HomeMy WebLinkAboutCC RES 18-54RESOLUTION NO. 18-54
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUSTIN,
CALIFORNIA, AMENDING THE CLASSIFICATION AND COMPENSATION
PLANS FOR THE CITY OF TUSTIN AND APPROVING THE MEMORANDUM
OF UNDERSTANDING BETWEEN THE CITY OF TUSTIN AND THE TUSTIN
POLICE OFFICERS ASSOCIATION — POLICE MANAGEMENT
REPRESENTATION UNIT, CONCERNING WAGES, HOURS, AND TERMS
AND CONDITIONS OF EMPLOYMENT
WHEREAS, the City Council of the City of Tustin, California (the "City") has
authorized and directed, under the provisions of the City's Personnel Rules, Resolution
No. 15-50, the preparation of a Classification and Compensation Plan for all employees
in the City service; and
WHEREAS, Resolution No. 15-50 requires that amendments or revisions to the
Classification and Compensation Plan be approved by resolution of the City Council;
and
WHEREAS, the City and the Tustin Police Officers Association — Police
Management Representation Unit (TPMA) have met and conferred in good faith in
accordance with the requirements of the Meyers-Milias-Brown Act; and
WHEREAS, the City and TPMA have reached agreement on wages, hours, and
terms and conditions of employment effective July 1, 2018 through June 30, 2021, as
more particularly set forth in the attached Memorandum of Understanding:
NOW, THEREFORE, BE IT RESOLVED:
The Memorandum of Understanding between the City and TPMA, effective July
1, 2018, is hereby approved and incorporated herein by reference as though fully
set forth herein and staff is authorized to amend the City's Classification and
Compensation Plans accordingly.
II. This Resolution shall become effective on July 1, 2018, and all Resolutions and
parts of Resolutions in conflict herewith are hereby rescinded.
Resolution 18-54
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PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 11 to day of August 2018.
ATTEST:
L- , , Ad J, 1, "./'
ERICA N. Y DA,
City Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN )
I, Erica N. Yasuda, City Clerk and ex -officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 18-54 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 11th day of
August 2018, by the following vote:
COUNCILMEMBER AYES: Murray, Gomez, Bernstein, Puckett, Clark (5)
COUNCILMEMBER NOES: (0)
COUNCILMEMBER ABSTAINED: (0)
COUNCILMEMBER ABSENT: (0)
ERICA N.-YASQOA,
City Clerk
Resolution 18-54
Page 2 of 2
MEMORANDUM OF UNDERSTANDING
CITY OF TUSTIN
and
TUSTIN POLICE OFFICERS ASSOCIATION
POLICE MANAGEMENT REPRESENTATION UNIT
TERM:
July 1, 2018 — June 30, 2021
TPMA MOU 2018-21
TABLE OF CONTENTS
CHAPTER 1— GENERAL PROVISIONS.............................................................................................................3
Article1. Recognition................................................................................................................................3
Article2. Entire Agreement.......................................................................................................................3
Article3. Reopener....................................................................................................................................4
Article4. Severability.................................................................................................................................4
Article 5. Binding on Successors................................................................................................................4
Article6. Notices.......................................................................................................................................4
Article7. Payroll Deductions.....................................................................................................................4
CHAPTER 2 — COMPENSATION......................................................................................................................5
Article8. Salary ..........................................................................................................................................5
Article 9. Overtime Compensation............................................................................................................5
Article 10. Uniform Allowance..................................................................................................................5
Article11. Bilingual Pay.............................................................................................................................6
Article 12. Educational Incentive Pay........................................................................................................6
Article13. Standby Duty............................................................................................................................6
Article14. Call -Back Duty..........................................................................................................................7
Article15. Court Pay..................................................................................................................................7
Article 16. Shift Differential Pay................................................................................................................7
Article17. Acting Pay.................................................................................................................................7
CHAPTER3 — BENEFITS..................................................................................................................................8
Article 18. Flexible Benefits Plan...............................................................................................................8
Article19. Retirement...............................................................................................................................9
Article 20. Deferred Compensation.........................................................................................................10
Article 21. Employee Life Insurance........................................................................................................11
Article 22. Long -Term Disability (LTD) Plan.............................................................................................11
Article 23. Tuition Reimbursement.........................................................................................................12
Article 24. Cell Phone and Smartphone Stipend.....................................................................................12
Article25. Car Allowance........................................................................................................................13
Article 26. Retiree Medical Insurance.....................................................................................................13
Article 27. Retiree Health Savings Plan...................................................................................................13
CHAPTER 4 — LEAVES OF ABSENCE..............................................................................................................13
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Article28. General Leave........................................................................................................................13
Article 29. Compensatory Time Off.........................................................................................................16
Article 30. Administrative Leave.............................................................................................................16
Article31. Holidays..................................................................................................................................17
Article32. Bereavement Leave...............................................................................................................18
CHAPTER 5 — WORKING CONDITIONS.........................................................................................................18
Article33. Attendance.............................................................................................................................18
Article34. Work Schedules.....................................................................................................................19
Article35. Shift Trading...........................................................................................................................20
Article 36. Rest Periods and Lunch Breaks..............................................................................................20
CHAPTER 6 — EMPLOYER / EMPLOYEE RELATIONS.....................................................................................21
Article37. Employee Rights.....................................................................................................................21
Article 38. Performance Evaluations.......................................................................................................22
Article 39. No Strike /Job Action............................................................................................................22
Article 40. Management Rights...............................................................................................................22
Article41. Layoffs....................................................................................................................................23
APPENDIX A— HOURLY SALARY RANGES....................................................................................................24
TPMA MOU 2018-21
MEMORANDUM OF UNDERSTANDING
CITY OF TUSTIN
AND
TUSTIN POLICE OFFICERS ASSOCIATION — POLICE MANAGEMENT REPRESENTATION UNIT
WHEREAS, in accordance with the provisions of the California Government Code Sections 3500 et seq.
and Section 17 (Employer -Employee Organization Relations) of the Personnel Rules 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 (hereinafter sometimes referred to as TPMA or Association); 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
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin authorizes staff to
implement the provisions of this Memorandum of Understanding (MOU) and modify the City's
Classification and Compensation Plans to reflect the changes approved in this MOU, and that the wages,
hours and conditions of employment be adopted and set forth as follows:
CHAPTER 1— GENERAL PROVISIONS
Article 1. Recognition
A. The City has previously recognized the Tustin Police Officers Association — Police Management
Representation Unit 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.
