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441roR City Council Staff Report
DATE: May 4, 2011 Consent
SUBJECT: MEMORANDUM OF UNDERSTANDING — PALM SPRINGS POLICE
MANAGEMENT ASSOCIATION REPRESENTING THE POLICE
MANAGEMENT UNIT
FROM: David H. Ready, City Manager
BY: Human Resources
SUMMARY
The City has reached a tentative agreement with the Palm Springs Police
MANAGEMENT Association (PSPMA) representing the Police Management Unit. The
City Council will consider adopting a Resolution approving a contract or Memorandum
of Understanding between the City and the Police Management Unit.
RECOMMENDATION:
1. Adopt Resolution No. , "A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF PALM SPRINGS, CALIFORNIA APPROVING A MEMORANDUM OF
UNDERSTANDING RELATIVE TO WAGES, HOURS, AND OTHER TERMS
AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN THE PALM
SPRINGS POLICE MANAGEMENT ASSOCIATION REPRESENTING THE
POLICE MANAGEMENT UNIT, FOR THE PERIOD JULY 1, 2010 THROUGH
JUNE 30, 2012, SUBJECT TO UNIT'S RATIFICATION AND EXECUTING THE
MEMORANDUM OF UNDERSTANDING."
2. Authorize the City Manager to execute the Memorandum of Understanding in a
form acceptable to the City Attorney.
STAFF ANALYSIS:
The City, through it's Municipal Employee Relations Representative (MERR), and
representatives of the Palm Springs Police Management Association representing the
Police Management Unit have met and conferred in good faith with the Municipal.
ITEM NO.��
City Council Staff Report
May 4, 2011 -- Page 2
Police Management Unit
STAFF ANALYSIS CONT:
Employee Relations Representative (MERR) and have reached a agreement on the
terms and conditions of Memorandum of Understanding (MOU) governing employees of
the City of Palm Springs within the Police Management Unit for the period July 1, 2010
through June 30, 2012.
This agreement was reached through mediation, subject to ratification by the PSPMA
and City Council.
Highlights to this agreement include:
• During the term of this MOU, there will be no salary increases; and
• Employees will be furloughed for five percent (5%) of their hours through a 76
hour pay period with overtime paid after 80 hours; and
• Holiday in Lieu pay will be reduced from 4 hours to 3.67 hours per pay period;
and
• PERS Safety Retirement Formula for employees hired after January 1, 2011 will
be 3% at 55; and
• City contribution towards the cost of health insurance will be limited to 5% for the
2012 plan year; and
• Take home car program will be limited to within the City limits beginning July 1,
2014, excluding K-9 and motorcycle assignments; and
• Longevity Pay will be tiered to allow only for employees currently receiving
benefit; and
• Personal Days will be tiered to allow only for employees currently receiving
benefit.
The Police Management Unit and the MERR jointly recommend adoption of such MOU
by the City Council.
FISCAL IMPACT
It is estimated that this agreement will result in approximately $47,000 in furlough
savings, plus additional future savings through tiered programs.
Perry Mad' on David H. Ready
Director f Human Resources City Manager
Attachments: Resolution
Memorandum of Understanding
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
PALM SPRINGS APPROVING A MEMORANDUM OF
UNDERSTANDING RELATIVE TO WAGES, HOURS, AND
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
FOR EMPLOYEES IN THE PALM SPRINGS POLICE
MANAGEMENT ASSOCIATION REPRESENTING THE
POLICE MANAGEMENT UNIT, FOR THE PERIOD JULY 1,
2010 THROUGH JUNE 30, 2012, SUBJECT TO UNIT'S
RATIFICATION AND EXECUTING THE MEMORANDUM
OF UNDERSTANDING.
