HomeMy WebLinkAboutCC Resolution 15288 (Successor Memorandum of Understanding with San Rafael Police Association (SRPA))RESOLUTION NO. 15288
RESOLUTION OF THE SAN RAFAEL CITY COUNCIL APPROVING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND SAN RAFAEL POLICE ASSOCIATION
(SRPA) PERTAINING TO COMPENSATION AND WORKING CONDITIONS (JUNE 1, 2024
THROUGH JUNE 30, 2027)
WHEREAS, the City of San Rafael and representatives of SRPA have met and conferred in good
faith with regard to wages, hours and working conditions in accordance with the provisions of the
Meyers-Milias-Brown Act; and
WHEREAS, a Memorandum of Understanding (“MOU”) pertaining to the three-year period from
June 1, 2024, through June 30, 2027, has been ratified by SRPA members.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN RAFAEL DOES RESOLVE,
DETERMINE AND ORDER AS FOLLOWS:
Section 1: From and after the date of adoption of this Resolution, the
City of San Rafael and San Rafael Police Association (SRPA) shall utilize
the MOU for the period beginning June 1, 2024, attached hereto, as the
official document of reference respecting compensation and working
conditions for employees represented by SRPA.
Section 2: The schedules describing classes of positions and salary
ranges are attached to said MOU and, together with the MOU itself, are
hereby adopted and shall be attached hereto and incorporated in full.
I, Lindsay Lara, Clerk of the City of San Rafael, hereby certify that the foregoing Resolution was
duly and regularly introduced and adopted at a regular meeting of the City Council of the City of
San Rafael, held on the 20th of May 2024, by the following vote, to wit:
AYES: Councilmembers: Bushey, Hill, Kertz, Llorens Gulati & Mayor Kate
NOES: Councilmembers: None
ABSENT: Councilmembers: None
Lindsay Lara, City Clerk
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
SAN RAFAEL POLICE ASSOCIATION
JUNE 1, 2024 - JUNE 30, 2027
TABLE OF CONTENTS
IGENERAL PROVISIONS......................................................................................................................I
1.1.
INTRODUCTION...........................................................................................................................................I
1.1.1.
Scope of Agreement...........................................................................................................................1
1.1.2.
Term of MOU.......................................................................................................................................1
1.2.
RECOGNITION.............................................................................................................................................1
1.2.1.
Bargaining Unit....................................................................................................................................1
1.3.
NON-DISCRIMINATION................................................................................................................................1
1.3.1.
In General.............................................................................................................................................1
1.3.2.
Bargaining Unit Discrimination..........................................................................................................2
1.4.
INSPECTION OF MEMORANDUM OF UNDERSTANDING...............................................................................2
1.5.
EXISTING LAWS, REGULATIONS & POLICIES............................................................................................2
1.6.
STRIKES & LOCKOUTS...............................................................................................................................2
1.7.
SEVERABILITY............................................................................................................................................2
1.8.
PREVAILING RIGHTS...................................................................................................................................2
1.9.
FULL UNDERSTANDING, MODIFICATION, WAIVER.....................................................................................2
1.9.1.
Understanding.....................................................................................................................................2
1.9.2.
Waiver & Modification.........................................................................................................................2
2 MMBA...........................................................................................................................................................3
2.1.
BARGAINING UNIT RIGHTS.........................................................................................................................3
2.1.1.
Bargaining Unit Stewards Designation............................................................................................3
2.1.2.
Release Time.......................................................................................................................................3
2.1.3.
Association Orientation of New Employees....................................................................................3
2.1.4.
Employee Information.........................................................................................................................3
2.2.
DUES DEDUCTION........................................................................................................... ...........................3
2.2.1.
Collection of Dues...............................................................................................................................3
2.2.2.
Dues Collection during Separation from Employment...................................................................3
2.3.
MANAGEMENT RIGHTS...............................................................................................................................3
2.4.
COMMENCEMENT OF NEGOTIATIONS.........................................................................................................4
3 COMPENSATION.....................................................................................................................................5
3.1.
GENERAL WAGES AND COMPENSATION...................................................................................................5
3.1.1.
Pay Dates.............................................................................................................................................5
3.1.2.
General Wage Increases...................................................................................................................5
3.1.3.
Definitions.............................................................................................................................................6
3.1.4.
Compensation Plan.............................................................................................................................7
3.1.5.
Fair Labor Standards Act...................................................................................................................7
3.2.
STEP INCREASES.......................................................................................................................................7
3.2.1.
Entry Level Step..................................................................................................................................7
3.2.2.
Consideration for Step Increases.....................................................................................................7
3.2.3.
Merit Increases....................................................................................................................................7
3.3.
ADDITIONAL PAY........................................................................................................................................8
3.3.1.
Shift Differential Pay...........................................................................................................................8
3.3.2.
Court Pay.............................................................................................................................................8
3.3.3.
Call Back Pay......................................................................................................................................8
3.3.4.
Educational Expense Reimbursement.............................................................................................8
3.3.5.
Certificate Incentive............................................................................................................................9
3.3.6.
Bilingual Pay........................................................................................................................................9
3.3.7.
Uniform Allowance............................................................................................................................10
3.3.8.
Special Weapons and Tactics (SWAT) Team..............................................................................10
3.3.9.
Hostage Negotiations Team (HNT)................................................................................................11
3.3.10.
Field Training Officer(FTO).............................................................................................................11
3.3.11.
Motor Officer Pay..............................................................................................................................11
3.3.12.
Major Accident Investigation Team................................................................................................11
3.3.13.
Crime Scene Investigator (CSI)......................................................................................................11
3.3.14.
Self -Defense and Tactics (SDAT) & Firearms Instructor Pay....................................................11
3.3.15.
Detective Pay.....................................................................................................................................12
3.3.16.
Out of Class Pay...............................................................................................................................12
SRPA MOU 2024-2027
3.3.17.
Canine Handler Pay..........................................................................................................................12
3.3.18.
Hiring Incentives for Lateral Police Officers..................................................................................12
3.3.19.
Longevity............................................................................................................................................13
4.1
EMPLOYEE BENEFITS COMMITTEE..........................................................................................................13
4.2
HEALTH & WELFARE...............................................................................................................................14
4.2.1
Full Flex Cafeteria Plan.........................................................................................................................14
4.2.2
Retirees Health Insurance....................................................................................................................15
4.2.3
Health and Dependent Care Spending Accounts.............................................................................15
4.3
PERS HEALTH INSURANCE BENEFITS....................................................................................................16
4.4
DENTAL PLAN..........................................................................................................................................16
4.5
VISION PLAN.............................................................................................................................................16
4.6
LIFE INSURANCE AND ACCIDENTAL DEATH & DISMEMBERMENT...........................................................16
4.7
LONG TERM DISABILITY POLICY..............................................................................................................16
4.8
RETIREMENT.............................................................................................................................................16
4.8.1
Retirement Contribution........................................................................................................................16
4.8.2
Retirement Plans...................................................................................................................................17
4.8.3
Member Cost of Living Rates...............................................................................................................17
4.8. 4
Pension Costs........................................................................................................................................17
5 LEAVES.....................................................................................................................................................18
5.1
SICK LEAVE..............................................................................................................................................18
5.1.1
Eligibility..................................................................................................................................................18
5.1.2
Sick Leave Accrual................................................................................................................................18
5.1.3
Use of Sick Leave..................................................................................................................................18
5.1.4
Advance of Sick Leave..........................................................................................................................18
5.1.5
Service Credit for Sick Leave...............................................................................................................18
5.1.6
Compensation for Unused Portion......................................................................................................18
5.2
VACATION LEAVE.....................................................................................................................................19
5.2.1
Eligibility..................................................................................................................................................19
5.2.2
Rate of Accrual.......................................................................................................................................19
5.2.3
Administration of Vacation Leave........................................................................................................19
5.2.4
Vacation Sign-up....................................................................................................................................19
5.2.5
Vacation Cap..........................................................................................................................................20
5.2.6
Vacation Cash-In...................................................................................................................................20
5.3
HOLIDAYS.................................................................................................................................................20
5.4
OTHER LEAVE..........................................................................................................................................20
5.4.1
Bereavement Leave..............................................................................................................................20
5.4.2
Jury Duty.................................................................................................................................................21
5.4.3
Military Leave.........................................................................................................................................21
5.4.4
Leave of Absence Without Pay ................................ ........................21
....................................................
5.4.5
Industrial Injury Leave...........................................................................................................................21
5.4.6
Medical Leave of Absence...................................................................................................................22
5.4.7
Absence without Authorized Leave.....................................................................................................22
5.4.8
Catastrophic Leave................................................................................................................................22
5.4.9
Paid Parental Leave..............................................................................................................................22
5.4.10
Paid Parental Leave.........................................................................................................................24
6
TERMS & CONDITIONS OF EMPLOYMENT.............................................................................25
6.1
HOURS OF WORK/FLSA WORK PERIOD................................................................................................25
6.1.1
Alternate Work Schedules....................................................................................................................25
6.1.2
Shift Rotation..........................................................................................................................................27
6.1.3
Patrol Briefing.........................................................................................................................................27
6.1.4
Employee Break and Meal Periods.....................................................................................................27
6.2
OVERTIME.................................................................................................................................................28
6.2.1
Overtime..................................................................................................................................................
28
6.2.2
Requests for Compensatory Time Off................................................................................................28
6.3
SHIFT CHANGES.......................................................................................................................................29
6.4
PROBATIONARY PERIOD..........................................................................................................................29
6.4.1
Purpose of Probation.............................................................................................................................29
6.4.2
Length of Probationary Period.............................................................................................................29
SRPA MOU 2024-2027
6.4.3
Rejection During Probation..................................................................................................................29
6.4.4
Extension of Probationary Period........................................................................................................29
6.4.5
Notification of Rejection or Extension.................................................................................................30
6.4.6
Regular Status........................................................................................................................................30
6.4.7
Promotion of Probationary Employee.................................................................................................30
6.4.8
Unsuccessful Passage of Promotional Probation.............................................................................30
6.5
PERSONNEL RULES & REGULATIONS.....................................................................................................30
6.5.1
Employer -Employee Resolution..........................................................................................................30
6.5.2
Drug and Alcohol Policy........................................................................................................................30
6.5.3
Outside Employment Policy.................................................................................................................31
6.5.4
Harassment Policy.................................................................................................................................31
6.5.5
Wireless Communication Policy..........................................................................................................31
6.5.6
Medical Standards.................................................................................................................................31
6.5.7
Temporary Light Duty Policy Statement.............................................................................................31
6.5.8
Reinstatement........................................................................................................................................32
6.6
MISCELLANEOUS......................................................................................................................................33
6.6.1
Gratuities / Solicitation of Contributions..............................................................................................33
6.6.2
Return of City Equipment......................................................................................................................33
6.6.3
Political Activity.......................................................................................................................................33
6.6.4
Employment of Relatives......................................................................................................................33
6.6.5
Labor/Management Advisory Meetings............................................................................................33
6.6.6
Gym Membership Reimbursement.....................................................................................................33
6.6.7
Public Safety Center Fitness Program................................................................................................33
7
PROCEDURES........................................................................................................................................36
7.1
DEMOTION & SUSPENSION......................................................................................................................36
7.1.1
Demotion.................................................................................................................................................36
7.1.2
Suspension.............................................................................................................................................36
7.2
TERMINATION OF EMPLOYMENT..............................................................................................................37
7.2.1
Resignation.............................................................................................................................................37
7.2.2
Termination - Layoff...............................................................................................................................37
7.2.3
Termination - Disciplinary Action.........................................................................................................37
7.2.4
Retirement..............................................................................................................................................37
7.3
DISCIPLINARY ACTION.............................................................................................................................37
7.3.1
Right to Discipline & Discharge...........................................................................................................37
7.3.2
Appeals....................................................................................................................................................38
7.3.3
City Manager and Arbitration...............................................................................................................38
7.4
GRIEVANCE PROCEDURE.........................................................................................................................38
7.4.1
Definition.................................................................................................................................................38
7.4.2
Initial Discussions..................................................................................................................................38
7.4.3
Referral to the City Manager................................................................................................................39
7.4.4
City Manager and Arbitration...............................................................................................................39
7.4.5
No Abridgement of Other Rights of Appeal........................................................................................39
7.4.6
Pay Claims..............................................................................................................................................39
7.4.7
Matters Excluded from the Grievance Procedure of the Memorandum of Understanding
.........39
7.5
POSITION RECLASSIFICATION..................................................................................................................39
7.6
REDUCTION IN FORCE..............................................................................................................................40
7.6.1
Notice.......................................................................................................................................................40
7.6. 2
Order of Layoff.......................................................................................................................................40
7.6.3
Re -Employment Eligibility List..............................................................................................................40
LIST OF
EXHIBITS
Exhibit A Salary Schedule for June 1, 2024 — June 30, 2027
Exhibit B Canine Program Side Letter
SRPA MOU 2024-2027
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
SAN RAFAEL POLICE ASSOCIATION
The parties have met and conferred in good faith regarding wages, hours and other terms and conditions
of employment for the employees in said representative unit, have freely exchanged information,
opinions and proposals, and have reached agreement on all matters relating to the employment
conditions and employer -employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council of the City of San Rafael as
the joint recommendation of the undersigned parties for salary and employee benefit adjustments for the
period commencing June 1, 2024 and ending June 30, 2027.
i GENERAL PROVISIONS
1.1. INTRODUCTION
1.1.1. Scope of Agreement
The salaries, hours, fringe benefits, and working conditions set forth have been mutually agreed upon by
the designated bargaining representatives of the City of San Rafael (herein -after called "CITY") and the
San Rafael Police Association (herein -after called "ASSOCIATION") and shall apply to all employees of
the City working in the classifications and bargaining unit set forth herein.
In accepting employment with the City of San Rafael, each employee agrees to be governed by and to
comply with the Personnel Ordinance, Rules and Regulations, Administrative Procedures, and
regulations and directives of the Police Department.
1.1.2. Term of MOU
This agreement shall be in effect from June 1, 2024 through June 30, 2027.
1.2. RECOGNITION
1.2.1. Bargaining Unit
The City hereby recognizes the Association as the bargaining representative for the purpose of
establishing salaries, hours, fringe benefits and working conditions for all employees within the San
Rafael Police Association Bargaining Unit (as referenced in Exhibit A attached).
New classifications developed by the City and determined to be appropriately included in the Bargaining
Unit, shall be assigned a wage scale by the City. The City will forward to the Association the new
classification and wage scale. The wage scale for the new classification shall then be subject to the meet
and confer process.
1.3. NON-DISCRIMINATION
1.3.1. In General
The parties to this contract agree that they shall not, in any manner, discriminate against any person
whatsoever because of race, color, age, religion, ancestry, national origin, sex, sexual preference, marital
status, medical condition or disability.
Any employee who believes they are being discriminated against should refer to the City of San
Rafael's Harassment Policy for the process of receiving an internal administrative review of their
complaint. This administrative procedure shall be used as the internal complaint procedure in lieu of
SRPA MOU 2024-2027
the grievance procedure outlined in this MOU (Article 7.4). Nothing contained in this subsection shall
limit an employee's rights under the Police Officer Bill of Rights and/or the disciplinary review and
appeal procedure outlined in this MOU.
1.3.2. Bargaining Unit Discrimination
No member, official, or representative of the Association shall in any way suffer any type of discrimination
in connection with continued employment, promotion, or otherwise by virtue of membership in or
representation of Association.
1.4. INSPECTION OF MEMORANDUM OF UNDERSTANDING
Both the City and the Association agree to keep
readily accessible location available for inspection
upon request.
1.5. EXISTING LAWS, REGULATIONS & POLICIES
duplicate originals of this agreement on file in a
by any City employee, or member of the public,
This MOU is subject to all applicable laws.
The City agrees to meet and confer with the Association on proposed changes to policies or
procedures that impact bargaining rights.
1.6. STRIKES & LOCKOUTS
During the term of this MOU, the City agrees that it will not lock out employees, and the Association
agrees that it will not encourage or approve any strike or slowdown growing out of any dispute relating to
the terms of this Agreement. The Association will take whatever lawful steps are necessary to prevent
any interruption of work in violation of this Agreement, recognizing with the City that all matters of
controversy within the scope of this Agreement shall be settled by established procedures set forth in the
City's charter, ordinances, and regulations, as may be amended from time to time.
1.7. SEVERABILITY
If any article, paragraph or section of this MOU shall be held to be invalid by operation of law, or by any
tribunal of competent jurisdiction, or if compliance with or any enforcement of any provision hereof be
restrained by such tribunal, the remainder of this MOU shall not be affected thereby, and the parties shall
enter into meet and confer sessions for the sole purpose of arriving at a mutually satisfactory
replacement for such article, paragraph or section
1.8. PREVAILING RIGHTS
All matters within the scope of meeting and conferring which have previously been adopted through
rules, regulations, ordinance or resolution, which are not specifically superseded by this MOU, shall
remain in full force and effect throughout the term of this Agreement.
1.9. FULL UNDERSTANDING, MODIFICATION, WAIVER
1.9.1. Understanding
The parties jointly represent to the City Council that this MOU sets forth the full and entire understanding
of the parties regarding the matters set forth herein.
1.9.2. Waiver & Modification
Except as specifically otherwise provided herein, it is agreed and understood that each party hereto
voluntarily and unqualifiedly waives its right, and agrees that the other shall not be required, to meet
and confer with respect to any subject or matter covered herein during the period of the term of this
MOU. The foregoing shall not preclude the parties hereto from meeting and conferring at any time
during the term of this Agreement with respect to any subject matter within the scope to meeting and
conferring for a proposed MOU between the parties to be effective on or after July 1, 2024.
