HomeMy WebLinkAboutRES-92-5586 (MOU/HB POA-COMMDR-92)RESOLUTION NO. 92- 586
1%wo� A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HERMOSA
BEACH, CALIFORNIA, TO ADOPT A MEMORANDUM OF UNDERSTANDING
WITH THE HERMOSA BEACH POLICE OFFICERS' ASSOCIATION
COMMANDERS' BARGAINING UNIT.
WHEREAS, the Hermosa Beach Police Commanders have
elected to meet and confer with the City of Hermosa Beach on
matters concerning wages, hours, and working conditions; and
WHEREAS, the above personnel have selected certain
individuals to represent them; and
WHEREAS, Employee and Management representatives have
jointly negotiated a Memorandum of Understanding which has
been ratified by a majority vote of the members of the
Police Commanders' Bargaining Unit. Said Memorandum of
Understanding is attached hereto as "Exhibit All; and,
WHEREAS, the Employee Representatives and the City
Manager have mutually agreed to recommend that the City
Council adopt this Memorandum of Understanding.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF HERMOSA
BEACH RESOLVES to enter into said Memorandum of
Understanding to be dated December 15, 1992, and to be
effective for the period March 1, 1992 through and including
February 28, 1993.
BE IT FURTHER RESOLVED that the City Clerk shall certify
to the passage and adoption of this resolution; shall cause
the same to be entered among the original resolutions of
said City; and shall make a minute of the passage and
adoption thereof in the records of the proceedings of the
City Council of said City in the minutes of the meeting at
�, which time same is passed and adopted.
PASSED, APPROVED and ADOPTED this 15th day of December
1992.
PRESIDENT of the City Council and MAYOR of the City of
Hermosa Beach, California
ATTEST:
City Clerk- j
APPROVED AS TO FORM:
62 A -Z 'I 4e,7 -f City Attorney
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MEMORANDUM OF UNDERSTANDING
FOR THE
POLICE COMMANDERS BARGAINING GROUP
1. PARTIES TO THE MEMORANDUM
This Memorandum of Understanding, hereinafter referred to as the
"MOU" or the "Agreement," has been entered into, pursuant to the
laws of the State of California and the City of Hermosa Beach,
California, by and between the CITY OF HERMOSA BEACH, hereinafter
referred to as the "City" or as "Management," and the HERMOSA
BEACH POLICE OFFICERS ASSOCIATION, hereinafter referred to as the
"Association."
2. RECOGNITION
1. Effective March 1, 1988, the titles of Police Captain and
Police Lieutenant are hereby abolished and replaced with the ti-
tle, "Police Commander."
2. Current incumbents in the classification of Police Lieutenant
and Police Captain shall be reclassified as Police Commander, a
civil service designated position. Such reclassification shall
not operate to divest incumbents of any vested property right in
their jobs. The new job description is attached as Attachment
nB0n
3. For the purposes of comparison in all matters and issues af-
fecting the department's classification of Police Commander, in-
cluding wages, hours, and terms and conditions of employment, the
classification of Hermosa Beach Police Commander shall be equated
to and/or considered the same as that of a Police Captain in
municipal agencies with similar duties and responsibilities.
However, such comparison shall not mandate change or the matters,
issues, wages, terms and conditions of employment.
4. Pursuant to the provisions of the Meyers-Milias-Brown Act,
(Government Code 3500, et seq.), the City agrees to, and does,
recognize the Hermosa Beach Police Officers Association as the
exclusive representative of the full-time positions in the clas-
sification of Police Commander of the City of Hermosa Beach.
3. SCOPE & IMPLEMENTATION OF THE MEMORANDUM OF UNDERSTANDING
This memorandum of understanding constitutes the joint recommen-
dation of Management and the Association. It shall not be bind-
ing in whole or in part upon the parties unless and until the
following conditions have been complied with:
014� 1. The association shall notify the City Council in writing that
it has formally approved the Memorandum of Understanding in
its entirety.
