.5 DUES CHECKOFF ................................ ................................ ................................ 23 SECTION 10.6 EMPLOYEE RELATIONS LEAVE ................................ ................................ .......... 24 SECTION 10.7 CONTINUED DISCUSSIONS ................................ ................................ ................ 24 ARTICLE 11 - GRIEVANCES ................................ ................................ ................................ .............. 24 SECTION 11.1 DEFINITION ................................ ................................ ................................ .......... 24 SECTION 11.2 SCOPE ................................ ................................ ................................ .................. 24 SECTION 11. 3 PROCEDURE ................................ ................................ ................................ ....... 24 SECTION 11.4 GENERAL GRIEVANCE PROVISIONS ................................ ................................ . 25 EXHIBIT 1 ................................ ................................ ................................ ................................ ........... 27 EXHIBIT 2 ................................ ................................ ................................ ................................ ........... 28 EXHIBIT 3 ................................ ................................ ................................ ................................ ........... 30
TPCA MOU 2024-XX 1
TORRANCE POLICE COMMANDERS ASSOCIATION
(TPCA)
ARTICLE 1 - INTRODUCTION
SECTION 1.1 INTRODUCTION
The following is the Agreement regarding wages, hours and working conditions between the representatives of Management, herein referred to as the City, and the Torrance Police Commanders Association, herein referred to as TPCA.
This agreement covers all employees in the classification of Police Lieutenant.
SECTION 1.2 MANAGEMENT RIGHTS AND PREVAILING RIGHTS
The City shall have the exclusive right to determine the Mission of the Police Department, set levels of service to be performed, direct its employees, reassign non-premium pay assignments, schedule employees, set watches, exercise control and discretion over the Police Department and operations, and determine the methods, means and personnel by which the Police Department's operations are to be conducted, and the levels of service met; provided, however, that the exercise of such rights does not preclude employees or their representatives from meeting and consulting with Management or filing grievances about the consequences that decisions on these matters may have on wages, hours and other terms and conditions of employment.
Prevailing rights, rules of conduct and all other working conditions in effect at the date of this Agreement and not inconsistent herewith shall be continued. Management shall have the right to amend, supplement or add to said rules during the term of this Agreement, provided, however, that Management shall first meet and confer with TPCA in establishing such changes. Such meetings shall be preceded by 72 hours prior notice.
ARTICLE 2 - WAGE PROVISIONS
SECTION 2.1 PAY RANGES AND CLASSIFICATION
A) Effective January 1, 2024
Employees in the classification of Police Lieutenant before July 22, 2019:
Employees in the classification of Police Lieutenant on or after July 22, 2019:
B) Effective February 11, 2024
Employees in the classification of Police Lieutenant before July 22, 2019:
Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 77.97 6,237.60 13,514.80 162,177.60 Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 74.97 5,997.60 12,994.80 155,937.60
TPCA MOU 2024-XX 2
Employees in the classification of Police Lieutenant on or after July 22, 2019:
C) Effective December 1, 2024
Employees in the classification of Police Lieutenant before July 22, 2019:
Employees in the classification of Police Lieutenant on or after July 22, 2019:
SECTION 2.2 METHODS OF COMPENSATION
Compensation shall be determined on a monthly basis and shall be fixed according to the responsibilities to be fulfilled and shall not be based on a fixed number of hours per week, nor shall it be affected by variations in work schedules. Employees in this group are eligible for overtime compensation as outlined in Section 5.1.Payments due shall be paid on a biweekly basis unless otherwise specified in this Agreement. By mutual written consent of the parties, more frequent payment and other modifications can be made.
ARTICLE 3 - SPECIAL COMPENSATION PROVISIONS
SECTION 3.1 20-YEAR PREMIUM
A) Commencing with the 20th year of total service as a sworn safety employee with the City of Torrance, employees shall receive a premium of 5% above base pay.
B) Advancement shall take place at the beginning of the pay period nearest the anniversary of the beginning of the 20th year of total and continuous service.
SECTION 3.3 25-YEAR PREMIUM
A) Commencing with the 25th year of total service as a sworn safety employee with the City of Torrance, employees shall receive an additional premium of 5% above base pay (10% in total for the 20-year and 25-year premium combined).
B) Advancement shall take place on the beginning of the pay period nearest the anniversary of the beginning of the 25th year of total and continuous service.
Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 91.11 7,288.80 15,792.40 189,508.80 Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 87.60 7,008.00 15,184.00 182,208.00 Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 94.76 7,580.80 16,425.07 197,100.80 Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 91.11 7,288.80 15,792.40 189,508.80
TPCA MOU 2024-XX 3
SECTION 3.3 COMPENSATION FOR LIEUTENANTS
All Lieutenants covered by this Agreement shall be paid at a higher rate than any of their subordinates.
A Lieutenant's rate shall be advanced to a step in his/her salary grade which will provide him/her with a higher rate of pay one (1) step (not less than 15%) higher than any subordinate's base pay (not counting any premiums) regardless of the supervisor's length of service. If a step does not exist to provide at least a 15% increase in total pay, a Supervisory Premium Code shall be applied by finance to ensure that the promoted employee is placed at least 15% higher than any subordinate's base pay (not counting any premiums) regardless of the supervisor's length of service.
SECTION 3.4 MOVE UP ASSIGNMENTS
A) Objective:
The objective of this Section is to provide an equitable and orderly manner of paying employees for work done and responsibility assumed when that employee is moved up to a higher classification during the temporary absence of another employee.
B) Assignment:
1) When an employee is temporarily absent from his/her job or is on a special assignment or attending educational classes, another employee may be assigned by the Police Chief or his/her designee at his/her discretion to do the work of the absent employee.
2) The Police Chief or designee may permit the position to remain temporarily vacant if, in his/her opinion, the public health, safety, and welfare are not jeopardized.
3) An employee may decline a move-up assignment.
C) Duration of Assignment:
An employee moved up pursuant to this Section shall remain in the higher class until the incumbent returns to duty, subject to the following conditions:
1) Each such assignment shall not exceed 12 months in duration.
2) If the work is not performed in a satisfactory manner, the Police Chief or designee may replace the employee who has moved up or leave the position unfilled. Such replacement does not trigger an appeal right by the employee who was moved up.
D) No Probationary Period Credit:
Time served by an employee assigned to a higher class under the provisions of this Section shall not be credited toward that employee's probationary period in the same higher class.
E) Priority for Move-Up Assignments:
1) Priority for move-up assignments shall be given to employees regularly employed in the next lower classification in the division and on the watch where the vacancy occurs; otherwise, to employees regularly employed in a lower classification and who are among the first three employees on the eligible list for the higher class assuming that such an eligibility list exists.
TPCA MOU 2024-XX 4
2) If the absence of the incumbent continues in excess of 60 consecutive days, and an eligible list exists for the class, the Police Chief or his/her designee shall assign the move-up position to a person who is among the first three on the eligible list commencing with the sixty-first consecutive day of absence.
F) Determination of Priority
In the event that there is no eligible candidate within the department on the eligible list for the vacant position, the department head or his/her designee may assign any employee under his/her supervision whom he/she certifies is capable of performing the work of the absent employee.
G) Absence of Move-Up Employees:
If a moved-up employee is absent, another employee may be assigned during such an absence, subject to all provisions of this Article.
H) Move-Up Pay for Vacant Position:
1) An employee moved up, as provided herein, shall be paid for all days worked in the higher class at a premium of 5% above the current base pay of that employee including earned longevity and special step pay increments.
2) For the purpose of this Section, four consecutive hours or more shall constitute a day or watch.
3) For the purpose of this section, the positions of Watch Commander and Field Supervisor are required to be staffed 24 hours every day, regardless of the nature of any vacancy.
ARTICLE 4 - PREMIUM PAY
SECTION 4.1 SUPERVISORY INCENTIVE
All Lieutenants who supervise staff in an official police capacity having six years of service in the rank of Lieutenant shall qualify for this premium.
Qualification Monthly Compensation
Commencing with the 6th year of service in the rank of Lieutenant 4% of base pay
Reassignment of personnel to other positions within the Department is made on a routine and periodic basis for the professional development of the employee, and the efficient operation of the Department.
Sworn personnel reassigned from premium pay positions that result in reduced compensation are entitled to an administrative appeal.
SECTION 4.2 EDUCATION INCENTIVE
Premiums requiring licenses/certificates will be given on the following pay period after it was earned.
