HomeMy WebLinkAboutCC RES 00-82 I RESOLUTION NO. 00-82
2 A RESOLUTON OF THE CITY COUNCIL OF THE CITY OF TUSTIN,
CALIFORNIA, AMENDING THE COMPENSATION PLAN AND
3 APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF TUSTIN AND THE TUSTIN POLICE MANAGEMENT
ASSOCIATION, REPRESENTED BY THE TUSTIN POLICE OFFICERS
5 ASSOCIATION, CONCERNING WAGES, SALARIES, FRINGE BENEFITS
AND CONDITIONS OF EMPLOYMENT
.6
7 WHEREAS, the City Council has authorized and directed, under the~
8 provisions of the City of Tustin Personnel Rules and Regulations,
~ Resolution No. 88-103, the preparation of a compensation plan for
9: employees in the municipal service of the City of Tustin; and
:10= WHEREAS, Resolution No. 88-103 requires that amendments or~
1_1 revisions to the compensation plan be approved by Resolution of the City
Council; and
12
WHEREAS, the City of Tustin, hereinafter referred to as "City" and the
].;3 Tustin Police Management Association, represented by Tustin Police
Officers Association, hereinafter referred to as "TPMA", have met and
].~ conferred in good faith in accordance with the requirements of the Meyers-
IS Milias-Brown Act; and
16 WHEREAS, the City and TPMA have reached agreement on wages,
salaries, fringe benefits and conditions of employment effective January 1,
1_? 2001 through December 31, 2003 as more particularly set forth in the
Memorandum of Understanding; and
].8
].9 NOW, THEREFORE, the City Council of the City of Tustin, California does
hereby resolve as follows:
SECTION 1. The Memorandum of Understanding, effective January
2]. 1, 2001, is hereby approved and incorporated herein by reference as Exhibit
"A" as though ~ully set forth herein, and staff is authorized to amend the
22
compensation plan and transfer the funding necessary from the
23 unappropriated Genera! Fund Reserve Account to the appropriate Police
Department salary and benefit accounts.
2~
SECTION 2. This Resolution shall become effective on January 1,
25 2001, and all Resolutions and parts of Resolutions in conflict herewith are
26 hereby rescinded.
28]
~OU'S\RESOLUTION TPMA MOU 00-03.doc
EXHIBIT A
MEMORANDUM OF UNDERSTANDING'
TUSTIN POLICE MANAGEMENT UNIT
CITY OF TUSTIN
and
TUSTIN POLICE OFFICERS' ASSOCIATION
TERM:
JANUARY 1, 2001 TO DECEMBER 31, 2003
TABLE OF CONTENTS
Article 1. Recognition .............................................................................................1
Article 2. Salary ......................................................................................................1
Article 3. Retirement Plan .......................................................................................2
Article 4. Retirement Survivors Benefit ..................................................................2
Article 5. Paid Leave .........................' ............................................; ........................2
Article 6. Uniform Allowance ..................................................................................4
Article 7. Standby Duty ...........................................................................................4
Article 8. Call-Back Duty .........................................................................................5
Article 9. Deferred Compensation ..........................................................................5
Article 10.Court Pay Provisions ...............................................................................5
Article 11.Overtime Compensation ..........................................................................5
Article 12.Employee Life Insurance ................................... ......................................6
Article 13.Medical and Dental Insurance .................................................................6
Article 14.Section 125 Program .........: .....................................................................6
Article 15.Retiree's Health Insurance .........................................................; ............6
ArtiCle 16.Long-Term Disability (LTD) Plan .............................................................6
Article 17.Tuition Reimbursement ...........................................................................7
Article 18.Performance Evaluations ........................................................................7
Article 19.Work Schedules ......................................................................................7
Article 20.' Probationary Rejection ............................................................................8
Article 21.Management Rights Clause ....................................................................8
Article 22.Administrative Regulations ......................................................................9
Article 23.Application of Agreement .......................................................................9