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2. The City Council shall approve this Memorandum of
Understanding.
lftpp/ 3. This MOU has been reached following good -faith negotiations,
by the authorized Management representative of the City Coun-
cil and the authorized representative for the Hermosa Beach
Police Officers Association.
4. JOB ACTION
The Association and its members agree that during the term of
this MOU there shall be no strike.
In the event of an unauthorized strike, the City agrees that
there will be no liability on the part of the Association pro-
vided the Association promptly and publicly disavows such unau-
thorized action; orders the employees to return to work and at-
tempts to bring about a prompt resumption of normal operations;
and provided further, that the Association notifies the City in
writing, within 48 hours after the commencement of such strike,
what measures it has taken to comply with the provisions of this
strike.
In the event such strike by the Association has not affected
resumption of normal work practices, the City shall have the
right to take appropriate disciplinary action.
S. NON-DISCRIMINATION
The City shall not discriminate against any employee because of
race, color, age, creed, national origin, sex, handicap, medical
condition, marital status, or union activities in any matter.
6. MANAGEMENT RIGHTS
1. Manage the City.
2. Schedule working hours.
3. Establish, modify or change work schedules or standards.
4. Institute changes in procedures.
5. Direct the work force, including the right to hire, promote,
demote, transfer, suspend, discipline or discharge any
employee.
6. Determine the location of any new facilities, building,
departments, divisions, or subdivisions thereof, and the
relocation, sale, leasing or closing of facilities, depart-
ments, divisions, or subdivisions thereof.
7. Determine services to be rendered.
8. Determine the layout of buildings and equipment and materials
to be used herein.
9. Determine processes, techniques, methods and means of per-
forming work.
10. Determine the size, character and use of inventories.
11. Determine the financial policy including accounting
,ter procedures.
12. Determine the administrative organization of the system.
13. Determine the selection, promotion, or transfer of employees.
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14. Determine the size and characteristics of the work force.
15. Determine the allocation and assignment of work to employees.
16. Determine policy affecting the selection of new employees.
17. Determine the establishment of quality and quantity standards
and the judgment of quality and quantity of work required.
18. Determine administration of discipline.
19. Determine control and use of City property, materials and
equipment.
20. Schedule work periods and determine the number and duration
of work periods.
21. Establish, modify, eliminate or enforce rules and
regulations.
22. Place work with outside firms.
23. Determine the kinds and numbers of personnel necessary.
24. Determine the methods and means by which such operations are
to be conducted.
25. Require employees, where necessary, to take in-service train-
ing courses during working hours.
26. Determine duties to be included in any job classifications.
27. Determine the necessity of overtime and the amount of over-
time required.
28. Take any necessary action to carry out the mission of the
City in cases of an emergency.
The exercise of the foregoing powers, rights authority, duties
and responsibilities by the City, the adoption of policies,
rules, regulations and practices in furtherance thereof, and the
use of judgment and the discretion in connection therewith, shall
be limited only by the specific and express terms of this Memo-
randum of Understanding, City Personnel Ordinance and Personnel
Rules and Regulations, the Public Safety Officers Procedural Bill
of Rights, and other statutory laws.
Except in emergencies, or where the City is required to make
changes in its operations because of the requirements of law,
whenever the exercise of managements rights shall impact on em-
ployees of the bargaining unit, the City agrees to meet and con-
fer with representatives of the Association, upon request by the
Association, regarding the impact of the exercise of such rights
unless the matter of the exercise of such rights is provided for
in this Memorandum of Understanding.
7. PROVISIONS OF LAW - INSEPARABILITY
It is mutually understood that this MOU is, and shall be, subject
to all current and future applicable state, federal and local
laws. If any article, part, provision or segment of this MOU is,
or shall be, in conflict with or inconsistent with such ap-
plicable provisions of federal, state or local law, or is other-
wise held to be invalid, or unenforceable by any court of compe-
tent jurisdiction by final decree, such article, part or provi-
sion thereof shall be superseded by such applicable law and the
remainder of this MOU shall in no way be affected thereby.
