2000-140- Authorizing The Town Manager To Execute The Memorandum Of Understanding Between The Town Of Los Gatos And Los Gatos Police Officers AssociationRESOLUTION 2000 - 140
RESOLUTION OF THE TOWN OF LOS GATOS AUTHORIZING
THE TOWN MANAGER TO EXECUTE THE
MEMORANDUM OF'UNDERSTANDING BETWEEN THE TOWN OF LOS GATOS
AND LOS GATOS POLICE OFFICERS ASSOCIATION
WHEREAS., representatives of the Town and .Los Gatos Police Officers
Association, in accordance with the Town's Employer-Employee Relations Resolution 'No.
1974-41, have met and conferred in good faith within the scope of representation, and
WHEREAS, the members of the Los Gatos Police Officers Association have
ratified the proposed 2001-2005 Memorandum of .Understanding (attached).
RESOLVED, by the Town Council of the Town of Los Gatos, County of Santa
Clara, State of California, that the Town Manager is authorized to sign the 2000-2005
Memorandum of Understanding on behalf of the Town of Los Gatos.
PASSED :AND ADOPTED at a regular meeting of the Town Council of the
Town of Los Gatos, California, held on the 4`" day of December, .2000 by the following
vote:
COUNCIL MEMBERS:
AYES.: Randy Attaway, Steven Blanton, Sandy Decker, Steve Glickman.,.
Mayor Joe Pirzynski.
NAYS: None
.ABSENT: .None
.ABSTAIN.: None ~ ,
SIGNED:
MAO OF THE OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
r~_
:CLERK OF . HE TOWN Of~LOS GA OS
LOS GATOS, ~CALI'FORNIA
~ ~? ~i75
SUMMARY OF THE PROPOSED AGREEMENT
BETWEEN THE
TOWN OF LOS GATOS
AND
THE LOS GATOS POLICE OFFICERS' ASSOCIATION
TERM:
Five year agreement from January 1, 2001, through December 31, 2005.
FIRST YEAR - 2001
A. SALARY INCREASE: 2.5%° increase in salary increase effective June 24, 2001.
B. PERS CHANGE: Effective June 24, 2001, the Town will contract with CaIPERS to provide the 3%
at 50 Retirement Formula for all Town safety personnel.
C. TUITION REIMBURSEMENT: Effective January 1, 2001, the Town will provide tuition reimbursement
up to an amount edual to the rates of the California State University
System.
D. VISION: Effective January 1,.2001, the Town will provide vision coverage for the employee only. At
their cost, Police Officers may voluntarily elect to extend coverage to their dependents.
SECOND YEAR 2002
SALARY INCREASE: 2.5% increase in salary effective June 23, 2002.
THIRD, .FOURTH & FIFTH YEAR 2.003, 2004, 2005
SALARY INCREASE: 4% increase in salary effective December 22, 2002, January 4, 2004, January 2, 2005.
0-2% additional salary increase effective December 22, .2002, January 4, 2004, January 2,
2005, as necessary to bring bargaining unit total compensation to fifty percent between the
third and fourth rairi<ed survey agency.
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RESOLUTION NO.
RESOLUTION OF THE TOWN OF LOS GATOS AUTHORIZING
THE TOWN MANAGER TO EXECUTE THE
.MEMORANDUM OF UNDERSTANDING BETWEEN THE TOWN OF LOS GATOS
AND LOS GATOS POLICE OFFICERS ASSOCIATION
WHEREAS, .representatives of the Town and Los Gatos Police Officers Association,
in.accordance with the Town's .Employer-Employee Relations .Resolution No. 1974-41, have met
and conferred in good faith within the scope of representation, and
WHEREAS., the members of the Los Gatos Police Officers Association have ratified
the proposed 2001-2005 Memorandum of Understanding (attached).
RESOLVED, by the Town Council of the Town of Los Gatos., County of Santa
Clara, State of California, that the Town Manager is .authorized to sign the 2000-2005
Memorandum of Understanding on behalf of the Town of Los Gatos.
PASSED AND ADOPTED at a regular meeting of the Town Council of the Town
of Los Gatos, California, held on the day of , 2000 by the following
vote:
COUNCIL .MEMBERS:
AYES:
NAYES;
ABSENT:
ABSTAIN:
SIGNED:
MAYOR OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
CLERK OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
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TOWN. OF L05 GATOS
AND
LOS GATOS POLICE OFFICERS
ASSOCIATION
MEMORANDUM OF UNDERSTA'NDiNG
January 1, 2:001 -DECEMBER 31, 2005
ORIGINAL
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF LOS GATOS
AND
THE LOS GATOS POLICE OFFICERS ASSOCIATION
THIS AGREEMENT, SIGNED ON DECEMBER , 2000, IS ENTERED 1NT0 AS OF
JANUARY 1, 2.001, BETWEEN THE TOWN OF LOS GATOS, HEREINAFTER
REFERRED TO AS THE "TOWN", AND THE LOS GATOS POLICE OFFICERS
.ASSOCIATION, HE'REGNAFTER REFERRED TO AS "POA".
Pursuant to Town Resolution 1974-41 of the Town of Los Gatos and Section 3500 et. seq..
of the. Government Code, the duly authorized .representatives of the Town and POA,
having met and conferred in good faith. concerning the issues of wages, hours, and terms
and conditions of employment, as ..herein set forth, declare their agreement to the
provisions of this .Memorandum of Understanding.
FOR THE TOWN,:
'Debra Figone
Town Manager
Gary Rogers
Human Resources Manager
Larry Todd
Police Chief
Alana Forrest
Police Captain
FOR POA:
Randall Bishop
POA President
David Fishback
Police Officer
R. Leyton Howard
.Police Officer
Erin Lunsford
Police Officer
Richard Bolanos
Attorney, Liebert, Cassidy & Whitmore
Larry Katz
POA .Attorney
POLICES FFICERS ASSOCIATION AND TQr V OF LOS GATOS
MEMORANDUM OF UNDERSTANDING (January 1, 2001 -December 31, 2005)
TABLE OF CONTENTS
Section Title Page
1. Preamble ............................................ 1
2. Term .............................................. 1
3. Employer - .Employee Relations ........................... 1
4. Savings Clause ....................................... 1
5. Payroll Deduction ......... . ............................ 2
6. Non-:Discrimination ................ . .................... 2
6.1 General Provision regarding ADA .................... 2
7. Salary ............................................... 2-3
8. PE RS ............................................... 4
8.1 Benefits/Town Contribution ......................... 4
8.2 3% at 50 Retirement Option ........................ 4
9. Education Incenfive Pay ................................ 4
10. Special Pays ......................................... 5
11. Field Training. Officers .................................. 5
12. Acting Supervisor Pay .................................. 6
13. Reimbursement of Expenses ............................. 6
14. Tuition Reimbursement ................................. 6
15. Insurance Programs and Rate of Town Contribution ........... 6 7
16. Family Medical Insurance Premiums .. . .................... 7
17. Cash Allocation Program ................................ 7
18. Uniforms ............................................ 8
19. Mileage Reimbursement ................................ 8
20. Payroll'Periods ........................................ 8
21. Paychecks ........................................... 8
22. 'Deferred Compensation ................................. 8
23. Overtime ............................................ 9
24. Duty Extension ........................................ 9
25. Call Back ............................................ 9-t0
26. Vacation Schedule ..................................... 10
27. Vacation Overtime Cash-out ............................ .. 10
28. Holidays and Holiday Pay ............................... 10-11
29. Personnel Leave ...................................... 11
30. Sick Leave ........................................... 11
31. Sick Leave Cash-out Program ............................ 11-12
32. Military Leave ......................................... 12
33. Bereavement Leave .................................... 12
34. Leave Without Pay ..................................... 12
35. Maternity Leave/Family Leave/Medical Leave ................ 12
36. Accrual of Benefits ..................................... 13
37. 1Norker's Compensation ................................. 13
38. Jury Duty ............................................ 13
39. Outside Employment ................................... 13
40. Residency Requirement ................................. 13
41. Layoff Policy ......................................... 13
42. Vehicles ............................................. 13
43. Promotions .. ~... ...... . ................ . .. ~... 14
44. ........
