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MEMORANDUM OF UNDERSTANDING
July 1, 2026 – June 30, 2029
CITY OF CHANDLER
AND
CHANDLER LAW ENFORCEMENT ASSOCIATION
REPRESENTING
CHANDLER POLICE OFFICERS
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Table of Contents
PREAMBLE ........................................................................................................................... 4
ARTICLE 1: RIGHTS ............................................................................................................. 5
Section 1 – 1: Purpose/Gender ..................................................................................... 5
Section 1 – 2: City and Management Rights ................................................................. 5
Section 1 – 3: Rights of the Association ........................................................................ 7
Section 1 – 4: Unit Member Rights .............................................................................. 14
Section 1 – 5: Prohibition of Strike and Lockouts ...................................................... 19
ARTICLE 2: GRIEVANCE/ARBITRATION/LABOR MANAGEMENT .................................... 21
Section 2 – 1: Grievance Procedure ............................................................................ 21
Section 2 – 2: Labor-Management Committee .......................................................... 22
ARTICLE 3: COMPENSATION AND WAGES ..................................................................... 23
Section 3 – 1: Merit Pay ................................................................................................ 23
Section 3 – 2: Longevity Pay ........................................................................................ 23
Section 3 – 3: Total Annual Cash Compensation Survey .......................................... 24
Section 3 – 4: Field Training Pay/K-9 Pay/Special Assignment Pay Differential ...... 25
Section 3 – 5: Interpreting and Translation Pay ........................................................ 27
Section 3 – 6: Overtime ................................................................................................ 27
Section 3 – 7: Court Overtime ..................................................................................... 29
Section 3 – 8: Jury Duty ................................................................................................ 29
Section 3 – 9: Call-Back Pay ......................................................................................... 29
Section 3 – 10: Swing Shift and Night Shift Differential Pay ..................................... 30
Section 3 – 11: Deferred Compensation .................................................................... 31
Section 3 – 12: Vacation/Comp Time Buy Back ......................................................... 31
ARTICLE 4: HOURS OF WORK/WORKING CONDITIONS ................................................ 31
Section 4 – 1: Hours...................................................................................................... 31
ARTICLE 5: BENEFITS ........................................................................................................ 32
Section 5 – 1: Health Insurance ................................................................................... 33
Section 5 – 2: Dental Insurance ................................................................................... 33
Section 5 – 3: Life Insurance ........................................................................................ 33
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Section 5 – 4: Vacation Leave ...................................................................................... 33
Section 5 – 4A: Maximum Accrual of Vacation Credits ............................................. 34
Section 5 – 5: Holidays ................................................................................................. 35
Section 5 – 6: Sick Leave .............................................................................................. 37
Section 5 – 6A: Payment of Sick Leave Upon Death .................................................. 38
Section 5 – 7: Post Employment Health Plan (PEHP) ................................................ 39
Section 5 – 8: Training/Tuition Reimbursement ........................................................ 40
Section 5 – 9: Out-Of-State Vacation Recall ............................................................... 41
Section 5 – 10: Uniform, Clothing, and Equipment ................................................... 42
Section 5 – 11: Wellness Leave Program .................................................................... 42
Section 5 – 12: Lifestyle Spending Account ................................................................ 44
ARTICLE 6: MISCELLANEOUS ........................................................................................... 45
Section 6 – 1: Saving Clause ........................................................................................ 45
Section 6 – 2: Copies of Memorandum ...................................................................... 46
Section 6 – 3: Seniority ................................................................................................. 46
Section 6 – 4: Limited Duty Status .............................................................................. 47
Section 6 – 5: Changes in Departmental General Orders Pursuant to this
Memorandum ............................................................................................................... 47
Section 6 – 6: Term and Effect of Memorandum ...................................................... 48
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PREAMBLE
Whereas the well-being and morale of the employees of the City are benefited by
providing an opportunity to participate in the formulation of policies and practices
affecting the wages, hours, benefits, and other conditions of their employment; and
Whereas the parties hereby acknowledge that the provisions of this Memorandum
of Understanding (hereinafter “Memorandum”) are not intended to abrogate the
authority and responsibility of the City government provided for under the statutes
of the State of Arizona or the charter or ordinances of the City; and
Whereas the parties, through their designated representatives, met and conferred in
good faith pursuant to the Meet and Confer Ordinance in order to reach agreement
concerning wages, hours, benefits, and other conditions of employment in the
bargaining unit; and
Now therefore, the City of Chandler, hereinafter referred to as the “City” and,
Chandler Law Enforcement Association (CLEA), hereinafter referred to as the
“Association,” or Association having reached this complete agreement concerning
wages, hours, and working conditions for the term specified, the parties submit the
Memorandum to the Mayor and the City Council of the City of Chandler with their
joint recommendation that the body resolve to adopt its terms.
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ARTICLE 1: RIGHTS
Section 1 – 1: Purpose/Gender
It is the purpose of this Memorandum to continue and maintain harmonious
relations, cooperation, and understanding between the City and its unit members;
and to set forth the full and entire understanding of the parties reached as a result
of a good faith meeting and conferring regarding wages, hours, benefits, terms, and
other conditions of employment of the unit members covered hereby, which
understanding the parties intend jointly to submit and recommend for approval and
implementation to the Mayor and City Council.
Whenever any words used herein are in the masculine, feminine, or neuter, they shall
be construed as though they were also used in another gender in all cases where
they would so apply.
Section 1 – 2: City and Management Rights
The City and the City Manager’s rights are not subjugated or diminished in any way
by any expressed or implied duty or obligation to meet and confer. Retained
management rights are not subject to the grievance procedure contained in any
Memorandum of Understanding, nor are they subject to any other appeal or
complaint process.
A. The City has and will continue to retain, whether exercised or not, the unilateral
and exclusive right to operate, administer, and manage its municipal services and
work force performing those services. The authority of the City shall not be
modified or limited by inference or implication.
B. The exclusive rights of the City shall include, but not be limited to, the right to:
• Determine the organization of City government, the purpose of each of its
departments, and the purpose and mission of its constituent agencies,
boards, and commissions.
• Set standards of service to be offered to the public, and through its
management officials to exercise control and discretion over its
organization and operations.
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• Establish rules and practices governing the conduct of unit members, to
direct and supervise its unit members and their work, to take disciplinary
action, to relieve its unit members from duty because of lack of work or for
other legitimate reasons.
• Determine whether goods and or services shall be made, purchased, or
contracted for.
• Determine the methods, means, and personnel by which the City’s services
are to be provided, including the right to schedule, and assign work and
overtime, to hire, transfer, and reassign unit members and to otherwise act
in the interests of efficient service to the community.
• Establish and revise work schedules and work locations; to establish,
revise, and implement standards for hiring and promoting unit members;
to determine the need for additional positions and the qualifications of
new unit members and to determine the qualifications for and/or the
qualifications of unit members considered for transfer and/or promotion;
to evaluate and judge the skill, ability, and efficiency and general work
performance of unit members.
• Adopt and manage its budget, provide for the funding of certain levels of
service, to add, delete, modify, or suspend certain programs, functions,
divisions, and departments as the City Council in the exercise of its
legislative authority to create and manage the City’s budget and to
determine whatever action to be necessary and appropriate.
• Take all necessary actions to maintain uninterrupted service to the
community.
C. The City retains all rights not specifically limited by a Memorandum of
Understanding approved in accordance with the provisions of the Meet and
Confer Ordinance, Chandler City Code § 2-13, as amended.
D. The enumeration of the above rights is illustrative only and is not to be construed
as being all-inclusive.
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Section 1 – 3: Rights of the Association
A. The City recognizes the Chandler Law Enforcement Association as the sole and
exclusive Meet and Confer authorized representative pursuant to the Meet and
Confer Ordinance for purposes of representation regarding wages, hours,
benefits, and other conditions of employment for all regular, full-time, non-
probationary unit members in the Police Officer employee group. The Association
shall have no rights beyond those specified in the Meet and Confer Ordinance,
Title 38 of the Arizona Revised State Statutes; and this Memorandum.
B. Certain specified representatives of the Association have the right to paid release
time herein as follows:
1) The Association may designate up to seventeen (17) representatives and
shall notify the Chief of Police in writing of such designations. There shall
be no obligation on the City to change or adjust normal departmental
scheduling or assignments of personnel as a result of such designations.
2) One (1) Association representative may, when the Association is designated
in writing by the unit member group member as their representative,
attend mutually scheduled grievance meetings and hearings with
department and City representatives without loss of pay or benefits. In no
event shall this paid release time be used for any other purposes, such as
gathering information, interviewing the grievant/appellant or witnesses, or
preparing a presentation. The Association representative is required to
obtain the permission of their department supervisor to absent themself
from their duties to attend scheduled grievance meetings. Subject to
operational needs and scheduling factors this permission shall not be
unreasonably withheld. An Association representative wishing to enter a
work area for the purpose of investigating a formal grievance must first
gain the permission of the work area supervisor. This permission will not
be unreasonably withheld, giving proper consideration to essential work of
the department and the occupational safety of the Association
representative.