Article 24.Gender ..................................................................................................... 9
Article 25.Severability ..............................................................................................9
Article 26Conclusion of Agreement .......................................................................9
Article 27.No Change of Benefits ............................................................................9
Article 28.Scope of Renegotiation at Conclusion of Contract ..................................9
Article 29.Binding on Successors ..........................................................................10
Article 30.Amendments .........................................................................................10
Article 31.Notices .................................................................................................10
Article 32.Ratification .............................................................................................10
Article 33.Term of Agreement ...............................................................................10
Attachment A Side Letter Agreement ......................................................................11
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MEMORANDUM OF UNDERSTANDING
POLICE MANAGEMENT REPRESENTATION UNIT
CITY OF TUSTIN
AND
TUSTIN POLICE OFFICERS' ASSOCIATION
WHEREAS, in accordance with the provisions of the California Government Code Sections
3500 et.seq. and Section 17 of the Personnel Rules and Regulations of the City of Tustin,
City representatives have met and conferred in good faith with the Tustin Police Officers'
Association pertaining to the wages, hours, benefits and conditions of employment for
employees in the Police Management Representation Unit: and
WHEREAS, the meeting between the Association and City representatives has resulted in an
agreement and understanding to recommend that the employees represented by the
Association accept all of the terms and conditions as set forth herein and that the City
representatives recommend to the City Council that it adopt by resolution or resolutions the
changes and additions to the Wages, hours and conditions of employment for the police
management employees as set forth herein.
WITNESSETH
Article 1. Reco.qnition The City has previously recognized the Tustin Police Officers'
Association as the majority representative of employees in the Police Management
Representation Unit for purposes of representation on issues of wages, hours and other
terms and conditions of employment. As majority representative, the Association is
empowered to act on behalf of all employees who hold positions in classes in the Police
Management Representation Unit whether or not they are individually members of the Tustin
Police Officers' Association. The Classifications constituting the Police Management
Representation Unit are:
Police Lieutenant
Police Sergeant
Article 2. Salary
A. The salaries of all bargaining unit employees ~n the ,classifications of Police Lieutenant
and Police Sergeant shall be increased by four-percent (4%) January 1, 2001.
Effective at the beginning of the pay period closest to January 1,2002 the base salary
rates of the classes of Police Sergeant and Police Lieutenant shall be increased by three and
one-half percent (3.5%).
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Article 3. Retirement Plan The City shall continue to "pick up" and pay on behalf of each
employee the employee's required contribution to the Public Employees Retirement System
(PERS) in the amount equal to nine percent (9%) of the employee's "compensation
earnable".
Employees serving in a Classification covered by this Agreement shall have a vested right to
receive all of the retirement benefits entitled them as of the effective date of this M.O.U.
The City agrees to amend its current cor~tract with PERS in order to provide the 3% @ 50
retirement formula for Local Safety Members (in lieu of the current 2% @ 50 formula) to be
effective no later than July 1, 2003. The City will pay the full cost of the 3% @ 50 formula
upgrade. All other PERS optional benefits in effect under the 2 %@ 50 formula shall remain
in effect under the 3% @ 50formula when implemented.
Article4. Retirement Survivor's Benefit The City shall provide the 1959 Survivors Benefit
option of the Public Employees Retirement System for employees, at employee cost. If
there is no cost to the City, the City's contract with the PERS will be amended to provide for
the Fourth Level of 1959 Survivor Benefit.
Article 5. Paid Leave
A. General Leave
1. Each employee accrues general leave in accordance with the following:
Periods of Service General Leave Hours Per Year
6 months to 1 year 26.67 hours per month
1-5 years 160
6-10"" 208
Over 10"" 248
2. The Police Chief may annually grant an additional eight (8) hours of general
leave to each employee whose work performance is satisfactory.