Probationary Period ........................... 14
45. , .... , , , .
Performance Evaluations ................................ 14
46. Reinstatement ..................._,,......,. 15
47 ,,.,.,,,,,
Re-Em
lo
ment
. p
y
....................................... 15
48, Grievance Procedures .................................. 15-16
49. 'Equal Employment Opportunity Grievance Procedure .. , ...... 16-18
50. Attendance ........................................... 18
51. Completeness of MOU .................................. 19
52. Association Notificafiion or Communications ................. 19
53. Catastrophic Time Bank . . ............... . ............. . . 19
54. Reopener ............................................ 19
55. Me Too Clause 19
.......................................
APPENDIX
Range Step Table Effective June 24, 2001 ....... . .............. . A-1
Range Step Table Effective June 23, 2002 ..... . .. . . . . . . ... . . ... . A-2
Town of Los Gatos (jrd Los Gatos Police Officers .Association Comprehensive
Memorandum of Understanding on Salaries, Fringe'Benefits and Working Conditions
1. Preamble
The authorized representatives of the Town of Los Gatos, hereinafter referred to as
the "Town" and the .authorized representafives of the Town of Los Gatos Police
Officers Association hereinafter referred to as "Association" do jointly accept and
agree to all the terms and conditions of employment set forth in this comprehensive
memorandum of understanding pursuant to Town Resolution 1.974-41 of the Town
of Los Gatos.
This understanding shall apply to represented employees assigned to those
classifications listed on Appendix "A" when classifications are created which fall
under the representation of POA, this understanding shall also apply.
The terms and conditions of employment set#orth in this understanding have been
discussed in good faith by the authorized .representatives of the Town and the
authorized representatives of the Police Officers Association. They agree to
recommend acceptance by the employees of all terms .and conditions set forth
herein. Following said acceptance by the Association., authorized representatives
of the Town agree to recommend to the Town Council that all terms and conditions
set forth herein be approved by resolution. Upon adoption of said resolution, all
terms and conditions so incorporated shall become effective without further action
by either .party.
2. Term
The term of this Memorandum of Understanding shall be five (5) years,
commencing on January 1, 2001 and terminating on December 31, 2005.
3. Employer-Employee Relations
The Association recognizes the existence of Town Resolution 1974-41, and its
successor if any, during the term of this MOU. Recognition of any amendments to
this resolution does not imply P.O.A. has agreed to the changes.
4. Savings Clause
If any provision or the application of any provision of this agreement as implemented
should be rendered or declared invalid by any court action or decree or by reasons
of :any preemptive legislation, the remaining sections of this agreement shall remain
in full force and effect for the duration of Phis agreement.
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November 30, .2000
5. .Payroll Deduct n ~
Any employee may sign and deliver to the Town an authorization for payroll
deduction of membership dues or service fee. The Town agrees to remit to the
Association all monies deducted accompanied by a list of workers for whom such
.deductions have been .made and indicating any changes in personnel from the list
previously furnished.
The Association shall certify in writing to the Town any changes in the amount of
membership .dues or service fee. 'The Town shall not'be obligated to put. into .effect
any new, changed, or discontinued deduction unfil the pay period commencing thirty
(30) days or longer after such submission.
The Association shall indemnify and hold ..harmless the Town against any anal all
suits, claims, demands, and liabilities that may arise out of, or by reason of, any
action or omission of the Town in complying with this Section.
6. Non-Discrimination
The Town :and Association agree that all provisions of this agreement shall be
applied equally to all employees covered herein without favor or discrimination
because- of race, creed, color, sex, age, national origin, political or .religious
affiliation, Association membership or activity on behalf of the Association, marital
status or sexual preference., or physical or mental disability. Association and Town
support equal employment opportunity in hiring, and will support all State and
Federal regulations ...regarding equal .employment opportunity..
S.1 General Provision re_ aq rding Americans with Disabilifies Act
A. .Because the ADA requires. accommodations for individuals protected :under
the Act, the Association recognizes the Town's obligation to comply with all
provisions of the ADA on a case-by-case basis.
B. The Association recognizes that the Town has the legal obligation to meet
with the individual employee to be accommodated before any :adjustment is
made in working conditions. The ..Association will 'be notified of these
proposed accommodations.
C. :Any accommodation provided to an individual protected by the ADA shall not
establish a past practice.
7. Salary
2001
Effective .June 24, 2001, the salary schedule .listed in .Appendix A-1 to this
memorandum shall be in effect. The current salary schedule effective June 25,
2000, will remain in effect through June 23, .2001.
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000~wpd -2-
December1,2000
2.002
Effective June 23, 20.02, the salary schedule listed in Appendix A-2 to this
memorandum shall be in effect.
2003. 2004, 2005
Salary adjustments for the 3rd, 4t" and 5`" year of the Agreement shall be
determined by application of the following formula:
Four percent (4%) salary adjustment shall be made each year, effective
December 22, .2002, January 4, 2004 and January 2, 2005.
A minimum of zero percent and a maximum of two percent {0-2%) additional
salary adjustment effective December 22, 2002., January 4, 2004, and
January 2, 2005 as necessary to .bring bargaining unit member total
compensation to fifty percent between the third ranked .and fourth ranked
survey agency. To determine the actual amount of these salary adjustments,
Town and POA representatives shall conduct ajoint-survey of the agencies
listed below.
The following agencies shall be used to determine the salary adjustments in
200.3, 2004 and .2005: Campbell, Gilroy, Los Altos., Milpitas, Morgan Hill,
Mountain View, Palo .Alto, City of Santa Clara and San Jose.
In determining the Town's total compensation position relative to these
agencies, the following items shall be surveyed to arrive at a "total
compensation" number: top step Po ice Dfficer base salary; .maximum
medical insurance premium contribution; ..maximum dental and vision
insurance premium contribution; .Employer Paid Member Contribution for
PERS, agency-paid life insurance; agency-paid long-term disability
insurance; and .clothing .allowance.
The total compensation items listed above shall be identified as those
formally adopted by the ..respective survey agency .and in effect, as of
December 6, 2002, December 5, 2003, and 'December 3, 20.04., for each
respective year. Only total compensation survey components as
enumerated .above in effect by these respective dates shall be considered
in the survey.
