HomeMy WebLinkAboutResolution 2021-201 N.C.S. 12/20/2021Resolution No. 2021-201 N.C.S. 1
Resolution No. 2021-201 N.C.S.
of the City of Petaluma, California
RESOLUTION RATIFYING THE MEMORANDA OF UNDERSTANDING,
EFFECTIVE JULY 1, 2021 – JUNE 30, 2024, REACHED BY THE DULY AUTHORIZED
REPRESENTATIVES OF THE CITY OF PETALUMA AND THE PEACE OFFICERS’
ASSOCIATION OF PETALUMA, UNIT 6, AND AMENDING THE CLASSIFICATION
PLAN BY REVISING THE CLASSIFICATION SPECIFICATIONS FOR NON-SWORN
POSITIONS REPRESENTED BY UNIT 6 WHEREAS, the City of Petaluma and the Peace Officers’ Association of Petaluma
(POAP), Unit 6, through their duly authorized representatives, have concluded their mutual
obligation to meet and confer in good faith with respect to the successor contract provision
provided by Section 1.2 of the existing POAP Memorandum of Understanding (MOU), effective
January 1, 2018 – June 30, 2021, in accordance with the Meyers- Milias-Brown Act and the
City's Employer-Employee Relations, Rules and Regulations (Resolution No. 55412 N.C.S.);
and,
WHEREAS, the duly authorized representatives of the City and the POAP have
reached a Tentative Agreement and executed this MOU, effective July 1, 2021 – June 30, 2024,
and recommend its approval by the City Council; and,
WHEREAS, the City Manager, pursuant to Section 28 of the Charter of the City of
Petaluma, and as the City's Municipal Employees' Relations Officer (Resolution No. 5375
N.C.S.), is required and empowered to make a recommendation to the City Council on matters
related to good faith bargaining and employees’ compensation; and,
WHEREAS, the City Manager has reviewed and concurs with said MOU, effective July
1, 2021 – June 30, 2024, for POAP Unit 6, and does recommend that the City Council ratify said
MOU; and,
WHEREAS, Petaluma Municipal Code Section 3.04.020.D authorizes the City Manager
as the City’s Personnel Officer to prepare or cause to be prepared a position classification plan,
including class specifications and revisions of the plan; and,
WHEREAS, the results of the proposed changes align with the duties and
responsibilities of existing workloads and City needs; and the proposed changes have been
discussed with Ralph Andersen and Associates, who has prepared a classification and
compensation study for the City, and who indicate that the proposed changes are consistent
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Resolution No. 2021-201 N.C.S. 2
with their review and findings; and,
WHEREAS, the City Manager, acting as the Personnel Officer, has determined that
certain duties and responsibilities are appropriately allocated to the applicable classifications (as
attached in Exhibit B); and,
WHEREAS, the proposed action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that ratifying the attached MOU does not meet CEQA's definition of a “project,” because the
action does not have the potential for resulting either a direct physical change in the environment
or a reasonably foreseeable indirect physical change in the environment, and because this is a personnel-related action that constitutes organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Petaluma
hereby:
1. Declares the above recitals to be true and correct and are incorporated into this resolution as findings of the City Council. 2. Finds that the proposed action is exempt from the requirements of the
California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that ratifying the attached MOU does not meet CEQA's definition of a “project,” because the action does not have the potential for resulting either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment,
and because this is a personnel-related action that constitutes organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment. 3. Ratifies the MOU, effective July 1, 2021 – June 30, 2024, between the
City of Petaluma and the Peace Officers’ Association of Petaluma, attached to and incorporated as Exhibit A. 4. Approves the amendments to the Classification Plan as described in this Resolution, including an amendment in the Competitive Service of the
Personnel System as attached to and incorporated as Exhibit B. 5. Revises the classification specifications of non-sworn positions represented by Unit 6 as attached to and incorporated as Exhibit B.
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Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by
the Council of the City of Petaluma at a Regular meeting on the 20th day
of December 2021, by the following vote:
Approved as to
form:
__________________________
City Attorney
AYES: Mayor Barrett; Vice Mayor Barnacle; Fischer; Healy; King; McDonnell;
Pocekay
NOES: None.
ABSENT: None.
ABSTAIN: None.
ATTEST: ______________________________________________
City Clerk
______________________________________________
Mayor
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MEMORANDUM OF UNDERSTANDING
between
CITY OF PETALUMA
and
PEACE OFFICERS’ ASSOCIATION OF PETALUMA
UNIT 6 - POLICE
JULY 1, 2021 THROUGH JUNE 30, 2024
Exhibit A
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TABLE OF CONTENTS
Section Provision Page
PREAMBLE ................................................................................................................................. 1 SECTION 1 – TERM OF AGREEMENT ....................................................................................... 1 1.1 Effective Date .................................................................................................................... 1 1.2 Notice of Successor Memorandum .................................................................................... 1 SECTION 2 – RECOGNITION ..................................................................................................... 1 SECTION 3 – ASSOCIATION DUES DEDUCTIONS .................................................................. 2 3.1 Association Dues – Payroll Deductions ............................................................................. 2 SECTION 4 – SALARIES ............................................................................................................. 2 4.1 Salaries .............................................................................................................................. 2
4.2 Compensation Survey ........................................................................................................ 3 4.3 Salary Advanced Upon Promotion ..................................................................................... 4 SECTION 5 – SPECIAL COMPENSATION ................................................................................. 5 5.1 Special Compensation – Assignment to a Higher Classification ........................................ 5 5.2 Special Compensation – FTO Assigned to Sergeant Duties .............................................. 5
5.3 Special Compensation – FTO Assigned to Sergeant Duties for 30 Days .......................... 5 5.4 Special Compensation – Overtime When Assigned to a Higher Classification .................. 5 5.5 Special Compensation – Field Training Officer .................................................................. 5 5.6 Special Compensation – Traffic Officer .............................................................................. 5 5.7 Special Compensation – Public Safety Dispatcher Training .............................................. 5
5.8 Special Compensation – Community Service Officer and Parking Enforcement Officer .... 5 5.9 Special Compensation – POST Certificate ........................................................................ 5 5.10 Special Compensation – Payment for POST Certificate Pay ............................................. 6 5.11 Special Compensation – Longevity Pay – 15 Years of Service ......................................... 6 5.12 Special Compensation – Longevity Step – Effective Date ................................................. 6
5.13 Special Compensation – Longevity Step – LWOP ............................................................. 6 5.14 Special Compensation – Longevity Step – Prior Service ................................................... 6 5.15 Special Compensation – Bilingual Pay – Spanish.............................................................. 7 5.16 Special Compensation – Specialty Pay and Collateral Assignments……………………… . 7 SECTION 6 – CANINE HANDLER PROGRAM ........................................................................... 7
6.1 Canine Handler – Compensation ....................................................................................... 7 6.2 Canine – Extraordinary Work ............................................................................................. 8 6.3 Canine – Canine Food and Care ....................................................................................... 8 6.4 Canine – Retirement .......................................................................................................... 8 6.5 Canine – Canine Purchase ................................................................................................ 8 SECTION 7 – HOURS AND OVERTIME ..................................................................................... 8 7.1 Work Week and Work Day ................................................................................................. 8 7.2 Work Period and FLSA ...................................................................................................... 8 7.3 Work Period for Other Classifications ................................................................................ 8 7.4 Work Schedule................................................................................................................... 8
7.5 Work Schedule – Non-Sworn ............................................................................................. 8 7.6 Work Schedule – Temporary Reassignment ..................................................................... 9 7.7 Shift Sign-Up ...................................................................................................................... 9 7.8 Shift Assignments – Patrol ................................................................................................. 9 7.9 Overtime ............................................................................................................................ 9
7.10 Overtime – Training ........................................................................................................... 9
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TABLE OF CONTENTS
Section Provision Page 7.11 Overtime Compensation – Compensatory Time ................................................................ 9 7.12 Compensatory Time – Request for Time ........................................................................... 9
7.13 Compensatory Time Payout .............................................................................................. 10
7.14 Travel Time ........................................................................................................................ 10 SECTION 8 – COURT TIME, CALLBACK, AND STANDBY ....................................................... 10 8.1 Court Time Pay .................................................................................................................. 10 8.2 Check-In Requirement Before Appearance ....................................................................... 10
8.3 Cancellation of Court Appearance ..................................................................................... 10
8.4 No Check-In ....................................................................................................................... 10 8.5 Call Back Pay .................................................................................................................... 10 8.6 Court Time Minimum and Callback .................................................................................... 10 8.7 Court Time When Receiving Labor Code 4850 Benefits .................................................... 11
8.8 Standby Duties................................................................................................................... 11 8.9 Standby Pay ...................................................................................................................... 11 SECTION 9 – SHIFT DIFFERENTIAL PREMIUM ........................................................................ 11 9.1 Shift Differential Compensation – Swing Shift .................................................................... 11 9.2 Shift Differential Compensation – Graveyard Shift ............................................................. 11 SECTION 10 – UNIFORM ALLOWANCE .................................................................................... 11 10.1 Uniforms Required ............................................................................................................. 11 10.2 Uniform Allowance – Newly Hired Employees ................................................................... 11 10.3 Uniform Allowance – Newly Hired Public Safety Dispatchers ............................................ 12 10.4 Uniform Allowance – Police Officers and Police Sergeants ............................................... 12
10.5 Uniform Allowance – Community Service Officers, Police Officer Trainees, Evidence Technicians, and Parking Enforcement Officers ................................................ 12 10.6 Uniform Allowance – Public Safety Dispatchers ................................................................ 12 10.7 Uniform Allowance Pay ...................................................................................................... 12 SECTION 11 – HOLIDAYS .......................................................................................................... 12
11.1 Scheduled Holidays – Defined ........................................................................................... 12 11.2 Floating Holiday – 8 Hours ................................................................................................. 12 11.3 Floating Holiday – 10 Hours ............................................................................................... 12 11.4 Floating Holiday – Time Off ............................................................................................... 12
11.5 Floating Holiday – Payment ............................................................................................... 12
11.6 Day Observed .................................................................................................................... 13 11.7 Holiday Pay ........................................................................................................................ 13 11.8 Holiday Pay – Leave without Pay Status ........................................................................... 13 SECTION 12 – VACATION .......................................................................................................... 13
12.1 Vacation Accrual ................................................................................................................ 13
12.2 Vacation Accrual Limit ....................................................................................................... 14 12.3 Vacation Accrual for Rehires ............................................................................................. 14 12.4 Vacation – Labor Code 4850 Leave…………………………………………………………… 14 SECTION 13 – LEAVES – SICK LEAVE ..................................................................................... 15
13.1 Sick Leave Accrual ............................................................................................................ 15
13.2 Sick Leave Usage .............................................................................................................. 15 13.3 Sick Leave Notification ....................................................................................................... 15 13.4 Physician Verification ......................................................................................................... 15
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TABLE OF CONTENTS
Section Provision Page 13.5 Sick Leave Usage – Family Purposes ............................................................................... 15 13.6 Sick Leave and Workers’ Compensation ........................................................................... 15 13.7 Sick Leave Payout Upon Retirement ................................................................................. 16
13.8 Sick Leave When Approved for Vacation .......................................................................... 16 SECTION 14 – LEAVES – WORKERS’ COMPENSATION ......................................................... 16 SECTION 15 – LEAVES – BEREAVEMENT LEAVE .................................................................. 16 15.1 Bereavement Leave – Time Off ......................................................................................... 16 15.2 Bereavement Leave – Definition of Family ........................................................................ 16 SECTION 16 – LEAVES – LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE AND SEXUAL ASSAULT .......................................................................................................................... 16 SECTION 17 – LEAVES – MILITARY LEAVE ............................................................................. 16 SECTION 18 – LEAVES – ELECTION OFFICER LEAVE AND VOTING LEAVE ...................... 17 SECTION 19 – LEAVES – SCHOOL VISITATION LEAVE ......................................................... 17 SECTION 20 – LEAVES – LEAVE OF ABSENCE WITH OUT PAY .......................................... 17 20.1 Leave of Absence Without Pay – Employee Request/City Manager Approval .................. 17 20.2 Leave of Absence Without Pay – Seniority, Salary Range Advancement and Probationary Period ........................................................................................................... 17 SECTION 21 – LEAVES – JURY DUTY LEAVE ......................................................................... 17 SECTION 22 – LEAVES – FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA) ............... 17 22.1 FMLA and or CFRA Leave ................................................................................................. 17 22.2 FMLA and or CFRA-Second Opinion ................................................................................. 18 SECTION 23 – LEAVES – PREGNANCY DISABILITY LEAVE .................................................. 18 23.1 Pregnancy Disability Leave ............................................................................................... 18
23.2 PDL – Transfer .................................................................................................................. 18 SECTION 24 – DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED ................ 18 SECTION 25 – REASONABLE ACCOMMODATION .................................................................. 18 SECTION 26 – CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM ........................ 18 SECTION 27 – HEALTH BENEFITS – ACTIVE EMPLOYEES ................................................... 21
27.1 Active Employees – PEMHCA Contribution ....................................................................... 21 27.2 Active Employees – Additional Benefit .............................................................................. 21 27.3 Employee Contribution ..................................................................................................... 22 SECTION 28 – HEALTH BENEFITS – RETIRED EMPLOYEES ................................................. 22 28.1 Retired Employees – CalPERS and PEMHCA .................................................................. 22
28.2 PEMHCA Minimum ............................................................................................................ 22 28.3 CalPERS Annuitant - PEMHCA Health Benefits ................................................................ 22 28.4 Less than 20 Years of Service – Not Receiving PEMHCA Health Benefits ....................... 22 28.5 Less than 20 Years of Service – Receiving PEMHCA Health Benefits .............................. 22 28.6 20 Years or More of Service – Not Receiving PEMHCA Health Benefits ........................... 22
28.7 20 Years or More of Service – Receiving PEMHCA Health Benefits ................................. 23 SECTION 29 – RETIRED EMPLOYEES – DISABILITY BENEFITS ........................................... 23 29.1 CalPERS Annuitant – PEMHCA Health Benefits ............................................................... 23 29.2 Less than 20 Years of Service – Not Receiving PEMHCA Health Benefits ....................... 23 29.3 20 Years or More of Service – Receiving PEMHCA Health Benefits ................................. 23 SECTION 30 – CASH IN LIEU OF HEALTH AND DENTAL BENEFITS..................................... 24 SECTION 31 – SECTION 125 PLAN ........................................................................................... 24
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TABLE OF CONTENTS
Section Provision Page SECTION 32 – DENTAL PROGRAM........................................................................................... 24 SECTION 33 – VISION PROGRAM ............................................................................................. 25 SECTION 34 – LIFE INSURANCE ............................................................................................... 25 SECTION 35 – LONG TERM DISABILITY INSURANCE ............................................................ 25 35.1 Association Coverage through PORAC ............................................................................. 25
35.2 Mandatory Enrollment ........................................................................................................ 25 35.3 LTD – Premium Reimbursement........................................................................................ 25 SECTION 36 – EMPLOYEE ASSISTANCE PROGRAM ............................................................. 25 SECTION 37 – DEFERRED COMPENSATION ........................................................................... 25 SECTION 38 – MEET AND CONFER ON PSYCHOLOGICAL FITNESS FOR DUTY ................ 25 SECTION 39 – CATASTROPHIC MEDICAL EMERGENCY LEAVE SHARING PLAN .............. 26 SECTION 40– POLICE OFFICER TRAINEE ............................................................................... 26 SECTION 41 – SHARED POSITION ........................................................................................... 26 41.1 Shared Position ................................................................................................................. 26 41.2 Sixty Days’ Notice .............................................................................................................. 26
41.3 First Choice of Full-time Employment ................................................................................ 26 41.4 Employee Termination of Position ..................................................................................... 26 41.5 Shared Position – Part-time Employee .............................................................................. 26 41.6 Shared Position - Work Week and Work Day .................................................................... 27 41.7 Seniority ............................................................................................................................. 27
41.8 Shift Bidding Between the Shared Position Employees ..................................................... 27 41.9 Overtime ............................................................................................................................ 27 41.10 Pro-rated Leave and Benefits ............................................................................................ 27 41.11 Merit Pay, Step Increases, and Probationary Period ......................................................... 27 SECTION 42 – DISCIPLINE AND APPEALS PROCEDURE ...................................................... 27
42.1 General Rules of Conduct .................................................................................................. 27 42.2 Disciplinary Actions ............................................................................................................ 27 42.3 Grounds for Discipline ........................................................................................................ 27 42.4 Investigation of Disciplinary Allegations – Employees Subject to the POBRA ................... 29 42.5 Procedures for Disciplinary Actions ................................................................................... 29
42.6 Probationary Employees – Name Clearing Hearing ......................................................... 32 SECTION 43 – GRIEVANCE AND APPEALS PROCEDURE ..................................................... 32 43.1 Purpose of the Procedure .................................................................................................. 32 43.2 Grievance Procedure ......................................................................................................... 33 43.3 Appeal to the Personnel Board .......................................................................................... 34
43.4 Appeal to Final and Binding Arbitration .............................................................................. 34 43.5 Sharing of the Cost ............................................................................................................ 34 43.6 Time Limits May Be Extended ........................................................................................... 34 SECTION 44 – LAYOFFS ............................................................................................................ 34 44.1 Notification ......................................................................................................................... 34
44.2 Vacancy and Demotion ...................................................................................................... 34 44.3 Employee Rights................................................................................................................ 35
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TABLE OF CONTENTS
Section Provision Page 44.4 Seniority ............................................................................................................................. 35 44.5 Employment Status ............................................................................................................ 35 44.6 Re-Employment List .......................................................................................................... 35
44.7 Duration of Re-Employment List ........................................................................................ 35 SECTION 45 – SAVINGS CLAUSE ............................................................................................. 36 SECTION 46 – MUTUAL ACCEPTANCE AND RECOMMENDATION ....................................... 36 EXHIBIT A – Salary Tables ......................................................................................................... 38 EXHIBIT B – Side Letter Agreements ........................................................................................ 40
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Memorandum of Understanding Between
THE CITY OF PETALUMA and THE PEACE OFFICERS’ ASSOCIATION OF PETALUMA (POAP) Unit 6 - Police July 1, 2021 – June 30, 2024
PREAMBLE This agreement between the duly appointed representatives of the Peace Officers’ Association of Petaluma, hereinafter referred to as the “Association”, and the City of Petaluma, hereinafter referred to as the “City,” contains the agreement of each concerning wages, hours and other
terms and conditions of employment for the term of this Memorandum of Understanding (MOU). The parties jointly agree to recommend to the City Council of the City of Petaluma the adoption of this Memorandum effective July 1, 2021.