3. In April of any given year an employee may request that he/she be paid for a
maximum of forty (40) hours of general leave, eighty (80) hours ifthe employee
has six (6) or more years of City service. The employee shall receive payment
for the requested hours in the following month of May.
4. Each calendar year employees may accumulate General Leave to a maximum
of twice the employee's annual entitlement~ Upon reaching the maximum, the
employee may continue to accrue General Leave until the end of the calendar
year. During the first pay period of each calendar year all unused Leave in
excess of the maximum shall be forfeited and no payment shall be made for
the forfeited Leave. Upon separation from the City service the employee will
be paid for unused Leave, not to exceed the maximum of two (2) years
entitlement, at the employee's then current base salary rate.
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5. An employee with less than six (6) months of employment shall be advanced a
maximum of twenty-four (24) hours of General Leave that may be used for the
employee's absence due to his/her illness, injury, or incapacitation due to
pregnancy. If an employee uses advanced Leave and terminates prior to the
completion of six (6) months of service, payment received for such Leave shall
be deducted from his final paycheck. '
B. Administrative Leave
Employees shall receive an annual credit of forty (40) hours of administrative leave
which may be used only as paid time off during the year in which it is credited.
Subject to guidelines established by the City Manager, the POlice Chief may grant up
to an additional forty (40) hours.
C. Holidays
The following holidays are observed by the City:
January 1 New Year's Day
Third Monday in February WashingtoWs Birthday
Last Monday in May Memorial Day
July 4 Independence Day
First Monday in September Labor Day
November 11 Veteran's Day
Thursday in November designated
as Thanksgiving Day Thanksgiving Day
Day after Thanksgiving Day Day after Thanksgiving Day
Afternoon before the Christmas
Day Holiday Christmas Holiday Eve
December 25 Christmas Day
Afternoon before the New Year's
Day Holiday New Year's Holiday Eve
When a holiday occurs on a Sunday, the following Monday will be observed instead.
When a holiday occurs on a .Saturday, the preceding Friday will be observed instead.
For the designated holidays, employees are eligible for eight (8) hours of paid time off
for each full day and four (4) hours for each of the two (2) afternoon holidays. Unless
operational needs, as determined by the PoliCe Chief, require that the time be taken at
some other date the time off will be taken on the scheduled holiday.
If the holiday hours paid on a holiday or substituted day off are less than the
employee's regularly scheduled hours the employee may use accrued compensatory
time or general leave to ensure that hours paid will be the same as would regularly be
paid for the day.
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On December I of each year, an employee may request a cash out of his/her holiday
credit for the following year in lieu of having time off. The request may only be for all
cash, all General Leave, or one-halfcash/one-halfGeneral Leave. The requestshall
be in writing and is irrevocable. Payment for the holiday time shall be made n
January of each year.
In the event that an employee separates from service and has used and/or been paid
for holidays in excess of the pro-rata earned hours per month the employee shall
reimburse the City for the overage.
For each designated holiday not cashed out the employee will receive General Leave
at the rate of eight (8) hours for each full holiday and four (4) hours for each half
holiday.
D. Bereavement Leave
The City shall provide three (3) days off with pay for the purpose of bereavement
leave in the event of a death in the employee's immediate family. "Immediate Family"
shall be defined as including the spouse, mother, father, brother, sister, child,
grandparent, and grandchild of the employee or the employee's spouse. An employee
may use less than three (3) days.
Bereavement Leave is intended to allow time for an employee to morn the loss of a
loved one and/or to assist family members during a time of loss. In the event an
extended absence or travel is necessary, the employee may request to use general
leave to supplement bereavement leave.
Article 6. Uniform Allowance Employees will be paid a uniform allowance of $325.00 per
year. Special motor officer gear and officer public safety leather gear required by the
department will be provided.
Article 7. Standby Duty Police Sergeants shall be compensated for standby duty for other
than court appearances at the rate of two (2) hours straight time for each eight (8) hours
required, including holidays. Standby duty for scheduled court appearances on behalfofthe
City shall be compensated at a rate of two (2)hours straight time for morning (a.m. hours)
appearances and two (2) hours straight time for aftemoon (p.m. hours) appearances.