SRPA MOU 2024-2027
2 MMBA
2.1. BARGAINING UNIT RIGHTS
2.1.1. Bargaining Unit Stewards Designation
The Association shall, by written notice to the City Manager, designate certain of its members as
Employee Representatives. Association representatives who are official representatives of the
Association shall be given reasonable time off with pay to attend meetings with management
representatives, or to be present at hearings where matters within the scope of representation, collective
bargaining, or grievances are being considered. The use of official time for this purpose shall be
reasonable and shall not interfere with the performance of City services. Such employee representatives
shall submit through the Police Department chain of command a written request for excused absence to
the Police Chief at least forty-eight (48) hours prior to the scheduled meeting whenever possible. Except
by mutual agreement, the number of employees excused for such purposes shall not exceed three (3).
2.1.2. Release Time
Two hundred (200) hours per calendar year shall be provided for union release time, apart from MMB
activity, with ten days advance notice and approval of the Police Chief. Any additional hours shall be
granted only with ten days advance notice and approval of the Police Chief.
2.1.3. Association Orientation of New Employees
Whenever the City hires an employee within any classification covered by this Memorandum of
Understanding and represented by the Association, the City will provide the new employee with a copy of
the current Memorandum of Understanding. The City shall make available two hours, at a mutually
agreeable time, during the initial thirty (30) days of employment for new employee orientation by the
Association. In addition, the City will also provide reasonable advance notice to the Association of all
employee orientations conducted by the City.
2.1.4. Employee Information
The City shall provide the Association with the name, job title, department, work location, work, home and
personal cell phone numbers, home address and personal email address on file with the City for all
employees within the Association every 120 days. In addition, a report with similar information of each
Association new hire will be provided to the Association within 30 days of the hire date.
2.2. DUES DEDUCTION
2.2.1. Collection of Dues
City agrees, upon written consent of the employee involved, to deduct dues, as established by the
Association, from the salaries of its members. The sums so withheld shall be remitted by City along with
a list of employees who have had said dues deducted.
2.2.2. Dues Collection during Separation from Employment
The provisions specified in this section shall not apply during periods of separation from the
representative Unit by any such employee but shall reapply to such employee commencing with the next
full pay period following the return of the employee to the representative Unit. The term separation
includes transfer out of the Unit, layoff, and leave without pay absences with duration of more than 30
calendar days.
2.3. MANAGEMENT RIGHTS
The City reserves, retains, and is vested with, solely and exclusively, all rights of management which
have not been expressly abridged by specific provision of this Memorandum of Understanding or by law
to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding.
The sole and exclusive rights of management, as they are not abridged by this Agreement or by law,
shall include, but not be limited to, the following rights:
SRPA MOU 2024-2027
1. To manage the City generally and to determine the issues of policy.
2. To determine the existence or non-existence of facts which are the basis of the management
decision.
3. To determine the necessity of organization or any service or activity conducted by the City and
expand or diminish services.
4. To determine the nature, manner, means technology, and extent of services to be provided to
the public.
5. Methods of financing.
6. Types of equipment or technology to be used.
7. To determine and/or change the facilities, methods, technology, means and size of the work
force by which the City operations are to be conducted.
8. To determine and change the number of locations, re -locations and types of operations,
processes and materials to be used in carrying out all City functions including, but not limited to,
the right to contract for or subcontract any work or operation of the City.
9. To assign work to and schedule employees in accordance with requirements as determined by
the City, and to establish and change work schedules and assignments.
10. To relieve employees from duties for lack of work or similar non -disciplinary reasons.
11. To establish and modify productivity and performance programs and standards.
12. To discharge, suspend, demote or otherwise discipline employees for proper cause in
accordance with the provisions and procedures set forth in City Personnel Rules and
Regulations.
13. To determine job classifications and to reclassify employees.
14. To hire, transfer, promote and demote employees for non -disciplinary reasons in accordance
with this Memorandum of Understanding and the City's Personnel Rules and Regulations.
15. To determine policies, procedures and standards for selection, training, and promotion of
employees.
16. To establish employee performance standards including, but not limited to quality and quantity
standards; and to require compliance therewith.
17. To maintain order and efficiency in it facilities and operations.
18. To establish and promulgate and/or modify rules and regulations to maintain order and safety in
the City which are not in contravention with this Agreement.
19. To take any and all necessary action to carry out the mission of the City in emergencies.
The City and the Association agree and understand that if, in the exercise of rights set forth above, the
effect of said exercise of rights by the City impacts an area within the scope of representation as set forth
in the Meyers-Milias-Brown Act and case law interpreting said Act; or Federal law, the City shall have the
duty to meet and confer with the Association regarding the impact of its decision/exercise of rights.
2.4. COMMENCEMENT OF NEGOTIATIONS
It is mutually agreed to begin the Meet and Confer process no later than the first Monday in February,
regarding the terms and conditions applicable to successor MOUs. The process will be initiated by the
San Rafael Police Association through the submittal of upcoming contract requests it wishes to be
considered.
SRPA MOU 2024-2027
3 COMPENSATION
3.1. GENERAL WAGES AND COMPENSATION
3.1.1. Pay Dates
City employees are paid twice per month on the 15th and the last working day of the month. When a
holiday falls on a pay day, the pay day will be transferred to the previous day of regular business unless
the Finance Division is unable to complete the payroll by that work day, in which case the pay day will be
the day following the holiday. The method of the distributing payroll shall be established by the Finance
Division.
During the term of this Agreement, the City may institute a change of the payroll schedule from 24 pay
cycles per year to 26 pay cycles per year, providing the City gives the association six months' notice.
3.1.2. General Wage Increases
Base salary increase shall be defined as an increase to general wages, excluding any benefit
increases. Salary increases for all bargaining unit positions are established based on the base hourly
rates set forth in the table attached as Exhibit A and included as part of this MOU. For the term of this
agreement, the following base salary increases shall be applied on the identified effective date:
• Effective the first full pay period including June 1, 2024, or the first full pay period following
City Council ratification of a new MOU, whichever occurs later:
o A 3.0% cost of living adjustment for all classifications and the City shall eliminate Step
Al from the salary schedule. Additionally, the salary range for the following
classifications, Police Officer, Police Corporal, Police Sergeant, Police
Communications Dispatcher, Police Lead Communications Dispatcher, and Police
Support Services Supervisor shall have an additional step added to the top of the
salary range (Step F) for each position, which is five percent (5%) above Step E. All
employees in the Police Officer, Police Corporal, Police Sergeant, Police
Communications Dispatcher, Police Lead Communications Dispatcher and Police
Support Services Supervisor classifications that have completed at least one year of
service at Step E of their classification shall advance to Step F in the first full pay
period after Council approves the successor MOU.
o A 2.0% equity adjustment increase for the Police Communications Dispatcher
classification (5% total increase) on June 1, 2024;
o A 2.0% equity adjustment increase for the Police Lead Communications Dispatcher
classification (5% total increase) on June 1, 2024;
o A 2.0% equity adjustment increase for the Police Support Services Supervisor
classification (5% total increase) on June 1, 2024;
o A 2.0% equity adjustment increase for the Records Specialist/Call Taker classification
(5% total increase) on June 1, 2024;
o A 2.0% equity adjustment increase for the Mental Health Liaison classification (5% total
increase) on June 1, 2024;
o A 2.0% equity adjustment increase for the Police Officer classification (5% total
increase) on June 1, 2024;
o A 2.0% equity adjustment increase for the Police Corporal classification (5% total
increase) on June 1, 2024;
o A 4.0% equity adjustment increase for the Police Sergeant classification (7% total
increase) on June 1, 2024; and
SRPA MOU 2024-2027
o All other classifications receive an equity adjustment of 1 % (4% total increase) on June
1, 2024.
• Effective July 1, 2025:
o A 3.0% cost of living adjustment for all classifications;
o A 1.5% equity adjustment increase for the Police Communications Dispatcher
classification (4.5% total increase) on July1, 2025;
o A 1.5% equity adjustment increase for the Police Lead Communications Dispatcher
classification (4.5% total increase) on July 1, 2025;
o A 1.5% equity adjustment increase for the Police Support Services Supervisor
classification (4.5% total increase) on July 1, 2025;
o A 1.5% equity adjustment increase for the Mental Health Liaison classification (4.5%
total increase) on July 1, 2025;
o A 1.5% equity adjustment increase for the Police Officer classification (4.5% total
increase) on June 1, 2025;
o A 1.5% equity adjustment increase for the Police Corporal classification (4.5% total
increase) on July 1, 2025;
o A 1.5% equity adjustment increase for the Police Sergeant classification (4.5% total
increase) on July 1, 2025; and
o All other classifications receive an equity adjustment of 0.6% (3.6% total increase) on
July 1, 2025.
• Effective July 1, 2026:
o A 3.0% base wage increase cost of living adjustment for all classifications;
o A 1.5% equity adjustment increase for the Police Communications Dispatcher
classification (4.5% total increase) on July1, 2026;
o A 1.5% equity adjustment increase for the Police Lead Communications Dispatcher
classification (4.5% total increase) on July 1, 2026;
o A 1.5% equity adjustment increase for the Police Support Services Supervisor
classification (4.5% total increase) on July 1, 2026;
o A 1.5% equity adjustment increase for the Mental Health Liaison classification (4.5%
total increase) on July 1, 2026;
o A 1.5% equity adjustment increase for the Police Officer classification (4.5% total
increase) on June 1, 2026;
o A 1.5% equity adjustment increase for the Police Corporal classification (4.5% total
increase) on July 1, 2026;
o A 1.5% equity adjustment increase for the Police Sergeant classification (4.5% total
increase) on July 1, 2026; and
o All other classifications receive an equity adjustment of 0.6% (3.6% total increase) on
July 1, 2026.
3.1.3. Definitions
Total Compensation shall be defined as: Top step salary, maximum longevity pay available to
employees with 12 or more years of experience, educational incentive pay, holiday pay, uniform
allowance, employer paid deferred compensation (except for such portion that may be part of
SRPA MOU 2024-2027 6
employee cafeteria plan), employer's contribution towards employees' share of retirement, employer
paid contributions toward insurance premiums for health, life, long term disability, dental and vision
plans, and employer paid cafeteria/flexible spending accounts.
Either Party may prepare total compensation surveys in support of labor negotiations. The City will
prepare total compensation surveys both with and without the employer's retirement contribution
included in the computation. The City and the Association shall review the benchmark and related
survey data for accuracy and completeness.
3.1.4. Compensation Plan
The Compensation Plan adopted by the City Council shall provide for salary schedules, base hourly
rates, ranges, steps and any other special circumstances or items related to the total compensation
paid employees. Each position within the classified services shall be allocated to its appropriate class in
the classification plan on the basis of duties and responsibilities. Each class shall be assigned a salary
range or a rate established in the salary plan. All persons entering the classified service shall be
compensated in accordance with the salary plan then in effect.
3.1.5. Fair Labor Standards Act
The Parties shall continue to discuss changes to ensure the City's compliance with the FLSA. The
Parties understand that the City has the management right to administer its payroll system in compliance
with the law and also understand that all impacts of any resulting changes to employee compensation
must be negotiated with SRPA. The City does not believe that any changes will lead to wage reductions
for employees and the City will provide an offset if that occurs.
3.2. STEP INCREASES
3.2.1. Entry Level Step
All initial employment shall be at the entry level step for the base hourly pay rate as indicated in
Attachment A. The City Manager or their designee may authorize, upon the recommendation of the
Police Chief, a position at an appropriate higher salary when, in their opinion, it is necessary in order to
obtain qualified personnel or when it appears that the education or experience of a proposed employee is
substantially superior to the minimum requirements of the class and justifies beginning salary in excess
of the first step. Initial employment appointments above Step C will require City Manager Approval.
3.2.2. Consideration for Step Increases
An employee may be considered for a step increase in accordance with their anniversary date and the
parameters of the base hourly pay rate schedule. Advancement to a higher base hourly rate within the
schedule may be granted for continued improvements and efficient and effective service by the employee
in the performance of their duties. Base hourly rate advancement shall be made only upon the
recommendation of the Police Chief, with the approval of the City Manager or their designee, and are not
automatic, but based on acceptable work performance.
Accelerated merit performance step increases of five percent (5%) may be granted an employee based
upon the recommendation of the Police Chief and approval of the City Manager.
3.2.3. Merit Increases
Employees at the maximum step of their base hourly pay rate may be granted a merit pay award of up to
five percent (5%) above and beyond their base hourly pay rate. A merit pay award may be effective for
up to one (1) year. A merit pay award when expired is not a disciplinary action and is not appealable.
Merit pay awards may be granted in recognition of meritorious performance beyond the scope of regular
duties and in response to extraordinary conditions.
SF -PA MOU 2024-2027 7
3.3. ADDITIONAL PAY
3.3.1. Shift Differential Pay
A three percent (3%) shift differential shall be paid for all represented employees regularly scheduled
to work fifty percent (50%) or more of their shift after 1500 hours.
A five percent (5%) shift differential shall be paid for all represented employee regularly scheduled to
work fifty percent (50%) or more of their shift after 2200 hours.
Employees assigned to work the swing or graveyard shift time periods on overtime or in accordance
with Article 6.3, Shift Changes, are excluded from shift differential pay for those time periods.
Shift differential shall not be considered an additional percentage on salary for personnel involved but
shall apply only to hours actually worked; e.g., differential does not apply to sick leave, vacation or
compensatory time, but does include overtime for employees regularly assigned to the swing or
graveyard shifts. The current operational policies and provisions for shift rotation and assignment
remain in effect.
3.3.2. Court Pay
If a police employee receives a subpoena requiring them, in the course and scope of their official
employment, to appear in court or other official hearing other than during their regular tour of duty or
shift of hours, they shall receive a minimum of two (2) hours pay at the overtime rate. "Other than
during their regular tour of duty or shift hours" shall include vacation and compensatory time off.
The employee shall submit the required documentation (copy of subpoena and overtime slip) for all
related court pay on or immediately after the actual court appearance or after date of cancellation.
If such appearance commences during the employee's regular tour of duty or shift of hours and
continues beyond the normal completion time of the employee's regular tour of duty or shift of hours,
then the employee will be compensated at the overtime rate for the actual time spent beyond the
normal completion time of said tour/shift.
If an employee receives more than one subpoena for the same scheduled time, they will receive the
minimum time frame rate only once.
The Police Department will provide appearance information for police employees. The department will
be responsible for having such information available, when known, by 1800 hours. If the matter is not
canceled by 1800 hours, on the court day preceding the appearance date, an employee shall receive
one (1) hour pay at the overtime rate. Time spent at the appearance shall be compensated at the
overtime rate.
Nothing in the provision shall be construed to mean that the Association agrees in any way to any
method of "flex scheduling."
3.3.3. Call Back Pay
Call-back pay shall be provided at one and one-half times the regular rate with a three (3) hour
minimum whenever required by the Department and with the expectation that the full three (3) hours
will be worked. At no time will the minimum compensation overlap with a regularly scheduled work
assignment.
3.3.4. Educational Expense Reimbursement
The Educational Expense Reimbursement Program shall apply to all employees of the Police
Department represented by this contract who have completed a total of two (2) or more continuous
years of full-time service with the San Rafael Police Department. The Educational Expense
Reimbursement Program shall relate to the completion of college credits while off -duty for job -related
courses, awarded from an accredited community college or an accredited college or an accredited
SRPA MOU 2024-2027 Q
university. Job -related courses are defined as those which contribute to current job performance or
prepare the employee for other City positions, including but not limited to obtaining bilingual skills.
An eligible employee who takes a job -related course during off -duty hours at an accredited institution
of learning (see above) shall be eligible to receive reimbursement for the costs of tuition, fees, and
course materials, up to a maximum of $1,500 per fiscal year. The employee will be eligible for this
reimbursement upon the successful completion of the course and upon the employee having
achieved a grade of "Pass" or "C" or better.
In order for the eligible employee to qualify for reimbursement, the employee must:
a. Chief of Police or Designee Approval — Prior to enrollment, the employee must receive the
written approval of the Chief of Police (the "Chief') or designee concerning the particular
course. The decision of the Chief shall be final. To be approved by the Chief, the Chief must
find that the course is job -related after reviewing the request, which briefly describes why the
employee believes the course to be job -related.
b. Reimbursement Request — Provided that the Chief finds that the course is job -related and
approves the employee's request, the employee shall submit a request for reimbursement to
the Chief or designee that includes a copy of the employee's course grade, the receipts for all
course expenses, and a total amount requested for reimbursement.
To ensure that the City receives adequate benefit from the increased education of the educational
expense reimbursement recipients, the following table of time worked after completion of course work
shall apply to all recipients who terminate employment with the City of their own volition.
Time between receiving reimbursement
and termination of employment
Percentage of tuition reimbursement to be
repaid to the City
Up to 12 months
100%
Between 12 months and 18 months
50%
Over 18 months 0%
3.3.5. Certificate Incentive
The Certification Incentive Program for all employees of the Police Department offers monthly
payment for POST Certification as follows:
Effective July 1, 2024, the payment for POST Intermediate or Advance Certification to Police
Officer, Police Corporal or Police Sergeant shall be:
Intermediate Certificate 3.0% increase to base hourly pay rate
Advanced Certificate 7.5% increase to base hourly pay rate
Effective with the pay period start date of July 1, 2024, the payment for POST certificates for
Police Communication Dispatcher, Police Lead Communications Dispatcher, or Police Support
Services Supervisor shall be:
Public Safety Dispatcher Intermediate 3.0% increase to base hourly
Certificate oav rate
Public Safety Dispatcher Advanced 4.0% increase to base hourly
Certificate Pav rate
Records Supervisory Certificate 5.0% increase to base hourly
pav rate
3.3.6. Bilingual Pay
SRPA MOU 2024-2027
Expert Fluency Program. A ten percent (10%) pay incentive shall be paid to up to eleven (11)
designated bilingual employees (sworn or non -sworn). With the approval of the Chief of Police and the
City Manager, more than eleven (11) employees may be designated as eligible for the Expert Fluency
Program.