B. The classifications constituting the Police Management Representation Unit are Police Lieutenant
and Police Sergeant.
Article 2. Entire Agreement
The City and TPMA agree that any City resolutions, ordinances, rules, regulations or practices that are in
conflict with the MOU and its provisions are subordinate to this MOU and where conflicts exists this
MOU shall prevail.
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Article 3. Reopener
Prior to January 1, 2020 either side may request to meet and confer for the purpose of effecting changes
to this MOU to go into effect on January 1, 2020 or later.
Article 4. Severability
If any part of this MOU 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
MOU shall not render invalid the remaining part hereof.
Article S. Binding on Successors
This MOU 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 6. Notices
Notices hereunder shall be in writing and, if to TPMA, shall be mailed to President, Tustin Police Officers
Association, Post Office Box 1516, Tustin, California 92781; and, if to the City, shall be mailed to City
Manager, City of Tustin, 300 Centennial Way, Tustin, California 92780.
Article 7. Payroll Deductions
Deductions of authorized amounts may be made from an employee's pay for the following purposes:
1. Withholding tax.
2. Contributions to retirement benefits, including deferred compensation.
3. Contribution to survivor benefits.
4. Payment of life insurance and accidental death and dismemberment insurance premiums.
5. Payment of non -industrial disability insurance premium.
6. Payment of hospitalization and major medical insurance premium.
7. Payment to a City dependent care or medical care reimbursement account pursuant to IRC
Section 125.
8. Payment of supplemental insurance premium.
9. Payment to or savings in a credit union or bank.
10. Contributions to United Way, Community Health Charities or other designated charity
organizations.
11. Payment of membership dues and any authorized fees to TPOA.
12. Payment of authorized TPOA deductions.
13. Payment for non -return of uniforms and/or equipment issued.
14. Repayment of unearned Advance Holiday Pay.
15. Other purposes as authorized by the City.
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CHAPTER 2 — COMPENSATION
Article 8. Salary
A. Salary ranges for represented classifications are listed in Appendix A.
B. Effective in the pay period which includes July 1, 2018, employees in the bargaining unit shall
receive a three percent (3.0%) base salary increase.
C. Effective the pay period which includes July 1, 2019, employees in the bargaining unit shall receive a
three percent (3.0%) base salary increase.
D. Effective the pay period which includes July 1, 2020, employees in the bargaining unit shall receive a
four percent (4.0%) base salary increase.
Article 9. Overtime Compensation
A. Employees in the unit are subject to different work schedules. However, all employees are
scheduled to work 160 hours in the 28 day FLSA work period.
B. Overtime is subject to pre -approval by the employee's supervisor. The City shall pay Police
Sergeants overtime compensation at the rate of time and one-half (1 %) for all hours worked in
excess of:
1. Regularly scheduled hours per shift; or
2. Hours worked on a day the employee is not regularly scheduled to work; or
3. Hours worked in excess of 160 hours in the 28 day FLSA work period.
C. General Leave, Compensatory Time Off and Holiday hours paid shall be counted as hours worked in
these calculations.
D. Overtime paid by this MOU in excess of the requirements of the FLSA (when an employee actually
works in excess of 171 hours in the 28 -day FLSA work period) is paid at 1.5 times the employee's
base hourly rate of pay.
E. Overtime paid per the requirements of the FLSA (when an employee actually works in excess of 171
hours in the 28 -day FLSA work period) includes base pay plus any additional forms of pay which are
provided to employees and required to be included in the FLSA regular rate (i.e., overtime rate).
Article 10. Uniform Allowance
Employees will be paid a uniform allowance of $429 per year, paid biweekly ($16.50 per pay period for
26 pay periods per year) for the purchase, rental and/or maintenance of the required uniforms. The
parties agree that for "classic members" as defined by the Public Employees' Pension Reform Act of
2013, this is special compensation and shall be reported as such, to the extent legally permissible,
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pursuant to Title 2 CCR, Section 571(a)(5) as Uniform Allowance. Special motor officer gear and officer
public safety leather gear required by the department will be provided.
Article 11. Bilingual Pay
Unit employees who successfully pass the City's examination for conversational skill in a language other
than English (which the Director of Human Resources has approved as being needed for City business)
are eligible to receive $100 per month ($46.15 per pay period) as a Bilingual Pay incentive. The parties
agree that this is special compensation and shall be reported as such, to the extent legally permissible,
pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as Bilingual Premium. Individuals are eligible
to receive Bilingual Pay at the beginning of the first pay period after Human Resources receives the
employee's test score demonstrating conversational proficiency. Should a conflict arise regarding
designation of an employee for compensation, proficiency and/or need the Director of Human
Resources shall determine who is eligible. The City is responsible for the development and
administration of a testing vehicle to determine proficiency. In addition, management will determine
where within its discretion bilingual proficiency is necessary in a particular work area and if so will
compensate for it.
Article 12. Educational Incentive Pay
A. Unit employees are eligible to receive Educational Incentive Pay at the beginning of the first pay
period after Human Resources receives and certifies the employee has met all of the eligibility
requirements.
B. To apply for Educational Incentive Pay, an employee must be actively at work, provide official
documentation of the required degree (associate's, bachelor's, or master's) and provide a copy of
the applicable POST certificate (Supervisory POST or Management POST) and have completed any
applicable service requirements.
C. Educational Incentive Pay requirements and amounts are as follows:
Degree / Certificate Amount
Associate's $250/month ($115.38/pay period)
Bachelor's $450/month ($207.69/pay period)
Master's $475/month ($219.23/pay period)
D. If a Sergeant promotes to a Lieutenant, the Sergeant will not lose Educational Incentive Pay.
E. The parties agree that this is special compensation and shall be reported as such, to the greatest
extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) as Educational
Incentive.