WHEREAS, Resolution 16438 designates the City Manager (acting personally or
through a delegee) as the Municipal Employee Relations Representative (MERR) who
shall be the City's principal representative on all matters of employer-employee relations,
with authority to meet and confer in good faith on matters within the scope of
representation, including wages, hours, and other terms and conditions of employment;
and
WHEREAS, the City, through its Municipal Employee Relations Representative
(MERR), has met and conferred in good faith on wages, hours, terms and other
conditions of employment with the Palm Springs Police Management Association
(PSPMA) representing the Police Management Unit; and
WHEREAS, as a result of such good faith negotiations the MERR and PSPMA
have reached agreement on the terms and conditions of a Memorandum of
Understanding (MOU) governing employees of the City of Palm Springs within such
Police Management Unit, subject to ratification by the Unit; and
WHEREAS, PSPMA and the MERR jointly recommend adoption of such MOU by
the City Council;
THE CITY COUNCIL OF THE CITY OF PALM SPRINGS DOES HEREBY
RESOLVE AS FOLLOWS:
SECTION 1. That the Memorandum of Understanding between PSPMA and MERR, for
the period July 1, 2010 through June 30, 2012, on file with the City Clerk and
incorporated herein by this reference, is hereby approved upon ratification and
execution of said Memorandum of Understanding in a form approved by the City
Attorney.
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Resolution No.
Page 2
ADOPTED THIS 4T" DAY OF MAY, 2011
David H. Ready, City Manager
ATTEST:
James Thompson, City Clerk
CERTIFICATION
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss.
CITY OF PALM SPRINGS )
I, JAMES THOMPSON, City Clerk of the City of Palm Springs, hereby certify that
Resolution No. is a full, true and correct copy, and was duly adopted at a regular
meeting of the City Council of the City of Palm Springs on this 8t" day of September,
2010, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
James Thompson, City Clerk
City of Palm Springs, California
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PALM SPRINGS
POLICE MANAGEMENT
ASSOCIATION ( PSPMA)
PORA
MEMORANDUM OF
UNDERSTANDING
JULY 1 , 2010 — JUNE 30, 2012
s
PALM SPRINGS POLICE MANAGEMENT ASSOCIATION (PSPMA)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2010 - JUNE 30, 2012
ALPHABETICAL
Page Article
Annual Leave 9-10 20
Cell Phone Allowance 12 19.1
Disposition of Sick Leave Upon Separation 5-6 11
Drug Policy/Drug Screening 7-9 17
Educational Incentive Pay 9 18
Federal and State Laws 5 10
Holidays 6 14
Insurance (Health, Dental, Life & Vision Benefits) 7
Insurance for Retirees 4 8
Longevity Pay 11 23
Maintenance of Benefits 2 5
Mileage Reimbursement 6 13
Overtime 6 16
Payroll Deduction 1 3
Personal Days 10 22
Practices 2 4
Recommendation 1 1
Retirement 4-5 9
Salaries 6 12
Sick Leave 10 21
Strikes and Work Stoppages 2-3 6
Term 1 2
Uniform Allowance 9 19
Work Schedule 6 15
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MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE
MUNICIPAL EMPLOYEE RELATIONS REPRESENTATIVE (MERR) AND
THE
PALM SPRINGS POLICE MANAGEMENT ASSOCIATION (PSPMA)
REPRESENTING THE POLICE MANAGEMENT ASSOCIATION
JULY 1, 2010 - JUNE 30, 2012
This Memorandum of Understanding is entered into with reference to the following
facts.
A. The Palm Springs Police Management Association, hereinafter referred to as
the Association, is the exclusive recognized employee organization for members it
represents employed by the City in the Police Management Unit as defined in Section
8.1 A of the Employer-Employee Relations Resolution, Resolution 16438, as amended by
Resolution 17793.
B. The Association and the Municipal Employee Relations Representative,
hereinafter referred to as the MERR, have met and conferred in good faith on wages,
hours and other terms and conditions of employment for the employees represented by
the Association in the aforesaid group and have reached agreements which are set forth
in this Memorandum of Understanding, hereinafter referred to as the MOU.
