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12 SLPMA MOU 2023-2028 <br /> The incentive pays do not stack. The maximum incentive pay under the Master Police Manager Program is 7.5% of base pay. Pay Effective Date 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 agency), and receive sign off from the Police Chief or their designee, in order to receive 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 receives a completed Master Police Manager Pay Authorization Form on October 4, the employee will expect to receive the pay on the October 20th paycheck. Master Police <br />Manager pay will not be applied retroactively. Section 12.0 Employee Defense and Indemnity <br /> 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 <br /> The appointing authority may lay off an employee in the competitive service because of material change in duties or organization 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 <br />promotion, they shall be demoted to the lower class from which they were promoted rather than be laid off. Layoff or demotion shall be based upon the amount of seniority an employee has in the classification they are 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 <br />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. <br />Employees shall be given thirty (30) days written notice before the effective date of layoff. All laid-off employees shall be placed on a re-employment list for the class from which they were laid off or demoted (i.e., the last person in the affected class to be laid off shall be the first re-hired when openings occur in that class or any other of the same pay for which the employee is qualified). If the 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-employment the second time, the employee shall be removed from the list and shall no longer be eligible for re-employment as a laid off employee. Employees on the re-employment list shall be offered positions for which they qualify before new employees are hired. <br />DocuSign Envelope ID: A7E56923-E844-4E1E-B28B-63758B9853B8