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November 30. 2000
8. PERS Benefits
8.1 Town Contribution
Effective December 13, 1998, the Town ceased .its participation in the Public
Employee Retirement. System "Employer 'Paid Member Contributions"
(EPMC) provision. Concurrently, the Town began paying in salary to the
employees covered by this memorandum of understanding the equivalent
dollar amount of the former EPMC (9%° of salary). These employees were
then responsible for .making their own member contributions. The POA
acknowledged that implementation of this change had a cost impact to the
Town which was equivalent to approximately 1.6% of total compensation.
Substantially concurrent with the adoption of the 199.8-2000 memorandum
of understanding, the Town Council adopted a Resolution materially the
same as that recommended by the Public Employee Retirement System to
implement the provisions of 414 (h) (2) of the Internal Revenue Code (IRC).
The POA accepted the terms of this Resolution and acknowledged that the
Resolution will apply to all current and future members of the POA.
8.2 3% at 50 Retirement Option
Effective June 24, 2001, the Town shall amend its contract with the
California Public Employees' Retirement System to include the 3% at 50
option for members of the bargaining unit.
9. Education Incentive Pay
The Town shall provide an educational incentive pay program with incentive
payments. Qualified employees shall receive one of the. following payment
amounts in accordance with Appendix A:
a. Employees in their .represented classifications who have been awarded an
Intermediate POST Certificate: An additional 2.1 % of base salary. Effective
December 26, 1999, the payment shall increase to 2.5%° of base salary,
b. Employees in their represented classifications who have been awarded an
Advanced POST Certificate: An additional 3,5% of base salary, Effective
December 26, 1999, the payment shall increase to 5% of base salary..
Educational pay shall be available to employees effective the first full calendar
month after meeting qualifications for the remainder of fihe current fiscal year and
the following fiscal year. At the employee's discretion, he/she may request the
qualification for incentive pay be deferred for credit during the next fiscal year.
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November 30, 2000
Thereafter ncer~~~ve pay should be available on a fiscd~ year basis with yearly re-
qualification completed by .June 3Dth of the second year for payment following two
fiscal years. Re-qualification is required every two years and shall be obtained by
successful completion of three semester units, four quarter units, or forty training
hours taken off-duty at employee expense, except as provided inthis memorandum.
Qualifying units or .hours to 'be approved in .advance by the Chief of Police. POST
accreditation of training courses is not required.
Employees who participate in the educational incentive program and have a
satisfactory performance. evaluation shall be entitled to longevity pay on their
anniversary date as follows;
Fifteen (15) years, an additional 2.5% of base salary.
Twenty (20) years, an additional 2.5% salary of base salary.
10. Special Pays
Town shall provide a 5% pay incentive to Association represented personnel
assigned to Motorcycle Duty., Detectives., Crime Prevention Officer, and Juvenile
Officer. Assignment for special pay purposes shall be done using Town .Personnel
Acfion Forms..
Officers removed from specialty posifiions on a temporary basis for departmental
purposes and through no fault or request of their own shall continue to receive
specialty pay for a maximum of 30 calendar days.
The Town will pay an additional 2.5'% above base pay for bilingual ability. Bilingual
pay will be for Spanish and English only. The Town will determine the. qualifying
criteria including the test and the application to the specific job :assignment.
Officers are limited to one specialty pay plus bilingual pay.
11. Field Training Officers
In addition to the above special pays, officers assigned by the Chief of Police as
Field Training Officers shall also receive the 5% incentive whenever providing
training to a Department member for which a training observation report is required
orwhen completing special assignments directly related to the Field Training Officer
Program with prior approval of the Chief of Police. Attendance at FTO meetings,
training provided at briefings, or other training provided in conjunction with the
Department's annual Advanced Officer Training or other on-going general training
to Department .members does not qualify for the 5% incentive.
12. Acting Supervisor PaX
Acting upervisors shall be compensated at Step "5" of the Sergeant's rate of pay.
Town shall periodically review the actual time use of acting supervisor designations
in order to determine the necessity of additional permanent supervisory personnel.
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November 30, 2000
13. Reimbursemen~ of Expenses
The Town shall pay claims for reimbursement within 30 days following the complete
and accurate submission of claims as approved by the Finance Director.
14. Tuition Reimbursement
Town will reimburse 100% of the .cost of books, university/school fees (except
parking) and tuition during each semester/quarter up to the full-time rates of the
California State University System. The reimbursement shall'be only for courses
that are directly related to the employee's position as determined by the Town
Manager, including general education courses that are generally related to
.attainment of ajob-related degree or :certification. General education courses not
generally related to the employee's position will not be .eligible for reimbursement.
Reimbursement shall be taxed .pursuant to the State and Federal Regulations.
Application#orTuition .Reimbursement shall be made to the Town before the course
begins. Prior to reimbursement of costs, all course work must be completed with
a .passing grade of "C" or equivalent when :numerical score or pass/fail is .given.
Individuals requesting reimbursement must currently be employed by the Town to
be eligible for reimbursement.
.Any employee who terminates employment with the Town within one year from the
completion of a class or classes., for which tuition reimbursement was .paid., shall
refund ail tuition paid under this provision, unless required to attend by the
appointing authority.
15. Insurance Programs and Rate of Town Contribution
A. Dental
Town contribution of $65.00 per month for those employees who have
chosen the family medical insurance coverage provided in Article 15.
B. Medical
The Town will provide a choice of coverage under the .Public Employees'
Retirement System Health Benefits Medical .Program.
C. Life
Coverage of $50,OD0 plus $50,000 accidental death: Town to pay for
premium. Additional life insurance may be purchased by the employee equal
to once or twice the employee's base salary, not to exceed $200,000.
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November80, 2000
D. Disabilit ~
Short Term'Disability Policy effective 8th calendar day; coverage of 60% of
weekly earnings up to maximum of $1,155/week for 12 weeks. Long Term
Disability benefits begin on the 91st day of disability.; coverage of 60% of
monthly earnings up to a .maximum of $5.,000/month.
The POA agrees to eliminate the Short Term Disability Policy and modify the
Long Term .Disability Policy to begin on the .31st day of disability at such time
as there is concurrence from the other Town employee organizations.
E. Vision
Effective January 1, 2001, employees shall be enrolled in the Town°svision-
care health plan (VSP Plan, with $2D co-pay) . The Town shall pay for
employee-only coverage. At their own cost, employees may enroll eligible
dependents upon hire and at plan inception.
F. Employee Assistance Program
Premiums shall be paid by the Town. Unemployment insurance premiums
shall be paid by the Town to provide State coverage.
16. Family Medical Insurance Premiums
In lieu of the cash allocation plan found in Section 16, the Town will provide
payment of medical insurance premiums equal to the cost of Kaiser Medical
Insurance Program offered by the Public Employees' Retirement System Health
Benefit Medical Program. The determination is whether this benefit is provided
must'be made on individual basis upon employment with the Town, and during the
Town's open enrollment period of each year thereafter.
Employees opting for this medical insurance will not ,participate in the pre-tax
contribution plan.
17. .Cash Allocation .Program
Town contribution to the Cash Allocation program will be a dollar value equal to the
PERS medical insurance premium :cost of the Kaiser family Medical .Insurance.
Benefits which can be purchased 'by the cash allocation plan include medical
insurance and dental insurance. These benefits are available on a per-tax basis.