THE ASSOCIATION AND MERR agree as follows:
1. JOINT RECOMMENDATION
This MOU constitutes a joint recommendation by the Association and the MERR,
to be submitted to the City Council of the City of Palm Springs for its determination
and approval by one or more resolutions, as the City Council may deem fit and
proper.
2. TERM
This MOU recommended to the City Council shall be for the period commencing
July 1, 2010, and terminating at midnight, June 30, 2012; provided, however, that
specific sections of this MOU shall have later effective dates as specified herein.
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3. PAYROLL DEDUCTION
The City will provide payroll deduction on request of the Association for dues,
assessments, and other deductions authorized by the Association. Remittance will
be bi-weekly to the Association's treasurer.
4. PRACTICES
It is understood that existing ordinances, resolutions, and policies of the City cover
matters pertaining to employer-employee relations including, but not limited to,
wages, salaries, benefits, hours and other terms and conditions of employment.
Therefore, it is agreed that all such ordinances, resolutions and policies, including
Sections 4,5,6,7 and 13 only of the Employer-Employee Relations Resolution
16438 are hereby incorporated by this reference and made a part hereof as
though set forth in full and except as provided herein shall remain in full force and
effect during the term hereof. The City and its employees shall continue to have
the rights and prerogatives as set forth in Sections 4,5,6,7 and 13 of Resolution
16438, and nothing in this MOU shall be deemed in any manner to abridge, restrict
or modify the same except as limited by the Strikes and Work stoppages section of
this MOU.
5. MAINTENANCE OF BENEFITS
The status of all existing benefits and conditions of employment now enjoyed by
the members represented by the Association shall not be deemed affected by this
MOU, except as specifically modified by provisions hereof or by actions taken in
implementation hereof.
6. STRIKES AND WORK STOPPAGES
6.1 Prohibited Conduct
The Association, its officers, agents, representatives and/or members agree that
during the term of this Agreement, they will not cause or condone any strike,
walkout, slowdown, sick out, or any other unlawful job action by withholding or
refusing to perform services.
Any employee who participates in any prohibited conduct listed above shall be
subject to suspension, demotion, or dismissal by the City.
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In addition to any other lawful remedies or disciplinary actions available to the City,
if the Association fails, in good faith, to perform all responsibilities listed below as
Association Responsibility, the City may suspend any and all rights and privileges
accorded to the Association in this Agreement, including but not limited to
suspension of the Grievance Review Procedure and Dues Deduction.
6.2 Association Responsibility
In the event that the Association, its officers, agents, representatives, or members
engage in any Prohibited Conduct, the Association shall immediately instruct any
persons engaging in such conduct that their conduct is in violation of this
Agreement and unlawful, and they must immediately cease engaging in conduct
prohibited in said Section 6.1 and return to work.
7. INSURANCE — Health, Hospitalization, Drug, Vision and Life
For members of PSPMA, the City agrees to contribute up to the following amounts
toward health, hospitalization, drug coverage, through such program(s) as shall be
designated by the PSPOA and approved by the City Council. In addition, the City
agrees to provide Vision Care for employee and family and $20,000 Term Life
Insurance and $20,000 AD&D coverage at no cost to the employee.
The parties agree that effective August 1, 2010, the City's maximum contribution
to health insurance premiums for all currently active members of PSPMA are as
follows: Single $648.66/month; Two Party $1,245.04/month; Family
$1319.31/month. Effective January 1, 2011, the City's maximum contribution to
health insurance premiums for all currently active members of PSPMA are as
follows: Single $685.96/month; Two Party $1,316.69/month; Family
$1395.26/month.
In the event the premium charges for the current health, hospitalization program
exceed the City's maximum contribution by 10% for calendar year 2011 and by 5%
for calendar year 2012 the amount of the excess shall be paid by the employee
through a payroll deduction.
All Employees who become eligible to receive Medicare must enroll in Medicare
Part A and B to remain eligible to receive the above contributions.