SECTION 1 – TERM OF AGREEMENT 1.1 Effective Date This Memorandum of Understanding shall be for the period commencing on July 1,
2021, with adoption by the City Council and continuing through June 30, 2024.
1.2 Notice of Successor Memorandum The parties shall commence meeting and conferring for a subsequent Memorandum of Understanding no later than the end of April 2024.
SECTION 2 – RECOGNITION The City recognizes the Association as the exclusive bargaining representative for the Peace Officers’ Association of Petaluma bargaining unit. The bargaining unit consists of all full-time or
job share employees in allocated positions in the classifications listed below: Community Service Officer Evidence Technician Parking Enforcement Officer
Police Investigator Police Investigative Sergeant Police Sergeant Police Officer Police Officer Trainee
Police Property Technician Public Safety Communications Supervisor Public Safety Dispatcher Senior Parking Enforcement Officer1
1 Currently not allocated.
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Abandoned Vehicle Abatement Officer SECTION 3 – ASSOCIATION DUES DEDUCTIONS
3.1 Association Dues – Payroll Deductions Payroll deduction for membership dues shall be granted by the City to the Association. (A) Payroll deductions shall be for a specified uniform amount between the employee
and the Association and shall not include fines, fees, and/or assessments. Dues
deductions shall be made only upon receiving certification from the Association of each employee’s individual authorization. (B) Authorization, cancellation, or modifications of payroll deduction shall be made
upon certification provided or approved by the Association. The Association has
informed the City that, pursuant to the dues deduction authorization form, a member may elect to opt out of Association membership in December of each year.
(C) Amounts deducted and withheld by the City shall be transmitted to the officer
designated in writing by the Association as the person authorized to receive such funds, at the address specified. (D) The employee’s earnings must be sufficient, after all other required deductions
are made, to cover the amount of the deductions herein authorized. When an
employee is in a non-pay status for an entire pay period, no withholdings will be made to cover that pay period from future earnings nor will the employee deposit the amount with the City which would have been withheld if the employee had been in pay status during that period.
(E) In the case of an employee who is in a non-paid status during a part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other required deductions have priority over the Association dues deduction.
(F) The Association shall indemnify, defend, and hold the City harmless against any claim made against the City and/or any lawsuit initiated against the City on account of Association payroll deductions made by the City consistent with Section 3, and any other payments to the Association consistent with this MOU.
SECTION 4 – SALARIES 4.1 Salaries Salary ranges shall be as specified in Exhibit A for each classification.
(A) Across-the-Board Cost of Living Increases Effective the pay period beginning December 12, 2021, all Unit 6 members shall receive a two percent (2.0%) base wage increase. Effective the first full pay period following July 1, 2022, all Unit 6 members shall
receive a two percent (2.0%) base wage increase.
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Effective the first full pay period following July 1, 2023, all Unit 6 members shall receive a two percent (2.0%) base wage increase.
(B) Market Based Equity Adjustments for Non-Sworn Classifications Effective the pay period beginning December 12, 2021, the City shall increase the base pay for each non-sworn classification as listed below:
Community Services Officer 3.0%
Evidence Technician 0.6% Dispatcher 3.0% Dispatch Supervisor 3.6%
(C) One-time Lump Sum Payment for Non-Sworn Classifications In recognition of the parties’ tacit agreement on the COLA and Equity adjustments for the non-sworn classifications months before the conclusion of bargaining, the City will pay a lump sum to individuals who were employed by the City in the following classifications for the period beginning July 1, 2021 and
ending the last day of the pay period including the date of City Council adoption of the agreement: Abandoned Vehicle Abatement Officer Community Service Officer
Evidence Technician Parking Enforcement Officer Police Property Technician Public Safety Communications Supervisor Public Safety Dispatcher
Senior Parking Enforcement Officer The one-time lump sum payment shall be in the amount of $800 and will be paid the first full pay period following City Council adoption of the agreement.
The Parties intend and understand that this lump sum payment is non-pensionable and will not be reported to CalPERS. The parties also agree that this payment is intended to be specific to the pay period in which it is paid and is to be considered part of the regular rate for this pay period only.
(D) Market Based Equity Adjustments for Sworn Classifications Effective the pay period beginning December 12, 2021, the City shall increase the base pay for all Unit 6 sworn classifications by five-point five percent (5.5%). 4.2 Compensation Survey
The City will update the sworn classification compensation survey below by November
1, 2023.
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Agency SALARY RETIREMENT SUBTOTAL LONGEVITY PAY ADV PAY UNIFORM HOLIDAY SUBTOTAL HEALTH BENEFIT TOTAL W/ HEALTH BENEFITSanta Rosa 9,134$ (457)$ 8,677$ -708$ 92$ 681$ 10,158$ 2,028$ 12,186$
Concord 8,661$ -8,661$ -866$ 117$ 512$ 10,156$ 1,812$ 11,967$
Napa, City of 9,309$ (512)$ 8,797$ -200$ 100$ 501$ 9,598$ 1,795$ 11,393$
Contra Costa County 8,553$ -8,553$ 599$ 428$ 73$ 428$ 10,080$ 2,373$ 12,453$
Hercules 8,423$ (253)$ 8,170$ 674$ 295$ 75$ 421$ 9,635$ 2,028$ 11,662$
San Rafael 8,547$ (85)$ 8,461$ -427$ 122$ 427$ 9,437$ 1,972$ 11,410$
Novato 7,860$ -7,860$ 786$ 393$ 80$ 423$ 9,542$ 1,875$ 11,417$ Martinez 7,967$ (80)$ 7,887$ 757$ 478$ 75$ 460$ 9,657$ 1,554$ 11,211$ Pleasant Hill 8,866$ -8,866$ 443$ 665$ 96$ 443$ 10,513$ 1,649$ 12,161$ Sonoma County 8,385$ (486)$ 7,899$ -671$ 42$ 387$ 8,998$ 1,638$ 10,636$ Avg 8,570$ (312)$ 8,383$ 652$ 513$ 87$ 468$ 9,777$ 1,872$ 11,650$
Petaluma 7,166$ -7,166$ 358$ 502$ 107$ 365$ 8,498$ 1,933$ 10,431$
Petaluma +/- :1,405$ 1,217$ 293$ 11$ (20)$ 103$ 1,279$ (61)$ 1,219$
% To Match 19.60%11.68%
*The City of Novoto pays $20 per month to defray the cost of dry cleaning uniforms.
Joint revision at 1/2/19 bargaining session + PERS and % to Match included
**Sonoma County covers cost of uniforms in lieu of uniform pay. (A) Except as follows, the City will not be required to perform any salary or total
compensation surveys during the time period covered by this agreement. The City will conduct a survey based on the survey parameters included in the MOU to include any total compensation changes effective as of the first pay period in July 2023 and known as of October 1, 2023. The survey will be
completed by November 1, 2023. 1. Effective the first full pay period following January 1, 2024, the City will increase the base pay for sworn classifications by the amount necessary to bring the total compensation for Petaluma Police Officer up to the market
median; however, the base wage increase will not exceed three percent (3.0%). 2. If the base wage increase identified above is not sufficient to bring the total compensation for Police Officer to the market median, the parties will meet to
determine which elements of total compensation may be increased to bring Police Officers to the Market Median. 3. The parties intend that (absent agreement to the contrary) the value of Longevity Pay for Petaluma Police Officers will not be increased above the
average value of longevity pay reflected in the survey. 4. Negotiations over the implementation of the total compensation survey for sworn classifications will also include ways to mitigate the financial impact of the survey, including a potential extension of the MOU.
If the total compensation survey shows that the Police Officer classification is above market median there will be no reduction in pay. 4.3 Salary Advanced Upon Promotion
Police Officers at Step Five (5) who are promoted to the position of Sergeant shall
receive at least Step Three (3) of the Sergeant salary range.
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SECTION 5 – SPECIAL COMPENSATION 5.1 Special Compensation – Assignment to a Higher Classification Employees assigned to a higher classification for the entire shift shall be paid five percent (5%) above his or her base hourly rate of pay.
5.2 Special Compensation – FTO Assigned to Sergeant Duties A Field Training Officer (FTO) assigned Sergeant duties for the entire shift shall be paid two and one-half percent (2.5%) above his or her base hourly rate of pay.
5.3 Special Compensation – FTO Assigned to Sergeant Duties for 30 days A FTO assigned Sergeant duties for thirty (30) or more consecutive calendar days, shall be paid retroactive to the first hour worked in the amount of five percent (5%) above his or her base hourly rate of pay.
5.4 Special Compensation – Overtime When Assigned to a Higher Classification Employees assigned to a higher classification and who work overtime shall be paid at an overtime rate that includes the higher classification compensation. 5.5 Special Compensation – Field Training Officer
Employees designated as a FTO shall receive five percent (5%) special compensation above his or her base hourly rate. The City shall not have more than eight (8) officers designated as a FTO.
5.6 Special Compensation – Traffic Officer A Traffic Officer assigned to train a Police Officer in the POST training block for traffic
enforcement programs and procedures shall receive five percent (5%) special
compensation above his or her base hourly rate for all hours spent performing this specific training assignment.
5.7 Special Compensation – Public Safety Dispatcher Training Employees assigned to train a newly hired Public Safety Dispatcher shall receive five
percent (5%) special compensation above his or her base hourly rate for all hours spent
performing assigned training and those duties directly related to this training (i.e. evaluation and report writing). 5.8 Special Compensation – Community Service Officer and Parking Enforcement Officer
Employees assigned to train a newly hired Community Service Officers and Parking Enforcement Officers shall receive five percent (5%) special compensation above his or her base hourly rate of pay for hours spent performing assigned training duties and those duties directly related to training (i.e. evaluation and report writing).
5.9 Special Compensation – POST Certificate a. Police Officers and Sergeants at Step Two (2) or above, with an Intermediate Peace Officer Standards and Training (POST) Certificate shall receive special compensation as follows:
I. Intermediate POST Five percent (5%) of base salary
II. Advanced POST Seven percent (7%) of base salary III. Supervisory Certificate Seven percent (7%) of base salary
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b. Public Safety Dispatchers at Step 2 or above with an Intermediate Peace Officer Standards and Training (POST Certificate shall receive compensation as follows: I. Intermediate POST One and one-half percent (1.5%) of base
salary
II. Advanced POST Three percent (3%) of base salary 5.10 Special Compensation – Payment for POST Certificate Pay POST Certificate Pay shall be paid by pay period.
5.11 Special Compensation – Longevity Pay (A) Non-sworn Non-sworn employees with fifteen (15) years of paid service with the City of Petaluma as a member of a City bargaining unit shall receive longevity pay in the
amount of five percent (5.0%) above his or her hourly rate of pay.
(B) Sworn Effective the first full pay period following January 1, 2022, for sworn classifications, the following longevity premiums shall apply:
1. Employees with ten (10) years of paid service with the City of Petaluma as a member of a City bargaining unit shall receive longevity pay in the amount of two-point five percent (2.5%) above his or her hourly rate of pay.
2. Employees with fifteen (15) years of paid service with the City of Petaluma as a member of a City bargaining unit shall receive longevity pay in the amount of five percent (5.0%) above his or her hourly rate of pay.
3. Employees with twenty (20) years of paid service with the City of
Petaluma as a member of a City bargaining unit shall receive longevity pay in the amount of seven-point five percent (7.5%) above his or her hourly rate of pay.
5.12 Special Compensation – Longevity Step – Effective Date
Special compensation for longevity shall commence on the first day of the payroll date following employee eligibility. 5.13 Special Compensation – Longevity Step – LWOP
Service time for longevity purposes shall exclude any time in a leave without pay status beyond sixty (60) days. 5.14 Special Compensation – Longevity Step – Prior Service Employees in the classifications of Police Officer, Police Sergeant, Police Investigative
Sergeant, Police Investigator and Public Safety Dispatcher shall receive up to five (5)
years service credit towards the required fifteen (15) years of service for prior service with another employer. Credit for prior service shall be for service: 1) In the same classification or higher classification in the same series; and
2) Full-time paid service; and
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3) Service in a public safety entity subject to the provisions of the Peace Officers and Standard Training (POST).
5.15 Special Compensation - Bilingual Pay – Spanish Eligible employees who are certified for bilingual proficiency in Spanish in accordance with the City’s Bilingual Proficiency Testing and Certification Policy shall receive two hundred dollars ($200.00) per month for certification at a high-level proficiency or verbally fluent or one hundred dollars ($100.00) per month for certification at an
acceptable level proficiency or conversational. Additional languages may be certified for compensation pursuant to this section by the City Manager, at the recommendation of the Chief of Police. 5.16 Special Compensation - Specialty Pay and Collateral Assignments
Effective the first full pay period following July 1, 2022, the Department will establish the following specialty positions which would be entitled to Specialty Pay of five percent (5.0%) above their base rate of pay: 1. Detectives 2. Traffic Officers
3. K-9 Officers Effective the first full pay period following July 1, 2022, the Department will establish the following collateral assignments which would be entitled to Collateral Assignment Pay of two-point five percent (2.5%) above their base rate of pay:
4. SWAT To receive pay for specialty or collateral assignments, employees must be assigned in writing to the assignment by the Chief of Police or designee.
Employees in specialty positions and collateral assignments will be subject to a routine, non-disciplinary rotation (i.e., employees will be rotated out of specialty positions) based on the operational needs of the Department. However, because of its nature, the SWAT collateral assignment is not subject to rotational reassignments due to operational need.
The maximum specialty pay any individual can receive is five percent (5.0%). An individual in a specialty assignment can also be compensated for one collateral assignment. The total compensation for both specialty and collateral assignments will not exceed seven-point five percent (7.5%).
SECTION 6 – CANINE HANDLER PROGRAM 6.1 Canine Handler – Compensation City and Association agree that the estimated amount of off duty compensable time
attributed to all ordinary aspects of canine care, including, but not limited to; handling,
caring for, feeding, grooming, kennel cleaning, cleaning of City vehicle, and ordinary transport to veterinarian is seven (7) hours per fourteen (14) day pay period. Compensation for this time shall be time and one-half of the employee’s base hourly rate.
