HomeMy WebLinkAboutStaff Report 2301-07195.Adoption of Memorandum of Agreements with International Association of Firefighters,
Local 1319 and Service Employees International Union, Local 521; CEQA status—not a
project
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CITY COUNCIL
STAFF REPORT
From: City Manager
Report Type: CONSENT AGENDA
Lead Department: Human Resources
Meeting Date: February 6, 2023
TITLE
Adoption of Memorandum of Agreements with International Association of Firefighters, Local
1319 and Service Employees International Union, Local 521; CEQA status—not a project
RECOMMENDATION
Staff recommends that Council adopt:
1. A new memorandum of agreement between the City of Palo Alto and the International
Association of Firefighters Local 1319 (IAFF) effective upon adoption through June 30,
2025
2. A new memorandum of agreement between the City of Palo Alto and the Service
Employees International Union Local 521 (SEIU) effective upon adoption through
December 31, 2024.
BACKGROUND
In accordance with California State law regulating local public agencies, the City of Palo Alto
meets and confers in good faith with our recognized labor organizations. The teams of
negotiators representing the City, which were comprised of outside counsel, Human Resources
staff, and management representatives, met with labor representatives and successfully
reached Tentative Agreements on a successor Memorandum of Agreement (MOA) to the prior
MOAs for both bargaining groups.
The City of Palo Alto currently has 567 FTE that are covered under the SEIU MOA. Employees
within this bargaining unit work in all areas of City service such as our Utilities, Community
Services, Public Works, and Libraries. SEIU is the City’s single largest bargaining group and
represents non-supervisory employees. The prior agreement with SEIU was in effect until
December 31, 2022.
The City of Palo Alto currently has 90 FTE covered under the IAFF MOA. Employees with this
bargaining unit work in the areas of fire emergency medical services and fire suppression,
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prevention, and inspection services. The prior agreement with IAFF was in effect until
December 31, 2022.
DISCUSSION
The City’s workforce retention and recruitment strategy focuses on total compensation and
benefits to minimize turnover while increasing the flexibility of compensation. The goal of the
City’s compensation philosophy is to recruit and retain excellent public employees who can in
turn provide exemplary service to our community. As a service-based organization, the City
recognized that people (also referred to as ‘personnel’) are critical to achieving our mission as
an organization and providing the services our community requires, requests, and desires.
Over the past several years, the City has faced consistent difficulties in recruiting and retaining
personnel in key areas of service. A variety of impacts, including the ongoing economic trend of
voluntary resignations known as the Great Resignation, brought these recruitment and
retention difficulties to a wider array of City departments and services. As of November 2022,
the City had 154 vacant positions out of 1,025 total full-time authorized positions. This
represents a citywide vacancy rate of 15% and a 10- year high. As discussed during the FY2023
budget development and despite the continued implementation of expedited hiring practices,
this high level of vacancies has not started to decline.
To meet these challenges, the City has developed both short- and long-term strategies for
recruiting new talent and maintaining our existing workforce. This led to the development of a
market survey methodology that would target a competitive market placement positioning the
City of Palo Alto as an Employer of Choice, as well as prioritizing base salary and flexibility with
an emphasis in employee choice in benefits. The agreements before Council have been
collaboratively negotiated with our labor partners to further these shared goals.
The following summarizes the recommended changes to the terms of the agreements:
SEIU 521 - Summary
•4% general salary increase upon adoption and a 4% general salary increase in the first
full pay period following January 1, 2024
•Targeted Market Adjustments upon adoption in alignment with benchmark studies
•One-time discretionary cash payment of $1,200 per employee upon adoption
•Health Benefits Contributions – City contributions increase by 4% to $2,350 upon
adoption for 2023 and up to 4% in 2024 (this reflects a sharing of expected cost
increases, similar to prior terms)
•Addition of one floating holiday in recognition of days of historical significance
•Increased ability to expedite the hiring and promotional processes for example through
the use of flexibly staffed classifications.
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IAFF 1319 - Summary
•4% general salary increase in the first full pay period following July 1, 2023, and 4%
general salary increase in the first full pay period following July 1, 2024
•Targeted Market Adjustment upon adoption and the implementation of an additional
step in the salary range in alignment with benchmark studies
•Health Benefits Contributions – City’s contributions will be up to $2,260 per month. This
is contribution, which reflects a 4% increase, brings IAFF into alignment with
Management and Professional employees and will not increase in Year 2 of the contract,
as employees will instead be provided with flexible compensation to increase employee
choice.
•Flexible Compensation – increase base salary in order to provide more flexibility for
employees with different goals and interests allowing choices for employees
o $100 per month compensation upon adoption
o Additional $100 per month (for a total of $200/month) effective January 2024
•Addition of one floating holiday in recognition of days of historical significance (In-lieu
Holiday Pay)
These agreements are before Council for adoption in a timely manner to the expiration of
existing contracts due to the collaborative nature of this round of negotiations with the goal to
not only maintain positive workforce interactions but most importantly to maintain the City’s
ability to ensure the good and efficient services for the community. These agreements, in
addition to steps taken with the Management and Professional group in December, will aid the
City in meeting critical service delivery needs and staffing key projects identified by the Council
and community.
FISCAL/RESOURCE IMPACT
Approval of the staff recommendations outlined in this report will result in cumulative costs of
approximately $5.4 million in the General Fund ($14.6 million in all funds) over the term of the
SEIU agreement, which extends two years (January 2023 - January 2025), and approximately
$7.5 million in the General Fund ($7.5 million in all funds) over the term of the IAFF agreement,
which extends two and a half years (January 2023 – June 2025). Ongoing annual costs for these
agreements once the contract term ends are estimated at $7.0 million in the General Fund and
$12.2 million in all funds.
The FY 2023 Adopted Budget and FY 2024 – 2033 Long Range Financial Forecast (LRFF) includes
a level of modeling and reserves to plan for additional costs resulting from new labor
agreements. Also on the Council’s February 6, 2023 agenda is a revised FY 2024-2033 LRFF
which has restated the City’s forecast in alignment with the current status of labor discussion
including the terms in these recommended agreements. Staff acknowledge that this revised
forecast reflects projected deficits however, as noted earlier, has planned the use of reserves to
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ensure the City can support the financial impacts of these contracts during this uncertain
economic time. Ongoing, staff expect that continued economic recovery as well as a more
diverse revenue base will assist in ensuring the ongoing funding for these costs can be
addressed.
For funds other than the General Fund, no specific reserve for these increases were allocated,
however sufficient funding remains in these funds through either appropriated funds or
reserves including fund balance. Salary expenses will be monitored throughout FY 2023
citywide and appropriate adjustments will be recommended, if necessary, to align appropriated
expenses with projected costs. Effective in FY 2024 and FY 2025, staff will include these
compensation adjustments in the budget development process.
STAKEHOLDER ENGAGEMENT
City staff will post the Memorandum of Agreements and salary schedules on the City’s website
after Council adoption for public access. In addition, Human Resources will communicate the
changes to the terms of these agreements to support employee retention and highlight in job
postings to attract new talent and fill vacancies.
POLICY IMPLICATIONS
The recommended changes to the terms of both contracts are within Council authorized
direction.
ATTACHMENTS
Attachment A: SEIU Memorandum of Agreement
Attachment B: IAFF Memorandum of Agreement
Attachment C: SEIU Salary Schedule
Attachment D: IAFF Salary Schedule
APPROVED BY:
Sandra Blanch, Human Resources Director
Report #: 2301-0719
CITY OF PALO ALTO
Memorandum of Agreement City of Palo Alto and Service Employees International Union (SEIU) Local 521
January 1, 2019 – December 31, 2021January 30, 2023 – December 31, 2024
City of Palo Alto and SEIU Local 521
January 301, 202319- December 31, 20241
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TABLE OF CONTENTS
PREAMBLE ....................................................................................................................... 6
ARTICLE I – RECOGNITION .......................................................................................... 6
Section 1 - Recognition. .................................................................................................. 6
Section 2 - Protection of Unit. ........................................................................................ 6
ARTICLE II - NO DISCRIMINATION............................................................................. 7
Section 1 – Discrimination.............................................................................................. 7
Section 2 - Right to Join the Union. ................................................................................ 7
ARTICLE III – UNION MEMBERSHIP ........................................................................... 7
Section 1 - Notice............................................................................................................ 7
Section 2 – Payroll Deductions ....................................................................................... 8
Section 3. Certification of Union Membership. .............................................................. 8
Section 4. Indemnification, Defense and Hold Harmless ............................................... 9
Section 5 - Documentation.............................................................................................. 9
Section 5 - Bulletin Boards and Departmental Mail. ...................................................... 9
Section 6 - Access to Union Representatives. .............................................................. 10
Section 7 - Meeting Places. ........................................................................................... 10
Section 8 - Notification to the Union. ........................................................................... 10
Section 9 - Union Logo ................................................................................................. 11
Section 10 - Public Notice. ........................................................................................... 11
Section 11 - Use of Agency Reports. ............................................................................ 11
Section 12 - Job Postings .............................................................................................. 11
Section 13 - Contracting Out ........................................................................................ 11
ARTICLE IV - STEWARDS............................................................................................ 11
Section 1 - Union Officers. ........................................................................................... 11
Section 2 - Number of Stewards. .................................................................................. 12
Section 3 - Release Time. ............................................................................................. 12
Section 4 - Advance Notification Before Leaving Work Location. ............................. 12
Section 5 – Release Time .............................................................................................. 12
Section 6 - Designated Union Space. ............................................................................ 13
Section 7 - Union Officers and Release Time. ............................................................. 13
ARTICLE V - REDUCTION IN FORCE ........................................................................ 13
Section 1 - Attrition. ..................................................................................................... 13
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Section 2 - Advance Notice. ......................................................................................... 13
Section 3 - Order of Layoff. .......................................................................................... 13
Section 4 - Seniority/Bumping Rights. ......................................................................... 14
Section 5 - Re-Employment List................................................................................... 14
Section 6 - Sick Leave Balances. .................................................................................. 14
Section 7 - Hourly Employees Performing Duties. ...................................................... 15
ARTICLE VI - PERSONNEL ACTIONS ........................................................................ 15
Section 1 - Probation. .................................................................................................... 15
Section 2 - Personnel Evaluations................................................................................. 15
Section 3 - Personnel Files. ........................................................................................... 16
Section 4 - Release of Information. .............................................................................. 16
Section 5 - Promotional Opportunities. ........................................................................ 16
g) Violations........................................................................................................ 18
Section 6 - Rights. ......................................................................................................... 18
Section 7 - Apprentice Positions. .................................................................................. 18
Section 8 - Rotation. ..................................................................................................... 19
ARTICLE VII - PAY RATES AND PRACTICES .......................................................... 19
Section 1 - Salary. ......................................................................................................... 19
Section 2 - Step Increases. ............................................................................................ 19
Section 3 - Working Out of Classification .................................................................... 19
Section 4 - Classification Changes. .............................................................................. 20
Section 5 - Reclassification Requests. .......................................................................... 20
Section 6 - Assignment to a Lead Position. .................................................................. 21
Section 7 - Total Compensation and Survey Database. ................................................ 21
Section 8 - Direct Deposit ............................................................................................. 22
ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY ......................... 23
Section 1 - Work Week and Work Day. ....................................................................... 23
Section 2 - Overtime Work. .......................................................................................... 23
Section 3 - Work Shifts. ................................................................................................ 25
Section 4 - City-Paid Meals. ......................................................................................... 25
Section 5 - Break Periods .............................................................................................. 27
Section 6 - Clean-Up Time ........................................................................................... 27
Section 7 - Standby Pay, Call-Out Pay ......................................................................... 27
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Section 8 - Night Shift Premium. .................................................................................. 28
Section 9 - Bilingual Premium ...................................................................................... 28
Section 10 - Communications Training Officer (CTO) Compensation ........................ 28
ARTICLE IX - UNIFORMS AND TOOL ALLOWANCES ........................................... 29
Section 1 - Uniforms. .................................................................................................... 29
Section 2 - Tool Allowance. ......................................................................................... 32
Section 3 - Shoe Allowance. ......................................................................................... 32
Section 4 – Certifications. ............................................................................................. 33
Section 5 - Weather Protection. .................................................................................... 37
ARTICLE X - HOLIDAYS .............................................................................................. 37
Section 1 - Fixed Holidays. ........................................................................................... 37
Section 2 - Pay for Fixed Holidays. .............................................................................. 38
Section 3 - Work on Fixed Holidays............................................................................. 38
Section 4 - Variations in Work Week. .......................................................................... 39
Section 5 - Floating Days Off ....................................................................................... 39
ARTICLE XI - VACATIONS .......................................................................................... 40
Section 1 - Vacation Accruals. ...................................................................................... 40
Section 2 - Holiday Falling During Vacation. .............................................................. 40
Section 3 - Illness During Vacation. ............................................................................. 41
Section 4 - Accrued Vacation Pay for Deceased Employees. ...................................... 41
Section 5 - Effect of Extended Military Leave. ............................................................ 41
Section 6 - Vacation at Termination. ............................................................................ 41
Section 7 - Vacation Cash Out. ..................................................................................... 41
ARTICLE XII - LEAVE PROVISIONS .......................................................................... 42
Section 1 - Sick Leave. ................................................................................................. 42
Section 2 - Bereavement Leave. ................................................................................... 43
Section 3 - Military Leave. ........................................................................................... 43
Section 4 - Leave Without Pay. .................................................................................... 44
Section 5 - Jury Duty and Subpoenas ........................................................................... 44
Section 6 - Time Off to Vote. ....................................................................................... 45
Section 7 - Disapproval of Leave of Absence. ............................................................. 45
Section 8 - Personal Business Leave Chargeable to Sick Leave. ................................. 45
Section 9 - Return to Assignment. ................................................................................ 45
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ARTICLE XIII - WORKERS' COMPENSATION INSURANCE .................................. 45
Section 1 - Industrial Temporary Disability. ................................................................ 45
Section 2 - Vocational Rehabilitation Benefits for Permanently Disabled Employees. 46
ARTICLE XIV - BENEFIT PROGRAMS ....................................................................... 46
Section 1 - Health Plan. ................................................................................................ 46
Section 2 - Dental Plan. ................................................................................................ 49
Section 3 - Vision Care ................................................................................................. 49
Section 4 - Life Insurance ............................................................................................. 50
Section 5 – Long Term Disability Insurance ................................................................ 50
Section 6 - Effective Date of Coverage for New Employees ....................................... 50
Section 7 - Dual Coverage ............................................................................................ 50
Section 8 - Deferred Compensation .............................................................................. 50
Section 9 – Dependent Care Assistance Program and Medical Flexible Spending Accounts. ...................................................................................................................... 50
Section 10 - Training Programs. .................................................................................... 51
ARTICLE XV – RETIREMENT...................................................................................... 51
Section 1 - PERS Continuation. .................................................................................... 51
Section 2 - Employee Share. ......................................................................................... 52
Section 3. Employer Share. ........................................................................................... 52
ARTICLE XVI - COMMUTE INCENTIVES AND PARKING ..................................... 53
Section 1 - Commute Incentive. .................................................................................... 53
Section 2 – Parking Lot Security – Municipal Service Center. .................................... 54
Section 3 – Bicycle Lockers and Motorcycle Parking. ................................................. 54
ARTICLE XVII - PHYSICAL EXAMINATIONS .......................................................... 54
ARTICLE XVIII – SAFETY ............................................................................................ 54
Section 1 - Health and Safety Provisions ...................................................................... 54
Section 2 - Union Cooperation. .................................................................................... 54
Section 3 - Safety Committees and Disputes. ............................................................... 55
ARTICLE XIX - GRIEVANCE and APPEAL PROCEDURE ....................................... 55
Section 1 - General Provisions. ..................................................................................... 55
Section 2 – Definitions.................................................................................................. 56
Section 3 - Conduct of Grievance Procedure or Appeal of Disciplinary Action Procedure. ..................................................................................................................... 56
Section 4 - Grievance and Appeal Procedure. .............................................................. 58
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ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY
ACTION ........................................................................................................................... 60
Section 1 - Preliminary Notice of Discipline. ............................................................... 60
Section 2 - Skelly Meeting. ........................................................................................... 61
Section 3 – Appeals. ..................................................................................................... 61
ARTICLE XXI - NO ABROGATION OF RIGHTS ....................................................... 61
ARTICLE XXII - OUTSIDE EMPLOYMENT ............................................................... 61
ARTICLE XXIII – WORK STOPPAGE AND LOCKOUTS ......................................... 61
ARTICLE XXIV - PROVISIONS OF THE LAW ........................................................... 62
Section 1 - Conformity and Separability of Provisions. ............................................... 62
Section 2 - Merit Rules and Regulations. ..................................................................... 62
Section 3 - Resolution. .................................................................................................. 62
ARTICLE XXV - TUITION REIMBURSEMENT ......................................................... 62
ARTICLE XXVI - COST REDUCTION PROGRAMS .................................................. 63
ARTICLE XXVII – TERM .............................................................................................. 64
APPENDIX A ................................................................................................................... 66
APPENDIX B. APPRENTICESHIPS .............................................................................. 68
APPENDIX C. DEPT/DIVISION CLASSIFICATION WORKDAY OR WORKWEEK VARIATION .................................................................................................................... 71
APPENDIX D. IN-LIEU PREMIUMS ............................................................................ 76
APPENDIX E. COMMUNICATIONS DIVISION PROMOTIONS .............................. 77
APPENDIX F. RECOVERY OF CITY TRAINING COSTS .......................................... 78
APPENDIX G. RECOVERY OF TRAINING INVESTMENT AGREEMENT ............ 79
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202319 - 202421 MEMORANDUM OF AGREEMENT
City of Palo Alto and SEIU Local 521
PREAMBLE
This Memorandum of Agreement (hereinafter “MOA” is entered into by the City of Palo
Alto (hereinafter referred to as the “City”) and Local 521 Service Employees’ International
Union, CTW (hereinafter referred to as the “Union”). For the purposes of this MOA
“employee” shall mean an employee assigned to a classification within the SEIU General
Employee bargaining unit. This MOA is pursuant and subject to Sections 3500-3510 of
the Government Code of the State of California and Chapter 12 of the City of Palo Alto
Merit Rules and Regulations.
ARTICLE I – RECOGNITION
Section 1 - Recognition. Pursuant to Sections 3500 - 3510 of the Government Code of the
State of California and Chapter 12 of the City of Palo Alto Merit System Rules and
Regulations, the City recognizes the Union as the exclusive representative of a
representation unit consisting of all regular full and part-time employees in the
classifications listed in Appendix A attached hereto. This unit, shall for purposes of
identification, be titled the SEIU General Employees bargaining unit (hereinafter “General
Unit”).
Section 2 - Protection of Unit. No supervisor will perform the work of an employee in the
General Unit provided that there is an employee available who regularly performs such
work. This does not preclude a supervisor from performing work of a minor nature or
during bona fide emergencies or on a standby status when willing and qualified unit
employees do not live within a reasonable response time of their work location.
Supervisory personnel shall be called out to perform unscheduled work only when SEIU
General unit employees are unavailable to perform such work or in cases of bona fide
emergencies as defined in Article VIII, Section 2. In cases of bona fide emergencies, SEIU
General Unit employees shall be called out to complete the necessary work after the
immediate emergency situation has been reasonably contained.
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ARTICLE II - NO DISCRIMINATION
Section 1 – Discrimination. The City of Palo Alto is committed to providing a work
environment free from all forms of harassment and discrimination and agrees not to
harass or discriminate against employees or applicants based on such characteristics such
as race, ethnicity, color, religion, political affiliation, veteran status, military status,
national origin, ancestry, disability, medical condition, marital status, age, pregnancy, sex,
sexual orientation, gender identity and gender expression, or the perception that any
person has such characteristic, and any other characteristic protected by federal or state
law or City Ordinance. The City of Palo Alto will not harass or discriminate against
employees from exercising their rights to organize in accordance with the Meyers-Milias
Brown Act.
Complaints of harassment and or discrimination should may be reported immediately to
any of the following individuals
• Immediate supervisor
• Any supervisor or manager within or outside of the department
• Department Head
• Human Resources Director
the Department of Human Resources and Complaints will be investigated in accordance
with the City’s Policy and Procedures.
Section 2 - Right to Join the Union. The City and the Union agree to protect the rights of
all employees to exercise their free choice to join the Union and to abide by the express
provisions of applicable State and local laws.
ARTICLE III – UNION MEMBERSHIP
Section 1 - Notice. a) When a person is hired in any of the covered job classifications, the City shall notify
that person that the Union is the recognized bargaining representative for the employee
and give the employee a current copy of the Memorandum of Agreement.
b) When a group employee orientation is held for new employees of the bargaining unit,
a union representative may shall be permitted to make a presentation to such bargaining
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unit employees during the employee orientation for the purpose of explaining matters of
representation. The presentation shall not exceed 30 minutes. Management will not be
present during the Union presentation. The City will provide release time to a steward or
Union Officer for purposes of making the presentation. In addition, a non-City employee
Union representative will also be given access to attend for the purposes of making the
presentation.
c) The City will normally provide the Union with ten (10) days’ notice in advance of a group
orientation. Shorter notice may be provided only in a specific instance where there is an
urgent need critical to the employer’s operations that was not reasonably foreseeable.
The date, time, and place of the orientation shall not be disclosed to any third party except
the exclusive representative or a vendor that is contracted to provide a service for
purposes of the orientation.
d) When no group employee orientation is held, if an employee is unable to attend the
group orientation, or if the Union is unable to make a presentation because the City
provides less than ten (10) days’ notice, the City will offer the Union a monthly
opportunity to make a thirty (30) minute presentation to new employees. This may be
scheduled before or after the Steward Council meeting. For the months of January,
February, and March 2023, the Union may hold a monthly presentation (not to exceed 30
minutes) for employees hired between March 1, 2020 and September 30, 2022.
e) This section is intended to satisfy the requirements of Government Code Section 3556.
Section 2 – Payroll Deductions
The City shall deduct Union membership dues and pay other mutually agreed upon
deductions (including Committee on Political Education (COPE)) from the bi-weekly pay
of member employees. The deductions in this Section shall not apply during any period
where an employee is in an unpaid status and/or transfers or in any other manner leaves
the representation unit.
The Union will be the custodian of records for individual employee membership and dues
deduction forms. The Union will maintain all authorizations for dues deductions signed
by the individual from whose salary or wages the deduction or reduction is to be made.
The City will direct employee requests to cancel or change deductions to the Union.
Deductions may be revoked only pursuant to the terms of the employee’s written
authorization. The City shall remit the deducted dues to the Union as soon as possible
after deduction.
Section 3. Certification of Union Membership.
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The Union agrees to provide the City on a monthly basis, a certified list of members and
a statement that the Union has and will maintain written authorizations signed by the
individuals from whose wages the Union dues deductions are to be made, and a
statement that the Union shall indemnify the City for any claims made by the employee
for deductions made in reliance on that certification, in accordance with Government
Code Section 1157.12(a).
Section 4. Indemnification, Defense and Hold Harmless
Union agrees to indemnify and hold harmless the City and all officials, employees, and
agents acting on its behalf, from any and all claims, actions, damages, costs, or expenses
including all attorney’s fees and costs of defense in actions against the City, its officials,
employees or agents as a result of actions taken or not taken by the City pursuant to this
Article.
Section 5 - Documentation.
The City shall supply the Union with:
a) a monthly electronic file on or before the 15th of the month with the names,
addresses, classifications, hourly base pay, pay periodmonth number, work
locations, work phone, home phone number, personal cellphone number,
employee number, and personal email, employee ID number, and Committee on
Political Education (COPE) listed separately and last four digits of the Social
Security number of all bargaining unit employees on file with the City except those
who file written notice with the Human Resources Department objecting to
release of addresses, home telephone number, personal cellphone number, or
personal email address, in which case information will be transmitted without
these objected items; and
b) a list of bargaining unit new hires, terminations and retirements which occurred
during the previous month.
The Union shall supply the City, and as applicable, the employees, with documentation
required by Government Code Section 3502.5 (f).
Section 5 - Bulletin Boards and Departmental Mail.
The Union shall have access to inter-office mail, existing bulletin boards in unit employee
work areas for the purpose of posting, transmitting, or distributing notice or
announcements including notices of social events, recreational events, Union
membership meetings, results of elections and reports of minutes of Union meetings.
Any other material must have prior approval of the Human Resources Office. Action on
approval will be taken within 24 hours of submission. The Union may send email
messages only for the purposes set forth above. The IT Department will maintain the
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SEIU list and keep it current. The Union access to email is based on the following
conditions: 1) emails to the SEIU list will be copied to the Human Resource Director, or
designee at distribution; 2) emails to the SEIU list will only be sent by the SEIU Chapter
Chair, Vice Chair, Chief Steward (s) or Secretary, 3) a maximum of 52 emails may be sent
per year and a maximum of 12 emails may be sent by the SEIU Chapter Secretary.
Section 6 - Access to Union Representatives. Representatives of the Union are authorized
access to City work locations for the purpose of conducting business within the scope of
representation, provided that no disruption of work is involved. and the business
transacted is other than recruiting of members or collecting of dues, and Tthe
representative must notify the Human Resources Department prior to entering the work
location.
Section 7 - Meeting Places. The Union shall have the right to reserve City meeting and
conference rooms for use during lunch periods or other non-working hours. Such meeting
places will be made available in conformity with City's regulations and subject to the
limitations of prior commitment.
Section 8 - Notification to the Union.
a) General. Pursuant to Government Section 3500, et seq. (Meyers-Milias-Brown Act
as amended), the Union shall be informed in advance in writing by Management
before any proposed changes not covered by this Memorandum of Agreement are
made in benefits, working conditions, or other terms and conditions of
employment which require meet and confer or meet and consult process. This
paragraph shall not be subject to the grievance procedure of this Memorandum
of Agreement so long as the Public Employment Relations Board retains
jurisdiction over the obligation to meet and confer in good faith.
b) Change in City’s Financial Situation. Should the City’s financial situation
deteriorate and the possibility of layoffs result, the City Manager will give prior
notice to and consult with the Union prior to recommending any layoffs to the City
Council.
c) Vacancies and Temporary Personnel. The City agrees to notify SEIU Local 521 in
writing when any irregular, temporary, hourly, provisional, special or extra help
employee who consistently performs work typical of the SEIU Local 521 bargaining
unit exceeds 1,000 hours of work within a 18-month period. The City agrees to
notify SEIU Local 521 in writing when any position covered by this agreement is
left vacant for more than 60 days. In coordination with the SEIU 521 Hourly
representation Unit, the City and SEIU 521 may meet regarding the conversion of
any long term and on-going hourly positions which may be converted to full time
positions through the budget process.
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Section 9 - Union Logo. All materials and documents produced on Itek and metal plates,
by the City print and reproduction shop, shall carry the Union label on the inside of covers
or title pages in accordance with customary printing trades practices.
Section 10 - Public Notice. The City shall make available to the Union, in a timely manner,
copies of all City Council meeting agendas, minutes and schedule of meetings. These
materials will be available online via the City’s website.
Section 11 - Use of Agency Reports. Upon request, the City shall provide to the Union
reports by department on the use of agency temporaries filling representation unit vacant
positions, or doing work similar to that of representation unit classifications.
Section 12 - Job Postings. The City shall incorporate the requirements of this Article when
publicizing job announcements for classifications covered by this Memorandum of
Agreement.
Section 13 - Contracting Out. The City through the labor management process will keep
the Union advised of the status of the budget process, including any formal budget
proposal involving the contracting out of SEIU bargaining unit work traditionally
performed by bargaining unit members at least thirty (30) days prior to the release of the
City Manager’s proposed budget. The City will notify the Union in writing at least ninety
(90) days prior to contracting work which has been traditionally performed by bargaining
unit members. Within the ninety (90) day period of contracting out, both parties may
offer alternatives to contracting out and meet and confer on the impact of such
contracting out of a bargaining unit employee work. The City will notify the Union in
writing when contracting out work which has been traditionally performed by bargaining
unit workers, where such contracting out is expected to replace a laid off bargaining unit
position that has been eliminated within ninety (90) days prior to the date of the planned
contract work. When feasible, the City will provide such notice prior to the beginning
date of the planned contract work. The City will meet with the Union upon request to
discuss alternatives. This provision does not apply to the filling of temporary vacancies of
twelve (12) months or less duration. The City will provide the Union with a biannual list
by department of all contract workers or vendors who are contracted by the City who
perform work for the City. The City will make a reasonable effort to identify the names
of the vendors on the list and the nature of the work provided by each vendor.
ARTICLE IV -– STEWARDS AND OFFICERS
Section 1 - Union Officers. The Union agrees to notify the Director of Human Resources
of those individuals designated as Union officers and stewards who receive and
investigate grievances and represent employees before Management. Alternates may be
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designated to perform steward functions during the absences or unavailability of the
steward.
Section 2 - Number of Stewards. The number of stewards designated by the Union at a
given time shall not exceed thirty-five (35).
Section 3 - Release Time. It is agreed that, as long as there is prior notice as specified
below to the Supervisor and the release of stewards will not unreasonably disrupt City
operations, stewards shall be allowed reasonable release time away from their work
duties, without loss of pay, to represent a unit employee or employees on grievances or
matters within the scope of representation, including:
a) A meeting of the steward and an employee, or employees of that unit related to a
grievance.
b) A meeting with Management.
c) Investigation and preparation of grievances.
Grievances may be transmitted on City time. All steward release time shall be reported
on time cards.
Section 4 - Advance Notification Before Leaving Work Location. The Union agrees that
the steward shall give no less than one (1) full business day advance notification to his/her
supervisor before leaving the work location, except in those cases involving an
unforeseeable circumstance that requires immediate union representation where
advance notice cannot be given or when the relevant supervisor otherwise allows less
notice. A supervisor may deny such a request for release from duty if the steward is
needed to ensure real time delivery of services that the steward provides for the public
or internal City customers and another employee who normally provides such services is
not available on a straight time basis to relieve the steward, or in a bona fide emergency.
If such denial occurs, the union may request the release of another of its designated
stewards to perform the representation duties involved. Such request shall be processed
in accordance with the terms set forth in this section except that the requirement for a
full business day advance notice to the replacement representative’s supervisor shall not
apply. Nothing herein shall preclude the City from rescheduling a meeting it has
scheduled, to facilitate the attendance of a steward who has requested release if, in the
City’s judgment, such change can be undertaken without undermining the objectives of
the meeting.
Section 5 – Release Time. Four (4) Union officers, who are City employees, shall be
allowed a reasonable amount of release time off for purposes of meeting and conferring
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or meeting and consulting on matters within the scope of representation. All such time
will be reported on timecards.
Section 6 - Designated Union Space. Union stewards may utilize space in assigned desks
for storage of Union materials. In the event stewards are not assigned desks the City will
provide locker or other mutually agreeable space for storage of Union materials.
Section 7 - Union Officers and Release Time. Four (4) union officers, who are City
employees shall be allowed a reasonable amount of release time off for monthly
Labor/Management Meetings. When the Union believes additional subject matter expert
or experts would be helpful to the discussion, the Union shall notify the Human Resources
Director, or designee and request release time for those individuals. Additional release
time will be by mutual agreement.
Officers released under this section may be permitted reasonable release time for caucus,
the amount of which will be determined by mutual agreement.
ARTICLE V - REDUCTION IN FORCE
Section 1 - Attrition. In the event of reductions in force, they shall be accomplished
wherever possible through attrition.
Section 2 - Advance Notice. When the City determines that layoffs are imminent resulting
from reduction in force within the representation unit, the City will give the Union such
advance notice as is reasonable under the circumstances. The notice will indicate the
departments and divisions which will be affected and the circumstances requiring the
layoffs. The City will furnish the Union with a current representation unit seniority list
with notice of layoff.
Section 3 - Order of Layoff. If the work force is reduced within a department, division, or
office for reasons of change in duties or organization, abolition of position, shortage of
work or funds, or completion of work, employees with the shortest length of service will
be laid off first so long as employees retained are fully qualified, trained, and capable of
performing remaining work. Length of service for the purpose of this article will be based
on current service hire date of record in a regular classification with no adjustment for
leaves of absence. Length of service ties will be determined by lot in a method agreeable
to both parties. Employees laid off due to the above reasons will be given written notice
at least thirty days prior to the reduction in force. A copy of such notice will be given to
the Union. Such employees shall be offered priority employment rights to regular
positions which are requisitioned and for which the employees are qualified for a period
beginning with notification and ending sixty (60) days following the reduction in force.
Employees transferred or reclassified under this section will be assigned to the step in the
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new classification salary range closest to the employee's salary range at the time of
reclassification. Employees laid off pursuant to this section shall receive the balance of
all regular City compensation owed and severance pay equal to one month’s salary at the
employee’s final rate of pay at termination. This does not include any amounts payable
under Article V, Section 6, or PERS contribution refunds, if any.
Section 4 - Seniority/Bumping Rights. Employees identified for layoff who have seniority
(bumping) rights to their current or previously held classifications within the
representation unit must declare their intention to exercise these rights in writing and
submit to the Human Resources Department within seven (7) working days after written
notification of layoff, otherwise bumping rights will automatically terminate. Bumping
may occur within the representation unit, only to the least senior incumbent of the
current or a previously held classification. To bump, the employee must be fully qualified,
trained, and perform all work in the position. For purposes of this section of the
Agreement, the term "working days" shall mean Mondays through Fridays, exclusive of
holidays.
When an employee returns to work from a military protected leave, they will be
reinstated as required by law. Should this result in bumping a current employee; the
displaced employee will have bumping rights as set forth in this section.
