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12 <br />SLPMA MOU 2023-2028 <br /> <br />The incentive pays do not stack. The maximum incentive pay under the Master Police <br />Manager Program is 7.5% of base pay. <br /> <br />Pay Effective Date <br /> <br />It is the sole responsibility of each employee to complete a Master Police Manager Pay <br />Authorization Form, provide all necessary backup or proof (if using experience from another <br />agency), and receive sign off from the Police Chief or their designee, in order to receive <br />Master Police Manager Pay. Pay will be effective in the pay period in which Human <br />Resources receives the completed and signed paperwork. For example, if Human Resources <br />receives a completed Master Officer Pay Authorization Form on October 4, the employee will <br />expect to receive the pay on the October 20th paycheck. Master Officer pay will not be applied <br />retroactively. <br /> <br />Section 12.0 Employee Defense and Indemnity <br /> <br />In the event that all or part of a claim or judgment is for punitive or exemplary damages in any action <br />otherwise governed by Section 825 of the Government Code and upon request of the employee <br />against whom such claim or judgment is rendered, the City agrees to consider whether the findings <br />set forth in Section 825(b) (1) through (3) may be made. This provision in no way obligates the City <br />to pay punitive or exemplary damages unless it in fact makes those findings. <br /> <br />Section 13.0 Layoff <br /> <br />The appointing authority may lay off an employee in the competitive service because of material <br />change in duties or organization or shortage of work or funds. If, by reason of expiration of a leave <br />of absence, reduction in personnel, demotion to the class, or other cause, there are more employees <br />in any class in the full-time competitive service than there are available positions in that class, the <br />employee last employed in the class shall be laid off; if such employee obtained such position by <br />promotion, they shall be demoted to the lower class from which they were promoted rather than be <br />laid off. Layoff or demotion shall be based upon the amount of seniority an employee has in the <br />classification they are occupying (i.e., the employee with the least amount of seniority in the class <br />shall be the first to be laid off or demoted, if job was obtained by promotion). <br /> <br />Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall <br />notify Human Resources of the intended action with reasons therefore, and a statement certifying <br />whether or not the services of the employee have been satisfactory. A copy of such notice shall be <br />given to the employee affected at that time. If certified as having given satisfactory service, the name <br />of the employee laid off shall be placed on the appropriate re-employment list. <br /> <br />Employees shall be given thirty (30) days written notice before the effective date of layoff. <br /> <br />All laid-off employees shall be placed on a re-employment list for the class from which they were laid <br />off or demoted (i.e., the last person in the affected class to be laid off shall be the first re-hired when <br />openings occur in that class or any other of the same pay for which the employee is qualified). If the <br />employee on the re-employment list refuses the initial offer of re-employment, the employee's name <br />shall be placed at the end of the re-employment list. If the same employee refuses proffered re- <br />employment the second time, the employee shall be removed from the list and shall no longer be <br />eligible for re-employment as a laid off employee. <br /> <br />Employees on the re-employment list shall be offered positions for which they qualify before new <br />employees are hired.