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City Council Staff Report
DATE: October 17, 2007 Consent Agenda
SUBJECT: MEMORANDUM OF UNDERSTANDING — PALM SPRINGS POLICE
MANAGEMENT ASSOCIATION (PSPMA)
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 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 (PSPMA) REPRESENTING
THE POLICE MANAGEMENT UNIT, FOR THE PERIOD JULY 1, 2007
THROUGH JUNE 30, 2010, 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.
3. Adopt Resolution No. , "A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF PALM SPRINGS AMENDING THE FISCAL YEAR 2007-08 BUDGET."
STAFF ANALYSIS:
The City, through its 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
October 17, 2007-- Page 2
Police Management Unit
STAFF ANALYSIS:
Employee Relations Representative (MERR) and have reached agreement on the terms
and conditions of a Memorandum of Understanding (MOU) governing employees of the
City of Palm Springs within the Police Management Unit for the period July 1, 2007
through June 30, 2010. At the Council's request, the Unit has agreed to cap both the
Sick Leave and Annual Leave banks to the same levels as agreed by the Palm Springs
Police Officers Association (PSPOA).
The Police Management Unit and the MERR jointly recommend adoption of such MOU
by the City Council.
FISCAL IMPACT:
The estimated General Fund costs for the median adjustments and future COLAS will
be $158,835. The General Fund cost for FY 07/08 is $98,829.00.
Susan Mills, Direct Human Resources David H. Ready, Ci -11
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Attachments: Resolutions
�o�Q �n
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 (PSPMA), FOR THE
PERIOD JULY 1, 2007 THROUGH JUNE 30, 2010,
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, 2007 through June 30, 2010, 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 farm
approved by the City Attorney.
SECTION 2. The salary tables consistent with this Resolution attached and
incorporated herein supersede and amend the Allocation Positions and
Compensation Plan adopted by Resolution 21907.
000003
Resolution No,
Page 2
ADOPTED THIS 17th day of October, 2007,
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
by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
James Thompson, City Clerk
City of Palm Springs, California
0000G�.
RESOLUTION NO.
OF THE CITY COUNCIL OF THE CITY OF PALM
SPRINGS, CALIFORNIA, AMENDING THE BUDGET
FOR THE 2007-08 FISCAL YEAR.
WHEREAS Resolution 21901 approving the budget forthe fiscal year 2007-08 was
adopted on June 6,2007; and
WHEREAS the City Manager has recommended, and the City Council desires to
approve, certain amendments to said budget;
NOW THEREFORE BE IT RESOLVED that the Director of Finance is authorized to
record inter-fund cash transfers as required in accordance with this Resolution, and
that Resolution 21901, adopting the budget for the 2007-08 fiscal year is hereby
amended as follows'
SECTION 1. ADDITIONS
Fund Activity Account Amount
40000
001 3010 Regular $ 98,829
General Police Employees
Purpose To fund a new MOU with Police Management
SECTION 2. SOURCE.
Fund Activity Account Amount
001 29301 $98,829
General
ADOPTED THIS day of , 2007.
