Policy Text
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 06/01/201 7
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
AD110 - Collective Bargaining 1
AD110 COLLECTIVE BARGA INING
AD110.1 PURPOSE AND SCOPE
The purpose of this procedure is to establish the collective bargaining procedures between the
City of Tustin and the employee groups representing members of the Police Department.
AD110.1.1 ACCREDITATION STANDARDS
This procedure pertains to the following CALEA standards: 22.1.1 , 22.3.2 , 24.1.2
This procedure pertains to the following General Orders: N/A
AD110.2 PROCEDURE
The Tustin Police Department recognizes the rights of its employees to form an organized group
or groups, which, among other functions, negotiates labor agreements with the City of Tustin .
The Police D epartment and the City recognize that collective bargaining rights mandate a
defined relationship for negotiations, grievance examination, and other related matters. These
relationships are defined in those portions of the current Memorandum of Understanding (labor
agreement) which specifies m anagement rights and certain rights of designated bargaining unit
personnel to utilize duty time for certain labor unit functions, file grievances, and negotiate
contracts.
AD110.2.1 EMPLOYEE BARGAINING GROUPS
The current collective bargaining groups re presenting employees of the Police Department are:
a) Tustin Police Officers Association – Police Officer Unit (TPOA) ;
b) Tustin Police Officers Association – Police Management Unit (TPMA) ;
c) Tustin Police Support Services Association (TPSSA) .
AD110.2.2 UNREPRESENTED EMPLOYEES
The following employees are considered “unrepresented” for collective bargaining purposes:
a) Confidential (Executive Secretary)
b) Executive Management and Management (Chief, Captains and Civilian Managers)
c) Part-Time Non -Benefitted (Cadets, Reserves and Part -time Communications Officers)
d) Supervisory (Civilian Supervisors)
The employees falling under the above “unrepresented” categories negotiate with the City
Manager and/or Human Resources Director under Council Resolutions.
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 06/01/201 7
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
AD110 - Collective Bargaining 2
AD110.3 SELECTION OF COLLECTIVE BARGAINING
REPRESENTATIVES
The City and the individual bargaining groups of employees will select individuals to serve as
representatives for the collective bargaining process.
AD110.3.1 CITY COLLECTIVE BARGAINING REPRESENT ATIVES
The City’s collective bargaining representatives consist of the Human Resources Director and a
contract attorney as selected by the City Manager and City Council.
AD110.3.2 REPRESENTATIVES FOR SWORN EMPLOYEES
The Tustin Police Officers ’ Association represents all sworn personnel below the rank of
Captain in contract negotiations. The association is divided into two bargaining units consisting
of the sworn officers group (TPOA) and the sworn management group, Sergeants and
Lieutenants, (TPMA). The President and Board of Directors select the bargaining team s from
among the respective membership for each bargaining unit .
AD110.3.3 REPRESENTATIVE S FOR CIVILIAN MEMBERS OF THE
DEPARTMENT
The civilian members of the Police Department are represented by the Tustin Police Support
Services Association (TPSSA) dependent upon their job classification as outlined in the MOU’s
and City job classification descriptions. The bargaining team members for TPSSA are selected
by the Board of D irectors of each respective association.
AD110.4 COLLECTIVE BARGAINING PROCEDURES
The collective bargaining process is conducted pursuant to Tustin City Council Resolution and
California Government Code Sections 350 0 - 3510 as amended, which is generally referred to
as the Meyers -Milias -Brown Act. Under these documents, procedures for conducting
negotiations are established beforehand, and the negotiations are based upon the principal of
"good faith" bargaining. The Meyers -Milias -Brown Act establishes procedures for the
appointment of a mediator if the City and the employee group fail to reach an agreement after a
reasonable period of time and the negotiations result in impasse.
AD110.5 MEMORANDUM OF UNDERSTANDING
The agreements produced as a result of the collective bargaining process between the City and
the employee groups are published in the form of a Memorandum of Understanding (MOU) .
Unrepresented employee agreements are completed in the form of City Council Resolutions as
CATEGORY DATE ADOPTED LAST REVIEW
3 01/24/2011 06/01/201 7
TUSTIN POLICE DEPARTMENT
STANDARD OPERATING PROCEDURES
AD110 - Collective Bargaining 3
posted on the City Intranet under MOUs and Resolutions. Upon approval of the City Manager
and the Tustin City Council, the MOU/City Council Resolution remains in effect for the length of
time specified in the agreement.
The Chief of Police or his/her designee will inform all management personnel of the terms of the
agreement s. Copies of the MOU ’s are available to all