CATEGORY QUALIFICATIONS COMPENSATION
POST Intermediate Certificate Upon achievement and approval of department application of the Intermediate Certificate
11% of base pay
TPCA MOU 2024-XX 5
CATEGORY QUALIFICATIONS COMPENSATION
POST Advanced Certificate Upon achievement and approval of department application of the Advanced Certificate
16% of base pay
Bachelor's or Master's degree See below.1 3% of base pay
A) The POST certification standards shall be the same as those presently in effect by the Peace Officer Standards and Training Certification Program or as subsequently revised, except for the years of service requirement. See Exhibit 1.
B) An employee must maintain these standards and retain the respective certificate in order to continue to receive this educational incentive premium.
SECTION 4.3 MANAGEMENT CERTIFICATE
Upon receipt of a POST Management certificate, including completion of the POST Management Course, employees shall receive a 5% premium above base pay. Premiums requiring licenses/certificates will be given in the following pay period after it was earned.
SECTION 4.4 BILINGUAL PAY
Upon approval of the department of the eligibility (per Department policy) of an employee to receive bilingual pay, the eligible employee shall receive $125 per month.
ARTICLE 5 - OVERTIME PROVISIONS
SECTION 5.1 EXEMPT FROM OVERTIME UNDER THE FLSA AND ENTITLEMENT TO
CONTRACT OVERTIME
A) The parties agree that employees in this unit (i.e., Police Lieutenants) qualify as exempt from overtime as executive and administrative exempt employees as set forth at 29 CFR Sections 541.100 et seq. and 541.200 et seq. of the Department of Labor regulations implementing the Fair Labor Standards Act. Notwithstanding that exemption, the parties agree that whenever an employee works an overtime shift as the patrol watch commander (Team Staffing Level) he/she shall receive overtime compensation at the rate of 1.5 times his/her regular hourly rate for such shift. Such overtime is provided pursuant to this MOU, not in accordance with the FLSA since these employees are exempt from FLSA overtime.
B) Effective October 6, 2024 an employee’s regular hourly rate shall include base pay, supervisory pay, education incentive pay, management certificate pay, bilingual pay, 20- year premium pay, and 25-year premium pay while earning and of these additional compensation types.
1) MSL - Any employee who has volunteered for Patrol MSL (Minimum Staffing Level) shall be required to report for duty or be subject to disciplinary action. An employee may be
1 As an incentive for education advancement, the City shall pay an amount equal to three percent (3%) of the applicable base salary after attainment of a Bachelor's or Master's degree in Police Science, or a related field, from an accredited college or university. "Related field" shall mean a Bachelor's or Master’s degree which requires courses in business, public administration, science, computer science, supervisory or administrative, emergency and/or medical, or any other job-related courses deemed applicable by the Chief of Police. The determination of qualified related Bachelor's degrees shall be at the discretion of the Chief of Police with concurrence by the City's Human Resources Director.
TPCA MOU 2024-XX 6
required to work overtime if no employees volunteer regarding maintenance of minimum staffing level or in case of an emergency.
2) Submitting Hours Worked - All employees are required to submit all time worked on their timesheet by their next shift after the end of the pay period so that all overtime worked in the pay period can be compensated by the payday following the end of the pay period.
The parties to this agreement are committed to ensuring that all employees in the department get paid for every hour they worked in the pay period.
3) Deferred Income: An employee may elect to defer overtime payment (only earned at the
1.5 rate) into the 457 plan by submitting the appropriate payroll forms.
4. Watch Commander Double-time Pilot Program
The Watch Commander Double-time Pilot Program will cease after May 18, 2024.
During this pilot program, the 1.5 rate referenced in Section 5.1 A will no longer apply to patrol watch commander shifts as described in this section. Lieutenants covered by this Agreement shall be compensated by pay at the rate of 2 times the employee's regular hourly rate, based on a 40-hour work week schedule, for overtime Patrol Watch Commander hours worked in excess of a regularly scheduled watch, or on a regularly scheduled day off.
a) Overtime shall be computed for actual time worked during scheduled overtime and hold over Watch Commander shifts.
b) Double overtime pay is for cash value only. Employees may elect to earn comp but will forego the double time rate and time will be accrued at the rate of 1.5.
c) When an employee elects to use comp time but needs to find a replacement, the replacement officer will earn overtime at the standard 1.5 rate.
B) Compensatory Time Off
1) Employees who earn overtime can elect to receive compensatory time off (CTO) at the rate of 1.5 hours for each hour of overtime worked up to a maximum of 40 hours of accrued CTO. Once an employee has 40 hours of accrued CTO, he/she may not earn additional CTO until some of his/her accrual is used. Only one CTO request will be granted per shift.
2) An employee wishing to use any accrued CTO (either a full or partial shift) must provide the department with reasonable notice. An employee must provide notice no later than 48 hours and no earlier than two weeks prior to the affected deployment period. A maximum of four CTO days may be requested during a particular week. If such notice is provided, the CTO will be granted unless doing so would be unduly disruptive to the department. If less than 48 hours’ notice is given, the employee’s supervisor may still grant the request, but such decision will be at the supervisor’s discretion and not subject to challenge. Up to 40 hours of CTO may be used adjacent to or during a pre-scheduled vacation. In addition, CTO may not be requested during special deployments such as the Armed Forces Day parade and 4th of July deployment, prescheduled department training day or during an unusual situation such as civil disorder. The impacted bureau commander will be the arbiter regarding what constitutes unduly disruptive or an unusual situation.
3) CTO Cash Out: Employees may cash out up to 100% of their accrued compensatory time off quarterly on a form provided by the City. By notifying the Finance Department on or before the 5th of February, May, August, and/or November of each year. Payment shall be made no later than the last pay period of the months named.
TPCA MOU 2024-XX 7
4) The parties have agreed that this provision is only valid during the term of this MOU.
ARTICLE 6 - BENEFITS
SECTION 6.1 EMPLOYEE INSURANCE
A) Cost of Medical Insurance for Active Employees:
The City shall pay the applicable monthly PERS minimum employer contribution per employee for active employee health insurance. In addition to the PERS minimum employer contribution, the City shall provide active employees with an additional contribution. The aggregate amount shall be referred to as the “City Contribution”.
Effective January 1, 2024
1 Party 2 Party Family
City Contribution $604.36 per month $1,266.52 per month $1,587.20 per month
In the pay period including October 1, 2024 t he City shall issue a one -time payment, for those currently eligible and receiving health insurance benefits as of August 1, 2024, in the following amounts based on enrollment tier: 1 party: $968.16; 2 party: $2,017.80; Family: $2,392.56.
Effective January 1, 2025
1 Party 2 Party Family
City Contribution $685.04 per month $1,434.67 per month $1,786.58 per month
B) Cash-In-Lieu Payments
Full-time employees covered under this agreement who meet the following requirements will receive a cash-in-lieu payment of $500.00 per month for as long as the employee opts out of medical coverage:
a. The employee provides proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year in which the employee opts out of City- offered coverage (“alternative required coverage”).
b. The proof of coverage must show that the employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the applicable period by signing and submitting an attestation to the City.
c. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.
d. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.
C) Long Term Disability Insurance / Employee Assistance Program
TPCA MOU 2024-XX 8
The City shall contribute $10 per month per employee for long-term disability insurance premium payments. The City will provide the employee assistance program.
D) Retiree Insurance
The City shall pay the PERS-mandated Minimum Employer Contribution per month per retiree who elects to participate in the PERS health insurance program toward medical insurance. The PERS-mandated minimum Employer Contribution will apply only toward the health insurance premium of one of the authorized PERS health insurance plans and has no cash value if not used in this manner. The PERS-mandated Minimum Employer Contribution amount changes annually as directed by CalPERS.
E) Life Insurance
The City will provide a $50,000 life insurance policy for each employee covered by this agreement.
F) Dental Insurance
All employees covered by this agreement will receive, at no cost to the employee, two-party dental insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased and paid for by the employee.
G) Vision Insurance
All employees covered under this agreement will receive, at no cost to TPCA or members, one- party vision insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased and paid for by the employee.
SECTION 6.2 DEFERRED COMPENSATION PLANS
A) Deferred Compensation Plans
1) All employees covered by this Agreement shall be eligible to participate in a City- administered deferred compensation plan consisting of 457 and 401(a) deferred compensation plans.
2) Plan documents are on file in the City Treasurer’s Office. The plans are subject to the Federal law and applicable regulations.
3) If any laws are changed regarding the employer’s contribution to the deferred compensation plans, the moneys contributed by the employer to the deferred compensation program shall revert to another mutually acceptable benefit of equal value.
B) 457 Plan
A 457 plan is available for all employees. Employee contributions to this plan can include voluntary deductions from pay, overtime payment, excess for medical contributions, and cash received from accrued annual, vacation and sick leave cash out as described in Sections 7.1,
7.2, and 7.3. In no case can employee or employer contributions exceed the limits set by law.
