HomeMy WebLinkAboutResolution 2023-162 N.C.S. 10/16/2023 DocuSign Envelope ID:A4A2126B-5740-47A8-A07D-F87A60D370EA
Resolution No. 2023-162 N.C.S.
of the City of Petaluma, California
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PETALUMA RATIFYING THE
MEMORANDA OF UNDERSTANDING, EFFECTIVE JULY 1, 2023 —JUNE 30, 2026, REACHED BY
THE DULY AUTHORIZED REPRESENTATIVES OF THE CITY OF PETALUMA AND THE
PEACE OFFICERS' ASSOCIATION OF PETALUMA, UNIT 6
WHEREAS,the City of Petaluma and the Peace Officers' Association of Petaluma(POAP), Unit 6, through
their duly authorized representatives, have mutual interest in addressing wages in 2023 in support of recruitment
and retention efforts and for consistency with other bargaining units; and
WHEREAS, the parties engaged in good-faith bargaining and subsequently, reached agreement on a
successor Memorandum of Understanding(MOU), effective July 1,2023—June 30,2026, 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 Tentative Agreement
and executed this MOU, effective July 1,2023 —June 30,2026, 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, 2023 —June 30,
2026, for POAP, Unit 6, and does recommend that the City Council ratify said MOU; 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, approving this action 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,by the City Council of the City of Petaluma as follows:
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, approving this action 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.
Resolution No. 2023-162 N.C.S. Page 1
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3. Ratifies the MOU, effective July 1, 2023 — June 30, 2026, between the City of Petaluma and the Peace
Officers' Association of Petaluma(POAP), Unit 6, attached to and incorporated as Exhibit A.
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 Approved as to
Council of the City of Petaluma at a Regular meeting on the 161 day of October Docusignecfaffn:
2023,by the following vote: F(O, v
1ty Attorney
AYES: McDonnell,Barnacle,Cader Thompson,Healy,Nau,Pocekay
NOES: None
ABSENT: Shribbs
ABSTAIN: ocuftned by: Docusigned by:
Xmvl� TPU901 E 4(
ATTEST: 184689A429E4492... aeeonna�e�s
City Clerk Mayor
Resolution No. 2023-162 N.C.S. Page 2
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Exhibit A to Resolution
� � L U
�' 85 $
MEMORANDUM OF UNDERSTANDING
between
CITY OF PETALUMA
and
PEACE OFFICERS' ASSOCIATION OF PETALUMA
UNIT 6 - POLICE
JULY 1, 2023 THROUGH JUNE 30, 2026
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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
SECTION4 - SALARIES.............................................................................................................2
4.1 Salaries..............................................................................................................................2
4.2 Compensation Survey........................................................................................................3
4.3 Salary Advanced Upon Promotion.....................................................................................3
SECTION 5 - SPECIAL COMPENSATION .................................................................................3
5.1 Special Compensation - Assignment to a Higher Classification........................................3
5.2 Special Compensation - FTO Assigned to Sergeant Duties..............................................3
5.3 Special Compensation - FTO Assigned to Sergeant Duties for 30 Days ..........................3
5.4 Special Compensation - Overtime When Assigned to a Higher Classification ..................4
5.5 Special Compensation - Field Training Officer..................................................................4
5.6 Special Compensation - Traffic Officer..............................................................................4
5.7 Special Compensation - Public Safety Dispatcher Training ..............................................4
5.8 Special Compensation - Community Service Officer and Parking Enforcement Officer....4
5.9 Special Compensation - POST Certificate ........................................................................4
5.10 Special Compensation - Payment for POST Certificate Pay.............................................4
5.11 Special Compensation - Longevity Pay.............................................................................5
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..............................................................6
5.16 Special Compensation - Specialty Pay and Collateral Assignments............................6
SECTION 6 - CANINE HANDLER PROGRAM...........................................................................7
6.1 Canine Handler- Compensation.......................................................................................7
6.2 Canine - Extraordinary Work.............................................................................................7
6.3 Canine - Canine Food and Care .......................................................................................7
6.4 Canine - Retirement..........................................................................................................7
6.5 Canine - Canine Purchase................................................................................................7
SECTION 7 - HOURS AND OVERTIME .....................................................................................7
7.1 Work Week and Work Day.................................................................................................7
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 .....................................................................8
7.7 Shift Sign-Up......................................................................................................................8
7.8 Shift Assignments - Patrol.................................................................................................8
7.9 Overtime ............................................................................................................................9
7.10 Overtime - Training ...........................................................................................................9
2023 - 2026 City of Petaluma/ POAP Unit 6 MOU i