C. Payroll Dues Deduction
1) The City shall deduct yearly from all twenty-six (26) checks of Association
members, the regular periodic Association membership dues pursuant to
the City’s deduction authorization form duly completed and signed by the
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unit member and transmit such deductions monthly to the Association no
later than the fourteenth (14th) day following the end of the pay period in
which the deduction occurs, along with an alphabetical list of all unit
members for whom the deductions have been made. Such deduction shall
be made only when the Association member’s earnings for a pay period
are sufficient after other legally required deductions are made. Deductions
may be made for both represented and non-represented members who
are full-time status within the Police Officer or Police Officer Lateral
classification the pay period after a completed and signed City deduction
authorization form is received in Human Resources.
2) Authorization for membership dues deduction hereunder includes
authorization for the deduction of accrued vacation leave designated in
Release Time (H) of this Article the leave bank of each dues-paying member
as set forth under Section 1 – 3 (H) and shall remain in effect during the
term hereof unless revoked in writing by the unit member. The City shall
accept revocation of dues/vacation hour deductions only between January
1st-10th and July 1st-10th each year. Termination of dues deductions shall be
effective the first full payroll period following receipt of the revocation.
Termination of vacation hour deductions shall be effective as of the next
scheduled deduction in July. The City will notify the Association of any
revocations submitted to it.
3) The City shall not make any payroll deductions for unit members on behalf
of any other organization that purports to provide benefits similar to those
offered by the designated Association (as defined in the Meet and Confer
Ordinance) during the term of this Memorandum.
4) It is agreed that the City assumes no liability on account of any actions
taken pursuant to this section. The City will, however, as promptly as
technically possible, implement changes brought to its attention.
5) The City shall, at the written request of the Association during the term of
this Memorandum, make changes in the amount of dues deduction
hereunder for the general membership, provided costs for implementing
such changes shall be reimbursed by the Association at actual cost incurred
by the City.
D. Solicitation, Distribution of Material, and Use of Facilities and Services
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1) The solicitation of members, dues collection, distribution of material, and
other internal Association business occurring during working-hours shall
be brief in nature and shall not unreasonably interfere with the work
process.
2) The City shall provide the Association with space for bulletin boards for its
use in communicating with its members at mutually agreeable locations.
The City shall grant sole and exclusive use of such bulletin boards to the
Association. Bulletin boards shall not exceed four feet wide by three feet
tall (4’ x 3’) in size.
3) The bulletin boards shall be used only for the following notices:
recreational and social affairs of the Association; Association meetings;
Association elections; charitable events; benefits; reports of the Executive
Board or committees; rulings or policies of the state or national
organizations; and legislative enactments and judicial decisions affecting
public sector labor relations. Notices shall not contain anything political;
anything reflecting adversely on the City or any of its employees; or
anything that is disruptive of the City’s operations. The City may order the
removal of any posted notice on the basis that it violates the requirements
herein. The Association may dispute the order of removal by filing a
grievance pursuant to Personnel Rule 18- Grievance Procedures. Posted
material will be signed by an authorized official of the organization. The
Association agrees to keep the bulletin board in good order.
4) The Association is authorized to use mutually agreed upon non-work areas
in City facilities for pick-up by or distribution to unit members of official
Association literature that is not political in nature, abusive of any person
or organization. The use of working areas or use of City equipment and
information systems for the solicitation of members, dues collection, and
distribution of materials relating to other Association business shall be
prohibited unless allowed by a specific section of the Memorandum or by
written permission of the Office of the Chief, or in their absence, by the
Office of the City Manager or designee.
5) The Association President, or their designee, will be provided a mail slot for
department communications and may use the City’s email system to send
emails to unit members to announce meetings. With pre-approval from the
Chief or designee, notice of Association charities and upcoming events may
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be sent by the email system with designation as being sent on behalf of the
CLEA Board.
E. Use of Association Hours
1) In recognition of the mutual benefit to both the City and the Association, a
unit member using Association hours, as defined below, to conduct
Association business shall be accorded all insurance-related benefits.
Claims made for benefits will be reviewed on a case-by-case basis in the
same manner as the claim of any other employee.
2)
Definitions:
a. Association hours: hours donated by the membership, in
accordance with this article, for use by a unit member, designated
by the President or Board, to conduct legitimate Association
business.
3) Approval of Hours
a. Association hours shall be approved by the unit member’s
supervisor consistent with other leave requests based on staffing at
the time of the request and approval shall not be unduly or
unreasonably delayed.
b. The Association will make efforts to provide as much advance notice
as possible for use of, or changes to the use of, Association hours.
Once hours have been approved, the approval may not later be
rescinded.
4) A designated Association representative may respond to a critical incident
where they are providing guidance pertaining to the legal rights of a CLEA
member in incidents such as an officer involved shooting, in-custody death,
etc., to a unit member without advanced notice, provided that:
a. The representative’s supervisor or a scene supervisor approves their
response to assist the involved unit member(s); and
b. The representative’s assistance to the unit member is brief in nature
and does not unreasonably interfere with their primary duties.
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5) Review of Association Hours:
a. Association hours approved as outlined above shall be entered into
the established timekeeping system and require no further
memorandum requesting their use.
b. Nothing in this article or otherwise will require an Association
member to declare the purpose of their use of Association hours to
any City employee beyond confirming it is for legitimate Association
business. Any inquiries regarding the use of Association hours will
be handled by the Board of Trustees, who will adopt an internal
process to account for hours used.
c. If City administration has concerns about a member’s Association
hours usage, the CLEA Board agrees to meet with police
administration. If the issue is not resolved at that time, a meeting
with the CLEA Board and the Human Resources Director will occur.
F. Association Hours Contribution Process for Dues Paying Members
1) Each dues paying Association member will contribute a minimum of two
(2) hours accrued vacation leave to be placed in an Association leave time
bank for use by the Association to engage in legitimate Association
business.
2) Increases to the contribution amount may be made with written
notification to the City by the Association President yearly. The notification
must be received in the Human Resources office by June 15th in the fiscal
year prior to the one in which the change will occur.
3) Dues paying Association members will have their contribution hours split
equally and placed in the Association leave time bank two times per year:
effective the first full pay period in July and the first full pay period in
January. It is the responsibility of the Association to notify its membership
of any changes.
4) Authorization for the deduction of accrued vacation hours is included with
the member’s authorization for the deduction of dues.
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5) An Association member’s revocation of authority for the deduction of dues
simultaneously revokes the authority for the annual deductions of vacation
hours.
6) Revocation of such authority applies prospectively only as set forth in (H)
below.
G. Association Hours Contribution Process for Non-Dues Paying Members
1) Non-dues paying members may elect to annually contribute a minimum of
two (2) hours of accrued vacation to the leave time bank. Non-dues paying
members may elect to contribute the current dues paying Association
member amount if the amount is greater than two (2) hours.
2) For voluntary donations of hours by non-dues paying members, the
Association shall supply the City with an Association Hours Authorization
Form, which includes the name and signature of the unit member and the
number of hours of vacation donated by the unit member into the leave
time bank.
3) The City shall withdraw contribution hours split equally and placed in the
Association leave time bank two times per year: effective the first full pay
period in July and the first full pay period in January. It is the responsibility
of the Association to notify its membership of any changes.
4) For voluntary donations of hours by non-dues paying members, the
executed Association Hours Authorization Form provides the unit
member's authorization for vacation hours to be withdrawn from the unit
member's vacation balance in the first full pay period following January 10th
and July 10th each year.
5) The revocation process is set forth in (H) below.
H. New Member Authorization and Revocation Timeframes
1) An individual who hires or transfers into an CLEA represented position after
January 10th or July 10th, and who executes a Payroll Dues Deduction
Authorization or Association Hours Authorization Form, may elect at that
time to have the vacation hours withdrawn from their vacation balance: (i)
in the first full pay period after receipt of the authorization form by the City,
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or (ii) in the first full pay period following January 10th or July 10th in the
following year. A new unit member who elects to have vacation hours
withdrawn before the next scheduled withdrawal occurs, will have
additional hours withdrawn in the next scheduled cycle.
2) A unit member may revoke their authorization for the donation of vacation
hours by submitting written revocation to the CLEA President who will
forward to Human Resources no later than first week of July. The revocation
shall apply prospectively to the vacation donation scheduled to take place
in in the first full pay period following July 10th each year.
3) The Association Hours Authorization of a unit member shall be
automatically revoked when the individual is no longer in a position
covered by this Memorandum. The revocation shall apply only
prospectively to the vacation donation scheduled to take place in July.
I. Human Resources shall keep a record of all time donated and used. A report shall
be provided to the Association by request.
J. Any unused donated hours in the Association leave time bank may be carried over
from one fiscal year to the next.
K. The Association shall indemnify, defend, and hold harmless the City against any
and all claims made, and any actions brought against the City arising from or
related in any way to the actions taken by the City to comply with any of the
provisions of this Section.
L. The Association will be allowed one-half (½) hour to talk to and possibly sign newly
sworn police officers into the Association and to explain the rights and benefits
under the Memorandum. This time will be allotted during the post-academy
training time of said officers. The content of such information shall not be political
in nature, abusive of any person or the department, or disruptive of the
department’s operation.