C) 401(a) Plan
1) The City will contribute $39.23 per pay period to the deferred compensation program for all employees who have completed 9 months of service and who did not opt out of the plan as
TPCA MOU 2024-XX 9
of June 30, 2001. For those employees who opted out of the 401(a) Plan the $39.23 will be contributed to the 457 Plan described above. Any employee not on the City payroll at the designated pay period deposit date will not be eligible for contribution for that period. 2) All new employees shall participate in the 401(a) plan. They may not choose to opt out of the plan.
D) Retirement Health Savings Plan (RHSP)
For retiring and separating employees the following shall apply:
Upon retirement or separation, any hours under or equal to 800 (sick) and 400 (vacation) will be deposited into the Mission Square Retirement Health Savings Program, therein referred to as the RHSP.
Note: If State, Federal, or PERS guidelines are changed regarding the employer’s contribution to the deferred compensation program, money contributed by the employer to the deferred compensation program shall revert to another mutually accepted benefit of equal value.
SECTION 6.3 RETIREMENT
A) The City is in PERS and contracts with PERS to provide the 3% @ 50 retirement formula to employees in this unit as set forth in Government Code § 21632.2. A copy of the City’s contract with PERS is on file in the City Clerk’s Office. In addition, the City is under contract with PERS to provide Level 4 coverage under the 1959 Survivor’s Benefit pursuant to Government Code § 21574 as well as Option 2 Death Benefit pursuant to Government Code § 21548.
B) The City shall pay the employee’s 9% contribution to PERS for safety employees of Torrance Police Commanders’ Association and will report the same percent (9%) of compensation earnable* (excluding Government Code Section 20636(c)(4) as additional compensation) pursuant to California Government Code § 20691.
*Note: Payment of EPMC and reporting the value of EPMC on compensation earnable is on pay rate and special compensation except special compensation delineated in Government Code Section 20636(c)(4) which is the monetary value of EPMC on compensation earnable.
C) The nine percent (9%) paid by the City shall be considered as employer-paid member contribution (EPMC) in accordance with Government Code § 20636(c)(4).
D) Safety employees hired on or after January 1, 2012 shall pay their own employee contribution. 1) Section 6.3(B & C) would no longer be applicable for post-January 2012 hires.
E) In accordance with the provisions of the 2013 Public Employees’ Pension Reform Act (PEPRA), employees covered by this agreement hired on or after January 1, 2013 who do not qualify as “classic members” of PERS, shall be considered “new members” and shall be enrolled in the
2.7% at age 57 defined benefit formula with final compensation calculation period of three (3) consecutive years. Employees shall be responsible for fifty percent (50%) of the normal cost attributable to the applicable retirement formula.
F) Employees who terminate after 20 years of total and continuous service, but are not yet 50 years of age may be deemed by the Chief of Police to call themselves "retired" from the Torrance Police Department. This is an honorary designation and has no monetary value except in sick leave cash-out nor does it affect the PERS, City of Torrance, or TPCA interpretation of retirement. At the sole discretion of the Chief of Police, he may issue an identification card suitably marked as Retired. The provisions of this section cannot be unreasonably denied.
TPCA MOU 2024-XX 10
G) Retiree Stipend
The City shall pay to TPOA an amount equal to the sum of benefits due current members of TPCA who are retired in accordance with the following program:
1) All retirees who retired prior to June 25, 1995 with a minimum of 10 years of service as a sworn officer with the City of Torrance shall qualify for the stipend plan. A list of the agreed- upon qualified retirees to receive the stipend through payments made by TPOA is detailed on the Retirees List Schedule. (To be eligible for this stipend, a retiree had to be receiving a benefit from TPOA’s Welfare and Benefit Fund as of July 1, 1997.) The funding criteria and vesting plan used in calculating the amounts in the Retirees List Schedule is described in items (a) and (b) below. Surviving spouses shall continue to receive the stipend as indicated on the Retirees List Schedule.
a) Vesting will be at 5% of the maximum benefit per year of service. (Example: 10 years of service as a sworn safety officer with the City of Torrance = 50% of maximum benefit; 15 years of service as a sworn safety officer with the City of Torrance = 75% of maximum benefit; and 100% maximum benefit = 20 years of service or greater as a sworn safety officer with the City of Torrance).
b) Maximum Benefit
For employees who retired prior to July 30, 1989, the maximum benefit will be $100 per month. For Employees who retired between July 30, 1989, and June 25, 1995, the maximum benefit will be $150 per month.
2) a) All employees who retire after June 25, 1995, with 20 years of service as a sworn safety officer with the City of Torrance and who have reached age 50, shall qualify to receive through TPOA $332.62 per month until he or she reaches age 65. All future surviving spouses of such retirees shall receive a stipend of $150.00 per month. Upon reaching age 65, all retirees and surviving spouses of such retirees shall receive a stipend of $134 per month.
b) The City will contribute annually the 2.5% cost factor forfor retiree health, in addition to the amounts provided in sections 1(b) and 2(a) above. The annual amount payable will increase by the same base pay percentage increase for unit employees For the term of this contract, the annual amount payable is:
• July 1, 2024 $123,975
• July 1, 2025 $128,934
This annual contribution will be divided equally by TPOA among qualified TPCA retirees (not surviving spouses with one exception per Note 1 below) receiving the quarterly stipend in July of each year and paid as an annual payment by TPOA with the July quarterly payment. This annual payment will be made by TPOA in the same manner the quarterly stipend payments are made.
Qualified retirees are defined to be retirees with 20 years of service as a sworn safety officer with the City of Torrance and who have reached age 50 in the 12 months prior to July 1 distribution until he or she passes away in the 12 months prior to July 1 distribution.
The additional .5% added to the Stipend in 2009 (which is funded by current employees giving up a .5% salary increase) is intended to cover the cost of making the
TPCA MOU 2024-XX 11
benefit a lifetime benefit and to expand the pool of eligible retirees in the future.
Accordingly, retirees who retire after February 24, 2009 with 15 years of service as a sworn safety officer with the City of Torrance and who have reached age 50 in the 12 months prior to July 1 distribution shall receive 75% of what the retirees that have 20 years of service receive, until he or she passes away in the 12 months prior to July 1 distribution.
Note 1: In the event of the death of the qualified retiree within the 12 months prior to July 1 distribution, the surviving spouse shall receive the July 1 distribution for that year.
3) Associate members
a) The associate members of TPOA have their own associations; therefore, this additional stipend is payable to the associate members as long as their Associations continue to contribute their contracted percent cost to TPOA for the stipend program.
4) Method of Payment
a) TPOA will invoice the City at the end of each fiscal quarter an amount equal to the stipend agreed to in section 6.3(G)(1 and 2) above.
b) Required administration fees and contingency reserve funds to be deducted from the retiree’s stipend.
5) Indemnification:
TPOA shall defend, indemnify, and hold the City harmless from any and all claims, demands, suits or any other action arising from the stipend program administered by the employee organization or its affiliates not caused by the City's negligence.
6) In the event the Association desires or for any other reason the Stipend program is discontinued, the 2.5 percent being used to fund the stipend shall be added to base pay for all unit members.
SECTION 6.4 INDUSTRIAL SAFETY EQUIPMENT
A) Employees shall be required to turn in the designated safety equipment at the time of termination. Employees who have completed probation may elect to repay the City a prorated amount for said equipment. The employee shall compensate the City at 100% for the first year of service and thereafter as follows:
After 1 year 90% After 6 years 40%
After 2 years 80% After 7 years 30%
After 3 years 70% After 8 years 20%
After 4 years 60% After 9 years 10%
After 5 years 50%
This buyback shall be based on the original purchase cost. For employees hired prior to July 1, 1993, years of service for purposes of this prorating computation shall commence on July 1, 1993. The purchase cost for all Glock Model 21 pistols shall be based on the initial purchase price for each employee.
B) The City shall pay for the replacement or repair of worn or damaged safety equipment when it is deemed unserviceable and when the replacement is approved by the employee’s immediate supervisor and the department head.
TPCA MOU 2024-XX 12
C. Employees are subject to appropriate disciplinary action for failure to wear and maintain this designated safety equipment in the manner specified in department rules and regulations.
SECTION 6.5 VEHICLE ALLOWANCE
Torrance Police Commanders Association (TPCA) members shall receive a monthly vehicle allowance of $122.92 per month/per lieutenant to be paid annually ($1,475 each December). The vehicle allowance will be paid the first pay period in December.
Effective January 1, 2025, employees shall be provided access to a take -home City vehicle in lieu of a vehicle allowance.
SECTION 6.6 UNIFORM ALLOWANCE
A. Employees covered by this agreement will receive $110 per year payable in in July. For classic PERS members, it is considered part of the employee’s PERSable income and should be reported to PERS as such.