Section 5 - Re-Employment List. The names of employees laid off or who through bumping
changed classification in accordance with the provisions of this Article shall be entered
upon a re-employment list in seniority order. The employee with the greatest seniority
on the re-employment list, including those who exercised their bumping rights, shall be
offered reinstatement first. Such notice of reinstatement shall be in writing with a copy
to the employee, Union and Chapter Chair. If a laid off employee waives reinstatement or
fails to respond within ten (10) working days of receipt of the notice, the employee shall
be removed from the reemployment list. The person with the highest seniority including
those who exercised their bumping rights on a re-employment list for a particular
classification when a vacancy exists in that classification shall be offered the appointment.
Names shall be carried on a re-employment list for a period of two (2) years from the date
of separation from City services or change of classification through bumping. Upon re-
employment within the two-year period, the employee's hire date of record at the time
of layoff will be reinstated. When qualifications are in question, the City and SEIU will
meet and confer.
Section 6 - Sick Leave Balances. Employees laid off pursuant to Section 2 who are
reinstated to a regular position within sixty (60) days shall retain the sick leave balance
they had at the time of layoff, unless they have received a sick leave payoff in accordance
with Article XII.
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Section 7 - Hourly Employees Performing Duties. No representation unit employee will
be laid off or remain on a re-employment list when hourly employees are performing
substantially all the duties of the classification of the employee receiving a layoff notice
or on a re-employment list. This provision shall not be applied to hourly positions which
have been traditionally used for seasonal and part-time work.
ARTICLE VI - PERSONNEL ACTIONS
Section 1 - Probation. Each new regular or part-time employee, except employees in
police dispatch positions, shall serve a probationary period of twelve (12) months,
commencing with the first day of his/her employment. Each new regular or part-time
employee in dispatch positions will serve an 18-month probationary period commencing
with the first day of his/her employment. The probationary period shall be regarded as a
part of the testing process and shall be utilized for closely observing the employee's work,
for securing the effective adjustment of a new employee to his/her position, and for
rejecting any probationary employee whose performance does not meet the acceptable
standards of work. At least one written performance appraisal will be given to each
probationary employee on or before expiration of the probationary period. This appraisal
will be given approximately at the end of the sixth month and another at the end of the
twelfth month for employees in police dispatch positions. In the event of termination
prior to successful completion of the probationary period, such terminated employee
shall be given written notice of his/her termination with the reasons for the termination
stated therein. The Human Resources Department shall, upon request, afford an
interview in a timely fashion to the terminated employee for discussion of the reasons for
termination. The employee may, upon request, be accompanied by a Union
representative. The interview shall not be deemed a hearing nor shall it obligate the City
to reconsider or alter the termination action. The parties agree that probationary
employees shall have all rights under this Memorandum of Agreement, including full and
complete access to the grievance procedure, save and except for instances of suspension,
demotion or termination.
Section 2 - Personnel Evaluations. Personnel evaluations will be given to employees
annually as scheduled by Management. Personnel evaluations are not appealable
through the grievance procedure but, in the event of disagreement over content, the
employee may request a review of the evaluation with the next higher level of
Management, in consultation with the Human Resources Department. For purposes of
this review, the employee may be represented by the Union. Decisions regarding
evaluation appeal shall be made in writing within ten (10) working days following the
review meeting.
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Section 3 - Personnel Files. Records of all disciplinary actions shall be kept in the central
personnel file. Employees shall be entitled to sign and date all action forms in their
personnel files. Employees are entitled to review their personnel files upon written
request or to authorize, in writing, review by their Union representatives. An employee
or the Union shall be allowed, upon reasonable request, copies of materials in an
employee's personnel file relating to a grievance. Records of disciplinary actions,
including references in a performance evaluation, shall be removed from a personnel file
upon written request by the employee after a period of four years, or sooner as mutually
agreed by Management and the employee so long as there have been no duplicated
policy violations since the discipline (based on the Notice of Disciplinary Action) and the
disciplinary action did not involve a violation of the City’s anti-harassment policy, or state
and federal harassment and discrimination laws.
Section 4 - Release of Information. The City will only release information to creditors or
other persons upon prior identification of the inquirer and acceptable reasons for the
inquiry. Information then given from personnel files is limited to verification of
employment, length of employment and verification and disclosure of salary range
information. Release of more specific information may be authorized by the employee.
Section 5 - Promotional Opportunities.
With the exception of Flexibly Staffed positions and Apprentice positions as described in
Appendix B, the promotional procedures in this Section will control. A Flexibly Staffed
position is a position where transition from one classification to another occurs when an
employee has met the requirements for promotion to the higher classification and does
not require a promotional process. A position is considered Flexibly Staffed when that
position is budgeted at a higher classification than the position is currently filled. For
example, if the City recruits for a Planner but ends up underfilling the position with an
Associate Planner, the incumbent may be reclassified to a Planner once they qualify for
that classification.
Flexibly Staffed positions will be identified by mutual agreement using the following
process: (1) Prior to posting the recruitment, the City will notify the Union that it intends
to identify a position as Flexibly Staffed; (2) if the Union requests to meet over the
designation, the recruitment will proceed and the Parties will discuss flexible staffing at
Labor Management; (3) if the Union does not request to meet over the designation or if
the Parties reach agreement to designate the position as Flexibly Staffed, the City will
designate the position as Flexibly Staffed.
a) Posting. Promotional opportunities for classifications within the representation unit
will be posted for at least ten (10) working days (Monday through Friday)fourteen (14)
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calendar days prior to selection. Outside recruitment may be used for promotional
openings and may begin at the time of posting, or any time thereafter. If, however,
there are three or more qualified internal candidates within the department where
the vacancy occurs, and those candidates successfully complete the selection process,
outside candidates will not be considered.
b) Internal Candidate Eligibility. All non-probationary representation unit employees
are eligible to apply for posted promotional opportunities, except that Management
may waive this requirement for all probationary employees within the department
where the promotional opportunity occurs.
c) Selection. The selection procedure for each promotional opening will be determined
and administered by the Human Resources Department in consultation with the
requisitioning department. Selection procedure and job description information will
be available at the Human Resources Office at the time of posting. Efforts will be made
to standardize tests and procedures where standardization is feasible and
appropriate. Any tests used shall be reasonably predictive of success in the
classification, and tests not be biased with respect to race, sex, sexual orientation,
religion, creed, political affiliation, color, national origin, ancestry, or age. Selection
procedures may include any or all of the following phases:
1) Application. Both inside and outside candidates must complete a City of Palo Alto
application form specified by the Human Resources Department. Applications
must be submitted to the Human Resources Office.
2) Screening. Applications will be screened by the Human Resources Department
and, in some circumstances, a manager from the Department seeking to fill a
position to ascertain whether candidates meet minimum requirements as
outlined in the job description. Internal candidates deemed not to meet minimum
requirements may submit additional qualification information writing within three
working days of notification of requirement deficiency.
3) Performance Testing. Performance tests, such as typing, machinery or vehicle
operation, skills demonstration, physical agility, etc., will be qualifying. Pass-fail
points will be announced in advance for qualifying tests. If requested in writing
prior to the test, performance test may be witnessed by Union steward.
4) Written Tests. Written achievement or aptitude tests will be qualifying. Pass-fail
points will be announced in advance for qualifying tests.
5) Interviews, Appraisals. Interviews may be conducted individually or by interview
boards and will be qualifying. Interview boards shall be composed of qualified and
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unbiased people. Where interview boards are used, Management will include at
least one bargaining unit employee on each board. If individual interview or an
interview board is used, a majority of the individuals or board members must
recommend a candidate in order for the candidate to qualify for appointment.
Performance appraisals written by candidates' supervisors may be used as
indicated in the selection procedure.
d) Recommended Candidates. Candidates who successfully complete all phases of the
selection procedure will be recommended to the appointing authority.
e) Seniority. Seniority, for purposes of this Article, will be based on current service hire
date of record in a regular classification with no adjustment for leaves of absence.
Seniority ties will be determined in favor of the employee with the lowest employee
number last four digits. Exceptions to this subsection may be established by mutual
agreement on a departmental or divisional basis. Such exceptions are listed in
Appendix E.
f) Appointment. The appointing authority will make appointments from among those
recommended candidates who are most qualified as determined by objective review
of selection procedure results and background materials. Where appointments are
made from only internal candidates who are equally qualified as determined by
objective review of selection procedure results and past performance, seniority will
be the determining factor in promotional appointments.
g) Violations. Any violation of this Article may be appealed to the Human Resources
Director in Step III of the grievance procedure.
h) Eligibility List (Pilot program). Human Resources may maintain an eligibility list of
those applicants who interviewed and were ranked within the top three (3). Candidates
on an eligibility list will be considered for any vacant position in the classification for which
the list exists, without the need to submit a new application under section (c)(1) of this
provision. This pilot program will sunset with the expiration of the MOA, but not later
than December 31, 2024, unless extended by written agreement of the parties.
Section 6 - Rights. Unit employees applying for a vacant equal or lower paying position
shall have the same rights as unit employees applying for a promotion.
Section 7 - Apprentice Positions. (a) The City shall establish apprentice positions wherever
feasible. Length of apprenticeship, type of training, and pay levels shall be by mutual
agreement. Where possible, apprentice positions will underfill regular positions so that
incumbents may automatically progress to the classification for which they are training
upon successful completion of apprenticeship. The City will meet and confer with the
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Union before adding any new apprenticeship programs during the term of this
agreement. All apprenticeship programs are listed in Appendix B.
Section 8 - Rotation. In assigning employees to regular or special shifts, transfer, standby,
overtime, or vacation selection, ability to perform the work, length of service or equitable
rotation shall determine the assignments. In accordance with this provision, more
definitive rules may be arranged by mutual agreement of the Union and individual City
departments.
ARTICLE VII - PAY RATES AND PRACTICES
Section 1 - Salary.
The base salary rates and ranges for job classifications covered by this bargaining unit
shall be increased as set forth in Appendix A to reflect salary increases for all positions in
the unit and market adjustments to positions identified in the total compensation survey
as under-market based on the survey results for base, cash, insurance and the normal
cost of retiree medical (when such information is required by and verified through the
CAFR), with total rates and ranges as set forth in Appendix A (Salary Schedule) attached
hereto.
Section 2 - Step Increases.
Merit advancements from the first salary step to the second salary step shall be granted
upon successful completion of probation and between second and subsequent steps at
one-year intervals, if the affected employee has demonstrated continued improvement
and efficient and effective service. For the purpose of determining step time
requirements, time will commence on the first day of the month coinciding with or
following entrance onto a salary step. Step increases shall be effective on the first day of
the payroll period in which the time requirements have been met.
Section 3 - Working Out of Classification. The term "working out of classification" is
defined as a Management authorized full-time assignment to a budgeted/approved
position on a temporary basis wherein all significant duties are performed by an individual
holding a classification within a lower compensation range. Out-of-classification
provisions do not apply to work assignments performed in connection with specific
predetermined apprenticeship or training programs, or declared conditions of public peril
and/or disaster. Pay for working out of classification shall be as follows:
a) Employees appointed to an "out of classification" will receive acting pay beginning the
first day of the assignment and shall be paid for all hours worked in the higher
classification provided employee works a minimum of four (4) hours.
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b) Where out-of-class appointments last for more than 90 days, and whenever feasible,
an out-of-class appointment will be rotated among qualified interested employees in
the work group.
c) Employees will receive 5% premium pay for all assigned out of class pay for work
within SEIU Classifications with the exception of lead assignments where the out of
class pay will result in a 7% premium pay.
d) Employee appointed to “out of class” assignments that are in the Management and
Professional Compensation Plan or in Utilities Management and Professional
Association for at least one workweek will receive up to a 10% premium pay.
Section 4 - Classification Changes.
a) During the course of this agreement, the Union and affected employees shall be
notified in advance of any contemplated changes in classification description, wage
range or steps. Such changes shall be subject to the meet and confer process. Such
meet and confer process shall be concluded within no more than thirty (30) days
following delivery of the City’s notice to the Union. If the Union and the City cannot
reach agreement on the appropriate pay level from a job so reclassified, the Union
may, within ten (10) City business days following the conclusion of the meet and
confer process described above by delivery of written notice to the Human Resources
Director, refer the dispute over the proposed wage range or steps to arbitration at
Step IV of the Grievance Procedure set forth at Article XIX of this Memorandum of
Agreement.
Section 5 - Reclassification Requests.
a) An employee or his/her representativeEffective Fiscal Year 2023-24, the Union
may request in writing a re-evaluation of his/her jobup to three (3) positions based
on significant permanent changes in job content or significant discrepancies
between job content and classification description. The request must be in
writing, contain justification and may be made only on an annual basis during the
period of September 10 through October 10January 10 through February 10. A
statement by management that a job reevaluation request will be submitted with
the departmental budget does not relieve an employeethe Union from the
responsibility of submitting a his/her own request during this period. The Human
Resources Director or his or her designee will initially respond to such requests
within ninety (90) calendar days by notice to the employee and the union;
however, this timeline may be extended if necessary. Such response shall include
any reclassification to a different classification or changes in description that the
City believes are warranted and any related changes in applicable pay range or
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steps. If meetings are held, the employee may request representation. If a
reclassification is approved and results in an increase in salary, it shall be
retroactive to the date the Employee or Union filed the request for the
reclassification.
b) If the employee or Union disagrees with the accuracy of the description of duties
resulting from the study conducted pursuant to subsection (a) of this Section or
with the wage range or steps assigned by the City as a result of the study, the
employee or Union may, within ten (10) City business days of delivery of notice of
such determination, appeal such decision under step IV of Article XIX, Grievance
Procedure.
c) In a dispute under Section 4(a) or section 5(b) above, the arbitrator shall render
his or her decision on the appropriate wage range or steps within twenty-one (21)
days after the initial hearing date. The same time line will be observed for disputes
over the accuracy of the revised classification description. The parties will notify
the arbitrator of this deadline at the time of the arbitrator’s selection. In reaching
a decision on wage range and steps under Section 4(a) or 5(b) above, the arbitrator
shall base his or her award on the factors traditionally taken into account in the
establishment of compensation. When deciding a dispute over the accuracy of
the revised classification description under section 5(b) above, the arbitrator shall
identify the modifications of the pre-existing classification necessary to accurately
reflect the permanent changes, if any, that have been implemented. Upon receipt
of the arbitrator’s award, the City shall implement the revised classification and
wage range or steps as provided in the award except as provided under subsection
5(c) of this section below. Notwithstanding an arbitrator’s award pursuant to any
appeal process, the City retains the right to forego implementing the changes and
the proposed changes shall revert to the status quo as it existed before those
changes in duties occurred or were proposed.
d) An employee may submit a request for reclassification for the same classification
no more than once every twenty-four (24) months.
Section 6 - Assignment to a Lead Position. All vacancies in lead positions shall be filled in
accordance with Article VI, Section 5. The pay range for the lead position shall be seven
percent above the pay step of the highest paid employee on the crew. Departmental
exceptions for filling lead positions on a rotational basis for training and development
purposes may be arranged by mutual agreement of the Union and individual City
departments.
Section 7 - Total Compensation and Survey Database.
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a) Management and the Union have agreed to a compensation survey database
structure which identifies specific benchmark classifications for job families,
classifications within the job families of each benchmark classification, survey
agencies and survey classification matches. Survey Cities include:
Alameda Hayward San Mateo
Berkeley Mountain View Santa Clara
Daly City Redwood City S. San Francisco
Fremont San Jose Sunnyvale
If the employer list will not permit the production of a survey report that includes data
from at least four (4) employers that employ employees in a classification comparable to
the classification surveyed by the City, neither party is precluded from bringing forward
information on other employers in the relevant recruitment area that employ workers in
a comparable classification so that data from at least five (5) surveyed employers will be
included in the study, if feasible. Such employer may include any public or private
employer.
The database is intended to provide one source of information concerning how the
compensation paid to employees in bargaining unit job classifications compares to that
paid by other employers. The City will update the survey database and send the Union a
copy no later than August 31, 2024six weeks before expiration of this agreement. This
survey will be considered in connection with special adjustment proposals in successor
agreement negotiations. By agreeing to a survey database, neither Union nor
Management is under obligation to propose or agree to special adjustments.
City will agree to review the market studies (classification matches and comparable
jurisdictions) for the classifications of Park Ranger and Public Safety Dispatcher II and will
meet with SEIU beginning in February 2023. Changes will be by mutual agreement only
and will be implemented for the Fiscal Year following City Council adoption (e.g., adoption
in May 2023 would be implemented for FY 2023-24).
Section 8 - Direct Deposit
The City shall directly deposit all paychecks for Unit employees in a financial institution of
the employee’s choice that accepts direct deposits and does not charge the City a fee(s)
for direct deposit service. In the event that the employee fails to designate a financial
institution for direct deposit of his or her payroll check, the employee shall pick up the
check personally in the City’s Administrative Services Department office on the next
business day following payday at a pickup time designated by Administrative Services.
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ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY
Section 1 - Work Week and Work Day. The standard workday for regular full time
employees shall be one of the following:
• Eight hours to be worked within a maximum of nine hours (five-day work week);
or
• Ten hours to be worked within a maximum of eleven hours (four-day work week);
or
• Nine hours to be worked within a maximum of ten hours for four days with a fifth
day of four hours (four and one-half day work week); or
• Within a fourteen-day period, nine hours to be worked within a maximum of ten
hours for eight days and eight hours to be worked within a maximum of nine hours
for one day, with the work week scheduled to begin so that forty hours are worked
within each seven days of the fourteen-day period (9/80 plan, with forty-hour
work weeks), or any other schedule that results in a 40-hour work week, or fits
within the parameters of an FLSA 2080 Plan. The "9/80 plan" may not be used in
any application that requires entitlement to FLSA overtime for working the regular
work week.
With the exception of the 9/80 plan as described above and flexible scheduling for Police
Dispatchers, the standard work week for regular full time employees shall be forty hours
to be worked within five consecutive days. Additional exceptions to the above are listed
in Appendix C. The Union shall be notified of any further exceptions to this section in
accordance with Article III, Section 8.
The City and the Union agree that the availability of alternate/flexible work schedules is
a valuable benefit in that they promote job satisfaction while also reducing traffic
congestion and air pollution. Employees may utilize flexible arrangements to attend
trainings, seminars, meetings, or for other mutually agreed upon situations. Any such
change to work hours shall be approved by the supervisor in advance and should not
result in overtime.
During the term of this agreement, employees, subject to the conditions of their job
assignment, may propose an alternate work schedule as listed under this Section. Such
proposals must be made to the department head through the immediate supervisor.
Serious consideration will be given to the feasibility and productivity of such proposals,
however Management retains the right to determine scheduling needs.
Section 2 - Overtime Work.
a) Overtime work for all unit employees shall be defined as any time worked beyond
the standard workday or beyond the standard work week.
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All time for which pay is received shall count as hours actually worked for the
computation of regular overtime pay; however, non-productive time will not be
included in computation of any additional FLSA premiums.
b) Emergency overtime is defined as unplanned overtime work arising out of
situations involving real loss of service or property or personal danger. Emergency
overtime does not include:
i. overtime work resulting from personnel replacement for purposes of
maintaining scheduled staffing;
ii. overtime work which is planned in advance;
iii. overtime work resulting from being held over for up to four hours to finish
work performed during the regular shift.
c) Compensation to employees working overtime will be in the form of additional
pay at the rate of one and one-half times the employee's applicable hourly salary
with the exception that an employee may request and, upon approval, be granted
compensatory time off at the rate of one and one-half hours for each hour of
overtime worked, subject to the limitations of applicable state and federal laws.
Two times the employees’ applicable hourly salary will be paid for billable
customer convenience overtime and emergency overtime as defined in
subsection (b) above. Employees may elect at any time to cash out compensatory
time off hours or roll into vacation time, up to applicable maximums. These
elections must be made via the Compensatory Time Cashout Form submitted to
payroll and will take place the following pay period, if received by the form’s due
date. Any compensatory time off hours not taken, allocated, or cashed out will be
automatically cashed out once a year during the first pay period in April.
d) When an employee is required to work 6 or more hours of overtime (either
emergency or pre-arranged) during the 16 hour period immediately preceding the
beginning of the employee’s regular shift on a workday, the employee shall be
entitled to an nine (9)hour rest period before returning to work. If the rest period
overlaps into the second half of the work day, the employee may be given (with
supervisor approval) the remaining time off (up to a maximum of 3 hours) at the
straight time rate of pay. Any portion of the rest period falling within the
employee’s work shift will be considered as hours worked and compensated at
the straight time rate.
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e) If non-emergency overtime is canceled without at least 40 clock hours notice, the
City shall pay the affected employees two (2) hours' pay at time and one-half.
f) Employees working overtime who are too fatigued to continue or return to work,
for safety reasons will be released from duty without compensation.
g) Part-time Employees. Authorized hours worked by an employee in a budgeted,
part-time position in excess of the scheduled hours of work of the position shall
be compensated at the employee’s applicable hourly rate up to the maximum of
non-overtime hours in the work period applicable to the employee. If a part-time
employee works more than 80 hours in a pay period then overtime will be paid in
accordance with the FLSA.
Section 3 - Work Shifts. All employees shall be assigned to work shifts with scheduled
starting and quitting times. Should conditions necessitate a change in starting and
quitting times, the Union will be notified ten (10) working days in advance and permitted
to discuss such changes with the City. This, however, shall not preclude the City's right to
effect schedule changes dictated by operational necessity. This section does not apply to
overtime scheduling.
Section 4 - City-Paid Meals.
In accordance with City policy, the City of Palo Alto bases its meal reimbursement limits
on the U.S. General Services Administration (GSA) per diem rates. Those rates are
adjusted every October. For overnight travel per diem rates, the City reimburses based
on the rates applicable to the destination of travel, as provided by the GSA at
http://www.gsa.gov/portal/category/100120. For non-travel meals, the City will reimburse
up the maximum GSA rates for the Palo Alto area. Receipts are required to back-up these
expenses.
a) Emergency overtime meals. For purposes of this section, emergency overtime is
defined as unplanned overtime arising out of situations involving real loss of
service or property or personal danger. The City agrees to reimburse for meals
based on GSA maximum rates for the Palo Alto Area and will provide meals in the
following emergency overtime situations:
1) When an employee is called back and is on duty for a period of three
consecutive hours, and thereafter at intervals of five hours, but not more than
six hours, until the continuous overtime assignment ends.
OR,
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January 301, 202319- December 31, 20241
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2) When an employee is held over on duty so that his/her overtime assignment
extends two hours after shift end, and thereafter at intervals of five hours, but
not more than six hours, until the continuous overtime assignment ends.
OR,
3) When an employee is called out two hours or more before a regularly
scheduled day shift and works the regularly scheduled shift, he/she will be
entitled to breakfast and lunch. Lunches will be consumed on employee's own
time. No in-lieu pay will be made for meals not taken. This sub-section does
not apply if already covered in Section 4(a)(1) above.
4) When recalled two hours or less after the end of a regular shift, unless
assigned to standby.
b) Non-emergency overtime meals. The City will provide meals for personnel
assigned to non-emergency overtime work where the assignment extends two
hours after the regular or overtime shift end and at intervals of five hours
thereafter.
c) With regard to (a) and (b) above, the City agrees to reimburse for meals based on
GSA maximum rates for the Palo Alto Area. Where possible, the City will arrange
purchase orders at mutually agreeable restaurants. The time necessarily taken to
consume a meal provided under this section shall be considered as time worked
to a maximum of one hour, except as noted in (a) (3).
d) With regard to (a) and (b) above, in the event an employee is to be provided a
meal or meals pursuant to this section and such meal(s) are not provided due to
working conditions, the employee shall have the option of receiving for each meal
not provided an additional one hour of overtime compensation in lieu of such
meal. This hour will not be considered as time worked or part of the rest period,
but will be applied to qualify for the rest period.
e) Emergency overtime meals for Public Safety Dispatchers. The Police Department
will provide meals to employees in an emergency overtime situation involving real
or potential loss of service or personal danger.
1) When an employee is called back and is on duty for a period of three
consecutive hours, and thereafter at intervals of five hours, but not more than
six hours, until the continuous overtime assignment ends.
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2) When an employee is held over on duty so that his/her overtime assignment
extends two hours after shift end, and thereafter at intervals of five hours, but
not more than six hours, until the continuous overtime assignment ends.
3) When an employee is called out two hours or more before a regularly
scheduled shift. The employee will be entitled to two meals, the second meal
will be consumed on the employee's own time. No in-lieu pay will be made
for meals not taken.
4) When recalled two hours or less after the end of a regular shift, unless
assigned to standby.
f) Non-emergency overtime meals for Public Safety Dispatchers. The Police
Department will provide meals to employees in non-emergency situations where
the assignment extends more than two hours after the regular or overtime shift
end and at intervals of five hours thereafter. If the City is unable to provide a meal,
the City agrees to reimburse for meals based on GSA maximum rates for the Palo
Alto Area. This policy only applies when an employee is held over, either voluntary
or mandated, on duty beyond a scheduled regular or overtime shift.
Section 5 - Break Periods. All employees shall be granted a break period or coffee break
limited to 15 minutes during each four hours of work. Departments may make reasonable
rules concerning break period scheduling. Break periods not taken shall be waived.
Section 6 - Clean-Up Time. All employees whose work causes their person or clothing to
become soiled shall be provided with reasonable time before lunch and at shift end for
wash-up purposes.
Section 7 - Standby Pay, Call-Out Pay.
a) Standby Compensation. Employees performing standby duty shall be
compensated at the daily rates established below:
Monday through Friday $70
Saturday, Sunday, Holidays $100
In the event of a declared City emergency, this section applies to standby assigned
in accordance with applicable department policy.
b) Minimum Call-Out Pay. Employees not otherwise excluded from receiving
overtime pay who are called out to perform work shall be compensated for at
least two hours' pay from the time of the call-out for each occurrence at the
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January 301, 202319- December 31, 20241
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appropriate overtime rate. The two-hour minimum does not apply to employees
called out to work while earning pay for being in a standby status unless called out
to perform billable customer convenience work in which case the two-hour
minimum will apply.
Section 8 - Night Shift Premium. Night Shift premium is paid at a rate of 6% of an
employee’s base hourly rate. Night Shift premium is paid only for hours actually worked
between 6:00 p.m. and 8:00 a.m. Employees who regularly work night shifts shall receive
appropriate night shift premiums, relating to night shift hours worked, in addition to base
pay for holidays, sick leave and vacation.
In order to be eligible for night shift premium, an employee must meet the following
criteria:
a) Be assigned to a shift on a regular basis which is scheduled for at least 2 hours
between the hours of 6:00 p.m. and 8:00 a.m.;
b) Or be assigned to work another employee’s regularly assigned shift which is
scheduled for at least 2 hours between the hours of 6:00 p.m. and 8:00 a.m.;
c) Or if your schedule is temporarily changed under Section 3 of this article which is
scheduled for at least 2 hours between the hours of 6:00 p.m. and 8:00 a.m.
The following are excluded from eligibility for night shift premium:
a) Overtime hours;
b) Alternate work schedules at an employee’s request which overlap with the hours
of 6:00 p.m. and 8:00 a.m.
Section 9 - Bilingual Premium. $50 per pay period shall be paid to a bilingual employee
whose abilities have been determined by the Human Resource Director as qualifying to
fill positions requiring bilingual speaking and/or writing ability when the employee
regularly performs such duties. The Human Resource Director will determine the
number, timing, location and duration of the assignments receiving the additional pay
provided herein and which languages are needed. Sign language shall be recognized as a
bilingual skill under this Article. Disagreements over the designation of positions will be
referred first to the Labor Management Committee. If a disagreement still exists it will
be referred to the Grievance Procedure. Human Resources will respond to the employee
within sixty calendar (60) days after receipt of request. Upon approval by the Human
Resources Director, the City is required to arrange for language testing within four (4)
months of the approval.
Section 10 - Communications Training Officer (CTO) Compensation. Public Safety
Dispatchers and Chief Public Safety Dispatchers identified by Management to work as a
Police Officers Standards and Training (POST) certified CTO will be compensated at a
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premium pay rate of five (5) percent. The premium pay is provided only for those hours
spent as a CTO training a probationary dispatcher while on-duty in the Dispatch Center.
ARTICLE IX - UNIFORMS AND TOOL ALLOWANCES
Section 1 - Uniforms.
a) The City will provide uniforms, coveralls or shop coats on a weekly basis, or as
otherwise furnished, for the following jobs and/or classifications and any positions
necessary or required as determined by management.
Animal Control Officer
Assistant Storekeeper
Associate Engineer - Pretreatment
Auto Service Mechanic
Building Service Person - Lead
Building Service Person
Cathodic Technician
Cement Finisher - Lead
Cement Finisher
Chemist
Community Service Officer (CSO)
Electrical Assistant
Electrician Apprentice
Electrician Lead
Engineering Technician III - Refuse
Equipment Operator
Equipment Operator - Lead
Facilities Carpenter
Facilities Electrician
Facilities Maintenance - Lead
Facilities Mechanic
Facilities Painter
Field Serviceperson
Gas System Shop/Field Repairer
Gas System Technician I
Gas System Technician II
Golf Course Equipment Mechanic
Golf Course Maintenance Person
Heavy Equipment Operator - Lead
Heavy Equipment Operator
Industrial Waste Inspector
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Industrial Waste Investigator
Instrumentation Electrician
Laboratory Technician, Water Quality Control
Line Person/Cable Splicer
Line Person/Cable Splicer - Lead
Mail Services Specialist
Maintenance Mechanic/Maintenance Mechanic, Water Quality Control
Mechanical Unit Repairer
Meter Reader
Meter Reader – Lead
Mobile Service Technician
Motor Equipment Mechanic - Lead
Motor Equipment Mechanic
Offset Equipment Operator - Lead
Offset Equipment Operator
Park Maintenance Assistant
Community Services Officer Park Maintenance Person
Park Crew - Lead
Park Maintenance - Lead
Park Ranger
Parks & Open Space Assistant
Police Records Specialist
Refuse Disposal Attendant
Senior Chemist
Senior Industrial Waste Inspector
Senior Industrial Waste Investigator
Senior Instrumentation Technician
Senior Operator, Water Quality Control
Senior Mechanic, Water Quality Control
Senior Park Ranger
Sprinkler System Repairer
Street Maintenance Assistant
Storekeeper
Storekeeper-Lead
Street Sweeper Operator
Traffic Control Maintainer - Lead
Traffic Control Maintainer II
Traffic Control Maintainer I
Tree Trimmer-Line Clearer
Tree Maintenance Assistant
Tree Trimmer-Line Clearer Assistant
Tree Trimmer-Line Clearer - Lead
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January 301, 202319- December 31, 20241
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Tree Maintenance Person
Truck Driver
Utilities Compliance Technician
Utility Field Service Representative
Utility Installer/Repairer
Utility Installer/Repairer Assistant
Utility Installer/Repairer – Lead
Utility Locator
Water Meter Cross Connection Technician
Water System Operator - Lead
Water System Operator
Water System Operator I
Water System Operator II
Water Quality Control Plant Operator
b) Coveralls will be made available for occasional use as needed to protect clothing
for the following classifications and any positions necessary or required as
determined by management.
Building Inspector
Building Inspector Specialist
Building Service Person - Lead
Cable Splicer Assistant
Chief Electric Underground Inspector
Electrical Assistant
Electrician
Facilities Mechanic/Painter
Heavy Equipment Operator
Lineperson/Cable Splicer
Park Ranger
Senior Park Ranger
Utility Field Service Representative
Sprinkler System Repairer
Utility Installer Assistant
Utility Installer/Repairer
Utility Installer/Repairer - Lead
c) Employees required to wear uniforms shall be provided suitable change rooms
and lockers where presently provided.
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January 301, 202319- December 31, 20241
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d) Employee clothing seriously damaged or destroyed in conjunction with an
industrial injury will be reasonably replaced by the City. Any other claims alleging
City liability may be filed with the City Attorney.
e) Except in the Utilities Division, the City will make available, as an alternative to the
shirts currently provided under Section 1(a), six (6) cotton polo shirts. Employees
in the Utilities Division will be provided with six (6) long-sleeve shirts and two polo
shirts. Employees will be responsible for laundering the shirts. Damaged or
otherwise unwearable shirts will be returned to the employee’s supervisor and
replaced by the City.
f) Employees are responsible for laundering Park Ranger and Senior Park Ranger
uniforms.
g) The City will meet and confer with the Union regarding any mandated changes to
uniforms.
h) In accordance with California Code of Regulations (C.C.R.) section 571(a) the
estimated value of City provided uniforms is $21.28 per pay period.
Section 2 - Tool Allowance.
a) Mechanics in Equipment Maintenance, Park Maintenance Lead, Motorized
Equipment Mechanic and Mobile Service Technician shall be paid a tool allowance
of $1000610 annually upon verification of purchase by the employee.
b) Parties will meet and confer to determine if additional classifications require tool
allowance.
Section 3 - Shoe Allowance.
a) Safety Shoes. The City will pay the vendor or reimburse full-time employees up to
$400 per fiscal year for the cost of job-related safety shoes upon verification of
such purchase by the employee.
b) Walking Shoes. The City will reimburse employees 75% of the cost of job-related
walking shoes for any positions necessary or required as determined by
management including Meter Reader and Meter Reader-Lead, in an amount not
to exceed $300.00 per year. A walking shoe is a durable work shoe/boot (non
steel-toed), is ankle supporting; oil, gas and slip resistant; waterproof or water
resistant; lightweight and durable; and also provides hard surface cushioning.
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b)c) Additional Boot Reimbursements. Employees in the Park Ranger
Classification will receive an additional $200 per year to account for the additional
cost of wildland fire boots for a total Safety Shoe reimbursement of $600.