M. The employer shall count as time worked any hours or fractions of hours spent
within the unit member’s regular work shift in pursuit of benefits provided by this
Article. A unit member approved as outlined in E (2) above to use Association
hours for Association business outside their regular work shift may use the
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Association hours during their scheduled work week to account for such
Association business. The initial request must include the date and time of the
flex hours in the work week. If minimum staffing is not impacted, the request will
be approved, if impacted it will be denied and no extension will be given for use
of the time outside of the unit member’s workweek.
N. The Association may designate up to five (5) unit members to represent the
Association in the Meet and Confer process with the City unless otherwise
mutually agreed prior to the process. These designated unit members shall be
granted time off with pay for the purposes of such representation, and such times
shall not be applied to bank hours.
Section 1 – 4: Unit Member Rights
A. All unit members shall have the right to join or not to join the Association as they
individually prefer. Unit members have the right to participate on behalf of or
engage in activities on behalf of an Association and have the right to refrain from
such activity. Unit members shall be free from any interference, restraint, or
coercion by any unit member, supervisor, or manager for or against the
Association. Violations will necessitate disciplinary action.
The Association must equally and fairly represent all unit members in the unit.
B. Unit members may attend scheduled meetings of the membership in person or
by electronic means if their attendance does not unreasonably interfere with
department operations. Unit members attending in person while on duty may use
their personal or meal break subject to general orders. Those attending outside
their break or electronically will remain clearable for priority calls for service.
C. Eligible City employees have the right to be represented by the Association and
to have a member of the Association present during the grievance and the
disciplinary process. The disciplinary process does not apply to an interview of a
unit member during the normal course of work, counseling, instruction, informal
verbal admonishment, or other routine or unplanned contact with a supervisor.
If a supervisor has knowledge of a violation of General Orders, City Personnel
Rules, or criminal law by a unit member, they will follow the requirements of this
Memorandum, Title 38 of Arizona Revised Statutes, and the General Orders
applicable to the questioning of said member.
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D. If a unit member requests, representation will be allowed when the member is
the subject of an administrative investigation and the employee reasonably
believes that the interview could result in dismissal, demotion, or suspension by
Professional Standards Section, or any Police Department supervisor, who is
conducting an administrative investigation.
The unit member will obtain the most readily available Association
representative. The Association representative will make every reasonable
attempt to arrive within one (1) hour from the time a phone call is made by the
unit member to the representative. The Association representative will attend the
above interview only as an observer. At the end of the interview, but prior to the
conclusion of the interview, the unit member being interviewed may privately
confer with their representative for a period not to exceed 15 minutes. Requests
for additional time must be mutually agreed upon. Upon returning to the
interview, the unit member will be allowed to make a statement not to exceed
five (5) minutes addressing specific factors or policies related to the interview.
Requests for additional time must be mutually agreed upon. The interview
session shall be for a reasonable period of time, taking into consideration the
gravity and complexity of the misconduct being investigated.
E. Any unit member who is the subject of an officer involved shooting investigation
who has discharged a weapon or was shot at or violently assaulted may request
to have the administrative interview postponed for up to forty-eight (48) hours
from the time of the incident. The Chief of Police may deny the request when they
determine that delaying the interview would be detrimental to the investigation.
A unit member may waive their rights to make the request for postponement of
the administrative interview. In all cases, the overall mental and physical health
of the unit member shall be taken into consideration.
F. A unit member under investigation will be notified in writing every thirty (30) days
as to the current status of the investigation. This will include a brief description of
the number of known witnesses still to be interviewed and other investigative
processes remaining to be completed, as well as an estimated date of completion.
G. A unit member has the right to present their own grievance in person and has the
right to be represented.
H. A unit member covered hereunder shall, upon their request and by appointment,
be permitted to examine their departmental or divisional personnel file in the
presence of an appropriate supervisor/official of the department within three (3)
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business days of the requested review. Another person of their choosing may
accompany the unit member. When a City directed work fitness/job performance
medical evaluation process is completed, the unit member may request copies of
their medical information from the City-selected physician. The City must agree
to give the City selected physician authorization to release any/all information to
the requesting unit member.
I. No unit member shall have any adverse comments entered into their
departmental personnel file without the member being informed by the
supervisor. If the unit member requests, they may receive a copy of the adverse
comment.
A unit member may, at their discretion, attach rebuttal statements to any material
contained in their departmental personnel file, which may be adverse in nature.
J. Material purged from a unit member’s files in accordance with the below
procedures or allegations about a unit member which are unfounded,
exonerated, not sustained, or a policy failure will not be used in future
performance ratings or disciplinary actions.
K. Consistent with the requirements of A.R.S § 39-128, the City shall maintain as part
of a unit member’s official personnel record all documents relating to disciplinary
actions, including the unit member’s response to the disciplinary action, and shall
make such records available for inspection and copying as required by public
records laws.
Upon written request, a unit member may have written reprimands, suspensions,
and letters of admonishment, which are over three (3) years old removed from
the department working file when there have been no incidents or problems of a
similar nature within the three (3) year period immediately preceding the request.
A unit member may request to have letters of instruction and counseling
statements, which are over one (1) year old removed from the department
working file.
L. A unit member under investigation by Professional Standards Section or a Police
Department supervisor for a disciplinary matter that may lead to a written
reprimand, suspension, demotion, or discharge, and who is interviewed, or
requested to produce any documentation, shall be given a written notice
informing them of the specific nature of the investigation, their status in the
investigation, and all known allegations of misconduct involved in the interview of
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the unit member. In addition, the unit member and/or the Police Department
supervisor/Professional Standards Section representative may mechanically
record such interview. Should any mechanical recordings take place, the
department reserves the right to transcribe any such interview for the purpose of
verifying the accuracy of the interview and, if requested, the unit member shall
sign the transcription if it is accurate. For any sustained allegations resulting in a
letter of reprimand or higher, the unit member has rights under the Personnel
Rules or, where applicable, Title 38 of Arizona Revised Statutes.
At the time of a scheduled interview by the Professional Standards Section, a
Police Department supervisor, or other City employee, the investigator will advise
the unit member of all evidence known at the time of the interview that will be
used in the course of the investigation. This includes any written documents,
video or audio recordings, or photographs. The Investigator will inform the unit
member of such evidence at the time of the interview.
1) A copy of the signed and dated notice of investigation will be given to the
unit member prior to the beginning of the interview. The unit member shall
have the right to retain the notice of investigation for their use throughout
the entire course of the interview. A unit member will be provided an
opportunity to make a telephone call after the issuance of the notice of
investigation to obtain an Association representative.
2) In the event a unit member does not record their interview, they may
request a copy of the investigator’s tape(s) if the investigator records the
interview, (the unit member provides the tape).
3) If any unit member is told not to speak to anyone regarding an
investigation, this admonition does not apply to speaking with an attorney
functioning within the attorney-client relationship, or with an Association
representative who may discuss the matter only with the Grievance Chair,
Association President, and/or Association Vice President.
When the investigation is completed, the accused unit member will be
notified in writing of the findings. A unit member under internal or
administrative investigation may be reassigned (may include reassignment
to their home), until the completion of the investigation.
4) If during the course of the above-mentioned investigation, information is
learned concerning additional misconduct on the part of the unit member
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being interviewed, a notice of investigation will be issued to the unit
member prior to the unit member being questioned about the additional
misconduct information.
5) The unit member’s immediate supervisor will normally investigate LEVEL 1
complaints, whether generated internally or externally and LEVEL II Class A
“First Violation” complaints that result from a complaint of a third LEVEL 1
violation within a one (1) year period. The Professional Standards Section
will normally investigate LEVEL II complaints unless otherwise directed by
the Chief of Police.
6) The Professional Standards Section will normally investigate any complaint
that involves extensive manpower and resources that would unreasonably
burden a supervisor. Division Commanders may request the Professional
Standards Section to conduct an investigation for a variety of reasons.
These requests will be routed through the Chief of Police.
M. The employer shall count as time worked any hours or fractions of hours spent
within the unit member’s regular work shift in pursuit of benefits provided by this
Article, (Unit member association representative) but shall not count as time
worked any hours or fractions of hours spent outside the unit member’s work
shift.
N. A unit member who receives a written reprimand may request a copy of the
official documentation, if any, supporting the written reprimand.
O. If a polygraph examination is required of a unit member, an Association
representative may monitor and observe the preliminary and post examination
interview and examination from the monitoring room, if one is available to do so.
The results of a polygraph or voice stress examination alone will not be the sole
factor for determining truthfulness or on which to impose disciplinary action. A
copy of the examination results including charts will be provided to the unit
member upon request.
P. Once an employee has been formally counseled or disciplined in accordance with
General Orders B-12, including the counseling/discipline chart, and B-13, no
further investigation will be conducted for the same allegation for the same
incident except when:
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1) New information reveals additional allegations arising from or related to
the same incident.
2) The Chief of Police requests further investigation for the integrity of the
organization and to maintain public trust.
Q. A complaint will be treated as a delayed complaint if it relates to non-criminal
misconduct by an employee that occurred more than one hundred and twenty
(120) days prior to the date of the immediate complaint. The supervisor receiving
the complaint will document the information in a Memorandum.
The Memorandum will be sent through the chain-of-command to the Professional
Standards Section, which will review and inform the Chief of Police. A
determination will be made whether or not a formal investigation will be initiated.
If an investigation is merited, the Professional Standards Section will conduct the
investigation, unless otherwise directed by the Chief of Police.