If a scheduled standby is canceled and the employee is not advised of the cancellation
before 6:00 p.m. on the day priorto the subpoena date, the employee shall receive two hours
of standby pay. A reasonable effort by the employer (e.g. phone call) to notify the employee
prior to 6:00 p.m. on the day prior, will negate the two hours of standby pay. Employees who
are scheduled for standby shall advise the department of a telephone number where they
can be either reached or a message can be left to advise them of a cancellation.
If an employee is on standby and the standby status is canceled the employee will still
receive the full amount of standby pay appropriate for the time frame involved.
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Article 8. Call-Back Duty In addition to standby compensation, if any, Police Sergeants
shall receive a mini:mum of two (2) hours overtime paid at a time and one-half rate for any call
which required them to return to duty that does not involve a court appearance.
Article 9. Deferred Compensation The City's contribution to a deferred compensation
program or vehicle currently offered by the City shall be 2.5% of the employee's base salary.
It is the responsibility of employees to complete the necessary paperwork and take required
steps to enroll in the program. Should employees fail to enroll, the City is under no obligation
to make retroactive contributions on behalf of said employee or employees. Employees hired
into the representation unit shall be provided with a notification of the deferred compensation
program, including the amount of employer contributions, during employee orientation.
Article 10. Court Pay Provisions Police Sergeants shall be paid at a time and one-half rate
for time spent in required court appearances involving City business that occur during the
Sergeant's off-duty hours. A minimum of two (2) hours of such compensation will be paid for
court appearances scheduled in the morning (a.m. hours) and/or two (2) hours for court
appearances scheduled in the afternoon (p.m; hours).
Article 11. Overtime Compensation The City shall pay Police Sergeants time and one-
half for all approved overtime hours worked in excess of; (1) regularly scheduled hours per
shift; (2) hours worked on a day the employee is not regularly scheduled to work; or (3) hours
worked in excess of the prescribed hours during the applicable work cycle, (i.e. (a) 40 hours
in a 7-day work cycle for employees on the 4/10 work schedule; (b) 160 hours in a 28-day
cycle for employees on the 3/12.5 work schedule; and (c) 80 hours in a l 4-day work cycle for
employees on the 9/80 work schedule). General leave, compensatory time and holiday hours
paid shall be counted as hours worked in these calculations.
in lieu of receiving cash payment for overtime, the employee may elect to be credited with
compensatdry time at the rate of time and a half, subject to a maximum accrual of forty (40)
hours.
The time during which an employee may take compensatory time shall be subject to approval
by the appointing authority or designee with due regard for the wishes of the employee and
for needs of the service. Should this provision be found invalid by an arbitrator, court of
competent jurisdiction or the Department of Labor, the accrual of compensatory time shall
cease and all accrued compensatory time shall be paid at the employee's current straight
time rate.
Upon separation from City service, an employee shall be compensated for all accrued
compensatory time offorb/(40) hours or less at his/her straight time hourly base rate:
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Article 12. Employee Life Insurance The City will provide life insurance on the life of each
regular, permanentfull-time, employee and pay the premiums thereof. The death benefit of
said insurance shall be one hundred percent (100%) of the employee's base annual salary to
the nearest multiple of $1,000.00. The City shall also make available, at the employee's
option, a supplemental life insurance policy, the death benefit of which shall be $18,000.00.
The premium of said supplemental policy shall be paid by the employee.
Article 13. Medical and Dental Insurance. After thirty (30) days of employment, each
employee will be eligible for a City payment of premiums for employee selected medical
insurance under the Public Employees' Medical and Hospital Care Program and dental
insurance under plans offered through the City. Employees who do not choose to participate
in the insurance programs shall be paid $120.00 per month. As a cohdition of receiving such
amount, the employee must provide evidence, satisfactory to the City, that he/she has
medical insurance coverage comparable to coverage available through the City program.