SECTION 6.7 INDUSTRIAL DISABILITY RETIREMENT
A. Employees hired prior to January 1, 2014 are covered under the California Public Employees Retirement System (CALPERS) for the 50% to 90% maximum industrial disability retirement.
B. Employees hired after January 1, 2014 are covered under the California Public Employees Retirement System (CALPERS) for the 50% maximum industrial disability retirement.
ARTICLE 7 - BENEFITS RELATED TO TIME
SECTION 7.1 VACATION LEAVE
A) Employees in classifications covered by this Agreement shall earn vacation as follows:
Years Of Service
Commencing with Monthly Hourly Accrual
0 years 5.00 hours
2 years 6.00 hours
3 years 7.00 hours
4 years 8.00 hours
6 years 10.00 hours
10 years 13.35 hours
15 years 14.67 hours
21 years 16.67 hours
B) Employees shall earn vacation and only while on the payroll through the City, and it shall be prorated on an hourly earned basis.
C) An employee may accrue vacation up to the amount earned over the preceding 24 months, provided that vacation accrued in excess of one-year accrual must receive Police Chief or designee approval. At the warning notification (90% maximum), an employee may choose to take the vacation, with the Police Chief or designee’s approval, or the vacation will be cashed down to the accumulated amount of twenty months when the maximum is reached.
TPCA MOU 2024-XX 13
D) Employees may cash in up to 50% of their accrued vacation quarterly on a form provided by the City. By notifying the Finance Department on or before the 5th of February, May, August, and/or November of each year, employees may cash in at 100% of their hourly rate inclusive of longevity. Payment shall be made no later than the last pay period of the months named.
Employees cashing out vacation must cash out at least 24 hours with at least 38 hours remaining after such cash-out. Cash-out may be taken as deferred income in the City’s 457 plan subject to the provisions of the City's plan and subject to an understanding that such shall not be construed as earned income for retirement purposes but rather an alternative means of receiving cash for a vacation. (Any change in this interpretation shall require the liability for both the employee's and the employer's share of any retirement contributions to be assumed by the employee from the date of the inception of this program.)
E) The provisions regarding requests for scheduling and use of vacation are addressed in the Department Manual.
F) Effect of Separation
Section 6.2 D shall apply at the time final pay is issued.
1) Vacation Borrowed
Any employee who does not have any accrued vacation may borrow up to 40 hours of unearned vacation subject to the approval of the Police Chief or his/her designee. Once an employee starts to earn vacation, it will be credited against the amount borrowed.
Thus, an employee with a balance of borrowed vacation will not be able to accrue vacation. Any vacation owed by a terminating employee shall be deducted from the employee's final pay.
2) Vacation Not Taken
Any vacation owed to a terminating employee shall be added to the employee's final pay at the hourly rate plus longevity. (In case of retirement the employee may choose to use said vacation or cash it in. If added to final pay, it shall include projected hours earned.)
SECTION 7.2 SICK LEAVE
A) 1) Sick leave is a benefit and not a right to be utilized by employees who are unable to work because of an injury or illness not arising out of the course of their employment, except as provided otherwise in this section.
2) Sick leave shall be earned by permanent and probationary employees in the following manner:
B) Summary:
SICK LEAVE ACCRUAL
Accrual Rate Compensation
8 hours Monthly (prorated on an hours worked basis)
MAXIMUM ACCUMULATED ACCRUAL
Hire Date Maximum Accrual
After July 20, 1975 800 hours
TPCA MOU 2024-XX 14
BORROWED SICK LEAVE
Commencing with year of service: Maximum Loan
0 - 3 years Up to 173.3 hours.
4 – thereafter May borrow one-shift increments up to 8 shifts.
SICK LEAVE (LOAN) REPAYMENT
Years of Service: Repayment:
0 -3 years 8 hours per month of service.
4 – thereafter Within 60 months (may use vacation or annual leave with approval).
After 60 months, loans will be deducted from unused vacation
C) Borrowing and Repayment of Sick Leave:
1) During the first three years of employment an employee may be authorized unearned sick leave for illnesses in excess of four work shifts. Such authorization cannot exceed a total of 173.33 hours per employee. Such shall require the authorization of the Police Chief or designee but shall not be unreasonably denied. The loan shall be paid back at the rate of eight (8) hours per month of service.
Existing employees who have current loans and future loans must be repaid in no more than 60 months of service or will be deducted from unused vacation. (Such may, with the approval of the department head, be done through the use of vacation or annual leave if the employee so desires.)
D) Use of Sick Leave:
Abuse of sick leave shall be grounds for disciplinary action.
E) Notification of Sickness:
1) To receive compensation while absent on sick leave, the employee shall notify his/her supervisor in the manner provided in department rules and regulations.
2) An employee who has been counseled about sick leave usage within the preceding 12 months may be advised to furnish reasonable evidence, including a written statement from a medical professional, to substantiate any request for sick leave of one day or more.
3) The Department may require a written statement from a medical professional without prior counseling where the absence is greater than three consecutive workdays or in cases where there is evidence of a specific violation of departmental work rules.
F) Family Sick Leave:
In accordance with California Labor Code Section 233, employees may use one-half (1/2) of their annual accrued sick leave (48 hours) per calendar year for the sickness of a child, parent, spouse, registered domestic partner, mother-in-law, father-in-law, sister, brother, stepfather, stepmother, grandparents, grandchildren or guardian.
G) Return from Sick Leave:
TPCA MOU 2024-XX 15
Upon return from sick leave, an employee may be required by the Police Chief or designee report for examination by the City medical examiner to determine fitness for duty.
H) Conversion of Sick Leave:
1) At the time of termination, except for disciplinary discharge involving public funds or conviction of a felony, after the appropriate years of service an employee covered by this Agreement shall have his or her accumulated sick leave converted by the City into cash on the following basis:
a) After 18 months of service in a class covered by this agreement, each hour of accumulated sick leave shall equal ¼ hourly pay.
b) After 7 years of service in a class covered by this agreement, each hour of accumulated sick leave shall equal ½ hourly pay.
c) After 20 years of service in a class covered by this agreement, each hour of accumulated sick leave shall be paid at 100% hourly pay inclusive of current educational incentive.
d) At retirement, each hour of accumulated sick leave shall equal 100% hourly pay inclusive of the current educational incentive. (Such includes projected time accrued.)
For sections A-D, Section 6.2 D shall apply at the time final pay is issued.
Hour for hour shall be paid to a beneficiary in case of death of an employee.
2) For those who in the 401(a) plan:
a) Any hours of sick leave which would have been granted but unused over 800 hours shall be automatically converted into the 401(a) plan as adopted by the City Council.
3) Employees reaching the maximum accrual of 800 hours shall have their accrual over 800 hours converted to cash or the 457 deferred compensation plan and will receive 100% hours pay for each such hour.
I) Retiring Employee:
A retiring employee may select cash payment as provided for unused sick leave or may choose to make use of the same on an, hour-for-hour basis, or a combination of the two.
An employee may choose to cash in sick leave at 100% hours pay in excess of 300 hours when taking vacation. The amount of sick leave cash out may be less than or equal to the amount of vacation time taken on an hour-for-hour basis. Such shall require 28 days prior notice on forms provided by the City.
J) Catastrophic Leave:
The parties have agreed to a catastrophic leave program as described in Exhibit 2 of this MOU.
SECTION 7.3 ANNUAL LEAVE
TPCA MOU 2024-XX 16
A) Earning Effective July 7, 1996, each employee shall earn, in addition to vacation, annual leave as follows:
MONTHS OF SERVICE
Commencing with Monthly Compensation
13th month 6.00 hours
25th month 8.00 hours
B) Annual leave shall be eliminated by:
1) Employee taking one (1) or more days off during normal 28-day schedule subject to Police Chief or designee approval; or
2) Cash out as described in 7.3(C) below;
3) Adding a maximum of forty (40) hours to scheduled vacation subject to the Police Chief or designee’s approval.
C) Annual Leave will be cashed out as follows:
By notifying the Finance Department on or before the 5th of February, May, August, and/or November of each year, employees may cash out at 100% of their hourly rate inclusive of longevity. Payment shall be made no later than the last pay period of the months named. If no requests to cash out are made, employees may accrue annual leave up to the amount earned over the preceding 12 months. After a warning notification (90%), annual leave will be cashed down to the accumulated amount of eight months when the maximum is reached. If an employee chooses to use sick leave and/or vacation at the time of retirement, all accrued annual leave shall be cashed in at the end of such use, and shall not be taken as additional time.
D) Deferred Income
An employee may elect to defer into the 457 plan any cash-out of annual leave in the same manner as for vacation.