R. An employee subject to suspension, demotion, or dismissal shall be entitled, upon
appeal, to the Disciplinary Review Group process as outlined in Personnel Rule 5
– Disciplinary & Appeal Procedures, Section 7. For purposes of Rule 5, Section
7.A.2., the CLEA Association President or designee shall replace the member of
the Employee Council on the Disciplinary Review Group.
The CLEA Association President or designee may not serve on a disciplinary
review group if they have a direct connection with the matter being reviewed or
has any real or perceived conflict of interest. The person will be mutually agreed
upon between the Human Resources Director and the CLEA President. If mutual
agreement cannot be reached, the appointment will revert back to the Personnel
Rule and will be a member of Employee Council. The grounds for discipline and
types of discipline imposed are not grievable matters under this Memorandum.
Section 1 – 5: Prohibition of Strike and Lockouts
A. The Association and the unit members covered by this Memorandum recognize
and agree that rendering of services to the community cannot under any
circumstances or conditions be withheld, interrupted, or discontinued, and to do
so would endanger the health, safety, and welfare of the citizens of the City of
Chandler.
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B. The Association pledges to maintain unimpaired municipal services as directed
by the City. Neither the Association, nor any unit member, for any reason, will
authorize, institute, aid, condone or engage in a slowdown, work stoppage, strike,
or any other interference with the work and statutory functions and obligations
of the City or the department. During the term of this Memorandum, neither the
City nor its agents for any reason shall authorize, institute, aid, or promote a
lockout of unit members covered by this Memorandum.
C. Should any unit member during the term of this Memorandum, and until such
time that it is expressly and legally rescinded breach the obligations of Section 1-
5 (B), the City Manager or their designee shall immediately notify the Association
that a prohibited action is in progress.
D. The Association shall forthwith, through its executive officers and other
authorized representatives, disavow said strike or other prohibited action, and
shall notify in writing all Association members and representatives of their
obligation and responsibility for maintaining compliance with this Article,
including their responsibility to remain at work during any interruption which may
be caused or initiated by others. Copies of such notification shall be delivered to
the Office of the City Manager. In addition, the Association shall order all unit
members violating this Article to immediately return to work and cease the strike
or other prohibited activity. Such order shall be delivered both orally and in
writing to all unit members violating this Article with copies of the written order
to be delivered to the Office of the City Manager.
E. Penalties or sanctions the City may assess against a unit member who violates
this Section shall include, but not be limited to:
1) Discipline up to and including discharge.
2) Loss of all compensation and benefits, including seniority, during the
period of such prohibited activity.
F. Should the Association during the term of this Memorandum and until such time
that it is expressly and legally rescinded, breach its obligations under this Section,
it is agreed that all penalties set forth in the City Charter, shall be imposed on the
Association, in addition to any other legal and administrative remedies available
to the City that in its discretion it may elect to pursue.
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G. Nothing contained herein shall preclude the City from obtaining judicial restraint
or from seeking damages from the Association, in the event of a violation of this
Section.
ARTICLE 2: GRIEVANCE/ARBITRATION/LABOR MANAGEMENT
Section 2 – 1: Grievance Procedure
A. The grievance procedures set forth in Personnel Rule 18 – Grievance Procedures
shall apply to any grievance brought by a unit member or the Employee
Organization alleging violation(s) of the express terms of this Memorandum for
which there is no Merit System Board appeal or other specific method of review
under state or city law.
B. Any proposed changes to Personnel Rule 18 – Grievance Procedures will be
provided to the Employee Organization President in a redline format and, if
requested by the Employee Organization, a labor-management meeting shall be
scheduled prior to submission of the proposed change to the City Council for
approval. The meeting shall be scheduled within a reasonable amount of time so
as not to unduly delay the process.
C. In the event the City Manager takes unilateral action that is inconsistent with an
express term or condition of this Memorandum and the effect of such action
adversely affects the wages, benefits, or working conditions of a majority of unit
members directly affected by the action, the Employee Organization may bring
an Organization Grievance on behalf of all members using the grievance
procedures under Personnel Rule 18 – Grievance Procedures. If the Organization
Grievance is not resolved at the supervisor or department level, the City Manager
shall refer the Organization Grievance, brought under the limited circumstances
described herein, to a neutral third party who is not a current or former official or
employee of the City. The City Manager may elect to exercise their sole discretion
to bypass the supervisor’s and department’s review of the Organization Grievance
and refer the Organization Grievance directly to a neutral third party.
D. The parties, or their designated representatives, shall agree on a neutral third
party. If they are unable to agree on a neutral third party within a reasonable time,
the City shall provide a list of seven (7) individuals who have experience as a
hearing officer or mediator with the public sector in Arizona. The parties shall,
within five (5) workdays of the receipt of said list, select the neutral third party by
alternately striking names from said list until one name remains. Such person
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shall then become the neutral third party. The neutral third party so selected shall
hold a hearing as expeditiously as possible at a time and place convenient to the
parties, and shall be bound by the following:
1) The neutral third party shall be bound by the language of the
Memorandum and departmental rules and regulations consistent
therewith in considering any issue properly before them.
2) The neutral third party shall expressly confine themself to the precise issue
submitted and shall have no authority to consider any other issue not so
submitted.
3) The neutral third party shall be bound by applicable state and city law.
4) The neutral third party shall submit findings and recommendations to the
Employee Organization and to the City Manager. The cost of the neutral
third party and any other mutually incurred costs shall be borne equally by
the parties.
5) The City Manager shall, within ten (10) workdays of the receipt of the
written findings and recommendations, make the final, non-appealable
determination of the organization grievance and submit it in writing to the
Employee Organization.
Section 2 – 2: Labor-Management Committee
It is understood by the parties that the benefits granted by this Article shall not be
interpreted or applied as requiring the employer to count as time worked, any hours
or fractions of hours spent outside the unit member’s work shift in pursuit of benefits
provided by this Article. The employer shall count as time worked any hours or
fractions of hours spent within the unit member’s regular work shift in pursuit of
benefits provided by this Article.
A. There shall be a Labor-Management Committee consisting of two (2)
representatives of the Association and two (2) representatives of the City and the
City’s HR Director or designee who shall be the Chairperson. The purpose of the
Committee is to facilitate improved labor-management relationships by providing
a forum for free and informal discussion of mutual concerns and problems.
B. The Committee shall meet, when necessary, at mutually agreed upon times.
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C. If the representative of the Association is a unit member, such representative
shall not lose pay or benefits for meetings mutually scheduled during duty time.
ARTICLE 3: COMPENSATION AND WAGES
Section 3 – 1: Merit Pay
For each fiscal year of the agreement, the City will fund an ongoing merit increase of
up to five percent (5%) for eligible unit members, effective on the first day of the pay
period in which the date of the unit member’s current job classification falls, until the
unit member is at the top of the pay grade.
Section 3 – 2: Longevity Pay
A. In recognition of continuous service and overall performance, the City agrees to
provide the following longevity payment for an eligible unit member the year
following the unit member meeting the eligibility requirements in Section E.
B. In Fiscal Year 2026-2027, a unit member who meets the qualifications specified in
this Article shall receive annually a longevity payment of two and one-quarter
percent (2.25%) of their base rate of pay, or base rate plus assignment pay, paid
in one (1) installment during the pay period of the unit member’s date of
classification or salary review date. The payment is not considered compensation
for purposes of PSPRS.
C. Beginning July 1, 2027, a unit member who meets the qualifications specified in
this Article shall receive pensionable longevity payments of 1.125% (one and one
eighth percent) of their base rate of pay, or base rate of pay plus assignment pay,
every six (6) months (i.e. two payments per fiscal year) in accordance with the
chart in Section D.
D. Members who are qualified to receive longevity pay with a classification date or
salary review date indicated in column A of the chart below, receive longevity
payments in the corresponding months indicated in column B.
A. Date of Classification or
Salary Review
B. Longevity Payments Received
January – March
2nd pay-period in March & September
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April – June
2nd pay-period in June & December
July – September
2nd pay-period in September & March
October – December
2nd pay-period in December & June
E. Qualifications: To be eligible for longevity pay, a unit member must have:
1) Completed eight (8) years as a Chandler Police Officer or have reached the
top of their pay range, whichever occurs first.
2) Achieved the overall performance rating as “meets expectations” or better
on their latest scheduled performance evaluation on file in the Human
Resources Department.
F. If a unit member separates from City employment or takes another position
within the City and is eligible for longevity before receiving a longevity payment
of the applicable fiscal year, the amount will be included in the unit member’s final
unit member paycheck. The amount will not be pensionable if it’s the only
payment received in the applicable fiscal year.
G. If a unit member is terminated from City service before receiving a longevity
payment of the applicable fiscal year, the amount will not be included in the unit
member’s final paycheck.
Section 3 – 3: Total Annual Cash Compensation Survey
A. Wage increases are to be determined as follows:
1) For the purposes of this section, “Total Annual Cash Compensation” means
the following:
a. the maximum annualized base wages for an individual officer at the
top of the pay range (i.e., maximum hourly rate X 2,080); and
b. the annual amount paid by the City in deferred compensation, or
equivalent, to an individual officer at the top of the pay range; and
c. the annual amount contributed by the City towards the Post
Employment Health Plan (PEHP), or equivalent, for an individual
officer at the top of the pay range; and
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d. the annual amount received as longevity pay, or equivalent, by an
individual officer at the top of the officer pay range.