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S. FULL UNDERSTANDING, MODIFICATION, WAIVER
N%0, It is intended that this Agreement sets forth the full and entire
understanding of the parties regarding the matters set forth
herein, and any other prior to existing understanding or agree-
ments by the parties whether formal or informal, regarding any
such matters are hereby superseded or terminated in their
entirety.
Except as specifically provided herein, it is agreed and under-
stood that each party hereto voluntarily and unqualifiedly waives
its right, and agrees that the other shall not be required to
negotiate with respect to any subject or matter covered herein
during the term of this agreement.
Any agreement, alteration, understanding, variation, waiver, or
modification of any of the terms or provisions contained herein
shall not be binding upon the parties hereto unless made and exe-
cuted in writing by all parties hereto, and if required, approved
and implemented by the City Council.
The waiver of any breach, term or condition of this Agreement by
either party shall not constitute a precedent in the future en-
forcement of all its terms and provisions.
9. GRIEVANCE PROCEDURE
The Grievance Procedure is attached as Exhibit A and incorporated
herein by reference.
10. WORK SCHEDULE
Police Commanders shall have the choice of working a ten (10)
hour day, four (4) days per work week; or an eight (8) hour day,
five (5) days per work week.
The City may cancel this scheduling plan, without cause, at any
time during the term of this Memorandum of Understanding by
giving the Association three (3) months written notice. Upon such
notice, the City shall, at the request of the Association, meet
and confer on a new scheduling plan. Absent mutual agreement,
the City shall revert to the 5/8 plan in effect prior to the ex-
perimental work plan.
In the event of an emergency situation, the City may cancel, al-
ter or amend the work schedule as necessary immediately.
11. COMPENSATION - METHODS OF COMPENSATION
A. Methods of compensation:
1. Compensation shall be determined on an hourly basis.
,%,V 2. Payments due shall be paid on a bimonthly basis unless other-
wise mutually agreed. By mutual consent early payments and
other modifications can be made.
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3. Base hourly salary shall be considered the rate of pay for a
particular classification without consideration of any other
form of compensation.
B. Salary Advancements Within Base Pay Range:
1. Step Advancement:
a. All salary advances shall be based on merit and fitness.
All increases shall be recommended by the Department Head
and approved by the Personnel Officer/City Manager. In
the cases of exceptional merit, and upon the recommenda-
tion of the Department Director, an employee may, with
the approval of the City Manager, be advanced a step
within the salary range at other than one year intervals.
Such advancements shall establish a new anniversary date
for future advancements. Merit increases shall be effec-
tive at the beginning of the next pay period (1st or 16
of month).
b. Upon the successful and satisfactory completion of twelve
(12) months service, employees shall be advanced one step
within their range and yearly thereafter until the maxi-
mum within the range achieved.
3. Promotion
An employee who is promoted to a position in a class with a high-
er salary rate shall be entitled to the lowest step in the higher
range which exceeds the present rate of pay with the intent of
increasing the base salary rate by at least 5%.
C. Compensatory Time
Employees may accrue up to 175 hours of compensatory time and may
cash out all or part of such accrued time at any time, subject to
the budgetary constraints of the department.
12. BASE SALARY
Effective March 1, 1992, the base salary range for the clas-
sifications in the bargaining unit shall be as follows:
STEP:
A B C D E
Effective March 1, 1992 ---- 4962 5210 5470 5744
13. EXEMPT EMPLOYEES
The Classification of Police Commander is designated as exempt
under FSLA.
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14. INSURANCE COVERAGE
A. LIFE
City shall provide a life insurance policy for each employee,
payable in the amount of $50,000 upon such employee's death.
B. MENTAL HEALTH
City shall make such a plan available to city employees; the
full cost to be paid by the employee.
C. VISION
City shall make such a plan available to city employees; the
full cost to be paid by the employee.