E) Effect of Separation
Upon separation or retirement, any unused annual leave on the books may be deferred into the 457 plan or as cash on the employee’s final check.
F) Personal Leave for Uniformed Personnel
Six shifts of earned annual leave per calendar year may be used for personal leave subject to departmental guidelines. The requesting lieutenant shall be required to find his own backfill replacement prior to seeking Police Chief or designee approval. Personal Leave may not be requested during special deployments such as the Armed Forces Day parade and 4th of July deployment, prescheduled Department training day or during an unusual situation such as civil disorder. The leave shall not be accruable from year to year and, if used, shall be deducted from annual leave.
G) Management Leave (Non-patrol assignments)
At the Police Chief's or Police Chief’s Designee’s discretion, four days off per calendar year may be approved for Lieutenants working extended shifts due to emergency incidents, special
TPCA MOU 2024-XX 17
events and extended call-outs. The Lieutenant's shift may not be backfilled. Management leave will not come out of the employee's accrued leave.
SECTION 7.4 HOLIDAYS
A) Holiday Pay
Employees covered by this agreement shall be paid eight (8) hours pay (base pay plus PERS) for the following twelve (12) holidays:
• New Year's Day
• Lincoln's Birthday
• Washington's Birthday
• Memorial Day
• 4th of July
• Labor Day
• California Admissions Day
• Columbus Day
• Veteran’s Day
• Thanksgiving Day
• The day after Thanksgiving
• Christmas Day
These holidays shall be paid as described above or may be taken as deferred compensation into the City’s 457 plan and shall not be taken as time off.
SECTION 7.5 INDUSTRIAL INJURY LEAVE
A) In the event that an employee covered by this Agreement sustains an injury or illness occurring in the course of his/her employment with the City, the employee shall be entitled to the compensation prescribed by State law and all items of compensation specified in this Agreement.
B) An employee on industrial injury leave shall be under the direction of the City. He/she shall be available during City business hours subject to the advice of his/her treating physician.
C) An employee on industrial injury leave shall be subject to the rights, protection and responsibilities of the Administrative Rules as shown in Administrative Memorandum 17.
SECTION 7.6 JURY DUTY
Any employee covered by this agreement who is duly summoned to attend any court, during the time regularly required for his/her office of employment, for the purpose of jury service, shall be entitled, while engaged and actually serving, to his/her regular compensation, provided that he/she deposits his/her jury service fees other than for mileage reimbursement pursuant to the provisions of Administrative Rules, provided, however, that such shall be allowed to an employee only for the minimum time required by law.
SECTION 7.7 BEREAVEMENT LEAVE
A) Each employee covered by this agreement shall be entitled to up to three work shifts of bereavement leave, with pay per death of eligible family members. Immediate family for the purpose of this section shall be defined as spouse, mother, mother-in-law, father, father-in-law,
TPCA MOU 2024-XX 18
sister, brother, child or guardian, stepfather, stepmother, stepchildren, grandparents, or grandchildren.
B) Additional leave of up to two work shifts may be granted by the Police chief or designee (at his/her discretion) due to a death or funeral that occurs out of state, or in the state of excess of three hundred (300) miles from the borders of the City of Torrance. In the event there is a question of the distance of a locale from the City, then a map from www.mapquest.com shall be the deciding factor in the applicability of this section.
C) Such bereavement leave shall apply to a death in the immediate family as defined above. In addition, up to one work shift of this leave may be used for a relative not named above, subject to verification by the Police Chief or designee.
D) Bereavement leave shall not be accruable from year to year nor shall it have any monetary value if unused.
E) The City shall have the right to require verification from the employee.
SECTION 7.8 LEAVE OF ABSENCE
A) Family Medical Care Leave Act
The City will follow the requirements of the Federal Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) which provides for up to 12 weeks of leave for the serious health condition of an employee, his/her child, parent, spouse or registered domestic partner, or to care for a newborn or child placed in the employee’s home for adoption or foster care. The City utilizes the rolling year (look back over the previous 12 months) for purposes of administering the law.
B) Leave Without Pay:
1) A leave of absence without pay not to exceed five working days may be granted to any employee by the Police Chief or designee.
2) A leave of absence without pay for more than five working days, but not to exceed one (1) year, may be granted to any employee by the City Manager at his/her discretion. 3) A leave of absence without pay may be granted to any employee by the City Manager for the purpose of accepting a temporary appointment to a State, County, Federal, or local law enforcement agency.
C) Application for Leave of Absence
A request for leave of absence shall be forwarded to the appropriate authority in advance of the beginning date of the leave, upon forms supplied by the City, giving the title of the position, the beginning and the ending dates of the leave requested, a statement of the reasons for such leave, and signed by the employee.
D) Refusal of Leave of Absence
The City will follow the requirements of the Federal Family Medical Leave Act (FMLA), the California Family Rights Act (CFRA) and all applicable Federal and State laws regarding the specific grounds upon which an employer may deny a leave of absence for medical reasons..
TPCA MOU 2024-XX 19
E) Holding Position Open
Upon the expiration of the leave of absence, duly granted in accordance with the provisions of this Section, an employee shall be returned to the same position or class of position he/she occupied when the leave of absence was granted.
F) Medical Examination at Termination of Leave
If the City Manager has determined that an employee is unable to return to work for medical reasons, he/she shall not return to work but shall have the right to submit the matter through a medical review appeals procedure (hearing at the Civil Service Commission). The decision of the medical examiner shall be final.
G) Military Leave of Absence
A leave of absence for military service shall be granted to any employee as required by the laws of the United States or the State of California.
H) Return from Military Leave
Any employee returning from military leave shall have all rights and privileges granted by Federal law.
SECTION 7.9 SERVICE CREDIT
A) Except for lateral transfers from other California cities and individuals who attend a California P.O.S.T. accredited academy on their own, individuals who join the Department after receiving a certificate of completion from a California P.O.S.T. accredited academy shall be credited with five months of service for the following: vacation, annual leave, education incentive, and eligibility for promotions. This shall only be for the purpose of establishing future accrual rates and has no accrued monetary value.
B) In computing service credit for lateral transfers from other California cities for purposes of determining eligibility for education incentives, deferred program, promotional examination, and step increases lateral transfers from other California cities shall be credited with one year of service credit for every year of paid full-time external experience in police work as a sworn officer and is not prorated.
C) For purposes of this section, police experience shall be defined as any work normally done by officers of the Torrance Police Department including Sheriff’s deputies assigned to jail duties on a regular assigned basis. No credit is allowed for military service or time spent working in a federal or state custody facility.
D) Appointment to a sworn position with Torrance Police Department shall determine departmental seniority.
SECTION 7.10 SPECIAL ASSIGNMENTS UPON REQUEST OF EMPLOYEE
A) Employees on special assignment shall receive all of the benefits of this MOU except:
1) Employees assigned to a regional task force, loaned to another agency as an instructor or operative, attending school as set forth in the Department Training policy, or participating in any assignment of prolonged duration away from normal duties shall work the schedule of such assignment.
TPCA MOU 2024-XX 20
2) Any expectation required of any assignment shall be followed as if it were an expectation of the employee's normal assignment (e.g., random drug test).
3) Disciplinary matters arising during such an assignment will be adjudicated by the Department rather than the other agency.
4) Should the employee seek compensation, hours worked in excess of hours the employee would have worked in a normal assignment shall be compensated by overtime either from the other agency or the City of Torrance.
5) Expectations established by the other agency will be reviewed and approved by the Department, TPCA and the employee prior to such an assignment.
ARTICLE 8 - HOURS OF WORK
SECTION 8.1 NORMAL HOURS OF WORK
A) Lieutenants working as a Patrol Watch Commander shall be on the 4/10 flex schedule. Those assigned to “Days” and “Afternoons” shall work 9.5 hours per day (38 hours per week).
Lieutenants assigned to “Graveyard” shall work 9.0 hours per day (36 hours/week).
B) All remaining Lieutenants assigned outside of the Patrol Watch Commander duties shall work a 4/10 flex schedule consisting of each day at 9.5 hours per day (38 hours/week).
C) For pay purposes, employees under subsections A & B shall be compensated as if 40 hours per week were worked and all computations for hourly pay shall be at the rate obtained by dividing the monthly salary by 173.33.
SECTION 8.2 DAYS OFF
Employees regularly assigned to work days of 9 or 9½ hours shall have 12 days off each 28-day work period.
ARTICLE 9 - CONDITIONS OF EMPLOYMENT
SECTION 9.1 REQUIREMENTS AS TO CONTINUITY OF SERVICE
A) Service requirements for advancement within salary ranges for vacation, sick leave, longevity pay, special step pay, and educational incentive pay shall be based on continuous and total service as a regular employee.