2) Human Resources will finalize a Compensation Survey no later than August
1st of each year that compares Total Annual Cash Compensation for eight
(8) cities: Chandler, Gilbert, Glendale, Mesa, Peoria, Phoenix, Scottsdale,
and Tempe based on verification from the respective cities’ HR
departments. At the conclusion of the Compensation Survey, the eight (8)
cities shall be ranked in numerical order based on Total Annual Cash
Compensation with the highest being ranked as number one (1) and the
lowest ranked as number eight (8). Human Resources shall determine the
rank of the City of Chandler in comparison to the ranking of the seven other
cities. If the City of Chandler’s Total Annual Cash Compensation is ranked
at or above the third (3rd) position in the rankings, no wage adjustments
shall be made.
If the City of Chandler’s Total Annual Cash Compensation is ranked below
the Total Annual Cash Compensation of the third (3rd) highest city in the
rankings, the top of the Chandler Officer pay scale shall be adjusted by the
percentage required for Chandler’s Total Annual Cash Compensation to be
equal to the midpoint between the Total Annual Cash Compensation of the
second (2nd) and third (3rd) highest cities.
Unit members’ wages shall be increased to correspond with any upward
adjustment made to the officer salary range as a result of the annual
survey. Any wage increase will become effective on the first day of the next
full pay period after the survey data has been accepted and signed by the
Association. In the event that the survey results in Chandler’s being ranked
above the third (3rd) position as defined in this section, Chandler’s range
will not be decreased.
Any time an adjustment is made to the maximum pay range for the officer position
pursuant to this section, the minimum pay range for the position shall be adjusted
by the same percentage increase.
Section 3 – 4: Field Training Pay/K-9 Pay/Special Assignment Pay Differential
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A. Officers who are assigned to the following specialty assignments shall receive an
additional five percent (5%) of the base rate of pay for every day they are assigned
to the specialty assignment through the duration of the assignment:
a. Behavioral Health
b. Bike
c. Crime Prevention
d. Criminal Apprehension
e. Digital Forensics
f. DUI Enforcement
g. Family Violence
h. Field Training Officer
i. Financial Crimes
j. General Investigations
k. Human Exploitation and Trafficking
l. K-9
m. Motors
n. Narcotics
o. Professional Standards Section
p. Property Crimes (Arson/Auto Theft)
q. Public Information Officer
r. Real Time Operations Center
s. Robbery/Homicide
t. School Resource Officer
u. Sex Crimes
v. Street Crimes
w. SWAT
x. Threat Mitigation
y. Vehicular Crimes
B. If a specialty unit listed above is disbanded, replaced, or renamed, individuals
within the newly established or renamed specialty unit will receive the specialty
assignment pay.
C. A maximum of two (2) new or existing specialty units that are not currently
receiving specialty assignment pay may be eligible for the specialty assignment
pay as agreed upon by the Chief’s Office and the Association.
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D. Officers are only eligible to receive one specialty assignment pay at a time. The
specialty assignment pay does not include, and may be combined with,
Interpreting and Translation Pay as outlined in Section 3 – 5.
E. Officers in specialty assignments set forth above may be removed from the
assignment by the Chief of Police, or designee, at any time. The removal from the
specialty assignments is within the sole discretion of the Chief of Police.
An Officer may not be removed from their specialty assignment without a
memorandum providing the detailed reason for their removal if a completed
internal investigation or performance related document was not already
provided.
If the removal constitutes a shift/schedule change, Section 4 – 1 of this
Memorandum shall apply.
Section 3 – 5: Interpreting and Translation Pay
A. Officers who receive certification as an Intermediate level translator will receive
an additional two and one-half percent (2.5%) of their base rate of pay for every
day they are officially certified to perform translation for the department.
B. Officers who receive certification as an advanced level translator will receive an
additional five percent (5%) of their base rate of pay for every day they are
officially certified to perform translation for the department.
Section 3 – 6: Overtime
A. Overtime is defined as time worked in excess of forty (40) hours in a seven (7) day
work period for all classes of non-exempt, fulltime unit members. All paid leave
taken in lieu of hours worked, except time off taken as compensatory time or
administrative leave for investigation or discipline purposes, shall be counted as
“hours worked” for purposes of overtime calculation. The "hours worked"
requirement does not apply to overtime compensation the City is obligated to pay
by the specific terms of this Memorandum or department regulations (i.e.,
"contract overtime") for certain activities or situations.
Payment for hours worked on a holiday, as part of the regularly scheduled hours
of work, shall be compensated as provided by this Memorandum.
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B. Part-time unit members shall be compensated for overtime when the needs of
the department require scheduling the unit member to work more than forty (40)
hours in a seven (7) day work period.
C. Overtime may be authorized and required by the Chief of Police when it is clearly
in the best interest of the City. Overtime shall be authorized in advance by the
Chief of Police unless emergency situations preclude advance authorization.
D. Overtime compensation for non-exempt unit members shall be computed in
accordance with the Fair Labor Standards Act and the regular rate of pay including
applicable shift differential, on-call pay, and assignment pays. If overtime is to be
paid, it must be recorded and paid, at one and one-half times (1.5x) the regular
rate, on the payroll immediately following the conclusion of the pay period in
which the overtime was worked. If compensatory time is to be accrued in lieu of
overtime pay, it must be accrued at the rate of one and one-half (1.5) hours of
compensatory time off for each hour worked.
E. The decision to pay overtime or record it as compensatory time shall be at the
discretion of the Chief of Police.
F. Compensatory time shall not accrue in excess of one hundred (100) hours
maximum.
G. Accrued compensatory time shall be paid:
1) When the accrued compensatory time exceeds the maximum. Payment will
be for that amount which exceeds the maximum.
2) Upon the separation for any reason, including death of the unit member.
3) When authorized by the Chief of Police.
4) When requested by the unit member in accordance with Section 3 – 12.
H. The time at which a unit member will take compensatory time off shall be chosen
by the unit member with the approval of the unit member’s supervisor based on
whether the unit member’s absence would interfere with the department’s
operation.
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Section 3 – 7: Court Overtime
A. When a required court appearance is scheduled during other than normal work
hours, overtime is authorized. The unit member will be credited with three (3)
hours, or the actual number of hours worked, whichever is greater. When court
is scheduled within two (2) hours of a scheduled shift, then the actual time of court
and preparation for court prior to shift will be paid.
B. For purposes of this Article the term “Court” shall be defined as including Federal
District Court, Superior Court, State of Arizona, City Court, City of Chandler,
Municipal Courts in Maricopa County, Justice Court, Federal, State, County Grand
Juries, Motor Vehicle Department hearings, and Prosecutorial and Defense
interviews.
It is understood that this Article shall not apply to administrative hearings
including but not limited to arbitration hearings pursuant to the Memorandum
and hearings pursuant to Personnel Rule 18 – Grievance Procedures.
Section 3 – 8: Jury Duty
When a unit member is called upon to serve as a juror in any court action, they will
be allowed leave from their duties without loss of pay for the time required for their
service, in accordance with Personnel Rule 15 – Leaves of Absence, Section 16.
Section 3 – 9: Call-Back Pay
A. When a unit member is called back to regular duty after leaving City facilities at a
time other than their regular assigned shift, the unit member will receive a
minimum of two (2) hours pay at one and one-half times (1.5x) the unit member’s
base pay, or base plus assignment pay, calculated to the nearest quarter (1/4)
hour, except that a unit member shall not be eligible for additional compensation
during that two (2) hour period.
1) Compensation to a unit member who is called out at times other than their
regularly scheduled shift will begin at the time the unit member is notified,
but not to exceed thirty (30) minutes and shall terminate thirty (30) minutes
after being relieved from duty. A unit member is relieved from duty when
they are directed by a supervisor to secure or are no longer performing the
tasks directly related to the reason for the call-out. Where applicable, the
travel time shall be paid only if the total work and allowed travel time
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exceed the minimum call back guarantee. Travel time shall not apply when
a unit member is working overtime planned in advance.
B. A unit member beginning an overtime period within two (2) hours or less prior to
the regularly scheduled duty reporting time will be compensated from the time
the overtime period begins to the time they are scheduled to report for duty
except that a unit member shall not be eligible for additional compensation
during that period.
C. Holdover time, i.e., being held over on shift with no break in duty exceeding fifteen
(15) minutes, will be compensated for actual time spent in accordance with
Section 3 – 6.
D. If the unit member is called back because of their own negligence, the unit
member shall not be eligible for the two (2) hours minimum. They will only be
paid for the actual time worked.
Section 3 – 10: Swing Shift and Night Shift Differential Pay
A unit member shall receive the shift differential pay associated with a particular shift
when the unit member is normally assigned to work that shift. If a unit member is
reassigned to a different shift because they have suffered an on-the-job injury, the
unit member shall continue to receive the shift differential pay associated with the
shift to which the unit member was originally assigned until the unit member is
released to return to full duty. If a unit member is reassigned to a different shift
because of a non-job-related injury or at the unit member's own request, the unit
member will receive the shift differential pay, if any, associated with the new shift.
