HomeMy WebLinkAboutPolice Unit 2022-09-192022 – 2025
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF UKIAH
AND THE
UKIAH POLICE OFFICERS ASSOCIATION
Ukiah Police Officers Association Memorandum of Understanding 2
Table of Contents
1. PREAMBLE / ARTICLE 1 ..........................................................................................................................................4
2. TERM ......................................................................................................................................................................4
3. SALARY ...................................................................................................................................................................4
4. COST SHARING AGREEMENT .................................................................................................................................4
5. DUES DEDUCTIONS ................................................................................................................................................9
6. GRIEVANCE PROCEDURE .......................................................................................................................................9
A. Definitions: ........................................................................................................................................................9
B. Informal Level: ..................................................................................................................................................9
C. Formal Level: ....................................................................................................................................................9
7. MANAGEMENT RIGHTS ....................................................................................................................................... 11
A. Management Rights ....................................................................................................................................... 11
B. Impact of Management Rights ....................................................................................................................... 13
C. Authority of Third Party Neutral – Management Rights ................................................................................ 14
8. RETIREMENT ....................................................................................................................................................... 14
A. Pension Reform Act of 2013 (PEPRA) ............................................................................................................. 14
B. PERS Member Contribution For “Classic” Members ..................................................................................... 14
C. Employees in PERS Safety Categories – Survivor Benefit ............................................................................... 15
9. HEALTH INSURANCE / FLEX PLAN ....................................................................................................................... 15
A. Health & Welfare Premiums .......................................................................................................................... 15
B. Retiree Health Insurance ................................................................................................................................ 16
C. Retiree Medical Insurance Requirements ...................................................................................................... 16
10. HOURS OF WORK/OVERTIME ........................................................................................................................... 16
A. Hours of Work / Overtime: ............................................................................................................................. 16
B. POLICE DETECTIVE BUREAU 4/10 WORK SCHEDULE AGREEMENT ................................................................ 17
11. PAID LEAVE ........................................................................................................................................................ 18
A. Employee Sick Leave ...................................................................................................................................... 18
B. Family Sick Leave ............................................................................................................................................ 18
C. Holidays .......................................................................................................................................................... 18
D. Vacation Leave ............................................................................................................................................... 19
E. Bereavement Leave ........................................................................................................................................ 21
12. UNPAID LEAVE .................................................................................................................................................. 21
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13. SPECIAL PAYS ..................................................................................................................................................... 22
A. Training Specialty Pay ..................................................................................................................................... 22
B. Bilingual Incentive Pay .................................................................................................................................... 22
C. Educational Incentive ..................................................................................................................................... 22
D. Detective pay.................................................................................................................................................. 23
E. Non-Pensionable Hybrid Longevity/Education Incentive for Officers and Sergeants .................................... 23
F. Longevity Performance Program .................................................................................................................... 24
14. MISCELLANEOUS PROVISIONS ..................................................................................................................... 24
A. Uniform Allowance ......................................................................................................................................... 24
B. Compensatory Time Off (CTO) ....................................................................................................................... 25
C. Section 125 Plan ............................................................................................................................................. 25
D. Physical Fitness Program ................................................................................................................................ 25
E. Safety Equipment Repayment Program .......................................................................................................... 26
F. Residency Requirement ................................................................................................................................... 26
G. Out of Classification Pay.................................................................................................................................. 26
H. Wireless Communications Stipend ................................................................................................................. 26
I. Meal Breaks ..................................................................................................................................................... 27
J. Emergency Meals ............................................................................................................................................ 27
K. Equipment Provision....................................................................................................................................... 27
L. Probationary Period ......................................................................................................................................... 28
M. Tobacco Use ................................................................................................................................................... 28
N. Call-Back Pay ................................................................................................................................................... 28
O. Standby Pay .................................................................................................................................................... 28
P. No Strike/Job Action Provision ........................................................................................................................ 28
Q. No Lock Out .................................................................................................................................................... 29
R. Continuation ................................................................................................................................................... 29
S. Shift Differential .............................................................................................................................................. 30
EXHIBIT A ................................................................................................................................................................. 31
EXHIBIT B ................................................................................................................................................................. 32
Ukiah Police Officers Association Memorandum of Understanding 4
1. PREAMBLE / ARTICLE 1
This Memorandum of Understanding is entered into pursuant to the Meyers-Millias-Brown Act
(California Government Code Section 3500, et. Seq.) and applicable ordinances and resolutions
of the City of Ukiah between the City of Ukiah (hereinafter “City”) and the Ukiah Police Officers
Association (hereinafter “Police Unit”). As a result of meet and confer sessions, the City and
Police Unit have agreed to the following understandings.
Should a subject be covered in both the MOU and a City policy or regulation , the Memorandum
of Understanding shall prevail and all relevant portions of the subject in the City policy shall not
be followed and shall not be applicable for any reason.
2. TERM
The term of this Agreement shall be three (3) years, effective September 19, 2022, through
September 18, 2025.
3. SALARY
Police Department personnel are scheduled to work 2080 regular hours per year. The annual
base salary for all Police Department personnel is intended to compensate employees for their
2080 regularly-scheduled hours of work per year. To derive the hourly rate for a classification,
annual base salary is divided by 2080.
Year 1: Effective retro to the first full pay period in July 2022, all classifications will receive a 5%
increase to base salary.
Year 2: Effective the first full pay period following September 19, 2023, all classifications shall
receive a 3% increase to base salary.
Year 3: Effective the first full pay period following September 19, 2024, all classifications will
receive a 3% salary increase to base salary, unless the local economic benchmark – consisting
of total revenue collected for property tax, sales tax and transient occupancy tax – falls below
the combined total for the past audited Fiscal Year of 2022/2023. Should the audited revenues
fall below the benchmark, the increase will revert to the CPI calculation of the average of U.S.
City and SF-Oakland-Hayward figures for April, to a maximum of 3%. In no case shall this result
in a decrease in compensation.
4. COST SHARING AGREEMENT
For FY 2013-14 and FY2014-15, the Unit agreed to concessions and the City agreed to restore and refund to
bargaining unit members an amount equivalent to a portion of revenue if actual revenues exceed adopted
budgeted revenues in the General Fund according to the formula listed in the sections below. Given that the
formula is based on fiscal year audited revenues, the provisions of this section shall remain in full effect beyond
the two year term of this agreement until the 2014-15 audit is completed and available for the purposes of
implementing this section of the MOU. The total salary concession for this Unit on an annual basis is $217,753.
Ukiah Police Officers Association Memorandum of Understanding 5
This provision provides for the restoration and refund of the concession amount (or a portion thereof) should the
total audited revenues of each fiscal year corresponding to the term of this agreement exceed the adopted
budgeted revenues of the General Fund for Fiscal year 2013-14 by $100,000 or more as follows:
• The City shall restore an amount equivalent to a percentage calculated by taking the difference in audited
revenue for each corresponding year of this MOU and the base year revenue adopted in the FY 2013 -14
General Fund Budget and dividing the absolute value by the adopted General Fund FY 2013-14 identified
deficit. This shall occur the first full pay period following the City Council’s receipt of the audit.