David H. Ready, City Manager
ATTEST:
James Thompson, City Clerk
�0®QUy�
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
by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
James Thompson, City Clerk
City of Palm Springs, California
00000-
CITY OF PALM SPRINGS FY 2007-08
POLICE LIEUTENANT- POLICE MANAGEMENT SALARY SCHEDULE (LT-PMX)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
66 Hourly $ 44.82 $ 47,09 $ 49.48 $ 51.99 $ 54.61
Bi-weekly $ 3 58523 $ 3,767.08 $ 3 958.15 $ 4,158.92 $ 4,368.92
Monthly $ 7,768 $ 8,162 S 8,576 $ 9,011 $ 9,466
Annual $ 93,216 $ 97,944 $ 102 912 $ 108 139 $ 113 592
67 Hourly $ 45.93 $ 48,27 $ 50-711 $ 53.281 S 55.98
Bi-weeklyS 3,674.77 $ 3,861.691 $ 4,056.461 $ 4,262.31 $ 4,478.31
Monthly $ 7 962 $ 8,3671 $ 8,7891 $ 9,2351 $ 9,703
Annual $ 95,544 $ 100,4041 $ 105 468 $ 110 820 $ 116,436
68 Hourl $ 47.09 $ 49A $ 51.99 $ 54.61 S 57.36
Bi-weekl $ 3 767.08 $ 3,958.15 S 4,15892 $ 4,368.921 S 4 589,08
Monthl $ 8 162 $ 8,576 $ 9,011 $ 9 466 $ 9 943
Annual $ 97.944 $ 102.912 $ 108 132 $ 119 592 $ 119 316
69 Hourl $ 48.27 $ 50.71 $ 53.28 S 55,98 $ 58.81
Bi-weekl $ 3 861.69 S 4,056.46 $ 4 262.31 $ 41478.31 $ 4 704.92
Mont $ 8 367 $ 8,789 $ 9,235 $ 9,703 $ 10,194
Annual $ 100 404 $ 105,468 $ 110 820 $ 116.436 $ 122,328
70 hog! $ 49.48 $ 51.9-91 $ 54.61 S 57.361 $ 60.27
Bi-weekly $ 3,958.15 $ 415892 $ 4,368.921 $ 4,589,081 $ 4,821.23
Monthl $ 8,576 $ 9,011 $ 9,4661 $ 9 943 S 10 446
Annual $ 102,912 $ 108,1321 $ 113,5921 $ 119,3161 $ 125 352
71 Hourly $ 50.71 S 53.28 $ 55.98 $ 58.81 $ 61.78
Bi-weekly $ 4,056.46 $ 4,262,31 $ 4,47831 $ 4,7049 2 $ 4 942.15
Monthly $ 8,789 $ 9,235 $ 9,703 $ 10 194 $ 10 708
Annual $ 105.468 $ 110.820 $ 116 436 $ 122 328 $ 128 496
72 Hourly $ 51.99 $ 54.61 $ 57,36 $ 60.27 $ 63.32
Bi-weeklyS 4,158,92 $ 4 368.92 $ 4,589.08 $ 4 82123 $ 5,065.85
Monthl $ 9,011 $ 9 466 $ 9,943 $ 10,4461 $ 10 976
Annual $ 108,132 S 113 592 $ 119 316 $ 125 352 $ 131 712
73 Hourly $ 53,28 $ 55.98 $ 58.81 $ 61-781 $ 64.91
Bi-weekly $ 4,262,31 $ 4,478.31 $ 4,704.92 S 4,942.151 $ 5,192.77
Monthly $ 9,235 $ 9 703 $ 10,194 $ 10,7081 $ 11.251
Annual $ 110,820 $ 116,436 $ 122.328 $ 128 496 $ 135 012
74 HOurly S 54,61 $ 57.36 S 60.27 S 63.321 $ 66.53
BLweekl $ 4,368.92 $ 4,589.08 S 4,821,23 $ 5,065.85 $ 5,322.46
Monthly $ 9,466 $ 9,943 S 10 446 $ 10,976 $ 11,532
Annual $ 113,592 $ 119,316 $ 125,352 $ 131,7121 $ 138,384
Current Ranges for LT-PMX-POLICE LIEUTENANT as of July 1,2007 0600C, i
Median adjustment approved by Council Ocicbur 17 2007
CITY OF PALM SPRINGS FY 2007-08
POLICE LIEUTENANT- POLICE MANAGEMENT SALARY SCHEDULE (LT-PMX)
2.5% Between Ranges; 5% Between Steps
RANGE I WAGE RATE. STEP 1 STEP 2 STEP 3 1 STEP 4 STEP 5
75 Hourly $ 55.98 $ 58,81 $ 61.78 $ 64.91 $ 68,19
Bi-weekly $ 4,478.31 $ 4,704,92 $ 4,942.15 $ 5 192.77 $ 5454.92
Monthly $ 9,703 $ 10,194 $ 10,708 $ 11,251 $ 11 819
Annual $ 116,436 $ 122,328 $ 128,496 $ 135,012 $ 141 828
76 Hourly $ 57.36 $ 60.271 63.321 $ 66.531 $ 69.90
Bi-weekly $ 4,589.08 $ 4,821.23 $ 5 065.85 $ 5,322.461 $ 5 592.00
Monthly $ 9,943 $ 10,446 $ 10 976 $ 11 532 $ 12 116
Annual $ 119,316 $ 125,352 $ 131 712 $ 138,3841 $ 145,392
77 Hourly $ 58.81 $ 61.78 $ 64.91 $ 68.19 $ 71.64
Bi-weekly $ 4 704.92 $ 4 942.15 $ 5,192,77 $ 5,454.9 $ 5,731.38
Monthly $ 10 194 $ 10 708 $ 11,251 $ 11,819 $ 12,418
Annual $ 122,328 $ 128,496 $ 135,012 $ 141.828 $ 149.016
78 Hourly $ 60.2 $$ 63.32 $ 66.53 $ 69.90 $ 73,43