Employees may also choose to receive part or all of their cash allocation plan in
cash. .Any amount received in cash is taxable. Employees choosing to receive
taxable cash will have the option of receiving it in two equal amounts in'December
and June., or the first two paychecks of each month (24 times a year).
Employees choosing to use cash allocation plan funds for medical insurance must
pay all medical ..premiums from the .allocation prior to receiving a cash allocation.
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Novembe~30, 2000
18. Uniforms <
Town to providefirst four uniforms (per Town approved list) to new employees. The
Town will replace authorized uniform items damaged in the,performance of duty as
.approved by the Chief of Police.
19. Mileage Reimbursement
Employees using personal vehicles on official Town business shall be reimbursed
at the mileage rate estabiished by the L.R.S. Private vehicles used for Town
business shall comply with the California Vehicle Code.
Mileage reimbursement requests must be submitted within 30 days of the date
accrued..
20. Payroll Periods
The Town :and Association agree to the continuation of a biweekly payroll period.
The following. conditions are in effect,
a. Employee pay shall ..not be withheld .more than seven (7) calendar days from
the end of the payroll period, however, a maximum of two days overtime may
appear on the next. payroll period if it is worked following the submittal of time
sheets., or during a pay period with a Town holiday which .requires early
submittal of time sheets and early distribution :(before Friday) of pay checks..
This may also occur at the end of the fiscal or calendar year.
b. The Town shall provide an optional electronic check deposit system for use by
employees.
21. Paychecks
Payroll deductions and .accruals shall appear on all paychecks.
22. 'Deferred Compensation
The Town shall continue to offer a program of deferred compensation to its
members inthe represented classifications. TheTown makes no representation on
the merit of the plan nor any of the investment products or instruments which may
be offered by the pian. The responsibility for evaluating the options within the plan
is the responsibility of the individual participant. The Town shall not be obligated to
offer more than one Deferred Compensation carrier,
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November 3Q, 2000
23, Overtime ~
Overtime is that time beyond :any scheduled tour of duty.
All overtime worked shall be compensated attimeand one-half, The employee may
choose whether overtime worked shall'be accumulated as CTO or paid out subject
to a maximum accumulated overtime (CTO) of one hundred (100) hours.
The CTO cap is 100 with the condition that no .more than 50 working hours
maximum time off will be allowed in conjunction with any otherieave. Annual review
of the impact of those changes will occur to determine if there is any adverse impact
on scheduling.
For private duty contracts, officers may only receive ..pay .
Overtime is to be approved by a supervisor as soon as practical. Overtime payroll
sheets are the responsibility of the employeeto have approved and forwarded to the
division commander by the appropriate ..payroll deadline.
24. Duty Extension
Compensation is made for actual time worked and shall be computed in minimum
quarter-hour b ocks.
Personnel whose work hours would norrnallyterminatewlthin one hour or less from
the time of the scheduled court, meeting, or training commencement will be
compensated from the termination of their normal work hourthrough the termination
of the scheduled event.
Duty extension is paid at time and one half.
25. Call Back
Requests that personnel return to duty, attend mandatory meetings, court
appearances and training classes are call .backs and compensated at a 3 .hour
minimum or actual time, whichever is greater. Mandatory meetings where a
minimum of two weeks notice has been .given are not a call back and will be
compensated at a one (1) hour minimum or .actual time worked whichever is
greater.
Call backs for officers assigned to Watch I (midnight shift) who have worked the
night before shall receive a minimum of 4 hours.
Personnel are considered on duty for the duration of a call back,
Court appearances-hearings-depositions: Required off duty attendance at judicial
or administrative hearings is compensated at a 3-hour minimum (4 hours for
midnight if shift worked the night before appearance), or actual time., whichever is
greater. Should there be more than one appearance.,. including separate court
locations, within the 3 or 4 hour time period, only one minimum will be granted.
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November 30, 2000
Call back is pai~ t time and one .half. ~
26. Vacation Schedule
The following vacation schedule shall apply to all employees.:
Months of'Emp~ment :Accrual Rate
0 to 36 months 10 days per year - 3.08 .hours per pay period
37 to 60 months 15 days per year - 4.62. hours per pay period
61 to 120 months 20 days per year - 6.16 hours per pay period
121 to 180 months 23 days per year - 7,:08 hours per pay period
181 months .and over 25 days per year - 7.70 hours per pay period
Maximum accrual of vacation hours shall be 344 hours.
All represented .employees will be eligible to annually cash-out one week of vacation
based .upon accruals as of November 30th. Cash out will be paid during the month
of December.
27. Vacation and Overtime Cash-out
Employees who terminate from Town service shall have all accrued vacation and
.overtime cashed-out. Employees who terminate (retire, or resign) from Town
service will have all accrued vacation and overtime cashed out effective the'lastfull
work-day with the Town. This will terminate their status as an employee of the
Town.
28. Holidays anal Holiday Pax
The following holidays will be observed by non-uniform personnel:
January 1.
the third Monday in January.
the third Monday in February.
the last Monday in May,
July 4.
the first Monday in September.
Thanksgiving 'Day,
the Friday following Thanksgiving Day.
December 25.
Four hours on December 24 and December 31.
Every day declared a Holiday by the Mayor
as a result of a national holiday .declared
by the President or State Governor.
Holidays which fall on Saturday sha11 be observed on the Friday prior and holidays
which fall on Sunday shall be observed on the following Monday.
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November 30, 2000
Uniform person ;I assigned to shift work (Patrols ,id Traffic) shall receive
compensation in-lieu of holiday time off equal to eighty (80) hours of base pay
annually. 'forty (40) hours of holiday pay will be received in the 'last. payroll of
November and the second forty{40) hours will be received in the last payroll of May,
and will be included on the regular check. In-lieu holiday pay shall cease whenever
an employee is reassigned to other than shift work. The employee shall observe
holidays as described above.
In the event that an .additional holiday is observed by the Town during the term of
this agreement, the in-lieu compensation shall be increased by the additional'hours
holiday time made available to non-uniform personnel.
29. Personal Leave
Employees shall have the option of either taking ,personal leave off equal to twenty
(20) hours of base pay annually, or receiving in-lieu compensation equal to same
if the personal leave is not used by the end of November. Employees may use
personal leave.hours during the month of December; however, employees desiring
to receive compensation for those hours shall do so in conjunction with the annual
cash out in November.
30. Sick Leave
Accumulation rate shall be 8 hours per month (3.70 hours per pay period) with a
.maximum .accrual. of 1180 hours.. The Town may .require association represented
employees to provide a doctor statement of proof of illness for any use of sick leave
beyond one working day.
31, Sick Leave Cash-Out Program
Employees who terminate employment with the Town for any reason other than
retirement, may cash-out their accumulated sick leave as follows:
Months of Employment
1-59 months 25%
60-119 months 37 1/2%
1..20 months or more 50%
In order to be eligible for the sick leave cash-out program, an employee must have
a sick .leave accrualbalance of at least 200 hours at the time of termination. All
employees who retire may convert 100% of this accumulated sick leave to a dollar
equivalent at their hourly rate of pay at the time of retirement. This amount shall be
held in an account. The employee's portion of the medical insurance premium
payment will be withheld from their monthly retirement payment by PERS.
The Town agrees to pay the retiree quarterly in advance on the first pay period of
January, .April., July, and October of each year after retirement. The first payment
will be pro-rated to the nearest quarter.