Employees in the Lineperson series will receive an additional $200 per year to
account for the additional cost of climbing boots for a total Safety Shoe
reimbursement of $600.
Section 4 – Certifications. The parties agree to retain the current list of required
certifications below. Employees who are required to maintain commercial driver's
licenses shall have costs for medical examinations paid by:
a) Completing an examination through their PEMHCA provider. After benefits have
been paid by the PEMHCA provider, upon presentation of proper documentation,
the City will reimburse any remaining costs, or
b) Completing an examination at the Workforce Medical clinic or other City
designated clinic. Employees may use paid leave for attendance at scheduled
medical examinations. Employees shall be permitted to use up to two hours of
regular City-paid time for attendance at biannual medical examinations. The
scheduling of such time shall be preauthorized by the employee’s supervisor.
c) The City will pay special registration and/or certification fees which are required
by Management. During the term of this agreement, the City and the Union may,
by mutual agreement, review, add or delete classifications and/or required
certifications listed below:
Classification Requirement
Facilities Technician Aquatics Facility Operator Certificate
Building Inspector/
Buildg Inspection Specialist Certificate as stated in job description
Cathodic Technician Corrosion Technician by the National
Assoc. of Corrosion Engineers
Engineer Professional Professional Engineer Cert. (for step E)
Equip Maint Serv Pers. Forklift Operator Cert. (OSHA-approved)
Golf Course Maint Pers. Qualified Applicators' License
Heavy Equipment Operator Crane Operation Certificate
(Utilities and Electric)
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Indust. Waste Inspector Backflow Prevention Device Tester
Inspector Field Services, Utilities D1 (DOH)
Hired before July 1, 2012
Installer/Repairer Series D1 (DOH)
Maintenance Mechanic Crane Operator Certification
(Water Quality)
Mech. Unit Repairer Welding Certificate
Motor Equip Mechanic
and Lead EMS, ASE
Planner, Associate Planner AICP
Senior Planner
Public Safety Dispatcher POST Basic Dispatcher
EMD
Public Safety Dispatcher, Lead POST Basic Dispatcher
POST Supervision
EMD
Senior Operator, WQC Grade III Wastewater Treatment Plant
Operator Certification
Surveyor, PW Licensed Land Surveyor
Tree Trimmer/Line Clearer Certified Tree Worker and/or Qualified
Line Clearance/Tree Trimmer Cert.
(OSHA-approved)
Tree Trimmer/Line Clearer-Lead Certified Arborist
Utilities Install/Rep series Polyethylene Fusing Cert.
Gas Operator Certification (DOT)
Veterinarian Technician Animal Health Tech. Certification
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Water System Operator I Grade DI – Water Distribution Operator
Water System Operator II Grade DII – Water Distribution Operator &
Grade TII – Water Treatment Operator
Senior, Water System Operator Grade DIII – Water Distribution Operator &
Grade TIII Water Treatment Operator
WQC Plant Operator I Grade I Wastewater Treatment Operator
Certification.
WQC Plant Operator II Grade II Wastewater Treatment Operator
Certification
WQC Plant Operator Trainee Grade I Wastewater Treatment Operator
Certification
Water Meter Cross-
Connection Technician Backflow Prevention Tester Certification
d) The City will pay for the Department of Motor Vehicles (DMV) licensing fees for all
employees required to maintain a Commercial Driver's License in accordance with
the California Vehicle Code and applicable laws prescribed by the Department of
Transportation.
e) Pipeline Welding Assignment. The City provided a 4% premium in base
compensation to the Utility Installer-Repairer and the Installer-Repairer Lead
positions in 2006 that met DOT certification requirements and are, or were,
assigned these duties. The Utility Installer-Repairer and Utility Installer-Repairer
Lead positions that fail to maintain current certifications will not receive a 4%
premium on their base pay. Positions assigned these duties and designated by
Management to receive this premium will not exceed five (5) Utility
Installer/Repairer(s) and Installer/Repairer Lead(s). If the certification is required
in the job description, certification must be maintained. In accordance with their
job description Maintenance Mechanics that are assigned to Water Gas
Wastewater must maintain all required certifications and shall receive 4%
premium to their base pay for pipeline welding.
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January 301, 202319- December 31, 20241
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f) Building Inspector and Building Inspector Specialists. Upon successful
completion of probationary requirements, the City will pay Building Inspectors
and Building Inspector Specialists a one (1) percent of base salary one-time
payment for a certification above what is required. Employees may request one
payment per year to a maximum of two payments in career. Payments will not
exceed a maximum of one percent per year or two payments in a career. The
Building Inspector and Building Inspector Specialist Job Descriptions specify
current requirements and the Union and City will agree on a list of appropriate
certifications eligible for the premium. Premiums will not be paid if certification
is not maintained.
g) Water and Wastewater System Operator Certification. Employees classified in
the following positions: Water Quality Control Plant Operators I and II, Senior
Operator Water Quality Control, Laboratory Technician Water Quality Control,
Chemist, Senior Chemist, Water System Operators I and II, Senior Water Systems
Operator, Inspector, Field Services assigned to Utilities and Installer Repairer Job
Series may be eligible to receive a 1% base pay premium for certifications required
by the Department of Health, California Water Environment Association and/or
the State Water Resources Control Board. Employees within these job
classifications that have successfully completed probationary requirements may
request an annual payment of one (1) percent for one (1) certification that is
above those listed in their job description. An employee who qualifies for this
payment shall be paid 1% of the employee’s annual base salary once per year. The
employee shall be responsible for providing the City with written documentation
that the employee has obtained and is maintaining the qualifying certification on
an annual basis. Premiums will not be paid if certification is not maintained.
Eligible employees should verify certification will qualify for the premium before
attempting certification. The Union and the City will update the job descriptions
to reflect newly required certifications with no further adjustments to base salary.
Payments will not exceed a maximum of one percent per year, and will take effect
in the pay period following the verification of certification. All costs for obtaining
certifications above what the job description requires will be the responsibility of
the employee and may be paid for by using the City’s tuition reimbursement
program.
h) In accordance with Cal-OSHA regulations any employee who operates a forklift
must have Forklift Operator Certification. Training to be provided by the City.
i) Crane Certification. A Heavy Equipment Operator, Line Person, Line Person Lead,
or Maintenance Mechanic who possesses the legally required certification for
operation of any crane will receive an increase of one percent (1%) of their base
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January 301, 202319- December 31, 20241
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rate effective upon the ratification and adoption of this MOU by the City Council,
or upon attainment of the certification, whichever is later.
Heavy Equipment Operator (Electric) must possess a Crane certification regardless of
hire date. Any employee hired on or after July 1, 2012 may be required to obtain and
possess crane certification.
For any other employee hired prior to July 1, 2012 crane certification shall be desirable
(not required) except under the following circumstances:
a) There are insufficient employees in the classification (Heavy Equipment Operator
[exclusive of Electric], Lineperson, Lineperson Lead or Maintenance Mechanic)
who possess the certification to perform the work;
b) The Manager has sought volunteers and no employee in the classification has
volunteered to train for the certification;
c) All things being equal, the manager has selected the least senior employee in the
classification who is judged by the City most likely to successfully complete the
training and obtain crane certification.
d) The Manager will allow up to three attempts to pass the crane certification for any
employee hired before July 1, 2012 who has been involuntarily assigned to acquire
the crane certification. Related training and test costs shall be borne by the City.
No employee hired before July 1, 2012 shall be disciplined or discharged for failure
to acquire a Crane certification.
Section 5 - Weather Protection. The City will provide rainy weather foot protection and
one summer hat for the classification of Community Services Officer.
ARTICLE X - HOLIDAYS
Section 1 - Fixed Holidays. Except as otherwise provided, employees within the
representation unit shall have the following fixed holidays with pay:
January 1
Third Monday in January (Martin Luther King Day)
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
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Veterans' Day, November 11
Thanksgiving Day
Day after Thanksgiving
December 25
Either December 24 or December 31Winter Floater (see below)
Employees shall be excused with pay for the full work shift on either December 24 or
December 31, provided, however, that City facilities remain open with reduced staffing
levels, that Management retains the right to determine work schedules, and that neither
day be considered a holiday for purposes of premium pay. If employees are not excused
pursuant to this provision, one shift of vacation credit will be added to their vacation
accrual.
In the event that any of the aforementioned days, except for December 24 or December
31, falls on a Sunday, the following Monday shall be considered a holiday. In the event
that any of the aforementioned days falls on a Saturday, the preceding Friday shall be
considered a holiday. If December 24 and 31 falls on Sunday, then the preceding Friday
will be designated for purposes of the holiday. Exceptions to this provision are listed in
Appendix E.
Winter Floater. Employees shall be excused with pay for a full work shift on a day mutually
agreed to by the employee and their supervisor during the month of December. If
employees are not excused pursuant to this provision, one shift of vacation credit will be
added to their vacation accrual.
Day of Reflection. In addition to the paid holidays listed above, employees shall be
excused with pay for one full work shift as a day of reflection (floating holiday) per
calendar year. Employees may use the floating holiday on any day mutually agreed by the
employee and their supervisor for a Day of Reflection, including: Juneteenth Freedom Day
(June 19) or Cesar Chavez/Dolores Huerta Day (March 31). Day of Reflection not used by
the end of the fiscal year will be deemed forfeited and have no cash value.
Section 2 - Pay for Fixed Holidays.
a) All employees shall be paid a full day's pay at their regular straight time base hourly
rate for all fixed holidays as defined herein.
b) An employee must be in a pay status on the workday preceding the holiday to be
eligible to be compensated for a holiday. This subsection does not apply to an
employee who is on an unpaid medical leave of absence of less than five (5) days.
Section 3 - Work on Fixed Holidays.
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Any employee required to work on a fixed holiday shall be paid time and one-half for such
work in addition to his or her regular holiday pay. Work on a fixed holiday beyond the
number of hours in a regular shift shall be compensated at double time and one-half.
Employees who work a schedule where a regular day off falls on a holiday will accrue the
holiday hours they would have normally worked on that day. If an employee has more
than four (4) days of holiday time accrued the City will automatically cashout these
additional hours. This does not impact the employee’s ability to cashout or transfer to
deferred comp holiday hours below the four (4) day threshold.
Section 4 - Variations in Work Week.
a) An employee whose work schedule requires that his or her regular days off be other
than Saturday and/or Sunday shall have an additional day off scheduled by the
department in the event a fixed holiday falls during his or her regularly scheduled day
off. Every attempt will be made to schedule the day on a mutually agreeable basis. If
the day cannot be so scheduled, the employee shall be paid for the day at the straight
time base rate.
b) Fixed holidays which fall during a vacation period or when an employee is absent
because of illness shall not be charged against the employee's vacation or sick leave
balance.
c) If conditions necessitate a departmental closure impacting employees’ regular
schedules, management will work with employees to provide assignments unless the
employee chooses to take unpaid time off or use paid time off in the form of vacation,
personal business or compensatory time.
Section 5 - Floating Days Off
Employees hired on or before July 1, 2012 will be credited with 3 floating holidays to be
scheduled for use by mutual agreement by employee and supervisor. In no event will FH
be convertible to cash or other benefits in lieu of Floating Holidays.
Effective at the close of business 6/30/13 one floating holiday will be eliminated. On July
1, 2013 and every July thereafter, employees will be credited with two (2) Floating
Holidays to be scheduled in the same manner as noted above.
Employees hired after 7/1/12 will not receive any floating holidays.
Floating Holidays not used by the end of the fiscal year will be deemed forfeited.
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ARTICLE XI - VACATIONS
Section 1 - Vacation Accruals. Each employee shall be entitled to an annual paid vacation,
accrued as follows:
a) First day of continuous service through the last day of the fourth (4th) year: eighty 80
hours vacation per year.
b) First day of the fifth year of continuous service through the last day of the ninth (9th)
year: one-hundred and twenty 120 hours vacation per year.
c) First day of the tenth (10th) year of continuous service through the last day of the
fourteenth (14th) year: one-hundred and sixty 160 hours vacation per year.
d) First day of the fifteenth (15th) year of continuous service through the last day of the
nineteenth (19th) year: one-hundred and eighty 180 hours vacation leave per year.
e) Twenty (20) or more years: two-hundred 200 hours vacation leave per year.
Vacation accrual will be prorated based on hours in paid status.
Employees may accrue up to (3) three (3) times their annual vacation leave without loss
of vacation daysaccrual (e.g., an employee who accrues 80 hours per year has an accrual
cap of 240 hours). In the event the City is unable to schedule vacation and, as a result
thereof, the employee is subject to loss of accrued vacation, the City shall extend the
vacation accrual limit up to one year, in which time the excess vacation must be scheduled
and taken. As long as there is no interference with departmental operations, there shall
be no unreasonable restriction of increments of use. Employees shall complete six (6)
months' continuous service before using accrued vacation leave.
At the time of initial appointment, or to address an identified retention issue the City may
credit an employee for prior experience or special expertise, including prior years of
public service in a city, county, special district, state, or federal government agency, up to
a maximum of five (5) years’ service. The City Manager or designee shall identify the
number of years for which the employee will receive credit (up to the five (5) year
maximum).
Section 2 - Holiday Falling During Vacation. In the event a fixed holiday as defined in
Article X falls within an employee's vacation period, which would have excused the
employee from work (and for which no other compensation is made), an additional
workday for such holiday shall be added to the vacation leave.
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Section 3 - Illness During Vacation. When an employee becomes ill while on vacation and
such illness can be supported by a statement from an accredited physician or the
employee is hospitalized for any period, the employee shall have the period of illness
charged against sick leave and not against vacation leave.
Section 4 - Accrued Vacation Pay for Deceased Employees. An employee who is eligible
for vacation leave and who dies while in the municipal service shall have the amount of
any accrued vacation paid to his/her estate within thirty days. This proration will be
computed at his/her last basic rate of pay.
Section 5 - Effect of Extended Military Leave. An employee who interrupts service
because of extended military leave shall be compensated for accrued vacation at the time
the leave becomes effective.
Section 6 - Vacation at Termination. Employees leaving the municipal service with
accrued vacation leave shall be paid the amounts of accrued vacation to the date of
termination.
Section 7 - Vacation Cash Out.
Once each calendar year an employee may cash out eight or more hours of vacation
accrual in excess of 80 hours, to a maximum of 120 hours, provided that the employee
has taken 80 hours of vacation in the previous 12 months.
1. To be eligible for cash out vacation, employees must pre-elect the number of vacation
hours they will cash out during the following calendar year up to maximum of 120
hours, prior to the start of that calendar year. The election will apply only to vacation
hours accrued in the next tax year and eligible for cash out.
2. The election to cash out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash out vacation hours must cash out the
number of accrued hours pre-designated on the election form provided by the City.
3. Employees who do not pre-designate or decline a cash out amount by the annual
deadline established by the City will be deemed to have waived the right to cash out
any leave in the following tax year and will not be eligible to cash out vacation hours
in the next tax year.
4. Employees who pre-designate cash out amounts may request a cash out at any time
in the designated tax year by submitting a cash out form to Payroll. Payroll will
complete the cash out upon request, provided the requested cash out amount has
accrued and is consistent with the amount the employee pre-designated. If the full
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amount of hours designated for cash out is not available at the time of cash out
request, the maximum available will be paid.
5. For employees who have not requested payment of the elected cash out amount by
November 1 of each year, Payroll will automatically cash out the pre-designated
amount in a paycheck issued on or after the payroll date including November 1.
ARTICLE XII - LEAVE PROVISIONS
Section 1 - Sick Leave.
a) The City shall provide each employee with paid sick leave, earned on a daily basis and
computed at the rate of 96 hours per year, with no limits on amounts that may be
accumulated, except that for employees hired after July 1, 1983biweekly basis, at the
rate of ninety-six (96) hours per year for full time employees. Employees will accrue
sick leave at a rate of three point seven (3.7) hours per pay period. Sick leave accrual
will be prorated based on hours in paid status., Ssick leave accrual accumulation shall
be limited to 1,000 hours and subsections (a)(1) and (a)(2), shall not apply. Payment
for accumulated sick leave at termination shall be made only in the following
circumstances:
1) Eligible employees who leave the municipal service or who die while employed
and who have fifteen or more years of continuous service shall receive
compensation for unused sick leave hours in a sum equal to two and one-half
percent of their unused sick leave hours multiplied by their years of continuous
service and their base hourly rate of pay at termination.
2) Full sick leave accrual will be paid in the event of termination due to disability.
b) Use of Sick Leave. Sick leave shall be allowed and used in cases of actual personal
sickness or disability, medical or dental treatment, or as authorized for personal
business. Up to nine days sick leave per year may be used for illness in the immediate
family, including registered domestic partner. A new employee may, if necessary, use
up to forty-eight (48) hours of sick leave at any time during the first six months of
employment. Any negative balances generated by such utilization will be charged
against future accrual or deducted from final paycheck in the event of termination.
c) An employee who has been disabled for 60 consecutive days and who is otherwise
eligible both for payment under the long-term disability group insurance coverage and
accrued sick leave benefits may, at his/her option, choose either to receive the long
term disability benefits or to utilize the remainder of his/her accrued sick leave prior
to applying for long-term disability benefits.
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d) Sick leave will not be granted for illness occurring during any leave of absence unless
the employee can demonstrate that it was necessary to come under the care of a
doctor while on such other leave of absence.
e) Return to Work With Limited Duty. Upon approval of department management and
the City Risk Manager, an employee may return to work for doctor-approved limited
duty. Approval for return to work shall be based upon department ability to provide
work consistent with medical limitations, the location of the work assignment, and
the length of time of the limitations. The City doctor may be consulted in determining
work limitations.
f) If an employee’s illness results in an absence from work for more than three (3)
consecutive work days or twenty-four (24) continuous hours, whichever is greater, a
doctor’s certificate or other proof of illness may be required. The department head
or designee may require a doctor’s certificate or other proof of illness when there is
reasonable cause of misuse.
g) Leave Committee
During the term of this Agreement, upon request by either party, the parties will meet
with the goal of developing alternate leave models, such as “Paid Time Off” or other
similar benefits. Any changes implemented during the term of this agreement must
be by mutual agreement only.
Section 2 - Bereavement Leave. Leave of absence with pay of three days shall be granted
an employee by the head of his or her department in the event of death in the employee's
immediate family, which is defined for the purposes of this section as wife, husband, son,
step-son, son-in-law, daughter, step-daughter, daughter-in-law, mother, step-mother,
mother-in-law, father, step-father, father-in-law, brother, brother-in-law, step-brother,
sister, step-sister, sister in- law, grandmother, grandmother-in-law, grandfather,
grandfather-in-law, grandchildren, aunt, uncle, niece, nephew, registered domestic
partner, or a close relative residing in the household of the employee. Such leave shall be
at full pay and shall not be charged against the employee's accrued vacation or sick leave.
Request for leave with pay in excess of three (3) days shall be subject to the written
approval of the City Manager. Approval of additional leave will be based on the
circumstances of each request with consideration given to the employee's need for
additional time.
Section 3 - Military Leave. The provisions of the Military and Veterans' Code of the State
of California shall govern the granting of military leaves of absence and the rights of
employees returning from such leaves. Consistent with the Military and Veterans Code,
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the City of Palo Alto shall pay employees in SEIU bargaining unit their regular salary, salary
differential, and all available benefits for up to thirty days per calendar year.
Section 4 - Leave Without Pay.
a) Disability. Leaves of absence without pay may be granted in cases of disability not
covered by sick leave. Pregnancy will be considered as any other disability. Leaves of
absence for disability are subject to physicians' verification including diagnosis and
medical work restriction.
b) Family Leave. Family leave will be granted in accordance with applicable state and
federal law.
c) Other Leaves. Leaves of absence without pay may be granted in cases of personal
emergency, Union business or when such absences would not be contrary to the best
interest of the City. Non-disability prenatal leave is available under this provision, but
such leave shall not begin more than six months prenatal nor extend more than six
months postpartum.
During unpaid leaves of absence for disability or other reasons, the employee may elect
and the City may require that employee to use paid leave credits in a manner consistent
with state and federal law. Requests for leaves without pay shall not be unreasonably
denied. In order to avoid misunderstandings, all leaves without pay must be in writing to
be effective.
Section 5 - Jury Duty and Subpoenas. Employees required to report for jury duty or to
answer subpoenas as a witness in behalf of the State of California or any of its agencies
shall be granted a leave of absence with pay from their assigned duties until released by
the court, provided the employee remits to the City all fees received from such duties
other than mileage or subsistence allowances within thirty (30) days from the termination
of jury service. When an employee returns to complete a regular shift following time
served on jury duty or as a witness, such time falling within the work shift shall be
considered as time worked for purposes of shift completion and overtime computation.
In determining whether or not an employee shall return to his or her regular shift
following performance of the duties, reasonable consideration shall be given to such
factors as travel time and a period of rest. When a combination of City work time and
jury duty equals 14 or more hours in the 24-hour period immediately before the
employee's shift starting time, the employee will be allowed a rest period of nine hours.
Any portion of the rest period falling within the employee's work shift will be considered
as hours worked and compensated at the straight time rate. This provision does not apply
to conditions of bona fide emergency. Bona fide emergency conditions are conditions
involving real or potential loss of service or property or personal danger.
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Section 6 - Time Off to Vote. Time off with pay to vote in any general or direct primary
election shall be granted as provided in the State of California Elections Code, and notice
that an employee desires such time off shall be given in accordance with the provisions
of said Code.
Section 7 - Disapproval of Leave of Absence. In case of disapproval of extension,
revocation or cancellation of an existing leave of absence, notice shall be sent by certified
mail, return receipt requested, to the employee stating the date of such action, the reason
and a specific date to return to work, which is not less than five working days from date
indicated on return receipt.
Section 8 - Personal Business Leave Chargeable to Sick Leave. All employees shall be
granted up to thirty (30) hours personal business leave per calendar year, chargeable to
sick leave. The employee need not disclose the reason for the personal business. The
scheduling of such leave is subject to the approval of the appropriate level of
Management, and such approval shall not unreasonably be denied.
Section 9 - Return to Assignment. The department shall make every effort to ensure that
employees resuming work following a leave pursuant to Sections 1- 8 shall be returned to
the assignment, shift, and/or work location held immediately prior to the leave. If the
employee cannot be so assigned, he or she shall, upon request, be granted a meeting with
department management to discuss the reasons for the change. Upon request, the
employee shall be afforded Union representation at such a meeting.
ARTICLE XIII - WORKERS' COMPENSATION INSURANCE
Section 1 - Industrial Temporary Disability.
a) While temporarily disabled, employees shall be entitled to use accrued sick leave for
the first three (3) days following the date of injury and thereafter shall be paid full
base salary for a period of not to exceed fifty-seven (57) calendar days, unless
hospitalized, in which case employees shall be paid full base salary for a period not to
exceed sixty (60) days from date of injury.
b) For any temporary disability continuing beyond the time limits set forth in (a) above,
employees shall be paid two-thirds (66 2/3%) of their full base salary at the time of
injury for the duration of such temporary disability in conformance with the State law.
c) During the period of temporary disability, an employee's eligibility for health, dental,
life, LTD, or other insured program will continue with City contributions at the same
rate as for active employees. In case of Subsection (a) above, the employee will
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continue to accrue vacation and sick leave benefits. In the case of Subsection (b), sick
leave and vacation benefits shall not be accrued.
Section 2 - Vocational Rehabilitation Benefits for Permanently Disabled Employees.
Vocational Rehabilitation will be made available to employees who have suffered
permanent disability as a result of an injury or illness sustained in the course and scope
of employment before 1/1/04. For injuries on or after 1/1/04 qualified employees are
entitled to supplemental job displacement vouchers in accordance with the California
Labor Code, Division 1, Department of Industrial Relations and Division 4, Workers’
Compensation and Insurance, the Americans with Disabilities Act (ADA), and the City of
Palo Alto's Workers’ Compensation Program.
ARTICLE XIV - BENEFIT PROGRAMS
Section 1 - Health Plan.
a) Active Employees
During the term of this contract, the maximum City contribution towards medical
premiums for eligible full time employees per employee category shall be up to a
maximum of the following for any plan:
Effective January 1, 2019:
• Employee only: $804
• Employee plus one: $1,606
• Employee Family: $2,088
Effective January 1, 202320:
• Employee only: $840$906
• Employee plus one: $1,680$1,812
• Employee Family: $2,180$2,350
Effective January 1, 20241, the City will increase its maximum contribution by 50% of
average of the increases to Kaiser and PERS Choice. Provided however, that the total
increase of the maximum City contribution shall not exceed 4%.
The City’s total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part-time
employee is assigned to work.
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PEMHCA minimum changes per statutory determination and has historically been
increased by $3 dollars each year. Any increases to the PEMHCA minimum during the
term of this contract will result in a corresponding decrease to the amount of the
additional City contribution, so that the total maximum City contribution never exceeds
the amount listed in the Maximum City Contribution described above.
b) Health Plan Coverage for Future Retirees Hired Before January 1, 2005.
Monthly City-paid premium contributions for a retiree-selected health plan through the
CalPERS Health Benefits Program will be made as provided under the Public Employees’
Medical and Hospital Care Act. Effective 1/1/07 the City’s monthly employer contribution
for each retiree and their eligible family members, as defined by the CalPERS Health
Benefits Program, shall be the amount necessary to pay for the cost of his or her
enrollment, in a health benefits plan up to the monthly premium for the 2nd most
expensive plan offered to the SEIU employee (among the existing array of plans).
However, the City contribution for an employee hired before January 1, 2005 who retires
on or after April 1, 2011 the City contribution for the retiree and their eligible family
members, as defined by the CalPERS Health Benefits Program, shall be the same
contribution amount it makes from time to time for active City employees.
The City provided active unit employees who were hired before January 1, 2005 with a
one-time opportunity to opt-in to retiree health benefits provided under California
Government Code section 22893. Eligible employees who wish to exercise this option
shall inform the People, Strategy, and Operations department of their election in writing
no later than 90 days following the ratification and adoption of this Agreement.
c) PERS – Health Benefit Vesting For Future Retirees Effective January 1, 2005 or any
existing employee who opts into this vesting schedule.
The CalPERS vesting schedule set forth in Government Code section 22893 will apply to
all SEIU employees hired on or after January 1, 2005 or any existing employees who opt
into this vesting schedule. Under this law, an employee is eligible for 50% of the specified
employer health premium contribution after ten years of service credit, provided at least
five of those years were performed at the City of Palo Alto. After ten years of service
credit, each additional year of service credit will increase the employer contribution
percentage by 5% until, at 20 years’ service credit, the employee will be eligible upon
retirement for 100% of the specified employer contribution. However, the maximum
contribution for eligible family members, as defined by the CalPERS Health Benefits
Program, will be 90% of the specified employer contribution. The City of Palo Alto's health
premium contribution will be the minimum contribution set by CalPERS under section
22893 based on a weighted average of available health plan premiums.
d) Retiree Health Committee
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During the term of this agreement the parties will maintain a Retiree Health Committee.
The Union shall appoint two (2) Union members (and one Union staff person) to serve on
this committee who shall receive reasonable release time to attend Retiree Health
Committee meetings. Changes to this section during the term of this Agreement will be
by mutual agreement only. The parties agree that Retiree Health Committee meetings
may be attended by representatives of other City labor groups.
e) Coverage for Domestic Partners.
Domestic Partnership Registered with the California Secretary of State. Employees
may add their domestic partner as a dependent to their elected health plan coverage
if the domestic partnership is registered with the Secretary of State.
Domestic Partnership Not Registered with the California Secretary of State.
Domestic partners who meet the requirements of the City of Palo Alto Declaration of
Domestic Partnership, and are registered with the Human Resources Department, will
be eligible for a stipend of two hundred and eighty four dollars ($284.00) per month
toward the cost of an individual health plan. Evidence of premium payment will be
required with request for reimbursement.
f) Alternative Medical Benefit Program.
If a regular employee and/or the employee’s dependent(s) are eligible for and elect
to receive medical insurance through any other non-City of Palo Alto employer-
sponsored or association-sponsored group medical plan, the employee may choose
to waive his/her right to the City of Palo Alto’s medical plan insurance and receive
cash payments in the amount of two hundred eighty-four dollars ($284) for each
month City coverage is waived.
Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or domestic partner and waives
medical coverage for the spouse or domestic partner; or
• Employee has additional eligible dependents and waives family-level medical
coverage.
Participation must result in a health insurance cost savings to the City and payments
per employee shall not exceed a total of two hundred eighty four dollars ($284.00)
per month. To participate in the program the employee and dependents must be
eligible for coverage under PEMHCA medical plans, complete a waiver of medical
coverage form, and provide proof of eligible alternative medical coverage.
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Payments will be made in the employee’s paycheck beginning the first month
following the employee’s completion of the waiver form. Payments are subject to
state and federal taxes and are not considered earnings under PERS law. Employees
are responsible for notifying the City of any change in status affecting eligibility for
this program (for example, life changes affecting dependent’s eligibility for medical
coverage through the employee) and will be responsible for repayment of amounts
paid by the City contrary to the terms of this program due to the employee’s failure
to notify the City of a change in status.
If the State of California or federal government requires the City to participate and
contribute toward coverage under any medical plan outside of PEMHCA including but
not limited to the Affordable Care Act, the City’s total liability for enrolled employees
and retirees and their eligible family members shall not exceed what the City would
have paid toward PEMHCA coverage in the absence of such state or federal plan. The
parties will meet and confer over the impact of such change on matters within the
scope of representation before implementing any change.
Section 2 - Dental Plan.
a) The City shall continue to provide a self-funded dental program for the benefit of City
employees and their eligible dependents. The City shall pay 100% of the required
premiums for the program, except that benefits for regular part-time employees will
be prorated as follows: Employees hired after January 1, 2005, who will work less than
full time, will receive prorated premium costs for dental benefits in accordance with
his/her percentage of a full-time work schedule. Part-time employees currently
receiving full benefits will not be impacted.
b) The City’s Dental Plan provides the following:
• Maximum Benefits per Calendar Year $2,000 per person.
c) Effective July 1, 2001, dental implants in conjunction with one or more missing natural
teeth, and removal of implants will be covered as a Major Dental Service at 50% usual,
customary and reasonable (UCR).
d) Effective 1/1/07 the City will add composite (tooth colored) fillings in dental plan
posterior teeth.
e) Effective 1/1/07 the City will pay up to $2000.00 for Orthodontia coverage.
Section 3 - Vision Care. The City shall continue to provide a self-funded vision care
program for the benefit of City employees and their dependents. The City shall pay 100%
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of the required premiums for the program. The benefits of the vision care program shall
continue to be equivalent to $20 Deductible Plan A under the Vision Service Plan.
Vision benefits for regular part-time employees hired or assigned to a part-time schedule
will be prorated in accordance with his/her percentage of a full- time work schedule.
Section 4 - Life Insurance. The City agrees to continue the Basic and Supplemental life
insurance plan as currently in effect for the term of this Memorandum of Agreement.
Section 5 – Long Term Disability Insurance. The City shall continue the long term
disability insurance plan currently in effect for the term of this Memorandum of
Agreement. For Plan A, the benefit is 66 and 2/3% of pre-disability earnings to the
maximum benefit level of $4000.00 per month. Employee coverage is subject to a
voluntary payroll deduction of the insurance premium applicable to the first $6,000 of
monthly salary, less a credit of $11.17 per month to be paid by the City. For Plan B, the
benefit is 60% of pre-disability earnings up to the maximum benefit level of $1800 per
month. Employee coverage is subject to a voluntary payroll deduction of the insurance
premium applicable to the first $2000 of monthly salary for Plan B. The City will pay
premiums in excess thereof.
Section 6 - Effective Date of Coverage for New Employees. For newly-hired regular
employees, elected coverage will begin on the first day of the month following date of
hire.
Section 7 - Dual Coverage. When a City employee is married to another City employee
each shall be covered only once (as an individual or as a spouse of the other City
employee, but not both) and dependent children, if any, shall be covered by only one
spouse.
Section 8 - Deferred Compensation. The City shall continue to make available a Section
457 Deferred Compensation Plan to SEIU employees and will insure reasonable access
to Deferred Compensation representatives for all interested employees.
Section 9 – Dependent Care Assistance Program and Medical Flexible Spending
Accounts. The City shall continue to provide a Dependent Care Assistance Program
(DCAP) and Medical Flexible Spending Accounts (FSA) for employees that comply with
Section 125 of the Internal Revenue Code. Calendar year limits are set by the IRS. All
matters related to the FSA shall be excluded from the grievance requirements of this
MOA (per side letter agreed to in 2011).
a) Dependent Care Assistance Program: Can be used to pay for qualified day care (or
dependent care) expenses with pre-tax dollars.
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b) Medical FSA: Provides reimbursement for excess medical/dental/vision, or expenses
that are incurred by employees and their dependents which are not covered or
reimbursed by any other source, including existing City-sponsored plans. The City will
deduct the annual administrative fee through a payroll deduction (currently $4 as of
2015) or if the employee has unused FSA dollars from the prior calendar year, the City
will apply those dollars to cover the administrative fee.
Section 10 - Training Programs.
a) Employees assigned by the City to attend meetings, workshops, or conventions of
their professional or technical associations shall have their dues and reasonable
expenses paid by departmental funds and shall be allowed to attend such workshops,
meetings, and conventions on paid City time.
b) City will reimburse for travel, meals and lodging while away from home attending an
educational conference that the supervisor authorizes as being job related or which
will improve an employee’s skills. Per City Policy and Procedure 1-02, the Pre-Travel
Authorization Form should indicate expenses that will be paid.