Full Fluency Program. A five percent (5%) bilingual pay incentive shall be paid to up to ten (10)
designated bilingual employees (sworn or non -sworn). With the approval of the Chief of Police and the
City Manager, more than ten (10) employees may be designated as eligible for the Expert Fluency
Program.
Conversational Fluency Program. Effective July 1, 2006, a two and one-half percent (2.5%) pay
incentive shall be paid to up to thirty-five (35) designated bilingual employees (sworn and non -sworn).
With the approval of the Chief of Police and the City Manager, more than thirty-five (35) employees
may be designated as eligible for the Conversational Fluency Program. Within the limits established in
the first three paragraphs of this section, to qualify for the Expert or Full or Conversational Programs,
employees must be certified as proficient in a language deemed to be of work -related value to the
Police Department as determined by the Police Chief and approved by the City Manager by
established standards. It is agreed that the City will meet and confer with the Association in order to
establish standards for the Expert Fluency Program with the understanding that the standards will
focus on external testing and/or certification satisfactory to the Police Chief and by the City Manager.
Full or conversational proficiency certification may be obtained by passing a standardized
departmental test (to be developed by the department) or a Fluency Certification of Completion from a
departmental conversational test, or obtaining a conversational certification issued by an agency or
other vendor approved by the Police Chief.
Fluency in more than one foreign language does not entitle an employee to more than one of the
bilingual pay categories. Both parties agree to re -certification of proficiency every three (3) years at
the department's expense and discretion to continue eligibility for the bilingual differential. The City
shall provide initial certification testing and testing to advance to a higher program level each year if
there are candidates who are both interested and qualified. Employees may acquire certification
during the intervening periods at their own expense.
Shift assignments and distribution of bilingual employees shall be at the discretion of the Chief of
Police.
3.3.7. Uniform Allowance
Each of the following represented classification will receive a uniform allowance for each six (6) months
of service ending June 30 and December 31 as follows:
Effective July 1, 2018
Classification
Semi - Annual
Annual
A.
All sworn employees, Police Service Specialist
$730.00
$1,460.00
B.
All other represented employees
$325.00
$650.00
C.
A pro -rated portion of the allowance may be given for the first and last six (6) months
of service upon recommendation of the Police Chief.
3.3.8. Special Weapons and Tactics (SWAT) Team
Police Department personnel assigned to the Special Weapons and Tactics (SWAT) Team shall
receive additional compensation amounting to two and one-half percent (2.5%) of their base hourly
pay rate. Team members shall be entitled to callback pay pursuant to the Call -Back Pay provisions of
this MOU (Section 3.3.3). The City will pay for the equipment for SWAT team members, provided
members obtain prior approval of the Chief of Police.
SRPA MOU 2024-2027 10
Employees shall be appointed to a five-year term beginning July 1, 2014 and may be extended on an
annual basis by mutual agreement between the department and the employee.
3.3.9. Hostage Negotiations Team (HNT)
Police Department personnel assigned to the Hostage Negotiations Team (HNT) Team shall receive
additional compensation amounting to one percent (1 %) of their base hourly pay rate. Team
members shall be entitled to callback pay pursuant to the Call -Back Pay provisions of this MOU
(Section 3.3.3).
Employees shall be appointed to a five-year term beginning July 1, 2014 and may be extended on an
annual basis by mutual agreement between the department and the employee.
3.3.10. Field Training Officer (FTO)
a. The Police Department has established a program for selection of Field Training Officers. Field
Training Officers and the Field Training Program Supervisor shall receive additional
compensation amounting to two and one-half percent (2.5%) of their base hourly pay rate while
assigned to the Patrol Division and shall receive an additional two and one-half percent (2.5%)
while engaged in training of new Police Officers and Community Service Officers. Shift
assignment will be at the discretion of the Chief of Police and based upon the needs of the
Department. All other sworn personnel assigned as Field Training Officers will be paid five
percent (5%) above their base hourly pay rate while engaged in training of new Police Officers
and Community Service Officers.
b. Non -sworn personnel may be formally assigned, in writing, to train employees in their new job
classifications. For actual hours spent training this new employee, during the specified training
period, the assigned trainer will be paid five percent (5%) above their base hourly pay rate.
c. Employees shall be appointed to a three-year term beginning July 1, 2014 and may be
extended on an annual basis by mutual agreement between the department and the employee.
3.3.11. Motor Officer Pay
Police Department personnel assigned to the following duty shall receive additional compensation
amounting to five percent (5%) of their base hourly pay rate: Operation of a solo -motorcycle for more
than 50% of their work month.
3.3.12. Major Accident Investigation Team
Tier 1 MAIT personnel on the Department's call -out list shall receive additional compensation
amounting to one percent (1 %) above their base hourly pay rate. All MAIT Personnel shall be entitled
to callback pay pursuant to the Call -Back Pay provisions of this MOU (Section 3.3.3)
Employees shall be appointed to a three-year term beginning July 1, 2014 and may be extended on
an annual basis by mutual agreement between the department and the employee.
3.3.13. Crime Scene Investigator (CSI)
Crime Scene Investigators on the Department's call -out list and the Supervisor shall receive additional
compensation amounting to one percent (1 %) above their base hourly pay rate. All Crime Scene
Investigators shall be entitled to callback pay pursuant to the Call -Back Pay provisions of this MOU
(Section 3.3.3).
Employees shall be appointed to a three-year term beginning July 1, 2014 and may be extended on
an annual basis by mutual agreement between the department and the employee. The three-year
term shall not apply to Community Service Officers.
3.3.14. Self -Defense and Tactics (SDAT) & Firearms Instructor Pay
The Police Department has established a program for selection of Self -Defense and Tactics (SDAT) &
Firearms Instructors. Self Defense and Tactics (SDAT) or Firearms Instructors shall receive
SRPA MOU 2024-2027 1 1
additional compensation amounting to two and one-half percent (2.5%) above their base hourly pay
rate. Anyone that is a Self -Defense and Tactics (SDAT) Instructor and also a Firearms Instructor will
be eligible for only a total of two and one-half percent (2.5%) and not a compounded five percent
(5%).
Employees shall be appointed to a three-year term beginning July 1, 2014 and may be extended on
an annual basis by mutual agreement between the department and the employee. The three-year
term shall not apply to Community Service Officers.
3.3.15. Detective Pay
Sworn personnel assigned to the Support Services Divisions Investigations Unit shall receive
additional compensation amounting to five percent (5%) above their base hourly pay rate. Unit
members shall be entitled to callback pay pursuant to the Call -Back Pay provisions of this MOU
(Section 3.3.3).
3.3.16. Out of Class Pay
Police Services Specialists assigned in writing by their supervisor to work as a Communications
Dispatcher shall be compensated at a rate 5% greater than the employee's current base hourly pay
rate. The out -of -class increase shall be retroactive to the first day of the assignment and based on
hours actually worked in the higher classification.
3.3.17. Canine Handler Pay
The parties agree to initiate a Canine Handler Program at a time to be determined by the Police
Department. Officers assigned to and participating in the canine program shall receive additional
compensation amounting to 5% above their base hourly pay rate subject to the restrictions stated in
the attached Canine Handler Program Side Letter.
3.3.18. Hiring Incentives for Lateral Police Officers
To be eligible for the below hiring incentives, a qualified lateral police officer candidate ("Eligible
Lateral Hire") must, at the time of filing the employment application: (1) be currently working for
another California law enforcement agency, (2) have two years' experience as a full-time peace officer
in California, and (3) possess a current California P.O.S.T. certificate. Lateral officer hires with prior
full-time San Rafael Police Department experience are not eligible under the terms of this Agreement
unless they have a minimum of two years' separation from the San Rafael Police Department as a
full-time peace officer and have met the requirements of (1) and (3) described above for Eligible
Lateral Hires, in which case they will be deemed an Eligible Lateral Hire for purposes of this hiring
incentive plan.
Any employee who served as a peace officer with other police agencies with no break in service
immediately prior to employment with the City of San Rafael will be credited with years of sworn
service in such previous employment solely for the purpose of determining vacation accruals on a
prospective basis after certification of the prior years of sworn service. Any period of 30 calendar days
or less when moving between agencies will not be considered a break in service.
Upon hire and commencement of work as a Police Officer with the City of San Rafael, an Eligible
Lateral Hire from another law enforcement agency will receive a five thousand dollars ($5,000) hiring
incentive payment. For retirement purposes, this incentive is Compensation Earnable for Classic
members. However, this incentive is not Pensionable Compensation for PEPRA members
Upon successful completion of the field training program, as determined by Police Administration, the
Eligible Lateral Hire will receive five thousand dollars ($5,000) hiring incentive payment. For
retirement purposes, this incentive is Compensation Earnable for Classic members. However, this
incentive is not Pensionable Compensation for PEPRA members.
SRPA MOU 2024-2027 12
Upon successful completion of the probationary period (eighteen months) as a Police Officer, the
Eligible Lateral Hire will receive a five thousand dollars ($5,000) hiring incentive payment. For
retirement purposes, this incentive is Compensation Earnable for Classic members. However, this
incentive is not Pensionable Compensation for PEPRA members.
Upon successful completion of three complete years of City service the Eligible Lateral Hire will
receive a ten thousand dollars ($10,000) hiring incentive payment. For retirement purposes, this
incentive is Compensation Earnable for Classic members. However, this incentive is not Pensionable
Compensation for PEPRA members.
The City retains the right and exclusive authority to offer step placement above "B" Step of the Police
Office salary range based on the Eligible Lateral Hire's qualifications and other factors such as current
salary. The salary range placement shall be included in the conditional employment offer letter
provided to the lateral officer.
Current San Rafael Police Department Employees who refer an Eligible Lateral Hire will receive an
incentive of two thousand five hundred dollars ($2,500) for hired and retained Eligible Lateral Hires.
The referral incentive for current San Rafael Police Department Employees is not Compensation
Earnable for Classic members nor Pensionable Compensation for PEPRA members.
Only one current San Rafael Police Officer can be identified as the referring officer for each Eligible
Lateral Hire for purposes of the referral incentive outlined above. The current San Rafael Police
Officer referring the Eligible Lateral Hire must be identified in writing by the Eligible Lateral Hire at the
time the application for employment is submitted to obtain the referral
incentive. Referring San Rafael Police Officers may not receive more than five (5) referral incentives
per. fiscal year.
3.3.19. Longevity
Effective July 1, 2025, employees with at least eight (8) years of sworn law enforcement experience
as Penal Code section 830.1 peace officers shall receive an additional two and a half percent (2.5%)
above their base hourly rate of pay.
Effective July 1, 2025, employees with at least twelve (12) years of sworn law enforcement
experience as Penal Code section 830.1 peace officers shall receive an additional two and a half
percent (2.5%), for a total of five percent (5.0%) above their base hourly rate of pay.
With the approval of the Chief of Police and the City Manager, employees with experience as a sworn
peace officer in another state may be credited with years of service toward the Longevity Pay
threshold.
4 BENEFITS
4.1 EMPLOYEE BENEFITS COMMITTEE
Both parties agree to continue to utilize the Employee Benefits Committee for ongoing review of
benefit programs, cost containment and cost savings options. The Committee shall be made up of
representatives of the SEIU, SEIU-Childcare, Western Council of Engineers, Local 1 — Confidential,
Police Association, Police Mid -Management, Fire Association, Fire Chief Officers Association,
Management, and Mid -Management employees.
The Employee Benefits Committee may make recommendations for changes to existing benefits.
However, changes to benefits identified in this agreement shall only occur after the City and
Association have mutually agreed to meet and confer on such changes and have completed the meet
and confer process, including impasse resolution. There shall be no change to any benefits that are
SR -PA MOU 2024-2027 13
subject to the meet and confer process provided in this Memorandum of Understanding absent the
specific, written agreement of the Association and completion of the meet and confer process.
4.2 HEALTH & WELFARE
4.2.1 Full Flex Cafeteria Plan
Effective January 1, 2010, the City implemented a full flex cafeteria plan for active employees, in
accordance with IRS Code Section 125. Active employees participating in the City's full flex cafeteria
plan shall receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan.
Effective June 1, 2024, the monthly flex dollar allowance shall be:
For employee only: $ 853.48
For employee only and one dependent: $1,708.13
For employee and two or more dependents: $2,220.68
Effective January 1, 2025, the monthly flex dollar allowance shall be:
For employee only: $ 950.00
For employee and one dependent: $1,900.00
For employee and two or more dependents: $2,400.00
Flex Dollar Increases for this MOU Term
Effective December 15, 2025 and December 15, 2026, the flex dollar allowances shall increase on the
December 15th paycheck up to a maximum of five percent (5.0%) on an annual basis. If the Kaiser
Bay Area premium rate increase is less than five percent (5.0%), the flex dollar allowance shall only
increase the amount of the Kaiser Bay Area premium increase. In the event that the Kaiser Bay Area
premium rate increase for the upcoming calendar year exceeds ten percent (10%) and is less than
fifteen percent (15%), the City and the employee will split the cost of the increase above ten percent
(10%) evenly; each paying 50% of the dollar value of the increase between 10-15%. In the unlikely
event that the Kaiser Bay Area premium rate increases for the upcoming calendar year in 2026 or
2027 to an amount exceeding fifteen percent (15%), the City and the Association agree to reopen the
MOU to negotiate the employer's contribution to healthcare. The parties agree that this provision will
sunset upon the expiration of the MOU.
Upon the expiration of the MOU, the flex dollar allowances shall increase on the December 15tn
paycheck up to a maximum of three percent (3.0%) on an annual basis, based on but not to exceed the
Kaiser Bay Area premium rate increase for the upcoming calendar year.
The City shall contribute to the cost of medical coverage for each eligible employee and their
dependents, an amount not to exceed the California Public Employees' Medical and Hospital Care Act
(PEMHCA) Minimum Employer contribution, as determined by CalPERS on an annual basis. This
portion of the monthly flex dollar allowance is identified as the City's contribution towards PEMHCA.
The monthly flex dollar allowance (including the PEMHCA minimum contribution) may be used in
accordance with the terms of the cafeteria plan to purchase health benefits.
Conditional Opt -Out Arrangement: An employee may elect to waive the City's health insurance
coverage and receive a $300 monthly Opt -Out payment in accordance with the terms of the cafeteria
plan, and the Affordable Care Act, if the employee complies with the following conditions:
1) The employee certifies that the employee and all individuals in the employee's tax family
for whom coverage is waived have alternative Minimum Essential Coverage as defined
SRPA MOU 2024-2027 14
by the Patient Protection and Affordable Care Act through a provider other than a federal
marketplace, a state exchange, or an individual policy.
2) During the City's annual open enrollment period, the employee must complete an annual
written attestation confirming that the employee and the other members of the
employee's tax family are enrolled in alternative Minimum Essential Coverage. The
employee agrees to notify the City no later than 30 days if the employee or other
member(s) of the employee's tax family lose coverage under the alternative Minimum
Coverage Plan.
3) The employee understands that the City is legally required to immediately stop
conditional opt -out payments if the City learns that the employee and/or members of the
employee's family do not have the alternative Minimal Essential Coverage.
The City reserves the right to modify at any time, the amount an employee is eligible to receive under
this paragraph, if required by IRS Cafeteria Plan regulations, other legislation or Federal and/or
California agency guidance.
4.2.2 Retirees Health Insurance
Employees represented by the Association who retire from the Marin County Employees' Retirement
Association (MCERA) within 120 days of leaving their City of San Rafael position (and who comply
with the appropriate retirement provisions under the MCERA laws and regulations) are eligible to
continue in the City's retiree group health insurance program offered through PEMHCA. The City's
contribution towards retiree coverage shall be the PEMHCA minimum contribution as determined by
CaIPERS on an annual basis.
A. Employees hired before January 1, 2010
The City shall make a monthly retiree health insurance payment on behalf of employees hired
before January 1, 2010 and who retire from the City of San Rafael as described in this section.
The City's monthly payment shall be the difference between the premium cost of coverage
minus the PEMHCA minimum contribution. The City's total payment (PEMHCA minimum
contribution plus additional cost of retiree premiums) shall be $386 per month. The City's
retiree health insurance contribution shall continue for the lifetime of the retiree and retiree's
spouse, in accordance with PEMHCA eligibility provisions for coverage.
B. Employees hired on or after January 1, 2010 and who meet the eligibility requirements for
retiree health insurance are eligible to continue in the City's group health insurance program.
The City's maximum contribution towards retiree coverage under this subsection, 4.2.3b, shall
be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. The
City shall not be responsible for making any contributions towards the cost of coverage of the
retiree's spouse, registered domestic partner, or dependents upon the employee's retirement
from the City in excess of the PEMHCA minimum contribution as required by CalPERS.
The City shall additionally make available a retiree health care trust to enable these
employees to prefund retiree health care premiums while employed by the City. The retiree
health care trust shall be funded by annual conversion of 50 hours of sick time in service on
July 1 of each year, provided an employee has a remaining balance of 250 hours of sick leave
after the conversion.