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000.wpd -11 -
November 30, 2000
Retiree's (incluc~ g dependents of the retiree) portion medical payments will be
.paid from this .account bythe Town until all monies are depleted from the account.
This account will not accrue interest and will not be paid 'in cash to the retiree or any
beneficiaries. The retirees shall be responsible for 100% of their share of future
medical insurance premiums once the. account is exhausted.
Employees may cash-out up to 40 hours of their accumulated sick leave at 50% of
current salary in December each year.
32. Military .Leave
Military leave and benefits shall be granted in accordance with State and Federal
Law, including the continuation of employee salary and benefits if applicabie.
Generally, employees with more than one year service will receive up tothirty (30)
calendar days of paid military leave annually while engaged in .military duty ordered
for purposes of :active military training.,
33, Bereavement Leave
Up to five (5) days available per occurrence -- use limited to spouse, parent,
grandparent, child, or .sibling by blood or marriage. It is recognized that
bereavement leave is separate from employee's accumulated sick leave, vacation
or CTO.
34. Leave Without Pav
Leave without pay shall be subject to approval of the Chief of Police and the Town
Manager.
An employee who is on'leave without pay shall not earn any employment benefits
(including, but not limited to, such benefits as vacation leave, medical benefits, sick
leave, .retirement, credit for time employed or seniority entitlement of :any kind) for
the duration of such leave.
Vacation or sick leave or time worked shall not be used intermittently during an
extended leave to interrupt a determination that an employee is on leave without
pay.
35. Maternity Leave/Family Leave/Medical Leave
The Town recognizes that State Government Code 12945 requires the recognition
of maternityas a bona fide non-job-related disability with applicable leave benefits.
The Town also recognizes State Government Code 12945.2 and amendment of
Chapter 827 and Federal Government Code 29 regarding Family and Medical
Leave. The Town will take action to inform employees of the current provisions of
laws affecting these .leaves.
The Town may, at its discretion, approve leave beyond the specific amount provided
above.
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000;wpd -12-
November 30, 2000
36. .Accrual of Ber~ .ts
Benefits shall not accrue to employees on unauthorized leave, suspension without
pay, or leave without pay.
37. Worker's Compensation
Employees shall be provided benefits in compliance with State law.
38. Jury Dutx
Employee salary and benefits shall be continued during jury.duty; employee turns
over to the Town any compensation from the courts or other source of jury duty on
regular work days.
39. Outside Employment
Outside employment shall be subject to approval of the Chief of Police and the
Town 'Manager; no security work within Town limits; no use of Los Gatos uniform,
badge, ID, or LG issued items; vacation or CTO to be used for court appearances
resulting from private employment.
40. Residency Requirement
There is no residency requirement for represented employees.
41. Layoff Policx
Association recognizes the right of the Town to determine the resources to be made
available to the police department. .Although a reduction in force (layoff) is not
anticipated, it is recognized that it is the sole right of the Town to determine when
such reductions in force are necessary.
Reductions in force shall be by classification with the determination of affected
employees by the Town'based on seniority counted as total time employed by the
Town. Affected employees shall be provided a minimum thirty (30) calendar days
notice. of layoff.
Employees in the classification of Police Sergeant and designated for layoff shall
have the right to return to positions previously held with the Town and represented
by the. Association.
42. Vehicles
Town shall advise POA no later than sixty days prior to Town development of
vehicle specifications for patrol vehicles. POA sha11 submit .recommended
specifications for vehicle purchase no later than thirty (30) days after receiving the
notice from the Town.
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000,wpd - 13-
November 30,.2000
43. Promotions ~ ~
The Town and Association agree that it'is in the best interest of both the Town and
its employees to foster promotion of incumbent employees.
The Town and .Association recognize the Town's sole .right to determine the
examination process for the selection of Town employees. Qualified employees.
who are invited to .participate in the examination process shall be allowed up to two
(2) hours time-off from regularly scheduled work in order to participate 'in the
examination process if the examination process is scheduled during the employee's
normal work period.
To the best of its ability, the Town shall maintain a current promotional list for the
position of Police Sergeant.
44. .Probationary Period
The Town and the Association agree that all original appointments to the rank of
Police Officer will include a probationary period of 18 months from date of hire to
allow the department to fully evaluate the officer following the academy and FTO
training.
Individuals hired as a lateral transfer must have a valid P.O.S.T. Basic Certificate
at the time of hire and will be subject to a 12 month probationary period.
Any individual on an 18 month probationary.,period will be eligible to receive a step
increase after 12 months.
All promotional appointments to the .position of Sergeant shall be subject to
satisfactory completion by the .employee of a 12 month probationary period.
The by the Chief of Police may extend the probationary period of an employee for
a .period not to exceed an additional six (6) months.
45. Performance Evaluations
Performance evaluations shall take place at least every three (3) months for all
probationary employees and shall take place at least annually thereafter on the
anniversary of an employee's employment with the Town. Employees eligible for
step increases shall .receive their performance evaluation no later than fifteen (15)
days prior #o their employment anniversary date..
All .,performance evaluations shall be discussed with the employee prior to the
evaluation being completed. Employees may sign their individual performance
evaluations as evidence of discussion having taken place; employee signature does
not necessarily imply agreement with the evaluation. If an employee chooses .not
to sign an evaluation, the supervisor will note that the employee has read the
evaluation and chooses not to sign. An employee may .attach separate written
comments to his/her evaluation.
N;\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000,Wpd -14-
November 30, .2000
46. Reins~tatemen~~
Subject. to the approval of the Town Manager, a permanent employee who has
resigned from employment with the Town may be reinstated within two (2) years of
his/her resignation to his/her former position, if vacant. Upon reinstatement, the
employee shall be considered as though he/she had received an original
appointment, unless other conditions are made a part of the reinstatement by the
Town Manager.
47. Re-Emp~ment
The names of employees affected by layoff shall be placed on appropriate re-
employment lists in the order of total continuous cumulative time served in paid
status. Such names shall remain thereon for a period of eighteen {18) months
unless such persons are sooner re-employed. When a re-employment list is to be
used to fill vacancies, the Personnel Officer shall certify from the top of such list the
number of names equal to the number of vacancies to be filled,. and the appointing
power shall appoint such persons to fill the vacancies.
4'8. Grievance Procedures
Grievances shall be defined as alleged violations of this agreement or disputes
regarding interpretations, :application, or enforcement of this agreement to Town
ordinances, resolutions, and written policies related to personnel policies and
working conditions. Grievances shall not include disagreements, .disputes, or
activities regarding or pertaining to examinations for employment or promotion,
disciplinary action, performance evaluations, .and probationary terminations.
No act or activity which may be grievable may be considered for resolution unless
agrievance is filed in accordance with the procedure contained herein within sixty
(60) calendar days of the date the grievable activity occurred or the .date the
employee could reasonably have known such activity occurred. The provision for
the sixty (60) days "statute of limitations" shall not apply to probationary employees.