ARTICLE XV – RETIREMENT
Section 1 - PERS Continuation.
a) Pension Group A: 2.7% @ 55. The City will continue the present benefits under the
Public Employees' Retirement System 2.7% at 55 for employees hired before July 17,
2010. The Parties acknowledge that employees under this formula hired before July
17, 2010 are subject to a final compensation calculation, for pension determination
purposes, based on their single highest year of compensation earnable as provided by
Government Code Section 20042.
b) Pension Group B: 2.0% @ 60 – (Single Highest Year). For employees hired on or after
July 17, 2010 and before January 1, 2013, and employees hired on or after January 1,
2013 who are not “new members” of CalPERS as defined in the Public Employees’
Pension Reform Act (often referred to as “Classic” CalPERS members), but before the
adoption of the modified 2% at 60 formula described below, whichever is later, the
City will continue to provide the 2% at 60 retirement formula (“2% at 60”). The Parties
acknowledge that employees under the existing 2% at 60 pension formula are subject
to a final compensation calculation, for pension determination purposes, based on
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their single highest year of compensation earnable as provided by Government Code
section 20042.
c) Pension Group C: 2.0% @ 60 – (3 Highest Years). The City shall further amend its
contract with CalPERS to provide miscellaneous “Classic” CalPERS members hired on
or after August 1, 2013 with the CalPERS retirement formula two percent (2.0%) of
final compensation at age sixty (60) with a final compensation calculation, for pension
determination purposes, based on the employee’s three consecutive highest years of
compensation earnable, as provided by Government Code section 20037. The City
may delay the adoption or implementation of the foregoing amendment to the
extent it deems such delay necessary to accommodate legal and administrative
requirements. In such event, employees hired between and including August 1, 2013
and the day before the amendment’s implementation date will be placed in the 2% of
final compensation at age 60 formula with single highest year earnable compensation
as described above.
d) Pension Group D: 2% @ 62. Employees hired on or after January 1, 2013 meeting the
definition of “new member” under the Public Employees’ Pension Reform Act (Gov’t.
Code s. 7522 et seq.) shall be subject to all of the provisions of that law, including but
not limited to the two percent at age 62 (2%@62) retirement formula with a three
year final compensation period.
Section 2 - Employee Share.
Effective with the first pay period including July 1, 2012 employees in Pension Groups A,
B and C described in Section 1 above shall pay 8% if enrolled in the 2.7%@55 benefit or
7% if enrolled in the 2%@60 benefit.
Employees in Pension Group D shall pay the employee contribution required by the Public
Employees’ Pension Reform Act, calculated at fifty percent (50%) of the normal cost.
Section 3. Employer Share.
Effective the first full pay period following December 1st, 2017, employees (Groups A-D)
shall pay one percent (1.0%) of their salary toward the employer cost of retirement (in
addition to the employee share) in accordance with Section 20516 of the California
Government Code.
Effective the first full pay period including December 1, 2020, employees in this unit
(Groups A-D) shall pay an additional 1% of their salary toward the employer cost of
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retirement for a total of 2% (in addition to the employee share) contribution toward the
employer share.
This will result in SEIU employees in Groups A-D paying a total of two (2) percent of the
employer share (in addition to the employee share) effective the first full pay period
including December 1st, 2020.
ARTICLE XVI - COMMUTE INCENTIVES AND PARKING
Section 1 - Commute Incentive. It is the City’s interest to reduce single occupancy vehicle
trips to the extent possible in order to address current traffic and environmental
challenges. During the term of this agreement, the parties shall meet and confer on
changes to the City’s commute incentive and parking program adopted by the City
Council. Eligible employees may voluntarily elect one of the following commute
incentives:
a. Civic Center Parking. Employees assigned to Civic Center and adjacent work
locations. The City will provide a Civic Center Garage parking permit. New
employees hired after April 30, 1994 may initially receive a parking permit for
another downtown lot, subject to the availability of space at the Civic Center
Garage.
b. Carpool. The City will provide $30 per month (taxable income) to each eligible
employee in a carpool for 60% or more of their scheduled work days per
month with two or more people.
c. Bicycle. The City will provide $20 per month to eligible employees who ride a
bicycle to work. This payment is available through the CCD web site in the
form of a special Commuter Check (tax free) for bike equipment, gear or
repairs. This benefit cannot be combined with other commute benefits.
d. Walk. The City will provide $20 per month (taxable income) to eligible
employees who walk to work 60% or more of their scheduled work days.
e. Transit or vanpool users: Tax-free incentives up to the IRS limit (currently
$255/month) are available through the Commuter Check Direct (CCD) web site
for employees using Bay Area public transportation or riding in a registered
vanpool at least 60% of their scheduled work days.
f. Go Pass. The Go Pass program will offer civic center and other downtown-
based employees a Caltrans Go Pass that allows unlimited rides on Caltrain in
all zones seven days per week.
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g. The City and Union agree to meet in Labor Management Committee to assess
and improve the application of the telecommuting policy and option for
employees.
The deadline for registering with CCD and placing an online order is 8:59 p.m. on the 7th
of each month, for the next month’s benefit. For example, employees wishing to order
a transit pass by June must place their online orders with CCD by May 7th.
Section 2 – Parking Lot Security – Municipal Service Center. The City will provide fenced
and locked parking facilities for Municipal Service Center employees. Procedures will be
established for entering and leaving the parking facilities.
Section 3 – Bicycle Lockers and Motorcycle Parking. The City will provide bicycle lockers
and motorcycle parking areas for City employees at mutually agreeable work locations.
ARTICLE XVII - PHYSICAL EXAMINATIONS
If any non-probationary employee who is required to have a City-provided physical
examination not related to workers' compensation programs disagrees with the findings
of the City-sponsored physician, he/she may consult with his/her own physician and, if
his/her private physician's report conflicts with that of the City physician in terms of ability
to work at his/her regular job, then he/she may request an evaluation of his/her problem
through a third physician mutually agreed upon by the employee and the City. Cost for
such examination will be equally shared and the decision of this physician concerning the
continuing ability of the employee to perform his/her work in his/her regular job without
exposing himself/herself to further injury as a result of his/her condition shall be the basis
for returning the employee to his/her regular work.
ARTICLE XVIII – SAFETY
Section 1 - Health and Safety Provisions. The City shall furnish and use safety devices and
safeguards and shall adopt use practices, means, methods, operations and processes
which are reasonably adequate to render such employment and place of employment
safe, in conformance with applicable safety regulations under the State Labor and
Administrative Code sections. The City shall not require or permit any employee to go to
or be in any employment or place of employment which is not safe.
Section 2 - Union Cooperation. Union will cooperate with the City by encouraging all
employees to perform their work in a safe manner.
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Section 3 - Safety Committees and Disputes. Safety committees composed of
Management and Union stewards in the below listed organizations will meet no less than
six (6) times annually to discuss safety practices, methods of reducing hazards, and to
conduct safety training. This shall in no way remove the basic responsibility of safety from
Management nor shall it in any way alter the responsibility of the employee to report
unsafe conditions directly and immediately to his or her supervisor.
Community Services
Public Works
Water-Gas-Wastewater Field Operations
Electric Field Operations
Water Quality Control
a) A ten-member Citywide Union/Management safety committee with equal Union and
Management membership will meet upon call to review safety and occupational
health standards and practices, discuss overall City safety and health problems, and
to act as an advisory group to the departmental safety committees. The committee
shall review all departmental safety programs and recommend change where
necessary.
b) In cases of dispute over safe working conditions the employee will first report such
unsafe conditions to his or her supervisor and every attempt will be made to rectify
the problem at this level. The employee may contact his or her steward to assist in
the resolution of the dispute. If the problem cannot be resolved the Risk Manager will
be contacted and the problem will be addressed through the interpretation of the
basic safety rules and regulations. Should the problem not be resolved at this step,
the grievance procedure will be utilized. Safety grievances shall be submitted at Step
III.
c) The City will continue employee workplace evaluations in compliance with CalOsha,
Title 8, section 5110.
ARTICLE XIX - GRIEVANCE and APPEAL PROCEDURE
Section 1 - General Provisions. The City and the Union recognize that early settlement of
grievance or appeal of disciplinary actions is essential to sound employee-employer
relations. The parties seek to establish a mutually satisfactory method for the settlement
of employee grievances, or appeal of disciplinary action, or Union grievances as provided
for below. In presenting a grievance or appeal of disciplinary action, the aggrieved and/or
his or her representative is assured freedom from restraint, interference, coercion,
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discrimination or reprisal. Release time for investigation and processing a grievance or
appeal of disciplinary action is designated in Article IV of this Memorandum of Agreement
(MOA).
Section 2 – Definitions.
a) Grievance means an unresolved complaint or dispute regarding the application or
interpretation of rules, regulations, policies, procedures, Memorandum of Agreement
or City ordinances of resolution, relating to terms or conditions of employment, wages
or fringe benefits, excluding however those provisions of this MOA which specifically
provide that the decision of any City official shall be final, the interpretation or
application of those provisions not being subject to the grievance or appeal of
disciplinary action procedure.
b) Appeal of a disciplinary action means an appeal of any kind of disciplinary action
against an employee covered by this Memorandum of Agreement. Discipline is
defined as suspensions without pay, reductions in pay, demotion or discharge.
Reprimands, transfers, reassignments, layoffs, and negative comments in
performance evaluations are not considered discipline.
Section 3 - Conduct of Grievance Procedure or Appeal of Disciplinary Action Procedure.
a) An aggrieved employee may be represented by the Union or may represent
himself/herself in preparing and presenting a grievance or appeal of disciplinary
action at any level of review. Grievances or appeal of disciplinary action may also be
presented by a group of employees. No grievance or appeal of disciplinary action
settlement may be made in violation of an existing merit rule or memorandum of
agreement. The Union will be notified prior to the implementation of any settlement
made which affects the rights or conditions of other employees represented by the
Union. The Union and the Steward will be copied on all written representation unit
grievance or appeal of disciplinary action decisions.
b) An employee and the representative steward, if any, may use a reasonable amount of
work time so long as there is no disruption of work, in conferring about and presenting
a grievance or appeal of disciplinary action. Requests for release time to prepare
grievance or appeal of disciplinary action shall be made in accordance with the
provisions of Article IV, Section 3.
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c) Beginning with the third step of the grievance or appeal of disciplinary action
procedure, the Chief Steward or Alternate Chief Steward may assist in presenting a
grievance or appeal of disciplinary action and may be present at all Step III, and IV
grievance or appeal of disciplinary action hearings.
d) The time limits specified in this Article may be extended by mutual agreement in
writing of the aggrieved employee or the Union and the reviewer concerned.
e) Should a decision not be rendered within a stipulated time limit, the grievant may
immediately appeal to the next step.
f) The grievance or appeal of disciplinary action may be considered settled if the decision
of any step is not appealed within the specified time limit.
g) If appropriate, the aggrieved employee(s) or the Union and the department head may
mutually agree, in writing, to waive Step I and/or Step II of the grievance or appeal of
disciplinary action procedure.
h) Grievances or appeal of disciplinary action shall be made in writing and submitted on
forms provided by the City or on forms which are mutually agreeable to the City and
the Union. The written grievance or appeal of disciplinary action shall contain clear,
factual and concise language, including: (1) the name of the grievant; (2) a statement
of the facts upon which the grievance or appeal of disciplinary action is based,
including relevant dates, times and places; (3) specific provisions of this Agreement or
specific City rules, policies, or procedures which the grievance or appeal of disciplinary
action alleges has been violated; (4) a summary of any steps taken toward resolution;
and (5) the action the grievant believes will resolve the grievance or appeal of
disciplinary action.
i) Any retroactivity on monetary grievances or appeal of disciplinary action shall be
limited to the date of occurrence, except in no case will retroactivity be granted prior
to three months before the grievance or appeal of disciplinary action was filed in
writing.
j) If the grievance is filed by more than one employee in the bargaining unit, the Union
may, at its option, convert it to a Union grievance after Step II of the grievance
procedure. The Union may also file a grievance in those instances when, under this
Memorandum of Agreement, a Union right not directly related to an individual
employee becomes the subject of dispute. Union grievances shall comply with all of
the foregoing provisions and procedures.
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k) For purposes of time limits, “working days” are considered to be Monday through
Friday, exclusive of City holidays.
l) If a mutually agreed solution is reached during any step of this grievance or appeal of
disciplinary action procedure, the agreement shall be placed in writing and signed by
the City and the grievant or union.
m) Upon request of either party, meetings to discuss the grievance or appeal of
disciplinary action shall be held at any step in the grievance or appeal of disciplinary
action procedure.
n) The Parties may mutually agree in writing to an alternate method(s) of delivery for
any communication for any notices required pursuant to Article XIX, Grievance
Procedure, of a grievance or appeal of disciplinary action. Such agreement shall list
the designated representative(s) for each party and the appropriate contact
information for each Party, and describe the agreed-upon method(s) of
communication. All designated representatives shall be copied on any
communications. On all transmissions that are intended to conform to a time limit,
the sender shall retain proof that the transmission was sent within that limit (for
example, confirmation of electronic mail transmission or record of successful fax
transmission) in the sender’s file for production if a dispute arises over existence or
timing of the transmission. Either Party may designate new representatives or
terminate an alternate delivery agreement under this section by providing written
notice, which shall be effective immediately, to the other.
Section 4 - Grievance and Appeal Procedure.
Step I. Informal Discussion. Within fifteen (15) working days after the incident or
discovery of the incident on which the grievance or appeal of disciplinary action is based
the aggrieved employee shall present the grievance action to his or her immediate
supervisor and attempt to resolve the grievance through informal discussions. Every
attempt will be made to settle the issue at this level.
Step II. If the grievance is not resolved through the informal discussion in Step 1 or the
employee wishes to appeal disciplinary action taken against him/her in the case of a
grievance, the employee will reduce the grievance or appeal of disciplinary action to
writing and submit copies to the Department head or his or her designee within fifteen
(15) working days of the discussion with the immediate supervisor or within fifteen (15)
working days from the receipt of a final disciplinary action. The Department Head or
designee shall have fifteen (15) working days from the receipt of a written grievance or
appeal of disciplinary action to review the matter and prepare a written statement.
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Step III. If the grievance or appeal of disciplinary action is not resolved and/or the
aggrieved employee is not satisfied with the Step II decision, the grievant or disciplined
employee may appeal to the Human Resource Director or his or her designee in writing
within fifteen (15) working days of the receipt of the Department Head's response. The
written appeal to the Human Resources level shall include a copy of the original grievance
or appeal of disciplinary action, the Department Head’s decision at Step II, and a clear
statement of the reasons for appeal. Within fifteen (15) working days, after receiving the
written appeal, the Human Resource Director shall review the matter and prepare a
written statement. If a mutually agreed solution is reached during this process the
agreement shall be placed in writing and signed.
Step IV. If the grievance or appeal of disciplinary action is not resolved at Step III, the
aggrieved employee may choose between final and binding resolution of the grievance or
appeal of disciplinary action through appeal to the City Manager or through appeal to
final and binding arbitration. For the term of this Memorandum of Agreement, appeals to
final and binding arbitration may be processed only with Union approval. All Step IV
appeals must be filed in writing at the Human Resources Department within fifteen (15)
working days of receipt of the Human Resource Director’s decision at Step 3.
If the grievant or appellant elects final and binding resolution by the City Manager, the
City Manager will choose the methods he or she considers appropriate to review and
settle the grievance or appeal of disciplinary action. The City Manager shall render a
written decision to all parties directly involved within fifteen (15) working days after
receiving the grievant/appellant’s appeal.
If the grievant/appellant elects final and binding arbitration in accordance with this
provision, the parties shall mutually select an arbitrator within 90 days from the date of
receipt of the written request for appeal. In the event the parties cannot agree on an
arbitrator, they shall mutually request a panel of five arbitrators from the California State
Conciliation Service or from the American Arbitration Association if either party objects
to the State Conciliation Service, and select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine
compliance with the provisions of this Memorandum of Agreement and such Merit
System Rules, regulations, policies, procedures, City ordinances, resolutions relating to
terms or conditions of employment, wages or fringe benefits, as may hereafter be in
effect in the City insofar as may be necessary to the determination of grievances or appeal
of disciplinary action appealed to the arbitrator. The arbitrator shall be without power to
make any decision contrary to, or inconsistent with or modifying in any way, the terms of
this Memorandum Of Agreement. The arbitrator shall be without authority to require
the City to delegate or relinquish any powers which by State law or City Charter the City
cannot delegate or relinquish. Where either party seeks arbitration and the other party
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claims the matter is not subject to the arbitration provisions of this Memorandum of
Agreement, the issue of arbitrability shall first be decided by the arbitrator using the
standards and criteria set forth in Article XX and without regard to the merits of the
grievance or appeal of disciplinary action. If the issue is held to be arbitrable, the
arbitration proceedings will be recessed for up to five working days during which the
parties shall attempt to resolve the grievance. If no resolution is reached, the arbitrator
will resume the hearing and hear and resolve the issue on the merits. Copies of the
arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Union. All direct costs emanating from the arbitration procedure shall be shared equally
by the City and the aggrieved employee or the Union.
ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTION
The City has the right to discipline, demote, or discharge employees for cause. Non-
probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion, or discharge will be given a written notification
of unsatisfactory work or conduct and an opportunity to improve. Failure to correct
deficiencies and improve to meet standards may result in discipline, demotion, or
discharge. Discipline is defined as suspensions without pay, reduction in pay, demotion,
or discharge. Coaching, mentoring, verbal counseling, written counseling, reprimands,
transfers, reassignments, layoffs, and negative comments in performance evaluations are
not discipline and shall not be subject to the requirements of this Article.
Section 1 - Preliminary Notice of Discipline.
Prior to imposing disciplinary action, a supervisor shall provide an employee with
preliminary written notice of the proposed disciplinary action. The notice of proposed
disciplinary action must be in writing and served on the employee in person or by
registered mail or Fed-Ex. The notice of disciplinary action shall include:
a) Statement of the violations upon which the disciplinary action is based;
b) Intended effective date of the action;
c) Statement of the cause thereof;
d) Statement in ordinary and concise language of the act or the omissions upon which
the causes are based;
e) Copies of any documents or other written materials upon which the disciplinary action
was fully or in part based.
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f) Statement advising the employee of his/her right to appeal from such action, and the
right to union representation and a statement that in order to exercise your rights to
union representation the employee may contact their SEIU representative or their
steward.
g) The date and location of the Skelly meeting and the name of the Skelly Officer
Section 2 - Skelly Meeting. The employee shall have the right to respond informally to
the charges either verbally or in writing before the discipline is imposed. The employee
shall have fifteen (15) working days from receipt of the notice to request this pre-
disciplinary administrative review. The employee may request a reasonable extension of
the time to respond for justifiable reasons. The Skelly meeting to listen to the verbal
responses shall be scheduled with a City representative who is not the manager
recommending the discipline (the “Skelly Officer”). The Skelly Officer shall render a final
written decision (the “post-Skelly decision”) within fifteen (15) working days of receiving
the employee’s response, if any, and shall deliver the post-Skelly decision to the employee
by personal delivery or registered mail. The Skelly Officer may sustain, modify, or
overturn the recommended disciplinary action. If the Skelly Officer sustains or modifies
the disciplinary action, the action may be imposed after the post-Skelly decision is
delivered to the employee.
Section 3 – Appeals. Appeals of disciplinary action should be processed through the
procedures outlined in Steps 2-4 of the grievance appeal of disciplinary action procedure
(Article XIX, Section 4.)
ARTICLE XXI - NO ABROGATION OF RIGHTS
The parties acknowledge that Management rights as indicated in Section 1207D of the
Merit System Rules and Regulations and all applicable State laws are neither abrogated
nor made subject to negotiation by adoption of this MOA.
ARTICLE XXII - OUTSIDE EMPLOYMENT
The provisions of City of Palo Alto Policy and Procedure 2-05: Outside Employment and
Article 4.7 of the Government Code of the State of California (Gov’t, Code § 1125 – 1129)
will govern the determination of incompatible outside employment.
ARTICLE XXIII – WORK STOPPAGE AND LOCKOUTS
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The City agrees that it will not lock out employees, and the Union agrees that it will not
engage in any concerted work stoppage or slowdown during the term of this MOA. An
employee shall not have the right to recognize the picket line of a labor organization when
performing duties of an emergency nature.
ARTICLE XXIV - PROVISIONS OF THE LAW
Section 1 - Conformity and Separability of Provisions. This Memorandum of Agreement
is subject to all current and future applicable Federal and State laws and Federal and State
regulations and the Charter of the City of Palo Alto and the Constitution of the State of
California. Should any of the provisions herein contained be rendered or declared invalid
by reason of any existing State or Federal legislation, such invalidation of such part or
portion of this Memorandum of Agreement shall not invalidate the remaining portions
hereof, and they shall remain in full force and effect, insofar as such remaining portions
are severable.
Section 2 - Merit Rules and Regulations. This Memorandum of Agreement shall become
a part of the City of Palo Alto Merit Rules and Regulations applying to employees assigned
to classifications in the SEIU unit. As applied to employees assigned to the SEIU unit, this
Memorandum of Agreement shall prevail over any conflicting Merit Rules and
Regulations.
Section 3 - Resolution. The City and the Union agree by signing this Memorandum of
Agreement that the wages, hours, rights and working conditions contained herein shall
be continued in full force during the term of this Memorandum of Agreement except as
otherwise provided for in the Memorandum of Agreement and shall be binding on both
the City and the Union upon ratification by the Council of the City of Palo Alto and upon
ratification by Union membership.
ARTICLE XXV - TUITION REIMBURSEMENT
The City shall fund a Tuition and Student Loan Reimbursement Program for use by
employees in the unit. This program will provide reimbursement to eligible SEIU
members for successful completion of undergraduate, graduate level courses, collegiate
level certification courses or any other pre-approved training related to employment
opportunities with the City.
The City will fund up to $100,000 for each fiscal year of the term of this MOA. The
maximum reimbursement will be one thousand five hundred dollars ($1,500) total per
employee for each fiscal year of this MOA. Monies expended on this program will be
subject to appropriate IRS regulations. Requests for reimbursement are on a first come
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first serve basis and must be submitted within thirty (30) calendar days of the end of the
fiscal year to be allocated to the fiscal year.
The Tuition Reimbursement will be provided if the following conditions are met:
a. Courses, classes or trainings must be pre-approved as job related by the division
head or designee prior to the start date. Employees may appeal a denial to the
Human Resources Director or designee within 5 working days of receipt of denial,
whose decision shall be final.
b. Eligible expenses include required textbooks, tuition, fees, lab fees and
equipment, but will not include parking fees or health fees related to enrollment.
c. Employees must attain a final grade of “C” or better for both undergraduate and
graduate work. Courses providing a “pass/fail” must achieve a “pass” to qualify
for reimbursement. Ungraded courses, classes or trainings will be reimbursed
based on proof of successful completion.
d. Requests for reimbursement shall be submitted in accordance with the
procedures developed by the City. A request for reimbursement will not be
considered submitted until it includes the relevant receipts and proof that the
necessary grade or successful completion was earned.
e. Courses must be taken on the employee’s off duty hours, unless prior approval is
received from the employee’s supervisor.
Student Loan Reimbursement conditions:
a. Employees must have an active student loan in good standing.
b. Employees must successfully complete the secondary education with which the
student loan was incurred, and must provide proof of successful graduation or
completion.
c. Requests for reimbursement shall be submitted in accordance with the
procedures developed by the City. A request for reimbursement will not be
considered submitted until it includes proof of payment towards the employee’s
student loan within the eligible fiscal year.
ARTICLE XXVI - COST REDUCTION PROGRAMS
During the term of this agreement, the Union will aggressively assist Management in
developing cost reduction programs. Such programs may include voluntary reduced
hours/pay after this concept is studied by Management, and with such application as may
be approved by Management.
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ARTICLE XXVII – TERM
The Term of this Memorandum of Agreement shall commence upon adoption by the City
Council on January 1, 2019on January 30, 2023 and shall expire on December 31, 20241.
The Parties agree that they will commence negotiations over a successor to this
Memorandum of Agreement no later than one hundred eighty (180) days (July 42, 20241)
before its expiration. If, at the time this Memorandum of Agreement would otherwise
expire, the parties are continuing to negotiate a successor Memorandum of Agreement,
upon mutual agreement the terms and conditions of this Memorandum will continue in
effect.
EXECUTED:
FOR LOCAL 521, SEIU, CTW: FOR CITY OF PALO ALTO:
_______________________________ _______________________________
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__
__
_____ __
__
___
__________
__________
__________
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APPENDIX A
The salary rates of bargaining unit classifications will be as set forth in Appendix A of this
MOA
Base SalaryCompensation:
a) General Salary Increase: Effective the first full pay period including the adoption of the
MOA, the salary ranges of all represented classifications will be increased by four percent
(4.0%).
b) Market Adjustment: Effective the first full pay period including the adoption of the
MOA, the salary ranges of all represented classifications will be increased in an amount
sufficient to bring them to 75th percentile of market median before application of the
General Salary Increase as determined by the City’s market study.
c) One-time Lump Sum Bonus: One-time discretionary cash payment of $1,200 for each
for regular employee who is a member of the bargaining unit and in paid status in the first
full pay period including Council adoption of this MOA (prorated for part time employees).
Parties understand this to be non-pensionable compensation and excludable from regular
rate of pay.
d) General Salary Increase: Effective the first full pay period following January 1, 2024 or
the adoption of the MOA whichever is later, salary ranges of all represented classifications
will be increased by four percent (4.0%).
Effective the first full pay period following adoption by Council (anticipated Council
meeting April 22, 2019, PP10), employees in this unit shall receive a 3.5% salary increase.
Effective the first full pay period including December 1, 2019 (PP25), employees in this
unit shall receive a 3.5% salary increase.
Effective the first full pay period including December 1, 2020, employees in this unit shall
receive a 3.0% salary increase.
Recruitment and Retention
To address current market conditions and specific benefits provided by competing
employers to employees in the electrical lineperson category, the parties agree to the
following:
1) Standby Compensation. Employees in the Lineperson and Water/Gas/Wastewater Job
Families who are assigned to standby duty shall be compensated at the daily rates
established below:
Monday through Friday two (2) hours at their straight time regular rate of pay
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Saturday, Sunday, Holidays three (3) hours at their straight time regular rate of pay
2) Overtime Compensation. Employees in the Electrical Lineperson/Cable Splicer job
family will be paid two times the employees applicable salary for all overtime work.
Recruitment and Retention
For job families below median after receiving the 3.5% salary increase upon Council
adoption of the contract listed above, the City will provide market adjustments to market
median. Job Families specified below are exempt from this section’s market adjustments.
Effective the first full pay period following adoption of this contract by Council, the
following additional adjustments will be made:
a) Public Safety Dispatch (Job Family) will receive an additional 5% salary effective
the first full pay period following adoption of this contract by Council for a total of
an 8.5% salary increase.
b) Lineperson Cable Splicer Job family (excluding Lineperson job series, Compliance
Tech job series, Overhead Underground Troubleman, and Utility Systems
Operator series) will receive an additional 10% salary effective the first full pay
period following adoption of this contract by Council for a total of a 13.5% salary
increase.
c) Lineperson job series, Compliance Tech job series, Overhead Underground
Troubleman, and Utility Systems Operator series will receive an additional 20%
salary effective the first full pay period following adoption of this contract by
Council for a total of a 23.5% salary increase.
Resolution of Charges, Grievances, and meet and confers
The Union agrees to withdraw the following:
• Grievance # 77457-2018- Comp Time
• Grievance # 76887-2017- Schedules
• ULP No. SF-CE-1649-M
• Resolution of Lab Tech Job Description meet and confer
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APPENDIX B. APPRENTICESHIPS
Note: Employees hired into a Lineperson Apprenticeship position on or before April 11,
2016 will continue to progress through the Apprenticeship steps and into the Lineperson
journey rate at the same intervals as existed before April 11, 2016 in the Apprenticeship
Program.
Substation Electrician, Street Light /Traffic Signal / Fiber Technician, Lineperson/Cable
Splicer APPRENTICE:
Upon completion, may lead to Journey level position. The Utilities Department has
formalized the Apprenticeship programs in the Electric Section to develop journey level
electricians/technicians and lineperson/cable splicers.
The following are basic concepts/principles to be incorporated:
1. The administration and operation of the Apprenticeship programs will be managed by
the Apprenticeship Committee, which will be selected by the Manager of Electric
Operations and comprised of two (2) bargaining unit members designated by Local 521
and two (2) Utility Supervisors and the Manager of Electric Operations. The Manager of
Electric Operations will maintain oversight of the program. The Apprenticeship Program
will be subject to review and approval by the State of California Department of Industrial
Relations Division of Apprenticeship Standards.
2. The journey level position will not be a promotional opportunity for anyone other than
the apprentice under filling the position, as long as that apprentice is successfully
progressing through the program.
3. Employees within Electric Operations, who qualify, will be given first consideration for
the apprentice position prior to other City classifications or recruiting from outside the
City.
4. A letter of agreement will be entered into by the apprentice and the City identifying
the terms and conditions of the program.
5. The program will normally require eight thousand (8000) work hours (48 months) to
complete for Lineperson Cable Splicer and six thousand (6000) work hours (36 months)
for Substation Electrician, Street Light /Traffic Signal / Fiber Technician positions.
6. Normal progress through the program will be in periodic increments with formal
evaluations.
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7. The salary steps for the Substation Electrician, Street Light /Traffic Signal / Fiber
Technician and Lineperson Cable Splicer apprenticeships are outlined in the State of
California Department of Industrial Relations Division of Apprenticeship Standards.
Employees hired into a Lineperson/Cable Splicer Apprenticeship position will be paid at
step 1 of the Lineperson/Cable Splicer Apprentice step range. Upon completion of all
course work requirements outlined in the apprentice syllabus, the employee will progress
as follows:
Month Step
Step
Intervals
1-12 1 12 months
13-24 2 12 months
25-36 3 12 months
37-42 4 6 months
43-48 5 6 months
Upon successful completion of the fourth year following commencement of the
Apprenticeship, the employee will be reclassified/progressed to Lineperson / Cable
splicer Journey Level and paid at the top step (step 5) of the journeyman rate. In any case,
successful completion of the program and movement into the Lineperson Cable Splicer
journey level classification will not transpire until the employee has fulfilled all of the
requirements outlined in the program content description and received the
recommendation of the Apprenticeship Committee.
Employees hired into a Substation Electrician or Street Light /Traffic Signal / Fiber
Technician Apprenticeship position will be paid at step 1 of the Substation Electrician or
Street Light /Traffic Signal / Fiber Technician step range. Upon completion of all
coursework requirements outlined in the apprentice syllabus, the employee will progress
as follows:
Month Step
1-6 1
7-12 2
13-18 3
19-24 4
25-36 5
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Upon successful completion of the Apprenticeship, the employee will be reclassified /
progressed to Substation Electrician or Street Light /Traffic Signal / Fiber Technician
Journey Level and paid at the fifth step (step 5) of the journeyman rate.
In any case, successful completion of the program and movement into the Substation
Electrician or Street Light /Traffic Signal / Fiber Technician journey Level classification will
not transpire until the employee has fulfilled all of the requirements outlined in the
program content description and received the recommendation of the Apprenticeship
Committee.
8. Should an apprentice prove deficient in progressing through either the coursework or
on-the-job training portion of an apprenticeship step, the apprentice shall not progress
to the next higher step nor shall the apprentice receive the step increase in wages. The
apprentice as described above may at the discretion of the appropriate Division Manager,
be granted a three (3) month extension to eliminate the deficiency and be allowed to
progress to the next higher step in the apprenticeship and receive the step increase in
wages.
*Note: A maximum of two (2) time extensions may be granted during the term of the
apprenticeship. Any apprentice that is removed due to documented deficiency shall have
their employment terminated.
9. The City and the Union agree to review or develop job descriptions to better reflect the
qualification necessary to attract and retain successful candidates for this program. It is
further agreed that the job descriptions will not warrant additional compensation.
10. Training will consist of on-the-job (OJT) and required training as outlined in the
program, Training costs will be funded by departmental funds and employees will be
compensated their normal wages while attending required training. Personal time spent
in off-the-job training and/or study will not be compensated.
11. The apprentice will be under the continuing guidance of an appropriately qualified
journey level person during OJT. Such journey level persons will be assigned by
Management from among volunteers who will not receive additional compensation.
12. Qualifications/progress will be verified by appropriately kept records.
13. Unless specifically stated otherwise, regular City personnel policies and MOA
provisions will apply to the apprenticeship program.
14. This program may become a conceptual model for apprenticeships in other divisions
or departments.
City of Palo Alto and SEIU Local 521
January 301, 202319- December 31, 20241
Page 71 of 80
APPENDIX C. DEPT/DIVISION CLASSIFICATION WORKDAY OR WORKWEEK VARIATION
Section 1. Exceptions to Standard Workday or Work Week for SEIU Representation Unit:
Library Department
Coordinator, Library Programs
Librarian
Senior Librarian
Library Specialist
Library Associate
In a given workweek, staff may work three eight-hour days, one seven-hour day, and one
nine-hour day. On a voluntary basis, staff may work five non-consecutive days within
seven.
Section 2. Rules Governing Flexible Work Hours.
These rules and procedures are established pursuant to Article VI, Section 8, and are an
application of Article VIII, Sections 1, 2, and 3 of the Memorandum of Agreement to the
classifications of Coordinator, Recreation Programs; Producer, Arts & Sciences Programs;
Program Assistant; Theater Specialist, in the Recreation and Arts & Sciences Divisions of
the Community Services Department, and the classifications of Associate Planner,
Building Planning Technician, CDBG Coordinator, Engineer, , Planner, and Senior Planner
in the Planning and Community Environment Department.
a) Flexible Work Schedule
1. Employees in the covered classification shall be permitted to arrange flexible work
schedules with division approval, providing that such schedules shall include forty
(40) hours per week.