Article 13. Standby Duty
A. Police Sergeants shall be compensated for Standby Duty at the rate of two (2) hours of straight time
for each eight (8) hours required, including Holidays. If an employee is on Standby Duty and the
TPMA MOU 2018-21
Standby status is canceled, the employee will still receive the full amount of Standby Pay
appropriate for the time frame involved.
B. Standby Duty for scheduled court appearances on behalf of the City shall be compensated at a rate
of two (2) hours of straight time for morning (a.m. hours) appearances and two (2) hours of straight
time for afternoon (p.m. hours) appearances. If a scheduled Standby Duty is canceled and the
employee is not advised (either via phone call, voice mail or text message) of the cancellation before
6:00 p.m. on the day prior to the subpoena date, the employee shall receive two (2) hours of
Standby Pay. A reasonable effort by the City (e.g., phone call or voice mail) to notify the employee
prior to 6:00 p.m. on the day prior will negate the two (2) hours of Standby Pay. Employees who are
scheduled for Standby Duty 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.
Article 14. Call -Back Duty
In addition to Standby Pay, if any, a Police Sergeant shall receive a minimum of two (2) hours of
overtime compensation paid at a time and one-half (1 %2) rate for any call (fifteen (15) or more minutes
beyond the end of his/her shift) which required him/her to return to duty that does not involve a court
appearance.
Article 15. Court Pay
A. Police Sergeants shall be paid at a rate of time and one-half (1 %) for actual time spent in City- 119W
required court appearances that occur during the employee's off-duty hours. A minimum of two (2)
hours of Court Pay will be provided for court appearances scheduled in the morning (8:00 a.m. —
12:00 p.m.) and/or a minimum of two (2) hours will be paid for court appearances scheduled in the
afternoon (12:00 p.m. — 5:00 p.m.).
B. Employees receiving Court Pay do not also receive Standby compensation for court appearances for
the same time period.
Article 16. Shift Differential Pay
Unit employees who are regularly assigned to the graveyard shift (shift begins at 6:00 p.m. and ends at
6:00 a.m. the following day) or to a shift where all hours worked falls between the hours of 6:00 p.m. —
6:30 a.m. shall receive $100 per month ($46.15 per pay period) for each month worked on said shift. In
addition, employees who are assigned to the GRADE unit shall receive shift differential pay in
recognition of their variable shift schedule. The parties agree that this is special compensation and shall
be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and
571.1(b)(3) as Shift Differential. This differential is designed to compensate the employee for the
inconvenience of working this particular shift.
Article 17. Acting Pay
A Police Sergeant assigned to temporarily work in the classification of Police Lieutenant will receive
Acting Pay of 5% of base pay. If a Police Sergeant who is receiving Acting Pay is required to work
overtime performing Sergeant -level duties, the employee is entitled to overtime compensation for these
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additional hours but shall not receive the 5% Acting Pay for those hours. If the Police Sergeant is
required to work overtime performing Lieutenant -level duties, the employee is not entitled to any
additional compensation for these additional hours. This rate will be paid effective the beginning of the
first full pay period in which the employee serves in the Acting assignment.
In compliance with the California Public Employees' Retirement System regulations and definition of
Special Compensation (2 CCR §571), the monetary value of Acting Pay shall be reported to CalPERS as
Special Compensation. The parties agree that Acting Pay ("Temporary Upgrade Pay") is described in Title
2 CCR, Section 571(a)(3) as a "premium pay" — a type of reportable special compensation. This pay is
only reportable to CalPERS as special compensation for those who qualify as classic members as
described by the Public Employees' Pension Reform Act of 2013 — PEPRA. This pay is not reportable as
special compensation for employees defined as "new members" under PEPRA. However, it is ultimately
CalPERS who determines whether any form of pay is reportable special compensation.
CHAPTER 3 — BENEFITS
Article 18. Flexible Benefits Plan
A. The City contracts with the California Public Employees' Retirement System (CaIPERS) for the
provision of medical insurance. All employees in the bargaining unit shall receive the minimum
amount required under the Public Employees' Medical and Hospital Care Act (PEMHCA) ($133 per
month for calendar year 2018, and a yet to be determined amount for subsequent calendar years)
as well as an additional amount which is provided under a Section 125 Flexible Benefits program.
The amounts below include the minimum amount under PEMHCA.
B. Effective the pay period which includes July 1, 2018, the flexible Benefits contribution per month per
eligible employee will be $1,425 per month per eligible employee.
C. Effective the pay period which includes July 1, 2019, the flexible Benefits contribution per month per
eligible employee will be $1,475 per month per eligible employee.
D. Effective the pay period which includes July 1, 2020, the flexible Benefits contribution per month per
eligible employee will be $1,525 per month per eligible employee.
E. Employees who do not take medical insurance through the program offered by the City shall receive
$450 per month as the Flexible Benefits Opt -Out contribution. As a condition 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. For medical
coverage, if an employee elects to opt out of coverage offered by the City, he/she must provide proof of
"minimum essential coverage" (as defined by the Affordable Care Act) through another source (other
than coverage in the individual market, whether or not obtained through Covered California).
F. The Flexible Benefits contribution consists of mandatory and discretionary allocations which may be
applied to City -sponsored programs, including required payment towards employee medical
insurance under the Public Employees' Medical and Hospital Care Act (PEMHCA). At minimum,
employees are required to take employee only medical and dental insurance, with premiums paid
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TPMA MOU 2018-21
out of their Flexible Benefits contribution. Employees may allocate the remaining amount among
the following programs:
1. Medical insurance
2. Dental insurance
3. Additional life insurance
4. Vision insurance
5. Section 125 Flexible Spending Account for medical or dependent care reimbursement
6. Eligible catastrophic care programs
7. Cash
Discretionary allocations are to be made in accordance with program/City requirements including
restrictions as to the time when changes may be made in allocations to the respective programs.
G. The Section 125 Flexible Benefits program will be continued in full force and effect for the duration
of this MOU unless changed by mutual agreement of the City and Association. The City retains the
right to change administrators.
Participation in the Section 125 medical and/or dependent care reimbursement programs is
voluntary and employee -funded.
Article 19. Retirement
A. All employees covered under this Agreement shall be members of the California Public Employees'
Retirement System (CaIPERS) and are subject to all applicable provisions of the City's contract with
CaIPERS, as amended.