The parties agree that all .grievances will be processed in accordance with the
following procedure:
Any employee who has a grievance shall first try to get it settled through
discussion with his/her immediate supervisorwithout undue delay. Every effort
shall be made to find an acceptable solution at the lowest possible .level of
supervision.. If after such discussion the employee does not believe the
grievance has been satisfactorily resolved,, he/she may file a formal appeal in
writing to the command officer responsible for supervision of the .employee's
immediate supervisor within ten (10) calendar days after receiving the informal
decision of his/her immediate supervisor. The command officershall respond
within ten (10) calendar days of the filing of the appeal.
Ifthe emp ogee does not believe thegrievance has been satisfactorily resolved
by the command officer, the employee may then file a formal appeal in writing
to the Ghief of Police within ten (10) calendar days after.receiving the informal
decision of the command officer.
N•r\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000:wpd -~ GJ-
November 30, 2000
The Chief ( 'olice shall render his written deci~, ,i within ten {10) calendar
days after receiving the appeal.
If after receipt of the written decision of the Chief of Police, the employee is still
dissatisfied., he/she may appeal the decision of the Chief to the Town Manager.
Such appeal shall be made by filing a written appeal to the Town Manager
within five (5) days after the receipt of the written decision of the Chief. The
Town shall render a written decision within twenty {20) working days after the
appeal is made.
If.after receipt of the written decision of the Town Manager the employee is still
dissatisfied, he/she may appeal the decision of the Town Manager to the
Personnel .Board. Such appeal shall be made by filing a written appeal to the
Chair of the Personnel Board within five (5) days after receipt of the written
decision of the Town Manager.
The Personnel Board shall establish a hearing date within 30 days of receipt
of the written appeal. The Personnel Board shalt conduct a closed hearing
giving opportunity for presentation by the employee or his/her representative
and the Town Manager. The Personnel Board shall render a written decision
within 30 days. after the appeal is made. If after receipt of the written decision
of the Personnel Board, the employee is still dissatisfied, he/she may appeal
the decision of the Personnel Board to the Town Council. Such appeal shall
be made by filing a written appeal with the Mayor. The Mayor shall schedule
a closed hearing with the Town Council within 30 days after .receipt of the
appeal. At this hearing, the employee and the Town Manager may make
presentations. The Town Council decision shall be final. The Town Council
shall .render a decision within 30 days after the hearing. An open hearing may
be conducted by the Personnel Board or Town Council with mutual .consent of
the Town and person(s) filing the grievance.
The time limitations for filing and responding to grievances may be waived or
extended by mutual agreement of the parties. If either party to the grievance so
requests, an informal hearing shall be conducted at the Chief of Police or Town
Manager appeal levels.. Employees may be represented by counsel or other person
at any stage in the grievance process..
49. Equal Employment Op~artunity Grievance Procedure
A. Intent - It is the intent of this procedure to provide an efficient means for
resolving individual or group problems of a sensitive nature quickly and with a
minimum of formal procedural requirements.
B. Scope -This procedure shall apply to allegations of discrimination in regard to
application, recruitment, appointment, training.., promotion, retention., discipline,
or other aspects of employment .because of race, religion, color, sex,
physical/mental handicap, medical condition, marital status, age, national origin
or .ancestry and provides for a process to .investigate and correct the effects of
such discrimination.
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000;wpd -1 G-
November 30, 2000
C. Limitations ,"he establishment of this procedur( ~r resolving complaints of
discrimination shall supplant .regular grievance procedures but not prohibit
employees or applicants from filing complaints with the Fair Employment
Practice Commission (FEPC), Equal Employment Opportunity Commission
(EEOC) or the courts. The .procedure is intended .and should be viewed as a
means of providing the special skills .needed to promptly and fairly handle the
sensitive issues involved and to ensure full cooperation with federal and state
agencies.
An employee who elects to proceed under this section is not entitled to, and
shall .not be required, to utilize regular grievance procedures for any complaint
grieved under this section. Procedures under this section are alternafive to
regular grievance procedures.
D. Definitions
Aggrieved Person; An employee or applicant for employment who feels
discriminated against orharassed on the basis of race, religion, .color, sex,
physical/mental handicap, medical condition., marital status, age., national
origin or ancestry in regard to application, recruitment, appointment,
training, promotion, discipline, or other aspect of employment.
2. Complainant: An aggrieved person who has filed a formal complaint.
3. Eaual Ernpioyment Opportunity {EEO) Counselor, An employee trained
in EEO procedures and counseling techniques to provide informal
counseling on matters pertaining to discrimination. Affirmative Action
Officer will designate the individual with responsibilities of the EEO
Counselor.. This employee may also be assigned to investigate allegations
once a formal complaint is filed., and to produce a written report of findings.
This person must be capable of fairness., impartiality, .and objectivity.
E. Representatives: In presenting and resolving grievances employees may
represent themselves or may designate representatives of their own choosing.
Costs associated with such representation, if any., will be .borne by the
employee..
F. Steps in the Procedure:
Aggrieved persons shall first contact the Equal Employment Opportunity
Counselor within 30 calendar days of learning of such act or decision and
before filing a formal complaint with the Affirmative Action Officer, The
EEO Counselor shall, within 30 calendar days:
a. Consult with the aggrieved person.
b. Discuss with the aggrieved person applicable civil rights.
c. Make necessary inquiries in attempt to resolve the complaint.
d. Counsel aggrieved person on issues of the case,
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000,wpd -~ 7-
November 30, 2000
e. Se~ informal resoiution of probl~: s by facilitating open
communication between the aggrieved and departmental
management.
2, Formal Complaint: If informal resolution of problems through conciliation
.and negotiation cannot be accomplished within 30 days of contacting the
EEO Counselor, the aggrieved person(s) may file a formal complaint with
the Affirmative Action Officer, The Affirmative Action Officer will decide
whether the complaint falls within the jurisdiction of the procedure and
accept or reject it in writing. If the aggrieved person wished to appeal the
.Affirmative ..Action Officer's decision 'he/she may do so, in writing to the
Town manager within seven (7) working days of receipt of the Affirmative
.Action Officer's :decision.
The Affirmative Action Officer, upon acceptance of complaint:
a. Shall review the case with the Equal Employment Opportunity
Counselor.
b. May assign the EEO Counselor to conduct a prompt, impartial
investigation, if necessary, and review findings thereafter.
c. Shall :notify Town Manager of all formal complaints received from
employees .and provide copies of competed investigative reports to
Town Manager upon request.
d, Shall make available to the parties '.involved a copy of the .complete
investigation report.
e. Explore further possibility of informal adjustment of the problem
through negotiation or conciliation with department head orthe parties
to the complaint.
f. Present findings and recommendations for adjustment to the Town
Manager.
3. The Town Manager shall provide the complainant with a written decision
within ninety (90) calendar days from the time a formal complaint is filed.
50. Attendance
Employees shall be in attendance at their work in accordance with the rules
regarding hours of work, holidays and leave.
An employee whose absence is not authorized will not receive pay or benefits for
the absent period and shall be subject to discipline. Failure on the .part of an
.employee absent without leave to return to dutyshall be,grounds for discharge. It
shall be the responsibility of an employee absent without leave to notify the
department head of the reason the employee is absent and of the employee's
availability for duty.
N:\MGR\GROCERS\CNF\POA\POA2000\POAMOU2000,wpd -~ $-
November 30, 2000
51. Completeness MOU
The Town and the Association acknowledge and agree to abide by the provisions
of the Meyers-Nlilias-Brown Act.