A. A unit member shall receive mid-day shift differential of sixty cents ($0.60) per
hour in addition to their base hourly rate of pay when working a shift which ends
between 2000 hours and 2359 hours.
B. A unit member shall receive swing shift, shift differential of eighty cents ($0.80)
per hour in addition to their base hourly rate of pay when working a shift which
ends between 2400 hours and 0359 hours.
C. A unit member shall receive graveyard shift differential of one dollar ($1.00) per
hour in addition to their base hourly rate of pay when working a shift which ends
between 0400 hours and 0800 hours.
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Section 3 – 11: Deferred Compensation
The City shall contribute a deferred compensation contribution as follows up to the
I.R.S. annual contribution limit:
For unit members with less than 8 years of service as a Chandler Police Officer
Employee Contribution
City Contribution
At least thirty dollars ($30) but less
than sixty dollars ($60) per pay
period
One percent (1%) biweekly
gross pay per pay period
Sixty dollars ($60) or more per pay
period
Two percent (2%) biweekly
gross pay per pay period
For unit members with 8 or more years of service as a Chandler Police Officer
Employee Contribution
City Contribution
At least thirty dollars ($30) but less
than sixty dollars ($60) per pay
period
One percent (1%) biweekly
gross pay per pay period
At least sixty dollars ($60) but less
than ninety dollars ($90) per pay
period
Two percent (2%) biweekly
gross pay per pay period
Ninety dollars ($90) or more per
pay period
Three percent (3%)
biweekly gross pay per pay
period
Section 3 – 12: Vacation/Comp Time Buy Back
Unit members will be allowed to cash out up to forty (40) hours of comp time and
fifty (50) hours of vacation time. This time will be compensated at the unit member’s
base rate of pay and can only be exercised once (1) per fiscal year. The City shall
provide a means for the unit member to submit their request. The payment will be
made the pay period immediately following the request.
ARTICLE 4: HOURS OF WORK/WORKING CONDITIONS
Section 4 – 1: Hours
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A. The regular duty hours for a unit member shall be five (5) consecutive shifts of
eight (8) hours in a seven (7) calendar day work week. These five (5) consecutive
shifts will be preceded and followed by two (2) “non-work” days. Duty hours may
also include a 4/10 or 9/80 shift.
B. The regular duty hours per shift shall be consecutive and may include any
“briefing time” and shall include a meal period of thirty (30) minutes as reasonable
work demands allow. In addition to all duties as assigned by the Chief of Police or
their designees, work hours shall continue to include under normal conditions
two (2), fifteen (15) minute rest periods for use as work demands allow. If work
volume and service calls allow, a unit member may combine one (1), fifteen (15)
minute rest period with the meal period to create an expanded meal period of
forty-five (45) minutes in length. The expanded meal period may not be used for
exercising during the unit member’s shift.
C. At times, the department may have operational needs, which necessitate a
change in current work schedules. The department shall give a unit member a
minimum seven (7) day advance written notice when their days or hours will be
changed. If this seven (7) day written notice is not given, the days or hours change
will be rescheduled to allow for a seven (7) day notice period, except for
emergency situations.
D. A unit member may return to their workstation ten (10) minutes before their
scheduled end of shift if work demands permit for the purpose of completing
required paperwork, notifying oncoming unit members of any beat conditions,
and to notify their supervisor of any unusual occurrences they encountered
during their shift.
E. Prior to any permanent change of current work schedules, the parties will discuss
any proposed changes in the Labor/Management Committee setting.
F. When a unit member is off duty or on leave and is contacted by telephone by their
supervisor for purposes other than callout or a supervisor approves of the making
or receiving of the call, the unit member will be paid at one and one-half times
(1.5x) their regular rate of pay for each quarter (1/4) hour calculated to the nearest
quarter (1/4) hour (over five (5) minutes goes to the next quarter (1/4) hour). There
will be no compensation for calls under five (5) minutes.
ARTICLE 5: BENEFITS
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Section 5 – 1: Health Insurance
For the term of this Memorandum, the City will pay a minimum of eighty percent
(80%) and the unit member will pay a maximum of twenty percent (20%) of the cost
of the monthly premium of the City’s medical insurance benefit.
Section 5 – 2: Dental Insurance
For the term of this Memorandum. the City will pay one hundred percent (100%) of
the dental insurance premium for unit member only coverage; seventy percent (70%)
for unit member plus one, and fifty percent (50%) for unit member plus two coverage.
Section 5 – 3: Life Insurance
The City shall make group life insurance coverage available for every regular or initial
probationary unit member who works in a budgetary approved position of twenty
(20) hours or more per week at least equal to the unit member’s annual salary.
Additional life insurance coverage for the unit member, spouse, and dependent
children shall also be made available. The premiums for this insurance shall be paid
by the City or the unit member as determined by the City Council.
Section 5 – 4: Vacation Leave
A. A full-time work schedule consists of fifty-two (52) weeks a year and eighty (80)
hours of work during the pay period.
B. Every unit member who works a full-time schedule, fifty-two (52) weeks a year,
shall be credited vacation leave as follows for every completed pay period:
Years of Service
Hours
0-4 Years
5.0
5-9 Years
5.9
10-14 Years
6.6
15-19 Years
7.4
20+ Years
8.3
C. Unit members who work less than full-time but 1,040 hours or more a year in a
budgetary approved position shall be credited vacation leave on a prorated basis.
The prorated basis shall be established by dividing the number of hours
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scheduled per week by forty (40) and multiplying by the accrual rate for a full-time
unit member with the same length of service.
D. Leaves of absence compensated under the Worker’s Compensation statutes shall
be considered as paid service if the absence is for no longer than one (1) year and
the unit member shall continue to accrue vacation leave.
E. Unit members who have accrued three hundred and twenty (320) hours or more
of accrued and unused vacation leave (vacation, safety days, and holiday accrual
hours) and who have attained a minimum of seventeen (17) years of City service
may elect to have the additional vacation leave that they earn paid to them on a
bi-weekly basis for the upcoming three (3) consecutive years. Once the unit
member elects to exercise this benefit, it must continue for the full three (3)
consecutive years. A unit member may drawdown the current three hundred and
twenty (320) hour balance. The vacation leave payout under this section is not
compensation for purposes of PSPRS. Unit members in the program prior to July
1, 2016, will be governed under the past Memorandum for purposes of
compensation.
1) The payment begins the following pay period after receipt of the election
form in Human Resources and continues for the upcoming three (3)
consecutive years.
Section 5 – 4A: Maximum Accrual of Vacation Credits
A. Vacation credits shall not be allowed to accrue in excess of three hundred and
twenty (320) hours, or the equivalent number of hours computed under the
applicable Rule for regular employees who work less than full-time but 1,040
hours or more per year in a part-time regular budgeted position, as of the last full
pay period with a payday in January.
B. Any vacation credits in excess of three hundred and twenty (320) hours, or the
equivalent number of hours computed under the applicable Rule for regular
employees who work less than full-time but 1,040 hours or more per year in a
part-time regular budgeted position, shall automatically be moved to vacation
carryover balance that must be used by June 30th of that same year. Any vacation
carryover not used by June 30th will be forfeited.
C. Employees that elect to forfeit vacation credits in excess of three hundred and
twenty (320) hours or the equivalent as computed under the applicable Rule for
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regular employees who work less than full-time but 1,040 hours or more per year
in a part-time regular budgeted position, in lieu of having the hours moved to
vacation carryover balance that must be used by June 30th of that same year, shall
notify the Human Resources Director in writing of their request.
D. Beginning July 1, 2027, unit members eligible for leave payout upon retirement
shall have such payouts calculated inclusive of any applicable specialty pay in
effect at the time of retirement.
Section 5 – 5: Holidays
A. When possible, without decreasing the effectiveness of the various municipal
services, all unit members, except temporary unit members and regular part-time
unit members scheduled to work less than 1,040 hours per year, shall be allowed
paid holidays as provided below:
Holiday
Observed
1
New Year’s Day
January 1
2
Martin Luther King, Jr.
Third Monday in January
3
Presidents’ Day
Third Monday in February
4
Memorial Day
Last Monday in May
5
Independence Day
July 4
6
Labor Day
First Monday in September
7
Veterans’ Day
November 11
8
Thanksgiving Day
Fourth
Thursday
in
November
Friday after Thanksgiving
9
Christmas Day
December 25
10
Personal Holiday
Must be used annually prior to the
end of the tax year.
B. When a holiday falls on Sunday, it will be observed on the following
Monday. When a holiday falls on Saturday, it will be observed on the
preceding Friday.
C. Compensation or paid time off when not working a holiday.
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1) When an observed holiday falls on a non-scheduled workday, unit
members shall receive paid time off equivalent to the number of hours in
their regularly scheduled workday on an alternate day during the pay
period. When operational requirements do not permit an alternate day off
in lieu of the official holiday, unit members shall receive holiday pay
equivalent to the number of hours in their regularly scheduled workday.
2) Unit members who are scheduled to work at least 1,040 hours per year
shall be provided holiday pay or paid time off on an alternative day during
the pay period for holidays on a prorated basis. The prorated basis shall be
calculated based on the position’s number of budgeted hours.
3) The Chief of Police has the discretion of requiring unit members to return
to a regular schedule of five (5), eight (8) hour days for the week in which
the holiday occurs if it does not affect the unit member’s established work
period.