7.1 Dental Benefits
For the term of this Agreement, City agrees to continue dental benefits at level(s)
existing as of the date this Agreement is executed under Aetna for all members.
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Effective August 1, 2010, the City's maximum contribution for dental insurance
shall be as follows for all members: Single $33.03/month; Two Party
$45.01/month; Family $64.54/month. Effective August 1, 2011, the City's
maximum contribution for dental insurance shall be as follows for all members:
Single $33.43/month; Two Party$45.84/month; Family$66.01/month.
In the event the premium charges for the dental program exceed the City's.
maximum contribution by 15% for calendar year 2011 and by 5% for calendar year
2012 the amount of the excess shall be paid by the employee through a payroll
deduction.
7.2 Domestic Partner Coverage
The City of Palm Springs provides Domestic Partner Coverage to the current
health, dental and vision insurance The enrollee must provide a copy of The
Declaration of Domestic Partnership, Statement of Financial Liability for Domestic
Partner Health Benefits, and Affidavit of Eligibility for Economically dependent
children to the City.
The City will use the same enrollment policies for domestic partnerships as are
currently used for traditional marriages or as provided by the requirements of the
insurance carrier.
8. HEALTH INSURANCE FOR RETIREES
Tier I:
In service employees hired prior to (or received a written offer of
employment) prior to October 20, 2005 shall receive health insurance for
retirees as follows:
A. After 20 years of continuous full time service, 75% of the premium for
retirees health insurance coverage will be paid by the City.
B. After 25 years of continuous full-time service, 100% of the premium for
retirees health insurance coverage will be paid by the City.
The City's contribution as described above will be based on the coverage
type (single, two-party or family) in effect at the time of retirement.
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In the event of the employee's death, the City's contribution will end. The
surviving spouse may remain on the plan as a retiree without a City
contribution to the premium.
Retired employees who have not completed 20 years of City service, shall
be entitled to participate at his/her own cost in the Association's health,
hospitalization and drug coverage plan.
Tier II:
For all employees initially hired by the City after October 20, 2005, there will
be no City contribution for retiree health benefits. The City will, however,
make a $50.00 per month contribution to an employee Retiree Health
Savings Plan and the associated fixed dollar cost of administration.
9. RETIREMENT
9.1 PERS Contributions - Public Employees' Retirement System
The City shall pay each Police Management Association employee's contribution
to the Public Employees' Retirement System (PERS). Said payment made by the
City shall be for the employee's contributions, not to exceed nine percent (9%).
City Agrees that, pursuant to Government Code Section 20636(c)(4) pursuant to
Section 20691, normal member contributions (EPMC) Employer-Paid Member
Contributions will be paid by the employer, City of Palm Springs, and reported to
PERS as additional compensation for all members of Association. City will
continue to make all PERS mandated Employer-Paid Contributions ("EPEC"). Said
payment made by the City shall be for the employee's contributions, not to exceed
nine percent (9%).
9.2 PERS Safety Plan
The City will continue to contract with PERS for the Improved 1959 Level 4
Survivors Benefit at no additional cost to the employee.
The City agrees to contract with PERS for the 3% @ 50 Safety formula for
members of the PSPMA hired prior to January 1, 2011. Employees who were
members of the Association prior to January 1, 2011 or who are promoted or
transferred into the Association after January 1, 2011, but who were employed by
the City as a CalPERS Safety member prior to January 1, 2011 shall also continue
to receive the 3% @ 50 retirement formula.
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For Association employees initially hired after January 1, 2011, (or as soon as
approved by PERS if later) the parties agree that the City will take all necessary
steps so that such employees will be provided with the 3% @ 55 benefit under the
Public Employees' Retirement System.