Article 14. Section 125 Program A Section 125 Program will be implemented on or before
January 1, 1994 and include such options as may be available. The City retains the r~ght to
change administrators for cause. Participation in the Program is voluntary and such costs as
may attend participation are to be paid by the employee.
Article '15. Retiree's Health Insurance The City will contribute a maximum of $150.00 per
month towards the payment of medical insurance premiums for employees who retire from
the City of Tustin after October 1, 1993; $200.00 for employees who retire after January 1,
1994 and $250.00 for employees who retire after January 1, 2000. Such contribution is
supplemental to the $16.00 per month City contribution to be made for eligible retirees under
the Public Employees' Medical and Hospital Care Act Program and subject to the same
conditions applicable to the PERS City contribution.
TPOA will participate in a joint labor-management committee to explore funding alternatives
that involve employee contributions to fund premiums in excess of the City's contribution for
retiree health insurance.
Article 16. Lon.q-Term Disability {LTD} Plan
A. The Long-Term Disability Insurance Plan specifically for sworn police personnel in
effect as of January 1, 2000 shall continue in full force and effect during the term of
this agreement unless changed by the mutual agreement of the City and Association.
B. In addition to provisions of the Long-Term Disability Insurance Plan, the City agrees to
pay the same salary benefit paid by the Plan for disability leave which occurs after the
employee has used eighty (80) consecutive hours of general leave during the 30 day
period beginning with the 1st day of the leave,
C. Flexible benefits will be continued for ninety days of a disability leave and such time
will be counted towards satisfying Federal FMLA and State of California FRA
requirements.
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D. It is understood that proof of coverage is to be submitted to the City upon request and
eligibility for City benefits provided in B and C of this Article is conditioned upon the
City's receipt of proof of disability.
Article '17. Tuition Reimbursement Employees shall be encouraged to further their
academic education and training in those areas of benefit to the employee and to the City.
Full-time employees will be eligible for reimbursement by the City of tuition for professional
technical courses subject to the following conditions and related Council Policy statements:
A. Department Head and Human Resource Director approval must be obtained before
enrollment in the course.
B. Reimbursement shall be made of tuition fees, textbooks, lab fees, or required
supplies, upon completion of the course with a satisfactory grade and after the
completion of the initial probationary period.
C. Tuition reimbursement shall not be made if the employee is drawing veteran's
education benefits or any other reimbursement for the same course.
D. Reimbursement for up to $500.00 each calendar year if the employee is attending a
community college or $1,000.00 each calendar year if the employee is attending a four
year college or university will be paid upon receipt by the Human Resources
Department of proof of successful completion of the coUrse(s) and proof that payment
of fees has been made. If an employee attends both a community college and four
year college or university in a calendar year the maximum reimbursement shall be
$750.00.
Article 18. Performance Evaluations An employee may not appeal or grieve a
performance evaluation unless said evaluation results in the denial of a merit increase.
Nothing herein shall serve to ~estrict an employee from having a written rebuttal attached to a
performance evaluation with which the employee disagrees.
Article 19. Work Schedules
A! Department work schedules include the 4/10 work schedule; (in a 7-day work cycle the
employee works four 1 O-hour days where the SCheduled work shift commences and
ends at the same !time each day, with three consecutive days off) and the 3/12.5 work
schedule, (in a 28-day work cycle the employee works three 12.5 hour days where the
scheduled work shift commences and ends at the same time each day, with 4
consecutive days off, in each seven (7) calendar day period, except that the employee
must work one additional 10-hour shift during the work cycle) as follows:
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4/10 3/12.~
(1) Traffic and Investigation Divisions, Patrol
(2) Employees in special assignments
[Continuation of the schedule is subject to needs of the Department. provided that if
the Department desires to discontinue that work schedule, the employee will revert to
the 9/80 work schedule (in a 14-day work cycle the employee works eight 9-hour days
wher the scheduled work shift commences and ends at the same time each day, and
one eight-hour work day, with one period of 3 consecutive days off and one period of
two consecutive days off or some other schedule upon mutual agreement of the
Department and employee.]