2. Standard daily office hours are typically Monday through Friday, between the
hours of 8:00 a.m. and 6:00 p.m. as determined by the Department. Flexible hours
may occur for supervision of, and/or attendance at, evening programs, meetings,
weekend events, or other programs.
b) Overtime
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January 301, 202319- December 31, 20241
Page 72 of 80
1. Emergency call-out work shall be defined as overtime work and compensated per
standard City practices.
2. If the need arises for overtime work due to an unusual circumstance calling for
extra hours or due to a special event, compensation shall be allowed with prior
approval of the Director of Recreation, Director of Arts and Sciences, or the
Director of Planning and Community Environment, and shall be compensated for,
as spelled out in the Memorandum of Agreement.
Section 3. 2080 Plan
a) Either the Union or the City may withdraw from the Plan by giving the other party 30
calendar days written notice. In the event of termination of the plan, the covered
classifications will return to an 8-hour or other authorized workday as provided under
Article VIII, Section 1, of this Memorandum of Agreement.
b) Provisions of the 2080 Plan are as follows. To the extent that these provisions are in
conflict with other provisions of the Memorandum of Agreement, these provisions
will prevail.
c) The 2080 Plan or “12 hours per Shift Schedule” is an authorized work schedule for the
Utility Systems Operators and Water Quality Control Plant Operators.
2080 Plan
Under this 2080 Plan, each employee's hours of work per year may not exceed 2,240. For
scheduling purposes, and subject to the Merit System Rules and Regulations, the
employee will be guaranteed not less than 2080 hours per year, or no less than 52 weeks
at the normal number of hours worked per week. Any employee covered by the Plan who
works up to 2,080 hours per year is compensated for all hours worked at the agreed upon
rate. The City must pay overtime for all hours worked in excess of 12 in any workday, 56
hours in any work week, or 2080 hours in 52 weeks as the case may be. The rate of
overtime will be at time and one-half the employee's regular rate of pay (or current
contract overtime rate, if different).
Shift Schedule
The shift schedules combined must provide full 24-hour, seven (7) days per week
coverage for the Utility Control Center and Water Quality Control Plan. The shift schedule
shall be a rotating schedule. The Utility Systems Operators’ shift schedule will reach the
equivalent of 40 hours per week in five weeks. The 12-hour shifts begin at 7:00 a.m. and
7:00 p.m. The Relief shift shall begin at 7:00 a.m. and end at 3:00 p.m. with lunch taken
while working. The shift schedule shall be rotating schedule. The Water Quality Control
Plant Operators’ shift schedule will reach the equivalent of 40 hours per week in two
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January 301, 202319- December 31, 20241
Page 73 of 80
weeks. There will be four 12-hour shifts that begin at 6:00 a.m. and 6:00 p.m. The fifth
shift will be a 4/10 shift that begins at 6 a.m. on three days, and at noon on the fourth
day.
Pay Period
Pay periods and workweek for the System Operations will begin Sunday at 7:01 a.m. Pay
periods and workweek for the Water Quality Control Plan Operators will begin Saturday
at 6:01 a.m.
Wages
Wages will be based on the City of Palo Alto Compensation Plan, which may vary from
time to time as mutually agreed upon.
Overtime
Under the 2080 Plan, the City will pay overtime for all hours worked in excess of 12 in any
workday, 56 in any work week, or 2080 in 52 weeks, as the case may be.
Overtime will also be paid for hours worked when an employee is called in to work other
than their regularly-scheduled shift. The overtime rate of pay will be one and one-half
times (or current contract overtime rate, if different) of the employee's regular rate of
pay. All overtime worked will be paid to the employee. No compensatory time off for
overtime will be allowed with the exception of Water Quality Control Operations.
Relief Employees
This provision only applies to the Utility Systems Operators. The five Operators share the
relief week evenly as they rotate through the five week cycle. Relief employee(s) will be
used within the 12-hours shift schedule only when relieving for the System Operators on
shift. When not relieving, they will work four eight-hour shifts.
When a vacation relief week results in a 36-hour or 48-hour week, the operator working
said week shall be paid at one and one-half (1½) time their normal rate of pay for hours
that exceed thirty two (32) hours.
Relief Duties
This provision only applies to the Utility Systems Operators. An employee who is
scheduled to perform relief duties shall be available for duty in revolving shifts on any day
of the week and may be assigned for relief in any shift without advance notice. Relief
employees will be paid standby pay during their relief week.
Standby
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January 301, 202319- December 31, 20241
Page 74 of 80
This provision only applies to the Utility Systems Operators. An employee who is on relief
duties is covering standby, and will be compensated according to Article VIII, Section 7 (a)
of the Memorandum of Agreement. If the relief employee is on vacation or otherwise
unavailable for relief duties, the employee(s) on their three or four-day off period will be
first on standby.
Management reserves the right to utilize Management personnel as Operators on a short-
term, as needed basis, if no Operator is available.
Filling Vacant Positions
If the City elects to fill a vacancy other than by reassignment of the shift or the utilization
of prior or succeeding shift personnel, the following procedure shall be used:
Employees will be called according to their position on the Pre-arranged Overtime List
(POL), with the person with the lowest balance being the first one called. The purpose of
the POL is to fairly distribute the available opportunities. If an employee turns down the
overtime, that amount will be added to the employee's POL balance. If an employee
cannot be contacted for such assignment, the employee will not have any overtime added
to their POL account balance.
Shift Changes
Shift changes caused by scheduled time off or sick leave will not be considered an official
change in shift.
Maximum Hours Worked
No employee shall work more than 18 consecutive hours.
Rest Period
In a 12-hour workday, employees are entitled to a rest period of 8 consecutive hours after
working 6 hours overtime during the 12 hours immediately before the regularly scheduled
hours of work on a workday or non-workday.
Holidays
Employees who begin their day or night shift on an observed holiday will receive overtime
premium in accordance with Article X, Section 3 of the Memorandum of Agreement.
Employees who work a schedule where a regular day off falls on a holiday will be paid for
the hours they would have normally worked on that day.
Employees working for Water Quality Control Operations may accrue holiday time
convertible to vacation.
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January 301, 202319- December 31, 20241
Page 75 of 80
Sick Leave
Sick leave will be earned as indicated in Article XII, Section 1(a) of this MOA, and shall be
charged in increments of one hour.
Floating Days Off
Floating holidays will be made available to eligible employees and used pursuant to Article
X, Section 5.
Vacation
An employee's total entitlement will be converted to hours (eight hours = one day). A
workday will consist of 12 hours, and employees taking vacation will be charged 12 hours
of use. Two week notification is required for any scheduled time off. Only one person at
a time may be scheduled off.
It is the intention of the City that vacation be taken in units of one work week; however,
with approval of his/her supervisor, an employee may use his/her accrued vacation in
units of less than one work week.
Meals
Shift employees shall be permitted to eat their meals during work hours and shall not be
allowed additional time, therefore at City expense.
Shift Premium
Shift premium will be handled in accordance with the current Memorandum of
Agreement between the City and the Union, Article VIII, Section 8.
Jury Duty
Time off for jury duty which occurs on a regularly scheduled workday will result in the
employee being credited with up to 12 hours worked, for pay purposes. Employees called
for jury duty who are working the evening portion of the 12-hour schedule will be placed,
for payroll and scheduling purposes, on the day shift for each scheduled day such
employee is required to report for jury duty, and will not be required to work the evening
12-hour shift before or after being required to report for jury duty. However, such
employee shall return to work on the day shift upon being released from such duty if
there are at least four hours remaining prior to the end of the day shift. All other
provisions of Article XII, Section 5, of the current Memorandum of Agreement shall apply.
City of Palo Alto and SEIU Local 521
January 301, 202319- December 31, 20241
Page 76 of 80
APPENDIX D. IN-LIEU PREMIUMS
1. For employees in the following operations assigned to work schedules other than
Monday through Friday, the calendar day will be considered the holiday for premium
pay of in-lieu scheduling purposes:
Communications
Water Quality Control
Animal Control
Golf Course
Utilities Services
Landfill
Open Space
Electric System Operator
If December 24 and 31 fall on Sunday, then the preceding Friday will be designated
for purposes of excused time off, except in the case of Community Services staff who
may be scheduled to work on Saturday, in which case Saturday will be designated for
purposes of excused time off. For Open Space and Library personnel, designation of
excused time off will be based on Park and Library schedules and employee
preference.
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January 301, 202319- December 31, 20241
Page 77 of 80
APPENDIX E. COMMUNICATIONS DIVISION PROMOTIONS
1. Promotional opportunities within the Communications Division will be carried out in
compliance with procedures set forth in Article VI, Section 5, of the Memorandum of
Agreement between the City and SEIU Local 521, except that:
a. In sub-paragraph (e) of Article VI, Section 5, the term "seniority" shall be defined
as Division Seniority.
• Division Seniority, for the purposes of shift scheduling, vacation scheduling and
promotional opportunities will be calculated from an employee’s first day of
employment in the division. Any unpaid leave that is not protected under FMLA
or CFRA will not count as service days towards seniority, unpaid furlough, and
unpaid closure time. Other areas of seniority not mentioned in this article will
follow Article 6, Section 5, e “Seniority” of the Memorandum of Agreement
between SEIU 521 and the City of Palo Alto.
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January 301, 202319- December 31, 20241
Page 78 of 80
APPENDIX F. RECOVERY OF CITY TRAINING COSTS
In recognition of the extended training provided to affected employees, the Parties agree
that the City may recover up to thirty percent (30%) of its cost for training employees,
hired on or after July 1, 2012, in all Utilities Apprentice classifications and in the Park
Ranger Apprentice classifications if the employee voluntarily terminates from the City or
abandons his or her City employment before completing three years of City service in the
Journeyman classification or Park Ranger classification. The amount recovered shall
reasonably reflect the City’s cost for the training, but will exclude all wage or benefit costs,
and will be prorated to reflect the portion of the thirty-six (36) month post-training service
period remaining at the time of the employee’s termination.
As of July 1, 2015 thirty percent (30%) of the City’s average cost for training employees
in:
• Lineperson/Cable Splicer Apprenticeship Program is $5600.00
• For the Field Service Representative, the City’s two year training cost is $ 6,000
• For Substation Electrician Apprenticeship Program is $4800.00
• For Street Lighting / Traffic Signals / fiber Apprentice program is: $1800.00
• For Park Ranger, the City’s two-year training cost is:$6,300
The employee will be required to sign an agreement providing for reimbursement to the
City as provided above on the form attached hereto as Appendix H.
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January 301, 202319- December 31, 20241
Page 79 of 80
APPENDIX G. RECOVERY OF TRAINING INVESTMENT AGREEMENT
This Agreement is entered into between ___________ (“Employee”) and the City of Palo
Alto (the “City”), as authorized by the Memorandum of Agreement between the City
and SEIU Local 521.
RECITALS
A. The purpose of this Agreement is to limit the City’s risk that it will invest
substantial sums in the Employee’s training but potentially lose the value of that
training if the employee terminates without rendering substantial journey level
service to the City after training.
B. The City may require reimbursement from Employee of thirty percent (30%) of the
total training cost for _______position, subject to abatement when specified
service requirements are met.
C. On or about (date) City extended to Employee a conditional offer of
employment in the position of _________(position), subject to Employee’s
agreement to complete the training necessary to perform the duties of _______
(position), under the terms of the training program. The ______(position)
requires [description of training], which as of July 1, 2015 cost the City
approximately $ over the course of the training.
D. This agreement sets forth the Employee’s agreement to reimburse the City for the
City’s investment in the Employee’s training if the employee voluntarily
terminates from the City prior to the completion of thirty-six months of service
following successful completion of the training.
THEREFORE, the Parties agree to the terms set forth below:
By signing this agreement, the Employee understands that s/he is bound by agrees to the
following terms:
1. ____________________________________ (hereafter “Employee”) agrees that
in training Employee for the position of
_________________________________________, the City of Palo Alto
(hereafter “City”) incurs a total cost of $___________.
2. Employee agrees that amounts recoverable under this agreement do not include
Employee wage or benefit costs.
City of Palo Alto and SEIU Local 521
January 301, 202319- December 31, 20241
Page 80 of 80
3. Employee agrees that in the event he/she voluntarily terminates or abandons his
or her employment from the City prior to the completion of thirty-six (36) months
of service following the successful completion of his or her apprenticeship,
he/she will repay the City for the cost of training noted above, prorated to reflect
the months of service the Employee has completed following successful
completion of their training. Employee agrees that for the purpose of this
agreement, “time of service” shall begin on the date following the successful
completion of the Employee’s training.
4. Employee agrees that the aggregate amount of repayment due will be determined
based upon the attached proration table.
5. Employee agrees that repayment shall be due and made in equal monthly
installments over the twelve (12) months immediately following termination, on
the first of each such month.
6. If Employee does not fully reimburse the City for the amounts due when due, the
entire aggregate amount owed will become immediately due, the employee will
be deemed in default on this agreement and the City may initiate legal
proceedings to collect said amounts. Employee will be responsible for all
reasonable collection costs and attorney fees incurred by the City in undertaking
such proceedings. The City may elect to forbear taking such action to allow
Employee the opportunity to become current on the debt. Such forbearance will
not alter the Employee’s default status or adversely affecting the City’s right to
later initiate proceedings for recovery pursuant to this Agreement.
7. This agreement shall be effective on the date listed below.
DATED: ___________________ ______________________________________
Employee
______________________________________
Title, City of Palo Alto
CITY OF PALO ALTO
Memorandum of Agreement City of Palo Alto and Service Employees International Union (SEIU) Local 521
January 30, 2023 – December 31, 2024
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 1 of 79
TABLE OF CONTENTS
PREAMBLE ....................................................................................................................... 6
ARTICLE I – RECOGNITION .......................................................................................... 6
Section 1 - Recognition. .................................................................................................. 6
Section 2 - Protection of Unit. ........................................................................................ 6
ARTICLE II - NO DISCRIMINATION............................................................................. 7
Section 1 – Discrimination.............................................................................................. 7
Section 2 - Right to Join the Union. ................................................................................ 7
ARTICLE III – UNION MEMBERSHIP ........................................................................... 7
Section 1 - Notice............................................................................................................ 7
Section 2 – Payroll Deductions ....................................................................................... 8
Section 3. Certification of Union Membership. .............................................................. 8
Section 4. Indemnification, Defense and Hold Harmless ............................................... 9
Section 5 - Documentation.............................................................................................. 9
Section 5 - Bulletin Boards and Departmental Mail. ...................................................... 9
Section 6 - Access to Union Representatives. .............................................................. 10
Section 7 - Meeting Places. ........................................................................................... 10
Section 8 - Notification to the Union. ........................................................................... 10
Section 9 - Union Logo ................................................................................................. 10
Section 10 - Public Notice. ........................................................................................... 11
Section 11 - Use of Agency Reports. ............................................................................ 11
Section 12 - Job Postings .............................................................................................. 11
Section 13 - Contracting Out ........................................................................................ 11
ARTICLE IV – STEWARDS AND OFFICERS.............................................................. 11
Section 1 - Union Officers. ........................................................................................... 11
Section 2 - Number of Stewards. .................................................................................. 11
Section 3 - Release Time. ............................................................................................. 12
Section 4 - Advance Notification Before Leaving Work Location. ............................. 12
Section 5 – Release Time .............................................................................................. 12
Section 6 - Designated Union Space. ............................................................................ 13
Section 7 - Union Officers and Release Time. ............................................................. 13
ARTICLE V - REDUCTION IN FORCE ........................................................................ 13
Section 1 - Attrition. ..................................................................................................... 13
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 2 of 79
Section 2 - Advance Notice. ......................................................................................... 13
Section 3 - Order of Layoff. .......................................................................................... 13
Section 4 - Seniority/Bumping Rights. ......................................................................... 14
Section 5 - Re-Employment List................................................................................... 14
Section 6 - Sick Leave Balances. .................................................................................. 14
Section 7 - Hourly Employees Performing Duties. ...................................................... 14
ARTICLE VI - PERSONNEL ACTIONS ........................................................................ 15
Section 1 - Probation. .................................................................................................... 15
Section 2 - Personnel Evaluations................................................................................. 15
Section 3 - Personnel Files. ........................................................................................... 15
Section 4 - Release of Information. .............................................................................. 16
Section 5 - Promotional Opportunities. ........................................................................ 16
Section 6 - Rights. ......................................................................................................... 18
Section 7 - Apprentice Positions. .................................................................................. 18
Section 8 - Rotation. ..................................................................................................... 19
ARTICLE VII - PAY RATES AND PRACTICES .......................................................... 19
Section 1 - Salary. ......................................................................................................... 19
Section 2 - Step Increases. ............................................................................................ 19
Section 3 - Working Out of Classification .................................................................... 19
Section 4 - Classification Changes. .............................................................................. 20
Section 5 - Reclassification Requests. .......................................................................... 20
Section 6 - Assignment to a Lead Position. .................................................................. 21
Section 7 - Total Compensation and Survey Database. ................................................ 21
Section 8 - Direct Deposit ............................................................................................. 22
ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY ......................... 22
Section 1 - Work Week and Work Day. ....................................................................... 22
Section 2 - Overtime Work. .......................................................................................... 23
Section 3 - Work Shifts. ................................................................................................ 25
Section 4 - City-Paid Meals. ......................................................................................... 25
Section 5 - Break Periods .............................................................................................. 27
Section 6 - Clean-Up Time ........................................................................................... 27
Section 7 - Standby Pay, Call-Out Pay ......................................................................... 27
Section 8 - Night Shift Premium. .................................................................................. 27
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 3 of 79
Section 9 - Bilingual Premium ...................................................................................... 28
Section 10 - Communications Training Officer (CTO) Compensation ........................ 28
ARTICLE IX - UNIFORMS AND TOOL ALLOWANCES ........................................... 28
Section 1 - Uniforms. .................................................................................................... 28
Section 2 - Tool Allowance. ......................................................................................... 32
Section 3 - Shoe Allowance. ......................................................................................... 32
Section 4 – Certifications. ............................................................................................. 32
Section 5 - Weather Protection. .................................................................................... 37
ARTICLE X - HOLIDAYS .............................................................................................. 37
Section 1 - Fixed Holidays. ........................................................................................... 37
Section 2 - Pay for Fixed Holidays. .............................................................................. 38
Section 3 - Work on Fixed Holidays............................................................................. 38
Section 4 - Variations in Work Week. .......................................................................... 38
Section 5 - Floating Days Off ....................................................................................... 39
ARTICLE XI - VACATIONS .......................................................................................... 39
Section 1 - Vacation Accruals. ...................................................................................... 39
Section 2 - Holiday Falling During Vacation. .............................................................. 40
Section 3 - Illness During Vacation. ............................................................................. 40
Section 4 - Accrued Vacation Pay for Deceased Employees. ...................................... 40
Section 5 - Effect of Extended Military Leave. ............................................................ 40
Section 6 - Vacation at Termination. ............................................................................ 41
Section 7 - Vacation Cash Out. ..................................................................................... 41
ARTICLE XII - LEAVE PROVISIONS .......................................................................... 41
Section 1 - Sick Leave. ................................................................................................. 41
Section 2 - Bereavement Leave. ................................................................................... 43
Section 3 - Military Leave. ........................................................................................... 43
Section 4 - Leave Without Pay. .................................................................................... 43
Section 5 - Jury Duty and Subpoenas ........................................................................... 44
Section 6 - Time Off to Vote. ....................................................................................... 44
Section 7 - Disapproval of Leave of Absence. ............................................................. 44
Section 8 - Personal Business Leave Chargeable to Sick Leave. ................................. 44
Section 9 - Return to Assignment. ................................................................................ 44
ARTICLE XIII - WORKERS' COMPENSATION INSURANCE .................................. 45
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 4 of 79
Section 1 - Industrial Temporary Disability. ................................................................ 45
Section 2 - Vocational Rehabilitation Benefits for Permanently Disabled Employees. 45
ARTICLE XIV - BENEFIT PROGRAMS ....................................................................... 45
Section 1 - Health Plan. ................................................................................................ 45
Section 2 - Dental Plan. ................................................................................................ 48
Section 3 - Vision Care ................................................................................................. 49
Section 4 - Life Insurance ............................................................................................. 49
Section 5 – Long Term Disability Insurance ................................................................ 49
Section 6 - Effective Date of Coverage for New Employees ....................................... 49
Section 7 - Dual Coverage ............................................................................................ 49
Section 8 - Deferred Compensation .............................................................................. 50
Section 9 – Dependent Care Assistance Program and Medical Flexible Spending Accounts. ...................................................................................................................... 50
Section 10 - Training Programs. .................................................................................... 50
ARTICLE XV – RETIREMENT...................................................................................... 50
Section 1 - PERS Continuation. .................................................................................... 50
Section 2 - Employee Share. ......................................................................................... 51
Section 3. Employer Share. ........................................................................................... 52
ARTICLE XVI - COMMUTE INCENTIVES AND PARKING ..................................... 52
Section 1 - Commute Incentive. .................................................................................... 52
Section 2 – Parking Lot Security – Municipal Service Center. .................................... 53
Section 3 – Bicycle Lockers and Motorcycle Parking. ................................................. 53
ARTICLE XVII - PHYSICAL EXAMINATIONS .......................................................... 53
ARTICLE XVIII – SAFETY ............................................................................................ 54
Section 1 - Health and Safety Provisions ...................................................................... 54
Section 2 - Union Cooperation. .................................................................................... 54
Section 3 - Safety Committees and Disputes. ............................................................... 54
ARTICLE XIX - GRIEVANCE and APPEAL PROCEDURE ....................................... 55
Section 1 - General Provisions. ..................................................................................... 55
Section 2 – Definitions.................................................................................................. 55
Section 3 - Conduct of Grievance Procedure or Appeal of Disciplinary Action Procedure. ..................................................................................................................... 55
Section 4 - Grievance and Appeal Procedure. .............................................................. 57
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 5 of 79
ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY
ACTION ........................................................................................................................... 59
Section 1 - Preliminary Notice of Discipline. ............................................................... 59
Section 2 - Skelly Meeting. ........................................................................................... 60
Section 3 – Appeals. ..................................................................................................... 60
ARTICLE XXI - NO ABROGATION OF RIGHTS ....................................................... 60
ARTICLE XXII - OUTSIDE EMPLOYMENT ............................................................... 61
ARTICLE XXIII – WORK STOPPAGE AND LOCKOUTS ......................................... 61
ARTICLE XXIV - PROVISIONS OF THE LAW ........................................................... 61
Section 1 - Conformity and Separability of Provisions. ............................................... 61
Section 2 - Merit Rules and Regulations. ..................................................................... 61
Section 3 - Resolution. .................................................................................................. 61
ARTICLE XXV - TUITION REIMBURSEMENT ......................................................... 61
ARTICLE XXVI - COST REDUCTION PROGRAMS .................................................. 63
ARTICLE XXVII – TERM .............................................................................................. 63
APPENDIX A ................................................................................................................... 66
APPENDIX B. APPRENTICESHIPS .............................................................................. 67
APPENDIX C. DEPT/DIVISION CLASSIFICATION WORKDAY OR WORKWEEK VARIATION .................................................................................................................... 70
APPENDIX D. IN-LIEU PREMIUMS ............................................................................ 75
APPENDIX E. COMMUNICATIONS DIVISION PROMOTIONS .............................. 76
APPENDIX F. RECOVERY OF CITY TRAINING COSTS .......................................... 77
APPENDIX G. RECOVERY OF TRAINING INVESTMENT AGREEMENT ............ 78
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 6 of 79
2023 - 2024 MEMORANDUM OF AGREEMENT
City of Palo Alto and SEIU Local 521
PREAMBLE
This Memorandum of Agreement (hereinafter “MOA” is entered into by the City of Palo
Alto (hereinafter referred to as the “City”) and Local 521 Service Employees’ International
Union, CTW (hereinafter referred to as the “Union”). For the purposes of this MOA
“employee” shall mean an employee assigned to a classification within the SEIU General
Employee bargaining unit. This MOA is pursuant and subject to Sections 3500-3510 of
the Government Code of the State of California and Chapter 12 of the City of Palo Alto
Merit Rules and Regulations.
ARTICLE I – RECOGNITION
Section 1 - Recognition. Pursuant to Sections 3500 - 3510 of the Government Code of the
State of California and Chapter 12 of the City of Palo Alto Merit System Rules and
Regulations, the City recognizes the Union as the exclusive representative of a
representation unit consisting of all regular full and part-time employees in the
classifications listed in Appendix A attached hereto. This unit, shall for purposes of
identification, be titled the SEIU General Employees bargaining unit (hereinafter “General
Unit”).
Section 2 - Protection of Unit. No supervisor will perform the work of an employee in the
General Unit provided that there is an employee available who regularly performs such
work. This does not preclude a supervisor from performing work of a minor nature or
during bona fide emergencies or on a standby status when willing and qualified unit
employees do not live within a reasonable response time of their work location.
Supervisory personnel shall be called out to perform unscheduled work only when SEIU
General unit employees are unavailable to perform such work or in cases of bona fide
emergencies as defined in Article VIII, Section 2. In cases of bona fide emergencies, SEIU
General Unit employees shall be called out to complete the necessary work after the
immediate emergency situation has been reasonably contained.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 7 of 79
ARTICLE II - NO DISCRIMINATION
Section 1 – Discrimination. The City of Palo Alto is committed to providing a work
environment free from all forms of harassment and discrimination and agrees not to
harass or discriminate against employees or applicants based on such characteristics such
as race, ethnicity, color, religion, political affiliation, veteran status, military status,
national origin, ancestry, disability, medical condition, marital status, age, pregnancy, sex,
sexual orientation, gender identity and gender expression, or the perception that any
person has such characteristic, and any other characteristic protected by federal or state
law or City Ordinance. The City of Palo Alto will not harass or discriminate against
employees from exercising their rights to organize in accordance with the Meyers-Milias
Brown Act.
Complaints of harassment or discrimination may be reported to any of the following
individuals
• Immediate supervisor
• Any supervisor or manager within or outside of the department
• Department Head
• Human Resources Director
Complaints will be investigated in accordance with the City’s Policy and Procedures.
Section 2 - Right to Join the Union. The City and the Union agree to protect the rights of
all employees to exercise their free choice to join the Union and to abide by the express
provisions of applicable State and local laws.
ARTICLE III – UNION MEMBERSHIP
Section 1 - Notice.
a) When a person is hired in any of the covered job classifications, the City shall notify
that person that the Union is the recognized bargaining representative for the employee
and give the employee a current copy of the Memorandum of Agreement.
b) When a group employee orientation is held for new employees of the bargaining unit,
a union representative shall be permitted to make a presentation to such bargaining unit
employees during the employee orientation for the purpose of explaining matters of
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 8 of 79
representation. The presentation shall not exceed 30 minutes. Management will not be
present during the Union presentation. The City will provide release time to a steward or
Union Officer for purposes of making the presentation. In addition, a non-City employee
Union representative will also be given access to attend for the purposes of making the
presentation.
c) The City will normally provide the Union with ten (10) days’ notice in advance of a group
orientation. Shorter notice may be provided only in a specific instance where there is an
urgent need critical to the employer’s operations that was not reasonably foreseeable.
The date, time, and place of the orientation shall not be disclosed to any third party except
the exclusive representative or a vendor that is contracted to provide a service for
purposes of the orientation.
d) When no group employee orientation is held, if an employee is unable to attend the
group orientation, or if the Union is unable to make a presentation because the City
provides less than ten (10) days’ notice, the City will offer the Union a monthly
opportunity to make a thirty (30) minute presentation to new employees. This may be
scheduled before or after the Steward Council meeting. For the months of January,
February, and March 2023, the Union may hold a monthly presentation (not to exceed 30
minutes) for employees hired between March 1, 2020 and September 30, 2022.
e) This section is intended to satisfy the requirements of Government Code Section 3556.
Section 2 – Payroll Deductions
The City shall deduct Union membership dues and pay other mutually agreed upon
deductions (including Committee on Political Education (COPE)) from the bi-weekly pay
of member employees. The deductions in this Section shall not apply during any period
where an employee is in an unpaid status and/or transfers or in any other manner leaves
the representation unit.
The Union will be the custodian of records for individual employee membership and dues
deduction forms. The Union will maintain all authorizations for dues deductions signed
by the individual from whose salary or wages the deduction or reduction is to be made.
The City will direct employee requests to cancel or change deductions to the Union.
Deductions may be revoked only pursuant to the terms of the employee’s written
authorization. The City shall remit the deducted dues to the Union as soon as possible
after deduction.
Section 3. Certification of Union Membership.
The Union agrees to provide the City on a monthly basis, a certified list of members and
a statement that the Union has and will maintain written authorizations signed by the
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January 30, 2023- December 31, 2024
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individuals from whose wages the Union dues deductions are to be made, and a
statement that the Union shall indemnify the City for any claims made by the employee
for deductions made in reliance on that certification, in accordance with Government
Code Section 1157.12(a).
Section 4. Indemnification, Defense and Hold Harmless
Union agrees to indemnify and hold harmless the City and all officials, employees, and
agents acting on its behalf, from any and all claims, actions, damages, costs, or expenses
including all attorney’s fees and costs of defense in actions against the City, its officials,
employees or agents as a result of actions taken or not taken by the City pursuant to this
Article.
Section 5 - Documentation.
The City shall supply the Union with:
a) a monthly electronic file on or before the 15th of the month with the names,
addresses, classifications, hourly base pay, month, work locations, work phone,
home phone number, personal cellphone number, employee number, and
personal email, employee ID number, and Committee on Political Education
(COPE) listed separately of all bargaining unit employees on file with the City
except those who file written notice with the Human Resources Department
objecting to release of addresses, home telephone number, personal cellphone
number, or personal email address, in which case information will be transmitted
without these objected items; and
b) a list of bargaining unit new hires, terminations and retirements which occurred
during the previous month.
The Union shall supply the City, and as applicable, the employees, with documentation
required by Government Code Section 3502.5 (f).
Section 5 - Bulletin Boards and Departmental Mail.
The Union shall have access to inter-office mail, existing bulletin boards in unit employee
work areas for the purpose of posting, transmitting, or distributing notice or
announcements including notices of social events, recreational events, Union
membership meetings, results of elections and reports of minutes of Union meetings.
Any other material must have prior approval of the Human Resources Office. Action on
approval will be taken within 24 hours of submission. The Union may send email
messages only for the purposes set forth above. The IT Department will maintain the
SEIU list and keep it current. The Union access to email is based on the following
conditions: 1) emails to the SEIU list will be copied to the Human Resource Director, or
designee at distribution; 2) emails to the SEIU list will only be sent by the SEIU Chapter
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January 30, 2023- December 31, 2024
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Chair, Vice Chair, Chief Steward (s) or Secretary, 3) a maximum of 52 emails may be sent
per year and a maximum of 12 emails may be sent by the SEIU Chapter Secretary.
Section 6 - Access to Union Representatives. Representatives of the Union are authorized
access to City work locations for the purpose of conducting business within the scope of
representation, provided that no disruption of work is involved. The representative must
notify the Human Resources Department prior to entering the work location.
Section 7 - Meeting Places. The Union shall have the right to reserve City meeting and
conference rooms for use during lunch periods or other non-working hours. Such meeting
places will be made available in conformity with City's regulations and subject to the
limitations of prior commitment.
Section 8 - Notification to the Union.
a) General. Pursuant to Government Section 3500, et seq. (Meyers-Milias-Brown Act
as amended), the Union shall be informed in advance in writing by Management
before any proposed changes not covered by this Memorandum of Agreement are
made in benefits, working conditions, or other terms and conditions of
employment which require meet and confer or meet and consult process. This
paragraph shall not be subject to the grievance procedure of this Memorandum
of Agreement so long as the Public Employment Relations Board retains
jurisdiction over the obligation to meet and confer in good faith.
b) Change in City’s Financial Situation. Should the City’s financial situation
deteriorate and the possibility of layoffs result, the City Manager will give prior
notice to and consult with the Union prior to recommending any layoffs to the City
Council.
c) Vacancies and Temporary Personnel. The City agrees to notify SEIU Local 521 in
writing when any irregular, temporary, hourly, provisional, special or extra help
employee who consistently performs work typical of the SEIU Local 521 bargaining
unit exceeds 1,000 hours of work within a 18-month period. The City agrees to
notify SEIU Local 521 in writing when any position covered by this agreement is
left vacant for more than 60 days. In coordination with the SEIU 521 Hourly
representation Unit, the City and SEIU 521 may meet regarding the conversion of
any long term and on-going hourly positions which may be converted to full time
positions through the budget process.
Section 9 - Union Logo. All materials and documents produced on Itek and metal plates,
by the City print and reproduction shop, shall carry the Union label on the inside of covers
or title pages in accordance with customary printing trades practices.
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Section 10 - Public Notice. The City shall make available to the Union, in a timely manner,
copies of all City Council meeting agendas, minutes and schedule of meetings. These
materials will be available online via the City’s website.
Section 11 - Use of Agency Reports. Upon request, the City shall provide to the Union
reports by department on the use of agency temporaries filling representation unit vacant
positions, or doing work similar to that of representation unit classifications.
Section 12 - Job Postings. The City shall incorporate the requirements of this Article when
publicizing job announcements for classifications covered by this Memorandum of
Agreement.