D. Compensation or paid time off when working a holiday.
1) When an observed holiday falls on a non-scheduled workday, unit
members who are called in or required to work on the observed holiday
shall receive compensation at one and one-half times (1.5x) their regular
rate of pay for each hour worked on a holiday. In addition, unit members
shall receive holiday pay equivalent to the number of hours in their
regularly scheduled workday, or paid time off equivalent to the number of
hours in their regularly scheduled workday on an alternative day during the
pay period. Unit members who are scheduled to work at least 1,040 hours
per year and who work a holiday shall be provided holiday pay or paid time
off on an alternative day during the pay period on a prorated basis. The
prorated basis shall be calculated based on the position’s number of
budgeted hours.
2) When an observed holiday falls on a scheduled workday, unit members
that work on the observed holiday shall receive holiday pay equivalent to
the number of hours in their regularly scheduled workday or paid time off
equivalent to the number of hours in their regularly scheduled workday on
an alternative day during the pay period.
3) Unit members whose regularly scheduled shift begins on the actual date of
a holiday listed below shall receive compensation at one and one-half (1.5)
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times their rate of pay for each hour worked through the holiday shift. This
applies to those on patrol or assignment to a specialty unit when
operational requirements or staffing mandates do not permit an alternate
day off in lieu of the official holiday.
1. New Year’s Day
2. Martin Luther King, Jr./Civil Rights Day
3. Presidents’ Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veteran’s Day
8. Thanksgiving Day
9. Friday after Thanksgiving
10. Christmas Day
E. Holiday pay when unit member is on leave or separates from City service.
1) Unit members shall receive no additional pay and shall not be charged with
vacation or sick leave time while on paid leave when a holiday occurs.
2) Unit members must work or be on paid leave the last scheduled workday
before the holiday and the first scheduled workday after the holiday to be
paid for the holiday.
3) A unit member who is separated from City service when the last day
worked is the last working day before a holiday shall not be paid for the
holiday.
F. All unit members shall receive payment for holiday work on the payroll
immediately following the conclusion of the pay period in which the work was
performed.
Section 5 – 6: Sick Leave
A. A full-time work schedule consists of fifty-two (52) weeks a year and eighty (80)
hours of work during the pay period.
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B. Every unit member who works a full-time schedule, fifty-two (52) weeks per year,
shall be credited three point seven (3.7) hours of sick leave accrual for each
completed pay period. Sick leave shall accrue with no maximum.
C. Unit members who work less than full-time, but 1,040 hours or more a year in a
budgetary approved position, shall be credited sick leave benefits on a prorated
basis. The prorated rate of accrual shall be established by dividing the number of
hours scheduled per week by forty (40).
D. Leaves of absence compensated under Worker’s Compensation statutes shall be
considered as paid service if the absence is for no longer than one year and sick
leave credits shall continue to accrue.
E. Unit members who have accrued one thousand (1,000) hours or more of accrued
and unused sick leave and who have attained a minimum of seventeen (17) years
of City service may elect to have the additional sick leave they earn to be paid to
them on a bi-weekly basis for the upcoming three (3) consecutive years. Once the
unit member elects to exercise this benefit, it must continue for the full three (3)
consecutive year period.
After electing to receive this benefit, the unit member may draw down the
requisite one thousand (1,000) hour balance. The sick leave payout under this
section is not compensation for purposes of PSPRS. Unit members in the program
prior to July 1, 2016, will be governed under the past Memorandum for purposes
of compensation.
1) The payment begins the following pay period after receipt of the election
form in Human Resources and continues for the upcoming three (3)
consecutive years.
F. The City Manager may establish policies for the conversion of a portion of unit
member’s sick leave balances to either vacation credits or cash payment, as
appropriate.
Section 5 – 6A: Payment of Sick Leave Upon Death
A. The beneficiaries of a unit member who dies prior to retirement shall receive
compensation for all accrued sick leave at the rate of fifty percent (50%) of the
value of the accrued sick leave hours at the unit member’s current base rate and
shall receive compensation for Years of Service Pay as established by the terms
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of this agreement for each twelve (12) month year of City service prorated for any
partial year.
B. The beneficiaries of a unit member who dies in the line of duty shall receive
compensation for all accrued sick leave at the rate of one hundred percent (100%)
of the accrued sick leave hours at the employee’s current base rate and shall
receive compensation for Years of Service as established by the terms of this
agreement for each twelve (12) month year of City service prorated for any partial
year.
Section 5 – 7: Post Employment Health Plan (PEHP)
A. Effective the first full pay period in July 2026, all PSPRS tier one unit members will
receive a one-time, two-thousand-five-hundred-dollar ($2,500) payment into their
PEHP plan.
B. Effective the first full pay period in July 2027, all PSPRS tier one unit members will
receive a one-time, two-thousand-five-hundred-dollar ($2,500) payment into their
PEHP plan.
C. The City and the unit member shall each contribute forty dollars ($40.00) per pay
period into the PEHP plan while actively employed.
D. Upon application for retirement from the City of Chandler with immediate
retirement into the Arizona State Retirement System (ASRS) or Public Safety
Personnel Retirement System (PSPRS) the following will apply:
Years of
Service
(YOS)
Employer Contribution into PHEP
based on YOS-pro-rated for any
partial year into PHEP
Sick leave balance
contribution*
5-19
$900.00
50%
20-24
$1,250.00
60%
25-29
$1,500.00
75%
30+
$1,750.00
100%
E. *Upon retirement, a unit member may elect to receive their unused Sick leave
balance contribution into either their PHEP account or as a one-time cash payout.
1) For fiscal year 2026-2027, the sick leave payout shall be calculated based
on the unit member’s base rate of pay and the same applicable
percentage rate under section D above.
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2) Beginning July 1, 2027, the Sick leave payout shall be calculated on the
unit member’s base rate of pay inclusive of any applicable specialty pay
at the time of retirement, and the same percentage rate under section
D above.
All other provisions must be in accordance with Administrative Regulation CC Reg.
CM-57.
Section 5 – 8: Training/Tuition Reimbursement
A. Responsibility for Training
1) The City Council encourages the training and education of unit members.
The Human Resources Director shall assume responsibility for developing
Citywide training programs for unit members. The Chief of Police may
establish department-specific training programs.
B. Credit for Special Training
1) Participation in, and successful completion of, special job-related training
courses may be considered in advancements and promotions.
C. Reimbursement for Formal Training
1) Fiscal conditions permitting, the City will assist regular unit members in
their pursuit of additional formal education from an institution in areas
related to a City career field. A policy and procedure shall be established by
which tuition reimbursement will be administered and which will
reimburse unit members.
2) Procedures shall be established to repay the City the tuition fees upon
separation from City service within twelve (12) months of completion of the
course.
D. Seminars/Workshops Training Programs
1) As fiscal conditions permit, the City supports unit members’ attendance in
seminars and workshop training programs as a part of their regular duties
with the approval of the Chief of Police.
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2) The City shall pay all fees for such programs and the unit member shall be
provided transportation under the administrative regulation established in
accordance with Personnel Rule 4 – Benefits & Allowances, Section 2.
3) If a unit member separates from City service within twelve (12) months of
completion of the workshop or seminar, the unit member may be required
to reimburse the City for the costs of those workshops or seminars that are
primarily designed to enhance a unit member’s career.
A unit member normally will not be required to reimburse the City for
workshops or seminars that they are directed to attend.
E. Tuition Reimbursement
1) The City will assist regular unit members in their pursuit of additional
formal education from an institution in areas related to a City career field.
A City policy and procedure shall be established by which tuition
reimbursement will be administered and which will reimburse unit
members.
2) Any unit member who has successfully completed at least six (6) months of
the initial probationary period and is eligible for vacation benefits is eligible
for consideration of tuition reimbursements.
3) The reimbursement allowed per tax calendar year for a regular full-time
employee is a total of five thousand, two hundred, and fifty dollars ($5,250).
The reimbursement allowed per tax calendar year for a regular part-time
employee is a total of three thousand, two hundred dollars ($3,200). The
date of reimbursement will determine the tax year to which the cost will be
allocated. If the employee completes courses which exceed the maximum
allowable reimbursement, the employee shall be responsible for payment
of the balance.
Section 5 – 9: Out-Of-State Vacation Recall
When a unit member is temporarily recalled to duty from out-of-state while on an
authorized vacation by order of the Chief of Police, they shall be reimbursed for
necessary and provable transportation expenses as determined by the Chief of
Police.
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Section 5 – 10: Uniform, Clothing, and Equipment
A.
The unit member will continue to receive uniforms and equipment through the
Chandler Police Department Quartermaster System, as outlined in General
Orders.
1) The department shall replace those items as they, in the judgment of the
department, become unserviceable to wear or damaged in the course and
scope of official duties through the Quartermaster.
B.
A unit member required to wear civilian attire during the performance of duties
will receive a fiscal year uniform allowance of six hundred and fifty dollars ($650)
in July and six hundred and fifty dollars ($650) in February, in accordance with
Chandler Police Department General Orders.
Payment will be made through the payroll system and paid in the first full pay
period in July and the first full pay period in February.
C.
Each unit member will receive a three-hundred-dollar ($300) uniform allowance
paid the first full pay period of the fiscal year.