52. Association Notification or Communications
The Town and the department will make every reasonable effort to keep the
Association President informed on issues .related to the working conditions of the
Association members.
53. Catastrophic Time Bank
if an employee is catastrophically ill or injured., or if the spouse or child of such
employee becomes catastrophically ill or injured, the employee may request of the
Town Managerthat a catastrophic time bank be established. This request should
be in writing. The catastrophic time bank will enable other .employees to donate
accrued CTO, .holiday credits, vacation credits, or sick .leave :accruals to the
.requesting emp oyee in accordance with departmental policies..
Specific procedures for the administration of the catastrophic time .bank will
be developed by the. department.
54. Reopener
If, for any reason, the Chief of Police decides it is in the best .interest of the
Department to discontinue the 4-10 Plan within the term of this agreement, the
Town of Los Gatos agrees to reopen negotiations within 30 days on all provisions
of the M.O.U.
55. Me Too Clause
The Town shall not enter intoan agreementwith another bargaining unit, local union
or management unit so that unit, local or bargaining unit can receive any
compensation related to any salary or total compensation increase obtained by the
POA.
N;1MGR\GROCERS\CNF\POA\POA2000\POAMOU2000:wpd -~ 9-
November 30, 2000
APPENDIX A- 1
POA RANGE STEP TABLE
EFFECTIVE JUNE 24, 2001
FLSA RANGE STEP STEP STEP STEP STEP
POLICE OFFICER OVERTIME 711 1 2 3 4 5
AS OF 6/24/01 base a $28.06. $29.46 $30.93 $32.48 $34.10
LONGEVITY PAY
Fifteen ears + es '2.50% $0.7014' $0.7365 $0.7733. $0.8119 $0.8525
Twent ears+ es 5.00% $1.4028 $1.4729' $1.5466 $1.6239 $1..7051
(must have education incentive
EDUCATION INCENTIVE
Intermediate Post es .2.50% $0.7014 $0.7365 $0.7733' $0.8419 $0:8525
Advance Post es 5:00% $1..4028': $1.4729 .$1.5466. $1.6239 $1..7051
(6/30 requalify)
SPECIAL PAYS
Motor C, cle Dut es 5.00% $1.4028 $1.4729 $1.5466 $1.6239 $1.7051
Detective es 5.00% $1.4028 $1..4729, $1.5466 $1.6239 $1.7051
Crime Prevention Officer es 5.00% $1.4028. $1.4729 $1.5466 $7.6239: $1.7051
Juvenile Officer es 5.00% $1.4028 $1.4729 $1.5466 $1.6239 $1.7051
(must have PAF)
FIELD OFFICER TRAINING
Field Trainin -phase II teainin es 5.00% $1..4028 $1.4729. .$1..5466.. $1.6239. $1.7051
BILINGUAL PAY
Spanish/en lish onl es 2.50% $0.7014 $0.7365. $0.7733 $0.811.9' $0.8525
ACTING SUPERVISOR PAY
ser eant's step 5) $39.04
BASE OVERTIME RATE-OFFICER 1.50% $42.0834 $44.1876 $46.3969 $48.7168 $51.1526
ACTING SUPERVISOR PAY $58.5600
:CALL BACK PAY
Watch 1/work prior ni ht 4hr min.
Off dut 'udical 3hr min no
no 150%
150% $1.68.3336
$126.2502 ';$176.7502
. $132.5627 $185.5878
$939.4908 $194.8671
.$146..1504 $204.6105
. $153.4579
Meeting with 2 week notic 1'hr min no 150% $42.0834 $44.1876 $46.3969 $48.7168 $51.1526
Reflects 2.5% increase in salary
624cange.xlsPOA62401
APPENDIX A- 2
POA RANGE STEP TABLE
EFFECTIVE JUNE 23, .2002
FLSA RANGE STEP STEP STEP STEP STEP
POLICE OFFICER OVERTIME 711 1 2 3 4 5
AS OF 6123/02 base a $28.76 '$30:49 $31.70 $33.29. $34.95
LONGEVITY PAY
Fifteen .ears + es 2:50% $0.71$9 $0.7548 $0.7926 $0:8322 .$0.8738
Twent ears + es 5:00% $1.43781 $1.5097. $1:5851 $1.6644 $1.:7476
(musYhave education incentive
EDUCATION INCENTIVE
Intermediate Post es 2.50% $0.7189 $0.7548 $0.7926 $0.8322 $0.8738
Advance Post es 5.00% $1,4378 $1.5097 $1:5851 $1...6644 $1.7476
(6/30 requalify)
SPECIAL PAYS
Motor C cle Dut es 5.00% $1..4378. $1:5097 $1.5851 $1..6644 $1..7476
Detective es 5.00% $1.4378, $1:5097 $1.5851 $1:6644 . $7.7476
Crime Prevention Officer es 5.00% $1.4378 $1:5097 $1:5851' $1.:6644 $1.7476
Juvenile Officer es 5.00% $1.4378 $1.5097 $1.5851 $1.6644 $7.7476
(must have PAF)
FIELD OFFICER TRAINING
Field Trainin - hase 111 trainin es 5.00% $1.4378 $1.5097 $1:5851 $1.6644. $A.7476
BILINGUAL PAY
Spanish/en lish ont es 2.50% $0.7189 $0.7548 $0.7926 $0.8322 $0.8738
ACTING SUPERVISOR PAY
(ser eant's step 5 $40:02
BASE OVERTIME RATE-OFFICER 150% $43.1.333 . $45.2899. $47.5544 $49.9321 $52.4288
ACTING :SUPERVISOR PAY $60:0300
CALL BACK PAY
Watch 1/work prior ni ht 4hr min no 150% $172.5330 $181.1'.597 $190:217T $199.7286 :$209.7150
Off dut "udical 3hr min no 150% $129.3998 . $135.8698 $142.6633 $149.7964 $157.2863
Meeting with 2 week notic 1hr min no 150% $43.1333 ' $45.2899 $47.5544 $49:9321 $52.4288
Reflects 2:5% increase'in salary
62302 ra n g e. x I s P OA62 302
1
RESOLUTION NO.
RESOLUTION OF THE TOWN OF LOS GATOS
AMENDING APPENDIX A & B OF THE MANAGEMENT COMPENSATION PLAN FOR
FISCAL YEAR 2000-2001 FOR POLICE SERGEANTS
WHEREAS, adjustments in salary and compensationfor Los Gatos Police Sergeants
are made following the completion of negotiations with Police Officers; and,
WHEREAS, those :negotiations have been completed and it is necessary to make
corresponding adjustments for Police Sergeants.
RESOLVED, by the Town Council of the Town of Los Gatos, County of Santa
Clara, State of California,.. that Appendix A & B of the Management Compensation .Plan for fiscal
year 2000-2001 {a copy of which are attached hereto) are hereby approved.