4.2.3 Health and Dependent Care Spending Accounts
City will offer as part of its Section 125 Plan for as long as such a plan is desired by the Association
and available pursuant to the IRS Code a Health and Dependent Care Spending Accounts. The
Flexible Spending Accounts offered by the City include:
a. Healthcare Spending Account: Out-of-pocket medical expenses that qualify under the IRS
Code effective January 1, 2013 at IRS Code limit, not to exceed $ $2,500. Employees are
SRPA MOU 2024-2027 15
responsible to pay the monthly administrative fee and any increase established by the third -
party administrator.
b. Dependent Care Spending Accounts: Dependent care expenses that qualify under the IRS
Code at the IRS Code limit. Employees are responsible to pay the monthly administrative fee
and any increase established by the third -party administrator.
c. Premium Only Plan: Excess Medical premiums shall be deducted from employee's pay with
pre-tax dollars as long as such deduction is allowable under the applicable IRS Code.
City shall establish an annual enrollment period and each employee must re -enroll annually for either
plan noted in Section 4.2.3. a. and/or b.
4.3 PERS HEALTH INSURANCE BENEFITS
Upon reasonable advance notice to the Association, the City shall have the option of either contracting
with the Public Employees Retirement System (PERS) Health Benefits Division for health insurance or
contracting directly with some or all of the providers of health insurance under the PERS program;
provided, however, contracting directly with the providers shall not cause any material reduction in
insurance benefits for active or retired employees from those benefits available under the PERS
program; and provided further such contracting shall not cause a material increase in premiums for either
the City or the employees. There shall be no requirement for the City to meet and confer upon the City's
exercising the option described above in accordance with the provisions of this paragraph.
4.4 DENTAL PLAN
The City will provide a dental insurance program providing 100% coverage for diagnostic and
preventative care, $25 deductible on corrective coverage (80/20) per eligible patient per calendar year,
80/20 cost sharing for cast, crowns and restorations, and orthodontic coverage (50/50) within the limits
prescribed in the Group Plan document. The City shall continue the current or comparable program and
shall pay any increased premium rate increases from date of the increase for the term of this MOU
The maximum benefit amount is $1,500 per person per Calendar Year.
4.5 VISION PLAN
The City will contract for a vision plan for employee only vision benefits. Employees will be eligible to
enroll qualified family members and will pay the premium costs for such enrollment.
4.6 LIFE INSURANCE AND ACCIDENTAL DEATH & DISMEMBERMENT
Effective January 1, 2010, the City shall be responsible for paying premiums for a life insurance and
Accidental Death and Dismemberment (AD&D) policy for each employee. The life and AD&D policy
shall provide a $5,000 life insurance and a $5,000 AD&D benefit.
4.7 LONG TERM DISABILITY POLICY
An employee shall have the option to fund a PORAC Long -Term Disability policy with after-tax
income. In lieu of the City sponsored LTD plan, the City will pay an annual $100 lump sum payment
minus applicable taxes to each employee. This lump sum payment will be made in the first pay period
in December of each year of this MOU.
4.8 RETIREMENT
4.8.1 Retirement Contribution
Bargaining unit members shall pay the full share of the employee's contribution to the Marin County
Retirement System.
SRPA MOU 2024-2027 16
Effective the pay period including September 1, 2013, all current and "PEPRA" ("classic" and "new")
bargaining unit members shall contribute an additional 1 % of pensionable compensation to MCERA, over
and above the employee's contribution noted above.
The City of San Rafael acknowledges that under its current practice, the employee's share of their
retirement contribution is deducted with pretax dollars. This practice will continue until changed through
the Meet and Confer process or until IRS regulations change.
4.8.2 Retirement Plans
The City shall provide the Marin County Employee Retirement Association 3% at 55-retirement
program to all safety members, as defined under the 1937 Act Government Code Section 31664,
subject to Marin County Employee Retirement Association procedures and regulations and applicable
1937 Act laws that govern such plans. This shall be based on an employee's single highest year of
compensation.
The City shall provide the Marin County Employee Retirement Association 2.7% at 55-retirement
program to all miscellaneous members, as defined under the 1937 Act Government Code Section
31676, subject to Marin County Employee Retirement Association procedures and regulations and
applicable 1937 Act laws that govern such plans. This shall be based on an employee's single
highest year of compensation.
Safety employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the
formula 3%@55 calculated based on the average of their highest three years of compensation, with a
2% COLA benefit cap.
Non -safety employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the
formula 2%@55 calculated based on the average of their highest three years of compensation, with a
2% COLA benefit cap.
Safety employees hired on or after January 1, 2013 who are defined as "new members" of MCERA in
accordance with the Public Employees' Pension Reform Act (PEPRA) of 2013, shall be enrolled in the
MCERA 2.7% @ 57 plan for Safety members. The employee is responsible for paying the employee
contribution of half of the total normal cost of the plan, as defined by MCERA, through a payroll
deduction. Final compensation will be based upon the highest annual average compensation
earnable during the thirty-six (36) consecutive months of employment immediately preceding the
effective date of their retirement or some other period designated by the retiring employee.
Non -safety employees hired on or after January 1, 2013 who are defined as "new members" of
MCERA in accordance with the Public Employees' Pension Reform Act (PEPRA) of 2013, shall be
enrolled in the MCERA 2% @ 62 plan for Miscellaneous members. The employee is responsible for
paying the employee contribution of half of the total normal cost of the plan, as defined by MCERA,
through a payroll deduction. Final compensation will be based upon the highest annual average
compensation earnable during the thirty-six (36) consecutive months of employment immediately
preceding the effective date of their retirement or some other period designated by the retiring
employee.
4.8.3 Member Cost of Living Rates
Bargaining unit members who are eligible to participate in the Marin County Employee Retirement
Association will pay their full share of member's cost of living rates as allowed under Articles 6 and 6.8
of the 1937 Retirement Act. Miscellaneous and safety member contribution rates include both the
basic and COLA portions (50% of COLA is charged to members as defined in the 1937 Act).
4.8.4 Pension Costs
The parties shall discuss pension issues during the term of this MOU utilizing the Labor -Management
Committee process memorialized in Section 6.6.5 of this agreement.
SRPA MOU 2024-2027 17
5 LEAVES
5.1 SICK LEAVE
5.1.1 Eligibility
Sick leave with pay shall be granted to each eligible employee. Sick leave shall not be considered a
privilege, which an employee may use at the employee's discretion, but shall be allowed only in case of
necessity and actual sickness or disability. The employee is required to notify employee's immediate
supervisor or Police Chief according to department Rules and Regulations at the beginning of their daily
duties. Every employee who is absent from their duties for two (2) consecutive work days shall file with
the Human Resources Director should they so request, a physician's certificate or the employee's
personal affidavit stating the cause of the illness of disability. The inability or refusal by said employee to
furnish the requested information, as herein required, shall constitute good and sufficient cause for
disciplinary action, including dismissal.
5.1.2 Sick Leave Accrual
All eligible full-time employees shall earn sick leave credits at the rate of eight (8) hours per month
commencing with the date of employment (accrual pro -rated for P/T employees). Unused sick leave may
be accumulated with no limit. A cap of twelve hundred (1200) hours shall be in effect for sick leave
separation payoff purposes only.
5.1.3 Use of Sick Leave
An employee eligible for sick leave with pay will be granted such leave with the approval of the Chief of
Police for the following purposes:
1. Personal illnesses or illness within the immediate family (immediate family is defined as:
employee's spouse or registered domestic partner, dependent children grandchildren, siblings,
and/or employee's parents or parent(s)-in-law), or physical incapacity resulting from causes
beyond the employee's control; or,
2. Enforced quarantine of the employee in accordance with community health regulations; or
3. Medical appointments that cannot be scheduled during non -working hours shall be charged to
sick leave, unless the employee is a sworn police officer.
5.1.4 Advance of Sick Leave
Whenever circumstances require, and with the approval of the City Manager, sick leave may be taken in
advance of accrual up to a maximum determined by the City Manager, provided that any employee
separated from the service who has been granted sick leave that is un-accrued at the time of such
separation shall reimburse the City of all salary paid in connection with such un-accrued leave.
5.1.5 Service Credit for Sick Leave
Employees who are eligible to accrue sick leave and who retire from the City of San Rafael's Marin
County Employee's Retirement System, on or after January 1, 2003, and within 120 days of leaving
City employment (excludes deferred retirement), shall receive employment service credit, for
retirement purposes only, for all hours of accrued, unused sick leave (exclusive of any sick leave
hours said employee is eligible to receive and elects to receive in compensation at the time of
retirement).
Note: Refer to Section 5.1.2, Sick Leave Accrual, for sick leave cap limitation for payoff purposes.
5.1.6 Compensation for Unused Portion
Upon separation from employment, by resignation, retirement or death, an employee who leaves the City
in good standing shall receive compensation for all accrued, unused sick leave based upon the rate of
three percent (3%) for each year of service up to a maximum of fifty percent (50%).
SRPA MOU 2024-2027 18
5.2 VACATION LEAVE
5.2.1 Eligibility
Annual vacation with pay shall be granted each eligible employee. Employees will be permitted to use
accrued vacation leave after six (6) months of employment subject to the approval of the Police Chief.
5.2.2 Rate of Accrual
Vacation benefits shall accrue during the probationary period. Each regular full-time employee (part time
regular are prorated) shall commence to accrue vacation at the following rate for continuous service:
Vacation Accrual chart:
YEARS OF SERVICE
ACCRUAL PER YEAR
ACCRUAL PER MONTH
1 - 3 years
80 hours
6.66 hours
4 - 10 years
120 hours
10 hours
11 - 15 years
160 hours
13.34 hours
16 + years
200 hours
16.68 hours
When an employee is on an approved leave without pay, vacation accrual is prorated based upon
paid hours in the pay period.
5.2.3 Administration of Vacation Leave
The City Manager, upon the recommendation of the Police Chief, may advance un-accrued vacation
to any permanent regular and part-time employee.
The time at which an employee may use their accrued vacation leave and the amount to be taken at
any one time shall be determined by the employee's Chief of Police with particular regard for the
needs of the City, but also, insofar as possible, considering the wishes of the employee.
In the event that one or more City holidays falls within an annual vacation leave, such holidays shall
not be charged as vacation leave, unless the employee is on a schedule to be paid for designated
holidays in lieu of days off.
Upon termination, an employee shall be compensated in cash at their current rate of pay for any
vacation accrued but not taken, up to the maximum accrual cap.
5.2.4 Vacation Sign-up
Vacation sign-ups shall occur every six months during the designated shift rotations as outlined in
Section 6.1.2 of this MOU. Employees will sign up for vacation based on seniority within their assigned
work unit using the Vacation Sign -Up Roster. Employees who do not sign up during shift rotation will be
able to sign up for vacation beyond the traditional shift sign up period only if the desired week(s) are open
and available.
Employees may take a single vacation day only if the following criteria are met:
1. The single day vacation is selected 120 hours prior to the date to be taken.
2. The single vacation day does not cause the employee's assigned shift to go below the minimum
staffing requirements.
3. The single vacation day may be denied between 120 and 71 hours in advance of the date to be
taken if staffing is projected to fall below minimum staffing requirements due to additional
employees using sick leave, comp time or for specific department needs.
4. If there are schedule changes due to additional employees using sick leave, comp time or other
causes between 70 hours and the date to be taken, the department will honor the employee's
single vacation leave request and allow the employee to use the single vacation day.
SR -PA MOU 2024-2027 19
The Parties agree to discuss the vacation sign-up process (Section 5.2.4) and CTO (Section 6.2.2)
during the term of this Agreement. The Parties must mutually agree to any changes to either or both
sections.
5.2.5 Vacation Cap
No employee may accrue more than 250 hours of vacation leave. Vacation accruals will resume once
the employee's accumulated vacation balance falls below the allowable cap limit.
Employees may, for special situations, i.e., extended medical leave, request an increase in their cap.
Each request would need to be in writing, submitted through the department, and receive the approval
of the Police Chief and the City Manager. Such requests would be reviewed on a case -by -case basis
and would be evaluated based on the reason for the request. This additional vacation accrual could
not exceed one-half of the employee's regular annual vacation accrual. In no case would the addition
over the cap be extended beyond one additional year from date of approval.
5.2.6 Vacation Cash -In
Vacation Conversion: An employee is eligible to request a conversion of vacation time to a cash
payment in May or November in any fiscal year in accordance with the following:
An employee who has taken at least ten (10) days of vacation in the preceding twelve (12) months
and has accrued vacation during that time may request up to seven (7) days of vacation conversion.
Such requests may be granted at the discretion of the City Manager.
If the request is granted, May requests will be paid in the last pay period in June and November
requests will be paid in the last pay period in December. Employees cannot cash in more than seven
(7) days of vacation in any one twelve (12) month period.
5.3 HOLIDAYS
The following thirteen (13) holidays will be observed:
New Year's Day
Labor Day
Martin Luther King Day
Veteran's Day
Washington's Birthday
Thanksgiving Day
Lincoln's Birthday
Day after Thanksgiving
Cesar Chavez Day
Christmas Day
Memorial Day
Juneteenth
Independence Day
All represented employees in the Police Department shall receive straight time compensation for every
holiday worked or which falls on a regularly scheduled day off in each given year, which all other
employees receive as time off. Said compensation shall be during the pay period that the holiday occurs.
In order to be eligible for compensation for the paid holiday, the employee must both be in paid status on
the day before the holiday and on the day after the holiday.
5.4 OTHER LEAVE
5.4.1 Bereavement Leave
In the event of the death of an employee's spouse, registered domestic partner, child, parent, sibling,
parent -in-laws, grandparent, grandchild or relative who lives or has lived in the home of the employee to
such an extent that the relative was considered a member of the immediate family and/or another
individual who has a legal familial relationship to the employee and resided in the employee's household,
up to five (5) days of accrued sick leave may be granted for bereavement leave for each death of a family
SRPA MOU 2024-2027 20
member. The five days may be taken intermittently but must be used within three (3) months of the date
of the family members death.
In those cases where the death involves an individual who had such a relationship with the employee, as
defined above, the employee shall sign a simple affidavit describing the relationship and submit this to
the Police Chief as part of the request for bereavement leave.
The above bereavement clause shall also apply in the event of a reproductive loss for an employee. The
City agrees to maintain employee confidentiality related to the reproductive loss leave.
5.4.2 Jury Duty
Employees required to report to jury duty shall be granted a leave of absence with pay from their
assigned duties until released by the court, provided that the employee provides advance notice to the
Police Chief and remits to the City all per diem service fees except mileage or subsistence allowance
within thirty days from the termination of such duty.
5.4.3 Military Leave
Military leave shall be granted in accordance with the State of California Military and Veteran's Code as
amended from time to time. All employees entitled to military leave shall give the Police Chief an
opportunity, within the limits of military regulations, to determine when such leave shall be taken.
5.4.4 Leave of Absence Without Pay
Leave of absence without pay may be granted by the City Manager upon the written request of the
employee. Applicable accrued leave must be exhausted prior to the granting of leave without pay.
5.4.5 Industrial Injury Leave
For benefits under Workers Compensation, an employee should report any on the job injury to their
supervisor as soon as possible, preferably within twenty-four (24) hours. The Human Resources' office
coordinates benefits for Workers Compensation claims.
For further information, see the City's Workers' Compensation policy located on the Intranet
(https://i ntranet. cityofsanrafael. org).
Employees of the City who have suffered any disability arising out of, and in the course of their
employment as defined by the Workers Compensation Insurance and Safety Act of the State of
California are entitled to all benefits allowed them by the Workers' Compensation Insurance and Safety
Act of the State of California.
NON -SAFETY EMPLOYEES
Temporary disability payments (TD) are made to all employees (full and part-time) when a physician
reports an employee is unable to perform their job duties due to an industrial injury and the City
cannot accommodate the restrictions mandated by their physician. TD is set by State law and is
approximately two-thirds of full salary with state -mandated minimums and maximums. For full-time,
regular employees, however, the City augments disability payments to bring them to full salary for the
first three (3) calendar months and to % pay for the next 6 months. Compensation leave payments
shall not exceed the employee's regular full pay for the first three (3) calendar months and three -fourths
(3/4) of the regular full pay for the following six (6) calendar months.
All other employees shall be entitled to such compensation as may be allowed them by the Worker's
Compensation Insurance and Safety Act of the State of California.
SAFETY EMPLOYEES
SR -PA MOU 2024-2027 21
Compensation leave payments are governed by Labor Code Section 4850. Labor Code Section 4850
provides that employees who sustain an industrial injury which precludes them from working are
eligible to receive full salary for a period of up to one year during the period of such disability.
Sick Leave Usage Post Industrial Injury/Illness
The following rule applies to both Safety and Non -Safety personnel who have suffered an industrial
injury/illness: Available accrued sick leave cannot be used for more than 60 calendar days after one of
the following has been determined:
• The employee has reached maximum medical improvement and/or has been determined
"permanent and stationary."
• The employee has been determined to be unable to return to their usual and customary
occupation, with or without reasonable accommodation.
Given the above has occurred, next steps would include:
• The interactive process; attempt to locate other appropriate employment within the City
• If none available proceed with termination process, including disability retirement application
and/or Skelly process, if appropriate.
5.4.6 Medical Leave of Absence
Family leave shall be granted in accordance with the federal Family and Medical Leave Act of 1993
and the California Family Rights Act of 1991. Requests for Family Care Leave are submitted to the
Police Chief for approval and reviewed by the Human Resources Director for consistency with the law
prior to approval. Employees approved for this type of leave must use appropriate accrued and
unused vacation leave and/or compensatory time before going on leave without pay status. Accrued
and unused sick leave may be used if requested. Sick leave usage is to be consistent with the sick
leave provisions of the MOU; to be eligible for this family leave benefit, an employee must have
worked for the City of San Rafael for at least 12 months and have worked a minimum of 1,250 hours
in the previous 12-month period. For details, please see the City's FMLA policy located on the
Intranet.