Section 13 - Contracting Out. The City through the labor management process will keep
the Union advised of the status of the budget process, including any formal budget
proposal involving the contracting out of SEIU bargaining unit work traditionally
performed by bargaining unit members at least thirty (30) days prior to the release of the
City Manager’s proposed budget. The City will notify the Union in writing at least ninety
(90) days prior to contracting work which has been traditionally performed by bargaining
unit members. Within the ninety (90) day period of contracting out, both parties may
offer alternatives to contracting out and meet and confer on the impact of such
contracting out of a bargaining unit employee work. The City will notify the Union in
writing when contracting out work which has been traditionally performed by bargaining
unit workers, where such contracting out is expected to replace a laid off bargaining unit
position that has been eliminated within ninety (90) days prior to the date of the planned
contract work. When feasible, the City will provide such notice prior to the beginning
date of the planned contract work. The City will meet with the Union upon request to
discuss alternatives. This provision does not apply to the filling of temporary vacancies of
twelve (12) months or less duration. The City will provide the Union with a biannual list
by department of all contract workers or vendors who are contracted by the City who
perform work for the City. The City will make a reasonable effort to identify the names
of the vendors on the list and the nature of the work provided by each vendor.
ARTICLE IV – STEWARDS AND OFFICERS
Section 1 - Union Officers. The Union agrees to notify the Director of Human Resources
of those individuals designated as Union officers and stewards who receive and
investigate grievances and represent employees before Management. Alternates may be
designated to perform steward functions during the absences or unavailability of the
steward.
Section 2 - Number of Stewards. The number of stewards designated by the Union at a
given time shall not exceed thirty-five (35).
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Section 3 - Release Time. It is agreed that, as long as there is prior notice as specified
below to the Supervisor and the release of stewards will not unreasonably disrupt City
operations, stewards shall be allowed reasonable release time away from their work
duties, without loss of pay, to represent a unit employee or employees on grievances or
matters within the scope of representation, including:
a) A meeting of the steward and an employee, or employees of that unit related to a
grievance.
b) A meeting with Management.
c) Investigation and preparation of grievances.
Grievances may be transmitted on City time. All steward release time shall be reported
on time cards.
Section 4 - Advance Notification Before Leaving Work Location. The Union agrees that
the steward shall give no less than one (1) full business day advance notification to his/her
supervisor before leaving the work location, except in those cases involving an
unforeseeable circumstance that requires immediate union representation where
advance notice cannot be given or when the relevant supervisor otherwise allows less
notice. A supervisor may deny such a request for release from duty if the steward is
needed to ensure real time delivery of services that the steward provides for the public
or internal City customers and another employee who normally provides such services is
not available on a straight time basis to relieve the steward, or in a bona fide emergency.
If such denial occurs, the union may request the release of another of its designated
stewards to perform the representation duties involved. Such request shall be processed
in accordance with the terms set forth in this section except that the requirement for a
full business day advance notice to the replacement representative’s supervisor shall not
apply. Nothing herein shall preclude the City from rescheduling a meeting it has
scheduled, to facilitate the attendance of a steward who has requested release if, in the
City’s judgment, such change can be undertaken without undermining the objectives of
the meeting.
Section 5 – Release Time. Four (4) Union officers, who are City employees, shall be
allowed a reasonable amount of release time off for purposes of meeting and conferring
or meeting and consulting on matters within the scope of representation. All such time
will be reported on timecards.
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Section 6 - Designated Union Space. Union stewards may utilize space in assigned desks
for storage of Union materials. In the event stewards are not assigned desks the City will
provide locker or other mutually agreeable space for storage of Union materials.
Section 7 - Union Officers and Release Time. Four (4) union officers, who are City
employees shall be allowed a reasonable amount of release time off for monthly
Labor/Management Meetings. When the Union believes additional subject matter expert
or experts would be helpful to the discussion, the Union shall notify the Human Resources
Director, or designee and request release time for those individuals. Additional release
time will be by mutual agreement.
Officers released under this section may be permitted reasonable release time for caucus,
the amount of which will be determined by mutual agreement.
ARTICLE V - REDUCTION IN FORCE
Section 1 - Attrition. In the event of reductions in force, they shall be accomplished
wherever possible through attrition.
Section 2 - Advance Notice. When the City determines that layoffs are imminent resulting
from reduction in force within the representation unit, the City will give the Union such
advance notice as is reasonable under the circumstances. The notice will indicate the
departments and divisions which will be affected and the circumstances requiring the
layoffs. The City will furnish the Union with a current representation unit seniority list
with notice of layoff.
Section 3 - Order of Layoff. If the work force is reduced within a department, division, or
office for reasons of change in duties or organization, abolition of position, shortage of
work or funds, or completion of work, employees with the shortest length of service will
be laid off first so long as employees retained are fully qualified, trained, and capable of
performing remaining work. Length of service for the purpose of this article will be based
on current service hire date of record in a regular classification with no adjustment for
leaves of absence. Length of service ties will be determined by lot in a method agreeable
to both parties. Employees laid off due to the above reasons will be given written notice
at least thirty days prior to the reduction in force. A copy of such notice will be given to
the Union. Such employees shall be offered priority employment rights to regular
positions which are requisitioned and for which the employees are qualified for a period
beginning with notification and ending sixty (60) days following the reduction in force.
Employees transferred or reclassified under this section will be assigned to the step in the
new classification salary range closest to the employee's salary range at the time of
reclassification. Employees laid off pursuant to this section shall receive the balance of
all regular City compensation owed and severance pay equal to one month’s salary at the
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January 30, 2023- December 31, 2024
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employee’s final rate of pay at termination. This does not include any amounts payable
under Article V, Section 6, or PERS contribution refunds, if any.
Section 4 - Seniority/Bumping Rights. Employees identified for layoff who have seniority
(bumping) rights to their current or previously held classifications within the
representation unit must declare their intention to exercise these rights in writing and
submit to the Human Resources Department within seven (7) working days after written
notification of layoff, otherwise bumping rights will automatically terminate. Bumping
may occur within the representation unit, only to the least senior incumbent of the
current or a previously held classification. To bump, the employee must be fully qualified,
trained, and perform all work in the position. For purposes of this section of the
Agreement, the term "working days" shall mean Mondays through Fridays, exclusive of
holidays.
When an employee returns to work from a military protected leave, they will be
reinstated as required by law. Should this result in bumping a current employee; the
displaced employee will have bumping rights as set forth in this section.
Section 5 - Re-Employment List. The names of employees laid off or who through bumping
changed classification in accordance with the provisions of this Article shall be entered
upon a re-employment list in seniority order. The employee with the greatest seniority
on the re-employment list, including those who exercised their bumping rights, shall be
offered reinstatement first. Such notice of reinstatement shall be in writing with a copy
to the employee, Union and Chapter Chair. If a laid off employee waives reinstatement or
fails to respond within ten (10) working days of receipt of the notice, the employee shall
be removed from the reemployment list. The person with the highest seniority including
those who exercised their bumping rights on a re-employment list for a particular
classification when a vacancy exists in that classification shall be offered the appointment.
Names shall be carried on a re-employment list for a period of two (2) years from the date
of separation from City services or change of classification through bumping. Upon re-
employment within the two-year period, the employee's hire date of record at the time
of layoff will be reinstated. When qualifications are in question, the City and SEIU will
meet and confer.
Section 6 - Sick Leave Balances. Employees laid off pursuant to Section 2 who are
reinstated to a regular position within sixty (60) days shall retain the sick leave balance
they had at the time of layoff, unless they have received a sick leave payoff in accordance
with Article XII.
Section 7 - Hourly Employees Performing Duties. No representation unit employee will
be laid off or remain on a re-employment list when hourly employees are performing
substantially all the duties of the classification of the employee receiving a layoff notice
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January 30, 2023- December 31, 2024
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or on a re-employment list. This provision shall not be applied to hourly positions which
have been traditionally used for seasonal and part-time work.
ARTICLE VI - PERSONNEL ACTIONS
Section 1 - Probation. Each new regular or part-time employee, except employees in
police dispatch positions, shall serve a probationary period of twelve (12) months,
commencing with the first day of his/her employment. Each new regular or part-time
employee in dispatch positions will serve an 18-month probationary period commencing
with the first day of his/her employment. The probationary period shall be regarded as a
part of the testing process and shall be utilized for closely observing the employee's work,
for securing the effective adjustment of a new employee to his/her position, and for
rejecting any probationary employee whose performance does not meet the acceptable
standards of work. At least one written performance appraisal will be given to each
probationary employee on or before expiration of the probationary period. This appraisal
will be given approximately at the end of the sixth month and another at the end of the
twelfth month for employees in police dispatch positions. In the event of termination
prior to successful completion of the probationary period, such terminated employee
shall be given written notice of his/her termination with the reasons for the termination
stated therein. The Human Resources Department shall, upon request, afford an
interview in a timely fashion to the terminated employee for discussion of the reasons for
termination. The employee may, upon request, be accompanied by a Union
representative. The interview shall not be deemed a hearing nor shall it obligate the City
to reconsider or alter the termination action. The parties agree that probationary
employees shall have all rights under this Memorandum of Agreement, including full and
complete access to the grievance procedure, save and except for instances of suspension,
demotion or termination.
Section 2 - Personnel Evaluations. Personnel evaluations will be given to employees
annually as scheduled by Management. Personnel evaluations are not appealable
through the grievance procedure but, in the event of disagreement over content, the
employee may request a review of the evaluation with the next higher level of
Management, in consultation with the Human Resources Department. For purposes of
this review, the employee may be represented by the Union. Decisions regarding
evaluation appeal shall be made in writing within ten (10) working days following the
review meeting.
Section 3 - Personnel Files. Records of all disciplinary actions shall be kept in the central
personnel file. Employees shall be entitled to sign and date all action forms in their
personnel files. Employees are entitled to review their personnel files upon written
request or to authorize, in writing, review by their Union representatives. An employee
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or the Union shall be allowed, upon reasonable request, copies of materials in an
employee's personnel file relating to a grievance. Records of disciplinary actions,
including references in a performance evaluation, shall be removed from a personnel file
upon written request by the employee after a period of four years, or sooner as mutually
agreed by Management and the employee so long as there have been no duplicated
policy violations since the discipline (based on the Notice of Disciplinary Action) and the
disciplinary action did not involve a violation of the City’s anti-harassment policy, or state
and federal harassment and discrimination laws.
Section 4 - Release of Information. The City will only release information to creditors or
other persons upon prior identification of the inquirer and acceptable reasons for the
inquiry. Information then given from personnel files is limited to verification of
employment, length of employment and verification and disclosure of salary range
information. Release of more specific information may be authorized by the employee.
Section 5 - Promotional Opportunities. With the exception of Flexibly Staffed positions and Apprentice positions as described in
Appendix B, the promotional procedures in this Section will control. A Flexibly Staffed
position is a position where transition from one classification to another occurs when an
employee has met the requirements for promotion to the higher classification and does
not require a promotional process. A position is considered Flexibly Staffed when that
position is budgeted at a higher classification than the position is currently filled. For
example, if the City recruits for a Planner but ends up underfilling the position with an
Associate Planner, the incumbent may be reclassified to a Planner once they qualify for
that classification.
Flexibly Staffed positions will be identified by mutual agreement using the following
process: (1) Prior to posting the recruitment, the City will notify the Union that it intends
to identify a position as Flexibly Staffed; (2) if the Union requests to meet over the
designation, the recruitment will proceed and the Parties will discuss flexible staffing at
Labor Management; (3) if the Union does not request to meet over the designation or if
the Parties reach agreement to designate the position as Flexibly Staffed, the City will
designate the position as Flexibly Staffed.
a) Posting. Promotional opportunities for classifications within the representation unit
will be posted for at least fourteen (14) calendar days prior to selection. Outside
recruitment may be used for promotional openings and may begin at the time of
posting, or any time thereafter. If, however, there are three or more qualified internal
candidates within the department where the vacancy occurs, and those candidates
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January 30, 2023- December 31, 2024
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successfully complete the selection process, outside candidates will not be
considered.
b) Internal Candidate Eligibility. All non-probationary representation unit employees
are eligible to apply for posted promotional opportunities, except that Management
may waive this requirement for all probationary employees within the department
where the promotional opportunity occurs.
c) Selection. The selection procedure for each promotional opening will be determined
and administered by the Human Resources Department in consultation with the
requisitioning department. Selection procedure and job description information will
be available at the Human Resources Office at the time of posting. Efforts will be made
to standardize tests and procedures where standardization is feasible and
appropriate. Any tests used shall be reasonably predictive of success in the
classification, and tests not be biased with respect to race, sex, sexual orientation,
religion, creed, political affiliation, color, national origin, ancestry, or age. Selection
procedures may include any or all of the following phases:
1) Application. Both inside and outside candidates must complete a City of Palo Alto
application form specified by the Human Resources Department. Applications
must be submitted to the Human Resources Office.
2) Screening. Applications will be screened by the Human Resources Department
and, in some circumstances, a manager from the Department seeking to fill a
position to ascertain whether candidates meet minimum requirements as
outlined in the job description. Internal candidates deemed not to meet minimum
requirements may submit additional qualification information writing within three
working days of notification of requirement deficiency.
3) Performance Testing. Performance tests, such as typing, machinery or vehicle
operation, skills demonstration, physical agility, etc., will be qualifying. Pass-fail
points will be announced in advance for qualifying tests. If requested in writing
prior to the test, performance test may be witnessed by Union steward.
4) Written Tests. Written achievement or aptitude tests will be qualifying. Pass-fail
points will be announced in advance for qualifying tests.
5) Interviews, Appraisals. Interviews may be conducted individually or by interview
boards and will be qualifying. Interview boards shall be composed of qualified and
unbiased people. Where interview boards are used, Management will include at
least one bargaining unit employee on each board. If individual interview or an
interview board is used, a majority of the individuals or board members must
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January 30, 2023- December 31, 2024
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recommend a candidate in order for the candidate to qualify for appointment.
Performance appraisals written by candidates' supervisors may be used as
indicated in the selection procedure.
d) Recommended Candidates. Candidates who successfully complete all phases of the
selection procedure will be recommended to the appointing authority.
e) Seniority. Seniority, for purposes of this Article, will be based on current service hire
date of record in a regular classification with no adjustment for leaves of absence.
Seniority ties will be determined in favor of the employee with the lowest employee
number last four digits. Exceptions to this subsection may be established by mutual
agreement on a departmental or divisional basis. Such exceptions are listed in
Appendix E.
f) Appointment. The appointing authority will make appointments from among those
recommended candidates who are most qualified as determined by objective review
of selection procedure results and background materials. Where appointments are
made from only internal candidates who are equally qualified as determined by
objective review of selection procedure results and past performance, seniority will
be the determining factor in promotional appointments.
g) Violations. Any violation of this Article may be appealed to the Human Resources
Director in Step III of the grievance procedure.
h) Eligibility List (Pilot program). Human Resources may maintain an eligibility list of
those applicants who interviewed and were ranked within the top three (3). Candidates
on an eligibility list will be considered for any vacant position in the classification for which
the list exists, without the need to submit a new application under section (c)(1) of this
provision. This pilot program will sunset with the expiration of the MOA, but not later
than December 31, 2024, unless extended by written agreement of the parties.
Section 6 - Rights. Unit employees applying for a vacant equal or lower paying position
shall have the same rights as unit employees applying for a promotion.
Section 7 - Apprentice Positions. (a) The City shall establish apprentice positions wherever
feasible. Length of apprenticeship, type of training, and pay levels shall be by mutual
agreement. Where possible, apprentice positions will underfill regular positions so that
incumbents may automatically progress to the classification for which they are training
upon successful completion of apprenticeship. The City will meet and confer with the
Union before adding any new apprenticeship programs during the term of this
agreement. All apprenticeship programs are listed in Appendix B.
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Section 8 - Rotation. In assigning employees to regular or special shifts, transfer, standby,
overtime, or vacation selection, ability to perform the work, length of service or equitable
rotation shall determine the assignments. In accordance with this provision, more
definitive rules may be arranged by mutual agreement of the Union and individual City
departments.
ARTICLE VII - PAY RATES AND PRACTICES
Section 1 - Salary.
The base salary rates and ranges for job classifications covered by this bargaining unit
shall be increased as set forth in Appendix A to reflect salary increases for all positions in
the unit and market adjustments to positions identified in the total compensation survey
as under-market based on the survey results for base, cash, insurance and the normal
cost of retiree medical (when such information is required by and verified through the
CAFR), with total rates and ranges as set forth in Appendix A (Salary Schedule) attached
hereto.
Section 2 - Step Increases.
Merit advancements from the first salary step to the second salary step shall be granted
upon successful completion of probation and between second and subsequent steps at
one-year intervals, if the affected employee has demonstrated continued improvement
and efficient and effective service. For the purpose of determining step time
requirements, time will commence on the first day of the month coinciding with or
following entrance onto a salary step. Step increases shall be effective on the first day of
the payroll period in which the time requirements have been met.
Section 3 - Working Out of Classification. The term "working out of classification" is
defined as a Management authorized full-time assignment to a budgeted/approved
position on a temporary basis wherein all significant duties are performed by an individual
holding a classification within a lower compensation range. Out-of-classification
provisions do not apply to work assignments performed in connection with specific
predetermined apprenticeship or training programs, or declared conditions of public peril
and/or disaster. Pay for working out of classification shall be as follows:
a) Employees appointed to an "out of classification" will receive acting pay beginning the
first day of the assignment and shall be paid for all hours worked in the higher
classification provided employee works a minimum of four (4) hours.
b) Where out-of-class appointments last for more than 90 days, and whenever feasible,
an out-of-class appointment will be rotated among qualified interested employees in
the work group.
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c) Employees will receive 5% premium pay for all assigned out of class pay for work
within SEIU Classifications with the exception of lead assignments where the out of
class pay will result in a 7% premium pay.
d) Employee appointed to “out of class” assignments that are in the Management and
Professional Compensation Plan or in Utilities Management and Professional
Association for at least one workweek will receive up to a 10% premium pay.
Section 4 - Classification Changes.
a) During the course of this agreement, the Union and affected employees shall be
notified in advance of any contemplated changes in classification description, wage
range or steps. Such changes shall be subject to the meet and confer process. Such
meet and confer process shall be concluded within no more than thirty (30) days
following delivery of the City’s notice to the Union. If the Union and the City cannot
reach agreement on the appropriate pay level from a job so reclassified, the Union
may, within ten (10) City business days following the conclusion of the meet and
confer process described above by delivery of written notice to the Human Resources
Director, refer the dispute over the proposed wage range or steps to arbitration at
Step IV of the Grievance Procedure set forth at Article XIX of this Memorandum of
Agreement.
Section 5 - Reclassification Requests.
a) Effective Fiscal Year 2023-24, the Union may request in writing a re-evaluation of
up to three (3) positions based on significant permanent changes in job content
or significant discrepancies between job content and classification description.
The request must be in writing, contain justification and may be made only on an
annual basis during the period of January 10 through February 10. A statement
by management that a job reevaluation request will be submitted with the
departmental budget does not relieve the Union from the responsibility of
submitting a request during this period. The Human Resources Director or his or
her designee will initially respond to such requests within ninety (90) calendar
days by notice to the employee and the union; however, this timeline may be
extended if necessary. Such response shall include any reclassification to a
different classification or changes in description that the City believes are
warranted and any related changes in applicable pay range or steps. If meetings
are held, the employee may request representation. If a reclassification is
approved and results in an increase in salary, it shall be retroactive to the date the
Employee or Union filed the request for the reclassification.
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b) If the employee or Union disagrees with the accuracy of the description of duties
resulting from the study conducted pursuant to subsection (a) of this Section or
with the wage range or steps assigned by the City as a result of the study, the
employee or Union may, within ten (10) City business days of delivery of notice of
such determination, appeal such decision under step IV of Article XIX, Grievance
Procedure.
c) In a dispute under Section 4(a) or section 5(b) above, the arbitrator shall render
his or her decision on the appropriate wage range or steps within twenty-one (21)
days after the initial hearing date. The same time line will be observed for disputes
over the accuracy of the revised classification description. The parties will notify
the arbitrator of this deadline at the time of the arbitrator’s selection. In reaching
a decision on wage range and steps under Section 4(a) or 5(b) above, the arbitrator
shall base his or her award on the factors traditionally taken into account in the
establishment of compensation. When deciding a dispute over the accuracy of
the revised classification description under section 5(b) above, the arbitrator shall
identify the modifications of the pre-existing classification necessary to accurately
reflect the permanent changes, if any, that have been implemented. Upon receipt
of the arbitrator’s award, the City shall implement the revised classification and
wage range or steps as provided in the award except as provided under subsection
5(c) of this section below. Notwithstanding an arbitrator’s award pursuant to any
appeal process, the City retains the right to forego implementing the changes and
the proposed changes shall revert to the status quo as it existed before those
changes in duties occurred or were proposed.
d) An employee may submit a request for reclassification for the same classification
no more than once every twenty-four (24) months.
Section 6 - Assignment to a Lead Position. All vacancies in lead positions shall be filled in
accordance with Article VI, Section 5. The pay range for the lead position shall be seven
percent above the pay step of the highest paid employee on the crew. Departmental
exceptions for filling lead positions on a rotational basis for training and development
purposes may be arranged by mutual agreement of the Union and individual City
departments.
Section 7 - Total Compensation and Survey Database.
a) Management and the Union have agreed to a compensation survey database
structure which identifies specific benchmark classifications for job families,
classifications within the job families of each benchmark classification, survey
agencies and survey classification matches. Survey Cities include:
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January 30, 2023- December 31, 2024
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Alameda Hayward San Mateo
Berkeley Mountain View Santa Clara
Daly City Redwood City S. San Francisco
Fremont San Jose Sunnyvale
If the employer list will not permit the production of a survey report that includes data
from at least four (4) employers that employ employees in a classification comparable to
the classification surveyed by the City, neither party is precluded from bringing forward
information on other employers in the relevant recruitment area that employ workers in
a comparable classification so that data from at least five (5) surveyed employers will be
included in the study, if feasible. Such employer may include any public or private
employer.
The database is intended to provide one source of information concerning how the
compensation paid to employees in bargaining unit job classifications compares to that
paid by other employers. The City will update the survey database and send the Union a
copy no later than August 31, 2024. This survey will be considered in connection with
special adjustment proposals in successor agreement negotiations. By agreeing to a
survey database, neither Union nor Management is under obligation to propose or agree
to special adjustments.
City will agree to review the market studies (classification matches and comparable
jurisdictions) for the classifications of Park Ranger and Public Safety Dispatcher II and will
meet with SEIU beginning in February 2023. Changes will be by mutual agreement only
and will be implemented for the Fiscal Year following City Council adoption (e.g., adoption
in May 2023 would be implemented for FY 2023-24).
Section 8 - Direct Deposit
The City shall directly deposit all paychecks for Unit employees in a financial institution of
the employee’s choice that accepts direct deposits and does not charge the City a fee(s)
for direct deposit service. In the event that the employee fails to designate a financial
institution for direct deposit of his or her payroll check, the employee shall pick up the
check personally in the City’s Administrative Services Department office on the next
business day following payday at a pickup time designated by Administrative Services.
ARTICLE VIII - HOURS OF WORK, OVERTIME, PREMIUM PAY
Section 1 - Work Week and Work Day. The standard workday for regular full time
employees shall be one of the following:
• Eight hours to be worked within a maximum of nine hours (five-day work week);
or
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January 30, 2023- December 31, 2024
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• Ten hours to be worked within a maximum of eleven hours (four-day work week);
or
• Nine hours to be worked within a maximum of ten hours for four days with a fifth
day of four hours (four and one-half day work week); or
• Within a fourteen-day period, nine hours to be worked within a maximum of ten
hours for eight days and eight hours to be worked within a maximum of nine hours
for one day, with the work week scheduled to begin so that forty hours are worked
within each seven days of the fourteen-day period (9/80 plan, with forty-hour
work weeks), or any other schedule that results in a 40-hour work week, or fits
within the parameters of an FLSA 2080 Plan. The "9/80 plan" may not be used in
any application that requires entitlement to FLSA overtime for working the regular
work week.
With the exception of the 9/80 plan as described above and flexible scheduling for Police
Dispatchers, the standard work week for regular full time employees shall be forty hours
to be worked within five consecutive days. Additional exceptions to the above are listed
in Appendix C. The Union shall be notified of any further exceptions to this section in
accordance with Article III, Section 8.
The City and the Union agree that the availability of alternate/flexible work schedules is
a valuable benefit in that they promote job satisfaction while also reducing traffic
congestion and air pollution. Employees may utilize flexible arrangements to attend
trainings, seminars, meetings, or for other mutually agreed upon situations. Any such
change to work hours shall be approved by the supervisor in advance and should not
result in overtime.
During the term of this agreement, employees, subject to the conditions of their job
assignment, may propose an alternate work schedule as listed under this Section. Such
proposals must be made to the department head through the immediate supervisor.
Serious consideration will be given to the feasibility and productivity of such proposals,
however Management retains the right to determine scheduling needs.
Section 2 - Overtime Work.
a) Overtime work for all unit employees shall be defined as any time worked beyond
the standard workday or beyond the standard work week.
All time for which pay is received shall count as hours actually worked for the
computation of regular overtime pay; however, non-productive time will not be
included in computation of any additional FLSA premiums.
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b) Emergency overtime is defined as unplanned overtime work arising out of
situations involving real loss of service or property or personal danger. Emergency
overtime does not include:
i. overtime work resulting from personnel replacement for purposes of
maintaining scheduled staffing;
ii. overtime work which is planned in advance;
iii. overtime work resulting from being held over for up to four hours to finish
work performed during the regular shift.
c) Compensation to employees working overtime will be in the form of additional
pay at the rate of one and one-half times the employee's applicable hourly salary
with the exception that an employee may request and, upon approval, be granted
compensatory time off at the rate of one and one-half hours for each hour of
overtime worked, subject to the limitations of applicable state and federal laws.
Two times the employees’ applicable hourly salary will be paid for billable
customer convenience overtime and emergency overtime as defined in
subsection (b) above. Employees may elect at any time to cash out compensatory
time off hours or roll into vacation time, up to applicable maximums. These
elections must be made via the Compensatory Time Cashout Form submitted to
payroll and will take place the following pay period, if received by the form’s due
date. Any compensatory time off hours not taken, allocated, or cashed out will be
automatically cashed out once a year during the first pay period in April.
d) When an employee is required to work 6 or more hours of overtime (either
emergency or pre-arranged) during the 16 hour period immediately preceding the
beginning of the employee’s regular shift on a workday, the employee shall be
entitled to an nine (9)hour rest period before returning to work. If the rest period
overlaps into the second half of the work day, the employee may be given (with
supervisor approval) the remaining time off (up to a maximum of 3 hours) at the
straight time rate of pay. Any portion of the rest period falling within the
employee’s work shift will be considered as hours worked and compensated at
the straight time rate.
e) If non-emergency overtime is canceled without at least 40 clock hours notice, the
City shall pay the affected employees two (2) hours' pay at time and one-half.
f) Employees working overtime who are too fatigued to continue or return to work,
for safety reasons will be released from duty without compensation.
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January 30, 2023- December 31, 2024
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g) Part-time Employees. Authorized hours worked by an employee in a budgeted,
part-time position in excess of the scheduled hours of work of the position shall
be compensated at the employee’s applicable hourly rate up to the maximum of
non-overtime hours in the work period applicable to the employee. If a part-time
employee works more than 80 hours in a pay period then overtime will be paid in
accordance with the FLSA.
Section 3 - Work Shifts. All employees shall be assigned to work shifts with scheduled
starting and quitting times. Should conditions necessitate a change in starting and
quitting times, the Union will be notified ten (10) working days in advance and permitted
to discuss such changes with the City. This, however, shall not preclude the City's right to
effect schedule changes dictated by operational necessity. This section does not apply to
overtime scheduling.
Section 4 - City-Paid Meals.
In accordance with City policy, the City of Palo Alto bases its meal reimbursement limits
on the U.S. General Services Administration (GSA) per diem rates. Those rates are
adjusted every October. For overnight travel per diem rates, the City reimburses based
on the rates applicable to the destination of travel, as provided by the GSA at
http://www.gsa.gov/portal/category/100120. For non-travel meals, the City will reimburse
up the maximum GSA rates for the Palo Alto area. Receipts are required to back-up these
expenses.
a) Emergency overtime meals. For purposes of this section, emergency overtime is
defined as unplanned overtime arising out of situations involving real loss of
service or property or personal danger. The City agrees to reimburse for meals
based on GSA maximum rates for the Palo Alto Area and will provide meals in the
following emergency overtime situations:
1) When an employee is called back and is on duty for a period of three
consecutive hours, and thereafter at intervals of five hours, but not more than
six hours, until the continuous overtime assignment ends.
OR,
2) When an employee is held over on duty so that his/her overtime assignment
extends two hours after shift end, and thereafter at intervals of five hours, but
not more than six hours, until the continuous overtime assignment ends.
OR,
3) When an employee is called out two hours or more before a regularly
scheduled day shift and works the regularly scheduled shift, he/she will be
entitled to breakfast and lunch. Lunches will be consumed on employee's own
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January 30, 2023- December 31, 2024
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time. No in-lieu pay will be made for meals not taken. This sub-section does
not apply if already covered in Section 4(a)(1) above.
4) When recalled two hours or less after the end of a regular shift, unless
assigned to standby.
b) Non-emergency overtime meals. The City will provide meals for personnel
assigned to non-emergency overtime work where the assignment extends two
hours after the regular or overtime shift end and at intervals of five hours
thereafter.
c) With regard to (a) and (b) above, the City agrees to reimburse for meals based on
GSA maximum rates for the Palo Alto Area. Where possible, the City will arrange
purchase orders at mutually agreeable restaurants. The time necessarily taken to
consume a meal provided under this section shall be considered as time worked
to a maximum of one hour, except as noted in (a) (3).
d) With regard to (a) and (b) above, in the event an employee is to be provided a
meal or meals pursuant to this section and such meal(s) are not provided due to
working conditions, the employee shall have the option of receiving for each meal
not provided an additional one hour of overtime compensation in lieu of such
meal. This hour will not be considered as time worked or part of the rest period,
but will be applied to qualify for the rest period.
e) Emergency overtime meals for Public Safety Dispatchers. The Police Department
will provide meals to employees in an emergency overtime situation involving real
or potential loss of service or personal danger.
1) When an employee is called back and is on duty for a period of three
consecutive hours, and thereafter at intervals of five hours, but not more than
six hours, until the continuous overtime assignment ends.
2) When an employee is held over on duty so that his/her overtime assignment
extends two hours after shift end, and thereafter at intervals of five hours, but
not more than six hours, until the continuous overtime assignment ends.
3) When an employee is called out two hours or more before a regularly
scheduled shift. The employee will be entitled to two meals, the second meal
will be consumed on the employee's own time. No in-lieu pay will be made
for meals not taken.
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January 30, 2023- December 31, 2024
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4) When recalled two hours or less after the end of a regular shift, unless
assigned to standby.
f) Non-emergency overtime meals for Public Safety Dispatchers. The Police
Department will provide meals to employees in non-emergency situations where
the assignment extends more than two hours after the regular or overtime shift
end and at intervals of five hours thereafter. If the City is unable to provide a meal,
the City agrees to reimburse for meals based on GSA maximum rates for the Palo
Alto Area. This policy only applies when an employee is held over, either voluntary
or mandated, on duty beyond a scheduled regular or overtime shift.
Section 5 - Break Periods. All employees shall be granted a break period or coffee break
limited to 15 minutes during each four hours of work. Departments may make reasonable
rules concerning break period scheduling. Break periods not taken shall be waived.
Section 6 - Clean-Up Time. All employees whose work causes their person or clothing to
become soiled shall be provided with reasonable time before lunch and at shift end for
wash-up purposes.
Section 7 - Standby Pay, Call-Out Pay.
a) Standby Compensation. Employees performing standby duty shall be
compensated at the daily rates established below:
Monday through Friday $70
Saturday, Sunday, Holidays $100
In the event of a declared City emergency, this section applies to standby assigned
in accordance with applicable department policy.
b) Minimum Call-Out Pay. Employees not otherwise excluded from receiving
overtime pay who are called out to perform work shall be compensated for at
least two hours' pay from the time of the call-out for each occurrence at the
appropriate overtime rate. The two-hour minimum does not apply to employees
called out to work while earning pay for being in a standby status unless called out
to perform billable customer convenience work in which case the two-hour
minimum will apply.
Section 8 - Night Shift Premium. Night Shift premium is paid at a rate of 6% of an
employee’s base hourly rate. Night Shift premium is paid only for hours actually worked
between 6:00 p.m. and 8:00 a.m. Employees who regularly work night shifts shall receive
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January 30, 2023- December 31, 2024
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appropriate night shift premiums, relating to night shift hours worked, in addition to base
pay for holidays, sick leave and vacation.
In order to be eligible for night shift premium, an employee must meet the following
criteria:
a) Be assigned to a shift on a regular basis which is scheduled for at least 2 hours
between the hours of 6:00 p.m. and 8:00 a.m.;
b) Or be assigned to work another employee’s regularly assigned shift which is
scheduled for at least 2 hours between the hours of 6:00 p.m. and 8:00 a.m.;
c) Or if your schedule is temporarily changed under Section 3 of this article which is
scheduled for at least 2 hours between the hours of 6:00 p.m. and 8:00 a.m.
The following are excluded from eligibility for night shift premium:
a) Overtime hours;
b) Alternate work schedules at an employee’s request which overlap with the hours
of 6:00 p.m. and 8:00 a.m.