Bi-weekly $ 7223
$ 5,065.85 $ 5,322.46 $ 5,592.00 $ 5,874,00
Monthly $ 46 $ 10 976 $ 11532 $ 12116 $ 12 727
Annual $ 52 $ 131.712 $ 138.384 $ 145.392 $ 152.724
79 Hourly $ 61.78 $ 64.91 $ 68.19 $ 71.64 $ 75,27
Bi-weekl $ 4 942.15 $ 5,19 2.77 $ 5 454.92 $ 5 731.38 $ 6 021.69
Monthl $ 10 708 $ 11 251 $ 11 819 $ 12 418 $ 13 047
Annual $ 128 496 $ 135 012 $ 141,828 $ 149 016 $ 156 564
Current Ranges for LT-PMX-POUCE LIEUTENANT as of July 1,2007
Median adjustment approved by Council October 17 2007
CITY OF PALM SPRINGS FY 2007-08
POLICE CAPTAIN - POLICE MANAGEMENT SALARY SCHEDULE (PMX)
2.5% Between Ranges; 5% Between Steps
RANGE WAGE RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
73 Hourly $ 53.00 $ 55.68 $ 58.50 $ 61.45 $ 64.57
Bi-weekly $ 4,240,15 $ 4,454.77 $ 4,680,00 $ 4,916.31 $ 5,165.54
Police Monthly $ 9187 $ 9,652 $ 10,140 $ 10,652 $ 11,192
Captain Annual $ 110,244 $ 115,824 $ 121,680 $ 127 824 $ 134,304
74 Hourly $ 54.32 $ 57.06 $ 59.95 $ 62.99 $ 66.18
Bi-weekl $ 4,345,85 $ 4,565.08 $ 4,796,31 $ 5,039.54 $ 5,294.77
Monthl $ 9,416 $ 9,891 $ 10,392 $ 10,919 $ 11, 172
Annual $ 112,992 $ 118,692 $ 124,704 $ 131,028 $ 137,664
75 Hourl $ 55.68 $ 58.50 $ 61.45 $ 64.57 $ 67.83
Bi-weekl $ 4,454.77 $ 4,680.00 $ 4,916.31 $ 5,165.54 $ 5,426.31
Monthl $ 9,652 $ 10,140 $ 10652 $ 11,192 $ 11,757
Annual $ 115.824 $ 121,680 $ 127,824 $ 134,304 $ 141,084
76 Hourly $ 57.06 $ 59.95 $ 62,99 $ 66.18 $ 69.54
Bi-weekly $ 4,565.08 $ 4,796.31 $ 5,039.54 $ 5,294,77 $ 5,562.92
Monthly $ 9,891 $ 10,392 $ 10,919 $ 11472 $ 12,053
Annual $ 118,692 $ 124,704 $ 131,028 $ 13, 664 $ 144,636
17 Hourly $ 58.50 $ 61.45 $ 64.57 $ 67.83 $ 71.27
Bi-weekly $ 4,680.00 $ 4,916.31 $ 6,165,54 $ 5,426.31 $ 5,701.38
,Monthly $ 10,140 $ 10,652 $ 11 192 $ 11,757 $ 12 353
Annual $ 121,680 $ 127.824 $ 134.304 $ 141,084 $ 148,236
78 Hourly $ 59.95 $ 62.99 $ 66.18 $ 69.54 $ 73.04
Bi-weekly $ 4,796.31 $ 5,039,54 $ 5,294.77 $ 5 562.92 $ 5,843.54
.Monthly $ 10,392 $ 10,919 $ 11472 $ 12,0531 $ 12,661
Annual $ 124 704 $ 131,028 $ 137,664 $ 144,6361 $ 151,932
79 Hourly $ 61.45 $ 64.57 $ 67.83 $ 71-271 $ 74.88
Bi-weekly $ 4,916.31 $ 5,165.541 $ 5,426.31 $ 5,701.381 $ 5,990.31
Monthly $ 10,652 $ 11,1921 $ 11,757 $ 12,3531 $ 12,979
Annual $ 127,824 $ 134,3041 $ 141,084 $ 148,2361 $ 155,748
Current Ranges for PMX-POLICE CAPTAIN as of July 1,2007
OG0001�
Median adjusiment approved by C04nCll October 17,2007
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PALM SPRINGS POLICE
MANAGEMENT
ASSOCIATION ( PSPMA)
MEMORANDUM OF
UNDERSTANDING
J U LY 11 2007 - J U N E 30, 2010
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PALM SPRINGS POLICE MANAGEMENT ASSOCIATION (PSPMA)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2007 -JUNE 30, 2010
ALPHABETICAL
Page Article
Annual Leave 9-10 20
Cell Phone Allowance 12 19A
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
2
MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE
MUNICIPAL, EMPLOYEE RELATIONS REPRESENTATIVE (MERR) AND
THE
PALM SPRINGS POLICE MANAGEMENT ASSOCIATION (PSPMA)
REPRESENTING THE POLICE MANAGEMENT UNIT
JULY 1, 2007 - JUNE 30, 2010
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
8.1.4 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. 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. This MOU recommended to the City Council shall be for the period commencing July