B. Employees first hired by the City as Local Safety Members prior to January 1, 2012 shall be provided
the CaIPERS 3% @ 50 retirement formula in accordance with Government Code section 21362.2.
1. These employees are responsible for paying the employee contribution of 9% of the employee's
wages through a pre-tax payroll deduction. The City has adopted the CaIPERS resolution in
accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made
on a pre-tax basis.
2. These employees are also responsible for paying an additional pension contribution of three
percent (3%) as cost sharing in accordance with Government Code section 20516(f), for a total
employee pension contribution of twelve percent (12%). If, at any time in the future, the
Association informs the City that it no longer agrees to this cost sharing agreement, effective on
the date of the elimination of the cost sharing (which would need to coincide with the expiration
date of the MOU) these employees' base salary would be reduced by an amount equal to the
value of this three percent (3%) cost sharing.
3. The plan has been amended to include Section 21574 (Fourth Level of 1959 Survivor Benefits),
Section 20042 (One -Year Final Compensation), and Section 21024 (Military Service Credit as
Public Service). The employee is responsible for paying the employee portion of the 1959
Survivor benefit premium.
TPMA MOU 2018-21
C. Employees first hired by the City as Local Safety Members on or after January 1, 2012, excluding any
individuals defined as "new members" by the Public Employees' Pension Reform Act (PEPRA) of
2013, shall be provided the CalPERS 2% @ 50 retirement formula.
1. These employees are responsible for paying the employee contribution of 9% through a pretax
payroll deduction. The City has adopted the CalPERS resolution in accordance with IRS Code
section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
2. These employees are responsible for paying an additional pension contribution of three percent
(3%) as cost sharing in accordance with Government Code section 20516(f), for a total employee
pension contribution of twelve percent (12%). If, at any time in the future, the Association
informs the City that it no longer agrees to this cost sharing agreement, effective on the date of
the elimination of the cost sharing (which would need to coincide with the expiration date of the
MOU) these employees' base salary would be reduced by an amount equal to the value of this
three percent (3%) cost sharing.
3. The plan includes Section 21574 (Fourth Level of 1959 Survivor Benefits) and Section 21024
(Military Service Credit as Public Service). The employee is responsible for paying the employee
portion of the 1959 Survivor benefit premium. This plan provides retirement benefits based on
the highest annual average compensation earnable during the three consecutive years of
employment immediately preceding the effective date of his or her retirement or as designated
by the employee in accordance with Government Code Section 20037.
D. Employees first employed by the City on or after January 1, 2013 who are defined as "new
members" by the Public Employees' Pension Reform Act (PEPRA) of 2013, shall be enrolled in the
CalPERS 2.7% @ 57 plan for Local Safety members.
1. The employee is responsible for paying the employee contribution of one-half of the total
normal cost of the plan, as defined by CalPERS, through a payroll deduction. Effective the pay
period including July 1, 2018, the employee contribution is 12.00%. This amount will be
determined by CalPERS in the future. The City has adopted the CalPERS resolution in accordance
with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax
basis.
2. The plan includes Section 21574 (Fourth Level of 1959 Survivor Benefits) and Section 21024
(Military Service Credit as Public Service). The employee is responsible for paying the employee
portion of the 1959 Survivor benefit premium. This plan provides retirement benefits based on
the highest annual average compensation earnable during the three consecutive years of
employment immediately preceding the effective date of his or her retirement or as designated
by the employee in accordance with Government Code Section 7522.32(a).
Article 20. Deferred Compensation
For each unit employee, the City shall contribute 2% of the employee's base salary to a Section 401(a)
deferred compensation plan. It is the responsibility of each employee to complete the necessary
paperwork and take required steps to enroll in the plan. Should an employee fail to enroll, the City is
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under no obligation to make retroactive contributions on behalf of said employee. Employees hired into
this unit shall be provided with notification of the deferred compensation program, including the
amount of employer contributions, during employee orientation. Employees are permitted to
contribute to their deferred compensation account up to the maximum permitted by law based on their
age.
Article 21. Employee Life Insurance
A. The City will provide life insurance for each employee and pay the required premiums. The death
benefit of said insurance shall be equal to one hundred and seventy five thousand dollars
($175,000). The City will also provide $1,000 per dependent of dependent life insurance.
B. The City shall also make available, at the employee's option, a supplemental life insurance policy.
The premium of the supplemental policy shall be paid by the employee.
Article 22. Long -Term Disability (LTD) Plan
A. The parties agree that the TPOA-provided Long -Term Disability (LTD) Insurance Plan specifically for
sworn police personnel shall continue in full force and effect during the term of this MOU unless
changed by the mutual agreement of the City and the Association.
B. The City will contribute $20.50 per month per unit employee to the TPOA LTD Fund.
C. In addition to provisions of the TPOA LTD Plan, the City will provide a supplemental benefit during
the initial 30 days of leave (the elimination period) if the duration of the leave exceeds 30 days.
In the event a non -industrial illness or injury is anticipated to exceed 30 days, the employee is first
required to use 80 consecutive hours of his/her accrued leave during the 30 day period beginning
with the first day of the leave. In the event no leave time is available, the employee shall be on
leave without pay for 80 consecutive hours.
After the first 80 hours of leave, and for the remainder of the 30 day elimination period, the
employee shall be compensated by the City at the rate of 60% of the employee's pre -disability base
salary. This City payment is taxable income. The employee may supplement this City payment with
accrued leave (General Leave or Compensatory Time Off) to enable him/her to receive an amount
equivalent to no more than 100% of his/her pre -disability earnings.
D. Provided an employee is eligible for FMLA/CFRA leave, Flexible Benefits will be continued for ninety
days of a disability leave and such time will be counted towards satisfying Federal Family Medical
Leave Act (FMLA) and California Family Rights Act (CFRA) requirements.
E. Eligibility for City benefits provided in Parts C and D of this Article is conditioned upon the City's
receipt of proof of disability.