Section 9 - Bilingual Premium. $50 per pay period shall be paid to a bilingual employee
whose abilities have been determined by the Human Resource Director as qualifying to
fill positions requiring bilingual speaking and/or writing ability when the employee
regularly performs such duties. The Human Resource Director will determine the
number, timing, location and duration of the assignments receiving the additional pay
provided herein and which languages are needed. Sign language shall be recognized as a
bilingual skill under this Article. Disagreements over the designation of positions will be
referred first to the Labor Management Committee. If a disagreement still exists it will
be referred to the Grievance Procedure. Human Resources will respond to the employee
within sixty calendar (60) days after receipt of request. Upon approval by the Human
Resources Director, the City is required to arrange for language testing within four (4)
months of the approval.
Section 10 - Communications Training Officer (CTO) Compensation. Public Safety
Dispatchers and Chief Public Safety Dispatchers identified by Management to work as a
Police Officers Standards and Training (POST) certified CTO will be compensated at a
premium pay rate of five (5) percent. The premium pay is provided only for those hours
spent as a CTO training a probationary dispatcher while on-duty in the Dispatch Center.
ARTICLE IX - UNIFORMS AND TOOL ALLOWANCES
Section 1 - Uniforms.
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January 30, 2023- December 31, 2024
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a) The City will provide uniforms, coveralls or shop coats on a weekly basis, or as
otherwise furnished, for the following jobs and/or classifications and any positions
necessary or required as determined by management.
Animal Control Officer
Assistant Storekeeper
Associate Engineer - Pretreatment
Auto Service Mechanic
Building Service Person - Lead
Building Service Person
Cathodic Technician
Cement Finisher - Lead
Cement Finisher
Chemist
Community Service Officer (CSO)
Electrical Assistant
Electrician Apprentice
Electrician Lead
Engineering Technician III - Refuse
Equipment Operator
Equipment Operator - Lead
Facilities Carpenter
Facilities Electrician
Facilities Maintenance - Lead
Facilities Mechanic
Facilities Painter
Field Serviceperson
Gas System Shop/Field Repairer
Gas System Technician I
Gas System Technician II
Golf Course Equipment Mechanic
Golf Course Maintenance Person
Heavy Equipment Operator - Lead
Heavy Equipment Operator
Industrial Waste Inspector
Industrial Waste Investigator
Instrumentation Electrician
Laboratory Technician, Water Quality Control
Line Person/Cable Splicer
Line Person/Cable Splicer - Lead
Mail Services Specialist
Maintenance Mechanic/Maintenance Mechanic, Water Quality Control
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January 30, 2023- December 31, 2024
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Mechanical Unit Repairer
Meter Reader
Meter Reader – Lead
Mobile Service Technician
Motor Equipment Mechanic - Lead
Motor Equipment Mechanic
Offset Equipment Operator - Lead
Offset Equipment Operator
Park Maintenance Assistant
Community Services Officer Park Maintenance Person
Park Crew - Lead
Park Maintenance - Lead
Park Ranger
Parks & Open Space Assistant
Police Records Specialist
Refuse Disposal Attendant
Senior Chemist
Senior Industrial Waste Inspector
Senior Industrial Waste Investigator
Senior Instrumentation Technician
Senior Operator, Water Quality Control
Senior Mechanic, Water Quality Control
Senior Park Ranger
Sprinkler System Repairer
Street Maintenance Assistant
Storekeeper
Storekeeper-Lead
Street Sweeper Operator
Traffic Control Maintainer - Lead
Traffic Control Maintainer II
Traffic Control Maintainer I
Tree Trimmer-Line Clearer
Tree Maintenance Assistant
Tree Trimmer-Line Clearer Assistant
Tree Trimmer-Line Clearer - Lead
Tree Maintenance Person
Truck Driver
Utilities Compliance Technician
Utility Field Service Representative
Utility Installer/Repairer
Utility Installer/Repairer Assistant
Utility Installer/Repairer – Lead
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January 30, 2023- December 31, 2024
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Utility Locator
Water Meter Cross Connection Technician
Water System Operator - Lead
Water System Operator
Water System Operator I
Water System Operator II
Water Quality Control Plant Operator
b) Coveralls will be made available for occasional use as needed to protect clothing
for the following classifications and any positions necessary or required as
determined by management.
Building Inspector
Building Inspector Specialist
Building Service Person - Lead
Cable Splicer Assistant
Chief Electric Underground Inspector
Electrical Assistant
Electrician
Facilities Mechanic/Painter
Heavy Equipment Operator
Lineperson/Cable Splicer
Park Ranger
Senior Park Ranger
Utility Field Service Representative
Sprinkler System Repairer
Utility Installer Assistant
Utility Installer/Repairer
Utility Installer/Repairer - Lead
c) Employees required to wear uniforms shall be provided suitable change rooms
and lockers where presently provided.
d) Employee clothing seriously damaged or destroyed in conjunction with an
industrial injury will be reasonably replaced by the City. Any other claims alleging
City liability may be filed with the City Attorney.
e) Except in the Utilities Division, the City will make available, as an alternative to the
shirts currently provided under Section 1(a), six (6) cotton polo shirts. Employees
in the Utilities Division will be provided with six (6) long-sleeve shirts and two polo
shirts. Employees will be responsible for laundering the shirts. Damaged or
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 32 of 79
otherwise unwearable shirts will be returned to the employee’s supervisor and
replaced by the City.
f) Employees are responsible for laundering Park Ranger and Senior Park Ranger
uniforms.
g) The City will meet and confer with the Union regarding any mandated changes to
uniforms.
h) In accordance with California Code of Regulations (C.C.R.) section 571(a) the
estimated value of City provided uniforms is $21.28 per pay period.
Section 2 - Tool Allowance.
a) Mechanics in Equipment Maintenance, Park Maintenance Lead, Motorized
Equipment Mechanic and Mobile Service Technician shall be paid a tool allowance
of $1000 annually upon verification of purchase by the employee.
b) Parties will meet and confer to determine if additional classifications require tool
allowance.
Section 3 - Shoe Allowance.
a) Safety Shoes. The City will pay the vendor or reimburse full-time employees up to
$400 per fiscal year for the cost of job-related safety shoes upon verification of
such purchase by the employee.
b) Walking Shoes. The City will reimburse employees 75% of the cost of job-related
walking shoes for any positions necessary or required as determined by
management including Meter Reader and Meter Reader-Lead, in an amount not
to exceed $300.00 per year. A walking shoe is a durable work shoe/boot (non
steel-toed), is ankle supporting; oil, gas and slip resistant; waterproof or water
resistant; lightweight and durable; and also provides hard surface cushioning.
c) Additional Boot Reimbursements. Employees in the Park Ranger Classification will
receive an additional $200 per year to account for the additional cost of wildland
fire boots for a total Safety Shoe reimbursement of $600. Employees in the
Lineperson series will receive an additional $200 per year to account for the
additional cost of climbing boots for a total Safety Shoe reimbursement of $600.
Section 4 – Certifications. The parties agree to retain the current list of required
certifications below. Employees who are required to maintain commercial driver's
licenses shall have costs for medical examinations paid by:
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January 30, 2023- December 31, 2024
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a) Completing an examination through their PEMHCA provider. After benefits have
been paid by the PEMHCA provider, upon presentation of proper documentation,
the City will reimburse any remaining costs, or
b) Completing an examination at the Workforce Medical clinic or other City
designated clinic. Employees may use paid leave for attendance at scheduled
medical examinations. Employees shall be permitted to use up to two hours of
regular City-paid time for attendance at biannual medical examinations. The
scheduling of such time shall be preauthorized by the employee’s supervisor.
c) The City will pay special registration and/or certification fees which are required
by Management. During the term of this agreement, the City and the Union may,
by mutual agreement, review, add or delete classifications and/or required
certifications listed below:
Classification Requirement
Facilities Technician Aquatics Facility Operator Certificate
Building Inspector/
Buildg Inspection Specialist Certificate as stated in job description
Cathodic Technician Corrosion Technician by the National
Assoc. of Corrosion Engineers
Engineer Professional Professional Engineer Cert. (for step E)
Equip Maint Serv Pers. Forklift Operator Cert. (OSHA-approved)
Golf Course Maint Pers. Qualified Applicators' License
Heavy Equipment Operator Crane Operation Certificate
(Utilities and Electric)
Indust. Waste Inspector Backflow Prevention Device Tester
Inspector Field Services, Utilities D1 (DOH)
Hired before July 1, 2012
Installer/Repairer Series D1 (DOH)
Maintenance Mechanic Crane Operator Certification
(Water Quality)
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January 30, 2023- December 31, 2024
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Mech. Unit Repairer Welding Certificate
Motor Equip Mechanic
and Lead EMS, ASE
Planner, Associate Planner AICP
Senior Planner
Public Safety Dispatcher POST Basic Dispatcher
EMD
Public Safety Dispatcher, Lead POST Basic Dispatcher
POST Supervision
EMD
Senior Operator, WQC Grade III Wastewater Treatment Plant
Operator Certification
Surveyor, PW Licensed Land Surveyor
Tree Trimmer/Line Clearer Certified Tree Worker and/or Qualified
Line Clearance/Tree Trimmer Cert.
(OSHA-approved)
Tree Trimmer/Line Clearer-Lead Certified Arborist
Utilities Install/Rep series Polyethylene Fusing Cert.
Gas Operator Certification (DOT)
Veterinarian Technician Animal Health Tech. Certification
Water System Operator I Grade DI – Water Distribution Operator
Water System Operator II Grade DII – Water Distribution Operator &
Grade TII – Water Treatment Operator
Senior, Water System Operator Grade DIII – Water Distribution Operator &
Grade TIII Water Treatment Operator
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January 30, 2023- December 31, 2024
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WQC Plant Operator I Grade I Wastewater Treatment Operator
Certification.
WQC Plant Operator II Grade II Wastewater Treatment Operator
Certification
WQC Plant Operator Trainee Grade I Wastewater Treatment Operator
Certification
Water Meter Cross-
Connection Technician Backflow Prevention Tester Certification
d) The City will pay for the Department of Motor Vehicles (DMV) licensing fees for all
employees required to maintain a Commercial Driver's License in accordance with
the California Vehicle Code and applicable laws prescribed by the Department of
Transportation.
e) Pipeline Welding Assignment. The City provided a 4% premium in base
compensation to the Utility Installer-Repairer and the Installer-Repairer Lead
positions in 2006 that met DOT certification requirements and are, or were,
assigned these duties. The Utility Installer-Repairer and Utility Installer-Repairer
Lead positions that fail to maintain current certifications will not receive a 4%
premium on their base pay. Positions assigned these duties and designated by
Management to receive this premium will not exceed five (5) Utility
Installer/Repairer(s) and Installer/Repairer Lead(s). If the certification is required
in the job description, certification must be maintained. In accordance with their
job description Maintenance Mechanics that are assigned to Water Gas
Wastewater must maintain all required certifications and shall receive 4%
premium to their base pay for pipeline welding.
f) Building Inspector and Building Inspector Specialists. Upon successful
completion of probationary requirements, the City will pay Building Inspectors
and Building Inspector Specialists a one (1) percent of base salary one-time
payment for a certification above what is required. Employees may request one
payment per year to a maximum of two payments in career. Payments will not
exceed a maximum of one percent per year or two payments in a career. The
Building Inspector and Building Inspector Specialist Job Descriptions specify
current requirements and the Union and City will agree on a list of appropriate
certifications eligible for the premium. Premiums will not be paid if certification
is not maintained.
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g) Water and Wastewater System Operator Certification. Employees classified in
the following positions: Water Quality Control Plant Operators I and II, Senior
Operator Water Quality Control, Laboratory Technician Water Quality Control,
Chemist, Senior Chemist, Water System Operators I and II, Senior Water Systems
Operator, Inspector, Field Services assigned to Utilities and Installer Repairer Job
Series may be eligible to receive a 1% base pay premium for certifications required
by the Department of Health, California Water Environment Association and/or
the State Water Resources Control Board. Employees within these job
classifications that have successfully completed probationary requirements may
request an annual payment of one (1) percent for one (1) certification that is
above those listed in their job description. An employee who qualifies for this
payment shall be paid 1% of the employee’s annual base salary once per year. The
employee shall be responsible for providing the City with written documentation
that the employee has obtained and is maintaining the qualifying certification on
an annual basis. Premiums will not be paid if certification is not maintained.
Eligible employees should verify certification will qualify for the premium before
attempting certification. The Union and the City will update the job descriptions
to reflect newly required certifications with no further adjustments to base salary.
Payments will not exceed a maximum of one percent per year, and will take effect
in the pay period following the verification of certification. All costs for obtaining
certifications above what the job description requires will be the responsibility of
the employee and may be paid for by using the City’s tuition reimbursement
program.
h) In accordance with Cal-OSHA regulations any employee who operates a forklift
must have Forklift Operator Certification. Training to be provided by the City.
i) Crane Certification. A Heavy Equipment Operator, Line Person, Line Person Lead,
or Maintenance Mechanic who possesses the legally required certification for
operation of any crane will receive an increase of one percent (1%) of their base
rate effective upon the ratification and adoption of this MOU by the City Council,
or upon attainment of the certification, whichever is later.
Heavy Equipment Operator (Electric) must possess a Crane certification regardless of
hire date. Any employee hired on or after July 1, 2012 may be required to obtain and
possess crane certification.
For any other employee hired prior to July 1, 2012 crane certification shall be desirable
(not required) except under the following circumstances:
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January 30, 2023- December 31, 2024
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a) There are insufficient employees in the classification (Heavy Equipment Operator
[exclusive of Electric], Lineperson, Lineperson Lead or Maintenance Mechanic)
who possess the certification to perform the work;
b) The Manager has sought volunteers and no employee in the classification has
volunteered to train for the certification;
c) All things being equal, the manager has selected the least senior employee in the
classification who is judged by the City most likely to successfully complete the
training and obtain crane certification.
d) The Manager will allow up to three attempts to pass the crane certification for any
employee hired before July 1, 2012 who has been involuntarily assigned to acquire
the crane certification. Related training and test costs shall be borne by the City.
No employee hired before July 1, 2012 shall be disciplined or discharged for failure
to acquire a Crane certification.
Section 5 - Weather Protection. The City will provide rainy weather foot protection and
one summer hat for the classification of Community Services Officer.
ARTICLE X - HOLIDAYS
Section 1 - Fixed Holidays. Except as otherwise provided, employees within the
representation unit shall have the following fixed holidays with pay:
January 1
Third Monday in January (Martin Luther King Day)
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
Veterans' Day, November 11
Thanksgiving Day
Day after Thanksgiving
December 25
Winter Floater (see below)
In the event that any of the aforementioned days, , falls on a Sunday, the following
Monday shall be considered a holiday. In the event that any of the aforementioned days
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falls on a Saturday, the preceding Friday shall be considered a holiday. Exceptions to this
provision are listed in Appendix E.
Winter Floater. Employees shall be excused with pay for a full work shift on a day mutually
agreed to by the employee and their supervisor during the month of December. If
employees are not excused pursuant to this provision, one shift of vacation credit will be
added to their vacation accrual.
Day of Reflection. In addition to the paid holidays listed above, employees shall be
excused with pay for one full work shift as a day of reflection (floating holiday) per
calendar year. Employees may use the floating holiday on any day mutually agreed by the
employee and their supervisor for a Day of Reflection, including: Juneteenth Freedom Day
(June 19) or Cesar Chavez/Dolores Huerta Day (March 31). Day of Reflection not used by
the end of the fiscal year will be deemed forfeited and have no cash value.
Section 2 - Pay for Fixed Holidays.
a) All employees shall be paid a full day's pay at their regular straight time base hourly
rate for all fixed holidays as defined herein.
b) An employee must be in a pay status on the workday preceding the holiday to be
eligible to be compensated for a holiday. This subsection does not apply to an
employee who is on an unpaid medical leave of absence of less than five (5) days.
Section 3 - Work on Fixed Holidays.
Any employee required to work on a fixed holiday shall be paid time and one-half for such
work in addition to his or her regular holiday pay. Work on a fixed holiday beyond the
number of hours in a regular shift shall be compensated at double time and one-half.
Employees who work a schedule where a regular day off falls on a holiday will accrue the
holiday hours they would have normally worked on that day. If an employee has more
than four (4) days of holiday time accrued the City will automatically cashout these
additional hours. This does not impact the employee’s ability to cashout or transfer to
deferred comp holiday hours below the four (4) day threshold.
Section 4 - Variations in Work Week.
a) An employee whose work schedule requires that his or her regular days off be other
than Saturday and/or Sunday shall have an additional day off scheduled by the
department in the event a fixed holiday falls during his or her regularly scheduled day
off. Every attempt will be made to schedule the day on a mutually agreeable basis. If
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the day cannot be so scheduled, the employee shall be paid for the day at the straight
time base rate.
b) Fixed holidays which fall during a vacation period or when an employee is absent
because of illness shall not be charged against the employee's vacation or sick leave
balance.
c) If conditions necessitate a departmental closure impacting employees’ regular
schedules, management will work with employees to provide assignments unless the
employee chooses to take unpaid time off or use paid time off in the form of vacation,
personal business or compensatory time.
Section 5 - Floating Days Off
Employees hired on or before July 1, 2012 will be credited with 3 floating holidays to be
scheduled for use by mutual agreement by employee and supervisor. In no event will FH
be convertible to cash or other benefits in lieu of Floating Holidays.
Effective at the close of business 6/30/13 one floating holiday will be eliminated. On July
1, 2013 and every July thereafter, employees will be credited with two (2) Floating
Holidays to be scheduled in the same manner as noted above.
Employees hired after 7/1/12 will not receive any floating holidays.
Floating Holidays not used by the end of the fiscal year will be deemed forfeited.
ARTICLE XI - VACATIONS
Section 1 - Vacation Accruals. Each employee shall be entitled to an annual paid vacation,
accrued as follows:
a) First day of continuous service through the last day of the fourth (4th) year: eighty 80
hours vacation per year.
b) First day of the fifth year of continuous service through the last day of the ninth (9th)
year: one-hundred and twenty 120 hours vacation per year.
c) First day of the tenth (10th) year of continuous service through the last day of the
fourteenth (14th) year: one-hundred and sixty 160 hours vacation per year.
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d) First day of the fifteenth (15th) year of continuous service through the last day of the
nineteenth (19th) year: one-hundred and eighty 180 hours vacation leave per year.
e) Twenty (20) or more years: two-hundred 200 hours vacation leave per year.
Vacation accrual will be prorated based on hours in paid status.
Employees may accrue up to three (3) times their annual vacation accrual (e.g., an
employee who accrues 80 hours per year has an accrual cap of 240 hours). In the event
the City is unable to schedule vacation and, as a result thereof, the employee is subject
to loss of accrued vacation, the City shall extend the vacation accrual limit up to one year,
in which time the excess vacation must be scheduled and taken. As long as there is no
interference with departmental operations, there shall be no unreasonable restriction of
increments of use. Employees shall complete six (6) months' continuous service before
using accrued vacation leave.
At the time of initial appointment, or to address an identified retention issue the City may
credit an employee for prior experience or special expertise, including prior years of
public service in a city, county, special district, state, or federal government agency, up to
a maximum of five (5) years’ service. The City Manager or designee shall identify the
number of years for which the employee will receive credit (up to the five (5) year
maximum).
Section 2 - Holiday Falling During Vacation. In the event a fixed holiday as defined in
Article X falls within an employee's vacation period, which would have excused the
employee from work (and for which no other compensation is made), an additional
workday for such holiday shall be added to the vacation leave.
Section 3 - Illness During Vacation. When an employee becomes ill while on vacation and
such illness can be supported by a statement from an accredited physician or the
employee is hospitalized for any period, the employee shall have the period of illness
charged against sick leave and not against vacation leave.
Section 4 - Accrued Vacation Pay for Deceased Employees. An employee who is eligible
for vacation leave and who dies while in the municipal service shall have the amount of
any accrued vacation paid to his/her estate within thirty days. This proration will be
computed at his/her last basic rate of pay.
Section 5 - Effect of Extended Military Leave. An employee who interrupts service
because of extended military leave shall be compensated for accrued vacation at the time
the leave becomes effective.
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Section 6 - Vacation at Termination. Employees leaving the municipal service with
accrued vacation leave shall be paid the amounts of accrued vacation to the date of
termination.
Section 7 - Vacation Cash Out.
Once each calendar year an employee may cash out eight or more hours of vacation
accrual in excess of 80 hours, to a maximum of 120 hours, provided that the employee
has taken 80 hours of vacation in the previous 12 months.
1. To be eligible for cash out vacation, employees must pre-elect the number of vacation
hours they will cash out during the following calendar year up to maximum of 120
hours, prior to the start of that calendar year. The election will apply only to vacation
hours accrued in the next tax year and eligible for cash out.
2. The election to cash out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash out vacation hours must cash out the
number of accrued hours pre-designated on the election form provided by the City.
3. Employees who do not pre-designate or decline a cash out amount by the annual
deadline established by the City will be deemed to have waived the right to cash out
any leave in the following tax year and will not be eligible to cash out vacation hours
in the next tax year.
4. Employees who pre-designate cash out amounts may request a cash out at any time
in the designated tax year by submitting a cash out form to Payroll. Payroll will
complete the cash out upon request, provided the requested cash out amount has
accrued and is consistent with the amount the employee pre-designated. If the full
amount of hours designated for cash out is not available at the time of cash out
request, the maximum available will be paid.
5. For employees who have not requested payment of the elected cash out amount by
November 1 of each year, Payroll will automatically cash out the pre-designated
amount in a paycheck issued on or after the payroll date including November 1.
ARTICLE XII - LEAVE PROVISIONS
Section 1 - Sick Leave.
a) The City shall provide each employee with paid sick leave, earned on a biweekly basis,
at the rate of ninety-six (96) hours per year for full time employees. Employees will
accrue sick leave at a rate of three point seven (3.7) hours per pay period. Sick leave
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accrual will be prorated based on hours in paid status. Sick leave accrual accumulation
shall be limited to 1,000 hours
b) Use of Sick Leave. Sick leave shall be allowed and used in cases of actual personal
sickness or disability, medical or dental treatment, or as authorized for personal
business. Up to nine days sick leave per year may be used for illness in the immediate
family, including registered domestic partner. A new employee may, if necessary, use
up to forty-eight (48) hours of sick leave at any time during the first six months of
employment. Any negative balances generated by such utilization will be charged
against future accrual or deducted from final paycheck in the event of termination.
c) An employee who has been disabled for 60 consecutive days and who is otherwise
eligible both for payment under the long-term disability group insurance coverage and
accrued sick leave benefits may, at his/her option, choose either to receive the long
term disability benefits or to utilize the remainder of his/her accrued sick leave prior
to applying for long-term disability benefits.
d) Sick leave will not be granted for illness occurring during any leave of absence unless
the employee can demonstrate that it was necessary to come under the care of a
doctor while on such other leave of absence.
e) Return to Work With Limited Duty. Upon approval of department management and
the City Risk Manager, an employee may return to work for doctor-approved limited
duty. Approval for return to work shall be based upon department ability to provide
work consistent with medical limitations, the location of the work assignment, and
the length of time of the limitations. The City doctor may be consulted in determining
work limitations.
f) If an employee’s illness results in an absence from work for more than three (3)
consecutive work days or twenty-four (24) continuous hours, whichever is greater, a
doctor’s certificate or other proof of illness may be required. The department head
or designee may require a doctor’s certificate or other proof of illness when there is
reasonable cause of misuse.
g) Leave Committee
During the term of this Agreement, upon request by either party, the parties will meet
with the goal of developing alternate leave models, such as “Paid Time Off” or other
similar benefits. Any changes implemented during the term of this agreement must
be by mutual agreement only.
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Section 2 - Bereavement Leave. Leave of absence with pay of three days shall be granted
an employee by the head of his or her department in the event of death in the employee's
immediate family, which is defined for the purposes of this section as wife, husband, son,
step-son, son-in-law, daughter, step-daughter, daughter-in-law, mother, step-mother,
mother-in-law, father, step-father, father-in-law, brother, brother-in-law, step-brother,
sister, step-sister, sister in- law, grandmother, grandmother-in-law, grandfather,
grandfather-in-law, grandchildren, aunt, uncle, niece, nephew, registered domestic
partner, or a close relative residing in the household of the employee. Such leave shall be
at full pay and shall not be charged against the employee's accrued vacation or sick leave.
Request for leave with pay in excess of three (3) days shall be subject to the written
approval of the City Manager. Approval of additional leave will be based on the
circumstances of each request with consideration given to the employee's need for
additional time.
Section 3 - Military Leave. The provisions of the Military and Veterans' Code of the State
of California shall govern the granting of military leaves of absence and the rights of
employees returning from such leaves. Consistent with the Military and Veterans Code,
the City of Palo Alto shall pay employees in SEIU bargaining unit their regular salary, salary
differential, and all available benefits for up to thirty days per calendar year.
Section 4 - Leave Without Pay.
a) Disability. Leaves of absence without pay may be granted in cases of disability not
covered by sick leave. Pregnancy will be considered as any other disability. Leaves of
absence for disability are subject to physicians' verification including diagnosis and
medical work restriction.
b) Family Leave. Family leave will be granted in accordance with applicable state and
federal law.
c) Other Leaves. Leaves of absence without pay may be granted in cases of personal
emergency, Union business or when such absences would not be contrary to the best
interest of the City. Non-disability prenatal leave is available under this provision, but
such leave shall not begin more than six months prenatal nor extend more than six
months postpartum.
During unpaid leaves of absence for disability or other reasons, the employee may elect
and the City may require that employee to use paid leave credits in a manner consistent
with state and federal law. Requests for leaves without pay shall not be unreasonably
denied. In order to avoid misunderstandings, all leaves without pay must be in writing to
be effective.
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Section 5 - Jury Duty and Subpoenas. Employees required to report for jury duty or to
answer subpoenas as a witness in behalf of the State of California or any of its agencies
shall be granted a leave of absence with pay from their assigned duties until released by
the court, provided the employee remits to the City all fees received from such duties
other than mileage or subsistence allowances within thirty (30) days from the termination
of jury service. When an employee returns to complete a regular shift following time
served on jury duty or as a witness, such time falling within the work shift shall be
considered as time worked for purposes of shift completion and overtime computation.
In determining whether or not an employee shall return to his or her regular shift
following performance of the duties, reasonable consideration shall be given to such
factors as travel time and a period of rest. When a combination of City work time and
jury duty equals 14 or more hours in the 24-hour period immediately before the
employee's shift starting time, the employee will be allowed a rest period of nine hours.
Any portion of the rest period falling within the employee's work shift will be considered
as hours worked and compensated at the straight time rate. This provision does not apply
to conditions of bona fide emergency. Bona fide emergency conditions are conditions
involving real or potential loss of service or property or personal danger.
Section 6 - Time Off to Vote. Time off with pay to vote in any general or direct primary
election shall be granted as provided in the State of California Elections Code, and notice
that an employee desires such time off shall be given in accordance with the provisions
of said Code.
Section 7 - Disapproval of Leave of Absence. In case of disapproval of extension,
revocation or cancellation of an existing leave of absence, notice shall be sent by certified
mail, return receipt requested, to the employee stating the date of such action, the reason
and a specific date to return to work, which is not less than five working days from date
indicated on return receipt.
Section 8 - Personal Business Leave Chargeable to Sick Leave. All employees shall be
granted up to thirty (30) hours personal business leave per calendar year, chargeable to
sick leave. The employee need not disclose the reason for the personal business. The
scheduling of such leave is subject to the approval of the appropriate level of
Management, and such approval shall not unreasonably be denied.
Section 9 - Return to Assignment. The department shall make every effort to ensure that
employees resuming work following a leave pursuant to Sections 1- 8 shall be returned to
the assignment, shift, and/or work location held immediately prior to the leave. If the
employee cannot be so assigned, he or she shall, upon request, be granted a meeting with
department management to discuss the reasons for the change. Upon request, the
employee shall be afforded Union representation at such a meeting.
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ARTICLE XIII - WORKERS' COMPENSATION INSURANCE
Section 1 - Industrial Temporary Disability.
a) While temporarily disabled, employees shall be entitled to use accrued sick leave for
the first three (3) days following the date of injury and thereafter shall be paid full
base salary for a period of not to exceed fifty-seven (57) calendar days, unless
hospitalized, in which case employees shall be paid full base salary for a period not to
exceed sixty (60) days from date of injury.
b) For any temporary disability continuing beyond the time limits set forth in (a) above,
employees shall be paid two-thirds (66 2/3%) of their full base salary at the time of
injury for the duration of such temporary disability in conformance with the State law.
c) During the period of temporary disability, an employee's eligibility for health, dental,
life, LTD, or other insured program will continue with City contributions at the same
rate as for active employees. In case of Subsection (a) above, the employee will
continue to accrue vacation and sick leave benefits. In the case of Subsection (b), sick
leave and vacation benefits shall not be accrued.
Section 2 - Vocational Rehabilitation Benefits for Permanently Disabled Employees.
Vocational Rehabilitation will be made available to employees who have suffered
permanent disability as a result of an injury or illness sustained in the course and scope
of employment before 1/1/04. For injuries on or after 1/1/04 qualified employees are
entitled to supplemental job displacement vouchers in accordance with the California
Labor Code, Division 1, Department of Industrial Relations and Division 4, Workers’
Compensation and Insurance, the Americans with Disabilities Act (ADA), and the City of
Palo Alto's Workers’ Compensation Program.
ARTICLE XIV - BENEFIT PROGRAMS
Section 1 - Health Plan.
a) Active Employees
During the term of this contract, the maximum City contribution towards medical
premiums for eligible full time employees per employee category shall be up to a
maximum of the following for any plan:
•
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January 30, 2023- December 31, 2024
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Effective January 1, 2023:
• Employee only: $906
• Employee plus one: $1,812
• Employee Family: $2,350
Effective January 1, 2024, the City will increase its maximum contribution by 50% of the
increases to Kaiser. Provided however, that the total increase of the maximum City
contribution shall not exceed 4%.
The City’s total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part-time
employee is assigned to work.
PEMHCA minimum changes per statutory determination and has historically been
increased by $3 dollars each year. Any increases to the PEMHCA minimum during the
term of this contract will result in a corresponding decrease to the amount of the
additional City contribution, so that the total maximum City contribution never exceeds
the amount listed in the Maximum City Contribution described above.
b) Health Plan Coverage for Future Retirees Hired Before January 1, 2005.
Monthly City-paid premium contributions for a retiree-selected health plan through the
CalPERS Health Benefits Program will be made as provided under the Public Employees’
Medical and Hospital Care Act. Effective 1/1/07 the City’s monthly employer contribution
for each retiree and their eligible family members, as defined by the CalPERS Health
Benefits Program, shall be the amount necessary to pay for the cost of his or her
enrollment, in a health benefits plan up to the monthly premium for the 2nd most
expensive plan offered to the SEIU employee (among the existing array of plans).
However, the City contribution for an employee hired before January 1, 2005 who retires
on or after April 1, 2011 the City contribution for the retiree and their eligible family
members, as defined by the CalPERS Health Benefits Program, shall be the same
contribution amount it makes from time to time for active City employees.
The City provided active unit employees who were hired before January 1, 2005 with a
one-time opportunity to opt-in to retiree health benefits provided under California
Government Code section 22893. Eligible employees who wish to exercise this option
shall inform the People, Strategy, and Operations department of their election in writing
no later than 90 days following the ratification and adoption of this Agreement.
c) PERS – Health Benefit Vesting For Future Retirees Effective January 1, 2005 or any
existing employee who opts into this vesting schedule.
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The CalPERS vesting schedule set forth in Government Code section 22893 will apply to
all SEIU employees hired on or after January 1, 2005 or any existing employees who opt
into this vesting schedule. Under this law, an employee is eligible for 50% of the specified
employer health premium contribution after ten years of service credit, provided at least
five of those years were performed at the City of Palo Alto. After ten years of service
credit, each additional year of service credit will increase the employer contribution
percentage by 5% until, at 20 years’ service credit, the employee will be eligible upon
retirement for 100% of the specified employer contribution. However, the maximum
contribution for eligible family members, as defined by the CalPERS Health Benefits
Program, will be 90% of the specified employer contribution. The City of Palo Alto's health
premium contribution will be the minimum contribution set by CalPERS under section
22893 based on a weighted average of available health plan premiums.
d) Retiree Health Committee
During the term of this agreement the parties will maintain a Retiree Health Committee.
The Union shall appoint two (2) Union members (and one Union staff person) to serve on
this committee who shall receive reasonable release time to attend Retiree Health
Committee meetings. Changes to this section during the term of this Agreement will be
by mutual agreement only. The parties agree that Retiree Health Committee meetings
may be attended by representatives of other City labor groups.
e) Coverage for Domestic Partners.
Domestic Partnership Registered with the California Secretary of State. Employees
may add their domestic partner as a dependent to their elected health plan coverage
if the domestic partnership is registered with the Secretary of State.
Domestic Partnership Not Registered with the California Secretary of State.
Domestic partners who meet the requirements of the City of Palo Alto Declaration of
Domestic Partnership, and are registered with the Human Resources Department, will
be eligible for a stipend of two hundred and eighty four dollars ($284.00) per month
toward the cost of an individual health plan. Evidence of premium payment will be
required with request for reimbursement.
f) Alternative Medical Benefit Program.
If a regular employee and/or the employee’s dependent(s) are eligible for and elect
to receive medical insurance through any other non-City of Palo Alto employer-
sponsored or association-sponsored group medical plan, the employee may choose
to waive his/her right to the City of Palo Alto’s medical plan insurance and receive
cash payments in the amount of two hundred eighty-four dollars ($284) for each
month City coverage is waived.
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Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or domestic partner and waives
medical coverage for the spouse or domestic partner; or
• Employee has additional eligible dependents and waives family-level medical
coverage.