Section 5 – 11: Wellness Leave Program
A. Unit members are eligible for the Wellness Leave Program as outlined in this
section based on years of service starting from the unit member’s date of
classification as a sworn Police Officer. Unit members are eligible by reaching
either of the following:
1) Fifteen (15) years of service as a sworn Chandler Police Officer; or
2) Ten (10) years of service as a sworn Chandler Police Officer and having a
minimum of twenty (20) years of service as a sworn Police Officer.
B. Eligible unit members may take up to three consecutive weeks off from regular
duty subject to the following conditions:
1) The City will match leave hour-for-hour for up to a maximum of 60 hours
total.
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2) Unit members may use up to 60 hours of any combination of:
a. Accrued vacation
b. Holiday winter break (if approved by City Council)
c. Accrued holiday leave
d. Compensatory time
C. Scheduling and Approval
1) Eligible unit members must submit a formal request for Wellness Leave
through the Chief of Police or designee during the following approval
period. Requests submitted outside these periods may be considered at
the sole discretion of the Chief of Police or designee.
Approval Period
Date of Leave
December 1-31
Shift change to June 30
May 1-31
July 1 to shift change
2) Wellness leave approval is subject to department staffing levels and
operational requirements, which shall not be unreasonably withheld or
delayed.
3) If two or more eligible unit member’s request overlapping Wellness Leave
dates and both cannot be accommodated due to operational constraints,
seniority as defined by section 6-3B of the MOU, shall be the determining
factor.
D. Program Conditions
1) A unit member must remain actively employed with the City’s Police
Department for a minimum of two (2) years following the conclusion of the
Wellness Leave.
a. A unit member with more than 18 years of service as of July 1, 2026,
is exempt from the two-year employment requirement.
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2) Should a unit member separate from employment for any reason prior to
fulfilling the two-year requirement, the unit member shall be obligated to
reimburse the City for its portion of leave utilized.
a. The City may waive the two-year reimbursement requirement in
good faith if the unit member separates from employment due to
verified extenuating circumstances (e.g. medical separation,
caregiver emergency or family emergency).
b. Reimbursement may be made by either a payment for the City’s
contribution of hours at the rate it was taken or by reimbursement
in hours from any eligible leave bank.
3) Wellness Leave shall be taken continuously.
4) Once Wellness Leave is approved, it is not subject to seniority override.
5) Voluntary transfer to another team, or promotion to another position may
result in postponement or cancellation of Wellness Leave. The cancellation
or postponement for this purpose will be provided to the unit member in
writing.
6) Wellness Leave may not be used concurrently with any other leave
requests.
7) Wellness Leave may not be used to extend or reach the unit member’s
retirement effective date.
8) During Wellness Leave, a unit member shall not be contacted, required or
requested to return to work, perform extra duty, or use City-issued
electronic devices or communication systems, except when attending a
legal proceeding, addressing an operational necessity, or responding to a
declared emergency (e.g., natural disaster, public health crisis) as
authorized by municipal, state, or federal authorities.
9) Wellness Leave may not be cashed out or paid out at any time.
Section 5 – 12: Lifestyle Spending Account
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A. Beginning July 1, 2026, unit members are eligible for up to $1,250.00 annually to
be used on approved expenses related to physical wellness, financial wellness
and emotional wellness.
1) Unit members on payroll after the start of the fiscal year will receive a pro-
rated amount based on their benefit eligibility date according to the chart
in Section E. The amount will be available on their benefit eligibility date.
B. The program operates on a use-or-lose basis, and funds must be expended and
requested within the designated fiscal year. Funds may not roll over to the next
fiscal year or be cashed out.
C. Reimbursements through this fund are subject to all applicable taxes as required
by law.
D. The City will discuss with the Association any discretionary removal of any item,
service, or benefit from the program prior to its removal.
E. The amount will be pro-rated at $104.16 per month after July. The unit member
will receive the amount related to the month of their benefit eligibility date.
Benefit Effective
Amount
July
$1,250.00
August
$1,145.84
September
$1,041.68
October
$937.52
November
$833.36
December
$729.20
January
$625.04
February
$520.88
March
$416.72
April
$312.56
May
$208.40
June
$104.24
ARTICLE 6: MISCELLANEOUS
Section 6 – 1: Saving Clause
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A. If any Article or Section of this Memorandum should be held invalid by operation
of law or by final judgment of any tribunal of competent jurisdiction, or if
compliance with or enforcement of any Article or Section should be restrained by
such tribunal, the remainder of this Memorandum shall not be affected thereby;
and upon issuance of such final decree, the parties, upon request of either of
them, shall meet and confer and endeavor to agree on a substitution provision or
that such a substitute provision is not indicated.
B. It is recognized by the parties that this Memorandum shall be administered in
compliance with appropriate provisions of the Fair Labor Standards Act as may
be amended, consistent with the provisions of this Memorandum and current
overtime policies of the City of Chandler.
Section 6 – 2: Copies of Memorandum
Within sixty (60) days of the date that this Memorandum is adopted by the City
Council, the Association will arrange for printing or electronic distribution of jointly
approved copies of it for furnishing one (1) to every unit member, unit supervisor,
and management personnel. The cost of such duplication and distribution will be
paid for equally by the Association and the City.
Section 6 – 3: Seniority
A. The City shall provide the Association with a list of unit members showing each
unit member’s City employment date and badge number.
B. Seniority shall be by badge number except when a unit member returns to City
employment under the City’s Personnel Rule 6, Section 4 (Return to City
Employment). Seniority of a unit member rehired under this program shall be
calculated by their original date of hire, provided the employee returns to City
employment within two years of their resignation. If an officer returns to City
employment within two (2) years of resignation, officers retain their badge
number. This shall apply to all unit members hired under this City Personnel Rule
in the future and retroactively to those hired under the Rule in the past.
C. Seniority shall be used as a factor consistent with established Merit System rules
and current practice in choice of work assignments, vacation schedules, and in
the determination of layoffs.
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D. At the conclusion of the annual shift pick, an eligibility list will be created for each
patrol team, which will take effect at shift change each year. When a vacancy
occurs on a patrol team, the eligibility list will be consulted, and the vacancy will
be filled from the list. This option is available by seniority and is limited to two (2)
potential total movements.
There is no maximum number of eligibility lists an officer may be on; an officer
may add or remove their name from a list at any time.
An officer who chooses to use this option to move to a different beat/x-ray
assignment within the officer's current team will count as a move for the year.
An officer may only use the wish list option once during a shift cycle with no
movement occurring after September 30.
E. If a unit member requests a hardship transfer and it is approved by the Chief of
Police, the hardship transfer shall take precedence over any requests submitted
by unit members to be placed in the available vacancy according to seniority.
Section 6 – 4: Limited Duty Status
A unit member who is injured on the job, may be assigned limited duty status by the
employer. Such assignment may be made without regard to the unit member’s
normal assignment and shall be made within the Police Department.
Section 6 – 5: Changes in Departmental General Orders Pursuant to this
Memorandum
A. Within ninety (90) days from the date this Memorandum is adopted by the City
Council, the department shall print copies of those department General Orders
and Operations Orders reflecting changes pursuant to this Memorandum. Copies
of such changes shall be available to each unit member on or about August 1 of
each Memorandum year or as soon thereafter as possible. Prior to the printing of
the described changes, the Chief of Police or their representative shall review
such changes with a representative of the Association to ensure that such
changes are consistent with the specific express terms of the Memorandum.
B. During the preparation of changes to the Department’s General Orders, drafts of
the proposed changes will be staffed out to the Association.
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Section 6 – 6: Term and Effect of Memorandum
A. This Memorandum shall remain in full force and effect beginning July 1, 2026,
through June 30, 2029, unless a specific provision of the Memorandum provides
otherwise. Thereafter, it shall continue in effect, year-by-year, unless one (1) of
the parties notifies the other in writing no later than September 1, 2028, of its
request(s) to modify or terminate it.
B. Except as expressly provided in this Memorandum, the City shall not be required
to meet and confer concerning any matter, whether covered or not covered
herein, during the term or extensions thereof.
C. If any section or provision of this Memorandum violates existing federal, state, or
city law, then such law shall supersede such provisions or section.
D. The lawful provisions of this Memorandum are binding upon the parties for the
term thereof. The Association having had an opportunity to raise all matters in
connection with the meet and confer proceedings resulting in this Memorandum
is precluded from initiating any further meeting and conferring for the term
thereof relative to matters under the control of the City Council or the City
Manager.
E. This Memorandum constitutes the total and entire agreement between the
parties and no verbal statement shall supersede any of its provisions.
F. The City’s rules and regulations, administrative directives, departmental rules and
regulations, and workplace practices shall govern unit member relations unless
there is a specific conflict with a Memorandum of Understanding approved by the
City Council pursuant to the Meet and Confer Ordinance. Where a specific conflict
exists, the Memorandum of Understanding shall govern.
G. A Memorandum of Understanding cannot contradict the Meet and Confer
Ordinance.
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IN WITNESS WHEREOF, the parties hereto have hereunto subscribed their names
this
________day of____________________, 2026.
City of Chandler
Association Representative
By:
By:
Mayor
Samuel Wagner
Attest:
City Clerk
Approved to form:
__________________________
City Attorney