TPMA MOU 2018-21
Article 23. Tuition Reimbursement
Employees shall be encouraged to further their academic education and training in those areas of
benefit both to the employee and to the City. Full-time employees shall be eligible for tuition
reimbursement and will be eligible for reimbursement of eligible expenses by the City for professional
and technical courses subject to the following conditions:
1. Reimbursement shall be made for tuition fees, textbooks, lab fees, and/or required supplies,
upon completion of the course with a satisfactory grade (a grade of "C" or better) and after the
completion of the initial probationary period. Requests to enroll in courses may be granted
prior to the completion of probation. However payment will not be made until the employee
has completed the probationary period and attained regular status.
2. Tuition reimbursement shall not be made if the employee is drawing veteran's education
benefits or any other reimbursement for the same course.
3. Employees may be reimbursed for up to $4,000 per calendar year in covered expenses for
attending graduate school, a four-year college or university, or a job-related program through
University of California or California State University extended education programs and $2,000
per year for attendance at a California Community College. This reimbursement benefit maybe
used for other job-related educational programs administered by other professional
organizations with the express approval of the City Manager. If an employee separates from
City service within one calendar year of receiving this Tuition Reimbursement benefit, the
employee is responsible for refunding the City the full amount of the benefit that was paid.
Funds will be deducted from the employee's final paycheck to cover the re -payment of the
tuition reimbursement.
4. The City has set up procedures that allow for expedient reimbursement for classes taken and
fees paid. Employees may request reimbursement in the calendar year that the class is taken
and completed. Failure to request reimbursement in a timely manner and/or classes taken in
excess of the allowable reimbursement level cannot be carried over to a future year
reimbursement period.
5. Approval from the Police Chief, Director of Human Resources, and City Manager (when
required) should be obtained prior to enrollment in the course or program to ensure the City
will approve the reimbursement request.
Article 24. Cell Phone and Smartphone Stipend
A. Police Sergeants are eligible for cell phone stipend of $12 per pay period ($26 per month) and
Police Lieutenants are eligible for a smart phone stipend of $21 per pay period ($45 per month)
which is taxable income.
B. The stipend is designed to contribute to an employee's cell/smart phone plan. It is not designed
to fully pay for the plan. Any additional charges an employee incurs are his/her own
responsibility and those additional charges are not eligible for reimbursement.
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Article 25. Car Allowance
Police Lieutenants will receive a car allowance of $150 per month ($69.23 per pay period).
Article 26. Retiree Medical Insurance
A. The City will reimburse eligible unit employees up to a maximum of $350 per month for the
payment of CaIPERS retiree medical insurance premiums. This amount includes the minimum
contribution towards retiree medical insurance required under the PEMHCA program ($133 per
month for calendar year 2018, and a yet to be determined amount for subsequent calendar years).
B. A unit employee hired by the City prior to July 1, 2011 is eligible for this benefit provided that
he/she has been continuously employed by the City for five (5) full years, retires from the City and
CaIPERS, and enrolls in a CaIPERS medical insurance plan immediately after retirement. Eligible
employees, who suffer a disability, are unable to return to work, and take a disability retirement
from CaIPERS may satisfy the five (5) year continuous service requirement using a combination of
service with the City and service with any public agency with a reciprocal retirement system.
C. A unit employee hired by the City on or after July 1, 2011 is eligible for this benefit provided that
he/she has been continuously employed by the City for ten (10) full years, retires from the City and
CaIPERS, and enrolls in a CaIPERS medical insurance plan immediately after retirement. Eligible
employees, who suffer a disability, are unable to return to work, and take a disability retirement
from CaIPERS may satisfy the ten (10) year continuous service requirement using a combination of
service with the City and service with any public agency with a reciprocal retirement system.
D. Reimbursement shall not be made until an employee appears on the City's CaIPERS insurance billing.
In order to maintain the retiree medical insurance stipend throughout retirement, an employee
must maintain coverage in a CaIPERS medical insurance plan; once coverage is dropped,
reimbursement will cease and will not be reinstated.
Article 27. Retiree Health Savings Plan
Effective January 1, 2019 employees in the unit will have the option to make a payroll deduction and
contribute to a retiree health savings plan which will be set up by the City. Contributions are voluntary
by employees and the City will not make a contribution to the plan.
CHAPTER 4 — LEAVES OF ABSENCE
Article 28. General Leave
A. Paid General Leave shall be granted to each full-time employee at the rates listed below per year,
prorated on a biweekly basis for each biweekly pay period in which the employee is in paid status
for at least 40 hours of the pay period. If the employee is in paid status between 40-80 hours of a
pay period, his/her General Leave will be earned on a prorated basis for the pay period.
[13)
Periods of Service General Leave
Hours Per Year
TPMA MOU 2018-21
Maximum Accrual
0-5 years
160 hours
320 hours
6-10 years
208 hours
416 hours
Over 10 years
248 hours
496 hours
B. The Chief of Police may annually grant an additional eight (8) hours of General Leave to each
employee whose performance is satisfactory. This may occur one time per calendar year.
C. General Leave Cash Out:
Employees in the unit are permitted to cash out General Leave as follows:
1. Until December 7, 2018:
Each employee may request that he/she be paid for a maximum of eighty (80) hours of accrued
General Leave.
In addition, each employee may request that he/she be paid for accrued General Leave based
on years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
Requests for cash out must be received no later than two weeks prior to the paycheck date
when the cash out is requested.
2. After December 7, 2018 and for Each Year Thereafter:
Starting in 2018 (for payment in 2019), on or before the pay period which includes December 15
of each calendar year, an employee may make an irrevocable election to cash out up the
following amount of General Leave which will be earned in the following calendar year at the
employee's base rate of pay:
a. Up to eighty (80) hours of accrued General Leave; and
b. Up to an additional amount of accrued General Leave based on years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
The employee can request that the cash out (of both 2 a and b above) be processed on any
paycheck beginning July 1 of the following calendar year through the end of that calendar year,
as long as the employee has accrued the number of hours they elected to cash out during the
calendar year of the cash out. However, if the employee's General Leave balance is less than
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the amount the employee elected to cash out (in the prior calendar year) the employee will
receive cash for the amount of leave the employee has accrued at the time of the cash out. The
employee may request to be paid all at once or choose to be paid on two different paychecks.