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7.11 Overtime Compensation - Compensatory Time................................................................9
7.12 Compensatory Time - Request for Time ...........................................................................9
7.13 Compensatory Time Payout ..............................................................................................9
7.14 Travel Time........................................................................................................................9
SECTION 8 - COURT TIME, CALLBACK, AND STANDBY.......................................................9
8.1 Court Time Pay..................................................................................................................9
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....................................................10
8.8 Standby Duties...................................................................................................................10
8.9 Standby Pay ......................................................................................................................10
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............................................11
10.4 Uniform Allowance - Police Officers and Police Sergeants...............................................11
10.5 Uniform Allowance - Community Service Officers, Police Officer Trainees,
Evidence Technicians, and Parking Enforcement Officers ................................................11
10.6 Uniform Allowance - Public Safety Dispatchers ................................................................11
10.7 Uniform Allowance Pay......................................................................................................11
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....................................................................................................................12
11.7 Holiday Pay........................................................................................................................12
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.....................................................................................14
13.1 Sick Leave Accrual ............................................................................................................14
13.2 Sick Leave Usage..............................................................................................................14
13.3 Sick Leave Notification.......................................................................................................14
13.4 Physician Verification.........................................................................................................14
2023 - 2026 City of Petaluma/ POAP Unit 6 MOU ii
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13.5 Sick Leave Usage — Family Purposes ...............................................................................14
13.6 Sick Leave and Workers' Compensation ...........................................................................15
13.7 Sick Leave Payout Upon Retirement.................................................................................15
13.8 Sick Leave When Approved for Vacation ..........................................................................15
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 ......................16
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.................................................................................17
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 ...................................................20
27.1 Active Employees — PEMHCA Contribution.......................................................................20
27.2 Active Employees — Additional Benefit ..............................................................................21
27.3 Employee Contribution .....................................................................................................21
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
2023 - 2026 City of Petaluma/ POAP Unit 6 MOU iii
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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 — Regular 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
SECTION44 — LAYOFFS............................................................................................................34
44.1 Notification.........................................................................................................................34
44.2 Vacancy and Demotion......................................................................................................34
2023 - 2026 City of Petaluma/ POAP Unit 6 MOU iv
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44.3 Employee Rights................................................................................................................35
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........................................................................................41
2023 - 2026 City of Petaluma/ POAP Unit 6 MOU v
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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, 2023 — June 30, 2026
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, 2023.
SECTION 1 — TERM OF AGREEMENT
1.1 Effective Date
This Memorandum of Understanding (MOU) shall be effective for the period commencing
July 1, 2023 and ending June 30, 2026.
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 2026.
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 Officer'
Abandoned Vehicle Abatement Officer
Currently not allocatcd.
2023—2026 City of Petaluma POAP Unit 6 MOU 1
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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".
(A) Across-the-Board General Salary Increases (GSI)
Effective the first full pay period in July 2023, all unit members shall receive a four
percent (4.0%) base wage increase.
Effective the first full pay period following July 1, 2024, all unit members shall
receive a three percent (3.0%) base wage increase.
2023—2026 City of Petaluma POAP Unit 6 MOU 2
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Effective the first full pay period following July 1, 2025, all unit members shall
receive a three percent (3.0%) base wage increase.
