Agmt 2013 San Leandro Police Management Unit SLPMU

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10.2 Tier Two: For employees hired on or after January 1, 2013 and classified as "new" members of CaIPERS as defined by Public Employees Pension Reform Act (PEPRA), the City shall maintain a contract with CaIPERS for the provision of a 2.7% @ 57 (highest 36 months) retirement benefit formula. Also pursuant to PEPRA, these employees are responsible for paying one-half of the normal cost of this retirement plan. Section 11.0 Compensation Salary for each classification varies from step I to step 5 as shown in Appendix A of this agreement. New hires and promotions may-be placed at the step closest to-a minimum five percent (5%) base salary increase, or any step, subject to the City Manager's final approval. For 2013 only, any Police Lieutenant will be paid, prospectively, one step above any new promotion. Employees may be advanced from their current step to the next higher step after each year of satisfactory performance. The appendix reflects wage adjustments as follows: A three (3%) percent across the salary schedule adjustment effective July 1, 2013. A four(4%) percent across the salary schedule adjustment effective July 1, 2014. A five (5%) percent across the salary schedule adjustment effective June 1, 2015. Section 12.0 Employee Defense and Indemnity In the event that all or part of a claim or judgment is for punitive or exemplary damages in any action otherwise governed by Section 825 of the Government Code and upon request of the employee against whom such claim or judgment is rendered, the City agrees to consider whether the findings set forth in Section 825(b) (1) through (3) may be made. This provision in no way obligates the City to pay punitive or exemplary damages unless it in fact makes those findings. Section 13.0 Layoff The appointing authority may lay off an employee in the competitive service because of material change in duties or UNIT or shortage of work or funds. If, by reason of expiration of a leave of absence, reduction in personnel, demotion to the class, or other cause, there are more employees in any class in the full-time competitive service than there are available positions in that class, the employee last employed in the class shall be laid off; if such employee obtained such position by promotion, he/she shall be demoted to the lower class from which he/she was promoted rather than be laid off. Layoff or demotion shall be based upon the amount of seniority an employee has in the classification he/she is occupying (i.e., the employee with the least amount of seniority in the class shall be the first to be laid off or demoted, if job was obtained by promotion). Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall notify Human Resources of the intended action with reasons therefore, and a statement certifying whether or not the services of the employee have been satisfactory. A copy of such notice shall be given to the employee affected at that time. If certified as having given satisfactory service, the name of the employee laid off shall be placed on the appropriate re-employment list. Employees shall be given thirty (30) days written notice before the effective date of layoff. SLPMU 10