5.4.7 Absence without Authorized Leave
An unauthorized absence of an employee for three consecutive workdays shall constitute grounds for
termination.
5.4.8 Catastrophic Leave
All employees of the Police Department should refer to City -Wide Catastrophic Leave Policy located
on the City's Intranet(https:Hintranet.citvofsanrafael.orq).
5.4.9 Paid Parental Leave
Eligibility:
Effective July 1, 2024, any full-time, regular, or probationary employee who has been continuously
employed by the City for at least 12 months prior to the start of the leave shall be eligible for Paid
Parental Leave (PPL) to use within 12 months of the following eligible events:
1. Birth of a child of the employee, the employee's spouse, or the employee's domestic partner.
2. Placement of a child with the employee for adoption.
For the purposes of PPL, the definition of "parent" and "child" are as defined by the California Family
Rights Act.
SRPA MOU 2024-2027 22
The City Manager may authorize, upon the recommendation of the Police Chief, an exception to the
eligibility provisions, when it is, in their opinion, necessary in order to hire or retain qualified personnel.
In these circumstances, the benefit will be prorated based on the number of months employed.
Benefit and Use:
1. Eligible employees shall be granted 300 PPL hours to use within 12 months of the qualifying event
for the purposes of disability due to pregnancy and/or baby/child bonding. Regular part-time
employees shall be eligible for a prorated number of PPL hours, based on scheduled and budgeted
FTE.
2. PPL is based on a 12-month rolling calendar. No more than 300 PPL hours may be used in any 12-
month period. PPL may not be used or extended beyond the 12-month time frame and any accrued
and unused PPL will be forfeited at the end of the 12-month period for the qualifying event.
3. Upon termination of the employee's employment at the City, they will not be paid for any accrued
and unused PPL for which they were eligible.
4. PPL is based on the employee's regularly scheduled hourly base wage. It is considered "paid
status" for the purpose of merit, seniority, benefit premium contributions, retirement service credit,
vacation and sick leave accrual, and City benefit eligibility and contributions.
5. PPL shall be used in a block of continuous time or on an intermittent basis or reduced schedule.
For the purposes of this article, a reduced schedule is anything less than a full shift. Intermittent
leaves or reduced schedules must be arranged and approved by the employee's supervisor in
advance.
6. PPL shall run concurrently with FMLA/CFRA and with PDL as set forth in paragraph 7, below.
Eligible employees will be reinstated to the same or equivalent position in accordance with
FMLA/CFRA protections. This may include altered assignments to accommodate the department's
operational needs when the employee is fewer hours than their regularly scheduled work hours.
7. Pregnancy Disability Leave (PDL): An eligible employee on PDL must reduce their sick leave
balance to 40 hours or less to use PPL concurrently with PDL. An eligible employee is not required to
further reduce their balance once they have reached the initial threshold of 40 hours or less.
8. Use of this leave constitutes a "compelling personal situation during which time the employee was
unable to work" under Article 6.4.4 of this MOU and the probationary period for any probationary
employee who uses this leave shall be extended for the length of time the employee was off work
using this leave.
Coordination of Benefits & Leaves:
PPL taken under this provision will run concurrently with leave under the FMLA, CFRA,
and PDL once the eligible employee's sick leave balance is reduced to 40 hours or less.
PPL will be fully integrated with any short-term disability or California Paid Family Leave
program but shall not exceed one hundred percent (100%) of the employee's normal gross
salary rate.
• The use of State Disability insurance (SDI) or Short -Term Disability (STD) and Paid Family
Leave (PFL) will not reduce available hours under the PPL leave entitlement.
SRPA MOU 2024-2027 23
• For time covered by FMLA/CFRA job protected leave for baby/child bonding purposes,
PPL must be used prior to other accrued leave or unpaid leave except as discussed in
number 7 above.
• If an employee has exhausted FMLA/CFRA entitlements for reasons other than baby
bonding, PPL must be used prior to other accrued leaves or Leave Without Pay for
arranged leaves for the purpose of baby bonding. Scheduling of non-FMLA/CFRA
protected PPL is subject to Police Chief approval.
• An employee who is eligible for PPL but is on leave for other reasons cannot use PPL
except as described in paragraph 7 above.
Additional Restrictions:
Notwithstanding the requirements of other state and federal protected leave (such as FMLA, PDL,
CFRA, School leave, etc.), where this leave is not coordinated with another protected leave status,
the following rules shall apply:
• Due to the scheduling complexities in a 24/7 facility, an employee may only use these
leaves in increments of a full shift.
• Unless there is specific approval by the Police Chief, as applicable, these leaves must be
used consecutively and not intermittently by eligible employees.
Unless there is an emergency need to use one of these leaves, these leaves may not be
used to disrupt the shift bid for City paid holidays and the week surrounding those holidays,
when vacation requests are high. For example, if an employee is not successfully able to
bid the week between Christmas and New Years through the shift bidding procedure, the
employee will not be able to take PPL for that holiday week and bump someone who
successfully bid for the week.
• If the department is operating with minimum staffing as described in the Patrol Staffing
Directive, the Chief may temporarily suspend these benefits until staffing returns to
minimum staffing levels.
5.4.10 Paid Parental Leave
Eligibility:
Effective July 1, 2024 any full time, regular or probationary employee who has been continuously
employed by the City for at least 12 months prior to the start of the leave shall be eligible for End of
Life Care leave to provide end of life care for an immediate family member, which shall include an
employee's spouse, registered domestic partner, child, parent, sibling, parent, parent in-law(s),
grandparent, or grandchild.
End of Life care may be used to provide support, assistance and care to an immediate family
member, as defined above, who is receiving end of life services through hospice or a medical facility.
Benefit and Use:
1. Eligible employees shall receive 80 hours of End of Life Care leave to be used during their
employment with the City for use to support an immediate family member near the end of life, as
described above.
SRPA MOU 2024-2027 24
2. Upon termination of the employee's employment at the City, they will not be paid for any accrued
and unused End of Life Care leave for which they were eligible. Further, if an employee leaves City
employment and returns to City service later in their career, the employee shall receive any unused
hours from their previous employment with the City but shall not be granted any additional hours of for
End of Life Care Leave.
3. End of Life Care leave is based on the employee's regularly scheduled hourly base wage. It is
considered "paid status" for the purpose of merit, seniority, benefit premium contributions, retirement
service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
4. End of Life Care leave shall be used in a block of continuous time or on an intermittent or reduced
schedule. Intermittent leaves or reduced schedules must be arranged and approved by the
employee's supervisor in advance.
5. End of Life Care shall run concurrently with FMLA/CFRA. Eligible employees will be reinstated to
the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered
assignments to accommodate the department's operational needs when the employee is working a
reduced work schedule.
6. An employee who is eligible for End of Life Care Leave but is on leave for other reasons cannot use
PPL except as described in paragraph 5 above.
7. Use of this leave constitutes a "compelling personal situation during which time the employee was
unable to work" under Article 6.4.4 of this MOU and the probationary period for any probationary
employee who uses this leave shall be extended for the length of time the employee was off work
using this leave.
6 TERMS & CONDITIONS OF EMPLOYMENT
6.1 HOURS OF WORK/FLSA WORK PERIOD
The work period for personnel assigned to patrol is pursuant to a 21-day Section 207(k) of the FLSA,
which begins and ends at 5:00 a.m. shift change. The work period for all other personnel is seven days,
Sunday through Saturday of each calendar week, starting at midnight on the first day of the period and
ending one minute before midnight on the last day of the period. An employee's normal total number of
work hours per year shall be 2080 hours.
The parties may reopen negotiations during the term of the Agreement to negotiate the City's
administration of a new payroll system and/or changes made to comply with a 28-day FLSA work period.
Any changes to mandatory subjects of bargaining during the term of the MOU will be implemented
subject to mutual agreement.
6.1.1 Alternate Work Schedules
Both parties agree that at the discretion of the Police Chief, alternative work schedules which include a
total of 2,080 annual working hours, if mutually agreed to, may be implemented for designated periods of
time for all represented employees for the lifetime of this MOU; any new alternative work schedule
established during the term of this MOU shall initially be established on a six-month trial basis. During
the trial period if there is a significant increase in overtime costs attributable to the trial plan, or significant
increases in sick leave usage or workers compensation claims or reduced staffing due to injuries, illness,
or vacancies, the department may opt to stop the trial alternative work schedule.
For illustration and definition purposes the following chart is prepared:
Schedule Definition
SRPA MOU 2024-2027 25
4-10
Four (4) consecutive ten (10) hour days with three (3) consecutive days off
5-8
Five (5) consecutive eight (8) hour days with two (2) consecutive days off.
3-12
The standard work period will consist of 156 hours of work in a 28-day period, broken into
thirteen (13) twelve (12) hour days. The standard work cycle consists of working alternately,
three (3) consecutive days in a seven-day period, then four (4) consecutive days in a seven-day
period. Each member will be given an extra twelve (12) hour day off during each 28-day period
to ensure that no more than thirteen days are worked. This extra day off may be different for
each employee on a given team to ensure adequate daily staffing. This extra day off will
coincide with the employees' regular days off. As a result of working 156 hours in each 28-day
period instead of the standard 160 hours, each member will owe the City 4 hours. The City and
the Police Association agree to allow each member to bank these 4 hours for three 28-day
periods, for a total of twelve (12) hours. Each member would be required to pay back these
hours by working a scheduled day off selected by the Department. The scheduled pay back
would be for training or other assignments as required by the Department.
4-4
Four (4) consecutive ten (10) hour days with four (4) consecutive days off. Each employee will
work three -hundred twenty (320) hours of work within an eight -week cycle.
The following Alternative work schedules are currently being used:
PATROL:
The shifts listed are basic shifts that must be filled in order to meet the minimum staffing levels. If an
officer filling one of those shifts is absent for a period of a week or longer, another officer may be required
to change shifts to fill the vacancy in accordance with the existing provisions of the MOU regarding
changes of assignments.
The rosters anticipate a minimum of twenty-seven officers being assigned to patrol in a duty status in the
indicated shifts. In the event twenty-seven officers are not available, the department may opt to return to
five eight -hour shifts per week for all patrol officers.
It is the department's intent to match staffing levels with calls for service. If calls for service change, the
department may alter the hours of shifts to meet the change.
DETECTIVES:
A 4-10 or 5-8 plan for all detectives with the approval of the Bureau Commander.
FRONT OFFICE:
A system combining 5-8/4-10 for all front office Records Clerks.
COMMUNICATIONS DISPATCHERS:
1. Alternate Work Schedules for Communications Dispatchers include a 4-4 plan, a 4-10 plan or
a 3-12 plan. Depending on department needs, some dispatchers may be assigned to work a
4-4 schedule while others may be assigned to a 4-10 schedule or a 3-12 schedule.
2. Under the 3-12 plan, Dispatchers will be required to work the following three-week schedule:
Week 1 - three (3) 12-hour days; Week 2 - three (3) 12-hour days; and Week 3 - four (4) 12-
hour days. The fourth 12-hour day in Week 3 is to be determined by the Division Captain and
Dispatch Supervisor as part of the rotation schedule.
3. Overtime shall be earned in accordance with the FLSA, meaning that: a) only actual work
hours are counted toward overtime; b) only actual work over 40 hours in the City's workweek
are paid pursuant to FLSA requirements; and c) all actual work over 40 hours in the City's
workweek will be paid at a rate of 1.5 times the individual employee's regular rate of pay.
4. Non-FLSA overtime will also be earned if a Dispatcher on a 3-12 schedule works over their
scheduled work day or work week (e.g. more than 12 hours on a single day or more than 36
hours in a work week where the employee was scheduled to work three (3) 12-hour shifts, or
SRPA MOU 2024-2027 26
more than 48 hours in the work week in which the Dispatcher is scheduled to work four (4) 12-
hour shifts). The City will use the premium portion of any non-FLSA overtime premium pay
due in any specific workweek to offset any FLSA overtime premium due in the same work
week.
The 3-12 Alternate Work Schedule will not have any impact on holiday pay, sick, and vacation accrual
rates. However, any holiday, sick, and vacation days off will be deducted for the number of hours
scheduled to work, i.e. a sick day under the 3-12 plan will result in the deduction of twelve (12) hours
of sick time.
6.1.2 Shift Rotation
Both parties agree that at the discretion of the Police Chief, the starting dates for the rotation, if
mutually agreed to, may be changed for a designated rotation for all represented employees for the
life of this MOU.
For members of the Patrol Bureau and Information Services Bureau, the spring rotation shall begin on
the Sunday nearest the 15th of March and the fall rotation shall begin on the Sunday nearest the 15th of
September. If the members of the Patrol Bureau or Information Services Bureau are working a 3-12
schedule, which operates on three-week cycles, then the Spring rotation shall begin on the Sunday
nearest to the 15th of March following a completed three-week cycle and the Fall rotation shall begin
on the Sunday nearest to the 15th of September following a completed three-week cycle.
Sergeants assigned to Patrol may select their shift by seniority, within rank. This paragraph shall not
apply to probationary Sergeants. Probationary Sergeants shall be assigned at the discretion of the
Division Captain, and any remaining open Sergeant slots shall be filled by seniority, within rank.
Corporals assigned to Patrol may select their shift by seniority, within rank. This paragraph shall not
apply to probationary Corporals. Probationary Corporals shall be assigned at the discretion of the
Division Captain, and any remaining open Corporal slots shall be filled by seniority, within rank.
Officers assigned to Patrol and not on probation may select their shift by seniority, within rank. This
paragraph shall not apply to probationary Officers. Probationary Officers shall be assigned at the
discretion of the Division Captain, and any remaining open Officer slots shall be filled by seniority,
within rank.
Police Call Taker & Records Specialists work group working in the Records Unit will have the option
to rotate three times per year: on the Sunday nearest the 15th of January; on the Sunday nearest the
15th of May; and on the Sunday nearest the 15th of September. This will begin at the September 2011
rotation. This practice will be at the discretion of the Chief of Police.
6.1.3 Patrol Briefing
Patrol briefing periods will be conducted within Patrol employees designated shifts.
6.1.4 Employee Break and Meal Periods
Employee break and meal periods are as follows:
Uniformed Patrol employees One 15-minute break in first half of shift and one 45-minute meal
period as scheduled and approved by the designated supervisor.
All other employees. One 15-minute break to be taken in the first half of the shift, one fifteen -minute
break to be taken in the second half of the shift, and one 30-minute meal period as scheduled and
approved by the designated supervisor. Combination of meal and break period must have prior
supervisory approval.
No changes will be made in break and meal periods that would alter an employee's regularly scheduled
working time without the advance approval from the employee's supervisor.
SRPA MOU 2024-2027 27
Break and meal periods are paid time and, as such, departmental needs will take priority. In the event
that work demands preclude an employee from taking their break, and/or meal period, the employee will
not be eligible for overtime compensation.
6.2 OVERTIME
6.2.1 Overtime
All represented employees who work overtime shall on forms provided by the Police Department
designate whether they want the time accrued as compensatory time (C.T.) or paid as overtime at the
rate of time and one-half. After initial selection (O/T pay vs. C.T.) if an employee wants to convert
compensatory time to cash, or vice versa, the employee must submit a written request to the Police Chief
and approval shall be at the discretion of the Police Chief.
Employees may accrue up to 200 hours of compensatory time at any time. Employees may use up to
120 hours of comp time each calendar year. Employees may take an additional 80 hours of comp
time for the remainder of the year, however those 80 hours will fall under the single day vacation
guidelines. Employees who have a comp time balance in excess of the 200-hour cap will receive pay
in lieu of continued carrying of these hours from the City on the next available pay check. At the end
of the calendar year, any unused accrued comp time may be carried over to the next calendar year
and said balance would affect the employees' ability to accrue additional comp time.
Before any Sergeant will be allowed to work an overtime shift replacing a beat officer, the overtime
opportunity shall be posted for forty-eight (48) hours to allow officers to sign up. Only if officers fail to sign
up, or the need to replace a beat officer arises with less than forty-eight (48) hours' notice, will sergeants
be given the opportunity to work overtime in place of an officer/corporal. This restriction shall not apply to
special events or foot beat duty.
Both parties agree that any changes in the overtime provisions of this MOU are subject to the meet and
confer process.
All entry-level probationary employees shall not be allowed to accrue and bank any compensatory
time until they have successfully completed their training program. Any overtime worked during their
training program shall be paid at time and a half. This section does not apply to any employee that is
promoted within the police department, and due to that promotion, is required to complete a training
program. Promoted employees may elect to accrue and bank compensatory time or have such time
paid at time and a half.
6.2.2 Requests for Compensatory Time Off
In the event that the granting of a request for compensatory time off creates one or more vacancies
which bring the shift below the minimum staffing level or which otherwise needs to be filled, then the
current practice will be utilized as follows: The supervisor will post the vacant slot(s) to be voluntarily
back -filled with overtime. If one or more vacancies still exist then the supervisor will 1) assign personnel
from the previous shift to hold over at the overtime rate, and/or 2) assign personnel from the following
shift to report early at the overtime rate, and/or, in civilian work units, 3) assign personnel to work on their
day(s) off.
All employees shall be granted compensatory time off when submitted at least 72 hours in advance of
the requested time off. If an employee makes a request for compensatory time off with less than 72
hours advance notice and this request does not bring the shift below one above minimum staffing,
then the employee shall be granted the time off. If the granting of the request would bring the shift to
minimum staffing then the granting of the request would be at the discretion of the Police Chief or his
designee.