(B) Market Based Equity Adjustments for Sworn Classifications
Effective the first full pay period in January 2024, the City shall increase the base
pay for all Unit 6 sworn classifications by four percent (4.0%).
Effective the first full pay period in July 2024, the City shall increase the base pay
for all Unit 6 sworn classifications by zero point five percent (0.5%). Market based
equity adjustments are independent of the GSI but will be implemented in an
additive (non-compounded) fashion (i.e., the total increase will be 3.5%).
4.2 Compensation Survey
The City will update the sworn classification compensation survey below by April 1,
2026.
Joint revision at 1/2/19 bargaining session+PERS and%to Match included
SALARY TOTAL W/HEALTH
Agency RETIREMENT SUBTOTAL LONGEVITY PAY ADV PAY UNIFORM HOLIDAY SUBTOTAL HEALTH BENEFIT BENEFIT
Santa 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 $ (S12) $ 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 $ (2S3) $ 8,170 $ 674 $ 29S $ 7S $ 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 1$ (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 $ 523 $ 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.
**Sonoma County covers cost of uniforms in lieu of uniform 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.
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.
2023-2026 City of Petaluma POAP Unit 6 MOU 3
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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
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.
2023—2026 City of Petaluma POAP Unit 6 MOU 4
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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
1. For sworn classifications, the following longevity premiums shall apply:
a. 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.
b. 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.
c. 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.
2. Effective the first full pay period following January 1, 2024, for sworn
classifications, the following longevity premiums shall apply:
a. Sworn employees with five (5) 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.
b. Sworn employees with eight (8) 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.
c. Sworn employees with eleven (11) 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.
d. 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 ten percent (10.0%) above his or her
hourly rate of pay.
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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 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
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
The following specialty positions are entitled to Specialty Pay of five percent (5.0%)
above their base rate of pay:
1. Detectives (Detective Division Premium)
2. Traffic Officers (Traffic Detail Premium)
3. K-9 Officers (Canine Officer/Animal Premium)
The following collateral assignments are 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.
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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.
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.
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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.
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.
For purposes of this section, 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 re-hired by the City within six (6) months of separation, that
employee's seniority will be calculated based on the employee's continuous time served
in the classification at the City of Petaluma prior to separation plus the employee's
continuous time served in the classification at the City of Petaluma after re-hire. The
time the employee was not employed by the City will not count.
If an individual with prior service in a represented classification (or higher classification
in the same series) is re-hired by the City more than six (6) months after separation, or
more than one time (i.e., if the employee separates and is rehired a second or additional
time) 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.
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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
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.
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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.
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.
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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.
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.
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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.
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
(A) Sworn Employees
Employees in the Sworn classifications of Police Investigator, Police Investigative
Sergeant, Police Sergeant, and Police Officer 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 as part of their normal
schedule 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.
(B) Dispatchers
Employees in classifications in the Dispatcher Series (Public Safety
Communications Supervisor and Public Safety Dispatcher) will be compensated
at ten (10) hours for each holiday identified by City Council Resolution per Section
11.1. Employees in the Dispatcher Series who are regularly required to work
holidays as part of their normal schedule shall be compensated with holiday pay
in lieu of the holiday in the amount of ten (10) hours for each observed holiday as
the holiday occurs.
(C) Other Non-Sworn Classifications
For all other Non-sworn classifications, holidays identified by City Council
Resolution per Section 11.1 will be based on the employee's regular work shift.
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For example, if an employee works a 4/10 schedule, they shall receive ten (10)
hours of holiday pay for the holiday. If an employee works a 9/80 schedule, they
shall receive nine (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, eight (8)
hours per day) schedule, they 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 rate of pay in
effect at the time of payment.
(D) Police Officer Trainee
Police Officer Trainees shall receive eight (8) hours of holiday pay for holidays
identified by City Council Resolution per Section 11.1 of the current Memorandum
of Understanding regardless of whether they are required to be at the training
academy or not.