1) Authorized leaves of absence without pay of 10 working days or less and leaves with pay shall not interrupt continuous service nor be deducted from total service.
2) Authorized leaves of absence without pay in excess of 10 working days, except for extended military leave, shall be deducted in computing total service, but shall not serve to interrupt continuous service.
3) Any authorized industrial accident leave shall not be deducted from total service and shall not break the continuity of service.
TPCA MOU 2024-XX 21
4) For sworn personnel who voluntarily leave the City and then are rehired within 12 months of their separation, the time spent separated from the City shall be treated as though it were a leave of absence.
B) Abandonment of Position
1) All unauthorized absences without leave of three or more days in any 30-day period shall be grounds for disciplinary action except where it can be shown that the employee could not respond due to a bona fide emergency (the employee shall be docked for any time not worked). Any unauthorized leave in excess of three work days in any 30-day period shall be deducted from total service and may, at the discretion of the City Manager, interrupt continuity of service. A break in the continuity of service shall mean that an employee would begin again anew.
C) Current employees who terminated under Section 6.3(F), 20-year retired Torrance Police Department employee, and were subsequently rehired by the City shall not be deemed to have broken continuity of service.
SECTION 9.2 PROBATIONARY PERIOD
A) An employee covered by this MOU who is promoted to the next highest rank shall be on probation for that rank for a period of six months from the date of appointment. A promoted employee who fails probation into the promoted-into rank shall be entitled to his/her previous classification.
B) Probationary periods will be extended if the employee's performance of normally assigned duties is interrupted by industrial injury, extended illness/injury (in excess of 10 calendar days), light duty, extended vacation leave (in excess of 10 calendar days), or a leave of absence in excess of one pay period. Such extension shall be equivalent to the time lost. The probationary period will be extended by the amount of time equal to the time absent.
SECTION 9.3 INACTIVE STATUS
A) Subject to the approval of the employee's department head, the City Manager and the Civil Service Commission, an employee may request inactive status:
1) Such a request may be made before the termination of an employee or within thirty (30) days of such termination.
2) The inactive status shall continue for no more than one year. 3) Inactive status shall qualify a past employee to be certified as a name in addition to the three (3) promotional eligibles for a vacant position in the classification from which he/she was terminated.
4) No employee benefits shall accrue during such inactive status and the employee shall have a break in continuous employment.
SECTION 9.4 NONDISCRIMINATION, EQUAL OPPORTUNITY AND HARASSMENT
A) The City and the TPCA agree that both parties have a crucial role in the development and implementation of equal opportunities. Both parties mutually accept responsibility for carrying out these provisions of this Agreement. Neither party shall be responsible for the other party's negligence.
B) The City will exert every effort possible to encourage upward mobility of employees now at lower grade levels so that they may work at their fullest potential. The City will implement the
TPCA MOU 2024-XX 22
redesigning of jobs where feasible and provide on-the-job training and work study programs, and other training means.
C) The provisions of this Agreement shall be applied equally to all employees without regard discrimination as to age, sex, gender, sexual orientation, marital status, race, color, creed, religion, national origin, union affiliation, political affiliation, disability and any other protected classification subsequently recognized by the law.
D) All employees are required to report any alleged discrimination or harassment in accordance with the City’s Non-Discrimination Policy so it can be addressed immediately.
SECTION 9.5 EXEMPTION FROM OUTSIDE EMPLOYMENT RULE
Section 14.37.1 – 14.37.3 of the Torrance Municipal Code shall apply to employees covered by the provisions of this Agreement including the restrictions as to joint employment, administrative rules regarding the use of uniforms and City equipment, and a prohibition against working any labor strike; private investigation function or any liquor store or bar serving alcohol. The City shall be apprised by employees of their outside employment, and the employee shall constrain outside employment if directed by the City doctor (provided in the latter case the employee may appeal in the manner prescribed under Section 8.6). In addition, any employee on leave pursuant to Labor Code section 4850 is required to report any outside employment to his/her supervisor upon receipt of any income from such employment.
SECTION 9.6 MEDICAL RECHECKS
City administered medical rechecks will be offered every two years for safety employees covered by the provisions of this Agreement over 35 years of age.
SECTION 9.7 CIVIL ACTION
Employees covered by this Agreement shall have the right, upon notification to the Police Chief, to bring civil suit against any person or group of persons, including heads or members of business, social or educational organizations, for damages suffered either pecuniary or otherwise, or for abridgment of their civil rights on account of their performance of official duties.
SECTION 9.8 EXERCISE OF RIGHTS
No employee shall be discharged, disciplined, demoted or denied promotion, or otherwise discriminated against in regard to his/her employment, or be threatened with any such treatment, by reason of his/her lawful exercise of the rights granted herein and/or the exercise- of his/her rights to initiate and pursue a grievance.
SECTION 9.9 PROCEDURE IN ADMINISTERING DISCIPLINE
A) Whenever a determination is made to administer discipline that constitutes suspension, demotion or termination, the following will be adhered to:
1) Prior to the imposition of a suspension, demotion, or discharge, an employee shall receive a written statement of charges and the nature of the recommended discipline at least five (5) days prior to the scheduling of a “Skelly” conference.
2) Any employee recommended for such discipline shall be afforded an opportunity to respond to the charges before the City Manager or his/her designee in accordance with
TPCA MOU 2024-XX 23
the procedures established by the City Manager. The decision of the City Manager or his/her designee shall be given to the employee in writing.
a) Prior to the administration of a disciplinary suspension of fifteen (15) days or less, the concerned employee is entitled to a "Skelly" Conference with the Chief of Police or designee on the matter. The Chief of Police shall act as the hearing officer during this hearing.
b) Prior to a suspension of more than fifteen (15) days, a demotion or a discharge from City employment, the concerned employee is entitled to a "Skelly" Conference with the City Manager or designee.
3) Any employee who has been suspended, demoted or discharged may, within ten (10) days following the date of service of written notice of the imposition of discipline, file a written request with the Civil Service Commission for a review of such suspension, demotion or discharge.
ARTICLE 10 - GENERAL PROVISIONS
SECTION 10.1 MEET AND CONFER SESSIONS
Up to four TPCA representatives shall be allowed to participate in meet and confer sessions with no loss in regular pay and benefits.
SECTION 10.2 COLLECTIVE BARGAINING
The parties acknowledge that during the meet and confer process which resulted in this Agreement, each party had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.
SECTION 10.3 SUCCESSOR MEMORANDUM
Each party shall exercise its right to present bargaining proposals for a successor agreement no earlier than 120 days prior to the expiration of this agreement and no later than 90 days.
SECTION 10.4 JOB ACTION
A) TPCA and its members agree that during the term of this Agreement, there shall be no strike, slowdown, blue flu or other concerted job actions.
B) In the event of an unauthorized job action, the City agrees that there will be no liability on the part of the TPCA provided the employee organization promptly and publicly disavows such unauthorized action; requests the employees to return to work and attempts to bring about a prompt resumption of normal operations; and provided further that the employee organization notifies the City in writing within 48 hours after the commencement of such job action, what measures it has taken to comply with the provisions of this section.
C) In the event such actions by the employee organization have affected the resumption of normal work practices, the City shall have the right to take appropriate disciplinary action.
SECTION 10.5 DUES CHECKOFF
TPCA MOU 2024-XX 24
The TPCA is authorized to use payroll deductions for collecting employees’ organization dues pursuant to appropriate Finance Department procedures.
SECTION 10.6 EMPLOYEE RELATIONS LEAVE
A) An amount equal to 22 work shifts (a work shift equals 9.5 hours) or 209 hours per fiscal year shall be available to employees to participate in Employee Relations leave activities outside the City. Upon of approval of the Chief of Police, an additional discretionary three shifts or
28.5 hours per year may also be used.
B) The City will track the annual hours used, by employee. Unused hours from the previous year can be carried over and will be used first in the subsequent year; however, the total maximum number of hours carried over plus the current year (22 shifts) cannot exceed 30 shifts excluding the discretionary shifts. The three discretionary shifts cannot be carried over.
C) Additionally, TPCA may purchase a maximum of 162.5 additional hours each year after the annual 25 shifts (237 hours; 209 hours plus 28.5 hours) have been used. The cost of the 162.5 hours will be calculated based upon the composite rate (composite rate means regular pay, longevity pay, education incentives, and all pay premiums) of pay of the actual employee who uses the hours times the number of hours used. Payment of any outstanding balance must be made monthly to the City, with the entire balance paid in full by each fiscal year end. Any unpaid balance at fiscal year-end will be deducted first (before any other use of the new fiscal year's balance) from the subsequent year's beginning amounts (25 shifts or 237 hours) on an hour-for- hour basis.