EXAMPLE:
(Audited GF Revenue1 - Base Year Adopted FY 13-14 GF Revenue2) = “% of Concession Returned”
Adopted FY 2013-14 GF Deficit3
1 Audited GF Revenue for the corresponding agreement year
2 Base Year GF Revenue as identified in the adopted FY 13-14 Budget ($14,375,555), Page ES-6
3 GF Deficit as adopted in FY 13-14 Budget ($978,894)
• The restoration shall be applied at an amount equivalent to the calculated percentage multiplied to the
base salary of each Unit member up to an amount that shall not exceed the concession amount. The
concession restoration amount will be applied to flex dollars.
• Furthermore, the City shall refund in a lump sum payment to each Unit member the concession amount
in part retained by the City over each corresponding fiscal year of the term of this MOU if audited revenues
exceed the base year revenue. The lump sum payment shall be equal to the calculated percentage from
the formula above multiplied by the base salary received during the same term.
• In accordance with CalPERS law, this payment will not be reported as “pay rate” or “special compensation”
and will not be reported to CalPERS for the purposes of pension calculations.
This language reflects the current 2013-14 Fiscal year City of Ukiah budget methodology. If the City changes the
way revenue is accounted, the Unit will be notified in writing and the City shall meet and confer with the Unit to
develop equivalent methodology for determining General Fund revenue.
Audited revenue is subject to review by the Unit and City staff. Any discrepancies will be identified by the Unit
and shall be submitted to the City. Discrepancies identified by the Unit will be reviewed by the City and shall by
applied for the purposes of this provision as agreed to by the City and Unit.
The audited revenues are typically found on “Schedule 1- General Fund Schedule of Revenues, Expenditures and
Changes in Fund Balances – Budget and Actual for the Year Ended June 30, ____” in the Audited Financial
Statements.
Year 1 – Example 1 (9/12 of a year, based on the 9/18/2013 MOU adoption date)
$14,456,000 - $14,376,000* = $80,000 = 0% Concession Restored
$978,894
Ukiah Police Officers Association Memorandum of Understanding 6
* Rounded for purpose of illustration
Year 1 – Example 2
$14,876,000 - $14,376,000 = $500,000 = .5108 or 51.08% of concession
$978,894 Restored ($83,421)
Year 2 – Example 1
$14,436,000 - $14,376,000 = $60,000 = 0% Concession Restored
$978,894
Year 2 – Example 2
$15,076,000 - $14,376,000 = $700,000 = .7151 or 71.51% ($155,715) of Concession
$978,894 Restored, which includes the 51.08% in the
Year 1 Example
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5. DUES DEDUCTIONS
The City and the Unit agree that upon written agreement of this proposal, as a courtesy to unit
members who are members of Ukiah Police Officers Association (UPOA), the City will deduct
from their wages the regular monthly dues. Such dues shall be deducte d and transmitted to the
union upon voluntary, revocable, written authorization of the unit member in a manner complying
with legal requirements. Written authorization forms will be provided by the City. The Unit
agrees to indemnify, defend and hold the City harmless against any claims made of any nature
whatsoever, and against any suit instituted against the City arising from its deductions for dues.
It is understood that any job action, as outlined in the mutually agreed upon Management Rights
language, on the part of the Unit may result in immediate cessation of dues deductions.
6. GRIEVANCE PROCEDURE
There are both formal and informal levels for filing a grievance.
A. Definitions:
1. Grievance: A “grievance” is a formal written allegation by a grievant that he/she
has been adversely affected by a violation of the specific provisions of this
Agreement. Actions to challenge or change the provisions of this Agreement or
the policies of the City as set forth in City policies are undertaken through separate
legal processes. Matters for which a specific method of review is provided by law,
by the rules and regulations of the City Council or by the administrative regulations
and procedures of the City are not within the scope of this procedure.
2. Grievant: A “grievant” is an employee of the City covered by the terms of this
Agreement.
3. Day: A “day” is any day in which City Hall of the City is open for business.
4. Immediate Supervisor: The “immediate supervisor” is the lowest level
supervisor having immediate jurisdiction over the grievant who has been
designated to adjust grievances.
5. Conferee: A “conferee” is a person who is not a party to a grievance, who is
asked by either party to serve as that party’s advisor or representative.
B. Informal Level:
Before filing a formal written grievance, the grievant shall attempt to resolve it by an
informal conference with his/her immediate supervisor.
C. Formal Level:
1. Level I:
Ukiah Police Officers Association Memorandum of Understanding 10
Within fifteen (15) days after the occurrence of the act or omission giving rise to
the grievance, the grievant must present the grievance in writing on the appropriate
form to his/her immediate supervisor. No grievance shall be entertained or
processed unless it is submitted at level I within the fifteen (15) days’ time limit. If
a grievance is not presented within the time limit set forth above it shall be
considered waived.
This statement shall be a clear, concise statement of the grievance, the specific
provision of the agreement alleged to have been violated, the circumstances
involved, the decision rendered at the informal conference and the specific remedy
sought.
Within the specified time limits, the grievant or the immediate supervisor may
request a personal conference.
The immediate supervisor shall communicate his/her decisions to the employee in
writing within ten (10) days after receiving the grievance. If the immediate
supervisor does not respond within the time limits, the grievant may appeal to the
next level.
2. Level II:
In the event the grievant is not satisfied with the decision at Level I, he/she must
appeal the decision on the appropriate form to the Department Head within ten
(10) days.
This statement shall include a copy of the original grievance, the decision
rendered, and a clear, concise statement of the reasons for the appeal.
The Department Head shall communicate his/her decision within ten (10) days
after receiving the appeal. Either the grievant or the Department Head may
request a personal conference within the above time limits. If the Department
Head does not respond within the time limits, the grievant may appeal to the next
level.
3. Level III:
In the event the grievant is not satisfied with the decision at Level II, he/she must
appeal the decision on the appropriate form to the Personnel Officer within ten (10)
days.
This statement shall include a copy of the original grievance and appeal, the
decisions rendered, and a clear, concise statement of the reasons for the appeal.
Ukiah Police Officers Association Memorandum of Understanding 11
The Personnel Officer shall communicate a decision to the grievant within ten (10)
days. Either the grievant or the Personnel Officer may request a personal
conference within the above time limits. If the Personnel Officer does not respond
within the time limits, the grievant may appeal to the next level.
4. Level IV:
In the event the grievant is not satisfied with the decision at Level III, he/she must
appeal the decision in writing within ten (10) days to the City Manager. The City
Manager alone has the power to render a final and binding determination of a
grievance, subject to right of established judicial review.
a. Any party to a grievance may, at any step in the formal level, request
one other person to serve as a conferee and to be present during the
proceeding.
b. A decision rendered at any step in these procedures becomes final
unless appealed within the time limits specified.
c. Time limits given in these procedures may be modified by written
agreement of the parties involved.
d. If the same complaint or substantially the same complaint is made by
more than one employee against one party, only one employee on behalf
of himself/herself and the other complainants, may process the grievance
or complaint through the grievance procedure. Names of all aggrieved
parties shall appear on all documents related to the processing of the
grievance. This provision may be waived by all parties concerned.
e. Any unit member may present grievances in accordance with this Article
without intervention of the unit, so long as the adjustment is not inconsistent
with the terms of this agreement.
f. All documents resulting from the processing of a grievance shall be kept
in a separate grievance file and will not be kept in an employee’s personnel
file.