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:
Years of Service Vacation Accrual Accrual Limit
(Hours)
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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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
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.
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
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(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
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.
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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 paid bereavement leave in the event
of death in the employee's family. Paid bereavement leave is granted per qualifying
event. Up to an additional eight (8) hours of accrued leave, including sick leave, will be
granted to supplement bereavement leave.
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, stepbrother, brother-in-law,
sister, stepsister, 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. 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.
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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
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.
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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 (CaIPERS), shall receive
the 3% at 50 formula retirement plan.
The City's contract with CaIPERS 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).
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• 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
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.
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• 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
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.
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27.2 Active Employees—Additional Benefit
Effective January 1, 2023, the City shall pay an additional benefit that depends upon the
actual percentage increase in the Kaiser — Region 1 premium. The City's additional
benefit contribution for 2023 shall be up to a 9% increase of the 2022 Health Plan Rate
less the City's PEMHCA contribution, multiplied by ninety-five percent (95%), or an
amount 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, 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, 2023, the monthly premium at the Kaiser rate for single
health benefit coverage is $913.74 and the PEMHCA rate is $151.00. The additional
benefit is calculated at$913.74 less $151.00 multiplied by 95% _ $724.60. The employee
contribution is $38.14 ($913.74 - $151.00 - $724.60= $38.14).
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%.
The 2025 CalPERS premium for Kaiser — Region 1 and required 2025 PEMHCA
contribution are unknown. Effective January 1, 2025, 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 2025 shall be equal to the actual 2025
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 2026 CalPERS premium for Kaiser — Region 1 and required 2026 PEMHCA
contribution are unknown. Effective January 1, 2026, 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 2026 shall be equal to the actual 2026
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%.
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.
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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 CaIPERS 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 CaIPERS 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 City Monthly PEMHCA City Cash Retiree Benefit Total Benefit
Year Contribution Amount
2023 $151.00 $5.83 $156.83
2024 Minimum PEMHCA contribution Total benefit amount of$156.83 minus $156.83
as set by CalPERS. the City monthly PEMHCA
contribution
2025 Minimum PEMHCA contribution Total benefit amount of$156.83 minus $156.83
as set by CalPERS. the City monthly PEMHCA
contribution
2026 Minimum PEMHCA contribution Total benefit amount of$156.83 minus $156.83
as set by CalPERS. the City monthly PEMHCA
contribution
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 — Region 1 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). Effective
January 1, 2024, the lifetime maximum for orthodontic coverage per dependent child will
increase to $2,000.
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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.
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 — Regular Part-time Employ
An employee who occupies the shared position shall be designated as a Shared Position
— Regular Part time Employee. The Regular Part-time employee is regularly scheduled
to work for at least 40 hours but less than 80 hours of work per pay period (and will
receive prorated leave and benefits as set forth in Section 41.10, below).
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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
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be to able to perform their duties, or involves any improper use of position for personal
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.
(1) 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).
(0) 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, or designee, 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, or designee,
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.
(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.