Any comp time requests after an employee uses 120 hours in a calendar year will fall under the pre-
existing single day vacation guidelines. Employees may take up to 80 hours of additional comp time
only if the following criteria are met:
SRPA MOU 2024-2027 28
• The comp time is selected 120 hours prior to the date to be taken.
• The comp time does not cause the employee's assigned shift to go below the minimum
staffing requirements.
• The comp time may be denied between 120 and 71 hours in advance of the date to be taken if
staffing is projected to fall below minimum staffing requirements due to additional employees
using sick leave, comp time or for specific department needs.
• If there are schedule changes due to additional employees using sick leave, comp time or
other causes between 70 hours and the date to be taken, the department will honor the
employee's comp time leave request and allow the employee to use the comp time.
6.3 SHIFT CHANGES
Changes in the days or hours of the regular work schedule of an employee shall entitle such employee to
be additionally compensated at one-half (1/2) their hourly pay rate for each hour worked outside their
regular schedule unless the City has given the employee a minimum of seven (7) full days (or 168 hours)
advance notice of such a change. No advance notice to employees by the City of shift change shall be
required and no additional compensation shall be paid when shift changes occur as a result of work
related emergencies, i.e., multiple sicknesses, disabilities or injuries; an unplanned for vacancy or
shortage occurring less than seven days in advance of the shift change if the employee is given a
minimum of twelve hours advance notice or at the specific request of an employee. If a shift change is
due to work related illness or accident, it shall be considered an emergency and no overtime will be paid.
Vacancies of less than one workweek will be filled by overtime rather than shift changes.
This section shall not apply to personnel shortages arising from mutual aid requests, states of emergency
declared by the Mayor, Board of Supervisors, Governor or the President or unplanned for critical
incidents or situations of more than twenty-four hours duration.
6.4 PROBATIONARY PERIOD
6.4.1 Purpose of Probation
After passing an examination and accepting appointment, each employee shall serve a period of
probation beginning on the date of appointment. Such period shall be for the purpose of determining the
employee's ability to perform satisfactorily the duties prescribed for the position.
6.4.2 Length of Probationary Period
The probationary period on original appointments shall be eighteen (18) months. The probationary
period on promotional appointments shall be twelve (12) months for internal promotions from:
• Police Officer to Police Corporal
• Police Corporal to Police Sergeant
• Dispatcher to Lead Dispatcher
• Lead Dispatcher to Dispatch Supervisor
• Records Specialist/Call Taker to Records Supervisor
All other internal promotions shall be subject to an eighteen (18) month probationary period.
6.4.3 Rejection During Probation
During the probationary period, an employee may be rejected at any time by the Appointing Authority
without the right of appeal; except as otherwise provided for by the Public Safety Officers Bill of Rights
Act, Government Code 3300, et.seq. for sworn officers, and as provided for in applicable existing case
law concerning appeal rights/remedies of probationary employees.
6.4.4 Extension of Probationary Period
SRPA MOU 2024-2027 29
The probationary period shall not be extended except in the case of extended illness or injury or
compelling personal situation during which time the employee was unable to work. In such cases, the
probationary period may be extended for the length of time the ill or injured employee was unable to
work.
6.4.5 Notification of Rejection or Extension
Upon determining that a probationary employee's work is not satisfactory, the Police Chief shall notify the
Human Resources Director in writing of their intention to terminate the employee.
After discussion with the Human Resources Director, the Police Chief shall notify the employee in writing
of the extension or rejection.
6.4.6 Regular Status
Regular status shall commence with the day following the expiration date of the probationary period.
6.4.7 Promotion of Probationary Employee
An employee serving a probationary period may be promoted to a higher position classification provided
the employee is certified from the appropriate Eligible List. The employee promoted in this manner shall
serve a new probationary period for the position to which employee is promoted and the new
probationary period and promotional appointment shall be effective the same date.
6.4.8 Unsuccessful Passage of Promotional Probation
An employee who does not successfully pass the promotional probationary period shall be reinstated to
the position in which the employee held regular status prior to their promotion. Provided, however, that if
the cause for not passing the promotional probationary period was sufficient grounds for dismissal, the
employee shall be subject to dismissal without reinstatement to the lower position.
6.5 PERSONNEL RULES & REGULATIONS
Both parties agree to the most updated Personnel Rules and Regulations that exist on July 1, 2011
for the purposes of this agreement, which are available on the City's intranet website. In the event
that conditions appear in both the Rules and Regulations and the MOU, the MOU prevails.
6.5.1 Employer -Employee Resolution
The City and the Association agree to abide by the City of San Rafael's Employer -Employee Relations
Resolution.
6.5.2 Drug and Alcohol Policy
The City and Association jointly recognize alcoholism and drug abuse as illnesses, which may be
treatable. The parties are concerned regarding alcoholism and drug problems which cause poor
attendance and unsatisfactory employment related performance, and/or which may pose a danger to
employees or the public. Therefore, the City and Association endorse the concept of a drug free work
place.
Possession, sale, use, or being under the influence of drugs or alcohol while on the job is strictly
prohibited. Employees violating this policy are subject to discipline, up to and including termination.
When reasonable cause (relates to readiness and/or ability to perform job responsibilities) exists, the
City may require employees to submit to a medical examination, including but not limited to a urine or
blood analysis, to determine whether the employee is using drugs or alcohol. Said testing shall occur
on City time and be paid for by the City. An employee's failure to submit to a medical examination will
be considered an act of insubordination, and therefore, subject to disciplinary action.
Depending on the circumstances causing the order for medical examination, employees testing
positive may be subject to discipline, up to and including termination. Upon being informed that the
employee tested positive, the employee may request a meeting with the Human Resources Director
SRPA MOU 2024-2027 30
and the Police Chief to review the test results and provide the employee's explanation for such
results.
Employees are encouraged to voluntarily participate in the City sponsored employee assistance
program (EAP). However, EAP participation may be a City -mandated alternative to disciplinary action
arising out of a violation of the City's drug and alcohol policy.
As a course of participating in the EAP on a mandated basis, an employee may be required to enter
into a "return to work agreement," with the City. Said agreement shall stipulate ongoing freedom from
drug and/or alcohol use as a condition of continued employment.
Employees who seek voluntary assistance for alcohol and/or substance will not be disciplined for
seeking such assistance. Requests from employees to the Police Chief for such assistance shall
remain confidential and shall not be revealed to other employees or management personnel, who do
not have a need to know, without the employee's consent. Employees enrolled in substance abuse
programs shall be subject to all Employer rules, regulations and job performance standards with the
understanding that an employee enrolled in such a program is receiving treatment for an illness.
An employee who is disciplined/discharged for inappropriate alcohol and/or drug use may appeal
such action pursuant to Section 7.3.2 of the Memorandum of Understanding.
6.5.3 Outside Employment Policy
All employees of the Police Department should refer to City wide policy located on the City's Intranet
(https://intranet.cityofsanrafael.org) for policies and procedures related to outside employment.
6.5.4 Harassment Policy
It is the City's intent and purpose to provide all officials, employees, applicants and contractors with an
environment that is free from any form of harassment, discrimination or retaliation. Employees shall
refer to the City Policy against Harassment, Discrimination and Retaliation which is available on the
City's Intranet website.
6.5.5 Wireless Communication Policy
Union members agree to adhere to the provisions of the City's Wireless Communication Policy which
is available on the City's Intranet Website.
6.5.6 Medical Standards
Attachments to the City of San Rafael's official job class specifications have been developed by
Rehab 90 to describe the activity and frequency of the activities performed by the employee in the
course and scope of their job classification. These descriptions are available for review by the
employee's treating physician to assist the physician in determining whether the employee is able to
return to their job after an absence due to an injury or illness.
6.5.7 Temporary Light Duty Policy Statement
The purpose of this temporary light duty program is to minimize the losses of productive time, while at
the same time reintroducing the employee to work sooner to prevent deterioration of skills, facilitate
recovery and reduce income loss. Light duty assignments will be structured so that employees are
not placed in a duty status that would aggravate or reincur an injury or illness. Light duty assignments
are to be limited to temporary periods and are not to be used to create a permanent light duty
assignment.
1. Coverage
Any employee who suffers a temporary and partial disability due to an industrial or non -industrial
injury or illness will be covered by this light duty program.
2. Determination/Required Renorts
SRPA MOU 2024-2027 31
a. Light Duty assignments may be made following evaluation and determination by the Police
Chief. The determination will be based on available medical information, and consultation with
the employee or the affected supervisor. Determination will also be based on the needs of the
City and the impact of light duty departmental operations.
b. After the initial report, updated medical reports shall be submitted to the Police Chief at two -
week intervals, or at other agreed upon intervals, for as long as the employee is off work.
Reports will be required for all industrial or non -industrial injuries or illnesses regardless of
whether or not a light duty assignment has been made.
c. Reports will be evaluated by the Police Chief for purposes of continuing or terminating a
current light duty assignment or to determine when to commence a light duty assignment.
3. Light Duty Assignments - Definitions/Restrictions
a. Light duty assignments may consist of reduced work hours, limited work or any combination
thereof.
b. Light duty assignments will not adversely affect the employee's normal wage rate or retirement
benefits.
c. Light duty assignments will be within the employee's assigned department and will involve
work which is consistent with the duties of the employee's classification.
d. When feasible, light duty assignments will be during the employee's normal shift and duty
hours. However, if it is determined that no useful work will be performed during the normal
shift or duty hours, the employee will be assigned light duty during normal office hours of 8:00
a.m. to 5:00 p.m. Monday through Friday.
e. Specific light duty assignments will be developed based upon a case -by -case review of the
medical restrictions, so as not to aggravate or reincur an injury or illness.
f. Employees will not be placed in light duty assignments that in the normal course of events will
require that they provide direct field emergency response.
4. Holidays/Vacations
a. Holidays shall be observed in accordance with the light duty assignment work hours and
workweek. That is, if an employee is assigned to work hours in a department, division, or
operating unit where employees in that work unit take the holiday off, so shall the light duty
employee. If the employee is assigned to work hours on a work holiday, so shall the light duty
employee. Compensation for holidays shall be in accordance with applicable Memorandum of
Understanding or the Personnel Rules and Regulations.
b. Employees assigned to light duty shall take their assigned (selected) vacation as normally
scheduled. Vacations shall cover the same number of duty and calendar days as would have
been enjoyed by the employee if they had remained on full duty. Employees may reschedule
their assigned (selected) vacation with the approval of the Police Chief, provided the
rescheduling does not result in increased costs or lost time to the City for relief personnel to
cover the rescheduled vacation.
5. Return to Full Duty
Employees will be returned to full duty as soon as possible following medical certification that the
employee is able to resume the full duties of their classification.
6.5.8 Reinstatement
Reinstatement after resignation shall be considered as new employment. Reinstatement may only be
made upon request to the Police Chief if the individual has:
1. Left City service within the prior twenty-four (24) months.
and
SRPA MOU 2024-2027 32
Left City service in good standing. Good standing shall be defined for the purposes of
reinstatement as: "The employee having provided in writing to the Department two weeks' notice
of their resignation".
6.6 MISCELLANEOUS
6.6.1 Gratuities / Solicitation of Contributions
All employees of the Police Department should refer to Departmental General Orders for the policy and
procedures related to gratuities/solicitation of contributions.
6.6.2 Return of City Equipment
Upon termination of employment, all City property assigned to an employee shall be returned to the
employee's supervisor.
6.6.3 Political Activity
The political activity of City employees shall comply with pertinent provisions of State and Federal Law.
6.6.4 Employment of Relatives
The City retains the right:
1. To refuse to place one party to a relationship under the direct supervision of the other parry to a
relationship where such has the potential for creating adverse impact on supervision, safety,
security or morale.
2. To refuse to place both parties to a relationship in the same Bureau or shift where such has the
potential for creating adverse impact on supervision, safety, security, or morale or involves
potential conflicts of interest.
6.6. 5 Labor/ Management Advisory Meetings
During the term of the Agreement, the City and the Association agree that consultation meetings
may contribute to improved employer -employee relations.
The committee shall be comprised of three (3) representatives from the San Rafael Police
Association and three (3) from City Management. The parties agree that committee members
may change depending on the subject matter.
Meetings may be requested by either party. The party requesting the meeting shall submit a
proposed agenda and the receiving party shall acknowledge and confirm the date, time and
location of the requested meeting.
6.6.6 Gym Membership Reimbursement
Employees are eligible to receive up to $50 reimbursement per month for paid gym memberships.
Such reimbursement shall be paid once per year by the City in a lump -sum check and reported as
taxable income to the employee.
6.6.7 Public Safety Center Fitness Program
PURPOSE AND SCOPE:
The purpose of this policy is to establish guidelines for employees utilizing the Public Safety Center
(PSC) fitness facility. The Department requires all those electing to use the PSC fitness facility to
adhere to the conditions and policies as described in this policy. Persons who do not meet the
conditions as described in this directive will be deemed to be engaging in activities outside the scope
of their employment, and the City shall not have any liability for injuries or losses resulting from such
activities. The City will not accept responsibility for injuries incurred as a result of recreational
exercise/activities or competitive events.
PROCEDURES:
SRPA MOU 2024-2027 33
It is the position of the City to encourage a high level of physical fitness among police personnel. To
assist employees in achieving this goal, the Department has implemented an on -duty work-out policy
for all San Rafael Police employees.
A. On -Duty Participation:
1. On -duty participation is defined as one hour of on -duty time, a maximum of two days per
workweek, for the purpose of exercise.
This time includes: 10 minutes to change, 40 minutes to exercise, and 10 minutes
to shower and change.
B. Exercise time and use of the PSC fitness facility may not begin until the Waiver and Release
of Liability form has been read, signed, and filled out for all employees.
C. Part-time employees may exercise in the PSC fitness facility during off duty time only.
D. Use of the Public Safety Center fitness facility by Participants:
1) All personnel, regardless of assignment, may use the PSC fitness facility for workouts
between the hours of 0700hrs to 2200hrs.
2) No more than one (1) on -duty employee from each workgroup will be allowed in the PSC
fitness facility area at one time. For example, one officer, on dispatcher, one detective at a
time.
3) There shall be no meals or snacks eaten in the PSC fitness facility; water or other workout
drinks are acceptable.
4) All personnel using the PSC fitness facility shall wipe down all equipment after use and
pick up any trash.
E. The PSC fitness facility is the only approved and authorized on -duty work out facility:
1) On duty exercise must take place within the PSC so employees can remain available for
emergencies or return to their duty assignment in the event exigencies arise. Employees
must be prepared to change into uniform without undue delay if necessary.
2) The PSC fitness facility is located on the second floor. This area is close to the sleeping
quarters of the firefighters and police employees should respect the shared area
appropriately.
F. Provisions of the on -duty exercise policy that are specifically related to personnel assigned to
Patrol are as follows:
1) On duty exercise time shall be utilized in lieu of a meal break. Personnel participating in an
on -duty work out will remain personally responsible for sustenance in their vehicle as time
permits in the balance of their workload.
2) On -duty exercise time is approved by the Watch Commander or his/ her designee only
when the shift is above minimum staffing. Due consideration must be given to staffing and
activity levels. Exercise time may be canceled at the discretion of the Watch Commander
(or designee). The Watch Commander's decision regarding on -duty exercise cannot be
grieved.
3) No more than one (1) employee from patrol may exercise on -duty at any given time. When
on -duty, there shall only be one (1) on -duty patrol officer in the workout room at a time.
4) A police radio shall be audible inside the PSC fitness facility any time patrol personnel are
exercising. Patrol personnel shall respond to their call sign when called from
communications.
SRPA MOU 2024-2027 34
5) Participants assigned to patrol wishing to use on -duty time for exercise must request the
desired time at the beginning of the shift. Requests may also be made a shift in advance.
Seniority will be used to determine exercise times.
6) Reports and calls for service have priority over exercise time. No work -related
assignments should remain pending while working out unless they can be completed in a
timely manner without incurring overtime,
7) Personnel participating in on -duty workouts shall not be permitted to do so in conjunction
with briefing at the beginning of their shift or proximate to the completion of their shift. On -
duty workouts may only take place at the direction and with approval of the Watch
Commander (or designee).
8) On -duty exercise time may not be taken on the last hour of the shift (as enumerated in
section 7 of this section).
9) During Field Training, neither the Field Training Officer (FTO) nor the Officer in Training
(OIT) may utilize the PSC fitness facility on -duty.
G. Employees are required to immediately report any injuries or serious illnesses while using the
PSC fitness facility to their supervisor:
H. Miscellaneous provisions of the on -duty exercise policy:
1) No exercise program hours will be carried over from one day to the next.
2) Performance issues, at the discretion of the Chief of Police, may be the basis for an
individual being denied permission to participate in on -duty exercise.
3) Break periods (rest breaks) cannot be used to extend exercise time.
4) The provisions and implementation of this on -duty exercise policy will not be subject to
challenge or grievance by employees.
INJURIES OR SERIOUS ILLNESSES:
Employees are required to immediately report all injuries or serious illnesses that require medical
attention. Following such an injury, exercise privileges will be suspended immediately until further
notice. Determination of when an injured participant may resume exercise activity will be at the
discretion of the Chief of Police or their designee following a complete review of the injury report. This
determination will be based on the nature of the injury and the health/fitness needs of the individual.
a) An injured employee may be required to submit a memo detailing their injury/illness and obtain
clearance in writing from the attending physician prior to resuming exercise activities.
b) Once cleared to resume physical fitness activities, the injured participant will follow the
exercise prescribed without deviation. Deviation from the prescribed exercise program may
result in disqualification from using the PSC fitness facility on -duty and off -duty.
c) Those participants whose injury/illness requires a "light duty" status may use the PSC fitness
facility following a clearance by their attending physician. Exercise activity will be limited to the
fitness program prescribed.
d) Failure to immediately report any injury or illness resulting from working out in the PSC fitness
facility may result in loss of facility use privileges both on and off duty.