1, 2007, and terminating at midnight, June 30, 2010; provided, however, that specific
sections of this MOU shall have later effective dates as specified herein. Unless mutually
agreed upon, no request for changes during the term of the contract will be undertaken.
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.
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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-
S. 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.
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.
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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.
Parties to agree: Effective August 1, 2007, the City's maximum contribution to
health insurance premiums for all currently active members of PSPMA are as
follows: Single $588.21/month; Two Party $1129.01/month; Family
$1196.35/month.
In the event the premium charges for the current Blue Shield health, hospitalization
program exceed the City's maximum contribution by 10% annually at any time
during the term of this Agreement, the amount of the excess shall be paid by the
employee through a payroll deduction.
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.
Effective August 1, 2007, the City's maximum contribution for dental insurance
shall be as follows for all members: Single $33.35/month; Two Party
$45.70/month, Family $65.76/month.
In the event the premium charges for the dental program exceed the City's
maximum contribution by 15% annually at any time during the term of this
Agreement, the amount of the excess shall be paid by the employee through a
payroll deduction.
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7.2 Domestic Partner Coverage
In accordance with City of Palm Springs Ordinance No. 1578, Domestic Partner
coverage has been added to the current health, dental and vision coverage. In
addition to the requirements of Ordinance 1578, 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.
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.
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.
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For all new 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 Em to ees' Retirement System
The City shall pay each Police Management Unit 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 O (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 Unit, 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 will continue to contract with PERS for the 3% @ 50 Safety formula for
members of the PSPMA.
City agrees to meet and confer with PSPMA over PERS DROP Program, should it
become available.
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
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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. The parties to this MOU agree to comply with the
provisions of the Americans with Disabilities Act and the Family Rights Act.
Personnel Rules regarding Military Leave will be revised to reflect state law.
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.
12, SALARIES
07-01-2007 11.32% median adjustment to the classification of
Police Lieutenant. 10.74% median adjustment to the classification
of Police Captain.
06-29-2008 COLA equal to the CPI from April 1, 2007 to April 1, 2008
but not less than 3% and no more than 5%.
06-28-2009 COLA equal to the CPI from April 1, 2008 to April 1, 2009
but not less than 3% and no more than 5%.
