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6.B. - Page 108 of 366 TENTATIVE AGREEMENT BETWEEN CITY OF REDWOOD CITY AND REDWOOD CITY POLICE SUPERVISORS ASSOCIATION (RCPSA) RE: 2018 SUCCESSOR MOU NEGOTIATIONS Vice President will temporarily resign from such office for the duration of the Acting Lieutenant assignment. SECTION 6. NO STRIKE The Association, its members and representatives, agree that they will not engage in, authorize, sanction, or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties; and neither the Association nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of management of the City, not to effect a change of personnel or operations of management or of employees not covered by this MOU. 6y.�L�11 it [�)►l�A ��y 7.1 PayP_eriod Employees shall be paid bi-weekly. €ffeetive September —1 2006 all new h4esAll employees shall participate in a mandatory direct deposit program. 7.2 Salary Increases 7.2.1 Effective the first full pay period in September 2018T -BD, employees represented by he Association shall receive a three percent (3%) cost of living adjustment. Effective the first full pay period in September 2018, for recruiting and career incentive purposes, the City shall maintain the current minimum of twent percent (20%) difference in base salary between a top step Police Officer and a top step Police Sergeant, not including incentive pay. Accordingly, if at any point during the term of this MOU Step 5 of the Police Sergeant sala1y schedule is less than twenty percent (20%) above Step 5 of the Police Officer salaryschedule, Step 5 of the Police Sergeant salary schedule shall be increased to twenty percent (20%)above Step 5 of the Police Officer salary schedule. Effective the first full pay period in September 2018, for recruiting and career incentive purposes, the City shall maintain the current minimum of twenty percent (20%)_ difference in base salary between a top step Police Sergeant and a top step Police Lieutenant, not including incentive pay. Accordingly, if at any point during the term of this MOU, Step 5 of the Police Lieutenant salary schedule is less than twenty percent (20%) above Step 5 of the Police Sergeant salary schedule, Step_5 of the Police Lieutenant salary schedule shall be increased to twenty percent (20%) above Step 5 of the Police Sergeant salary schedule. Effective the first full pay period in September 2019, employees represented by the Association shall receive a three percent (3%) cost of living adjustment. 1276