D. HEALTH
City shall provide for Association members a health insurance
plan to include a choice of an annuity plan with $250.00 de-
ductible or an HMO plan; both plans to include maternity care
and prescription benefits. Current health, or their equiva-
lent, to remain in force during the term of this MOU. City
shall meet and consult should there be a change in providers.
City agrees to indemnify the employee for co -pay amounts
incurred in excess of the level of benefit in effect on
1...l' November 30, 1990 for the HMO and Indemnity medical plans.
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City to pay employee costs and current dependent rate with
any future increased dependent costs to be borne 80% City and
20% employee.
E. DENTAL
City shall provide for Association members a dental insurance
plan to include a choice of an annuity plan or an HMO plan.
City to pay employee cost and current dependent rate with any
future increased dependent costs to be borne 80% City and 20%
employee.
15. DEFERRED COMPENSATION
City agrees to make available to all employees in the Unit either
of the citywide Deferred Compensation Plans. All participants
being then eligible to vote on decisions of the Deferred Compen-
sation Committee.
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16. SALARY CONTINUATION PLAN
A. Management agrees to contribute for each member of the Unit,
the sum of Fourteen and 40/100 dollars ($14.40) per month per
person, toward the purchase of a Long Term Disability (LTD) plan
through the Association. Any cost in excess of this shall be
borne by the Association.
B. Effective upon, and coincidental to, the date the POA assumes
all responsibility for the provision/administration of, and pre-
mium payment for, the LTD plan, the City's contribution of
$14.40/month/employee toward the LDT plan shall cease and the
base pay of the Commander classification shall be increased by
$20.00/month.
17. RETIREMENT
A. The City shall maintain the 2% @ 50 PERS contract with "One
Year Final Compensation" in effect at the time of this
contract.
B. City and Association agree that, during the term of this MOU,
the City shall amend the PERS contract to include Section
20930.3 - Military Service Credit as Public Service. Said
amendment shall become effective as soon as practicable fol-
lowing execution and approval of this MOU.
C. The City will pay the employee's 9% contribution to the PERS
`"WWI retirement system credited to the employee's portion.
D. Retirement Conversion of Accruals:
1. Upon service retirement from the City, an employee may
elect to receive the cash value of their monthly accrual for
vacation, sick, and holiday comp. included as part of their
base monthly salary in lieu of receiving any further accrual
during their final twelve (12) months of service. No conver-
sion of accruals which were accrued prior to the conversion
period shall be allowed.
2. In addition to 111" above, the employee may elect to
receive the employee's 9% contribution to PERS credited to
base salary. Upon such election, the employee shall commence
payment of the 9% PERS contribution from their salary.
3. In order to be eligible for conversion of monthly ac-
cruals and the PERS 9% provision, the employee must announce
their service retirement twelve (12) months in advance of
their retirement date.
4. The value of the converted leave (sick, vacation, holiday
comp.) shall be calculated at the employee's regular rate of
pay.
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5. At no time shall this additional compensation so received
act in any way to increase any other premium pays (e.g. as-
*fto/ signment pay, longevity pay, etc.) which are computed as a
percentage of base pay, nor shall the cash value of the ac-
crual conversation be included in the computation of the
value of any accrual cash -outs.
6. All compensation currently calculated for retirement pur-
poses shall be included in the final year conversion formula.
7. Should PERS change or otherwise amend the stated policy
of not allowing the retrospective application of benefits to
salary, the language of Article 21 of the March 1, 1988 MOU
shall be reinstated regarding the conversion of all unused
sick leave.
18. LEAVE OF ABSENCE
Management agrees to allow all employees covered by this MOU to
take a leave of absence without pay, not to exceed 60 days, in
conjunction with, or in addition to, their regular vacation time.
This leave will only be allowed every other year. Timing and
duration of leave is subject to approval of the Public Safety
Director and subject to the needs of the department. This pro-
vision shall not reduce any leave entitlement an employee may
have under the Military and Veterans Code.
19. VACATION
Vacation accrual rates shall be as follows:
A. For employees initially hired before May 2, 1984.
1.