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6.2 Canine – Extraordinary Work All extraordinary work involving the canine handler shall be compensated at time and one-half. Extraordinary work includes, but is not limited to, unanticipated trips for
emergency veterinary care, special training not normally conducted on a daily or
scheduled basis, and any work which causes a substantial increase in work time beyond what is compensated Section 6.1. Overtime for such work must be approved in advance.
6.3 Canine – Canine Food and Care The City shall provide canine food, reasonable veterinary care, ordinary equipment, and any other essential items associated with the care and maintenance of any police canine which has not been permanently retired.
6.4 Canine – Retirement The Police Chief shall have the sole authority to deem a canine permanently retired and may factor in past, present and future veterinary costs in making the decision on whether to permanently retire the canine.
6.5 Canine – Canine Purchase
In the event the City owned canine is permanently retired, the most recent Canine Handler shall have the option to purchase the canine from the City for one dollar ($1). The purchase of the Canine shall include an indemnification and hold harmless agreement signed by the purchasing officer releasing the City from all liability,
including future veterinary care, maintenance, and other costs, relating to the canine. SECTION 7 – HOURS AND OVERTIME 7.1 Work Week and Work Day
The work week shall consist of forty (40) hours in one (1) week, based upon a fifty-two (52) week year. Except as provided hereinafter, an on-duty work day may consist of eight (8) hours per day in each of five (5) twenty-four (24) hour days, or ten (10) hours per day in each of four (4) twenty-four (24) hour days.
7.2 Work Period and FLSA
The City designates the relevant “work period” under the Fair Labor Standards Act as a twenty-eight (28) day cycle for the classifications of Police Officer, Police Sergeant, Police Sergeant Investigator, and Police Officer Investigator.
7.3 Work Period for Other Classifications For all other classifications in the Bargaining Unit, the work week shall consist of a seven-day work week. 7.4 Work Schedule
Except as otherwise provided for in this MOU or local rules or ordinances, and subject to applicable law, the City reserves the right to establish and modify work schedules, mandatory shift rotation and assignments. 7.5 Work Schedule – Non-Sworn
Non-Sworn classes shall be on the (4) four / (10) ten work schedule.
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7.6 Work Schedule – Temporary Reassignment Should it be necessary to cover for vacation or other leave for Parking Enforcement
Officers, the City shall have the right to reassign those employees to an alternate work
schedule in order to provide coverage as needed or reassign Community Service Officers to those duties if a Parking Enforcement Officer is out for more than two (2) weeks.
7.7 Shift Sign-up Sign-up for shifts and days off shall be determined by seniority. Seniority is determined by the amount of time served in the classification during continuous service at the City of Petaluma. Time served in the classification shall include time served in a higher classification in the same series. If an individual with prior service in a represented
classification (or higher classification in the same series) is hired by the City, that employee’s seniority will be calculated based on the employee’s re-hire date and will not include any prior City service. 7.8 Shift Assignments – Patrol
Police Officers and Sergeants assigned to patrol functions may be assigned to either a 4-10 or a 4-11/3-11 work week as may be mutually agreed upon by the parties. 7.9 Overtime Notwithstanding the FLSA work period set forth in Section 7.2, employees shall be paid
“MOU overtime” at one and a half times their regular rate of pay for any hours worked in
excess of their normal bi-weekly work schedule (e.g., eighty (80) hours in a pay period for a 40-hour per week employee). For purposes of this section, “hours worked” includes all hours in paid status.
Overtime shall be computed to the nearest quarter hour.
7.10 Overtime – Training Employees who are off-duty and attending mandatory training shall be compensated overtime in accordance with the Fair Labor Standards Act. Employees are required to
check with their scheduling Lieutenant or supervisor to minimize overtime when shifts are flexed for training. 7.11 Overtime Compensation – Compensatory Time Employees shall be compensated for accrued overtime either in cash or as
compensatory time. Employees may accrue up to a maximum of two hundred and forty
(240) hours of compensatory time. When two hundred and forty (240) hours of compensatory time are accumulated, the City shall compensate the employee in cash for any additional overtime worked.
7.12 Compensatory Time – Request for Time An employee wishing to use his or her accrued compensatory time off (CTO) shall make the request to his or her supervisor in writing. The City shall permit the employee to use the requested accrued CTO within a reasonable period after making the request, and to the extent required by the Fair Labor Standards Act (FLSA), so long as the use of the
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CTO does not unduly disrupt the operations of the City. The City is not required to grant use of the CTO on the preferred day or days requested by the employee.
7.13 Compensatory Time Payout Each employee may request payment of up to 100 hours of the employee’s current balance of compensatory time two times per year, to be paid on the first payday in December and first payday in June. This payout shall be made in the employee’s regular paycheck. To receive either payout, the employee must make an irrevocable
election in the month of December in the year prior to the requested payout. 7.14 Travel Time The Police Chief or his/her designee shall order schedule changes to control overtime as the result of travel. The employee has the duty to speak with the scheduling
Lieutenant as far in advance of the training as possible so that the Lieutenant is able to
adjust schedules to accommodate the training and minimize overtime. SECTION 8 – COURT TIME, CALLBACK, AND STANDBY
8.1 Court Time Pay
Employees who are required to appear in court in response to a subpoena in their off-duty time shall receive a minimum of four (4) hours of overtime. 8.2 Check-In Requirement Before Appearance
Employees are required to check with the designated department representative the evening before the required court appearance to determine whether the court appearance has been cancelled. 8.3 Cancellation of Court Appearance
If the court appearance is cancelled less than twelve (12) hours before the scheduled appearance, and prior to the employee leaving his or her residence, the employee shall be compensated a minimum of two (2) hours of overtime. 8.4 No Check-In
If the employee does not check in as required with the designated department representative the evening before the scheduled court appearance, the employee shall not receive the court time minimum if the court appearance was cancelled the night before.
8.5 Call Back Pay Employees, who are called back to work after having completed the normal shift and or after having left the worksite, shall be compensated a minimum of two (2) hours at the overtime rate.
8.6 Court Time Minimum and Callback Employees who have received the court time minimum of four (4) hours and who are then called back to work shall not receive call back pay. Employees shall be compensated for all hours worked after four (4) hours.
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8.7 Court Time When Receiving Labor Code 4850 Benefits Employees who are required to appear in court in response to a subpoena while receiving Labor Code Section 4850 benefits shall not receive the minimum court time
pay. Employees shall be compensated at his or her regular hourly rate and paid at the
overtime rate for hours that exceed his or her regularly scheduled work day. 8.8 Standby Duties Standby duties require that an employee designated by the Police Chief or his or her
designee to be so assigned during off-duty hours, be ready to respond as soon as
possible, be reachable by telephone or pager, be able to report to court within a specified period of time, and refrain from activities which might impair the employee’s ability to perform assigned duties.
8.9 Standby Pay (A) With the exception of the individual assigned to standby duty for the Investigations Unit, an employee who is assigned to standby shall be paid $3.25 for each hour that the employee stands by on call.
(B) Detective Standby The individual assigned to standby for the Investigations Unit shall be paid $8.75 for each hour that they are assigned to standby duty for the Unit.
SECTION 9 – SHIFT DIFFERENTIAL PREMIUM 9.1 Shift Differential Compensation – Swing Shift Employees regularly assigned to the swing shift teams shall receive an additional three percent (3%) above his or her base hourly rate. Any employee regularly assigned to the
swing shift team with a shift start time of 6:00p.m. (1800 hours) or later shall receive the graveyard shift differential premium as outlined below. 9.2 Shift Differential Compensation – Graveyard Shift Employees regularly assigned to the graveyard shift teams shall receive an additional
five percent (5%) above his or her base hourly rate.
SECTION 10 – UNIFORM ALLOWANCE 10.1 Uniforms Required
Employees are required to wear the uniform that conforms to the specification in the written uniform policy established by the Police Chief. 10.2 Uniform Allowance – Newly Hired Employees The City shall provide newly hired employees, except full-time and part-time job share
Public Safety Dispatchers, with the uniform required in the specifications outlined in the
uniform policy.
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10.3 Uniform Allowance - Newly Hired Public Safety Dispatchers The City shall provide newly hired full-time and part-time job share Public Safety Dispatchers with a lump sum payment upon hire in the amount of four hundred dollars
($400) to purchase uniforms.
10.4 Uniform Allowance – Police Officers and Police Sergeants Police Sergeants and Police Officers shall be provided with a uniform allowance in the amount of one and one-half percent (1.5%) of Step five (5) of the Police Officer annual
salary.
10.5 Uniform Allowance – Community Service Officers, Police Officer Trainees, Evidence Technicians, and Parking Enforcement Officers Community Service Officers, Evidence Technicians, and Parking Enforcement Officers
shall be provided with a uniform allowance in the amount of one and one-half percent
(1.5%) of Step five (5) of the Community Service Officer annual salary. 10.6 Uniform Allowance – Public Safety Dispatchers Full-time and part-time job share Public Safety Dispatchers shall be provided with a
uniform allowance in the annual amount of two hundred and sixty dollars ($260) or ten
dollars ($10) a pay period. 10.7 Uniform Allowance Pay Employees shall receive uniform allowance pay in amount specified above which is
based upon classification. Uniform allowance pay shall be paid each pay period.
SECTION 11 – HOLIDAYS 11.1 Scheduled Holidays – Defined
Scheduled holidays shall be the observed twelve (12) holidays established by City Council Resolution. 11.2 Floating Holiday – 8 hours On a fiscal-year basis, employees regularly assigned to an eight-hour work day shall
receive one eight-hour floating holiday.
11.3 Floating Holiday – 10 hours On a fiscal-year basis, employees regularly assigned to a ten-hour work day shall receive one ten-hour floating holiday.
11.4 Floating Holiday – Time Off The floating holiday may be taken as time off on a day mutually agreeable to the employee and the Police Chief.
11.5 Floating Holiday – Payment Employees not taking the floating holiday by June 30 shall receive payment for the floating holiday.
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11.6 Day Observed If the scheduled holiday falls on a Saturday, the proceeding Friday shall be the observed holiday. If a scheduled holiday falls on a Sunday, the following Monday shall
be the observed holiday. All other scheduled holidays shall be observed on the date
specified in the City Council resolution. 11.7 Holiday Pay Employees in Sworn classifications will be compensated at eight (8) hours for each
holiday identified by City Council Resolution per Section 11.1. Sworn employees
regularly required to work holidays shall be compensated with holiday pay in lieu of the holiday in the amount of eight (8) hours for each observed holiday as the holiday occurs.
For Non-sworn classifications, holidays identified by City Council Resolution per Section
11.1 will be based on the employee’s regular work shift. For example, if an employee works a 4/10 schedule, s/he shall receive 10 hours of holiday pay for the holiday. If an employee works a 9/80 schedule, s/he shall receive 9 hours of holiday pay for the holiday, or eight (8) hours holiday pay if the holiday falls on their regularly scheduled
eight (8) hour workday as part of their 9/80 schedule. If an employee works a 5/8 (five
days per week, 8 hours per day) schedule, s/he shall receive eight (8) hours of holiday pay for the holiday. The same shall be true for any employee whose regular work week is fewer than 40 hours per week, except that no such employee shall receive more than eight (8) hours of holiday pay for the holiday.
Holiday pay shall be calculated based on the employee’s regular hourly rate in effect at the time of payment. 11.8 Holiday Pay – Leave without Pay Status
Employees in a leave without pay status during the calendar year shall not receive holiday pay for holidays which occur during a leave without pay status. SECTION 12 – VACATION
12.1 Vacation Accrual
Employees shall accrue vacation as follows:
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12.2 Vacation Accrual Limit
Vacation accumulation in excess of two years shall not be allowed. 12.3 Vacation Accruals for Rehires
The vacation accrual rate for an individual rehired into the bargaining unit pursuant to
Section 12 Reinstatement of the City of Petaluma Personnel Rules and Regulations
shall include all years of service in a regular City of Petaluma position, including those that preceded said employee’s separation from City of Petaluma. 12.4 Vacation – Labor Code 4850 Leave
Effective the first full pay period following adoption of the MOU, vacation accrued by an
employee while on leave pursuant to Labor Code 4850 (“4850 Leave”) for a period of two or more consecutive full pay periods (minimum threshold) will be maintained in a bank separate from the employee’s regular vacation accrual bank. In the event that the employee reaches their vacation accrual cap during the minimum threshold defined
above, the vacation earned over the accrual cap will be placed in the separate bank.
Upon an employee’s return to duty from a 4850 Leave, the City will pay out the separate bank of vacation leave accrued during the employee’s 4850 Leave paid at the base rate at the time of pay out. This payout is not at the option of the employee. The vacation accrual hourly limit, as identified in Section 12.1, Vacation Accrual, remains in effect and
is not affected by this section. In the event the employee exhausts their 4850 time and
moves to Temporary Disability, prior to returning to work, the employee may use vacation in this separate bank to supplement their regular pay up to 100% of their regular pay after they have reduced their regular vacation accrual balance to 40 hours.
Years of Service Vacation Accrual (Hours) Accrual Limit
Through year 1 80 hours 160 hours
Through year 4 96 hours 192 hours
Through year 9 120 hours 240 hours
Through year 10 128 hours 256 hours
Through year 11 136 hours 272 hours
Through year 12 144 hours 288 hours
Through year 13 152 hours 304 hours
Through year 14 160 hours 320 hours
Through year 15 168 hours 336 hours
Through year 16 176 hours 352 hours
Through year 17 184 hours 368 hours
Through year 18 192 hours 384 hours
19 or greater 200 hours 400 hours
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SECTION 13 – LEAVES – SICK LEAVE 13.1 Sick Leave Accrual
Employees shall accrue sick leave at the rate of eight (8) hours each month. The accrual rate shall be adjusted and prorated for any unpaid time in a pay period. 13.2 Sick Leave Usage Sick leave with pay shall be granted to all employees. Sick leave is not a right; rather it
is to be used for the employee’s own incapacity due to illness or injury, medical or dental
treatment and/or appointments, family leave as outline in this MOU. 13.3 Sick Leave Notification Employees are required to notify his or her supervisor or designee a minimum of two (2)
hours prior to the time his or her shift commences of absences requiring sick leave.
Employees may delay notification only for unusual or unforeseen circumstances. 13.4 Physician Verification Employees absent for three (3) or more work days, are required to provide physician's
verification of absence.
13.5 Sick Leave Usage – Family Purposes Employees shall be allowed to use sick leave for family purposes in the case of serious illness or injury of the employee’s family member which requires the employee’s
attention. Family member shall be defined as spouse, domestic partner, children (including step-children, adopted children, and foster children), parents (including step-parents, foster parents, guardians) and spouse’s parents, brothers, sisters, or other individuals whose relationship to the employee is that of a dependent, or as determined by law.
13.6 Sick Leave and Workers' Compensation (A) Miscellaneous Employees The City shall provide miscellaneous employees (non-sworn) with workers’ compensation benefits in accordance with workers’ compensation law. During
the first one hundred and sixty (160) hours of absence for industrial disability the City shall provide paid worker’s compensation leave at the employee’s regular salary rate. For an absence beyond the 160 hours, an employee shall be allowed to use sick leave, vacation or compensatory time to supplement workers’ compensation temporary disability benefits for a period up to six (6) consecutive
months unless sick leave is exhausted or the employee is determined to be permanent and stationary. Employees may opt not to use accrued leave to supplement temporary disability benefits. (B) Safety Employees
Any safety employee, who is disabled from performing the normal range of duties attached to his or her position, as determined under applicable law, shall be retired for disability. Pursuant to Government Code section 21164, the employee’s effective retirement date shall be no earlier than the date upon which leave pursuant to Labor Code section 4850 terminates or the date upon which
the employee has been declared to be permanent and stationary as found by the
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Workers’ Compensation appeals Board, whichever is earlier. Should the employee consent, however, the employee may be retired at an earlier date than either of those dates.
Notwithstanding the provisions of Government Code Section 21163, an employee who is otherwise incapacitated for duty and eligible for disability retirement may not be allowed to postpone the effective date of his or her retirement by using any sick leave to which the employee might otherwise be
entitled.
13.7 Sick Leave Payout Upon Retirement In the event of retirement, an employee who as completed ten (10) years or more with the City of Petaluma shall receive fifty percent (50%) of his or her accumulated but
unused sick leave, not to exceed seven hundred (700) hours.