SECTION 10.7 CONTINUED DISCUSSIONS
Beginning in January 2025, the City and TPCA agree to continued discussions on reinstating the four days of management leave (from Section 7.3.F, given in exchange for full 1.5 OT rate) or the conversion of management leave into callout/standby pay compensated at the full 1.5 rate (similar to watch command).
ARTICLE 11 - GRIEVANCES
SECTION 11.1 DEFINITION
A grievance is a complaint by one or more employees concerning the application or interpretation of ordinances, rules, policies, practices or procedures affecting an employee's wages, hours, and working conditions. Anything specifically exempt from the grievance procedure per this MOU, as well as non- disciplinary re-assignment to another shift, is not subject to the grievance procedure.
SECTION 11.2 SCOPE
This procedure shall be used to resolve every grievance for which no other methods of solution are required by law, provided, however, that it shall not include a complaint arising from disciplinary action.
SECTION 11. 3 PROCEDURE
A) First Step: Supervisory Level
1) The aggrieved employees shall meet and consult with the employee's immediate supervisor.
TPCA MOU 2024-XX 25
2) The grievance may be presented in writing on forms provided by the City. 3) The immediate supervisor may ask one of his/her superiors to participate, excluding the Police Chief.
4) If a grievance is against the Police Chief, the employee shall appeal to the City Manager.
B) Second Step: Police Chief Level
1) The aggrieved employee(s) and/or a representative shall meet with the Police Chief and/or his/her designee or City Manager if the grievance is against the Police Chief. 2) The Police Chief may require the employee's superiors to be present at such conference.
3) The grievance shall be in writing on forms provided by the City. 4) If the grievance is not resolved by the end of the fifth full working day after being received by the department head, the employee may, within 15 working days appeal, in writing to the City Manager.
C) Third Step: City Manager Level
1) The aggrieved employee(s) and/or a representative(s) shall meet with the City Manager or a designee.
2) The City Manager may require the Police Chief or his/her designee to be present at such conference.
3) If the grievance is not satisfactorily resolved by the end of the fifth full working day after being received by the City Manager, the employee may appeal in writing within 10 working days to the City Manager for binding arbitration. If the employee fails to appeal, the grievance shall be considered settled on the basis of the last decision, and the grievance shall not be subject to further appeal or reconsideration.
E) Fourth Step: Arbitration
1) Within five working days after receipt of any such request, the City Manager or a designee shall call the parties together for a hearing on the grievance. 2) If the grievance is not resolved by the end of the third working day after being heard by the City Manager or his/her designee, the employee may, within 15 working days, appeal to arbitration.
3) The Arbitrator shall be impartial, and if the parties cannot agree upon an arbitrator, he/she shall be selected from a list of seven names submitted by the American Arbitrators' Association. If the agreement cannot be reached from among these names, each of the parties shall strike names from the list in rotation until only one name remains. Priority in striking shall be decided by a flip of a coin. 4) The Arbitrator shall conduct a hearing within a reasonable time period, in accordance with Part 3 of Title 9 of the California Code of Civil Procedure. 5) The decision of the Arbitrator shall be final.
SECTION 11.4 GENERAL GRIEVANCE PROVISIONS
A) All time periods specified in this Section may be extended by mutual consent of the aggrieved employee(s) or his representative(s) and the Management representative involved. All extensions must be memorialized in writing.
B) The aggrieved employee(s) and representative(s) shall be allowed reasonable time to participate in the grievance proceedings without loss of pay for the time so spent. (For the
TPCA MOU 2024-XX 26
purpose of Workers' Compensation and retirement, any City employee involved shall be considered on duty during any grievance procedure.)
C) The cost of the arbitrator shall be equally shared by the City and the grieving employee.
D) A grievance shall be considered untimely if not presented by the employee within thirty (30) calendar days of the alleged grievance.
E) Written grievances shall be on a form provided by the City.
SECTION III SEVERABILITY
If any section, subsection, sentence, clause, or phrase of this or phrase of this resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the resolution. The City Council hereby declares that it would have passed this resolution and each section, subsection, sentence, clause, or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, or phrases be declared invalid or unconstitutional.
Introduced, approved and adopted this ____ day of November 2024.
___________________________
Mayor George Chen
ATTEST:
Rebecca Poirier, MMC, City Clerk
APPROVED AS TO FORM:
PATRICK Q. SULLIVAN
CITY ATTORNEY
By
Tatia Y. Strader
Assistant City Attorney
TPCA MOU 2024-XX 27
EXHIBIT 1
PEACE OFFICER STANDARDS AND TRAINING
Purpose
The purpose of this Exhibit is to document the application of the Education Incentive Pay outlined in Section 4.2 of this agreement.
1) Applicant for the award of the Regular or Specialized Intermediate Certificate must:
a) Possess or be eligible to possess a basic certificate; and b) Satisfy the prerequisite basic course raining requirement as described in PAM, Section 1005(a), and have acquired the training and education points and/or the college degree designated and the prescribed years of law enforcement experience in one of the following combinations:
Degree or Education Units* Law Enforcement Experience Training Points Bachelor's degree and 2 years plus 0
Associate degree and 4 years plus 0
45 Education Units and 4 years plus 45
30 Education Units and 6 years plus 30
15 Education Units and 8 years plus 15
*Excess education units may be applied towards training points on a unit for point basis per subsection 1202(b)(4)(D).
2) Applicant for the award of the Regular or Specialized. Advanced Certificate must:
a) Possess or be eligible to possess an intermediate certificate; and b) Satisfy the prerequisite basic course training requirement and have acquired the training and education points and/or the college degree designated and the prescribed years of law enforcement experience in one of the following combinations:
Degree or Education Units * Law Enforcement Experience Training Points Master's degree and 4 years plus 0
Bachelor's degree and 6 years plus 0
Associate Degree and 9 years plus 0
45 Education Units and 9 years plus 45
30 Education Units and 12 years plus 30
* Excess education units may be applied towards training points on a unit for point basis per subsection 1202(b)(4)(D).
TPCA MOU 2024-XX 28
EXHIBIT 2
CATASTROPHIC LEAVE PROGRAM
Purpose
The purpose of this Catastrophic Leave Program is to allow employees to assist another employee during times of personal crisis when serious illness or injury has incapacitated him/her or a family member and the employee is therefore unable to work. It can also be used for employees who suffer catastrophic illness or injury and who must undergo intermittent medical treatment such as chemotherapy. This program is solely for employees whose accrued leave balances have been exhausted.
Policy
The Catastrophic Leave Program allows an employee to transfer eligible leave hours (vacation, sick leave, compensatory time and/or administrative leave) to another employee when a catastrophic illness or injury occurs. A catastrophic illness or injury is defined as a serious health condition, that substantially incapacitates an employee or qualifying family member or which forces the employee or family member to undergo ongoing or lengthy substantial medical treatment. The illness or injury further creates a financial hardship because the employee has or will exhaust all leave time. For the purpose of the Catastrophic Leave Program, the qualifying family member shall mean an employee’s parents, step-parents, spouse, registered domestic partner, children and stepchildren.
An employee will not be eligible for catastrophic leave until he/she has exhausted all leave time, including sick leave, vacation, compensatory time and administrative leave.
Donated hours may be used in the following situations:
• To cover the elimination period before short-term and/or long-term disability benefits begin • To supplement short-term and/or long-term disability benefits • To cover the time used on unpaid Family Leave
Procedures/Guidelines for Using Catastrophic Leave
1. Leave of Absence paperwork1 must be submitted to the Human Resources Department. It should include medical certification of a serious health condition per the FMLA guidelines and the dates the employee expects to be absent. The leave must be approved by the Department Head and the Human Resources Director.
2. Verification of illness or injury of the employee or qualifying family member must be provided in writing by the treating physician on the City provided forms.
3. The employee or representative makes a request for catastrophic leave donations to the employee’s department. The City Manager’s Office is then notified and advertises the donation request via e-mail.
4. The period of absence will be determined by the written verification of the employee’s or family member’s physician and will not be based on the number of hours donated. Employees who are approved for the Catastrophic Leave Program due to a qualifying family member’s catastrophic illness/injury may use donated time for a maximum of 12 weeks during a rolling one-year period, as is allowed by the Family and Medical Leave Act.
1 Leave of Absence Paperwork consists of “Request for Leave of Absence” form and either a form for personal illness or a “Family Medical Certification” form (for family illness).
TPCA MOU 2024-XX 29
5. Employees who are approved for the Catastrophic Leave Program due to a qualifying family member’s catastrophic illness/injury may use donated time for a maximum of 12 weeks during a rolling one-year period, as is allowed by the Family and Medical Leave Act.