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(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, or designee, 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, or
designee, 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, or designee, shall serve as the Skelly officer so long as
the Police Chief, or designee, was uninvolved in the initial decision to
impose discipline. If the Police Chief, or designee, 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, or
designee, 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, or designee, shall serve as the Skelly officer so long as the
Police Chief, or designee, was uninvolved in the initial decision to impose
discipline. If the Police Chief, or designee, 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, or
designee, 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, or designee, 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,
or designee, 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 below
2023—2026 City of Petaluma POAP Unit 6 MOU 34
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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, 2023 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
2023—2026 City of Petaluma POAP Unit 6 MOU 37
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EXHIBIT A- Salary Tables
Peace Officers' Association of Petaluma - Unit 6
Salary Range Effective the First Full Pay Period in July 2023
Current Classification Title COLA 1 2 3 4 5
ABAND VEHICLE ABATEMNT OFFICER 4.0% 29.74 31.23 32.79 34.44 36.17
COMMUNITY SERVICE OFFICER 4.0% 29.74 31.23 32.79 34.44 36.17
EVIDENCE TECHNICIAN 4.0% 31.67 33.25 34.87 36.59 38.49
POLICE PROPERTY TECHNICIAN 4.0% 31.47 33.05 34.66 36.38 38.26
PARKING ENFORCEMENT OFFICER 4.0% 28.69 30.13 31.64 33.21 34.87
POLICE INVESTIGATOR 4.0% 43.62 45.80 48.08 50.48 53.05
POLICE INVESTIGATIVE SERGEANT 4.0% 52.09 54.69 57.45 60.32 63.30
POLICE OFFICER 4.0% 1 43.62 1 45.80 1 48.081 50.481 53.05
POLICE OFFICER TRAINEE 4.0% 1 34.22 1 35.93 1 37.72 1 39.61 1 41.59
POLICE SERGEANT 4.0% 1 52.09 1 54.69 1 57.451 60.32 1 63.30
PUBLIC SAFETY DISPATCH 4.0% 1 34.67 1 36.43 1 38.22 1 40.121 42.18
PUBLIC SAFETY COMMUNICATIONS SUPERVISOR 4.0% 1 41.831 43.97 1 46.121 48.421 50.90
NOTE: Salaries are approximate and may vary slightly due to rounding
Salary Range Effective the First Full Pay Period in January 2024
Current Classification Title Equity Adj. 1 2 3 4 5
POLICE INVESTIGATOR 4.0% 45.36 47.63 50.00 52.50 55.17
POLICE INVESTIGATIVE SERGEANT 4.0% 54.17 56.88 59.75 62.73 65.83
POLICE OFFICER 4.0% 45.36 47.63 50.00 52.50 55.17
POLICE SERGEANT 4.0% 54.17 56.88 59.75 62.73 65.83
NOTE: Salaries are approximate and may vary slightly due to rounding
2023-2026 City of Petaluma POAP Unit 6 MOU 38
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Salary Range Effective the first full pay period following July 1, 2024
Equity
Current Classification Title COLA Adj. Total 1 2 3 4 5
ABAND VEHICLE ABATEMNT OFFICER 3.0% 3.0% 30.63 32.17 33.77 35.47 37.26
COMMUNITY SERVICE OFFICER 3.0% 3.0% 30.63 32.17 33.77 35.47 37.26
EVIDENCE TECHNICIAN 3.0% 3.0% 32.62 34.25 35.92 37.69 39.64
POLICE PROPERTY TECHNICIAN 3.0% 3.0% 32.41 34.04 35.70 37.47 39.41
PARKING ENFORCEMENT OFFICER 3.0% 3.0% 29.55 31.03 32.59 34.21 35.92
POLICE INVESTIGATOR 3.0% 0.5% 3.5% 46.95 49.30 51.75 54.34 57.10
POLICE INVESTIGATIVE SERGEANT 3.0% 0.5% 3.5% 56.07 58.87 61.84 64.93 68.13
POLICE OFFICER 3.0% 0.5% 3.5% 46.95 49.30 51.75 54.34 57.10
POLICE OFFICER TRAINEE 3.0% 3.0% 35.25 37.01 38.85 40.80 42.84
POLICE SERGEANT 3.0% 0.5% 3.5% 56.07 58.87 61.84 64.93 68.13
PUBLIC SAFETY DISPATCH 3.0% 3.0% 35.71 37.52 39.37 41.32 43.45
PUBLIC SAFETY COMMUNICATIONS SUPERVISOR 3.0% 3.0% 43.08 45.29 47.50 49.87 52.43
NOTE: Salaries are approximate and may vary slightly due to rounding
Salary Ranqe Effective the first full pay period following July 1, 2025
Current Classification Title COLA 1 2 3 4 5