13.8 Sick Leave When Approved for Vacation Employees who become seriously ill or injured during an approved vacation may request sick leave. An employee shall provide medical verification of his or her serious
illness or injury from a physician or medical practitioner. SECTION 14 – LEAVES – WORKERS’ COMPENSATION Employees may use temporary disability or Labor Code Section 4850 benefits for attending
medical appointments while working modified duty and not yet permanent and stationary. This
use of benefit is not meant to increase the level of benefit only to permit its use in such circumstances. SECTION 15 – LEAVES – BEREAVEMENT LEAVE
15.1 Bereavement Leave – Time Off
Employees shall be granted up to forty (40) hours of bereavement leave in the event of death in the employee’s family. 15.2 Bereavement Leave – Definition of Family
For the purpose of bereavement leave, family shall mean spouse, qualified domestic partner, father, father-in-law, mother, mother-in-law, brother, brother-in-law, sister, sister-in-law, child (including stepchildren), stepparents, grandparents and grandchildren or person with whom the employee has a relationship in loco parentis.
SECTION 16 – LEAVES – LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE & SEXUAL ASSAULT The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section 230.
SECTION 17 – LEAVES – MILITARY LEAVE The City of Petaluma shall grant military leave benefits to eligible employees in accordance with California’s Military Leave Laws found in Military & Veteran’s Code 389 et seq., the Federal Uniformed Services Employment and Re-employment Rights Act (USERRA), found at
389 U.S.C. 4301 et seq., and the City of Petaluma Resolution No. 2004-200 N.C.S.
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Employees in the Ready Reserves of the Armed Forces who are ordered to active military duty or training under Executive Order 13223, shall have continued benefits in effect throughout their active duty or training for a period of three hundred sixty-five (365) calendar days or until
the date of discharge from military service, whichever occurs first, unless this policy is changed
by action of the City Council. SECTION 18 – LEAVES – ELECTION OFFICER LEAVE AND VOTING LEAVE
When an employee’s actual work schedule otherwise would prevent the employee from voting
in any State, County, or General election, the employee may be granted up to two (2) hours of paid time to vote, in accordance with Election Code 14000. The employee must provide the City with at least two (2) working days’ notice that he or she will be taking time off to vote.
SECTION 19 – LEAVES – SCHOOL VISITATION LEAVE
Employees shall be entitled to take up to forty (40) hours in a year to participate in the child’s school activities, in accordance with Labor Code section 230.8.
SECTION 20 – LEAVES – LEAVE OF ABSENCE WITHOUT PAY
20.1 Leave of Absence Without Pay – Employee Request/City Manager Approval The City Manager may grant a regular or probationary employee leave of absence without pay for a period not to exceed three (3) months. Good cause being shown by
written request, the City Manager may extend the leave of absence without pay for an additional period not to exceed six (6) months. No such leave shall be granted except upon written request of the employee setting forth the reason for the request, and the approval shall be in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice to return to duty, the employee shall be reinstated
in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge. 20.2 Leave of Absence Without Pay – Seniority, Salary Range Advancement and
Probationary Period
Commencing July 1, 2012, an employee will not accrue seniority or accrue service time for salary range advancement during a leave of absence without pay. The City Manager may extend the probationary period by the length of the leave of absence without pay.
SECTION 21 – LEAVES – JURY DUTY LEAVE
Any employee summoned for jury duty shall be entitled to a leave of absence with full pay for such period of time as may be required to attend the court in response to such summons. Any employee may retain payment for travel but shall make payable to the City any and all fees which the employee may receive in payment for service as a juror. SECTION 22 – LEAVES – FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
22.1 FMLA and or CFRA Leave
The City shall provide family and medical care leave for eligible employees as required by City policy, state and federal law and as specifically provided in the Federal Family
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and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA). If possible, employees must provide thirty (30) days advance notice of leave.
22.2 FMLA and or CFRA – Second Opinion The employee shall provide the City with a health care provider certification. The City, at City expense, may require a second opinion on the validity of the certification. Should a conflict arise between health providers, a third and binding opinion, at City expense shall be sought.
SECTION 23 – LEAVES – PREGNANCY DISABILITY LEAVE 23.1 Pregnancy Disability Leave The City shall provide pregnancy disability leave (PDL) for eligible employees as
required by City policy and applicable law and as specifically provided in the Fair
Employment and Housing Act and the Family Medical Leave Act. If possible, employees must provide thirty (30) days advance notice of leave. 23.2 PDL – Transfer
In addition to or in lieu of a leave of absence, an employee with a pregnancy-related disability may request a transfer to a different position. Such a request must be accompanied with a certification from the employee’s health care provider that such a transfer is medically advisable. If a position is available for which the employee is qualified and the transfer request can be reasonably accommodated, the Human
Resources Director will grant the transfer request. SECTION 24 – DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED
Discrimination, harassment and retaliation against any employee for employment because of an employee’s race, religion, creed, political affiliation, color, national origin, ancestry, sex, sexual orientation, gender (or gender identity), age, familial status, veteran’s status, physical or mental disability or medical condition is prohibited. A City employee who feels he or she has been discriminated against, harassed, or retaliated against needs to report the conduct
immediately to his or her supervisor or to the Human Resources Director. SECTION 25 – REASONABLE ACCOMMODATION The City may reasonably accommodate any known protected disability of an employee
pursuant to the Americans with Disability Act or the California Fair Employment and Housing Act, if the accommodation is not in conflict with the provisions of this MOU or the Meyers-Milias-Brown Act. SECTION 26 – CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM
Tier 1 Safety – Police employees hired prior to November 15, 2012, the effective date of the contract amendment with California Public Employees’ Retirement System (CalPERS), shall receive the 3% at 50 formula retirement plan.
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The City's contract with CalPERS for Safety – Police includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (June 30, 1996).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided in Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (April 1, 1971).
• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
Miscellaneous employees hired prior to December 28, 2012, the effective date of the CalPERS contract amendment, shall receive the 2% at 55 formula retirement plan and the following optional benefits:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999).
• Military Service Credit as provided in Section 21024 (January 1, 1992).
• One-Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2%) as provided by Section 21329
(April 1, 1971).
• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950). Tier 2 Safety – Police employees who are considered by CalPERS to be “classic” members hired
after November 15, 2012, the effective date of the amended contract with CalPERS, shall receive the 3% at 55 formula retirement plan and the three-year final average compensation. The following optional benefits will remain in effect for Safety - Police employees in the second retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provided in Section 21024.
• One-Year Final Compensation as provided in Section 20042.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055. Miscellaneous employees who are considered by CalPERS to be “classic” members hired after
December 28, 2012, the effective date of the amended contract with CalPERS, shall receive
the 2% at 60 formula retirement plan and the three-year final average compensation. The following optional benefits will remain in effect for Miscellaneous employees in the second
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retirement tier:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573.
• 1957 Survivor Allowance as provided in Section 21546.
• Military Service Credit as provided in Section 21024.
• One-Year Final Compensation as provided Section 20042.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055. Tier 3 New Safety employees hired on or after January 1, 2013 who meet the definition of a new
CalPERS member under the Public Employees’ Pension Reform Act (PEPRA) shall receive
the 2.7% at 57 retirement formula with three-year final average compensation and the following optional benefits in the third retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provided in Section 21024.
• One-Year Final Compensation as provided in Section 20042.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
New Miscellaneous employees hired on or after January 1, 2013 who meet the definition of a new CalPERS member under the Public Employees’ Pension Reform Act (PEPRA) shall receive the 2% at 62 retirement formula with three-year final average compensation and the following optional benefits in the third retirement tier:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573.
• 1957 Survivor Allowance as provided in Section 21546.
• Military Service Credit as provided in Section 21024.
• One-Year Final Compensation as provided Section 20042.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055. The City shall continue to defer that portion of the employee’s contribution paid to CalPERS
through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma
Resolution 90-363 N.C.S
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SECTION 27 – HEALTH BENEFITS – ACTIVE EMPLOYEES 27.1 Active Employees – PEMHCA Contribution The City currently provides health benefits through the CalPERS Health Benefits Program under the Public Employees’ Medical and Hospital Care Act (PEMHCA). The City’s employer contribution for each employee’s health benefits shall be the minimum required by PEMHCA. The City pays this contribution directly to CalPERS. 27.2 Active Employees – Additional Benefit Effective January 1, 2021, the City shall pay an additional benefit that depends upon the actual percentage increase in the Kaiser – Bay Area premium. The City’s additional benefit contribution for 2021 shall be up to a 9% increase of the 2020 Health Plan Rate
less the City’s PEMHCA contribution, multiplied by 95%, or an amount equal to the
actual 2021 CalPERS Health Premium for Kaiser-Bay Area, less the City’s PEMHCA contribution, multiplied by ninety-five percent (95%) for current employees and their covered family members, whichever is less. If the percentage increase is greater than 9%, the City and the employee shall share the amount above 9%, with the City paying
50% of the amount above 9% and the employee paying 50% of the amount above 9%.
For example, effective January 1, 2021, the monthly premium at the Kaiser rate for single health benefit coverage is $813.64 and the PEMHCA rate is $143.00. The additional benefit is calculated at $813.64 less $143.00 multiplied by 95% = $637.11.
The employee contribution is $33.53 ($813.64 - $143.00 - $637.11 = $33.53).
The 2022 monthly premium at the Kaiser rate for single health benefit coverage is $857.06 and the PEMHCA rate is $149.00. The additional benefit is calculated at $857.06 less $149.00 multiplied by 95% = $672.66. The employee contribution is
$35.40.
The 2023 CalPERS premium for Kaiser – Region 1 and required 2023 PEMHCA contribution are unknown. Effective January 1, 2023, the City shall pay the additional benefit that depends upon the actual percentage increase in the Kaiser – Region 1
premium. The City’s benefit contribution for 2023 shall be equal to the actual 2023
CalPERS Health premium for Kaiser – Region 1, less the City’s PEMHCA contribution, multiplied by ninety-five percent (95%) for current employees and their covered family members. If the percentage increase is greater than 9%, the City and the employee shall share the amount above 9%, with the City paying 50% of the amount above 9%
and the employee paying 50% of the amount above 9%.
The 2024 CalPERS premium for Kaiser – Region 1 and required 2024 PEMHCA contribution are unknown. Effective January 1, 2024, the City shall pay the additional benefit that depends upon the actual percentage increase in the Kaiser – Region 1
premium. The City’s benefit contribution for 2024 shall be equal to the actual 2024
CalPERS Health premium for Kaiser – Region 1, less the City’s PEMHCA contribution, multiplied by ninety-five percent (95%) for current employees and their covered family members. If the percentage increase is greater than 9%, the City and the employee shall share the amount above 9%, with the City paying 50% of the amount above 9%
and the employee paying 50% of the amount above 9%.
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27.3 Employee Contribution Employees shall contribute to his/her CalPERS Health Premium in the amounts less the City’s PEMHCA contribution and less the additional benefit paid by the City. SECTION 28 – HEALTH BENEFITS – RETIRED EMPLOYEES 28.1 Retired Employees – CalPERS and the PEMHCA The City currently provides health benefits through CalPERS Health Benefits Program
under PEMHCA. In order for a retired employee to be eligible to receive health
benefits through CalPERS after retirement, a City of Petaluma retiree must meet the following definition of “annuitant” under CalPERS law:
(A) Employee must be a member of CalPERS; and
(B) Employee must retire within 120 days of separation from employment with the City of Petaluma and receive a monthly retirement allowance from CalPERS. 28.2 PEMHCA Minimum The monthly employer contribution for annuitants is the required minimum PEMHCA contribution. The City pays this contribution directly to CalPERS. The retiree is required to contribute
to the cost of the health benefit coverage. The retiree’s monthly contribution shall be the cost of the monthly health benefit premium less the amount of the City’s contribution. 28.3 CalPERS Annuitant – PEMHCA Health Benefits In accordance with the PEMHCA provisions if an employee is a CalPERS annuitant and
receives health benefits under the PEMHCA, the employee is eligible to receive the
City’s PEMHCA contribution amount specified in Section 28.5 below, regardless of the number of years of service with the City of Petaluma. 28.4 Less Than 20 Years of Service – Not Receiving PEMHCA Health Benefits
An employee with less than twenty (20) years of service with the City of Petaluma who
does not meet the definition of a CalPERS annuitant or who is not enrolled in the CalPERS health benefit program does not receive any retiree benefit from the City. 28.5 Less Than 20 years of Service – Receiving PEMHCA Health Benefits An employee with less than twenty (20) years of service with the City of Petaluma who is a CalPERS annuitant as defined in Section 28.1 and enrolled in the CalPERS health
benefit program is eligible to receive the minimum PEMHCA contribution as set by
CalPERS. The City’s PEMHCA contribution amount is deducted from the retiree’s monthly health premium and paid to CalPERS directly by the City. 28.6 20 Years or More of Service – Not Receiving PEMHCA Health Benefits An employee with twenty (20) or more years of service with the City of Petaluma who is a CalPERS annuitant and who is not enrolled in the CalPERS health benefits program shall receive direct payments in the amount of one hundred fifty-six dollars and eighty-three cents ($156.83) each month, effective the first month following the expiration of health benefit coverage.
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28.7 20 Years or More of Service – Receiving PEMHCA Health Benefits An employee with twenty (20) years or more of service with the City of Petaluma who is a CalPERS annuitant and enrolled in the CalPERS health benefit program shall receive a benefit payment of one hundred and fifty-six dollars and eighty-three cents ($156.83) per month as specified in this section. The City’s PEMHCA contribution amount is deducted from the retiree’s monthly health premium and paid to CalPERS directly by the City. Should the minimum PEMHCA amount remain below $156.83, the difference between $156.83 and the minimum
PEMHCA will be sent directly to the retiree. The following chart indicates the amount of the City’s PEMHCA contribution and the amount of the cash payment to the retiree in the coming years: Calendar Year City Monthly PEMHCA Contribution City Cash Retiree Benefit Total Benefit Amount 2021 $143.00 $13.83 $156.83 2022 $149.00 $7.83 $156.83 2023 Minimum PEMHCA contribution as set by CalPERS. Total benefit amount of $156.83 minus the City monthly PEMHCA contribution
$156.83
2024 Minimum PEMHCA contribution as set by CalPERS. Total benefit amount of $156.83 minus the City monthly PEMHCA contribution
$156.83
It is the responsibility of the retiree to notify the City in writing if he or she is no longer participating in the CalPERS health benefit program. Following receipt of the written notice, the City shall commence direct payment of the one hundred fifty-six dollars and eight-three cents ($156.83) at the beginning of the following month. SECTION 29 – RETIRED EMPLOYEES – DISABILITY BENEFITS
29.1 CalPERS Annuitant – PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a CalPERS annuitant as
defined in Section 28.1 and receives health benefits under the PEMHCA, the employee
shall receive the City’s PEMHCA contribution amount specified in Section 28.4, regardless of the number of years of service with the City of Petaluma. 29.2 Less Than 20 Years Of Service – Not Receiving PEMHCA Health Benefits
An employee with less than twenty (20) years of service with the City of Petaluma who retirees into CalPERS from the City of Petaluma based upon disability and is not enrolled in the CalPERS health benefit program shall receive direct payments in the amount of one hundred fifty-six dollars and eighty-three cents ($156.83) each month for eighteen (18) months. 29.3 20 Years Or More Of Service – Receiving PEMHCA Health Benefits An employee with twenty (20) years or more of service with the City of Petaluma who retirees into CalPERS from the City of Petaluma based upon disability and is enrolled in
the CalPERS health benefit program shall receive a benefit payment of one hundred
and fifty-six dollars and eighty-three cents ($156.83) as specified in Section 28.6.
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SECTION 30 – CASH IN LIEU OF HEALTH AND DENTAL BENEFITS
Employees with health and or dental benefit insurance coverage from a source other than the
City, or employees with health and dental benefit insurance coverage from a City employee,
may request cash in lieu of health and dental benefits. To be eligible for the cash in lieu benefit program, employees must waive his or her coverage under the City’s health and or dental benefits; agree to the terms and conditions of the cash in lieu benefit program and have written verification of health and or dental benefits insurance.
The cash in lieu amount for health coverage shall be in the amount of fifty percent (50%) of the health insurance premium amount of the CalPERS Kaiser - Bay Area/Sacramento that the City would otherwise pay for the employee and his or her family members. The cash in lieu amount for dental insurance benefits shall be in the amount of fifty percent (50%) of the established
dental program composite rate.