Upon hire,
at the rate of 96 hours/year.
2.
Commencing
with
the
7th year,
at the rate of
112 hours/year.
3.
Commencing
with
the
8th year,
at the rate of
136 hours/year.
4.
Commencing
with
the
15th year,
at the rate of
160 hours/year.
5.
Commencing
with
the
16th year,
at the rate of
168 hours/year.
6.
Commencing
with
the
17th year,
at the rate of
176 hours/year.
B. For employees hired after May 1, 1984.
1. At the rate of 96 hours/year commencing with appointment.
2. At the rate of 112 hours/year commencing with the 7th year
after (1) above.
5. At the rate of eight additional hours/year commencing with
the 11th year after (1) above to a maximum of 20 days/year.
6. At the rate of eight additional hours/year commencing with
the 11th year after (1) above to a maximum of 20 days/year.
1140.✓ C. Each member of the bargaining unit will be required to use
the number of hours accumulated for vacation purposes during
each fiscal year. During the fiscal year, if within ninety
(90 ) days following completion of the fiscal year the indi-
vidual has not utilized these vacation hours off, they shall
then be paid for them. An individual may accumulate and hold
as unused vacation hours an amount equal to the total number
of hours that can be accrued in an 18 -month period.
20. HOLIDAYS
The following holidays shall be considered as paid:
New Year's Day; Martin Luther King, Jr's Birthday; Presidents
Day; Memorial Day; Independence Day; Labor Day; Veteran's Day;
Thanksgiving Day; Day after Thanksgiving; Christmas Day
21. SICK LEAVE
Sick leave accrual shall be as follows:
1. For all employees initially hired before May 2, 1984:
A. Those employees having less than 176 accrued hours of
sick leave shall accrue sick leave at the rate of 6 hours
per month until their accrual accumulates to 176 hours at
which time their accrual shall be 8 hours per month.
B. A once a year cash -in can be up to 100% of the unused
sick leave as long as at least 176 accrued hours remains
on hand. An employee may accrue a maximum of three hun-
11U01* dred and fifty hours (350); thereafter any excess shall
be cashed out. Employees who have more than 350 hours of
sick time on the books as of June 1, 1988 shall be frozen
at that accumulation; any sick time in excess of that
amount shall be cashed out.
2. For employees hired after May 1, 1984:
A. Zero during academy.
B. Upon graduation from the Academy or upon hire as a
lateral entry, 4 hours per month for the initial 12
months.
C. 5 hours per month for the next 12 months.
D. 6 hours per month thereafter and subject to all of (1)
above.
3. Upon termination from City employment, sick leave will be
paid at the current hourly rate, on the following conditions:
A. One-quarter pay from 5 to 10 years of continuous service.
B. One-half pay from 10 years until termination.
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4. In the case of serious illness of a member of the immediate
family, the employee may utilize sick leave. Immediate fami-
,OMP, ly for the purpose of this section shall be defined as:
father; mother; father-in-law; mother-in-law; brother;
sister; spouse; or legal dependent. Employees may predesig-
nate and substitute other members for those members defined
as "immediate family." The intent of this provision is not
to expand the number of persons included in the definition of
"immediate family" or to increase paid leave opportunities,
but, rather, to recognize variation in family structure (e.g.
stepmother for mother).
22. BEREAVEMENT LEAVE
Each employee shall receive a maximum of three shifts per calen-
dar year to be utilized for bereavement leave because of a death
in their immediate family. Immediate family shall be defined as
in Article 21 - Sick Leave. Said time will not be cumulative
from one twelve month period to another nor will pay in lieu of
unused leave for bereavement be provided. The Director may grant
one (1) additional shift in the event of a death which requires
extended travel.
23. MANAGEMENT LEAVE
A. Police Commanders shall be allowed 60 hours of additional
leave each calendar year in addition to the fixed holidays
and bereavement leave. Management leave does not accumulate
\-mr, or carry over, it must be used each year.