7. MANAGEMENT RIGHTS
A. Management Rights
In order to ensure that the City shall continue to carry out its public safety functions,
programs and responsibilities to the public imposed by law, and to maintain
efficient public safety service for the citizens of Ukiah, the City continues to reserve
and retain solely and exclusively all management rights, regardless of whether
Ukiah Police Officers Association Memorandum of Understanding 12
they have been exercised in the past, including those rights and responsibilities
set forth by law and those City rights set forth in the City’s Civil Service Ordinance.
No portion of this City Management Rights Section shall be construed to obligate
the City in any way. In the exercising of its rights, the City shall not require an
employee to perform an act or acts contrary to licensing law. The rights, powers
and authorities of the City include but are not limited to the following:
1. To manage the Police Department and determine mission, policies and
procedures and the right to manage the affairs of the Department.
2. To take into consideration the existence or non-existence of facts which are the
basis of the management decision in compliance with State law.
3. To determine the necessity, organization, implementation and termination of
any service or activity conducted by the City and to expand or diminish police
services.
4. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, reassign,
discipline, discharge, terminate, demote, reduce, suspend, layoff, reprimand,
withhold salary increases and benefits for disciplinary or non-disciplinary reasons
or otherwise take action in accordance with Department, City Personnel Policies
and /or Civil Service Rules and Regulations.
5. To determine the nature, manner, means, extent, type, time, quantity, quality,
standard and level of police services to be provided to the public.
6. To require performance of other public safety services not specifically stated
herein in the event of emergency or disaster, as deemed necessary by the City.
7. To lay off employees of the Police Department because of lack of work or funds
or under conditions where continued work would be inefficient of ineffective.
8. To determine and/or change the police facilities, methods, technology,
equipment, operations to be performed, organizational structure, and allocate and
assign work by which the City police operations are to be conducted.
9. To determine method of financing.
10. To plan, determine and manage division’s budget which includes, but is not
limited to, the right to contract or subcontract any work or operations of the Police
Department.
11. To communicate fully and openly with its employees on any subject at any
time orally, in writing, both at work or through the U.S. Mail.
12. To determine the size and composition of the Police Department work force,
assign work to employees of the Police Department in accordance with
requirements determined by the Police Department and to establish and require
Ukiah Police Officers Association Memorandum of Understanding 13
compliance to work hours, work schedules, including call back, standby and
overtime and assignments.
13. To establish and modify goals and objectives related to productivity and
performance programs and standards, including but not limited to quality and
quantity, and require compliance therewith. This is not intended to mean the City
will establish ticket quotas.
14. To determine qualification, skills, abilities, knowledge, selection procedures
and standards, job classifications, job specifications, and to reallocate and
reclassify employees in accordance with Civil Service Rules and Regulations and
City Personnel Policies.
15. To determine the issue of public policy and the overall goals and objectives of
the Police Department and to take necessary action to achieve the goals and
objectives of the Police Department.
16. To determine policies, procedures and standards for recruiting, selecting,
training, transferring, assigning, dismissing, demoting and promoting employees
in accordance with City Personnel Policy.
17. To establish, implement and/or modify rules and regulations, policies, and
procedures related to productivity, performance, efficiency, personal appearance
standards, code of ethics and conduct, safety and order, and to require compliance
therewith.
18. To evaluate and maintain order and efficiency in police facilities and operation.
19. To restrict the activity of an employee organization on City facilities and on
City time except as set forth in this Agreement.
20. To take any and all necessary steps and actions to carry out the service
requirements and mission of the City in emergencies or any other time deemed
necessary by the City and not specified above.
21. To make reasonable rules and regulations pertaining to employees consistent
with this Agreement.
B. Impact of Management Rights
Where required by law the City agrees prior to implementation to meet and confer or
consult with the Association over the impact of the exercise of a management right upon
the wages, hours, and terms and conditions of employment on unit members unless the
impact consequences of the exercise of a management right upon unit members is
provided for in this Memorandum of Understanding, Civil Service Rules and Regulations,
or Departmental Rules and Regulations.
Ukiah Police Officers Association Memorandum of Understanding 14
C. Authority of Third Party Neutral – Management Rights
All management rights, powers, authority, and functions, whether heretofore or
hereinafter exercised, shall remain vested exclusively with the City. No third party neutral
shall have the authority to diminish any of the management rights which are included in
this Agreement, exclusive of a competent court having subject matter jurisdiction.
8. RETIREMENT
A. Pension Reform Act of 2013 (PEPRA)
The Public Employee’s Pension Reform Act of 2013 (PEPRA) and related Public
Employees’ Retirement law (PERL) amendments in Ass embly Bill (AB) 340 became law
on September 12, 2012, and the provisions were effective January 1, 2013.
The Police Unit and the City agree to implement all PEPRA provisions and all applicable
amendments thereto. Effective January 1, 2013 PERS “Police Safety” employees defined
by PEPRA as “new members” shall pay 50% of the total normal cost for the new Police -
Safety pension formula 2.7%@57, with a three-year final compensation period. “Classic
members” (employees hired prior to January 1, 2013) will retain the 3%@50 Police –
Safety PERS formula, 10% member contribution, with a one -year final compensation
period.
Effective January 1, 2013 PERS “Miscellaneous” employees in the P olice Unit (Public
Safety Dispatchers and Community Service Officers) defined by PEPRA as “new
members” shall pay 50% of the total normal cost for the new Miscellaneous pension
formula 2%@62, with a three-year final compensation period. “Classic members”
(employees hired prior to January 1, 2013) will retain the 2.7%@55 Miscellaneous PERS
formula, 8% member contribution (EPMC), with a one -year final compensation period.
The PEPRA defines a “new member” as: a) A new hire who is brought into CalPERS
membership for the first time on or after January 1, 2013, and who has no prior
membership in any California public retirement system; b) A new hire who is brought into
CalPERS membership for the first time on or after January 1, 2013, and who is not eligible
for reciprocity with another California public retirement system; c) A member who first
established CalPERS membership prior to January 1, 2013, and who is rehired by a
different CalPERS employer after a break in service greater than six months.
B. PERS Member Contribution For “Classic” Members
The Police Officers Association agrees to incrementally pick up the PERS member
contribution, consisting of 10% for sworn officers and 8% for Dispatchers and CSO’s, over
the three year term of this Agreement. Upon adoption of this agreement, the City agrees
to implement “Employer Paid Member Contributions (EPMC)” by Resolution of the City
Council for all “classic” PERS members (hired prior to January 1, 2013) to include the
provisions of IRC 414(h)(2) for pre-tax contributions. The City agrees to offset the PERS
Ukiah Police Officers Association Memorandum of Understanding 15
member contribution deduction with a corresponding increase to base salary in an effort
to make this transition from City paid contribution to Employer Paid Member Contribution
cost neutral to the City. Unit members hired after January 1, 2013 (“New” PERS members
subject to the Public Employees’ Pension Reform Act, or PEPRA) already pay the
required PERS member contribution under PEPRA, and are prohibited from EPMC, but
would receive the offsetting increase to base salary received by their respective Unit
classifications.
The Police Captain classification already pays EPMC, and would therefore not be subject
to this incremental pick-up of the member contribution, nor the offsetting increases to
base salary.