SECTION 31 – SECTION 125 PLAN The City of Petaluma has established and shall offer to eligible employees an Internal
Revenue Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan
provisions. The Section 125 Plan offered by the City provides employees with a tax savings through the following programs:
(A) Pre-Tax Health Insurance Premiums This program allows employees to pay his or her share of health insurance premiums with pre-tax dollars.
(B) Flex Spending Accounts
(1) Medical Reimbursement This program permits employees to pay for common out-of-pocket medical expenses (not covered by insurance) such as deductibles, co-pays, and vision and dental care with pre-tax dollars.
(2) Dependent Care Reimbursement This program permits employees to pay for most child and or dependent care expenses with pre-tax dollars.
SECTION 32 – DENTAL PROGRAM The City shall provide a dental plan and pay the total premium costs for the employee and eligible dependents for the term of the Memorandum of Understanding. The annual maximum benefit amount is two thousand dollars ($2,000) per person. Orthodontic coverage shall be
provided for dependent children under the age of twenty-six (26) years and is 50% of the dentist’s allowed fee (subject to a $1,000 lifetime maximum per dependent child).
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SECTION 33 – VISION PROGRAM
The City shall provide a vision plan for employees and dependents. The City shall pay the
premium. The plan coverage shall be as indicated on provider contract documents on file in
Human Resources. SECTION 34 – LIFE INSURANCE
The City shall provide employees with life insurance coverage in the principal amount of fifty
thousand dollars ($50,000). SECTION 35 – LONG TERM DISABILITY INSURANCE
35.1 Association Coverage through PORAC
The Association, through the Peace Officers Research Association of California (PORAC) shall provide eligible employees with long-term disability (LTD) insurance coverage, subject to plan provisions.
35.2 Mandatory Enrollment
Employees are required, subject to plan provision to enroll in the PORAC LTD plan. 35.3 LTD – Premium Reimbursement The City shall reimburse the Association in the actual amount of the premium cost of the
LTD coverage up to $32.50 per month.
During the term of the agreement, the City will allow non-sworn employees to move to the City’s LTD Plan and will cease paying the LTD premium reimbursement for those employees. (Note: this will occur after written notice from POAP and subject to the
timing required by the City’s LTD provider).
SECTION 36 – EMPLOYEE ASSISTANCE PROGRAM The City shall provide an Employee Assistance Program to employees and dependents.
SECTION 37 – DEFERRED COMPENSATION The City of Petaluma shall make available a Deferred Compensation Plan to employees.
SECTION 38 – MEET AND CONFER ON PSYCHOLOGICAL FITNESS FOR DUTY
The parties agree to meet and confer in good faith during the contract term with respect to several concerns of the Association regarding the City’s Psychological Fitness for Duty policy. No obligation is imposed on either party by this provision, however, beyond the obligation to
meet and confer in good faith in a sincere attempt to reach an understanding acceptable to
both parties; in the event of a failure to reach agreement, the existing policy shall continue in effect during the contract term.
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SECTION 39 – CATASTROPHIC MEDICAL EMERGENCY LEAVE SHARING PLAN A Catastrophic Medical Emergency Leave Sharing Plan shall be provided in accordance with
the City’s Catastrophic Leave Policy and shall apply to all members of the Unit. The City’s
Catastrophic Leave Policy replaces Section 39 – Sick Leave Transfer. SECTION 40 – POLICE OFFICER TRAINEE
The position of Police Officer Trainee is a Miscellaneous member under CalPERS and is a
non-sworn classification. SECTION 41 – SHARED POSITION
41.1 Shared Position The Public Safety Dispatcher Shared Position exists at the sole discretion of the City and may be abolished by the City, or by mutual agreement of all the parties involved, or by the termination of one of the employees. A decision made by the City to abolish a shared position shall be subject to the same rules as decisions by the City to abolish
any other position. 41.2 Sixty Days’ Notice In the event that the shared position is terminated or reallocated to a full-time position the City will provide a sixty-day (60) notice to the employees occupying the shared
position. 41.3 First Choice of Full-time Employment If the shared position is reallocated to a regular full-time position, the employee with the most seniority in the shared position shall be given first choice at the reallocated regular
full-time position. The other shared position employee shall be offered any vacant available regular full-time Public Safety Dispatcher position and or considered for any available position for which he or she is qualified. If no position is available, the employee(s) may displace an employee in the same department who has less seniority in accordance with the City of Petaluma Personnel Rules and Regulations, Rule VII “B”,
Layoff Policy and Procedure. 41.4 Employee Termination of Position In the event one of the employees terminates his or her shared position for any reason, the shared position assignment will terminate and the position will reallocate to a regular
full-time position and shall be offered to the remaining shared position employee. The
remaining shared position employee also has the option of locating another qualified employee to share the position, subject to the City’s approval of the substitution of another employee to share the position.
41.5 Shared Position - Part-time Employee An employee who occupies the shared position shall be designated as a Shared Position – Part time Employee. The part-time employee is regularly scheduled to work for at least 40 hours but less than 80 hours of work per pay period.
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41.6 Shared Position - Work Week and Work Day The work week shall consist of twenty (20) hours in a seven-day work week, based upon a fifty-two (52) week year. A workday may consist of five (5) hours or ten (10)
hours per day in each twenty-four (24) hour day.
41.7 Seniority Seniority for the shared position employee shall be determined on the same basis as a regular full-time Public Safety Dispatcher employee.
41.8 Shift Bidding Between the Shared Position Employees The shared position employee with the most seniority shall bid on the shift. The other shared position employee shall be assigned to the shift selected or bid by the shared position employee with the most seniority.
41.9 Overtime Overtime shall be paid in the same manner as a regular full-time employee. 41.10 Pro-rated Leave and Benefits
All leave and all benefits shall be on a pro-rated basis of 50%. 41.11 Merit Pay, Step Increases, and Probationary Period Standards for merit pay, step increases, and probationary period for the shared position employee shall be on the same basis as a regular full-time employee.
SECTION 42 – DISCIPLINE AND APPEALS PROCEDURE 42.1 General Rules of Conduct It is expected that all City employees shall render the best possible service and reflect
credit on the City. Therefore, the high standards of professional conduct are essential
and expected of all such employees. 42.2 Disciplinary Actions The City may invoke the following types of disciplinary actions:
Written Reprimand
Suspension without Pay Demotion Termination
Non-disciplinary counseling, such as Verbal Counseling, Letters of Counseling, and
Corrective Written Actions are non-disciplinary actions which may be used to notify employees of conduct or behavior which could serve as a basis for discipline, if not corrected.
42.3 Grounds for Discipline A non-probationary employee may be disciplined for good cause. Good cause exists, not only when there has been an improper act or omission by an employee in the employee’s official capacity, but when any conduct by an employee brings discredit to the City, affects the employee’s ability to perform duties, causes other employees not to
be to able to perform their duties, or involves any improper use of position for personal
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advantage or the advantage of others. The type of disciplinary action shall depend on the seriousness of the offense and the relevant employment history of the employee. Causes for disciplinary action against an employee may include, but shall not be limited
to, the following:
(A) Unexcused or unauthorized absence from work. (B) Reporting to work impaired and or not able to perform duties. (C) Refusal, failure, incompetence, inefficiency or delay in performing and or carrying out proper orders, work assignments or instructions of supervisors
without reasonable and bona fide excuse.
(D) Unauthorized fighting, threatening, or attempting to inflict bodily injury on another; engaging in potentially dangerous horseplay that is likely to or does result in bodily injury or property damage. (E) Misuse of or misappropriation of City resources, property or funds.
(F) Failure to report activities on the employee’s own part or the part of any
other employee where such activities may result in criminal prosecution or discipline under this policy. (G) Failure of any employee to report activities which have resulted in official contact by any other law enforcement agency relating to potentially criminal
conduct by the employee.
(H) Discourteous, disrespectful or discriminatory treatment of any member of the public or any member of this Department. (I) Falsification of records (including failure to disclose material facts or the making of false or misleading statements on any application or examination
form), the making of misleading entries or statements with the intent to
deceive on any official document, report or form, or the willful and unauthorized destruction and or mutilation of any official document, report or form. (J) Failure to take reasonable action while on-duty and when required by law, statute, resolution, or approved Department practices or procedures.
(K) Unauthorized, intentional release of designated confidential information,
materials, data, forms, or reports. (L) The receipt or acceptance of a gratuity, reward, fee or gift from any person for service incident to the performance of the employee's duties (lawful subpoena fees and authorized work permits excepted).
(M) Any knowing or negligent violation of the provisions of the Department
Manual, Operating Procedures or other written directive of an authorized supervisor. (N) Substantiated, active, continuing association on a personal rather than official basis with a person or persons who engage in or are continuing to
engage in serious violations of state or federal laws, where the employee
has or reasonably should have knowledge of such criminal activities, except where specifically directed and authorized by the Department (and except where the individuals are members of the employee’s immediate family).
(O) Solicitations, speeches, or distribution of campaign literature for or
against any political candidate or position while on-duty or on Departmental property except as expressly authorized. (P) Work-related dishonesty, including attempted or actual theft of City property, services or the property of others.
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(Q) Exceeding lawful peace officer powers by unreasonable, unlawful or excessive force or conduct. (R) Conviction of a felony, or conviction of a misdemeanor involving moral
turpitude.
(S) Any other on-duty or off-duty conduct which any employee knows or reasonably should know is unbecoming to a member of the Department or which is contrary to good order, efficiency or morale, or which tends to reflect unfavorably upon the Department or its members.
42.4 Investigation of Disciplinary Allegations – Employees Subject to the POBRA Regardless of the source of an allegation of misconduct, all such matters will be investigated in accordance with this Department's Personnel Complaint Procedure Policy Manual pursuant to Public Safety Officers Procedural Bill of Rights Act (POBRA). The
investigation should be completed within one (1) year of the discovery of the allegation
unless such investigation falls within one of the exceptions delineated within those provisions. 42.5 Procedures for Disciplinary Actions
(A) Written Reprimands for Employees Subject To POBRA
Written reprimands shall be recommended by Police Sergeants, or Police Lieutenants. An employee subject to the Public Safety Officers Procedural Bill of Rights Act (POBRA) who is recommended for a written reprimand shall:
(1) Receive a notice of intended written reprimand and all supporting
documentation from the Police Sergeant and or Police Lieutenant. (2) Receive a notice that, before the written reprimand becomes final, he or she has the opportunity to meet with the Police Chief in an informal
conference (not an evidentiary hearing) with a representative of his or her
choosing. (3) The employee may present any information he or she wishes that may mitigate the proposed written reprimand. The Police Chief will hear and
consider the facts presented by the employee and shall thereafter make
a decision to impose, rescind or modify the proposed written reprimand. The employee shall have no further appeal rights. (4) The employee may within thirty (30) days of receipt of the written
reprimand prepare a written response and have it placed with the written
reprimand. (B) Written Reprimands for Employees Not Subject To POBRA An employee not subject to POBRA shall:
(1) Receive the written reprimand and all supporting documentation from his or her supervisor.
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(2) The employee may within thirty (30) days of receipt of the written reprimand prepare a written response and have it placed with the written reprimand.
(3) The employee shall have no right of appeal. (C) Suspensions Without Pay for Forty (40) Hours or Less for Employees Not Subject to POBRA
Suspensions without pay for forty (40) hours or less for employees who are not subject to POBRA shall be recommended by a Police Lieutenant to the Police Chief. A regular (non-probationary) employee recommended for a suspension without pay for forty (40) hours or less shall:
(1) Receive a notice of intended suspension without pay and all supporting documentation from the Police Lieutenant. (2) Receive a notice that, before the suspension becomes final, he or she has the opportunity to meet with the Police Chief in an informal
conference (not an evidentiary hearing) with a representative of his or her choosing to respond to the charges in the notice of intended suspension. (3) An employee who disputes such suspension must submit a written
request for an opportunity to respond to the charges to the Police Chief within ten (10) days of receipt of the notice of intended discipline. At the informal conference (“Skelly hearing”), the employee may present any information he or she wishes that might mitigate the proposed suspension. The employee has the right to have a representative present at the Skelly
hearing. (4) The Police Chief shall serve as the Skelly officer so long as the Police Chief was uninvolved in the initial decision to impose discipline. If the Police Chief was involved in the initial decision to impose the discipline,
the City Manager shall designate a disinterested person who was uninvolved in the initial decision to impose the discipline to serve as Skelly officer. The Skelly officer will hear and consider the facts presented by the employee. The Police Chief shall make the decision as to the final discipline to be imposed and shall so notify the employee in writing. The
employee shall have no further appeal rights. (D) Suspensions Without Pay, Demotions and Terminations The following procedures apply to: (1) Suspensions without pay for more than forty (40) hours, demotions and
terminations for non-probationary employees who are not subject to
POBRA. (2) Suspensions without pay, demotions and terminations for non-probationary employees who are subject to POBRA
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Such disciplinary actions shall be recommended by the Police Lieutenant to the Police Chief. Employees subject to these types of disciplinary actions shall:
(3) Receive a notice of intended discipline and all supporting documentation from the Police Lieutenant. (4) Receive a notice that, before the discipline becomes final, he or she has
the opportunity to respond to the charges in writing or at an informal
conference (“Skelly hearing) which is not an evidentiary hearing. The Police Chief shall serve as the Skelly officer so long as the Police Chief was uninvolved in the initial decision to impose discipline. If the Police Chief was involved in the initial decision to impose the discipline, the City
Manager shall designate a disinterested person who was uninvolved in the
initial decision to impose the discipline to serve as Skelly officer. (5) An employee who disputes such disciplinary action must submit a written request for an opportunity to respond to the charges to the Police Chief
within ten (10) days of receipt of the notice of intended discipline. At the
Skelly hearing, the employee may present any information he or she wishes that might mitigate the proposed discipline. The employee has the right to have a representative present at the Skelly hearing.
(6) The person designated to hear the employee’s response shall consider
the facts presented by the employee. The Police Chief shall make a recommendation to the City Manager regarding the final discipline to be imposed.
(7) The City Manager shall consider the recommendation of the Police Chief
and shall then issue the final notice of discipline. The discipline shall then be imposed subject to the employee’s appeal rights (discussed below). (E) Appeal of Disciplinary Action – Personnel Board or Arbitrator
For disciplinary actions set forth in Section D above only, there is the right to appeal the final notice of discipline to either the Personnel Board or Arbitrator, but not both. (F) Appeal of Disciplinary Action – Personnel Board
For disciplinary actions set forth in Section D above only, the employee shall have the right to appeal the final notice of discipline to the Personnel Board. (1) The notice of appeal must be received by the Police Chief within seven (7) calendar days from the date of the final notice of discipline, or the right to
proceed to the next appeal level shall be forfeited and the discipline shall become final.
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(2) Appeal to Personnel Board Rules of Appeal to the Personnel Board are processed in accordance with Section 2 - Rules of Appeal to Personnel Board outlined in the City of
Petaluma’s Personnel Rules and Regulations.
(G) Appeal of Disciplinary Action – Arbitrator For disciplinary actions set forth in Section D above only, the Association shall have the exclusive authority to have the appeal heard by an Arbitrator.
(1) If the Association chooses to have the appeal heard by an Arbitrator, the parties shall mutually select an Arbitrator to hear the appeal. If the parties are unable to choose an Arbitrator, the City shall request a list of seven (7) arbitrators from the State Mediation and Conciliation Service. The parties
shall alternately strike names from the list until one name remains and that
individual shall serve as the Arbitrator. (2) The Arbitrator shall have the authority to convene the hearing, receive evidence through testimony and documents and to make findings of fact
and conclusions about the discipline. Within two (2) months of the close of
the hearing, the Arbitrator shall serve a decision on the City Manager and the employee. (3) The Arbitrator’s fees shall be shared equally by the City and the
Association. The Arbitration hearing shall be transcribed by a court
reporter. Parties requesting a copy of the court reporter’s transcript shall share equally the costs of the court reporter’s fees and of the hearing transcript. If the Association does not request a copy of the hearing transcript, the City shall bear the cost of the court reporter’s fees. Each
party, however, shall bear the cost of its presentation, including
preparations and post hearing briefs. 42.6 Probationary Employees – Name Clearing Hearing (A) Probationary employees released from probation have no right to appeal.