10. FEDERAL AND STATE LAWS
It is understood and agreed that this MOU is subject to all present and future
applicable Federal and State laws and regulations and the provisions hereof shall
be effective and implemented only to the extent permitted by such laws and
regulations. If any part of this MOU is in conflict or inconsistent with such
applicable provisions of Federal or State laws or regulations, or otherwise held to
be invalid or unenforceable by any tribunal of competent jurisdiction, such part or
provisions shall be suspended and superseded by such applicable laws and
regulations and the remainder of this MOU shall not be affected thereby and shall
remain in full force and effect.
11. DISPOSITION OF SICK AND EXCESS SICK LEAVE UPON SEPARATION
Accrued sick and excess sick leave shall be paid upon retirement from the City
service. Upon separation all unpaid accrued and vested annual leave will be paid
at the employee's current salary rate. All unpaid accrued and vested annual leave
of deceased employees shall be paid to the estate of said deceased except as
otherwise provided by law. Employees in the Association may designate who shall
receive their final paycheck, including the cash out of accrued leave.
12. SALARIES
07-01-10 (0%) No increase to base salaries for the term of the contract.
13. MILEAGE
Reimbursement for personal vehicle use shall be at prevailing IRS rate. Where
extensive vehicle travel is required, a City vehicle should be provided and the auto
allowance will not be removed until the issue is reconciled.
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14. HOLIDAYS
For Police Management Association personnel who became members of the
Association before July 1, 2010 they shall receive: 1) 3.67 hours per pay period
(the 24 pay periods when holiday in lieu pay is paid to employees) at their straight
time hourly rate; and 2)the holidays provided in personnel rule 6.4.2. However,
effective July 1, 2010, the parties agree to modify personnel rule 6.4.2 as
applicable to this Association which provides the holiday schedule by deleting
Lincoln's Birthday and modifying the title of Washington's Birthday to President's
Day.
For Police Management Association personnel who became members of the
Association after July 1, 2010 they shall receive in lieu of all City recognized
holidays, 3.67 hours per pay period (the 24 pay periods when holiday in lieu pay is
paid to employees) at their straight time hourly rate.
15. WORK SCHEDULE-- FURLOUGHS
Police Captains are ordinarily allowed to work a 4/10 or three (3) twelve and a half
(12 Y2) flex workweek at the discretion of the Chief of Police. However, following
approval of this MOU by the City Council, effective May 15, 2011, until the last day
of a pay period which ends in June 2012, June 23, 2012, employees shall work 76
hours during the two week pay period. This five percent (5%) reduction in the
number of hours worked is a furlough to reduce labor costs to the City. . Work
schedules during the furloughs will be determined by the Police Chief in
consultation with the Association.
During the term of the furlough, the City Council may eliminate or reduce the
furlough by giving the Association advance notice of at least one pay period.
16. OVERTIME
During the term of this MOU, while the furlough work schedule described in Article
15 is in effect, overtime shall be earned by members of the Association who work
more than eighty (80) hours over the two-week pay period. For overtime
computation, hours worked are to include any leave of absence with pay. When
furloughs are not in effect, Police Lieutenants shall be compensated for overtime
worked at a rate of fifty percent (50%) above the employee's regular hourly rate for
the time worked in excess of forty (40) hours per work week. For the purpose of
overtime computation, the forty (40) hours are to include any leave or absence with
pay. Police Lieutenants must be authorized by the Chief of Police or Police
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Captains to work overtime. Notwithstanding the work schedule utilized by the
Department, the City has adopted the 28 day work period in accordance with
Section 7(k) of the Fair Labor Standards Act. The City will pay overtime as
described above in excess of the requirements of the law. Both Police Captains
and Police Lieutenants qualify as overtime exempt per the FLSA as managers who
qualify for the Executive Exemption of the FLSA. Thus, the overtime provided
herein is provided per this MOU and not per the requirements of the FLSA.
17. DRUG POLICY/DRUG SCREENING
The City of Palm Springs and the Association have a vital interest in maintaining
safe, healthful and efficient working conditions. Being under the influence of a
drug or alcohol on the job may pose serious safety and health risks not only to the
user but also to co-workers and the citizens of Palm Springs. The possession, use
or sale of an illegal drug or of alcohol on the job also poses unacceptable risks for
safe, healthful and efficient operations. "On the job" means while on City
premises, at work locations, or while on duty or being compensated on an "on call
status".