D. Each employee is responsible for managing his/her General Leave bank. Employees wishing to stay
below the General Leave cap are encouraged to regularly monitor their leave accrual balances that
are provided on each biweekly paycheck, provide the department with as much advance notice as
possible when requesting to use General Leave for time off, be flexible when requesting to take time
off during periods of heavy usage or staffing shortages, and take advantage of the General Leave
cash out program.
The department will not unreasonably deny an employee's request to use General Leave.
Supervisors will be fair and reasonable in reviewing employee requests to use General Leave and
will balance the wishes of the employee with the operational and safety needs of the department
and the efficient use of the City's resources.
If an employee requests to take time off using General Leave and has not fully used the General
Leave cash out program, the fact that an employee is at his/her General Leave accrual cap shall not
be cause for the department to automatically grant the employee's request to use General Leave.
E. Upon reaching the maximum, accrual will cease until leave is used to reduce the accrual below the
maximum. Upon separation from City service the employee will be paid for unused General Leave,
not to exceed the maximum of two (2) years entitlement, at the employee's then current base salary
rate. Should an employee request to use General Leave in accordance with department procedures
and be denied the use of leave which will result in the employee reaching his/her maximum accrual
cap, the Director of Human Resources will be notified to facilitate an agreeable remedy for both
parties.
F. The use of General Leave must be approved by the department head and due regard shall be given
to the employee's preference in scheduling such paid leave time.
G. Advanced General Leave is available under the following provisions:
1. A unit member requests a leave of absence for a "serious health condition" as that term is
defined under the FMLA/CFRA for him or herself, a child, parent, spouse or registered domestic
partner; and
2. At the time of the leave, the employee has a minimum of eighty (80) hours of General Leave
accrued; and
3. The employee exhausts his/her General Leave accrual; then
4. Upon request of the employee, the City will grant an advance of one -hundred twenty (120)
hours of General Leave for use in conjunction with the serious health condition (as defined
above).
The Advanced General Leave must be repaid to the City once an employee returns to work. Advanced
General Leave will be repaid by transferring newly accrued General Leave back to the City until full
repayment of the leave has been returned. However, should an employee request and receive
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Catastrophic Leave donations, the City will have any advanced hours returned from the catastrophic
leave donation bank to the City prior to providing the employee use of the donated hours.
Article 29. Compensatory Time Off
A. In lieu of receiving cash payment for overtime, a Police Sergeant may elect to be credited with
Compensatory Time Off at the rate of time and a half, subject to a maximum accrual of one hundred
(100) hours.
B. Employees will be paid for all Compensatory Time Off in January of each year provided that an
employee may retain a maximum of forty (40) hours in his/her account if notice of such desired
retention is submitted to the City.
C. The time during which an employee may take Compensatory Time Off shall be subject to approval
by the Chief of Police or designee with due regard for the wishes of the employee and for needs of
the service. However, an employee wishing to use his/her accrued Compensatory Time Off shall
provide the City with reasonable notice of such request. Reasonable notice is defined as two
calendar weeks. If reasonable notice is provided, the employee's request will not be denied unless
it would be unduly disruptive to the department to grant the request. A request to use
Compensatory Time Off without reasonable notice may still be granted within the discretion of the
supervisor or manager responsible for considering the request.
D. When an employee separates from City service, or remains employed by the City, but promotes to
Police Lieutenant or moves to a position no longer represented by TPMA, an employee shall be
compensated for all accrued Compensatory Time Off at his/her regular rate of pay.
Article 30. Administrative Leave
A. As exempt employees under the Fair Labor Standards Act (FLSA), Police Lieutenants are
compensated for meeting the requirements and performing the duties of their job regardless of the
number or scheduling of hours worked. In lieu of overtime compensation, the City shall provide
Police Lieutenants with an annual credit of forty (40) hours of paid Administrative Leave each
January.
B. During the first calendar year of employment, Police Lieutenants shall be granted a prorated share
of Administrative Leave at time of appointment, with the amount dependent upon the employee's
hire date as follows:
Hire Date Administrative Leave
1st Quarter (January — March)
40 hours
2nd Quarter (April —June)
30 hours
3rd Quarter (July—September)
20 hours
4th Quarter (October—December)
10 hours
C. Each January, subject to guidelines established by the City Manager, the Chief of Police may grant
each Police Lieutenant up to an additional forty (40) hours of Administrative Leave, based on the
individual's prior year's job performance and his/her commitment of time dedicated to City business
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TPMA MOU 2018-21
in excess of his/her regular work schedule. An employee whose performance is in need of
improvement, pursuant to a performance evaluation or performance improvement plan, is not
eligible to receive additional Administrative Leave. After the conclusion of the first calendar year of
employment, Police Lieutenants shall eligible for a prorated share of additional Administrative
Leave, in accordance with the same guidelines as those governing the initial granting of
Administrative Leave at time of appointment, as specified in this Article (e.g. an employee hired in
the 3rd Quarter of Year 1 is eligible for up to 20 additional hours of Administrative Leave in January
of Year 2).
D. The accrual of Administrative Leave is limited to a maximum of eighty (80) hours at any time.
Granting a request to use Administrative Leave is within the discretion of the Chief of Police.
Article 31. Holidays
A. The following Holidays are observed by the City:
January 1
Third Monday In January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Thanksgiving Day
Day following Thanksgiving Day
December 24
December 25
December 31
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
B. Except as otherwise provided, when a Holiday occurs on a Sunday, the following Monday will be
observed instead and when a Holiday occurs on a Saturday, the preceding Friday will be observed
instead.
C. For the designated Holidays, employees are eligible for nine (9) hours of paid time off for each full
day. Unless operational needs, as determined by the Chief of Police, 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 Off or General Leave to ensure that hours paid will
be the same as would regularly be paid for the day.
D. Except as provided for below in subparagraph D1, in December of each year, each regular and
promotional probationary employee will be granted Advance Holiday Pay, a cash out of his/her
Holiday credit for the following year in lieu of having time off. The employee must have General
Leave accrued in an amount equivalent to the Holiday cash out requested to be eligible for full
payment of the Advance Holiday Pay in January. In the event the employee does not have the
required hours in his/her General Leave bank, pursuant to the City's leave report for Pay Period 25
of each year, the Advance Holiday Pay shall be made in two installments, fifty-four (54) hours in
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TPMA MOU 2018-21
January (January — September holidays) and fifty-four (54) hours in October (October — December
holidays).