(B) A probationary employee released from probation for conduct which may tend to
stigmatize the employee’s reputation, shall be entitled to a “name-clearing” hearing. The “name-clearing” hearing shall be before the Police Chief. The Police Chief shall make the final decision regarding the “name-clearing.” (C) Nothing in this policy or procedure should be construed to establish any sort of
property interest in or right to the probationary employee's continuation of
employment. SECTION 43 – GRIEVANCE AND APPEALS PROCEDURE
43. 1 Purpose of the Procedure The purpose of the grievance procedure is to: (A) Promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other City procedures.
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(B) Afford employees (individually or through the Association) a systematic means of obtaining further considerations of problems after every reasonable effort has failed to resolve them through discussions.
(C) Provide that grievances shall be settled as near as possible to the point of
origin. (D) Provide that appeals shall be conducted as informally as possible. 43.2 Grievance Procedure
(A) Step One An employee who has a problem or complaint should first try to get it settled through discussion with his or her supervisor without undue delay. Every effort should be made to find an acceptable solution by informal means at his and her lowest possible level of supervision.
(B) Step Two If the employee is not in agreement with the decision reached by discussion in Step One, the employee shall have the right to file a Step Two appeal in writing within ten (10) calendar days after receiving the Step One decision. The Step
Two Appeal shall be presented in writing to the employee's Lieutenant, who
shall render a decision and comment in writing and return it to the employee within ten (10) calendar days after receiving the appeal. Failure of the employee to take further action within five (5) calendar days after receipt of the written decision of the Lieutenant, or within a total of fifteen (15) calendar days if no
decision is rendered shall be considered by the City an irrevocable dropping of the
appeal. (C) Step Three If the employee does not agree with the Police Lieutenant’s decision at Step
Three, or if no Step Three answer has been received within ten (10) calendar days,
the employee may present a Step Three Appeal in writing to Police Chief. The Police Chief shall discuss the Step Three Appeal with the employee, and his or her representative if requested, and any other person the Police Chief deems appropriate, if any. The Police Chief shall render a decision in writing and return
it to the employee within ten (10) calendar days after receiving the appeal. Failure
of the employee to take further action within five (5) calendar days after receipt of the decision or within a total of fifteen (15) calendar days if no decision is rendered shall be considered by the City an irrevocable dropping of the appeal.
(D) Step Four If the employee does not agree with the decision reached at Step Three or if no answer has been received within ten (10) calendar days, he or she may present the Step Four Appeal in writing to the City Manager. After receiving the Step Four Appeal, the City Manager, or a designated representative, shall discuss the
grievance with the employee, employee's representative if requested, and with other appropriate persons the City Manager deems appropriate, if any. The City Manager may designate a fact-finding committee or officer not in the normal line of supervision, to advise him or her concerning the appeal. The City Manager shall render a Step Four decision in writing to the employee within twenty (20)
calendar days after receiving the grievance.
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(E) Step Five If the employee does not agree with the City Managers' decision at Step Four, or
if no Step Four answer has been received within twenty-five (25) calendar days,
the employee may present a Step Five appeal in writing to the City Manager or his or her designee. An employee who chooses to appeal Step Four and has the right to elect either of the two (2) following procedures outlined below. In order to elect a procedure herein, the employee must give written notice of his or her intent to
proceed under a specific procedure at the time this Step is invoked. Such written
election shall be on a form provided by the City and shall contain an unequivocal and unconditional waiver of the right to proceed under the alternative election. In no event shall any employee he allowed to pursue both appeal procedures.
43.3 Appeal to the Personnel Board Any employee shall have the right to appeal to the Personnel Board any interpretation or application or enforcement of the express provisions of this MOU. 43.4 Appeal to Final and Binding Arbitration
(A) A regular employee may elect to use Procedure Two to appeal any interpretation or application or enforcement of this MOU. (B) The arbitrator shall not add to, subtract from, change or modify any provision of this MOU and shall be authorized only to apply existing provisions of this MOU to the specific facts involved and to interpret only applicable provisions of this MOU.
(C) The parties shall attempt to mutually agree on an arbitrator. If the parties are unable to agree on an arbitrator, one or both of the parties shall request a list of seven (7) arbitrators experienced in interpretation of public sector collective bargaining agreements from the State Mediation and Conciliation Service. The parties shall alternately strike names from the list and the last remaining name on
the list shall serve as the arbitrator. 43.5 Sharing of the Cost The City and the Association shall share equally the costs of the appeal to Arbitration, both fees and expenses. Each party, however, shall bear the cost of its presentation,
including preparations and post hearing briefs. 43.6 Time Limits May Be Extended The time limits set forth herein may be extended, shortened or waived by the mutual agreement of the parties but otherwise are binding.
SECTION 44 – LAYOFFS 44.1 Notification Employees to be laid off shall be given, whenever possible, at least fourteen (14)
calendar day’s prior notice.
44.2 Vacancy and Demotion Except as otherwise provided, whenever there is a reduction in the work force, the appointing authority shall first demote to a vacancy, if any, in a lower classification for
which the employee who is the latest to be laid off in accordance with section 44.5
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below is qualified. All persons so demoted shall have their names placed on the re-employment list.
44.3 Employee Rights An employee affected by layoff shall have the right to displace an employee in the same department who has less seniority in 1) a lower classification in the same classification series or in 2) a lower classification in which the affected employee once had regular status. For the purpose of this section and section 44.4, seniority includes all periods of
full-time service at or above the classification level where the layoff is to occur. 44.4 Seniority In order to retreat to a former or lower classification, an employee must have more seniority than at least one of the incumbents in the retreat classification, be qualified to
hold the retreat classification or have served in the retreat classification prior to the
layoff, and request displacement action in writing to the Personnel Officer within five (5) working days of receipt of notice of layoff. Employees within each category shall be laid off in reverse order of seniority within the
classification series. Seniority for the retreat classification would be the combination of
time served at or above the layoff classification and any prior time served in the retreat classification. Ties shall be broken based on seniority of total City service. Employees retreating to a lower or similar classification shall be placed at the salary
step representing the least loss of pay. In no case shall the salary be increased above
that received in the classification from which the employee was laid off. Employees retreating to a lower or similar classification shall serve a probationary period in the new classification unless they have previously successfully completed a
probationary period in the retreat classification or a higher classification in the series.
44.5 Employment Status In each classification of position within the competitive service, employees shall be laid off according to employment status in the following order: temporary, provisional,
probationary, and regular. Temporary, provisional and probationary employees shall be laid off according to the needs of the service as determined by the appointing authority.
44.6 Re-Employment List The names of persons laid off or demoted in accordance with these rules shall be entered upon a re-employment list. Lists from different departments or at different times for the same classification of position shall be combined into a single list. Such list shall be used by every appointing authority when a vacancy arises in the same or lower
classification of position before certification is made from an eligible list. 44.7 Duration of Re-Employment List Names of persons laid off shall be carried on a re-employment list for two (2) years, except that persons appointed to regular positions of the same level as that at which lay
off, shall, upon such appointment, be dropped from the list. Persons who refuse re-
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employment shall be dropped from the list. Persons re-employed in a lower classification, or on a temporary basis, shall be continued on the list for the higher position for two (2) years.
Employees in Public Safety classifications shall be subject to all regular medical and psychological testing in order to determine fitness for duty. SECTION 45 – SAVINGS CLAUSE
In the event that any part or provision of this MOU should be found or determined to be invalid, illegal or void by a court of competent jurisdiction, the remaining parts or portions of the MOU shall remain in full force and effect.
SECTION 46 – MUTUAL ACCEPTANCE AND RECOMMENDATION
The parties affix their signatures as constituting mutual acceptance and recommendation of the Memorandum of Understanding to become effective July 1, 2021 upon acceptance and approval of the City Council.
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PEACE OFFICERS’ ASSOCIATION OF PETALUMA
/s/ Gary Messing Date Labor Representative, Peace Officers’ Association of Petaluma
/s/ Garrett Sholin Date President, Peace Officers’
Association of Petaluma
/s/ Matt Parnow Date
Vice-President, Peace Officers’
Association of Petaluma /s/
Jen Row Date Secretary, Peace Officers’ Association of Petaluma
/s/
Mario Giomi Date Treasurer, Peace Officers’ Association of Petaluma
CITY OF PETALUMA
/s/ Brian Cochran Date Assistant City Manager
/s/ Peggy Flynn Date City Manager
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EXHIBIT A – Salary Tables Peace Officers’ Association of Petaluma – Unit 6
Salary Range Effective December 12, 2021
Current Classification Title
New Classification
Title (changes only) COLA
Equity
Adj. Total 1 2 3 4 5
ABAND VEHICLE ABATEMNT OFFICER 2.0% 0.0% 2.0% 27.05 28.40 29.82 31.30 32.87 COMMUNITY SERVICE OFFICER 2.0% 3.0% 5.0% 28.04 29.44 30.91 32.47 34.10
EVIDENCE TECHNICIAN 2.0% 0.6% 2.6% 29.85 31.34 32.87 34.49 36.28
POLICE PROPERTY TECHNICIAN 2.0% 0.0% 2.0% 29.67 31.16 32.68 34.29 36.07
PARKING ENFORCEMENT OFFICER 2.0% 0.0% 2.0% 27.05 28.40 29.82 31.30 32.87
POLICE INVESTIGATOR 2.0% 5.5% 7.5% 41.12 43.18 45.32 47.59 50.01
POLICE INVESTIGATIVE SERGEANT 2.0% 5.5% 7.5% 49.11 51.56 54.16 56.86 59.68
POLICE OFFICER 2.0% 5.5% 7.5% 41.12 43.18 45.32 47.59 50.01 POLICE OFFICER TRAINEE 2.0% 0.0% 2.0% 32.25 33.87 35.56 37.34 39.21
POLICE SERGEANT 2.0% 5.5% 7.5% 49.11 51.56 54.16 56.86 59.68
PUBLIC SAFETY DISPATCH 2.0% 3.0% 5.0% 32.69 34.34 36.03 37.82 39.76
PUBLIC SAFETY DISPATCH SUPERVISOR PUBLIC SAFETY COMMUNICATIONS SUPERVISOR 2.0% 3.6% 5.6% 39.43 41.45 43.48 45.65 47.98
NOTE: Salaries are approximate and may vary slightly due to rounding Salary Range Effective the First Full Pay Period Following July 1, 2022
Classification COLA 1 2 3 4 5
ABAND VEHICLE ABATEMNT OFFICER 2.0% 27.59 28.97 30.42 31.93 33.53
COMMUNITY SERVICE OFFICER 2.0% 28.60 30.03 31.53 33.12 34.78
EVIDENCE TECHNICIAN 2.0% 30.45 31.97 33.53 35.18 37.01
POLICE PROPERTY TECHNICIAN 2.0% 30.26 31.78 33.33 34.98 36.79
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PARKING ENFORCEMENT OFFICER 2.0% 27.59 28.97 30.42 31.93 33.53
POLICE INVESTIGATOR 2.0% 41.94 44.04 46.23 48.54 51.01
POLICE INVESTIGATIVE SERGEANT 2.0% 50.09 52.59 55.24 58.00 60.87
POLICE OFFICER 2.0% 41.94 44.04 46.23 48.54 51.01
POLICE OFFICER TRAINEE 2.0% 32.90 34.55 36.27 38.09 39.99
POLICE SERGEANT 2.0% 50.09 52.59 55.24 58.00 60.87
PUBLIC SAFETY DISPATCH 2.0% 33.34 35.03 36.75 38.58 40.56
PUBLIC SAFETY COMMUNICATIONS
SUPERVISOR 2.0% 40.22 42.28 44.35 46.56 48.94
NOTE: Salaries are approximate and may vary slightly due to rounding
Salary Range Effective the First Full Pay Period Following July 1, 2023
Classification COLA 1 2 3 4 5
ABAND VEHICLE ABATEMNT OFFICER 2.0% 28.14 29.55 31.03 32.57 34.20
COMMUNITY SERVICE OFFICER 2.0% 29.17 30.63 32.16 33.78 35.48
EVIDENCE TECHNICIAN 2.0% 31.06 32.61 34.20 35.88 37.75
POLICE PROPERTY TECHNICIAN 2.0% 30.87 32.42 34.00 35.68 37.53
PARKING ENFORCEMENT OFFICER 2.0% 28.14 29.55 31.03 32.57 34.20
POLICE INVESTIGATOR 2.0% 42.78 44.92 47.15 49.51 52.03
POLICE INVESTIGATIVE SERGEANT 2.0% 51.09 53.64 56.34 59.16 62.09
POLICE OFFICER 2.0% 42.78 44.92 47.15 49.51 52.03
POLICE OFFICER TRAINEE 2.0% 33.56 35.24 37.00 38.85 40.79
POLICE SERGEANT 2.0% 51.09 53.64 56.34 59.16 62.09
PUBLIC SAFETY DISPATCH 2.0% 34.01 35.73 37.49 39.35 41.37 PUBLIC SAFETY COMMUNICATIONS SUPERVISOR 2.0% 41.02 43.13 45.24 47.49 49.92
NOTE: Salaries are approximate and may vary slightly due to rounding
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Side Letter of Agreement
Between the City of Petaluma and the Peace Officers’ Association of Petaluma
Unit 6
Public Safety Dispatcher 4/10 Work Schedule
Representatives of the City of Petaluma and the Peace Officers’ Association of
Petaluma (POAP) Unit 6 have met and conferred and reached agreement on this Side Letter of Agreement.
The parties agree to the following:
1.Employees assigned to work in the Dispatch Center shall be assigned a 4/10
work schedule (Table 1).2.The agreed upon 4/10 schedule will consist of each dispatcher working four(4) ten hour shifts each week, for a total of forty (40) hours per week.3.Shift times shall be as follows:
a.Day Shift – 0600-1600
b.Day Shift – 1000 - 2000c. Swing Shift – 1600 – 0200d.Graveyard Shift – 2000 – 06004.Public Safety Dispatchers shall sign up for available shifts by seniority.
5.Employees assigned to work the assigned 4/10 work schedule shall be paid
overtime for hours worked in excess of the assigned 10 hour shift, or forty(40) hours per week at the overtime rate of time and one-half.6.The City shall pay FLSA overtime based upon a 7-day work week.7.Employees regularly assigned to work the swing shift and the graveyard on
the 4/10 work schedule as defined in Section 3 of this side letter shall receive
Shift Differential Compensation in accordance with Section 9.1 and 9.2 of theMOU.8.Each employee in the job-share position shall share the 4/10 work scheduleand work an equal amount of hours in each two-week pay period. Their work
schedule will be agreed to at the beginning of each shift rotation and
consistent throughout the remainder of the rotation.9.In the event dispatch staffing falls below a total of 7 full time dispatchers,dispatch may revert back to the 3/12 and a ¼ schedule, until which timedispatch staffing is restored to 7 full time dispatchers.
This Side Letter of Agreement is executed the _____ day of September, 2016, by the employer-employee relations representatives whose signature appears below for their respective organizations.
PEACE OFFICERS’ ASSOCIATION OF PETALUMA
/s/ Garrett Glaviano 9/21/16
Garrett Glaviano, President, POAP Date
EXHIBIT B – Side Letter Agreements
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CITY OF PETALUMA
/s/ John C. Brown 9/27/16
John C. Brown, City Manager Date
/s/ Dianne Dinsmore 9/27/16
Dianne Dinsmore, Director of Human Resources Date
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Table 1
Dispatcher Sunday Monday Tuesday Wednesday Friday Saturday
0600-1600 0600-1600 0600-1600 OFF OFF 0600-1600
OFF OFF OFF 0600-1600
1000-
2000
1000-
2000
OFF OFF 0600-1600 0600-1600 0600-1600 OFF
0600-
1600
0600-
1600 OFF OFF
0600-
1600
0600-
1600
1600-0200 OFF OFF OFF 1600-0200 1600-0200
2000-
0600
1600-
0200
1600-
0200 1600-0200 OFF OFF
OFF 1000-2000 1000-2000 1000-2000 OFF OFF
2000-
0600
2000-
0600 OFF OFF
2000-
0600
2000-
0600
OFF OFF OFF 2000-0600 2000-0600 2000-0600
OFF
2000-
0600
2000-
0600 2000-0600 OFF OFF
MOT
1600-2000 0200-0600
4 4 8
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Side Letter of Agreement Between
the Peace Officers’ Association of Petaluma
and the City of Petaluma
Permanent Part Time Dispatchers
Representatives of the City of Petaluma and the Peace Officers’ Association of Petaluma (POAP) Unit 6 have met and conferred on the newly created Permanent Part-Time Employee status for Public Safety Dispatcher and reached agreement on this Side Letter of Agreement.