Upon adoption of this Agreement, the City will submit the required Resolution for
Employer Paid Member Contributions (EPMC), as adopted by the City Council, and will
initiate the PERS payroll deductions and associated increase to base salary effective the
first full pay period following PERS approval in Year 1, and the first full pay period
following September 19th in Years 2 and 3 of the contract, as follows:
Year Sworn Officers
Member
Contribution
(10%)
Sworn Officers Base
Salary Increase
CSO &
Dispatcher
Member
Contribution
(8%)
CSO & Dispatcher
Base Salary
Increase
1 3.33% 2% 2.66% 1.5%
2 6.66% 2% 5.34% 1.5%
3 10.00% 2% 8.00% 1.5%
C. Employees in PERS Safety Categories – Survivor Benefit
Employees in the PERS safety categories are covered by the 4th Level of 1959 Survivor
Benefits.
9. HEALTH INSURANCE / FLEX PLAN
A. Health & Welfare Premiums
The City shall offer employees and their eligible dependents, a health insurance program
under the terms set forth below (2018-2021):
Effective upon the ratification of this Agreement, for all incumbent employees electing to
do so, the City will contribute 85% of the REMIF EPO 500, PPO 500, and HSA medical
plans, including Dental and Vision plans. For employees electing the REMIF EPO 250
plan, the City will contribute equivalent to the 85% portion for the EPO 500 plan.
After July 1, 2018, Unit members not currently enrolled in the City’s health may enroll in
the City health plans during the first or any Open Enrollment period, or qualifying event,
during the term of this agreement. Unit members not currently enrolled in City health will
Ukiah Police Officers Association Memorandum of Understanding 16
only be eligible for the 85% contribution plan, as described above, based on actual
enrollments.
Upon ratification of this agreement, all new hires will only be eligible for the 85%
contribution plan as described above, based upon actual enrollments.
For incumbent employees electing to do so, the City will continue to pay the rates for the
REMIF health, dental and vision premiums of all Unit members, and will pay up to 50%
of the insured dependent’s health, dental and vision premiums for the number of family
members insured.
Those employees who choose not to participate in the City’s health plan must show proof
of health insurance on another plan. An employee who is covered under a non-City health
plan cannot enter the REMIF plan until the annual open enrollment period, or until a
qualifying event occurs.
B. Retiree Health Insurance
A Unit member retiring with ten or more years of City of Ukiah service shall have the
opportunity to purchase REMIF insurance coverage if offered by the carrier and subject
to the carrier’s requirements. The City must receive the monthly premium amount from
the retiree prior to the carrier’s billing due date. The City is not responsible for no tifying
the retiree when a payment is due. In the event the retiree does not make the monthly
payment on time, the City shall drop the retiree from the insurance program. Once a
retiree has discontinued coverage, she/he shall no longer be eligible to continue coverage
at a later date. By participating, retirees agree to indemnify and hold the City harmless
against all claims arising as a result of purchased coverage or the discontinuance thereof.
C. Retiree Medical Insurance Requirements
The minimum years of City service required to continue participation in the City’s medical,
dental and/or vision insurance plans upon retirement will be increased from 7 years to 10
years, effective 7-1-2014, in order to comply with REMIF retirement insurance eligibility
requirements, standardized for all REMIF cities.
10. HOURS OF WORK/OVERTIME
A. Hours of W ork / Overtime:
1. Employees are entitled to contractual overtime when working hours in excess
of their regular schedules as follows:
a. Employees on a 5/8 or 4/10 schedule are entitled to overtime if they work
hours in excess of forty per week.
b. Employees on 12-hour shifts who are scheduled to work six 12-hour
shifts per work period are entitled to overtime if they work hours in
excess of seventy-two (72) per work period.
Ukiah Police Officers Association Memorandum of Understanding 17
c. Employees on 12-hour shifts who are scheduled to work seven 12-hour
shifts per work period are entitled to overtime if they work hours in
excess of eighty-four (84) per work period.
2. Notwithstanding the contractual overtime provided for in this Agreement, the
Police Department has established a fourteen (14) day 207(k) work period for
all eligible sworn officers, regardless of rank. The fourteen (14) day 207(k)
work period is authorized by the Fair Labor Standards Act (FLS A) at 29 U.S.C.
section 207(k). Under the Police Department’s fourteen (14) day 207(k) work
period, no statutory overtime is owed unless an employee actually works in
excess of eighty-six (86) hours in the fourteen (14) day work period. The
Department’s fourteen (14) day 207(k) work period starts and stops with the
City’s bi-weekly pay periods.
3. Overtime will be charged in increments of one-half hour. Any time worked from
1 to 30 minutes shall be computed as one half -hour of overtime.
4. Court overtime shall be paid at the rate of time-and-one-half, with a three (3)
hour minimum.
5. For purposes of contractual overtime only, paid leave hours are treated as
hours worked.
B. POLICE DETECTIVE BUREAU 4/10 WORK SCHEDULE AGREEMENT :
Detectives will work 10 hours per day, either Monday through Thursday, or Tuesday
through Friday, for a total of 80 hours per pay period.
a. There will be no change in vacation or sick leave accrual rates.
b. The employee will be required to use 10 hours per day for vacation, sick or
other leave, as needed.
c. If a City holiday occurs on a regularly scheduled 10-hour work day, the
employee will be paid 8 hours holiday pay at straight time. The employee may
supplement the remaining 2 hours pay with vacation or CTO accruals, or the
employee may work the remaining 2 hours on another day (or days) during the
same work week, i.e. 32 hours worked in that week.
d. If a City holiday occurs on an employee’s regularly scheduled day off (i.e.
Monday or Friday), the employee agrees to substitute another day off during
the same pay period as their holiday.
e. Furthermore, detectives will not be held to the 15 minutes early reporting
requirement for briefing as stipulated in Item #2 of the 1984 -85 Police
Supervisory Unit Memorandum of Understanding.
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11. PAID LEAVE
A. Employee Sick Leave
Sick leave benefits are to be used for medical and dental appointments and absences
due to mental or physical illness, or personal injury only. These benefits are no t to be
used for any other purpose. Every regular, full time employee will accrue one sick day
for each month of service.
Sick leave usage is computed in one-half hour increments. One half-hour increments
shall be computed by rounding to zero for less than 15 minutes and rounding to 30
minutes for 15 minutes or more. During or after an absence due to illness, you may be
required to furnish a doctor’s written statement indicating the nature of your illness and
your expected recovery time. If you have been ill for longer than five (5) consecutive days
or suffered an acute injury, you may be asked to obtain a doctor’s release before returning
to work.
When all sick leave benefits have been used, you may use your accrued vacation
benefits. If you have used both the sick and vacation accrual, you may submit a request
to the City Manager for up to a thirty day unpaid leave of absence in special consideration
for extended serious illness or injury. (Also refer to Section 4.05.5, Family and medical
leave Act, which may also apply.) Sick leave benefits will not be accumulated during
unpaid leaves of absence.
There is no maximum on the accumulation of unused sick leave. Upon retirement from
City service, your unused sick leave will be converted to additional service credits at the
rate of .004 years of service credit for each day of unused sick leave.
If you are going to be absent, you must notify your supervisor as soon as possible of your
inability to work, normally no later than the start of your shift.
Sick leave is a privilege. Violations or abuse will result in disciplinary action.