PSPMA and the City recognize that their future is dependent on the physical and
psychological well being of all employees. PSPMA and the City mutually
acknowledge that a drug and alcohol-free work environment benefits employees
and citizens, and members agree to comply with this policy at such time as a
mutually agreed upon employee assistance program is in place.
The purpose of this article is to define the City's drug and alcohol policy as well as
the possible consequences of policy violation.
17.1
Possession, sale, use or being under the influence of drugs or alcohol while on the
job is strictly prohibited.
17.2
When reasonable suspicion exists, the City may require an employee to submit to
a substance screening. The employee will be given the option to select a blood
test or urinalysis. Reasonable suspicion is cause based upon objective facts
sufficient to lead a reasonably prudent supervisor to suspect that an employee is
under the influence of drugs or alcohol so that the employee's ability to perform the
functions of the job is impaired or so that the employee's ability to perform his/her
job safely is reduced.
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17.3
Any manager or supervisor requesting an employee to submit to a substance
screening shall document in writing the facts constituting reasonable suspicion and
shall give the employee a copy. This report must advise the employee of his right
to representation. The employee shall be given an opportunity to provide
additional facts. An employee who is then ordered to submit to a substance abuse
screening may request to be represented. Because time is of the essence in drug
screening, a representative must be available within a reasonable time or the
employee will then be ordered to submit to a substance screening. Any employee
who refuses to submit to a substance screening may be considered insubordinate
and shall be subject to disciplinary action up to and including termination.
17.4
The supervisor, or designee, shall transport the suspected employee to the testing
facility or shall call to the Police Station a licensed phlebotomist who will draw
blood samples, when a blood test is selected. Urine samples shall be taken at the
Police Station under supervision of the supervisor. Testing shall occur on City time
and be paid for by the City. Employee urine samples, or other body fluids, will be
collected in a DOX Security Container System or other system that includes
methods or mechanisms designed to assure the integrity of the sample. The
facility used for testing shall be certified by the National Institute of Drug Abuse
and comply with established guidelines for"chain of custody" to insure that identity
and integrity of the sample is preserved throughout the collecting, shipping, testing
and storage process.
17.5
Any positive test for alcohol or drugs will be confirmed by a scientifically sound
method. An employee who tests positive on a confirmatory test will be given the
opportunity to discuss the results with a physician to be designated by the City.
The employee should be prepared at that time to show proof of any valid medical
prescription for any detected substance or to otherwise explain, if he or she so
chooses, a positive test result.
17.6
While use of medically prescribed medications and drugs is not per se a violation
of this policy, this policy shall establish that no employee shall operate a City
vehicle or dangerous machinery or equipment while taking any kind of medication
or drugs which are clearly marked that they may cause significant drowsiness or
impair an employee's performance. An employee shall notify his/her supervisor,
before beginning work, when taking such medications or drugs. In the event there
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is a question regarding an employee's ability to safely and effectively perform
assigned duties while using such medications or drugs, clearance from a physician
designated by the City may be required. The City reserves the right to send an
employee home on sick leave under these circumstances.
17.7
Employees with substance abuse problems are encouraged to participate
voluntarily in the City-sponsored Employee Assistance Program (EAP).
Assistance through the EAP may be sought by an employee with complete
confidentiality and without adverse consequences to his/her employment.
Employees should be aware, however, that a request for assistance through the
EAP will not insulate the employee from disciplinary action already contemplated.
Depending upon the facts surrounding the reasonable suspicion determination,
positive test result, and/or other violation of this policy or other City/department
rules and regulations, the City will refer an employee to the EAP. Such referral
could, at the discretion of the City, be made available to the employee as an
alternative to disciplinary action. Referral would be subject to agreement by the
employee to enroll, participate in and successfully complete a rehabilitation and/or
counseling program and other terms and conditions in a "Last Chance
Agreement."