The parties agree to the following:
Shift Sign Ups Full-time and job-shared positions participate in bi-annual shift sign ups based on seniority. Permanent part-time employees (PPTE) will not participate in shift sign ups. PPTE’s will be utilized to fill voids in the schedule.
This may result in a schedule that is inconsistent. Management will make an effort to give advanced notice on changes in the schedule.
Due to the fact that PPTE’s are not assigned to a schedule, they will have the first opportunity to sign up for additional mandatory overtime to supplement their schedules.
Vacation Sign Ups Full time and shared positions participate in annual vacation sign ups. Annual vacation sign-ups are for pre-scheduled vacations consisting of one or two week blocks. PPTEs will be required to submit pre-scheduled vacation at this time. This will consist of time off requests in one or two week blocks. The PPTE sign-ups will be considered separate from the full time and shared positions. Only one PPTE may take pre-scheduled vacation during the same week. In the event of conflict, seniority amongst the PPTEs will decide who will prevail for any given week.
Time Off Requests The PPTE will comply with Section 7.12 Compensatory Time, of the MOU.
Vacation Time Accrual Current part time employee’s moving to PPTEs shall be credited their years of service with the
City of Petaluma for the purposes of determining their vacation accrual rate and limits. PPTEs will accrue vacation at a rate of 60% of the outlined accrual rates in section 12.1 of the MOU.
Order In’s for Mandatory Overtime PPTEs will be subject to being ordered in for mandatory overtime. The dispatch supervisor
follows the procedure outlined in a memo titled “communications center staffing and overtime
ordering,” dated June 4th, 2013. The memo states the total number of overtime hours of the past two pay periods will be the general guideline. PPTEs will be considered to have accrued
“overtime” for the purposes of mandatory overtime order-in’s any time they exceed ten hours in a day or twenty four hours in a week.
Shift Differential
A PPTE who is assigned to hours which qualify for shift differential for a period of four consecutive weeks shall receive the applicable shift differential provided to full-time and job share dispatchers under the Unit 6 MOU.
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Comp Time/Overtime Accrual PPTEs will begin to accrue straight time compensatory time once they exceed their regular
number of hours based on their FTE. The employee may instead choose to be paid at the straight time rate for all hours worked in excess of their regular number of hours.
PPTEs will accrue compensatory time or overtime at a rate of time and a half in the same manner as Job Share employees once they exceed ten hours in a shift.
PPTEs will accrue compensatory time or overtime at a rate of time and a half once they exceed forty hours in a week.
Pro-rated Leave and Benefits All leave and all benefits shall be pro-rated based on the employee’s FTE.
Merit Pay, Step Increases, and Probationary Period Standards for merit pay, step increases, and probationary period for the PPTE shall be on the
same basis as a regular full-time employee.
Probationary Period
Current part time employees moving to PPTEs will not be subjected to a probationary period. Any new employee hired as a PPTE will be subjected to a probationary period as outlined in the MOU.
This Side Letter of Agreement is executed the _____ day of October, 2016, by the employer-employee relations representatives whose signature appears below for their respective organizations.
PEACE OFFICERS’ ASSOCIATION OF PETALUMA
/s/ Garrett Glaviano 10/6/16
Garrett Glaviano, President, POAP Date
CITY OF PETALUMA
/s/ John C. Brown 10/6/16
John C. Brown, City Manager Date
/s/ Dianne Dinsmore 10/6/16
Dianne Dinsmore, Director of Human Resources Date
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Side Letter of Agreement Between
the Peace Officers’ Association of Petaluma
and the City of Petaluma
Permanent Part Time Evidence Technician
Representatives of the City of Petaluma and the Peace Officers’ Association of Petaluma (POAP) Unit 6 have met and conferred on the newly created Permanent Part-Time Employee (PPTE) status for Evidence Technician (.5) and reached agreement on this Side Letter of Agreement.
The parties agree to the following:
Vacation Time Accrual
The current part time employee moving to PPTE shall be credited with years of service with the City of Petaluma for the purpose of determining vacation accrual rate and limit. The PPTE will accrue vacation at a rate of 50% of the outlined accrual rates in section 12.1 of the MOU.
Comp Time/Overtime Accrual
PPTE will begin to accrue straight time compensatory time once they exceed their regular number of hours based on their FTE. The employee may instead choose to be paid at the straight time rate for all hours worked in excess of their regular number of hours.
PPTE will accrue compensatory time or overtime at a rate of time and a half in the same manner as Job Share employees once they exceed ten hours in a shift.
PPTE will accrue compensatory time or overtime at a rate of time and a half once they exceed
forty hours in a week.
Pro-rated Leave and Benefits
All leave and all benefits shall be pro-rated based on the employee’s .5 FTE status.
Merit Pay, Step Increases, and Probationary Period
Standards for merit pay, step increases, and probationary period for the PPTE shall be on the same basis as a regular full-time employee.
Probationary Period
Current part time employees moving to PPTEs will not be subjected to a probationary period.
Any new employee hired as a PPTE will be subjected to a probationary period as outlined in the MOU.
This Side Letter of Agreement is executed the __13___ day of December, 2016, by the employer- employee relations representatives whose signature appears below for their respective organizations.
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PEACE OFFICERS’ ASSOCIATION OF PETALUMA
/s/ Garrett Glaviano 12/13/16 Garrett Glaviano, President, POAP Date
CITY OF PETALUMA
/s/ John C. Brown 12/13/16
John C. Brown, City Manager Date
/s/ Joanne Narloch 12/13/16
Joanne Narloch, Interim Director of Human Resources Date
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Side Letter of Agreement
Between the City of Petaluma and the Peace Officers' Association of Petaluma Unit 6
Implementation of Retiree Medical trust through PORAC
Retiree Medical Trust (RMT).
A.
B.
c..
D.
nnn717on_1
Participation. The Peace Officers' Association of Petaluma will establish participation in a retiree
medical plan administered by the PO RAC Retiree Medical Trust, and the cost of establishing the
Trust shall be at no cost to the City of Petaluma. The City of Petaluma is not a party to the Trust,
and aside from transferring funds, has no obligations to the management, regulatory compliance
or performance of the Trust.
Contributions to the PO RAC Retiree Medical Trust
Employee Contributions. The City of Petaluma will transfer a mandatory monthly pre-tax
employee contribution of one hundred dollars ($100.00) for each employee hired by the employer
on or after January pt 1990, and currently working in the bargaining unit represented by the
Association, on an ongoing biweekly (24 times per year) basis of fifty dollars ($50.00) biweekly.
As each employee will contribute the same predetermined dollar amount, no employee election
forms designating the amount will be needed, allowed or requested; and there shall be no
employee election either to make the employee contribution, or to determine the amount of the
contribution.
Reporting rules. The City of Petaluma will comply with reasonable rules set by the Trust Office
with regard to reporting and transferring the required contributions set forth above, typically
involving providing the Trust Office with the name, social security number and amount paid by
each employee. In the event the reporting requirement of the Trust requires reporting beyond
that which the City of Petaluma typically provides for other similar purposes (health insurance),
the City of Petaluma may require the Association to pay for any reasonable costs related to
programming or producing such reports. Prior to engaging in any activity that could result in such
an expense, the City of Petaluma will secure the Association's authorization.
Indemnification. The Association agrees to indemnify and hold the City of Petaluma harmless
from any liabilities of any nature which may arise as a result of the operating of the PO RAC RMT,
except for the obligation of the City of Petaluma to make and report the non-elective transfer of
employee contributions as described above.
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E.
F.
G.
Exclusive purpose of trust. The monies contributed to the Trust fund shall only be used
for retiree health insurance premiums or health care expenses, as allowed by law. There
shall be no employee election/option available to take such amount in unrestricted cash.
Separate trust. The purpose of this Trust shall be to provide for retiree health care
expense reimbursement benefits. The Trust shall be and remain separate and apart from
any City of Petaluma health insurance funding program, unless changed by mutual written
agreement of the parties. The contributions set forth herein, unless otherwise dictated
by law or rules set forward by the employees' pension system, shall be considered salary
for purpose of calculating pension benefits.
Increase in Contribution. Further, the Association shall have the option, during the life
of this Agreement, to direct the City of Petaluma to further increase the employee
contribution rate by some multiple of $25 for each employee. The contributions shall be
included as salary for purpose of calculating retirement benefits.
The City of Petaluma hereby acknowledges receipt of the Trust Agreement governing the Trust and will
comply with rules set by the Trust Office in regard to reporting and depositing the required contributions
set forth above. The City of Petaluma will cooperate with the Trust in allowing a payroll audit for the
purpose of ascertaining if the proper amount of contributions have been made.
It is the intent of the parties to agree to the terms of this side letter separate from the adoption of a
successor MOU. This Side Letter shall be effective September 2, 2019 through June 30, 2021. This
agreement
must be renewed by mutual agreement of the parties, to continue after June 30, 2021.
This Side Letter of Agreement is executed the 2nd day of September, 2019, by the employer-employee
relations representatives whose signature appears below for their respective organizations.
PEACE OFFICERS' ASSOCIATION OF PETALUMA
Ryan McGreevy, President, Date
Peggy Flynn, City Manager Date
/s/ Charlie Castillo / 6 20
Charlie Castillo, Human Resources Director Date
OOO'iJuv J 48
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06AVAO
Abandoned Vehicle Abatement Officer
Summary Receive and respond to complaints from the public related to abandoned vehicles; patrol the City to enforce municipal and state vehicle parking and abatement codes, regulations, and laws; interpret and explain codes, regulations, laws, and City codes related to parking and vehicle abatement.
Class Characteristics General supervision is provided by a Police Sergeant or designee.
This is a non-sworn position responsible for identifying, marking, and tagging abandoned vehicles, arranging for their removal, and enforcing parking regulations.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands.
Duties: Receive and respond to questions and complaints from the public regarding abandoned vehicles, parking citations, and codes, regulations, and laws related to vehicle abatement; interpret, explain, and enforce City parking and vehicle abatement laws.
Patrol the City and locate, mark, and tag vehicles which appear to be abandoned on either public or private property; enforce parking regulations and issue citations.
Conduct follow-up inspections of all previously marked vehicles to determine if vehicles should be towed; arrange and oversee towing of all abandoned vehicles.
Prepare and maintain daily activity logs and all necessary reports.
Act as a liaison with tow companies and the public.
Pick up and deliver property and/or evidence.
Assist in performing traffic control during accidents.
Build and maintain positive working relationships with co-workers, other City employees, and the public using principles of good customer service.
Perform related duties as assigned.
Skills/Abilities: Enforce parking and vehicle abatement laws and regulations.
Receive and respond to requests and inquiries from the public.
Interpret, apply, enforce, and explain municipal and state vehicle parking and abatement codes, regulations, and laws.
Exhibit B DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Abandoned Vehicle Abatement Officer
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Prepare and maintain accurate records and prepare clear and concise reports. Use sound independent judgment within established guidelines. Deal tactfully and effectively with those encountered in the course of the work, including hostile and irate citizens. Perform various clerical and administrative support functions. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit, stand, walk, use hands to finger, handle, or feel, and talk or hear. The employee frequently is required to reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must frequently lift and/or move weight up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. While performing the duties of this job, the employee is frequently exposed to outside weather conditions. The employee is occasionally exposed to fumes or airborne particles. The employee occasionally works without use of a vehicle. The noise level in the work environment is usually moderate. Qualifications Knowledge of: Principles and practices of customer service and public relations. Principles and procedures of record keeping. Principles of basic report preparation. Routine investigative procedures. Safety practices pertaining to area of assignment. Principles and practices of effective customer service. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: Equivalent to graduation from high school.
Experience: One year of experience working with the public. One year of parking enforcement or abandoned vehicle abatement experience is desirable.
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Abandoned Vehicle Abatement Officer
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Certifications/Licenses: Possession of a valid California Class C driver’s license.
Additional Requirements: Must be available to work off-shift hours, including weekends and/or holidays.
Established: 03/03/14
Resolution #: 2014 – 042 N.C.S. Revised: Department: Police FLSA Status: Non-exempt
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06CSOF Community Service Officer
Summary Relieve sworn police officers of non-hazardous police related duties in the field and office.
Class Characteristics General supervision is provided by a Police Sergeant or designee; responsibilities may include
the indirect supervision of support staff.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Respond to calls for service, investigate non-suspect police reports, and take and complete reports of crimes where there are no suspects at the call location.
Receive and respond to citizen inquiries and requests for police services at the police counter and by telephone. Relieve sworn police personnel by handling time-consuming, non-hazardous calls and receiving information from the public. Perform selective enforcement for designated problems. Respond to parking violations and enforce City and state codes as needed. Handle abandoned vehicles and vehicle abatements; issue abatement notices and tow vehicles as needed. Read and prepare information related to environmental impact reports for City Council review. Provide crime prevention orientation for City schools, businesses, and residents; coordinate and participate in various community and inter-agency programs and activities. Provide traffic control for emergencies, collisions, floods, hostage situations, and fires. Transport evidence and other items to outside agencies and persons; transport non-combative prisoners to designated locations. Respond to citizen’s letters to the police department. Photograph and fingerprint individuals, as assigned; conduct background checks on offenders. Provide relief for dispatch, property, and front counter areas. Transport police vehicles and conduct radar speed studies. Respond to property related crime scenes and conduct basic evidence collection.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Community Service Officer
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Coordinate special police department functions, community projects, speakers, and bureaus; assist with special projects and assignments. Use a computer to enter and retrieve data; prepare data for crime prevention in targeted City areas; maintain basic records of work performed. Perform related duties as assigned. Skills/Abilities: Conduct effective neighborhood meetings to educate the public in crime prevention methods and principles. Prepare, maintain, file, and index a variety of reports, records, and other written materials. Interpret, explain, and apply federal, state, local, City, and department policies, procedures, ordinances, laws, rules, and regulations. Respond to multiple calls for service and prepare subsequent reports promptly. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit, stand, walk, use hands to finger, handle, or feel, and talk or hear. The employee frequently is required to reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must frequently lift and/or move weight up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. While performing the duties of this job, the employee is frequently exposed to outside weather conditions. The employee is occasionally exposed to fumes or airborne particles. The employee occasionally works with use of vehicle. The noise level in the work environment is usually moderate. Qualifications Knowledge of: Basic law enforcement organization, activities, terminology, practices, and regulations. Basic interviewing methods and principles. Safe work methods and safety regulations pertaining to area of assignment. Basic recordkeeping principles and practices. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be:
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Community Service Officer
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Education: Equivalent to graduation from high school.
Experience: Two years of experience that has included both substantial public contact and general office clerical work. Certifications/Licenses: Possession of a valid California Class C driver’s license. Additional Requirements: Ability to pass a detailed background investigation. Must be available to work rotating evening, night, weekend, and holiday shifts.
Established: 03/90 Resolution #: 90-147 N.C.S./ 2007-106 N.C.S.