B. Family Sick Leave
Full-time employees may use up to six (6) of their accrued sick leave days per calendar
year to attend to an illness of a child (biological, foster, adopted, stepchild, legal ward or
a child of a person standing in loco parentis), parent (biological, foster, adoptive,
stepparent, or legal guardian) or spouse, domestic partner, grandparent, and sibling.
C. Holidays
The following shall be the officially observed City holidays for this Unit:
1. New Year’s Day
2. Martin Luther King Day
Ukiah Police Officers Association Memorandum of Understanding 19
3. President’s Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Indigenous Peoples’ Day
8. Veteran’s Day
9. Thanksgiving Day
10. Day after Thanksgiving
11. Christmas Eve
12. Christmas Day
13. New Year’s Eve
Holiday Overtime Pay: Holiday overtime pay will be paid to Unit members who work the
“actual” holiday as observed by the calendar, as opposed to the day which the holiday is
observed by the City of Ukiah.
For example, if Christmas Day falls on a Sunday, but the City observes the holiday on a
Monday, only those employees working on Sunday would receive holiday overtime pay
due to working on the actual holiday.
The City pays overtime to unit members who work on Police Unit holidays at the rate of
2 ½ times the member’s regular hourly rate of pay (“holiday overtime pay”). Each holiday
is the 24-hour period that the City has approved for Police Unit holidays. All Unit
members will receive holiday overtime pay for all hours in which they work during the “24 -
hour holiday period”, from midnight to midnight on the City recognized holiday. Unit
members not working the holiday will continue to receive 8 hours of holiday pay at straight
time.
D. Vacation Leave
Vacations are designed to provide time away from work for rest and relaxation. Therefore,
you are urged to use vacation benefits each year that they accrue. The maximum accrual
is twice the annual rate. Once this maximum is reached, no additional time will be accrued
until you have used enough of your vacation to stay within the maximum. As you use
your time, you will accrue additional hours until the maximum is once again reached.
During vacation, salary and other benefits will continue without interruption. If a holiday
occurs during a vacation period, that day will not be charged to vaca tion time. If an
employee becomes sick during his/her vacation, he/she may charge accrued sick leave
credits for the days of illness. Vacation accrual will be suspended during unpaid leaves
of absence.
Ukiah Police Officers Association Memorandum of Understanding 20
Vacation requests must be submitted in written form and approved by your supervisor in
advance, with due regards to the needs of your Department. No vacation will be granted
until the time is actually accrued.
Employees who terminate their employment with the City will be paid for any unused
accrued vacation. Salary will not be paid in lieu of time off work due to any other type of
paid leave, except as otherwise allowed by this MOU.
Vacation is earned and accrued hourly each pay period according to the following
schedules:
Police Officers/Sergeants
Years of Service Hours Per Pay Period Maximum Accrual
0 – 3 Years 4.2 Hours 218.40 Hours
4 – 8 Years 4.8 Hours 249.60 Hours
9 – 15 Years 6.3 Hours 327.60 Hours
16 + 7.0 Hours 364.00 Hours
Police Management (exempt) accrue vacation according to the following schedule:
Years of Service Hours Per Pay Period Maximum Accrual
0 – 3 Years 5.6 Hours 307.20 Hours
4 – 8 Years 6.2 Hours 338.40 Hours
9 – 15 Years 7.7 Hours 416.40 Hours
16 + 8.4 Hours 452.80 Hours
Police Management may buy-out up to 40 hours of vacation, two times per fiscal year,
when they are within two pay periods of reaching the maximum accrual.
The City provides 104 hours of Management Incentive Pay per fiscal year to Police
Management personnel on July 1, on a non -accruing basis. Management Incentive Pay
can be taken as cash payment at straight time only. New and promotional employees
shall be granted pro-rated Management Incentive Pay beginning the first full pay period
following date of hire.
Ukiah Police Officers Association Memorandum of Understanding 21
Public Safety Dispatcher/Community Services Officer vacation is earned and accrued
hourly each pay period according to the Miscellaneous Unit vacation schedule, as follows:
Years of Service Hours Per Pay Period Maximum Accrual
0 – 3 4.0 Hours 224.0 Hours
4 – 8 4.7 Hours 260.4 Hours
9 – 15 6.2 Hours 338.4 Hours
16 – 19 6.8 Hours 369.6 Hours
20 Plus 8.0 Hours 432.0 Hours
When staff shortages prevent unit members from taking vacation, they may continue to
accrue hours of vacation leave, even if they have accrued the maximum number of
vacation leave hours allowed under applicable provisions of previous MOU’s and
personnel policies. The Director of Public Safety must approve such excess accruals and
provide written notice of his approval to the Personnel Department.
E. Bereavement Leave
A Unit member shall be entitled to a maximum of three (3) days leave of absence without
loss of salary for the death of any member of his immediate family. If travel exceeding
350 miles one way is required, an employee may be granted a maximum of two (2) days
additional paid bereavement leave. This leave shall not be charged to sick leave.
Member of the “immediate family” is defined as the father, mother, grand father,
grandmother, a grandchild of the employee or the employee’s spouse, and the spouse,
son, stepson, foster son, son-in-law, daughter, stepdaughter, foster daughter, daughter-
in-law, brother or sister of the employee, any relative living in the immedi ate household
of the employee, or any person who has served as a surrogate parent of the employee
or of the employee’s spouse.
12. UNPAID LEAVE
You may request an unpaid leave of absence for periods of up to thirty days. Any unpaid leave
may be granted with approval of the City Manager. In deciding whether to grant the request the
City Manager may consider the reason for the leave (ex: extend pr egnancy leave beyond
disability; extended illness due to injury where accumulated sick and vacation leave, CTO and
any other accrued paid leave have been used), the department’s work load, and the availability
of qualified staff to handle the work load.
Ukiah Police Officers Association Memorandum of Understanding 22
If you are seeking an unpaid leave, you must submit a written request to your supervisor, stating
the reason for and duration of the leave. Sick or vacation accrual, retirement, uniform allowance,
medical coverage or related benefits are not paid or credite d while an employee is on unpaid
leave of absence. You will begin to receive these benefits again when you return to work. You
may keep your medical insurance in effect by pre-paying the full monthly premium.
An employee who takes a personal leave of 30 days or less will be returned to his/her present
position or to a substantially similar position. If no position is available due to staff reduction, the
employee will be placed on layoff. Employees who do not report to work on the next working
day, without prior authorization of the City, may be administratively terminated upon expiration
of the leave.
13. SPECIAL PAYS
A. Training Specialty Pay
The City agrees to pay 5% of base salary to Police Unit positions formally assigned as
Field Training Officer, Dispatch Trainer or Training Sergeant.
B. Bilingual Incentive Pay
The City will pay compensation to employees who are routinely and consistently assigned
to positions requiring communication skills in Spanish and American Sign Language
(ASL) as follows:
Employees who are designated by the City as fluent in Spanish (includes ability to read
and write) or ASL (includes ability to interpret complex conversations) shall receive an
additional 5% of their base monthly salary as compensation for the additional
responsibilities. Employees who are not fluent, but have been designated by the City as
possessing the skill to converse in Spanish or ASL well enough to communicate during a
basic call for service shall receive an additional 3% of base monthly salary as
compensation for the additional responsibilities. The 5% pay and 3% pay shall not be
combined and 5% is the maximum premium allowed for any combination of the
recognized communication skills.