B. The current practice of earning compensatory time for
holidays worked shall be eliminated effective with the execu-
tion of this Memorandum of Understanding.
C. Should a Commander be required to work on a scheduled
holiday, those hours worked shall be added to the individuals
Management Leave bank. Management Leave and any additional
hours do not carry over and must be used in the calendar year
during which it was accrued. Management Leave, and any hours
added for holidays worked, shall have no cash value.
24. EDUCATIONAL REIMBURSEMENT
The City agrees that Police Commanders who desire to enroll in
training and academic courses that may provide the employee with
general or specific skills and/or knowledge that contributes to
their ability to perform their current position or enhances pro-
motional opportunities, shall have their course fees (up to CSU
rate), books, materials, and tuition (CSU rate) paid by the City,
in advance, subject to the approval of the City Manager. The
employee will reimburse the City for all expenses if the employee
fails or does not complete the courses.
2S. UNIFORM ALLOWANCE
Said allowance for Police Commanders to be $600 per year, payable
through the regular payroll schedule.
An absence due to sick leave, injury on duty, or leave of absence
without pay, exceeding sixty (60) days shall result in a pro -rata
reduction in uniform allowance for the time of the absence.
26. AMMUNITION REPLACEMENT
In addition to the quarterly qualification ammunition, each of-
ficer will be allowed to utilize fifty (50) rounds of ammunition
for their primary duty weapon, at City expense, each month at the
firing range used by the Department. The City will also pay for
the expense of using the range. The ammunition will be used to
practice on an approved course of fire so that officers will be-
come more proficient with their service weapons.
The City will not compensate officers for the time spent to uti-
lize this ammunition. Officers must use the allotted ammunition
each month, it does not accumulate.
27. PERFORMANCE EVALUATION AND MERIT PAY
B. Merit pay shall be in the amount of 0% to +5% of monthly sal-
ary, payable bi-annually, in January and July.
C. Police Commanders will be eligible to receive merit pay based
upon performance. Participation in the merit pay program
shall be voluntary.
D. Police Commanders who wish to participate in the program
shall meet with the Director of Public Safety in a timely
fashion, and in no event later than ten (10) working days
prior to the beginning of a merit period, to discuss and
agree upon a set of goals and objectives. It is intended
that these goals and/or objectives be other than the regular
duties and responsibilities of the employee's regular
assignment.
E. To be eligible for payment of merit pay, the participating
Commander must submit a final summary report regarding the
accomplishment of the agreed upon goals and/or objectives no
later than ten (10) working days prior to the completion of
the merit evaluation period.
F. A merit pay performance evaluation and personnel action shall
be completed and presented to the employee no later than ten
(10) working days following receipt of the summary report.
In the event that this is not accomplished within the es-
tablished time frame, the employee shall be entitled to
receive the full 5% merit pay.
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G. Prior to the implementation of this Article, the Director of
Public Safety shall meet with the members of the Police
Commanders Bargaining Unit for the purpose of agreeing upon
the format for the merit evaluation and the factors to be
considered by the Director in the evaluation of goals and/or
objectives for the purposes of awarding merit pay.
H. This provision is not subject to the grievance process, the
discipline process, or any other type of appeal process.
However, violation of any of the above procedures is subject
to the grievance process.
28. DISCIPLINARY ACTIONS
For the purpose of defining disciplinary actions, the following
definitions shall be applicable:
1. Disciplinary actions are defined as:
a. Dismissal.
b. Demotion.
C. Suspension.
d. Reductions in pay.
e. Reprimand (written)
2. Reductions in pay are governed by the "Blue Section" of
the Police Manual.
3. Appeals from the disciplinary actions shall only be sub-
ject to the "Blue" section of the Police Manual entitled
"Rules and Regulations."
4. Prior to the commencement of any internal investigation
which is likely to subject the officer to disciplinary
action, the officer shall be advised of their rights pur-
suant to Section 3300, et. seq., of the California
Government Code as amended. All rights contained therein
shall be applicable to the disciplinary actions and shall
be used as a minimum guideline only.