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 overage shall be deducted from his/her final
check.
In the event an employee is on unpaid status immediately before or after the holiday, or is not
otherwise eligible to receive a paid Holiday, and has received Advance Holiday Pay, the City shall
reduce the employee's leave bank(s) by the amount of hours of any unearned Holiday previously
paid on the payroll immediately following the Holiday (or as soon as the overpayment is discovered).
1. Exception: If at the time Advance Holiday Pay is being processed, the employee is on an unpaid
medical leave of absence without a documented return to work date (within the next 30 days),
the employee will not receive Advance Holiday Pay and will instead be paid for each Holiday as it
occurs if the employee is in a paid status at the time the Holiday occurs.
E. Newly hired probationary employees are not eligible for Advance Holiday Pay and will be paid for
each Holiday as it occurs.
F. The parties agree that Holiday Pay is additional compensation for employees who are normally
required to work on an approved holiday because they work in positions that require scheduled
staffing without regard to holidays and shall, to the extent legally permissible, be reported as special
compensation pursuant to Title 2 CCR, Section 571(a)(5) and 571.1(b)(4).
Article 32. Bereavement Leave
The City will allow up to fifty (50) hours of paid leave for the purpose of Bereavement Leave in the event
of a death in the immediate family. For purposes of this section, "immediate family" shall be defined as
including spouse, registered domestic partner, mother, stepmother, father, stepfather, brother, step
brother, sister, step sister, child, stepchild, grandparent, step grandparent, grandchild and step
grandchild of the employee or the employee's spouse/registered domestic partner. Bereavement Leave
is intended to allow time for an employee to mourn 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.
CHAPTER 5 — WORKING CONDITIONS
Article 33. Attendance
A. All bargaining unit employees shall be in attendance at work in accordance with the rules regarding
hours of work, holidays, and leaves.
B. Any employee who is absent from duty shall report the reason for such absence to the department
head or immediate supervisor prior to the absence as far in advance as possible and in no case later
than two (2) hours before the beginning of the employee's scheduled work shift. Absences not
reported in such manner may be considered absence without leave. A deduction of pay may be
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TPMA MOU 2018-21
made for the duration of any absence without leave. Upon return to work, such absence shall be
justified to the department head who shall consider the need for disciplinary action or to approve
the absence as unavoidable and allow the employee to make up the lost time or cover it with
General Leave.
C. Absence from work without approved leave and without reasonable cause for three (3) consecutive
scheduled work days may be cause for immediate discharge.
D. If an employee has a leave of absence without pay in excess of thirty (30) calendar days, continuous
service shall be considered interrupted for purposes of advancement within a salary range. Absence
with pay shall not be considered an interruption of an employee's continuous service and shall not
be deducted in computing total city service time.
Article 34. Work Schedules
A. Police Lieutenants and Police Sergeants work schedules under Section 207(k) of the Fair Labor
Standards Act (FLSA).
B. Department work schedules include:
1. The 4/10 work schedule. In each seven (7) calendar day period, the employee works four 10 -
hour days where the scheduled work shift commences and ends at the same time each day
followed by three consecutive days off.
2. The 3/12.5 work schedule. In each seven (7) calendar day period, the employee works three
12.5 hour days where the scheduled work shift commences and ends at the same time each
day and is followed by four consecutive days off. During the 28 day work period, the
employee must work one additional 10 -hour shift.
C. Individual changes to the work schedule described above will be upon mutual agreement between
the department and the employee.
D. The department will select shifts as follows:
1. The City is divided into two (2) separate patrol areas— North and South.
2. Patrol Sergeants will select shifts by seniority twice a year from either the North or South
area. Generally, Patrol Sergeants will be limited to 24 consecutive months on any shift
assignment (day shift, cover shift or nightshift). Based on departmental needs, a Patrol
Sergeant may be allowed to extend beyond the 24 consecutive month rotation.
3. Based on departmental needs, shift assignments may be reserved for probationary
Sergeants . The remaining shifts will be selected by patrol area by seniority. In the event that
there is only one probationary Sergeant and a significant balance of seniority, this option
may not be exercised.
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TPMA MOU 2018-21
4. If a Sergeant assigned to a special assignment returns to patrol in conjunction with shift
selection, he/she will be allowed to sign up by seniority. If a Sergeant assigned to a Special
Assignment returns to patrol, at a time other than at shift selection, he/she will be assigned
to a patrol area and shift based on the staffing needs of the department. The Chief of Police
will maintain ultimate control of scheduling per the needs of the agency.
5. If at the time of shift signups an employee is off work on a medical leave of absence without
a documented return -to -work date from his/her primary treating physician, he/she will not
be permitted to select a shift for the upcoming deployment period. However, if an
employee is off work on a medical leave of absence and has presented the City with a
documented full duty return -to -work date that is no more than 60 days beyond the start of
the upcoming deployment period, he/she will be permitted to select a shift at the time of
shift signups.
E. Employees assigned to special task forces or regional teams will work the hours the team works.
F. Employees may have their work schedules changed to accommodate training assignments which are
eight (8) or more hours in duration.
Article 35. Shift Trading
Police Sergeants have the right to trade shifts with their colleagues subject to the following conditions:
1. Both employees agree to the shift trade voluntarily.
2. A supervisor approves the shift trade. Supervisors will not unreasonably deny a trade.
However, denials are not subject to being grieved.
3. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift
was worked will record the time as time worked on his or her time sheet.
4. Payback of the traded shift will be the responsibility of the two employees who trade shifts and
will not be monitored by the City. Traded shifts should fall in the same two week pay period.
They must fall within the same 28 day work period. If an employee leaves the City having not
paid back a shift, it shall be the responsibility of the two employees to work out any pay back.