OFF DUTY EXERCISE BY EMPLOYEES:
Employees may use the PSC fitness facility during their off -duty time under the following guidelines:
a) Must read, sign. and submit the Waiver and Release of Liability form, which must then be
authorized by the Chief of Police.
SRPA MOU 2024-2027 35
b) Exercise sessions are on off -duty time only and there is no limit to how many times one can
use the facility.
c) Follow all safety rules.
d) Follow all guidelines as described in this policy.
e) Only SRPD employees are allowed to use the facility.
GENERAL SAFETY RULES:
a) Proper warmup and cooldown activities are to be performed before and after weight training
and cardiovascular workout sessions.
b) All safety stops and mechanisms on exercise equipment must be properly adjusted before
each use.
c) All weight plates must be removed from the lifting bar and returned to the proper storage rack
immediately after use.
d) Proper athletic footwear and shirts must be worn while exercising in the PSC fitness facility.
e) All injuries or exercise equipment needing repair should be reported to the Watch Commander
immediately.
f) Spotters are required for all heavy lifting. If no spotters are available, no heavy lifting will be
allowed.
PROGRAM LENGTH:
a) This will be a pilot program for six (6) months. At the end of the six months, the program will
be evaluated by the Chief of Police to determine if the program should continue and/or be
modified.
b) If at any time during the program the Chief of Police determines that it is detrimental to the
functioning of the department, the Chief may cancel the program. The Chiefs decision to
cancel the program will not be subject to challenge or grievance.
7 PROCEDURES
7.1 DEMOTION & SUSPENSION
7.1.1 Demotion
The Police Chief or designee may demote an employee when the following occurs:
A. The employee fails to perform their required duties;
B. The need for a position which an employee fills no longer exists;
C. An employee requests such a demotion.
No employee shall be demoted to a classification for which they does not possess the minimum
qualifications.
When the action is initiated by the Police Chief, written notice of demotion shall be provided to an
employee at least ten (10) working days before the effective date of the demotion, and a copy filed with
the Human Resources Director. Withholding a salary step increase or withdrawing a merit step increase
within or above the salary range of the employee's position shall not be deemed a demotion.
Disciplinary demotion action shall be in accordance with Article 7.3, "Disciplinary Action."
7.1.2 Suspension
SRPA MOU 2024-2027 36
The Police Chief or designee may suspend an employee from a position at any time for disciplinary
purpose. Intended suspension action shall be reported immediately to the Human Resources Director,
and shall be taken in accordance with Article 7.3, "Disciplinary Action."
7.2 TERMINATION OF EMPLOYMENT
7.2.1 Resignation
An employee wishing to leave the City service in good standing shall file with their immediate supervisor,
at least fourteen (14) days before leaving the service, a written resignation stating the effective date and
reason for leaving. A copy of the resignation shall be forwarded to the Police Chief and Human
Resources Department.
7.2.2 Termination - Layoff
The Appointing Authority may terminate an employee because of changes in duties or organization, or
abolition of position, or shortage of work or funds, or completion of work for which employment was
made.
7.2.3 Termination - Disciplinary Action
An employee may be terminated at any time for disciplinary action, as provided in Article 7.3,
"Disciplinary Action."
7.2.4 Retirement
Retirement from the City services shall, except as otherwise provided, be subject to the terms and
conditions of the City's contract as amended from time to time, with the Marin County Retirement
System.
7.3 DISCIPLINARY ACTION
7.3.1 Right to Discipline & Discharge
Disciplinary action shall mean discharge/dismissal, demotion, reduction in salary, suspension resulting in
loss of pay, transfer for purposes of punishment, and written reprimand.
The City shall have the right to discharge or discipline any employee for dishonesty, insubordination,
drunkenness, incompetence, negligence, failure to perform work as required or to observe the
Department's safety rules and regulations or for engaging in strikes, individual or group slowdowns or
work stoppages, or refusal to accept overtime, or for violating or ordering the violation of the
Memorandum of Understanding.
The City may discipline or discharge an employee for the following:
a. Fraud in securing appointment.
b. Negligence of duty.
c. Violation of safety rules.
d. Unacceptable attendance record, including tardiness, overstaying lunch or break periods.
e. Possession, Distribution or under the influence of alcoholic beverages, non -prescribed or
unauthorized narcotics or dangerous drugs during working hours.
f. Inability, unwillingness, refusal or failure to perform work as assigned, required or directed.
g. Unauthorized soliciting on City property or time.
h. Conviction of a felony or conviction of a misdemeanor involving moral turpitude.
i. Unacceptable behavior toward the general public or fellow employees or officers of the City.
SRPA MOU 2024-2027 37
j. Falsifying employment application materials, time reports, records, or payroll documents or other
City records.
k. Disobedience to proper authority.
I. Misuses of City property.
m. Violation of any of the provisions of these working rules and regulations or departmental rules and
regulations.
n. Disorderly conduct, participation in fights, horseplay or brawls.
o. Dishonesty or theft.
p. Establishment of a pattern of violations of any City policy or rules and regulations over an
extended period of time in which a specific incident in and of itself would not warrant disciplinary
action, however, the cumulative effect would warrant such action.
q. Failure to perform to an acceptable level of work quality and quantity.
r. Insubordination.
s. Other acts inimical to the public service.
t. Inability or refusal to provide medical statement on cause of illness or disability.
7.3.2 Appeals
If an employee believes they has been unjustly disciplined/discharged, they shall have the right to appeal
their case through the appropriate procedure. A transfer for purpose of punishment not resulting in
economic loss and a written reprimand shall only be appealable up to the level of the City Manager or
"their designee and not eligible for arbitration. Discharge/dismissal, demotion, reduction in salary,
suspension resulting in loss of pay, and transfer for purposes of punishment resulting in economic loss
shall be appealable up to the level of arbitration. Such appeal must be filed with the City Manager by the
employee in writing within five (5) working days from the date of receipt of the notice of
discipline/discharge letter and unless so filed the right of appeal is lost.
7.3.3 City Manager and Arbitration
The employee (Appellant) may request the appeal be heard by the City Manager or may request
arbitration. If arbitration is requested, representatives of the City and the employee (Appellant) shall meet
promptly to select a mutually acceptable arbitrator, and to the extent possible for both parties the
selection of the arbitrator should be made within 60 days of the request for arbitration. The fees and
expenses of the arbitrator and of a court reporter shall be shared equally by the Association and the City.
A hearing before the arbitrator shall be held within sixty days of the selection of the Arbitrator unless the
mutually acceptable Arbitrator's schedule does not so permit. The Arbitrator shall hear each party's case
as presented during the hearing and shall subsequently have the power to affirm, reject, or provide a
lesser form of discipline. Decisions of the Arbitrator on matters properly before them shall be final and
binding on the parties hereto, to the extent permitted by the Charter of the City.
7.4 GRIEVANCE PROCEDURE
7.4.1 Definition
A grievance is any dispute, which involves the interpretation or application of any provision of this
Memorandum of Understanding.
7.4.2 Initial Discussions
Any employee who believes that they has a grievance may discuss their complaint with the top
management official in the Police Department or with such subordinate management official as the Police
Chief may designate. If the issue is not resolved within five (5) working days in the Department, or if the
employee elects to submit their grievance directly to an official of the employee organization which is
formally recognized as the representative of the classification to which they is assigned, the procedures
hereafter specified may be invoked.
SRPA MOU 2024-2027 38
7.4.3 Referral to the City Manager
Any employee or any official of the employee organization which has been formally recognized by the
City and which has jurisdiction over any position directly affected by the grievance may notify the City
Manager and Police Chief in writing that a grievance exists, and in such notification, state the particulars
of the grievance and, if possible, the nature of the determination which is desired. No grievance may be
processed under Section 7.4.4 below which has not first been heard and investigated in pursuance of
Section 7.4.2. A grievance which remains unresolved thirty (30) calendar days after it has been
submitted in writing may be referred to the next step (see Section 7.4.4).
Any time limit may be extended to a definite date by mutual agreement of the Association and the
appropriate management representative.
7.4.4 City Manager and Arbitration
If the grievance is not resolved at the previous step, the grievant, the Association, or the City may, after
completion of the previous step in the grievance procedure, submit the grievance by written notice to the
City Manager. If arbitration is requested, representatives of the City and the Association shall meet
promptly to select a mutually acceptable arbitrator. The fees and expenses of the arbitrator and of a
court reporter shall be shared equally by the Union and the City. Each party, however, shall bear the
cost of its own presentation, including preparation and post hearing briefs, if any. A hearing before the
arbitrator shall be held within sixty days of the selection of the Arbitrator unless the mutually accepted
Arbitrator's schedule does not so permit, and the arbitrator shall render a decision, within sixty days of the
completion of the hearing unless the Arbitrator's schedule does not so permit, which is binding on the
parties hereto, to the extent permitted by the Charter of the City.
7.4.5 No Abridgement of Other Rights of Appeal
The provisions of this grievance procedure shall not abridge on rights granted to employees under the
City Charter or City ordinances, resolutions, rules and regulations providing other procedures for
resolving disputes, except that an employee may not submit a grievance to an arbitrator in accordance
with this grievance procedure if the employee has elected to use another procedure available under the
City Charter or City ordinances, resolutions, rules and regulations for the resolution of their grievance.
If an employee feels they has been unjustly discharged/disciplined, the employee shall have the right to
appeal their case pursuant to Section 7.3.2. Such appeals must be filed in writing within five (5) working
days from date of receipt of the notice letter of discharge/discipline and unless so filed the right of appeal
is lost, but, in the event that the dispute is carried to arbitration and that such employee is found to have
been properly discharged/disciplined under the provisions of Article 7.3, such employee may not be
ordered reinstated and no penalty may be assessed upon the Employer. The arbitrator shall not have
the power to amend or modify either party's position; but shall rule on the merits of each party's case as
presented during the hearing.
In addition to the arbitrators proposed by the State Mediation and Conciliation Service, the parties shall
be free to select from a pool of arbitrators mutually agreed to by the City and the Association. The parties
shall continue to meet and confer, after the adoption of this MOU on a mutually agreeable panel of
arbitrators. Once agreed to the panel shall be identified by side letter to the MOU.
7.4.6 Pay Claims
All complaints involving or concerning payment of compensation shall be filed in writing and no
adjustments shall be retroactive for more than thirty (30) days from the date of filing.
7.4.7 Matters Excluded from the Grievance Procedure of the Memorandum of Understanding
In those cases where the matter concerns any rule or policy or administrative procedure of the City
contained in the City Charter, the Personnel Ordinance, or the Personnel Rules and Regulations which
are adopted pursuant to the City Charter, the appeal procedures contained therein shall be utilized.
7.5 POSITION RECLASSIFICATION
SRPA MOU 2024-2027 39
Reclassification of positions covered by this MOU shall be in accordance with the City's
Reclassification Policy available on the City's Intranet website.
7.6 REDUCTION IN FORCE
7.6.1 Notice
Employees designated for layoff or demotion due to a reduction in force shall be notified in writing at least
thirty (30) calendar days prior to the anticipated date of termination or demotion. The employee
organization shall also be so notified.
7.6.2 Order of Layoff
In reduction of forces, the last employee hired shall be the first employee laid off, and in rehiring, the last
employee laid off shall be the first employee rehired until the list of former employees is exhausted;
provided that the employee retained or rehired is capable, in the opinion of the City, to perform the work
required. An employee laid off from City services prior to being rehired must pass the physical
examination administered by a City -appointed physician and must pass the background check
administered by the Police Department. The names of employees laid off shall be placed on a Re-
employment Eligible List as hereinafter specified.
7.6.3 Re -Employment Eligibility List
The Re-employment Eligible List shall consist of the names of employees and former employees having
probationary or permanent status that was laid off in that classification. The rank order on such list shall
be determined by relative seniority as specified above. Such list shall take precedence over all other
eligible lists in making appointments to the classification in which the employee worked.
Employees who did not complete their probationary period prior to being laid off; if re-employed must
complete their probationary period. The employee may petition to the Police Chief for early release from
this probationary period.
The name of any person laid off shall continue on the appropriate Re-employment Eligible List for a
period of one (1) year after it is placed thereon. The names of any eligible employees on a Re-
employment Eligible List shall be automatically removed from said list at the expiration of the appropriate
period of eligibility.
SRPA MOU 2024-2027 40
SAN RAFAEL POLICE ASSOCIATION:
Peter Hoffmann
Lead Negotiator
A".