PASSED AND ADOPTED at a regular meeting of the Town Council of the Town
of Los Gatos, California, held on the day of December, 2000 by the following vote:
COUNCIL MEMBERS:
AYES:
NAYES;
ABSENT:
ABSTAIN:
SIGNED:
MAYOR OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
ATTEST:
CLERK OF THE TOWN OF LOS GATOS
LOS GATOS, CALIFORNIA
N:\MGR\GROGERS\CNF\COUNCIL\S ERGEANTRES02000.wpd
APPENDIX A
MANAGEMENT CLASSIFICATIONS
AND BI-WEEKLY SALARY SCHEDULE
FY 2000-2001
EFFECTIVE EFFECTIVE EFFECTIVE EFFECTIVE
CLASSIFICATION 6/25/2000* 1/7/01 6/24/2001** 6/23/2002***
.Police Chief $ 4.,482,25 $ 4.,571..89
Community Development.Director $ 4,088.38 $ 4,170.15
Assistant Town Manager $ 4,018.71 $ 4.,099:08
Director of Parks & Public Works $ 3,905.05 $ 3,983.15
Finance Director $ 3,905.05 $ 3,983.15
Police Captain $ 3,887..47 $ 3..;965:22
Library Director $ 3,727;59 $ 3;802,14
Community Services Director $ 3..,727.59 $ 3.;802.14
Assistant Community Development Director $ 3,458:86 $ 3,528.04
Town Engineer $ 3,458:86 $ 3.,528,04
Management Information Systems Manager $ 3,458.86 $ 3,528,04
Parks/Forestry Superintendent $ 3;454.17 $ 3,523.25
Maintenance Superintendent $ 3;454.17 $ 3,523.25
Human Resources Manager $ 3,193.89 $ 3,257..77
Police Sergeant $ 3,047.20 $ 3,047:20 $ 3.,123.20 $ 3,201:60
Records & Commuriication Manager $ 2,963.46 $ 3,022,73
Parks Maintenance Supervisor $ 2,959.48 $ 3;018:67
Public Works Supervisor $ 2,959.48 $ 3,018:67
Senior Librarian $ 2;929.05 $ 2,987.63
* Effective 6/25/2000 employees shall begin to pay the employee share of PERS contribution (7% for
Miscellaneous, 9% for Safety), and the Town wi ll discontinue paying employee contribution to PERS
(7% for Miscellaneous., 9% for Safety), except for Police Sergeant s. Effective 12/13/98 the Town
discontinued paying employee contribution to P ERS ( 9%) for Sergea nts, and the Sergeants began to
pay the employee- share of PERS contribution ( 9%). The schedule above has been adjusted to reflect
the PERS conversion from benefits to salary.
**Effective Fiscal Year 2001 2002
***Effective Fiscal Year 2002-2003
11/30/00, 5:41 PM Biwkpay.xls, Mgmt Bi-weekly Pay 6-2000
APPENDIX A ~
POLICE SERGEANT RANGE STEP TABLE
EFFECTIVE JUNE 24, :2001
FLSA RANGE STEP STEP STEP STEP STEP
POLICE SERGEANT -MANAGEMENT OVERTIME 721 1 2 3 4 5
AS OF 6/24/01 base pa $32.12 $33.73 $35.41 $37.18 $39.04
LONGEVITY PAY
Fifteen ears + es 2.50% $0.8030 $0.8432 $0.8853 $0.9296 $0.9761
Twent ears + es 5.00% $1...6060. $1.6863 $1.7706 $1..8592 $1.9521
(must have education incentive
EDUCATION INCENTIVE
Intermediate Post es 2.50% $0.8030, $0..8432 $0.8853 $0.9296 $0.9761
Advance Post es 5.00% $1.6060 $1:6863'. $1.7706. $1.8592 $1.9521
(6/30 requalify)
SPECIAL. PAYS
Traffic Coordinator es 5.00% $1.6060 $1:6863. $1.7706 $1:8592 $1.9521
Detective es 5..00% $1.6060 $1.6863 $1.7706' $1:8592 $1.9521
Personnel & Trainin es 5.00% $1.6060 $1.6863 $1.77D6 $1.8592 .$1.9521
(must have PAF)
BILINGUAL .PAY
(Spanish/en lish onl ss 2.50% $0:8030' $0.8432 $0:.8853 $0.9296 $0..9761
BASE OVERTIME RATE 150% $48.1802'. $50.5892 $53.1187 $55.7746 $58:5634
CALL BACK PAY
Watch 1/work prior ni ht 4hr min no 150% $192.7209 $202.3570 $212.4748 $223.0986 $234.2535
Off dut 'udical 3hr min no 150% $144.5407 $151.767T $159.3561 $167.3239 $175.6901.
Meeting with 2 week notic 1 hr min no 150% $48..1802 $50.5892 $53.1187 $55.7746'. $58.5634
Reflects 2.5% increase in salary
624range.xlsSGT62401
APPENDIX A
POLICE SERGEANT'RANGE STEP TABLE
EFFECTIVE JUNE 23, ,2002
FLSA RANGE STEP STEP STEP STEP STEP
POLICE SERGEANT -MANAGEMENT OVERTIME 721 1 2 3 4 5
AS OF 6/23/02 base a $32.92 $34.57 $36.30. $38.11, $40:02
LONGEVITY PAY
Fifteen ears + es 2.50% $0.8230 $0.8642 $0.9074.. $0.9528 $1.0004
Twent ears + es 5:00% $1.:6461 $1.7284 $1..8148' '$1.9055 $2.0008
(must have education incentive
EDUCATION .INCENTIVE
Intermediate Post es 2.50% $0:8230 '$0.8642 $0:9074 $0.9528 $1.0004
Advance Post es 5.00% $1:6461 $1.7284. $1.8148 $1..9055 $2.0008
(6130 requalify)
SPECIAL PAYS
Traffic Coordinator es 5.00% $1.6461 $1.7284 $1.8148 $1:9055 $2:0008
Detective es 5.00% $1.6461 $1.7284 $1.8148 $1.9055 $2.0008
Personnel & Trainin es 5.00% $1.6461 $1.7284 '$1..8148 $1:9055. $2.0008
(must have_PAF)
BILINGUAL PAY
Spanish/en lish onl es 2.50% $0.8230 $0:8642 $0.9074 $0.9528. $1:0004
BASE OVERTIME RATE 150% $49.3819' '$51.851D $54.4435' $57.1657 $60:0240
CALL BACK PAY
Watch 1/work prior ni ht 4hrmin
Off dut 'udical 3hr min no
no 150%
150% $197:5276
$.148.1457 $207.4040
$155.5530 $217.7741
$163:3306' $228.6629
$171.4971 $240:0960
$180.0720
Meeting with 2 week notic 1hr min no 150% $49.3819 $51.851D $54.4435 $57:1657 $60.0240
Reflects 2.5%'increase in salary
62302range.xlsSGT62302
APPENDIX B
MANAGEMENT SUPPLEMENTAL BENEf ITS
FY 2000-2001
GROUP I - $8,940
.Police Chief
'Community .Development Director
Assistant Town Manager
Director of Parks & Public Works
Finance Director
Police Captain
Library Director
Community Services Director
GROUP II - $8,3:80
Asst. Community Dev. Director
Town Engineer
Mgmt. Information Systems Manager
Parks/Forestry Superintendent
Maintenance Superintendent
Human Resources Manager
.Records & Communication Manager
.Parks Maintenance Supervisor
Public Works Supervisor
Senior Librarian
GROUP 111 - $7089 (.Effective December 24, 2000)
Police Sergeant
11/30/00, 5:39 PM Biwkpay.xls, Mgmt Suppl Benefits 6-2000