The City may use a variety of techniques to test an employee’s proficiency in either
language, and may require an employee to re-test on occasion.
The Parties agree that this bilingual premium is special compensation per Title 2 of the
California Code of Regulations, section 571 and 571.1.
C. Educational Incentive
The City will provide compensation to employees for completing educational courses,
certificates and degrees which enhance their ability to their job as follows:
Ukiah Police Officers Association Memorandum of Understanding 23
a. An educational incentive premium of 5% shall be paid to sworn personnel who
obtain and maintain a Peace Officer Standards and Training (POST)
Intermediate Certificate. The 5% premium is incorporated into the base rate of
pay and listed on the salary schedule.
b. An educational incentive premium of 5% shall be paid to sworn pe rsonnel who
obtain and maintain a Peace Officer Standards and Training (POST) Advanced
Certificate. The 5% premium is incorporated into the base rate of pay and listed
on the salary schedule.
c. An additional educational incentive premium of 2% (cumulative t otal of 7%) will
be paid to Sergeants who attain a Bachelor’s degree or higher awarded by a
community college, college, or university accredited by a national or regional
accrediting body recognized by the United States Department of Education.
d. An educational incentive premium will be paid to Lieutenants and Captains as
follows: 2.5% for an Associate’s degree awarded by a community college,
college, or university accredited by a national or regional accrediting body
recognized by the United States Department of Education, or for a POST
Supervisory Certificate; which can be combined only with each other for a
cumulative total of 5%. 5% for a Bachelor’s degree or higher awarded by a
community college, college, or university accredited by a national or regi onal
accrediting body recognized by the United States Department of Education, or
for a POST Management Certificate; which can be combined only with each
other for a cumulative total of 10%. The 2 educational incentive categories
pertaining to Lieutenants and Captains are exclusive of each other and
elements of a category cannot be combined with elements of the other.
The Parties agree that this educational incentive premium is special compensation per
Title 2 of the California Code of Regulations, section 571 and 571.1.
D. Detective pay
Police Officers assigned as Detectives will receive an additional 5% pay differential.
E. Non-Pensionable Hybrid Longevity/Education Incentive for Officers and Sergeants
Effective upon the ratification of this agreement, the longevity/educations incentive will be
eliminated and converted to two (2) extra steps (2.5% each, for a total of 5%) on the salary
table for all Association classifications (Community Services Officer, Crime
Analyst/Evidence Technician, Dispatcher, Communications Supervisor,
Communications/Records Manager, Police Officer, Police Sergeant, Police Lieutenant,
and Police Captain). Upon ratification of this agreement, Association members who are
currently receiving the longevity/educational incentive will advance to the next Step on
the salary table (or Step 7 on the new salary table if already topped out at Step 5 of the
current salary table). All other Association members, who are currently topped out at
Ukiah Police Officers Association Memorandum of Understanding 24
Step 5, will advance to Step 6 or Step 7 based upon years of service and date of last step
increase.
F. Longevity Performance Program
An employee is eligible for Longevity Performance Pay if the following apply (2018-2012):
1. Employee has worked full time, including full time limited-term assignments exceeding
one (1) year, for the City of Ukiah for a minimum of seven (7) years, and
2. Employee has received a satisfactory or above rating on his/her last annual
performance evaluation.
Such employee will be eligible to receive a lump sum p ayment on their anniversary date
each year in which he/she receives a satisfactory or above rating on his/her last annual
performance evaluation according to the following schedule:
a. Upon the 7th anniversary date of employment, and each year thereafter in which
the employee receives a satisfactory or above performance evaluation rating,
on their anniversary date, a full time employee with the City of Ukiah will receive
$1,000.
b. Upon the 12th anniversary date of employment, and each year thereafter in
which the employee receives a satisfactory or above performance evaluation
rating, on their anniversary date, a full time employee with the City of Ukiah will
receive $2,500.
c. Upon the 20th anniversary date of employment, and each year thereafter in
which the employee receives a satisfactory or above performance evaluation
rating, on their anniversary date, a full time employee with the City of Ukiah will
receive $3,500.
The lump sum payment will not adjust the salary range, and will not count toward the
calculation of annual salary for the purpose of computing life insurance coverage or long -
term disability (LTD) wages
14. MISCELLANEOUS PROVISIONS
A. Uniform Allowance
Effective July 1, 2016 Unit members will receive $1,000.00 per fiscal year in Uniform
Allowance, payable on a bi-weekly basis as earned, or $38.46 per pay period, subject to
ordinary income taxes. This allowance is to be used for the purchase, rental and/or
maintenance of required uniform clothing, including clothing made from specially
designed protective fabrics, which is a ready substitute for personal attire the employee
would otherwise have to acquire and maintain. This excludes items that are solely for
personal health and safety such as protective vests, pistols, bullets, and safety shoes.
This provision is in accordance with PERS special compensation regulations. Employees
Ukiah Police Officers Association Memorandum of Understanding 25
hired after July 1 of any fiscal year will receive $1,000 pro-rated among the remaining pay
periods for that year.
It will be each Unit member’s responsibility to purchase and maintain their uniforms in a
clean and orderly condition in accordance with departmental Standard Operating
Procedures (SOP). Employees who do not adhere to the policies outlined in the MOU
and the SOP’s to maintain professional attire in the course of their duties, may be subject
to discipline.
Uniform allowance shall not be paid to any employee who is absent for any 90 calendar
day period due to sick leave, compensating time off, or any unpaid leave for the period of
time in which the employee is absent.
The City agrees to pay for Police Department uniform patches at an approximate cost of
$200.00 per year to the City.
B. Compensatory Time Off (CTO)
Unit members may accrue CTO at the time and a half rate up to a maximum of 120 hours
each in both the cashable and non-cashable CTO banks. The current cash-out allowed
in the cashable CTO bank remains a maximum of 80 hours per fiscal year.
C. Section 125 Plan
The City will provide a Section 125 (Cafeteria) Plan for Police Unit employees.
D. Physical Fitness Program
Effective with the 2013-2015 MOU, the Physical Fitness Pay is eliminated for all
members, except Police Captains.
Those Police Captains who complete at least 30 minutes of aerobic exercise six or more
times per any two-week period will receive a flat rate of $40 per month as a Health and
Fitness incentive. Members must exercise on off -duty time and are required to provide
weekly documentation on the exercise log. Log entries will be approved by the Watch
commander similar to overtime authorization. Compensation shall be paid quarterly.
Authorized exercise documentation must be provided to the Payroll Department for
quarterly payment. If an employee fails to meet the qualification in any one pay period,
they shall forfeit one-half of their month’s compensation. This shall be considered special
compensation for additional services outside regular duties and/or a bonus for duties
performed after regular shift work. Aerobic exercise is defined as an exercise which works
your cardiomuscular and cardiopulmonary systems beyond its normal working capacity
for a prolonged period of time which forces your system to improve its capacity to handle
oxygen.
Ukiah Police Officers Association Memorandum of Understanding 26
The value or availability of the benefits provided in this Addendum may depend on their
tax treatment by the state or federal government or the decisions of other government
agencies or departments. The City will endeavor to obtain the most favorable treatment
legally possible from these other governmental entities. However, the City makes no
representation concerning the value of such benefits to unit members or how such
benefits will be taxed or otherwise treated by other agencies or departments. T he City’s
obligations under this Addendum are limited to the direct cost of providing the benefits
and shall not be increased in any way by the decision of any such agency or department.