18. EDUCATIONAL INCENTIVE PAY
1. PSPMA members will be eligible to receive an additional 5% in compensation
for a Master's Degree from a college or university accredited by either the
Council for Higher Education Accreditation ("CHEA") or the U.S. Department of
Education ("USDE"); or upon possession of a Management Certification issued
by Peace Officers Standards and Training (POST).
2. PSPMA members may be eligible to receive an additional 5% in compensation
for their bilingual services. The City Manager shall determine the language
needs as well as the number of employees eligible for such premium pay.
19. UNIFORM AND CELL PHONE ALLOWANCE
The City agrees to continue paying a uniform and safety equipment allowance to
each sworn member, and uniformed non-sworn members as a reimbursement for
expenses incurred for acquisition and maintenance of uniforms and safety
equipment in an amount of one hundred thirty five dollars ($135) per month. The
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City will pay each Unit member fifty dollars a month ($50) Cell Phone Allowance
in lieu of a City provided cell phone.
20. ANNUAL LEAVE
PSPMA Association members shall be eligible to use annual leave as it is accrued.
Annual leave shall accrue to a maximum of four hundred (400) hours. PSPMA
Association members may request payment of vacation leave in lieu of time off.
Such cash-ins of vacation leave will be permitted twice per year on the second
pay-day in July and on one on the first pay-day in December.
All accrued and unused Annual Leave shall be placed in a special excess annual
leave bank. Association members can draw against this special excess annual
leave bank at any time; or may cash out hours on a semi-annual basis until all
hours are exhausted. Accrued unused annual leave in the excess annual leave
bank shall be paid upon separation from City service.
PSPMA members hired before July 5, 1981 shall accrue 20.67 hours of annual
leave per month.
PSPMA Association members hired on or after July 5, 1981 shall accrue annual
leave on a monthly basis in accordance with the following schedule:
HOURS ACCRUED
YEARS OF SERVICE MONTHLY
O through 5 12
6 through 10 14
11 and after 16
Annual leave is vested. This means that once earned, it cannot be taken away by
the City. Association members can either use the annual leave or cash it out as
described in this Article.
21. SICK LEAVE
PSPMA employees shall accrue ten (10) hours of paid sick leave each month they
remain in paid status for the entire month.
At the beginning of each calendar year, an employee may only have a maximum
of 520 hours of sick leave on the books. If, prior to the issuance of the last
paycheck of the calendar year in December, an employee has in excess of 520
hours of sick leave on the books, he/she will be cashed out of all such sick leave
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(the hours in excess of 520 hours) at the employee's straight time hourly rate of
pay.
22. PERSONAL DAYS
Employees who entered the Association prior to July 1, 2010 who either are Police
Captains or who attain the rank of.Police Captain in the future will be permitted to
use up to six (6) personal days per year The personal days do not accrue and
have no cash value. Thus, if eligible employees do not use the personal days
within the calendar year they will not be permitted to use them in the future or cash
them out at any time.
Employees who entered this Association after June 30, 2010, are not eligible to
use personal days when they become a Police Captain.
23. LONGEVITY PAY
Police Management Association employees who have completed fifteen (15) years
continuous years of service with the City of Palm Springs receive an additional 5%
in compensation as longevity pay. Effective July 1, 2010, any employee who was
not receiving longevity pay as of that date, is not eligible to receive it.
24. TAKE HOME VEHICLE PROGRAM
This policy is attached and incorporated by reference into this Agreement.
MUNICIPAL EMPLOYEE RELATIONS PALM SPRINGS POLICE
REPRESENTATIVE MANAGEMENT ASSOCIATION
Date: Date:
BY: BY:
CITY MANAGER ASSOCIATION PRESIDENT
BY:
DIRECTOR OF HUMAN RESOURCES
Attest:
CITY CLERK
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