Revised: 06/18/07;
Department: Police FLSA Status: Non-exempt
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06EVIT Evidence Technician
Summary Identify, collect, and preserve evidence at a variety of crime scenes including burglaries, assaults, officer involved shootings, homicides, and death scenes; process collected evidence for possible trace or latent print evidence; and perform analysis of latent print evidence for identification. Class Characteristics General supervision is provided by a Police Sergeant or designee; responsibilities may include the direct or indirect supervision of support staff. This is a specialized police civilian classification requiring technical and specialized knowledge in the identification, collection, and preservation of various items of evidence located at various crime scenes. Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Respond to, photograph, and process crime scenes for evidence such as latent prints, DNA evidence such as blood, semen, and/or hair, and other trace evidence; collect evidence from victims or suspects including fingernail clippings, gunshot residue, clothing, and elimination fingerprints. Respond to autopsies to photograph and collect necessary evidence which may include fingernail scrapings, and/or clippings, hair samples, buccal swaps, and clothing. Fingerprint victims and suspects as necessary for fingerprint comparisons; analyze and process collected latent print evidence for comparison and identification following established procedures. Prepare reports as necessary detailing crime scene processing, evidence processing, and/or latent print examination findings; input collected evidence into the evidence tracking database; process and book collected evidence; prepare crime scene sketches; prepare evidence for court presentations as necessary; provide expert testimony in court. Operate and maintain equipment for lab, photographic, and field use; perform general office support duties including basic typing and recordkeeping; maintain inventory and order supplies as necessary. Perform related duties as assigned. Skills/Abilities: Identify, analyze, collect, process, and preserve crime scene evidence in accordance with established procedures.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Evidence Technician
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Operate, adjust, and perform minor maintenance on photographic and laboratory equipment. Complete accurate sketches of crime scenes. Learn, utilize, and stay current with evidence collection techniques and equipment. Observe accurately and document faces, numbers, incidents, and places. Think and act quickly in emergencies. Judge situations and people accurately. Learn, understand and interpret laws, rules, regulations and policies. Prepare clear, complete, accurate and grammatically correct reports. Learn standard broadcasting procedures of a police radio system. Perform effectively and maintain professional composure at unpleasant crime and accident scene situations including homicides, officer involved shootings, unusual or suspicious deaths, autopsies, traffic fatalities and other unusual incidents. Exercise sound, independent judgment within established guidelines. Handle dangerous substances and firearms in a safe manner. Present accurate and detailed information related to evidence in court cases. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Understand and carry out oral and written directions. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit, use the computer keyboard and mouse, use hands to finger, handle, or feel, reach with hands and arms, talk or hear, stand, walk, bend, and stoop, or crouch. Occasionally lift and/or move up to 50 pounds. Incumbents may be required to climb ladders, rocks and or walls and search rooftops, which require lifting arms above shoulders and working at heights greater than ten feet. You may be required to process crime scenes that require walking over rough, uneven, slippery or rocky surfaces such as fields, parks, hillsides, creek sides, or wading into bodies of water Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. While performing the duties the employee is occasionally exposed to wet and/or humid conditions; fumes or airborne particles; toxic or caustic chemicals and outside weather conditions. Requires the ability to work in an office environment where the noise level is usually moderate. Requires the incumbent to work outdoors in a variety of weather conditions with exposure to the elements including hot, rainy, or very cold temperatures Incumbents in this position may be required to work hours beyond an assigned shift with little, or no notice. The work schedule could include working weekends, days, evenings, graveyards and holidays.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Evidence Technician
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Qualifications Knowledge of: A municipal law enforcement agency. Principles and methods for receiving, storing, and maintaining property and evidence. Department regulations, procedures and work methods. Basic law enforcement organization, activities, terminology, and regulations. Equipment, techniques and procedures for successful collection and preservation of items of evidence. Process evidence collection, including maintenance of chain of evidence. Basic investigative, fingerprinting, and photography techniques. Basic report writing techniques. Basic recordkeeping principles and practices. Safe work methods and safety regulations pertaining to area of assignment. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, databases, and photographic equipment. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: Equivalent to graduation from high school. Experience: Two years of experience either in the handling of crime scene investigation evidence in a law enforcement setting or public contact office, or administrative experience. Prior experience in a law enforcement setting is desirable. Certifications/Licenses: Possession of a valid California Class C driver’s license.
Established: 03/90 Resolution #: 90-147 N.C.S.
Revised: 06/30/06;
Department: Police FLSA Status: Non-exempt
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06PKEO Parking Enforcement Officer
Summary Patrol assigned areas to enforce appropriate codes, laws, ordinances, and regulations pertaining to on-street and public parking. Class Characteristics General supervision is provided by a Police Sergeant or designee; indirect supervision may be provided by the Senior Parking Enforcement Officer.
This is a working level parking enforcement classification. Incumbents patrol assigned areas of the city to ensure that automobiles are in compliance with parking laws and ordinances. This class is distinguished from the Senior Parking Enforcement Officer in that the latter class provides lead direction to incumbents of this class.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Patrol assigned areas and identify and issue citations to vehicles in violation of appropriate codes, laws, ordinances, and regulations pertaining to on-street and public parking.
Monitor and report parking signs and marking problems to appropriate repair staff.
Respond to public complaints of abandoned vehicles; tag vehicles after investigating vehicle status; arrange for the towing of vehicles if not removed within the specified time frame.
Testify in court cases related to parking violations and citations as required.
Perform traffic control for traffic accidents or other special assignments.
Assist sworn officers in the location of stolen vehicles, suspects, and missing persons.
Maintain records related to work performed.
Must be willing to work Saturday and out of doors in all weather conditions. Must be physically
able to operate a three-wheeled, motorized vehicle. Perform related duties as assigned. Skills/Abilities: Read, interpret, and apply parking codes and ordinances. Preparing and maintaining organized and accurate records.
Use sound independent judgment within established guidelines.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Parking Enforcement Officer
Deal tactfully and effectively with those encountered in the course of the work, including hostile
and irate citizens.
Operate office equipment including computers and applicable software applications.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of the work.
Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit, stand, walk, use hands to finger, handle, or feel, and talk or hear. The employee frequently is required to reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must frequently lift and/or move weight up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. While performing the duties of this job, the employee is frequently exposed to outside weather conditions. The employee is occasionally exposed to fumes or airborne particles. The employee occasionally works without use of a vehicle. The noise level in the work environment is usually moderate.
Qualifications Knowledge of: Safe work methods and safety regulations pertaining to the work, including driving habits.
Basic English language usage and legible handwriting.
Basic record-keeping principles and practices.
Basic office procedures, methods, and equipment including computers and applicable software
applications.
Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be:
Education:
Equivalent to graduation from high school.
Experience: One year of experience, including experience working with the public.
Certifications/Licenses: Possession of a valid California Class C driver’s license.
Revised: 12/03/07;
Resolution #: 2007-200 N.C.S.
Established: 03/90 - Resolution #: 90-147 N.C.S. Department: Police FLSA Status: Non-exempt
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DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06POPT Police Property Technician
Summary Receive, store, transport, release, and/or dispose of property and evidence in the Petaluma Police Department and maintain related records. Class Characteristics General supervision is provided by a higher-level supervisor or manager. Responsibilities may include the technical or functional supervision of other staff or volunteers/interns. This is a
specialized non-sworn position that is responsible for the maintenance, security, and technical coordination of the property and evidence function. It is distinguished from the other non-sworn positions in the Police Department by the consequence of errors, level of responsibility, and independent decision making applicable to this position. Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Receive, store, and maintain all property and evidence including all stored property and evidence related equipment; maintain stocks of required packaging and storage supplies; maintain organized property packaging and storage areas in accordance with state, city, and departmental procedures and regulations.
Notify property owners of releasable property; release or dispose of property recovered, found, or seized in accordance with state, city, and departmental procedures and regulations. Use property and evidence database system to enter and maintain data about all actions
associated with the property; compile data from a variety of database systems to prepare reports;
duplicate digital evidence as needed. Coordinate with various public agencies, private attorneys, and others to arrange and conduct timely viewing of evidence during discovery processes; witness the viewing of evidence during
discovery processes in an unobtrusive and impartial manner; transport evidence to various public
agencies and other persons legally entitled; and testify in court regarding chain of custody, property records, and equipment maintenance. Perform research to determine if evidence needs to be retained or destroyed; ensure disposal of
evidence is properly handled.
Attend training to keep current with applicable laws and regulations relative to the handling and storage of evidence/property and recommend appropriate changes when necessary. In a backup capacity, make latent fingerprint comparisons following established procedures.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Police Property Technician
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Perform general office duties including typing, record keeping, filing, and basic report writing. Use personal protective equipment including but not limited to gloves, safety glasses, face
masks, and Tyvek suits, when applicable and required. Perform related duties as assigned. Skills/Abilities: Learn and apply laws, regulations, principles and methods for receiving, storing, maintaining, transporting, and disposing of property and evidence. Read, comprehend, learn, and apply a variety of applicable procedure manuals, legal codes, and
legal documents. Exercise sound judgment and make decisions independently within established guidelines. Present accurate and detailed information related to property and evidence procedures and chain
of custody. Interpret and understand court orders and attorney requests in regards to evidence release and/or disposal.
Transport evidence using a department authorized vehicle or equivalent. Learn how to properly handle property and evidence, including narcotics, explosives, hazardous materials, and weapons in a safe manner.
Learn latent fingerprint comparison procedures and practices. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit, use the computer keyboard and mouse, use hands and fingers to handle or feel; reach with hands and arms, talk or hear, stand, walk, and stoop, or crouch. Occasionally lift and/or move up to 50
pounds. Specific vision abilities required by this job include close vision, distance vision, color
vision, peripheral vision, depth perception, and ability to adjust focus. Requires the ability to work in an office environment where the noise level is usually moderate. Qualifications Knowledge of: Basic principles and methods for receiving and handling property and evidence.
Safe firearm handling. Safe work methods and safety regulations pertaining to the work.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Police Property Technician
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Basic law enforcement organization, activities, terminology, and regulations. Record keeping principles and practices specific to a law enforcement (or equivalent)
organization. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: Equivalent to graduation from high school. Experience: Two years of experience in police records, property/evidence management, inventory/supply administration, storage, and records management, or equivalent with a law enforcement agency. Certifications/Licenses: Possession of a valid California Class C driver license.
As a term of continued employment, incumbents must obtain certification as a Property and Evidence Specialist (CPES) from the International Association of Property and Evidence (IAPE) within 18 months of appointment.
As a term of continued employment, incumbents must successfully complete the Peace Officer Standards and Training (POST) 38-hour course on latent fingerprint comparison within 18 months of appointment. Established: 1/4/2016
Resolution #: 2016-009 N.C.S.
Reformatted: Revised: Department: Police FLSA Status: Non-exempt
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06DSUP Public Safety Communications Supervisor
Summary Supervise, plan, organize, and oversee the operations and activities of the Public Safety Communications Center; supervise Public Safety Dispatchers and perform a variety of technical and specialized work related to public safety communications operations. Class Characteristics General direction is provided by a higher-level manager; responsibilities include the direct supervision of dispatch staff. This position is the first line supervisor responsible for supervising and overseeing the Communications Center and is responsible for supervising Public Safety Dispatchers. The position is distinguished from the Police Lieutenant in that the latter has overall responsibility for the management coordination and direction of the communication center function.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Recommend and assist in the implementation of goals and objectives and establish schedules and methods for activities and operations related to the daily operations and activities of the Communications Center; implement policies and procedures. Plan, prioritize, assign, supervise, and review the work of staff involved in public safety dispatch functions; advise the Police Lieutenant of personnel issues. Evaluate operations and activities of assigned responsibilities and recommend improvements and modifications; prepare various reports on operations and activities. Supervise, train, coach, counsel, and evaluate assigned personnel; initiate disciplinary action; identify and resolve complaints; conduct performance evaluations. Participate in the development and implementation of effective training programs; provide or oversee the training of new dispatch personnel. Develop and coordinate work schedules to ensure adequate coverage. Ensure compliance with applicable laws, rules, policies, and procedures. Oversee and manage the Communications Center’s use of secure and controlled databases, such as the California Law Enforcement Telecommunications System (CLETS), Criminal Intelligence System, and the Department of Motor Vehicles. Oversee and manage the installation, upgrade, and maintenance of equipment, software, databases, and computer systems within the Communications Center; assist information technology staff with computer issues as necessary.
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Public Safety Communications Supervisor
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Serve as the Public Safety Answering Point (PSAP) Coordinator. Maintain a variety of files logs and reports on Communications Center operations; oversee the duplication and or retrieval of information. Develop, implement, and track communication center goals, objectives, policies, and procedures. Review and investigate internal and external complaints and seek resolution or refer to Police Lieutenant as necessary. Attend and participate in meetings, trainings, and information sessions. Perform the duties of a Public Safety Dispatcher. Build and maintain positive working relationships with co-workers, other City employees, and the public using principles of good customer service. Perform related duties as assigned. Skills/Abilities: Supervise, plan, organize, and oversee the operations and activities of the communications center. Supervise, train, evaluate, mentor, and motivate personnel. Exercise sound and balanced judgment in day-to-day decision making. Develop and recommend policies and procedures related to assigned operations. Maintain accurate records and prepare comprehensive reports. Effectively represent the City in contacts with the public, businesses, community organizations, regional organizations, and other government entities. Manage competeing demands and multi-task, oftentimes in stressful situations. Identify potential risk and develop sound solutions. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit; use the computer keyboard and mouse, use hands to finger, handle, or feel; reach with hands and arms; talk or hear; and taste or smell; stand, walk, and stoop, or crouch. Occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The employee will work in an office environment where the noise level is usually moderate. Qualifications Knowledge of: Police communication center operations, functions, methods, procedures, and techniques, including the use of emergency dispatching techniques and criminal information databases,
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Public Safety Communications Supervisor
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standard broad casting procedures and regulations, computer-aided dispatch, and emergency 911 systems. Current law enforcement and police patrol practices and procedures and related terminology. Principles and practices of supervision and training. Applicable laws, rules, and regulations. Principles and practices of safety management. Principles and practices of effective customer service. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: Equivalent to graduation from high school. Additional specialized training and or college level coursework in a related field is highly desirable. Experience: Three years of responsible journey level experience in public safety communications dispatching. One year experience as a Training Officer is required. Certifications/Licenses: Possession of a POST Public Safety Dispatcher Basic certificate. Possession of a valid California Class C driver license. Re-established: 08/05/13 - Resolution # 2013-124 N.C.S. Abolished: 06/05/06 - Resolution # 2006-096 N.C.S. Established: On or before 03/90
Revised:
Department: Police FLSA Status: Non-exempt
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: Job Class: 06DISP Public Safety Dispatcher
Summary Receive 911 emergency and non-emergency calls; dispatch resources according to police and fire procedures; operate various dispatch center equipment; maintain required dispatch records. Class Characteristics General supervision is provided by a higher-level supervisor or manager; responsibilities may include indirect supervision of lower level personnel. Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Receive 911 emergency and non-emergency calls for service; evaluate the nature of the emergency; enter information into computer terminals; determine appropriate response level, priority, and type of resources required; dispatch police, fire, medical personnel and equipment; update and monitor information related to the event.
Monitor radio traffic and request for services, relay information and/or instructions to personnel, work with other agencies, and coordinate mutual response radio traffic. Maintain records of calls for service using the computer aided dispatch system; maintain and access business and premise history files for emergency and other necessary contacts. Process and enter citations into the records management system and perform related clerical duties. Asist Police Officers during investigations by utilizing investigative programs to obtain personal information, criminal history, and contract information. Operate in-house and radio paging systems. Monitor closed-circuit security cameras. Assist citizens at the Police Station after business hours. Coordinate responses to after hour emergency calls for City services. May provide new employees with an orientation to City dispatch procedures and services. May be required to provide court testimony. Perform related duties as assigned. Skills/Abilities: Interpret and apply techniques, procedures, and methods used in the operation of communications equipment.
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Public Safety Dispatcher
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Interpret and apply codes, policies and procedures. Read and interpret street maps, communicate emergency situations, transcribe information obtained
over the telephone or radio into computer-aide dispatch system, react quickly and accurately in emergency situations; listen and talk while at the same time performing various additional tasks; perform duties
effectively under pressure; make decisions and use independent judgments; monitor a variety of emergency situation
as the same time. Write basic letters, memos, and reports. Type at a net speed of 38 words per minute. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: While performing the duties of this job, the employee is regularly required to sit; use the computer keyboard and mouse, use hands to finger, handle, or feel; reach with hands and arms; talk and hear; stand, walk, and stoop, or crouch. Occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The employee will work in an office environment where the noise level is usually moderate.
Qualifications Knowledge of: Proper English usage, grammar, spelling, and punctuation. Alphabetic, chronological, and numeric filing systems. Effective communication techniques. Community resources. City and surrounding geography. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: Equivalent to graduation from high school. Related college course work is desirable.
Experience: Two years of experience involving public contact while performing multiple tasks and using computers.
One year of experience in public safety and/or fire dispatching in a 911 center is desirable.
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103
Public Safety Dispatcher
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Certifications/Licenses: Possession of a valid California Class C driver’s license. Incumbents must successfully complete the POST Public Safety Dispatch course prior to the completion of the probationary period and must obtain a POST Public Safety Dispatch Certificate. Willingness and ability to work any shift in a 24-hour period, holidays, weekends, scheduled and emergency overtime, and be available for call back as required. Wear a uniform. Established: 03/90 Resolution #: 90-147 N.C.S. Revised: 06/18/07; Resolution #: 2007-106 N.C.S.
Department: Police
FLSA Status: Non-exempt
DocuSign Envelope ID: 098F12A1-D93C-4685-83BD-197C86EA7103