E. Safety Equipment Repayment Program
The City is willing to establish an equipment loan repayment program for Police Officers
and Sergeants. When an officer buys a weapon or piece of safety equipment for $100 to
$1,000 for work purposes, they may request the City to finance the equipment upon
submitting the receipt to the Finance Department. The maximum loan at any one time
cannot exceed $1,000. Bi-weekly repayment of this loan will be taken as an automatic
payroll deduction from the employee’s paycheck. Bi-weekly repayment amounts are
based on a two-year payback schedule. A form will be provided for the employee to sign
regarding the bi-weekly amount for the automatic payroll deduction. Any employee who
has a loan outstanding when leaving the employ of the City will have the outstanding loan
amount taken out of their last paycheck. No employee will be eligible for a loan unless
they have signed a form consenting to the payroll deductions as outlined above.
F. Residency Requirement
The residency requirement response time for Police Officers and Sergeants will be 45
minutes from the Civic Center. Public Safety Dispatchers have no residency response
requirements.
G. Out of Classification Pay
Any employee properly and formally assigned to perform the duties of a higher pay
classification for a full day or more shall re ceive pay at the rate of 5% or Step A of the
higher classification, whichever is higher.
H. Wireless Communications Stipend
For those members choosing to receive a stipend pursuant to the Police Department’s
wireless communication stipend policy, the Unit agrees that the stipend does not
constitute an increase in base pay, nor will it be included in the calculation of overtime,
percentage increases to base pay due to salary adjustments, job upgrades, retirement or
other compensation increases. The stipend will be itemized in payroll and reported on
the employee’s W -2, subject to applicable income withholding tax.
Ukiah Police Officers Association Memorandum of Understanding 27
I. Meal Breaks
Police Officers and Public Safety Dispatchers meal break time shall be 45 minutes,
subject to call.
J. Emergency Meals
Employees required to work in increments of four (4) consecutive hours outside of their
normal working day because of an emergency situation which does not allow the
employee to provide for a meal shall be furnished one meal for each four (4) hours worked
if not furnished from other sources.
K. Equipment Provision
1. The City and Unit agree the City will provide one rechargeable flashlight for
each patrol unit. The City will offer each member of the Unit a standard issue
police pistol with holster, magazines, and magazine holder. If accepted, that shall
be the equipment used by the officer. The City will offer each member of the Unit
a bullet proof vest. The Police Chief shall issue departmental regulations regarding
the wearing of vests.
2. The City and the Unit agree all safety equipment has been provided to all
employees hired prior to August 1, 1985, through the uniform allowance. For each
employee hired after August 1, 1985, the City agrees the following is safety
equipment and will provide same in addition to the uniform allowance, if requested
by the employee:
• Items listed in item (1) above
• Baton and Ring
• Rain Gear, Including Cap and Boots
• Helmet
• OC and Holder
• Sam Brown Belt with Four (4) Keepers
• Handcuff and Case
• Key Ring
The City and the Unit agree that for those employees hired prior to August 1, 1985
the City will replace, as needed and as approved by the Chief of Police, the above
listed equipment. Any such equipment replaced by the City is , and shall remain,
the property of the City. The City and the Unit agree the City assumes no
responsibility for equipment not purchased or owned by the City.
The Police Sergeants shall be responsible for replacement of the following items:
• Police Jumpsuits
• Baseball Cap
Ukiah Police Officers Association Memorandum of Understanding 28
• Mace Holder
• Flashlight and Batteries
• Rain Gear and Boots
• Name Tags
• Dress Hats and Chin Straps
• Uniforms and Accoutrements
• Whistle
Replacement at City expense of eyeglasses and job required equipment damaged
or destroyed while on duty to be considered on the merits of each individual case.
L. Probationary Period
All Police Unit employees shall serve a twelve (12) month probationary period. Vacation
and sick time accrued during the probationary period may be u sed as it is accrued.
M. Tobacco Use
As a condition of employment, any person hired in this Unit as a Police Officer or Police
Sergeant must be a non-user of tobacco products in any form and shall refrain from
smoking tobacco or any other substances. Any employees hired before September 1,
1993 will be grandfathered relating to this condition.
The City-wide Tobacco Use Policy also applies to employees in this Unit.
N. Call-Back Pay
Call Back Pay is determined on the basis of 2 -hour minimum at time-and-a-half for the
first call out in any 24 hour period beginning at 0800 hours daily and 1 hour minimum for
subsequent calls within that period.
Any Detective responding to the first call-back of a shift shall be paid a three (3) hour
minimum at time and one half pay.
O. Standby Pay
For Police Department shift employees, four (4) hours standby pay will be paid when a
police shift employee is required to standby on his regular day off regardless as to whether
those days off fall on a week day or weekend.
P. No Strike/Job Action Provision
1. Prohibited Conduct
The Unit, its officers, agents, representatives, and/or members when on duty,
agree they will not call, cause, engage, or condone any strike, walkout, sit down,
work stoppage, slowdown, sickout, blue flu, pretended illness, or engage or honor
any other form or type of job action by unit employee or by any other employees
Ukiah Police Officers Association Memorandum of Understanding 29
of the City or employees of any other employer by withholding or refusing to
perform services or honor any type or form of picket line of any union or employee
organization.
2. Employee Termination
Any employee who participates in any conduct prohibited in Section 1 above shall
be considered on unauthorized absence and shall be subject to discharge or other
disciplinary action by the City, regardless of whether or the Association carries out
in good faith its responsibilities set forth below.
3. Association Responsibilities
a. In the event that the Association, its officers, agents, representatives,
and/or members engage in any of the conduct prohibited in Section 1
above, the Association shall immediately instruct any persons engaging in
such conduct that their conduct is in violation of this Memorandum of
Understanding and unlawful, and they must immediately cease engaging in
conduct prohibited in Section 1 above, and return to work.
b. If the Association performs all of the responsibilities in good faith set forth
in 3a above, its officers, agents and representatives shall not be liable for
damages for prohibited conduct performed by employees who are covered
by this Agreement in violation of Section 1 above.
Q. No Lock Out
The City agrees it shall not lock out employees during the term of a valid MOU.
R. Continuation
The City and the Unit agree that all conditions of employment established by City policy,
including all conditions affecting wages, hours, and working conditions that are not
specifically addressed in this Memorandum of Understanding, shall continue in effect and
shall not be affected by the terms of this Memorandum of Understanding.
The value or availability of the benefits provided in the Memorandum of Understanding
as originally worded or as amended from time to time may depend on their tax treatment
by the state or federal government or the decisions of other government agencies or
departments, such as, but not limited to, the Public Employees Retirement System. The
City will endeavor to obtain the most favorable treatment legally possible from these other
governmental entities. However, the City makes no representation concerning the value
of such benefits to unit members or how they will be taxed or otherwise treated by other
agencies or departments. The City’s obligations under this Memorandum of
Understanding are limited to the direct cost of providing the salary and benefits as
Ukiah Police Officers Association Memorandum of Understanding 30
described in the Memorandum of Understanding. The City shall have no additional
financial obligation, even if the tax or other treatment of such salary or benefits by other
agencies or departments reduces or eliminates their value to the employee.