5. If an employee agrees to trade shifts with another employee and then calls in sick and/or does
not work the shift, the employee who agreed to work the shift shall have his/her General Leave
deducted. For example, if Police Sergeant A agrees to work the shift for Police Sergeant B and
prior to the shift, Police Sergeant A calls in sick and does not work the shift, Police Sergeant A's
General Leave is deducted and Police Sergeant B gets credit for the shift.
Article 36. Rest Periods and Lunch Breaks
A. All bargaining unit employees shall be entitled to a fifteen (15) minute rest period for each four (4)
hours of their work shift. The scheduling of the rest breaks shall be the responsibility of the
employee's supervisor.
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TPMA MOU 2018-21
B. Employees receive a paid lunch break because they are required to be working or available to
respond immediately to calls for service during their lunch time.
CHAPTER 6 — EMPLOYER / EMPLOYEE RELATIONS
Article 37. Employee Rights
As the recognized representative of the employees covered by this MOU the City acknowledges and
recognizes the following employee rights:
1. TPMA shall have access to and be provided with payroll deduction of dues, fees, and
assessments without charge through the City's regular payroll system.
2. TPMA shall be afforded the use of department bulletin boards for the posting of notices,
updates, meeting minutes and other material related to TPMA business.
3. TPMA shall be afforded the reasonable use of department copy machines and fax machines and
will reimburse the City for any material costs or toll fees for such use.
4. Upon notice and subject to availability the City shall allow TPMA the use of City facilities
including meeting rooms for TPMA membership, Board of Directors and committee meetings.
5. TPMA representatives shall be allowed reasonable paid release time for preparation for and
attendance at meetings with management related to the meet and confer process and labor
relations matters.
6. All bargaining unit members shall have the right to representation by TPMA in processing
grievances and disciplinary appeals. Employees shall be afforded reasonable paid release time
to meet with TPMA representatives for discussion and consultation on grievances and
disciplinary appeals. If a grievance is filed (by either an employee or the Association) as
authorized by the City of Tustin Personnel Rules in Section 11, the employee or the Association
shall file the grievance within thirty (30) days from the date of the act or omission which gave
rise to the grievance. The grievance procedure is the exclusive method for alleging a violation of
a provision of this MOU. The employee may assert that the alleged violation has been occurring
for more than thirty (30) days.
7. TPMA shall have the exclusive right on behalf of the bargaining unit to meet and confer with
management over matters of wages, benefits, hours, and terms and conditions of employment
pursuant to State and Federal laws.
8. All bargaining unit members shall have the right to join and participate in the activities of TPMA
free from interference, intimidation, coercion, or discrimination.
9. TPMA shall have the right to distribute a reasonable amount of association information and
newsletters at the job site.
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TPMA MOU 2018-21
10. TPMA representatives shall have the right to reasonable use of department telephones and e-
mail for the discussion of TPMA business.
11. TPMA representatives and consultants shall have the right of reasonable access to the
workplace.
12. TPMA representatives may be granted General Leave or other leave for labor relations training.
13. All other rights and privileges currently in effect or which may be enacted in the future pursuant
to State or Federal law.
Article 38. 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 restrict an employee from having a written
rebuttal attached to a performance evaluation with which the employee disagrees.
Article 39. No Strike / Job Action
A. The Association, its officers, agents, representatives, and/or members agree on behalf of themselves
and the employees in the bargaining unit that they will not cause or condone any strike, walkout,
work stoppage, job action, slowdown, sick out, or refusal to faithfully perform assigned duties and
responsibilities, withholding of services or other interference with City operations, including
compliance with the request of other employees and/or labor organizations to engage in any or all
of the preceding activities.
B. Any employee who participates in any of the conduct prohibited above may be subject to discipline
up to and including termination.
C. In the event of such activities, the Association shall immediately instruct any person engaging in
such conduct that they are violating the Agreement and that they are engaging in unauthorized
conduct and should resume full and faithful performance of their job duties.
Article 40. Management Rights
Except as otherwise specifically provided for in State and/or Federal laws, and this Agreement, the City
reserves and retains and is vested with all rights of management which have not been expressly
abridged by specific provisions of this Agreement or by law to manage the City. This shall include, but is
not limited to:
1. The right to temporarily suspend the provisions of this MOU 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.
In the event of such suspension of this MOU, when the emergency is over, management will
immediately initiate the meet and confer process over replacement of any salary, benefit, or
working conditions lost by unit employees as a result of the suspension.
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2. The right to determine staffing and direct the work force, including the right to hire, promote,
demote, evaluate, transfer, lay off, or discharge for just cause any employee.
3. The right to contract or sub -contract services and/or work.
4. 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.
5. The right to modify the performance evaluation form.
6. The right to modify and update class specifications.
Article 41. Layoffs
The layoff provisions described in the Personnel Rules currently in effect are incorporated into this MOU
by reference.
IN WITNESS WHEREOF, the parties hereto have executed this document this 11th day of August 2018.
FOR THE CITY OF TUSTIN
Jeffrey C. Parker, City Manager
FOR THE TUSTIN POLICE OFFICERS
ASSOCIATION — POLICE MANAGEMENT
REPRESENTATION UNIT
Robert Nelson, President
Derick Yasuda, Director of Human Resources Michael Van Cleve, Sergeant Representative
Matthew West, Assistant City Manager
Karyn Roznos, Senior Management Analyst
Peter J. Brown, Liebert Cassidy Whitmore
[23j
Manuel Arzate, Lieutenant Representative
Robert M. Todd, Stone Busailah, LLP
TPMA MOU 2018-21
APPENDIX A - HOURLY SALARY RANGES
Effective the pay period that includes July 1, 2018
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Police Lieutenant
58.84
61.86
65.02
68.35
71.85
75.44
Police Sergeant
49.28
51.81
54.46
57.25 1
60.18
63.19
Effective the pay period that includes July 1, 2019
Classification Step A Step B
Step C
Step D
Step E
Step F
Police Lieutenant 60.61 63.71
66.97
70.40
74.01
77.71
Police Sergeant 50.76 53.36
56.09
58.97
61.98
65.08
Effective the pay period that includes July 1, 2020
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Police Lieutenant
63.03
66.26
69.65
73.22
76.97
80.82
Police Sergeant
52.79
55.50
58.34
61.32
64.46
67.69
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