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.
14. HOLIDAYS
Police Management Unit personnel not in a constant manning position shall be
allowed recognized holidays off in accordance with the City Personnel Rules.
Personnel in constant manning positions will be allowed either the recognized
holiday off or another day. Holiday pay described in Personnel Rule 8.4.3.1 will be
incorporated into base pay.
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s will be 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.
16. OVERTIME
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 Captains to
work overtime.
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
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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.
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.
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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'
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. Effective January 1, 2004, PSPMA members may be eligible to receive an
additional 5% in compensation for their services as a bilingual. The City
Manager shall determine the language needs as well as the number of
employees eligible for such premium pay.
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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.
Effective February 1, 2007, the 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 Unit members shall be eligible to use annual leave as it is accrued.
Effective January 1, 2008 annual leave shall accrue to a maximum of four hundred
(400) hours. PSPMA Unit 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.
Effective January 1, 2008, all accrued and unused Annual Leave shall be placed in
a special excess annual leave bank. Unit 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.
20.1 Accrual Rates for Employees Hired Before July 51 1981
PSPMA members hired before July 5, 1981 shall accrue and vest annual leave on
a monthly basis in accordance with the fallowing schedule:
YEARS OF SERVICE HOURS ACCRUED&
VESTED MONTHLY
O through-6- 12
6 throw h 10 16
11 16.67
12 1734
13 18
14 1867
15 19.34
16 20
17 and afor 20 67
20.2 Accrual Rates for Unit Members Hired After July 5, 1981
PSPMA Unit members hired on or after July 5, 1981 shall accrue and vest annual
leave on a monthly basis in accordance with the following schedule:
ry iz orn
12
HOURS ACCRUED&
YEARS OF SERVICE VESTED MONTHLY
0 through 5 12
6 through 10 14
11 and after 16
21. SICK LEAVE
PSPMA employees shall accrue ten (10) hours of paid sick leave upon each full
month of service.
In December 2007, PSPMA employees who have accumulated in excess of 720
hours of sick leave may cash-out or deposit to deferred compensation up to 550
hours. This provision applies to the calendar year 2007 only. Effective January 1,
2008 sick leave will be subject to the provisions below.
Effective January 1, 2008 sick leave shall accrue to a maximum of three (3) months
or five hundred and twenty (520) hours. After the sick leave accrual in December of
any year, employees who have accumulated more than 520 hours during the
preceding twelve (12) month period, unused sick leave above 520 hours shall be
compensated by a cash payment in the last pay date of the calendar tax year, in an
amount equal to the employee's straight time hourly rate of pay for those unused
accumulated sick leave hours.
Effective January 1, 2008, Unit members with accrued unused sick leave in excess
of the new 520 hour annual sick leave accrual cap will have all hours in excess of
520 placed into a special excess sick leave bank that will exist for three years.
During the three years employees can draw against or cash out on a semi-annual
basis as set forth below from this special excess sick leave bank until all hours are
exhausted.
If the special excess sick leave bank is not exhausted by the end of three years,
then the City will cash out and eliminate the special leave bank effective
December 30, 2010.
22. PERSONAL DAYS
Effective February 17, 2005, Police Captains will be given six (6) personal days per
year at the beginning of each calendar year. Time must be used within the
calendar year deposited, and any unused time will not roll forward but will be lost.
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23. LONGEVITY PAY
Effective July 2, 2006, Police Management Unit employees who have completed
fifteen (15) years continuous years of service with the City of Palm Springs will be
eligible to receive an additional 5% in compensation as longevity pay.
MUNICIPAL EMPLOYEE RELATIONS PALM SPRINGS POLICE
REPRESENTATIVE MANAGEMENT ASSOCIATION
Date: Date: Q G n -QA- P -z00,1
BY: BY: �1n1_i c _ I .cc�_ 1�1
CITY MANAGER ASSOCIATION PRESIDENT
BY:
DIRECTOR OF HUMAN RESOURCES
Attest:
CITY CLERK
APPROVEDASTO FORM:
air
Title: �� rL✓_,
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