B. Employees assigned to special task forces or regional teams will work the hours that
the team works.
C. The Department shall continue the present practices of (1) rotating shift assignments
on a regular basis at 6-month intervals; (2) allowing employees to sign up for and
select shift assignments based on seniority; and (3) limiting an employee to 12
consecutive months on any shift assignment.
D. Any. employee's work schedule may be temporarily changed to accommodate training
assignments which are eight (8) or more hours in duration.
Article 20. Probationary Rejection A probationary employee, rejected for failure to meet
standards or pass probation. shall not be eligible for any internal grievance or appeal
procedure pursuant to Swift vs. County of Placer.
Article 21. Mana.qement Ri.qhts Clause Except as otherwise specifically provided in this
Memorandum, the Personnel Rules & Regulations and Departmental Regulations. and
amendments and revisions thereto, will remain in force and effect, whether exercised or not.
and they are the sole and exclusive right and functions of management including, but not
limited to:
The right to contract or subcontract construction, services, maintenance~ distribution or
any other work with outside public or private entities.
The right to suspend provisions of this agreement in the event of, and for the duration
of, an emergency as determined by the City Council, and/or by county, State or
Federal action upon notification to the association regarding the nature ,and expected
duration of the emergency:
The right to determine staffing and to direct the work force, includingthe right to hire,
promote, demote, evaluate, transfer, lay-off or discharge any employee. The right to
take such-further action as may be necessary to organize and operate the City in the
most efficient and economical manner to serve the public interest.
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Nothing contained herein shall be construed as a waiver by the Tustin Police Officers'
Association of any right to meet and confer and/or represent its members pursuant to the
Meyer-Milias-Brown Act or any other applicable State or Federal law.
Article 22. Administrative Refiulations The City Manager may issue written administrative
personnel regulations designed to augment or clarity the provisions of this memorandum.
Article 23. Application of Agreement The parties agree that the term "employee"
whenever used herein, whether singular or plural, means and applies only to those
employees of the City included' within the Tustin Police Management Representation Unit,
and that this memorandum covers only said employees.
Article 24. Gender Words used in this memorandum in the singular include the plural, and
the plural include the singular. Words appearing in the male gender include the female
gender and the female gender include the male gender.
\
Article 25. Severability If any part of this memorandum is rendered or declared invalid by
reason of any existing or subsequently-enacted legislation, governmental regulation or order
or decree of court, the invalidation of such part of this memorandum shall not render invalid
the remaining part hereof.
Article 26, Conclusion of Agqreement This agreement contains all of the covenants,
stipulations and the provisions agreed upon'Iby the parties. It is understood that all items
relating to employee wages, hours and other terms and conditions of employment not
covered in this agreement are covered by existing ordinances, resolutions, policies and
practices of the City as well as the Personnel Rules & Regulations presently in effect.
Therefore, for the life of this agreement, neither the City or Tustin Police Management
Association shall be compelled to meet and confer concerning any mandatory bargaining or
meet and confer issue, whether specifically met and conferred about prior to the conclusion
of this agreement or which may have been omitted in the meeting and conferring which led
up to the conclusion of this agreement, except by mutual agreement of the parties.
Notwithstanding the provisions of this Article, the parties do agree to reopen the meet and
confer process upon request over proposed changes to City Personnel Rules and
Regulations. Changes to Personnel Rules and Regulations shall be implemented only upon
mutual agreement of the parties.
Article 27; No Chanqe of Benefits During the life of this agreement there shall be no ·
change of benefits or privileges contained in existing resolutions and rules not specifically
revised by the provisions of this agreement, except after compliance with applicable laws.