Michael John Mathis (May 23, 202412:23 PDT)
Michael Mathis
SRPA President
Ltom E NIwGto
LynYE Murphy (May 23, 2 24 14: 2 PDT)
Lynn Murphy
SRPA Representative
`� 04141
Blake Delzell (Wby 24, 202410:53 PDT)
Blake Delzell
SRPA Representative
05/22/2024
Date
CITY OF SAN RAFAEL:
Timothy Davis (MaV 24.202411:44 PDT)
Tim Davis, Lead Negotiator
Burke Williams & Sorensen
Nicholas Biss
Principal HR Analyst
05/24/2024
Date
SRPA MOU 2024-2027 41
SAN RAFAEL POLICE ASSOCIATION
SALARY SCHEDULE
Effective June 1, 2024
Grade'
Position
A
13
C
0
E
F
6203
COMMUNITY SERVICE OFFICER
Annually$
72,650
$
76,283
$ 80.097
$ 84.102
$ 88,307
Monthly
$ 6,054
$ 6,357
$ 6,675
$ 7.008
$ 7.359
Hourly$
349279
$ 36.6743
$ 385081
$ 40,4335
$ 42,4551
6220
MENTAL HEALTH LIAISON
Annually$
98.265
$
103.178
$ 108,337
$ 113.754
$ 119.442
Monthly
$ 8.189
$ 8,598
$ 9,028
$ 9.480
$ 9.953
Hourly$
472429
$ 496050
$ 52.0853
$ 54.6895
$ 57 4240
6202
POLICE ADMINISTRATIVE TECHNICIAN
Annually
$ 74.422
$
78.143
$ 82.050
$ 86,153
$ 90,460
Monthly
$ 6,202
$ 6,512
$ 6,838
$ 7,179
$ 7,538
Hourly
$ 357797
$ 375687
$ 394471
$ 41.4195
$ 43.4905
2121
POLICE CALL TAKER & RECORDS SPECIALIST
Annually
$ 70.607
$
74.137
$ 77.844
$ 81,736
$ 85,823
Monthly
$ 5,884
$ 6.178
$ 6,487
$ 6.811
$ 7,152
Hourly
$ 33.9456
$ 356428
$ 374250
$ 39.2962
$ 41 2610
6201
POLICE SUPPORT SERVICES SUPERVISOR
Annually
$ 106.299
$
111,613
$ 117.194
$ 123.054
$ 129.207
$ 135.667
Monthly
$ 8,858
$ 9,301
$ 9,766
$ 10,254
$ 10.767
$ 11,306
Hourly
$ 51 1051
$ 536603
$ 563433
$ 59.1605
$ 62,1185
$ 65.2244
9622
POLICE COMMUNICATIONS DISPATCH TRAINEE
Annually
$ 61.029
$
64.081
$ 67,285
$ 70.649
$ 74,182
Monthly
Hourly
$ 5,086
$ 293410
$ 5,340
$ 308081
$ 5,607
$ 323485
$ 5.887
$ 339659
$ 6,182
$ 356642
6205
POLICE COMMUNICATIONS DISPATCHER
Annually
$ 77.032
$
80,884
$ 84,928
$ 89,174
$ 93,633
$ 98,315
Monthly
$ 6.419
$ 6.740
$ 7.077
$ 7,431
$ 7,803
$ 8,193
Hourly
$ 37.0346
$ 388863
$ 40.8307
$ 428722
$ 450158
$ 47.2666
6215
POLICE LEAD COMMUNICATIONS DISPATCHER
Annually
$ 82,810
$
86.950
$ 91.298
$ 95.863
$ 100.656
$ 105,689
Monthly
$ 6,901
$ 7,246
$ 7.608
$ 7,989
$ 8.388
$ 8,807
Hourly
$ 398125
$ 41 8031
$ 43.8933
$ 46,0879
$ 483923
$ 508120
6106
POLICE CORPORAL
Annually
N/A
N/A
$ 123,593
$ 129,772
$ 136,261
$ 143,074
Monthly
N/A
N/A
$ 10,299
$ 10,814
$ 11,355
$ 11,923
Hourly
WA
WA
$ 594196
$ 623906
$ 655101
$ 687856
6206
POLICE EVIDENCE & PROPERTY TECHNICIAN
Annually
$ 76,298
$
80,113
$ 84,119
$ 88,325
$ 92.741
Monthly
$ 6.358
$ 6,676
$ 7,010
$ 7,360
$ 7,728
Hourly
$ 36.6819
$ 38-5160
$ 40.4418
$ 42.4639
$ 44,5871
6107
POLICE OFFICER
Annually
$ 106.776
$
112.114
$ 117.720
$ 123,606
$ 129.786
$ 136.276
Monthly
$ 8.898
$ 9,343
$ 9,810
$ 10,301
$ 10,816
$ 11,356
Hourly
$ 51 3344
$ 539012
$ 56.5962
$ 594260
$ 62.3973
$ 655172
6109
POLICE RECRUIT
Annually
$ 88,782
$
93.221
$ 97.882
$ 102.776
$ 107,915
Monthly
$ 7,398
$ 7,768
$ 8,157
$ 8.565
$ 8,993
Hourly
$ 42.6835
$ 44.8177
$ 47.0585
$ 494115
$ 51 8820
6111
POLICE REGULATORY OFFICER
Annually
$ 77,032
$
80.884
$ 84,928
$ 89.174
$ 93,633
$ 98,315
Monthly
$ 6,419
$ 6,740
$ 7,077
$ 7.431
$ 7,803
$ 8,193
Hourly
$ 370346
$ 38,8863
$ 40,8307
$ 42.8722
$ 450158
$ 47.2666
4524
POLICE SECURITY OFFICER
Annually
$ 72,148
$
75.756
$ 79.544
$ 83,521
$ 87.697
$ 92,082
Monthly
$ 6,012
$ 6,313
$ 6,629
$ 6,960
$ 7.308
$ 7,673
Hourly
$ 34,6867
$ 364210
$ 382421
$ 401542
$ 42.1619
$ 44.2700
6104
POLICE SERGEANT
Annually
N/A
N/A
$ 144,015
$ 151,216
$ 158,777
$ 166,715
Monthly
N/A
N/A
$ 12,001
$ 12,601
$ 13,231
$ 13,893
Hourly
N/A
N/A
$ 69,2380
$ 72.6999
$ 76.3349
$ 801516
9525
YOUTH SERVICES PROGRAM SUPERVISOR
Annuall
$ 109.063
$
114.516
$ 120,242
$ 126.254
$ 132,566
Monthly
$ 9,089
$ 9,543
$ 10,020
$ 10,521
$ 11.047
rHourl
% 52 4339
$ 55.0556
$ 578084
$ 60.6988
$ 63.7338
'Entry Level Pay Grade is 1X>=(e g , Entry Level Police Officer grade code �s 9Uehtxhig1t G Side letter as part of the MOU for Changes made to the Police Cadet Position ! Cadet position
SAN RAFAEL POLICE ASSOCIATION
SALARY SCHEDULE
Effective July 1, 2025
Grade*
PoslHon
A
B
C
D
E
F
6203
COMMUNITY SERVICE OFFICER
Annually$
75,266
$ 79,029
$ 82.980
$ 87.129
$ 91,486
Monthly
$ 6.272
$ 6,586
$ 6,915
$ 7.261
$ 7,624
Hourly
$ 36.1853
$ 379946
$ 398943
$ 418891
$ 43.9835
6220
MENTAL HEALTH LIAISON
Annually$
102.687
$ 107.821
$ 113.213
$ 118.873
$ 124.817
Monthly
$ 8.557
$ 8,985
$ 9.434
$ 9.906
$ 10,401
Hourly
$ 49.3688
$ 51.8372
$ 544291
$ 571506
$ 60.0081
6202
POLICE ADMINISTRATIVE TECHNICIAN
Annually
$ 77.101
$ 80.956
$ 85.004
$ 89.254
$ 93.717
Monthly
$ 6,425
$ 6,746
$ 7,084
$ 7,438
$ 7,810
Hourly
$ 370678
$ 389212
$ 40-8672
$ 42.9106
$ 450561
2121
POLICE CALL TAKER & RECORDS SPECIALIST
Annually
$ 73.784
$ 77.473
$ 81,347
$ 85,414
$ 89,685
Monthly
$ 6,149
$ 6,456
$ 6.779
$ 7,118
$ 7,474
Hourly
$ 35.4731
$ 37.2468
$ 391091
$ 41.0646
$ 43.1178
6201
POLICE SUPPORT SERVICES SUPERVISOR
Annually
$ 111.082
$ 116,636
$ 122,468
$ 128.591
$ 135.021
$ 141,772
Monthly
$ 9,257
$ 9,720
$ 10,206
$ 10,716
$ 11,252
$ 11,814
Hourly
$ 534048
$ 56.0750
$ 58.8788
$ 61 8227
$ 649138
$ 68.1595
9622
POLICE COMMUNICATIONS DISPATCH TRAINEE
Annually
$ 63,226
$ 66,388
S 69,707
S 73,192
$ 76.852
Monthly
$ 5.269
$ 5,532
$ 5.809
$ 6.099
$ 35 1887
$ 6.404
$ 369481
Hourly
$ 303973
$ 31.9172
$ 335130
6205
POLICE COMMUNICATIONS DISPATCHER
Annually
$ 80,498
$ 84,523
$ 88.750
$ 93.187
$ 97.846
$ 102,739
Monthly
$ 6,708
$ 7.044
$ 7,396
$ 7,766
$ 8,154
$ 8,562
Hourly
$ 38.7012
$ 40.6362
$ 42.6680
$ 44.8014
$ 470415
$ 493936
6215
POLICE LEAD COMMUNICATIONS DISPATCHER
Annually
$ 86.536
$ 90.863
$ 95.406
S 100.177
$ 105.186
$ 110,445
Monthly
$ 7,211
$ 7,572
$ 7,951
$ 8,348
$ 8,765
$ 9,204
Hourly
$ 41 6041
$ 43.6843
$ 45.8685
$ 481619
$ 505700
$ 530985
6106
POLICE CORPORAL
Annually
N/A
N/A
$ 129,154
$ 135.612
$ 142,393
$ 149,512
Monthly
N/A
N/A
$ 10,763
$ 11,301
$ 11.866
$ 12,459
Hourly
N/A
N/A
$ 620935
$ 65.1982
$ 68,4581
$ 71 8810
6206
POLICE EVIDENCE & PROPERTY TECHNICIAN
Annually
$ 79.045
$ 82.997
$ 87,147
$ 91,505
$ 96,080
Monthly
$ 6,587
$ 6.916
$ 7,262
$ 7,625
$ 8,007
Hourly
$ 3800025
$ 399026
$ 41.8977
$ 439926
$ 461922
6107
POLICE OFFICER
Annually
$ 111.581
S 117,160
$ 123,018
$ 129.168
$ 135.627
$ 142.408
Monthly
$ 9.298
$ 9,763
$ 10.251
$ 10.764
$ 11,302
$ 11,867
Hourly
$ 53.6445
$ 56.3267
$ 591430
$ 621002
$ 65.2052
$ 68.4655
6109
POLICE RECRUIT
Annually
$ 91,978
$ 96,577
$ 101,405
$ 106,476
$ 111.800
Monthly
$ 7,665
$ 8,048
$ 8,450
$ 8,873
$ 9.317
Hourly
$ 44.2201
$ 46.4311
$ 48.7526
$ 51.1903
$ 537498
6111
POLICE REGULATORY OFFICER
Annuallv
$ 80.498
$ 84.523
$ 88.750
$ 93.187
$ 97,846
$ 102,739
Monthly
$ 6.708
$ 7.044
$ 7,396
$ 7,766
$ 8,154
$ 8.562
Hourly
$ 387012
$ 406362
$ 426680
$ 448014
$ 47.0415
$ 49.3936
4524
POLICE SECURITY OFFICER
Annually
$ 75,395
$ 79,165
$ 83,123
$ 87.279
$ 91.643
$ 96.225
Monthly
$ 6,283
$ 6.597
$ 6,927
$ 7,273
$ 7,637
$ 8.019
Hourly
$ 362476
$ 380600
$ 39,9630
$ 41,9611
$ 440592
$ 46.2622
6104
POLICE SERGEANT
Annually
N/A
N/A
$ 150,496
$ 158.020
$ 165.922
$ 174.218
Monthly
N/A
N/A
$ 12,541
$ 13,168
$ 13,827
$ 14,518
Hourly
N/A
N/A
$ 723537
$ 75.9714
$ 79.7700
$ 83,7585
9525
YOUTH SERVICES PROGRAM SUPERVISOR
Annually
$ 112.989
$ 118.638
$ 124.570
$ 130.799
$ 137,339
Monthly
$ 9,416
$ 9,887
$ 10.381
$ 10.900
$ 11,445
Hourly
$ 54 3216
It 57 0376
$ 59 8895
$ 628840
$ 660282
'Entry Level Pay Grade is 1>0=(e g , Entry Level Police Ofrrcer grade code is*avierxhibit C side letter as part of the MOU for changes made to the police cadet position -cadet position
SAN RAFAEL POLICE ASSOCIATION
SALARY SCHEDULE
Effective July 1, 2026
Grade'
Post7lon
A
B
C
D
E
F
6203
COMMUNITY SERVICE OFFICER
Annually
$ 77.975
$ 81,874
$ 85,968
$ 90.266
$ 94.779
Monthly
$ 6,498
$ 6,823
$ 7,164
$ 7,522
$ 7.898
Hourly
$ 374880
$ 39.3624
$ 41 3305
1 433971
$ 455669
6220
MENTAL HEALTH LIAISON
Annually
$ 107,308
S 112.673
$ 118,307
$ 124.222
$ 130,434
Monthly
$ 8,942
$ 9,389
$ 9,859
$ 10,352
$ 10.869
Hourly
$ 51.5904
$ 541699
$ 568784
$ 597223
$ 627085
6202
POLICE ADMINISTRATIVE TECHNICIAN
Annually
$ 79.877
$ 83.870
$ 88,064
$ 92.467
$ 97.091
Monthly
$ 6,656
$ 6,989
$ 7,339
$ 7,706
$ 8,091
Hourly
$ 384022
$ 403223
$ 423384
$ 44A554
$ 46,6781
2121
POLICE CALL TAKER & RECORDS SPECIALIST
Annually
$ 77,104
$ 80.960
$ 85.008
$ 89,258
$ 93,721
Monthly
$ 6.425
$ 6.747
$ 7.084
$ 7,438
$ 7,810
Hourly
$ 370694
$ 389229
$ 408690
$ 429125
$ 45.0581
6201
POLICE SUPPORT SERVICES SUPERVISOR
Annually
$ 116,081
$ 121,885
$ 127,979
$ 134.378
$ 141.097
1 148,152
Monthly
$ 9,673
$ 10,157
$ 10,665
$ 11,198
$ 11,758
$ 12,346
Hourly
$ 55.8080
$ 585984
$ 61.5283
$ 646047
$ 67.8350
$ 712267
9622
POLICE COMMUNICATIONS DISPATCH TRAINEE
Annually
$ 65.503
$ 68.778
S 72,217
$ 75,827
$ 79.619
Monthly
$ 5,459
$ 5,731
$ 6.018
$ 6,319
$ 6,635
Hourly
$ 31 4916
$ 330662
$ 34.7195
$ 36.4555
$ 382783
6205
POLICE COMMUNICATIONS DISPATCHER
Annually
$ 84.121
$ 88,327
$ 92,743
$ 97.380
$ 102.249
$ 107.362
Monthly
$ 7,010
$ 7,361
$ 7.729
$ 8,115
$ 8,521
$ 8,947
Hourly
$ 404427
$ 42.4649
$ 445881
$ 46.8175
$ 491584
$ 51 6163
6215
POLICE LEAD COMMUNICATIONS DISPATCHER
Annually
$ 90A31
$ 94.952
$ 99.700
$ 104,685
$ 109,919
S 115,415
Monthly
$ 7,536
$ 7,913
$ 8,308
$ 8.724
$ 9,160
$ 9.618
Hourly
$ 43,4762
$ 45.6500
$ 479326
$ 503292
$ 52.8456
$ 55-4879
6106
POLICE CORPORAL
Annually
N/A
WA
$ 134.966
S 141.715
$ 148,800
$ 156.241
Monthly
N/A
N/A
$ 11,247
$ 11,810
$ 12.400
$ 13.020
Hourly
N/A
N/A
$ 64.8877
$ 681321
$ 715387
$ 751156
6206
POLICE EVIDENCE & PROPERTY TECHNICIAN
Annually
$ 81,891
$ 85.985
$ 90,285
$ 94,799
$ 99.539
Monthly
$ 6,824
$ 7.165
$ 7,524
$ 7,900
$ 8,295
Hourly
$ 39,3705
$ 41.3391
$ 434060
$ 455763
$ 47.8551
6107
POLICE OFFICER
Annually
$ 116,602
$ 122.432
$ 128.553
$ 134.981
$ 141,730
$ 148.817
Monthly
$ 9,717
$ 10,203
$ 10,713
$ 11,248
$ 11,811
$ 12,401
Hourly
$ 56.0585
$ 58.8614
$ 61 8045
$ 648947
$ 68.1394
$ 71.5464
6109
POLICE RECRUIT
Annually
$ 95.289
$ 100.053
$ 105.056
$ 110.309
$ 115.824
Monthly
$ 7,941
$ 8.338
$ 8.755
$ 9,192
$ 9,652
Hourly
$ 45.8120
$ 48 1026
$ 505077
$ 530331
$ 556848
6111
POLICE REGULATORY OFFICER
Annually
$ 84.121
$ 88.327
$ 92.743
$ 97,380
$ 102.249
$ 107.362
Monthly
$ 7.010
$ 7,361
$ 7,729
$ 8,115
$ 8,521
$ 8.947
Hourly
$ 404427
$ 424649
$ 445881
$ 468175
$ 491584
$ 51-6163
4524
POLICE SECURITY OFFICER
Annually
$ 78,788
S 82.727
$ 86.864
$ 91,207
$ 95,767
$ 100,555
Monthly
$ 6,566
$ 6,894
$ 7.239
$ 7,601
$ 7.981
$ 8,380
Hourly
$ 378788
$ 397727
$ 41.7613
$ 438494
$ 460419
$ 483440
6104
POLICE SERGEANT
Annually
N/A
N/A
$ 157.268
$ 165.131
$ 173.388
$ 182.057
Monthly
N/A
N/A
$ 13,106
$ 13,761
$ 14.449
$ 15,171
Hourly
N/A
N/A
$ 75.6096
$ 793901
$ 833596
$ 87.5276
9525
YOUTH SERVICES PROGRAM SUPERVISOR
Annually
$ 117,056
$ 122.909
$ 129.055
$ 135,507
$ 142,283
Monthly
$ 9.755
$ 10,242
$ 10,755
$ 11,292
$ 11.857
Hourly
$ 56.2771
$ 59 0910
$ 62 0455
$ 65 1478
$ 68.4052
tnrryLevel Pay Grade is 7XXXX (e.g., Entry Level Police Officer grade code is f3W7dXn1011 U side letter as part o1 the MVU for Changes made to the police cadet position t cadet position
Exhibit B
SIDE LETTER BETWEEN THE CITY OF SAN RAFAEL AND THE
SAN RAFAEL POLICE ASSOCIATION REGARDING CANINE HANDLER PROGRAM
Compensation
In accordance with the Fair Labor Standards Act (FLSA), the City and the Association agree that the
average amount of time required for the proper care of feeding, grooming, cleaning, cleaning, and
kenneling, a police canine is one half (1/2) hour per day for every day the officer has the responsibility for
the dog.
All canine handlers who have an active canine will report for their regularly scheduled shift one hour later
than scheduled. For example, if the canine handler is scheduled to work from 1600 to 0200 hours, the
canine handler will be required to be at work and on duty at 1700 hours. This will allow the canine
handlers to accrue one hour per day, four days a week, for a total of four hours a week. This is thirty
minutes more than required by FLSA and will be used to compensate the canine handlers for additional
canine maintenance activities as assigned by their supervisor.
Work Shifts
Officers assigned as canine handlers will work a 4-10 shift. If there are two canine handlers each will be
assigned to hours (generally swing shift) that provide maximum seven day coverage. Canine handlers
will rotate between shifts every four months.
Canine handlers shall receive a five percent (5%) incentive pay added to their base wage so long as they
are assigned to the canine program and are responsible for their canine. Newly assigned canine handlers
will be required to resign from collateral assignments as Field Training Officers (FTO) and/or SWAT.
After one (1) year as a canine handler, the canine handler will be allowed to apply for collateral
assignments as they open, excluding Field Training Officer. Reinstatement to SWAT after one year will be
based on the officer's ability to pass the physical agility test, the recommendation of the SWAT lieutenant,
and the recommendation of the canine program lieutenant.
Canine Food and Care
The City shall provide canine food, reasonable veterinary care, ordinary equipment, and any other
essential items associated with the care and maintenance of any police canine that has not been
permanently retired.
Retirement
The Chief of Police shall have the sole authority to deem a canine permanently retired and may factor in
past, present, and future veterinary costs in making the decision on whether to permanently retire the
canine.
Canine Purchase
In the event the City owned canine is permanently retired, the most recent canine handier shall have the
option to purchase the canine from the City for one dollar ($1). The purchase of the canine shall include
an indemnification and hold harmless agreement signed by the purchasing officer releasing the City from
all liability, including future veterinary care, maintenance, and other costs, relating to the canine.
Exhibit B
Removal from Program
The City may remove an employee from the canine program without providing a hearing or other due
process unless the removal is for disciplinary reasons. An employee removed from the canine program
under any circumstances shall no longer receive canine incentive pay. An employee removed from the
program for disciplinary reasons will have appeal rights under the Public Safety Officers Procedural Bill of
Rights and the MOU. Except for this specific appeal right, the parties agree that discretion for this
assignment remains with the City.
City Vehicles
Canine Officers will transport their assigned police service dogs in a City of San Rafael canine vehicle
during their work shifts. Canine Officers will use these vehicles normally for patrol duties. Canine
Officers may only use a take-home vehicle, if any, for transportation to and from an assigned work shift or
other authorized activities.
San Rafael Police Association.
l�
Carl Huber, Police Corporal
City of San Rafael:
Anil Comelo. Human Resources Director