ABAND VEHICLE ABATEMNT OFFICER 3.0% 31.55 33.14 34.78 36.53 38.38
COMMUNITY SERVICE OFFICER 3.0% 31.55 33.14 34.78 36.53 38.38
EVIDENCE TECHNICIAN 3.0% 33.60 35.28 37.00 38.82 40.83
POLICE PROPERTY TECHNICIAN 3.0% 33.38 35.06 36.77 38.59 40.59
PARKING ENFORCEMENT OFFICER 3.0% 30.44 31.96 33.57 35.24 37.00
POLICE INVESTIGATOR 3.0% 48.36 50.78 53.30 55.97 58.81
POLICE INVESTIGATIVE SERGEANT 3.0% 57.75 60.64 63.70 66.88 70.17
POLICE OFFICER 3.0% 48.36 50.78 53.30 55.97 58.81
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POLICE OFFICER TRAINEE 3.0% 36.31 38.12 40.02 42.02 44.13
POLICE SERGEANT 3.0% 57.75 60.64 63.70 66.88 70.17
PUBLIC SAFETY DISPATCH 3.0% 36.78 38.65 40.55 42.56 44.75
PUBLIC SAFETY COMMUNICATIONS
SUPERVISOR 3.0% 44.37 46.65 48.93 51.37 54.00
NOTE: Salaries are approximate and may vary slightly due to rounding
2023—2026 City of Petaluma POAP Unit 6 MOU 40
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EXHIBIT B — Side Letter Agreements
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 - 2000
c. Swing Shift — 1600 — 0200
d. Graveyard Shift— 2000 — 0600
4. 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 the
MOU.
8. Each employee in the job-share position shall share the 4/10 work schedule
and 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 '/4 schedule, until which time
dispatch 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
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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- 0600- 0600- 0600-
1600 1600 1600 OFF OFF 1600
1000- 1000-
OFF OFF OFF 0600-1600 2000 2000
0600- 0600-
OFF OFF 1600 0600-1600 1600 OFF
0600- 0600- 0600- 0600-
1600 1600 OFF OFF 1600 1600
1600- 1600- 1600-
0200 OFF OFF OFF 0200 0200
2000- 1600- 1600-
0600 0200 0200 1600-0200 OFF O F F
1000- 1000-
OFF 2000 2000 1000-2000 OFF O F F
2000- 2000- 2000- 2000-
0600 __Q§MW OFF OFF 0600 0600
2000- 2000-
OFF OFF OFF 2000-0600 0600 0600
2000- 2000-
OFF 0600 0600 2000-0600 OFF O F F
1600- 0200-
MOT 2000 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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DocuSign Envelope ID:A4A2126B-5740-47A8-A07D-F87A60D370EA
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
2 Page
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DocuSign Envelope ID:A4A2126B-5740-47A8-A07D-F87A60D370EA
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. Participation. The Peace Officers'Association of Petaluma will establish participation in a retiree
medical plan administered by the PORAC 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.
B. Contributions to the PORAC Retiree Medical Trust
c.
4
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 15t 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.
C
C. 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
f
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.
i
D. indemnification. The Association agrees to indemnify and hold the City of Petaluma harmless G
from any liabilities of any nature which may arise as a result of the operating of the PORAC 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. 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.
F. 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.
G. 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
E
included as salary for purpose of calculating retirement benefits.
I
i
i
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 F'
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.
i
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 I
relations representatives whose signature appears below for their respective organizations.
PEACE OFFICERS'ASSOCIATION OF PETALUMA �
s Ran McGreevy
E°
Ryan McGreevy, President, OAP Date
i'
i
CITY OF PETALUMAQ�_
/s/Peggy Flynn V
is
Peggy Flynn, City Manager Date
/s/Charlie Castillo f A ZO
Charlie Castillo, Human Resources Director Date
F
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