S. Shift Differential
Employees whose regularly scheduled work shift begins at 3:00 PM or later, and ends no
later than 7:00 AM the following day, will receive a shift differential of two dollars ($2.00)
per hour for each hour actually worked.
The Parties agree that this shift differential is special compensation per Title 2 of the
California Code of Regulations, section 571 and 571.1.
This Memorandum of Understanding is ratified and adopted pursuant to the recommendations
of the following representatives this 19th day of October, 2022.
CITY OF UKIAH UKIAH POLICE OFFICERS ASSOCIATION
____________________________ _______________________________
Sage Sangiacomo, City Manager Max Brazill, UPOA President
Max Brazill (May 19, 2023 20:48 PDT)
Max Brazill
Ukiah Police Officers Association Memorandum of Understanding 31
EXHIBIT A
Police Unit Classifications
Community Services Officer
Communications/Records Manager
Communications Supervisor
Crimes Analyst
Police Captain
Police Officer
Police Lieutenant
Police Sergeant
Public Safety Dispatcher
Ukiah Police Officers Association
Salary Schedule
Effective 7/10/22
Grade Classification Step 0 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3056 Community Services Officer Annual 50,615.46$ 53,146.20$ 55,803.48$ 58,593.60$ 61,523.28$ 63,061.32$ 64,637.88$
Monthly 4,217.96$ 4,428.85$ 4,650.29$ 4,882.80$ 5,126.94$ 5,255.11$ 5,386.49$
Hourly 24.33$ 25.55$ 26.83$ 28.17$ 29.58$ 30.32$ 31.08$
3054 Crimes Analyst/Evidence Technician Annual 60,057.27$ 63,060.12$ 66,213.12$ 69,523.80$ 72,999.96$ 74,824.92$ 76,695.60$
3058 Public Safety Dispatcher Monthly 5,004.77$ 5,255.01$ 5,517.76$ 5,793.65$ 6,083.33$ 6,235.41$ 6,391.30$
Hourly 28.87$ 30.32$ 31.83$ 33.42$ 35.10$ 35.97$ 36.87$
3060 Communications Supervisor Annual 69,065.89$ 72,519.24$ 76,145.16$ 79,952.40$ 83,950.08$ 86,048.88$ 88,200.12$
Monthly 5,755.49$ 6,043.27$ 6,345.43$ 6,662.70$ 6,995.84$ 7,170.74$ 7,350.01$
Hourly 33.20$ 34.87$ 36.61$ 38.44$ 40.36$ 41.37$ 42.40$
3373 Communications/Records Manager Annual 89,578.19$ 94,057.08$ 98,759.88$ 103,697.88$ 108,882.72$ 111,604.80$ 114,394.92$
Monthly 7,464.85$ 7,838.09$ 8,229.99$ 8,641.49$ 9,073.56$ 9,300.40$ 9,532.91$
Hourly 43.07$ 45.22$ 47.48$ 49.85$ 52.35$ 53.66$ 55.00$
3073 Police Officer Annual 72,456.80$ 76,079.64$ 79,883.64$ 83,877.84$ 88,071.72$ 92,475.36$ 94,787.28$ 97,156.92$
Monthly 6,038.07$ 6,339.97$ 6,656.97$ 6,989.82$ 7,339.31$ 7,706.28$ 7,898.94$ 8,096.41$
Hourly 34.84$ 36.58$ 38.41$ 40.33$ 42.34$ 44.46$ 45.57$ 46.71$
3173 Police Officer + IPC Annual 76,079.68$ 79,883.64$ 83,877.84$ 88,071.72$ 92,475.36$ 97,099.08$ 99,526.56$ 102,014.76$
Monthly 6,339.97$ 6,656.97$ 6,989.82$ 7,339.31$ 7,706.28$ 8,091.59$ 8,293.88$ 8,501.23$
Hourly 36.58$ 38.41$ 40.33$ 42.34$ 44.46$ 46.68$ 47.85$ 49.05$
3273 Police Officer + APC Annual 79,721.33$ 83,707.44$ 87,892.80$ 92,287.44$ 96,901.80$ 101,746.92$ 104,290.56$ 106,897.80$
Monthly 6,643.44$ 6,975.62$ 7,324.40$ 7,690.62$ 8,075.15$ 8,478.91$ 8,690.88$ 8,908.15$
Hourly 38.33$ 40.24$ 42.26$ 44.37$ 46.59$ 48.92$ 50.14$ 51.39$
3077 Police Sergeant + IPC Annual 92,836.30$ 97,478.16$ 102,352.08$ 107,469.72$ 112,843.20$ 118,485.36$ 121,447.44$ 124,483.68$
Monthly 7,736.36$ 8,123.18$ 8,529.34$ 8,955.81$ 9,403.60$ 9,873.78$ 10,120.62$ 10,373.64$
Hourly 44.63$ 46.86$ 49.21$ 51.67$ 54.25$ 56.96$ 58.39$ 59.85$
3177 Police Sergeant + APC Annual 97,262.42$ 102,125.52$ 107,231.76$ 112,593.36$ 118,223.04$ 124,134.24$ 127,237.56$ 130,418.52$
Monthly 8,105.20$ 8,510.46$ 8,935.98$ 9,382.78$ 9,851.92$ 10,344.52$ 10,603.13$ 10,868.21$
Hourly 46.76$ 49.10$ 51.55$ 54.13$ 56.84$ 59.68$ 61.17$ 62.70$
3078 Police Lieutenant Annual 112,652.57$ 118,285.20$ 124,199.52$ 130,409.52$ 136,929.96$ 140,353.20$ 143,862.00$
Monthly 9,387.71$ 9,857.10$ 10,349.96$ 10,867.46$ 11,410.83$ 11,696.10$ 11,988.50$
Hourly 54.16$ 56.87$ 59.71$ 62.70$ 65.83$ 67.48$ 69.16$
3079 Police Captain Annual 133,392.42$ 140,062.08$ 147,065.16$ 154,418.40$ 162,139.32$ 166,192.80$ 170,347.68$
Monthly 11,116.04$ 11,671.84$ 12,255.43$ 12,868.20$ 13,511.61$ 13,849.40$ 14,195.64$
Hourly 64.13$ 67.34$ 70.70$ 74.24$ 77.95$ 79.90$ 81.90$
Exhibit B
Ukiah Police Officers Association
Salary Schedule
Effective 7/10/22
3570 Police Chief Annual 162,219.33$ 170,330.28$ 178,846.80$ 187,789.20$ 197,178.72$ 202,108.20$ 207,160.92$
Monthly 13,518.28$ 14,194.19$ 14,903.90$ 15,649.10$ 16,431.56$ 16,842.35$ 17,263.41$
Hourly 77.99$ 81.89$ 85.98$ 90.28$ 94.80$ 97.17$ 99.60$
Note: Step 0-5 are 5% increments, 6-7 are 2.5% increments
Reportable Special Compensation
Bilingual Pay 3% to 5% added to base
Education Incentive 2.5% to 10% added to base
Shift Differential Extra $2.00/hour
Special Assignment Pay (FTO, SRO, Detective)5% added to base
Uniform Allowance (Classic Employees only)$1,000 per fiscal year
Management Incentive (Chief, Capt., Lt., Comm. Mgr. Only)13 days (104 hours) per fiscal year