6. Employees must exhaust all personal leave hours (vacation, sick leave, etc.) prior to using any donated hours.
7. Employees will not accrue vacation, sick leave, or service time while using donated hours.
8. Donated hours may not be converted to cash (“cashed down”).
9. The catastrophic leave bank will be closed and no further donations will be accepted under the following conditions:
• The ill/injured employee returns to work full time, or • The 12 weeks of Family Leave have been exhausted, or
• The ongoing, intermittent treatment program has been completed.
In these cases, any unused donated balances will be returned to the respective donating employees.
Any subsequent illness after the close of the bank will require a new request and approval.
Procedures/Guidelines for Donating Hours
1. Employees who wish to donate eligible leave hours must complete a Catastrophic Leave Bank Transfer Authorization form.
2. Donations of Catastrophic Leave hours are made on a voluntary basis.
3. All donated time must be in increments of one hour or more.
4. Donations of leave hours, once used, are irrevocable and become part of the receiving employee’s leave bank.
5. Employees with less than 40 hours of sick leave may not donate sick leave hours. This provision may be waived by the City Manager if a donating employee has given notice of terminating employment with the City and there is a current qualified Catastrophic Leave Bank recipient.
Confidentiality
To protect the confidentiality of the program, the names of individuals who donate will not be released.
The exact amount of hours donated will be provided to the receiving employee upon request for the purpose of computing the length of time to be covered by the catastrophic leave bank.
TPCA MOU 2024-XX 30
EXHIBIT 3
HYBRID FIXED SCHEDULE
• The Hybrid Fixed Schedule is primarily seniority-based. Shift selections, vacation picks, and days-off requests should be based on seniority with rare exceptions. Exceptions include employee consent/requests or management needs (i.e.; FTO deployments etc).
• Lieutenants will pick their teams by seniority prior to sergeants and sergeants will pick their shifts prior to officers.
• Sergeants select their teams by seniority absent documented department needs which the impacted sergeant(s) have received prior to team selection.
• Collateral FTO supervisory assignments may be pre-assigned to a specific shift based on department need.
• Officers select their team by seniority absent documented department needs of which the impacted officer(s) have received prior to team selection, after the sergeant selections have been posted.
o Officers are assigned a time to make their team selection. o After one “no-show,” the officer’s selection would be skipped, and the next officer based on seniority, would make a selection.
o FTO and probationary officer positions would be pre-designated on the schedule.
▪ 4/10 start times (Monday through Thursday)
• 06-Watch (0600-1530) Team 1
• 14-Watch (1400-2330) Team 2
• 22-Watch (2200-0700) Team 3
▪ 3/12 start times (Friday through Sunday)
• 06-Watch (0600-1830) Team 4
• 12-Watch (1200-0030) Team 5
• 19-Watch (1900-0700) Team 6
▪ 4/10 K-9 start times
• 14-Watch (1400-2330)
• Sunday–Wednesday / Wednesday–Saturday/ Tuesday-Friday
• Officers and sergeants are allowed to stay on the same watch for six consecutive deployment cycles (three years).
o Must move to another watch for one deployment cycle.
• Once per deployment cycle, officers or sergeants may request to switch shifts with the approval of the employees’ Watch Commanders. If there is a conflict between the involved Watch Commander, the Patrol Bureau Commander will make the final decision.
• On the rare occasion when the situation requires more officers to be deployed to the field (i.e. civil unrest, natural disaster, etc.), the Patrol Division will transition to 12-hour shifts. “A” shift hours will be 0600-1800 hours, and “B” shift hours will be 1800-0600 hours. The number of
TPCA MOU 2024-XX 31
consecutive days worked and the number of consecutive days off will be at the discretion of the Chief of Police (refer to Emergency Deployment Schedule).
• Employees should not work “back-to-back doubles” (consecutive days of double shifts) unless exigent circumstances exist, a supervisor approves of it, and it is voluntary.
• Employees may not work a graveyard to day shift double.
• The maximum an employee can work in a 24-hour period is 17.5 hours
Patrol Deployment Cycles
• Two per 13-deployment period year
• The first deployment cycle is seven deployment periods starting in the first complete deployment period after the New Year.
• The second deployment cycle is the remaining six deployment periods.
• Officers and Sergeants work together on a team for an entire deployment cycle.
Department Vacations
• All sworn personnel make vacation selections according to the Patrol Deployment Cycles, twice per year by seniority preference.
o Selections are made in October for the first deployment cycle that starts in January. o Selections are made in May for the second deployment cycle that starts in July. o Vacation selection will be completed in conjunction with selecting teams.
• Priority vacation selections are always transferable to another division. Limit of three per deployment year.
• Non-priority vacation selections are not always transferable to another division. o Consists of picks made after priority vacation selections. o Would have to conform to the guidelines of the bureau receiving the transferred employee.
• Priority vacation selection must be from one of the first three picks for the entire deployment year.
• Vacation Selection restrictions
o The number of officers that may be on vacation at one time is applied independently to the 4/10 and 3/12 schedules.
o The 10% rule will be applied with a minimum of four officers on the 4/10 schedule and three officers on the 3/12 schedule that can be on vacation at one time. If the number of officers staffed in patrol, inclusive of CARP’ng is 75 or greater, the minimum number of officers that can be on vacation on the 3/12 schedule will increase to four officers. o Maximum of two officers per team on vacation during the same period. o The maximum number of sergeants that may be on vacation at one time is two.
However, there cannot be two sergeants off at the same time who are on the same team.
TPCA MOU 2024-XX 32
• Traffic & Special Events and Communications Divisions and Patrol Bureau Specialty Details would continue to make their vacation selections according to their flexible schedules. o Officers returning to Patrol from one of these divisions would maintain priority vacation periods selected.
o Would have to adjust their days-off to coincide with the fixed-days of the Patrol Watch schedule. This may necessitate the use of additional “V” and/or “X” days.
Patrol Shift Trades
• Shift trades must be voluntary between the involved employees.
• Allowed between 4/10 and 3/12 schedules without overtime compensation or shift-hour reduction.
• Three trades are allowed per shift, unless disruptive.
• Shift trades shall be approved by each officer’s direct supervisor and a Watch Commander.
• Approved shift trades to be logged and maintained in the Watch Commander’s office.
Minimum Staffing Levels
• Team 1 – MSL is 10 single-officer units
• Team 2 – MSL is seven (7) two-officer units (14 officers) • Team 3 – MSL is five (5) two-officer units (10 officers) • Team 4 – MSL is 10 single-officer units
• Team 5 – MSL is four (4) two-officer units (8 officers) • Team 6 – MSL is five (5) two-officer units (10 officers)
In the event a shift is staffed below MSL, the Watch Commander shall advise the Patrol Bureau Commander and the TPOA President via email. Either the Patrol Bureau Commander or the TPOA President may request a meeting to discuss the reason for the shift being below MSL. These meetings shall have no impact on the Department’s right to staff personnel as they deem appropriate.
Beat Boundaries
• North Beat – The northernmost City boundary to the north, 190th Street to the south, the easternmost City boundary to the east, and the westernmost boundary to the west.
• West Beat – 190th Street to the north, Sepulveda Blvd. to the south, the westernmost boundary to the west, and Madrona Avenue to the east.
• East Beat – 190th Street to the north, Sepulveda Blvd. to the south, the easternmost boundary to east, and Madrona Avenue to the west.
• South Beat – Sepulveda Blvd. to the north, the southernmost city boundary to the south, the westernmost boundary to the west, and Hawthorne Blvd. to the east.
• Southeast Beat – Sepulveda Blvd. to the north, the southernmost city boundary to the south, the easternmost city boundary to the east, and Hawthorne Blvd. to the west.
• Big North Beat – the northernmost city boundary to the north, Torrance Blvd. to the south, the easternmost city boundary to the east, and the westernmost city boundary to the west.
TPCA MOU 2024-XX 33
• Big South Beat – Torrance Blvd. to the north, the southernmost city boundary to the south, the easternmost city boundary to the east, and the westernmost city boundary to the west.
Patrol Training
Employees assigned to Patrol:
1. If a training day is scheduled on an employee’s regular fixed day off, that employee shall be compensated with overtime.
2. If a training day (inclusive of SWAT training) is scheduled on a regular work day, that employee shall train on “straight time” in place of their normal scheduled shift.
3. If the employee fails to attend training on a day off, absent a legitimate reason, they would be subjected to discipline just as if the training conducted on a regular work day. Employees, who habitually fail to attend critical In-House training, may be subject to work restrictions until they have received the training.
4. In-House instructors would have the additional option of receiving overtime for training on a day off subject to department approval.