5. Any reprimand record or other writing containing negative
comments (with the exception of Performance Evaluations)
included in the employees personnel package is a written
reprimand.
6. Inclusionary periods as currently set forth in the Police
Department Rules and Regulations shall remain in effect
during this M.O.U.
1`1%501 The specific changes to Section R18.04 as agreed to
during negotiations and attached hereto as Exhibit "C"
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are hereby incorporated into the Department Rules and
Regulations (Blue Section).
7. Any officer receiving time off dispensed as a result of
disciplinary action can use either accumulated compensa-
tory time or vacation time at their discretion. However,
when exceptional circumstances arise and the City feels
that it is in the best interest to keep an officer off
duty for a limited period of time (not to exceed five (5)
working days), the City may exercise this right.
29. LAYOFF
Hermosa Beach Municipal Code Section 2-42 as currently enacted,
is the governing provision regarding layoff. However, City fur-
ther agrees that prior to implementation of any such layoff, dis-
cussions shall be held to explore other alternatives, mitigation,
etc.
It is further agreed that in the event the City should contract
with another agency for provision of police services, the As-
sociation shall receive six (6) months advance notice prior to
the effective date of any such change.
30. NO SMOKING
The parties agree that the City shall amend its class specifica-
tions for unit positions to provide that employees who become
llgw► unit employees after March 1, 1988 shall, as a condition of their
continued employment, refrain from smoking tobacco or any other
non -tobacco substance at any time on or off duty. Violation of
this condition of employment shall be deemed good cause for
dismissal.
31. ANNUAL PHYSICAL
A. Effective March 1, 1991, all employees covered by this
agreement shall be provided with a complete physical
examination (participation is voluntary) according to the
following schedule:
1. Every two (2) years up to and including age 38;
2. Annually at age 39 and thereafter.
B. Said physical to be at a location of the City's choice and at
the City's expense.
C. The physical exam is to include at least the following:
Review of medical history, physical examination; Urinalysis;
VDRL; X -Rays (Chest PA, Lumbar Spine and Cervical) only if
indicated; Blood groupings, CBC, Chem Panel 17; EKG and
Treadmill; Lipid Analysis; Pulmonary Function Test; Hearing
test; Strength and Flexibility testing.
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32. FURTHER STUDIES
The City and Association, jointly recognize that some matters
need further study and negotiation during the term of the MOU.
It is therefore agreed that the following items will be
addressed:
1. Definition of seniority, rights and privileges;
2. Vacation schedule;
3. PERS 3% COLA provision
4. Rehire lists; procedures for re-employment of personnel
from layoff; "Y" ratings in the classified service.
5. Smoke-free workplace policy;
6. Drug/Alcohol policy.
33. DURATION OF CONTRACT
This MOU is effective March 1, 1992 and shall remain in full
force and effect for 12 months thereafter, ending February 28,
1993.
witness w ereof, the parties hereto have caused their duly
u horized a resentatives to execute this Memorandum of Under-
t n ing th s day of , 1992.
BEA
RSA A CITS� OF HERMOSA BEACH
Anthl3nyffWd Frederick R. Ferrin
Commandeitl City Manager
chael J.
Jon J. M
Cohmander
a, L '. , P, ( =eZ�
Valentine P. Straser
Commander
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES )
CITY OF HERMOSA BEACH )
I, Naoma Valdes, Deputy City Clerk of the City
Council of the City of Hermosa Beach, California, do hereby
certify that the foregoing Resolution No. 92-5586 was duly and
regularly passed, approved and adopted by the City Council
of the City of Hermosa Beach at a Regular meeting of said
Council at the regular meeting place thereof on December
15, 1992.
_-The vote was as follows:
AYES: Benz, Edgerton, Midstokke, Wiemans, Mayor Essertier
NnES: None
ABSTAIN: None
ABSENT: None
DATED: December 17, 1992
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Deputy City Clerk