Article 28. Scope of Rene.qotiation at Conclusion of Contract All provisions of this
agreement and other conditions of employment appropriate to the meet and confer process
shall be subject to renegotiation at the conclusion of the contract period and may thereafter
be included in the meet and confer process at the request of either party.
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Article 29. Bindin.q on Successors This memorandum shall be binding on the successors
and assigns of the parties hereto and no provisions, terms or obligations herein contained
shall be affected or changed in any way whatsoever by the consolidation, merger, sale,
transfer or assignment of either party hereto.
Article 30. Amendments This memorandum can be ,altered or amended only by written
agreement between the parties hereto.
Article 31. Notices Notices hereunder shall be in writing and, if to the Tustin Police
Management Unit, shall be mailed to President, Tustin Police Officers' Association, Post
Office Box 1516, Tustin, Ca 92780; and, if to City, shall be mailed to City Manager; City of
Tustin, 300 Centennial Way, Tustin, California92780.
Article 32. Ratification This memorandum shall be of no force or effect unless or until duly
approved, adopted, ratified, and agreed to by the City Council of City, or in the alternative,
that all of the substantive provisions contained herein are adopted by resolution of the City
Council.
Article 33. Term of Agreement All provisions set forth herein shall be effective as of the
date of approval of this Memorandum of Understanding by the Tustin City Council, unless
otherwise indicated. This Agreement shall be and remain in effect from January 1,2001, up
to and including December 31, 2003.
In witness whereof, the parties hereto have executed this document this day
of
City of Tustin Tustin Police Officers Association
William A. Huston, City Manager Gordon Marguiles, President
Arlene Marks, Director of Human Resources Mark Hein
Ron Nault, Director of Finance Brent Zicarelli
Robert Schoenkopf, Captain Mike Shanahan
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ATTACHMENT A
SIDE LETTER AGREEMENT BETVVEEN
TUSTIN POLICE OFFICERS ASSOCIATION AND THE CITY OF TUSTIN
The City and Tustin Police Officers Association (TPOA) agree the cost factor used for
implementation of the 3% @ 50 PERS Retirement benefit, included in the contract between
TPOA and the City of Tustin, is nine percent (9%). For the contract negotiations for a
successor Memorandum of Understanding, the four and one-half percent (4.5%) remaining
cost of the 3% @ 50 PERS Retirement benefit shall be considered.
Employees who are ill or become injured, and such illness or injury is expected to last in
excess of one payperiod, shall utilize appropriate charge codes to account for hours not
worked based on the employee's work schedule. Effective at the beginning of the next pay
cycle the employee shall revert to a 5 day/40 hour schedule for payroll purposes. In the
event the employee is reimbursed for general leave or other time utilized, such
reimbursement shall be at the rate of 8 hours per day (not to exceed 40 hours per week) back
to the first day of the illness or ~njury.
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2 Passed' and adopted at a regular meeting of the Tustin City Council held
on the 20th day of November, 2000,
6 JJPl~&~'fS,'¢ M. THOMAS, MAYOR
8
9
ATTEST:
10
"' ~Y cLERK
]5
]6
]8
]9
20
25
26
~OU's~RESOLUTION TPMA MQU 00-03.doc
City of Tustin
RESOLUTION CERTIFICATION
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN )
RESOLUTION NO. 00-82
I, PAMELA STOKER, City Clerk and ex-officio Clerk of the City Council of the City of
Tustin, California, hereby certifies that the whole number of the members of the City
Council of the City of Tustin is five; and that the above and foregoing Resolution No. 00-
82 was adopted at a regular meeting of the City Council held on the 20~h day of
November, 2000, by the following vote:
COUNCILMEMBER AYES: Thomas, Worley, Doyle, Saltarelli
COUNCILMEMBER NOES: None
COUNCILMEMBER ABSTAINED: Potts
COUNC LMEMBER ABSENT: None
(~l~amela Stoker, City Clerk