Participation must result in a health insurance cost savings to the City and payments
per employee shall not exceed a total of two hundred eighty four dollars ($284.00)
per month. To participate in the program the employee and dependents must be
eligible for coverage under PEMHCA medical plans, complete a waiver of medical
coverage form, and provide proof of eligible alternative medical coverage.
Payments will be made in the employee’s paycheck beginning the first month
following the employee’s completion of the waiver form. Payments are subject to
state and federal taxes and are not considered earnings under PERS law. Employees
are responsible for notifying the City of any change in status affecting eligibility for
this program (for example, life changes affecting dependent’s eligibility for medical
coverage through the employee) and will be responsible for repayment of amounts
paid by the City contrary to the terms of this program due to the employee’s failure
to notify the City of a change in status.
If the State of California or federal government requires the City to participate and
contribute toward coverage under any medical plan outside of PEMHCA including but
not limited to the Affordable Care Act, the City’s total liability for enrolled employees
and retirees and their eligible family members shall not exceed what the City would
have paid toward PEMHCA coverage in the absence of such state or federal plan. The
parties will meet and confer over the impact of such change on matters within the
scope of representation before implementing any change.
Section 2 - Dental Plan.
a) The City shall continue to provide a self-funded dental program for the benefit of City
employees and their eligible dependents. The City shall pay 100% of the required
premiums for the program, except that benefits for regular part-time employees will
be prorated as follows: Employees hired after January 1, 2005, who will work less than
full time, will receive prorated premium costs for dental benefits in accordance with
his/her percentage of a full-time work schedule. Part-time employees currently
receiving full benefits will not be impacted.
b) The City’s Dental Plan provides the following:
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• Maximum Benefits per Calendar Year $2,000 per person.
c) Effective July 1, 2001, dental implants in conjunction with one or more missing natural
teeth, and removal of implants will be covered as a Major Dental Service at 50% usual,
customary and reasonable (UCR).
d) Effective 1/1/07 the City will add composite (tooth colored) fillings in dental plan
posterior teeth.
e) Effective 1/1/07 the City will pay up to $2000.00 for Orthodontia coverage.
Section 3 - Vision Care. The City shall continue to provide a self-funded vision care
program for the benefit of City employees and their dependents. The City shall pay 100%
of the required premiums for the program. The benefits of the vision care program shall
continue to be equivalent to $20 Deductible Plan A under the Vision Service Plan.
Vision benefits for regular part-time employees hired or assigned to a part-time schedule
will be prorated in accordance with his/her percentage of a full- time work schedule.
Section 4 - Life Insurance. The City agrees to continue the Basic and Supplemental life
insurance plan as currently in effect for the term of this Memorandum of Agreement.
Section 5 – Long Term Disability Insurance. The City shall continue the long term
disability insurance plan currently in effect for the term of this Memorandum of
Agreement. For Plan A, the benefit is 66 and 2/3% of pre-disability earnings to the
maximum benefit level of $4000.00 per month. Employee coverage is subject to a
voluntary payroll deduction of the insurance premium applicable to the first $6,000 of
monthly salary, less a credit of $11.17 per month to be paid by the City. For Plan B, the
benefit is 60% of pre-disability earnings up to the maximum benefit level of $1800 per
month. Employee coverage is subject to a voluntary payroll deduction of the insurance
premium applicable to the first $2000 of monthly salary for Plan B. The City will pay
premiums in excess thereof.
Section 6 - Effective Date of Coverage for New Employees. For newly-hired regular
employees, elected coverage will begin on the first day of the month following date of
hire.
Section 7 - Dual Coverage. When a City employee is married to another City employee
each shall be covered only once (as an individual or as a spouse of the other City
employee, but not both) and dependent children, if any, shall be covered by only one
spouse.
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Section 8 - Deferred Compensation. The City shall continue to make available a Section
457 Deferred Compensation Plan to SEIU employees and will insure reasonable access
to Deferred Compensation representatives for all interested employees.
Section 9 – Dependent Care Assistance Program and Medical Flexible Spending
Accounts. The City shall continue to provide a Dependent Care Assistance Program
(DCAP) and Medical Flexible Spending Accounts (FSA) for employees that comply with
Section 125 of the Internal Revenue Code. Calendar year limits are set by the IRS. All
matters related to the FSA shall be excluded from the grievance requirements of this
MOA (per side letter agreed to in 2011).
a) Dependent Care Assistance Program: Can be used to pay for qualified day care (or
dependent care) expenses with pre-tax dollars.
b) Medical FSA: Provides reimbursement for excess medical/dental/vision, or expenses
that are incurred by employees and their dependents which are not covered or
reimbursed by any other source, including existing City-sponsored plans. The City will
deduct the annual administrative fee through a payroll deduction (currently $4 as of
2015) or if the employee has unused FSA dollars from the prior calendar year, the City
will apply those dollars to cover the administrative fee.
Section 10 - Training Programs.
a) Employees assigned by the City to attend meetings, workshops, or conventions of
their professional or technical associations shall have their dues and reasonable
expenses paid by departmental funds and shall be allowed to attend such workshops,
meetings, and conventions on paid City time.
b) City will reimburse for travel, meals and lodging while away from home attending an
educational conference that the supervisor authorizes as being job related or which
will improve an employee’s skills. Per City Policy and Procedure 1-02, the Pre-Travel
Authorization Form should indicate expenses that will be paid.
ARTICLE XV – RETIREMENT
Section 1 - PERS Continuation.
a) Pension Group A: 2.7% @ 55. The City will continue the present benefits under the
Public Employees' Retirement System 2.7% at 55 for employees hired before July 17,
2010. The Parties acknowledge that employees under this formula hired before July
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17, 2010 are subject to a final compensation calculation, for pension determination
purposes, based on their single highest year of compensation earnable as provided by
Government Code Section 20042.
b) Pension Group B: 2.0% @ 60 – (Single Highest Year). For employees hired on or after
July 17, 2010 and before January 1, 2013, and employees hired on or after January 1,
2013 who are not “new members” of CalPERS as defined in the Public Employees’
Pension Reform Act (often referred to as “Classic” CalPERS members), but before the
adoption of the modified 2% at 60 formula described below, whichever is later, the
City will continue to provide the 2% at 60 retirement formula (“2% at 60”). The Parties
acknowledge that employees under the existing 2% at 60 pension formula are subject
to a final compensation calculation, for pension determination purposes, based on
their single highest year of compensation earnable as provided by Government Code
section 20042.
c) Pension Group C: 2.0% @ 60 – (3 Highest Years). The City shall further amend its
contract with CalPERS to provide miscellaneous “Classic” CalPERS members hired on
or after August 1, 2013 with the CalPERS retirement formula two percent (2.0%) of
final compensation at age sixty (60) with a final compensation calculation, for pension
determination purposes, based on the employee’s three consecutive highest years of
compensation earnable, as provided by Government Code section 20037. The City
may delay the adoption or implementation of the foregoing amendment to the
extent it deems such delay necessary to accommodate legal and administrative
requirements. In such event, employees hired between and including August 1, 2013
and the day before the amendment’s implementation date will be placed in the 2% of
final compensation at age 60 formula with single highest year earnable compensation
as described above.
d) Pension Group D: 2% @ 62. Employees hired on or after January 1, 2013 meeting the
definition of “new member” under the Public Employees’ Pension Reform Act (Gov’t.
Code s. 7522 et seq.) shall be subject to all of the provisions of that law, including but
not limited to the two percent at age 62 (2%@62) retirement formula with a three
year final compensation period.
Section 2 - Employee Share.
Effective with the first pay period including July 1, 2012 employees in Pension Groups A,
B and C described in Section 1 above shall pay 8% if enrolled in the 2.7%@55 benefit or
7% if enrolled in the 2%@60 benefit.
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Employees in Pension Group D shall pay the employee contribution required by the Public
Employees’ Pension Reform Act, calculated at fifty percent (50%) of the normal cost.
Section 3. Employer Share.
Effective the first full pay period following December 1st, 2017, employees (Groups A-D)
shall pay one percent (1.0%) of their salary toward the employer cost of retirement (in
addition to the employee share) in accordance with Section 20516 of the California
Government Code.
Effective the first full pay period including December 1, 2020, employees in this unit
(Groups A-D) shall pay an additional 1% of their salary toward the employer cost of
retirement for a total of 2% (in addition to the employee share) contribution toward the
employer share.
This will result in SEIU employees in Groups A-D paying a total of two (2) percent of the
employer share (in addition to the employee share) effective the first full pay period
including December 1st, 2020.
ARTICLE XVI - COMMUTE INCENTIVES AND PARKING
Section 1 - Commute Incentive. It is the City’s interest to reduce single occupancy vehicle
trips to the extent possible in order to address current traffic and environmental
challenges. During the term of this agreement, the parties shall meet and confer on
changes to the City’s commute incentive and parking program adopted by the City
Council. Eligible employees may voluntarily elect one of the following commute
incentives:
a. Civic Center Parking. Employees assigned to Civic Center and adjacent work
locations. The City will provide a Civic Center Garage parking permit. New
employees hired after April 30, 1994 may initially receive a parking permit for
another downtown lot, subject to the availability of space at the Civic Center
Garage.
b. Carpool. The City will provide $30 per month (taxable income) to each eligible
employee in a carpool for 60% or more of their scheduled work days per
month with two or more people.
c. Bicycle. The City will provide $20 per month to eligible employees who ride a
bicycle to work. This payment is available through the CCD web site in the
form of a special Commuter Check (tax free) for bike equipment, gear or
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repairs. This benefit cannot be combined with other commute benefits.
d. Walk. The City will provide $20 per month (taxable income) to eligible
employees who walk to work 60% or more of their scheduled work days.
e. Transit or vanpool users: Tax-free incentives up to the IRS limit (currently
$255/month) are available through the Commuter Check Direct (CCD) web site
for employees using Bay Area public transportation or riding in a registered
vanpool at least 60% of their scheduled work days.
f. Go Pass. The Go Pass program will offer civic center and other downtown-
based employees a Caltrans Go Pass that allows unlimited rides on Caltrain in
all zones seven days per week.
g. The City and Union agree to meet in Labor Management Committee to assess
and improve the application of the telecommuting policy and option for
employees.
The deadline for registering with CCD and placing an online order is 8:59 p.m. on the 7th
of each month, for the next month’s benefit. For example, employees wishing to order
a transit pass by June must place their online orders with CCD by May 7th.
Section 2 – Parking Lot Security – Municipal Service Center. The City will provide fenced
and locked parking facilities for Municipal Service Center employees. Procedures will be
established for entering and leaving the parking facilities.
Section 3 – Bicycle Lockers and Motorcycle Parking. The City will provide bicycle lockers
and motorcycle parking areas for City employees at mutually agreeable work locations.
ARTICLE XVII - PHYSICAL EXAMINATIONS
If any non-probationary employee who is required to have a City-provided physical
examination not related to workers' compensation programs disagrees with the findings
of the City-sponsored physician, he/she may consult with his/her own physician and, if
his/her private physician's report conflicts with that of the City physician in terms of ability
to work at his/her regular job, then he/she may request an evaluation of his/her problem
through a third physician mutually agreed upon by the employee and the City. Cost for
such examination will be equally shared and the decision of this physician concerning the
continuing ability of the employee to perform his/her work in his/her regular job without
exposing himself/herself to further injury as a result of his/her condition shall be the basis
for returning the employee to his/her regular work.
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ARTICLE XVIII – SAFETY
Section 1 - Health and Safety Provisions. The City shall furnish and use safety devices and
safeguards and shall adopt use practices, means, methods, operations and processes
which are reasonably adequate to render such employment and place of employment
safe, in conformance with applicable safety regulations under the State Labor and
Administrative Code sections. The City shall not require or permit any employee to go to
or be in any employment or place of employment which is not safe.
Section 2 - Union Cooperation. Union will cooperate with the City by encouraging all
employees to perform their work in a safe manner.
Section 3 - Safety Committees and Disputes. Safety committees composed of
Management and Union stewards in the below listed organizations will meet no less than
six (6) times annually to discuss safety practices, methods of reducing hazards, and to
conduct safety training. This shall in no way remove the basic responsibility of safety from
Management nor shall it in any way alter the responsibility of the employee to report
unsafe conditions directly and immediately to his or her supervisor.
Community Services
Public Works
Water-Gas-Wastewater Field Operations
Electric Field Operations
Water Quality Control
a) A ten-member Citywide Union/Management safety committee with equal Union and
Management membership will meet upon call to review safety and occupational
health standards and practices, discuss overall City safety and health problems, and
to act as an advisory group to the departmental safety committees. The committee
shall review all departmental safety programs and recommend change where
necessary.
b) In cases of dispute over safe working conditions the employee will first report such
unsafe conditions to his or her supervisor and every attempt will be made to rectify
the problem at this level. The employee may contact his or her steward to assist in
the resolution of the dispute. If the problem cannot be resolved the Risk Manager will
be contacted and the problem will be addressed through the interpretation of the
basic safety rules and regulations. Should the problem not be resolved at this step,
the grievance procedure will be utilized. Safety grievances shall be submitted at Step
III.
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c) The City will continue employee workplace evaluations in compliance with CalOsha,
Title 8, section 5110.
ARTICLE XIX - GRIEVANCE and APPEAL PROCEDURE
Section 1 - General Provisions. The City and the Union recognize that early settlement of
grievance or appeal of disciplinary actions is essential to sound employee-employer
relations. The parties seek to establish a mutually satisfactory method for the settlement
of employee grievances, or appeal of disciplinary action, or Union grievances as provided
for below. In presenting a grievance or appeal of disciplinary action, the aggrieved and/or
his or her representative is assured freedom from restraint, interference, coercion,
discrimination or reprisal. Release time for investigation and processing a grievance or
appeal of disciplinary action is designated in Article IV of this Memorandum of Agreement
(MOA).
Section 2 – Definitions.
a) Grievance means an unresolved complaint or dispute regarding the application or
interpretation of rules, regulations, policies, procedures, Memorandum of Agreement
or City ordinances of resolution, relating to terms or conditions of employment, wages
or fringe benefits, excluding however those provisions of this MOA which specifically
provide that the decision of any City official shall be final, the interpretation or
application of those provisions not being subject to the grievance or appeal of
disciplinary action procedure.
b) Appeal of a disciplinary action means an appeal of any kind of disciplinary action
against an employee covered by this Memorandum of Agreement. Discipline is
defined as suspensions without pay, reductions in pay, demotion or discharge.
Reprimands, transfers, reassignments, layoffs, and negative comments in
performance evaluations are not considered discipline.
Section 3 - Conduct of Grievance Procedure or Appeal of Disciplinary Action Procedure.
a) An aggrieved employee may be represented by the Union or may represent
himself/herself in preparing and presenting a grievance or appeal of disciplinary
action at any level of review. Grievances or appeal of disciplinary action may also be
presented by a group of employees. No grievance or appeal of disciplinary action
settlement may be made in violation of an existing merit rule or memorandum of
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agreement. The Union will be notified prior to the implementation of any settlement
made which affects the rights or conditions of other employees represented by the
Union. The Union and the Steward will be copied on all written representation unit
grievance or appeal of disciplinary action decisions.
b) An employee and the representative steward, if any, may use a reasonable amount of
work time so long as there is no disruption of work, in conferring about and presenting
a grievance or appeal of disciplinary action. Requests for release time to prepare
grievance or appeal of disciplinary action shall be made in accordance with the
provisions of Article IV, Section 3.
c) Beginning with the third step of the grievance or appeal of disciplinary action
procedure, the Chief Steward or Alternate Chief Steward may assist in presenting a
grievance or appeal of disciplinary action and may be present at all Step III, and IV
grievance or appeal of disciplinary action hearings.
d) The time limits specified in this Article may be extended by mutual agreement in
writing of the aggrieved employee or the Union and the reviewer concerned.
e) Should a decision not be rendered within a stipulated time limit, the grievant may
immediately appeal to the next step.
f) The grievance or appeal of disciplinary action may be considered settled if the decision
of any step is not appealed within the specified time limit.
g) If appropriate, the aggrieved employee(s) or the Union and the department head may
mutually agree, in writing, to waive Step I and/or Step II of the grievance or appeal of
disciplinary action procedure.
h) Grievances or appeal of disciplinary action shall be made in writing and submitted on
forms provided by the City or on forms which are mutually agreeable to the City and
the Union. The written grievance or appeal of disciplinary action shall contain clear,
factual and concise language, including: (1) the name of the grievant; (2) a statement
of the facts upon which the grievance or appeal of disciplinary action is based,
including relevant dates, times and places; (3) specific provisions of this Agreement or
specific City rules, policies, or procedures which the grievance or appeal of disciplinary
action alleges has been violated; (4) a summary of any steps taken toward resolution;
and (5) the action the grievant believes will resolve the grievance or appeal of
disciplinary action.
i) Any retroactivity on monetary grievances or appeal of disciplinary action shall be
limited to the date of occurrence, except in no case will retroactivity be granted prior
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to three months before the grievance or appeal of disciplinary action was filed in
writing.
j) If the grievance is filed by more than one employee in the bargaining unit, the Union
may, at its option, convert it to a Union grievance after Step II of the grievance
procedure. The Union may also file a grievance in those instances when, under this
Memorandum of Agreement, a Union right not directly related to an individual
employee becomes the subject of dispute. Union grievances shall comply with all of
the foregoing provisions and procedures.
k) For purposes of time limits, “working days” are considered to be Monday through
Friday, exclusive of City holidays.
l) If a mutually agreed solution is reached during any step of this grievance or appeal of
disciplinary action procedure, the agreement shall be placed in writing and signed by
the City and the grievant or union.
m) Upon request of either party, meetings to discuss the grievance or appeal of
disciplinary action shall be held at any step in the grievance or appeal of disciplinary
action procedure.
n) The Parties may mutually agree in writing to an alternate method(s) of delivery for
any communication for any notices required pursuant to Article XIX, Grievance
Procedure, of a grievance or appeal of disciplinary action. Such agreement shall list
the designated representative(s) for each party and the appropriate contact
information for each Party, and describe the agreed-upon method(s) of
communication. All designated representatives shall be copied on any
communications. On all transmissions that are intended to conform to a time limit,
the sender shall retain proof that the transmission was sent within that limit (for
example, confirmation of electronic mail transmission or record of successful fax
transmission) in the sender’s file for production if a dispute arises over existence or
timing of the transmission. Either Party may designate new representatives or
terminate an alternate delivery agreement under this section by providing written
notice, which shall be effective immediately, to the other.
Section 4 - Grievance and Appeal Procedure.
Step I. Informal Discussion. Within fifteen (15) working days after the incident or
discovery of the incident on which the grievance or appeal of disciplinary action is based
the aggrieved employee shall present the grievance action to his or her immediate
supervisor and attempt to resolve the grievance through informal discussions. Every
attempt will be made to settle the issue at this level.
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Step II. If the grievance is not resolved through the informal discussion in Step 1 or the
employee wishes to appeal disciplinary action taken against him/her in the case of a
grievance, the employee will reduce the grievance or appeal of disciplinary action to
writing and submit copies to the Department head or his or her designee within fifteen
(15) working days of the discussion with the immediate supervisor or within fifteen (15)
working days from the receipt of a final disciplinary action. The Department Head or
designee shall have fifteen (15) working days from the receipt of a written grievance or
appeal of disciplinary action to review the matter and prepare a written statement.
Step III. If the grievance or appeal of disciplinary action is not resolved and/or the
aggrieved employee is not satisfied with the Step II decision, the grievant or disciplined
employee may appeal to the Human Resource Director or his or her designee in writing
within fifteen (15) working days of the receipt of the Department Head's response. The
written appeal to the Human Resources level shall include a copy of the original grievance
or appeal of disciplinary action, the Department Head’s decision at Step II, and a clear
statement of the reasons for appeal. Within fifteen (15) working days, after receiving the
written appeal, the Human Resource Director shall review the matter and prepare a
written statement. If a mutually agreed solution is reached during this process the
agreement shall be placed in writing and signed.
Step IV. If the grievance or appeal of disciplinary action is not resolved at Step III, the
aggrieved employee may choose between final and binding resolution of the grievance or
appeal of disciplinary action through appeal to the City Manager or through appeal to
final and binding arbitration. For the term of this Memorandum of Agreement, appeals to
final and binding arbitration may be processed only with Union approval. All Step IV
appeals must be filed in writing at the Human Resources Department within fifteen (15)
working days of receipt of the Human Resource Director’s decision at Step 3.
If the grievant or appellant elects final and binding resolution by the City Manager, the
City Manager will choose the methods he or she considers appropriate to review and
settle the grievance or appeal of disciplinary action. The City Manager shall render a
written decision to all parties directly involved within fifteen (15) working days after
receiving the grievant/appellant’s appeal.
If the grievant/appellant elects final and binding arbitration in accordance with this
provision, the parties shall mutually select an arbitrator within 90 days from the date of
receipt of the written request for appeal. In the event the parties cannot agree on an
arbitrator, they shall mutually request a panel of five arbitrators from the California State
Conciliation Service or from the American Arbitration Association if either party objects
to the State Conciliation Service, and select an arbitrator by the alternate strike method.
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The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine
compliance with the provisions of this Memorandum of Agreement and such Merit
System Rules, regulations, policies, procedures, City ordinances, resolutions relating to
terms or conditions of employment, wages or fringe benefits, as may hereafter be in
effect in the City insofar as may be necessary to the determination of grievances or appeal
of disciplinary action appealed to the arbitrator. The arbitrator shall be without power to
make any decision contrary to, or inconsistent with or modifying in any way, the terms of
this Memorandum Of Agreement. The arbitrator shall be without authority to require
the City to delegate or relinquish any powers which by State law or City Charter the City
cannot delegate or relinquish. Where either party seeks arbitration and the other party
claims the matter is not subject to the arbitration provisions of this Memorandum of
Agreement, the issue of arbitrability shall first be decided by the arbitrator using the
standards and criteria set forth in Article XX and without regard to the merits of the
grievance or appeal of disciplinary action. If the issue is held to be arbitrable, the
arbitration proceedings will be recessed for up to five working days during which the
parties shall attempt to resolve the grievance. If no resolution is reached, the arbitrator
will resume the hearing and hear and resolve the issue on the merits. Copies of the
arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Union. All direct costs emanating from the arbitration procedure shall be shared equally
by the City and the aggrieved employee or the Union.
ARTICLE XX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTION
The City has the right to discipline, demote, or discharge employees for cause. Non-
probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion, or discharge will be given a written notification
of unsatisfactory work or conduct and an opportunity to improve. Failure to correct
deficiencies and improve to meet standards may result in discipline, demotion, or
discharge. Discipline is defined as suspensions without pay, reduction in pay, demotion,
or discharge. Coaching, mentoring, verbal counseling, written counseling, reprimands,
transfers, reassignments, layoffs, and negative comments in performance evaluations are
not discipline and shall not be subject to the requirements of this Article.
Section 1 - Preliminary Notice of Discipline.
Prior to imposing disciplinary action, a supervisor shall provide an employee with
preliminary written notice of the proposed disciplinary action. The notice of proposed
disciplinary action must be in writing and served on the employee in person or by
registered mail or Fed-Ex. The notice of disciplinary action shall include:
a) Statement of the violations upon which the disciplinary action is based;
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b) Intended effective date of the action;
c) Statement of the cause thereof;
d) Statement in ordinary and concise language of the act or the omissions upon which
the causes are based;
e) Copies of any documents or other written materials upon which the disciplinary action
was fully or in part based.
f) Statement advising the employee of his/her right to appeal from such action, and the
right to union representation and a statement that in order to exercise your rights to
union representation the employee may contact their SEIU representative or their
steward.
g) The date and location of the Skelly meeting and the name of the Skelly Officer
Section 2 - Skelly Meeting. The employee shall have the right to respond informally to
the charges either verbally or in writing before the discipline is imposed. The employee
shall have fifteen (15) working days from receipt of the notice to request this pre-
disciplinary administrative review. The employee may request a reasonable extension of
the time to respond for justifiable reasons. The Skelly meeting to listen to the verbal
responses shall be scheduled with a City representative who is not the manager
recommending the discipline (the “Skelly Officer”). The Skelly Officer shall render a final
written decision (the “post-Skelly decision”) within fifteen (15) working days of receiving
the employee’s response, if any, and shall deliver the post-Skelly decision to the employee
by personal delivery or registered mail. The Skelly Officer may sustain, modify, or
overturn the recommended disciplinary action. If the Skelly Officer sustains or modifies
the disciplinary action, the action may be imposed after the post-Skelly decision is
delivered to the employee.
Section 3 – Appeals. Appeals of disciplinary action should be processed through the
procedures outlined in Steps 2-4 of the grievance appeal of disciplinary action procedure
(Article XIX, Section 4.)
ARTICLE XXI - NO ABROGATION OF RIGHTS
The parties acknowledge that Management rights as indicated in Section 1207D of the
Merit System Rules and Regulations and all applicable State laws are neither abrogated
nor made subject to negotiation by adoption of this MOA.
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ARTICLE XXII - OUTSIDE EMPLOYMENT
The provisions of City of Palo Alto Policy and Procedure 2-05: Outside Employment and
Article 4.7 of the Government Code of the State of California (Gov’t, Code § 1125 – 1129)
will govern the determination of incompatible outside employment.
ARTICLE XXIII – WORK STOPPAGE AND LOCKOUTS
The City agrees that it will not lock out employees, and the Union agrees that it will not
engage in any concerted work stoppage or slowdown during the term of this MOA. An
employee shall not have the right to recognize the picket line of a labor organization when
performing duties of an emergency nature.
ARTICLE XXIV - PROVISIONS OF THE LAW
Section 1 - Conformity and Separability of Provisions. This Memorandum of Agreement
is subject to all current and future applicable Federal and State laws and Federal and State
regulations and the Charter of the City of Palo Alto and the Constitution of the State of
California. Should any of the provisions herein contained be rendered or declared invalid
by reason of any existing State or Federal legislation, such invalidation of such part or
portion of this Memorandum of Agreement shall not invalidate the remaining portions
hereof, and they shall remain in full force and effect, insofar as such remaining portions
are severable.
Section 2 - Merit Rules and Regulations. This Memorandum of Agreement shall become
a part of the City of Palo Alto Merit Rules and Regulations applying to employees assigned
to classifications in the SEIU unit. As applied to employees assigned to the SEIU unit, this
Memorandum of Agreement shall prevail over any conflicting Merit Rules and
Regulations.
Section 3 - Resolution. The City and the Union agree by signing this Memorandum of
Agreement that the wages, hours, rights and working conditions contained herein shall
be continued in full force during the term of this Memorandum of Agreement except as
otherwise provided for in the Memorandum of Agreement and shall be binding on both
the City and the Union upon ratification by the Council of the City of Palo Alto and upon
ratification by Union membership.
ARTICLE XXV - TUITION REIMBURSEMENT
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The City shall fund a Tuition and Student Loan Reimbursement Program for use by
employees in the unit. This program will provide reimbursement to eligible SEIU
members for successful completion of undergraduate, graduate level courses, collegiate
level certification courses or any other pre-approved training related to employment
opportunities with the City.
The City will fund up to $100,000 for each fiscal year of the term of this MOA. The
maximum reimbursement will be one thousand five hundred dollars ($1,500) total per
employee for each fiscal year of this MOA. Monies expended on this program will be
subject to appropriate IRS regulations. Requests for reimbursement are on a first come
first serve basis and must be submitted within thirty (30) calendar days of the end of the
fiscal year to be allocated to the fiscal year.
The Tuition Reimbursement will be provided if the following conditions are met:
a. Courses, classes or trainings must be pre-approved as job related by the division
head or designee prior to the start date. Employees may appeal a denial to the
Human Resources Director or designee within 5 working days of receipt of denial,
whose decision shall be final.
b. Eligible expenses include required textbooks, tuition, fees, lab fees and
equipment, but will not include parking fees or health fees related to enrollment.
c. Employees must attain a final grade of “C” or better for both undergraduate and
graduate work. Courses providing a “pass/fail” must achieve a “pass” to qualify
for reimbursement. Ungraded courses, classes or trainings will be reimbursed
based on proof of successful completion.
d. Requests for reimbursement shall be submitted in accordance with the
procedures developed by the City. A request for reimbursement will not be
considered submitted until it includes the relevant receipts and proof that the
necessary grade or successful completion was earned.
e. Courses must be taken on the employee’s off duty hours, unless prior approval is
received from the employee’s supervisor.
Student Loan Reimbursement conditions:
a. Employees must have an active student loan in good standing.
b. Employees must successfully complete the secondary education with which the
student loan was incurred, and must provide proof of successful graduation or
completion.
c. Requests for reimbursement shall be submitted in accordance with the
procedures developed by the City. A request for reimbursement will not be
considered submitted until it includes proof of payment towards the employee’s
student loan within the eligible fiscal year.
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ARTICLE XXVI - COST REDUCTION PROGRAMS
During the term of this agreement, the Union will aggressively assist Management in
developing cost reduction programs. Such programs may include voluntary reduced
hours/pay after this concept is studied by Management, and with such application as may
be approved by Management.
ARTICLE XXVII – TERM
The Term of this Memorandum of Agreement shall commence on January 30, 2023 and
shall expire on December 31, 2024. The Parties agree that they will commence
negotiations over a successor to this Memorandum of Agreement no later than one
hundred eighty (180) days (July 4, 2024) before its expiration. If, at the time this
Memorandum of Agreement would otherwise expire, the parties are continuing to
negotiate a successor Memorandum of Agreement, upon mutual agreement the terms
and conditions of this Memorandum will continue in effect.
EXECUTED:
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FOR LOCAL 521, SEIU, CTW: FOR CITY OF PALO ALTO:
_______________________________ _______________________________
__
__
_____ __
__
___
__________
__________
__________
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January 30, 2023- December 31, 2024
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APPENDIX A
The salary rates of bargaining unit classifications will be as set forth in Appendix A of this
MOA
Compensation:
a) General Salary Increase: Effective the first full pay period including the adoption of the
MOA, the salary ranges of all represented classifications will be increased by four percent
(4.0%).
b) Market Adjustment: Effective the first full pay period including the adoption of the
MOA, the salary ranges of all represented classifications will be increased in an amount
sufficient to bring them to 75th percentile of market median before application of the
General Salary Increase as determined by the City’s market study.
c) One-time Lump Sum Bonus: One-time discretionary cash payment of $1,200 for each
for regular employee who is a member of the bargaining unit and in paid status in the first
full pay period including Council adoption of this MOA (prorated for part time employees).
Parties understand this to be non-pensionable compensation and excludable from regular
rate of pay.
d) General Salary Increase: Effective the first full pay period following January 1, 2024 or
the adoption of the MOA whichever is later, salary ranges of all represented classifications
will be increased by four percent (4.0%).
Recruitment and Retention
To address current market conditions and specific benefits provided by competing
employers to employees in the electrical lineperson category, the parties agree to the
following:
1) Standby Compensation. Employees in the Lineperson and Water/Gas/Wastewater Job
Families who are assigned to standby duty shall be compensated at the daily rates
established below:
Monday through Friday two (2) hours at their straight time regular rate of pay
Saturday, Sunday, Holidays three (3) hours at their straight time regular rate of pay
2) Overtime Compensation. Employees in the Electrical Lineperson/Cable Splicer job
family will be paid two times the employees applicable salary for all overtime work.
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APPENDIX B. APPRENTICESHIPS
Note: Employees hired into a Lineperson Apprenticeship position on or before April 11,
2016 will continue to progress through the Apprenticeship steps and into the Lineperson
journey rate at the same intervals as existed before April 11, 2016 in the Apprenticeship
Program.
Substation Electrician, Street Light /Traffic Signal / Fiber Technician, Lineperson/Cable
Splicer APPRENTICE:
Upon completion, may lead to Journey level position. The Utilities Department has
formalized the Apprenticeship programs in the Electric Section to develop journey level
electricians/technicians and lineperson/cable splicers.
The following are basic concepts/principles to be incorporated:
1. The administration and operation of the Apprenticeship programs will be managed by
the Apprenticeship Committee, which will be selected by the Manager of Electric
Operations and comprised of two (2) bargaining unit members designated by Local 521
and two (2) Utility Supervisors and the Manager of Electric Operations. The Manager of
Electric Operations will maintain oversight of the program. The Apprenticeship Program
will be subject to review and approval by the State of California Department of Industrial
Relations Division of Apprenticeship Standards.
2. The journey level position will not be a promotional opportunity for anyone other than
the apprentice under filling the position, as long as that apprentice is successfully
progressing through the program.
3. Employees within Electric Operations, who qualify, will be given first consideration for
the apprentice position prior to other City classifications or recruiting from outside the
City.
4. A letter of agreement will be entered into by the apprentice and the City identifying
the terms and conditions of the program.
5. The program will normally require eight thousand (8000) work hours (48 months) to
complete for Lineperson Cable Splicer and six thousand (6000) work hours (36 months)
for Substation Electrician, Street Light /Traffic Signal / Fiber Technician positions.
6. Normal progress through the program will be in periodic increments with formal
evaluations.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 68 of 79
7. The salary steps for the Substation Electrician, Street Light /Traffic Signal / Fiber
Technician and Lineperson Cable Splicer apprenticeships are outlined in the State of
California Department of Industrial Relations Division of Apprenticeship Standards.
Employees hired into a Lineperson/Cable Splicer Apprenticeship position will be paid at
step 1 of the Lineperson/Cable Splicer Apprentice step range. Upon completion of all
course work requirements outlined in the apprentice syllabus, the employee will progress
as follows:
Month Step
Step
Intervals
1-12 1 12 months
13-24 2 12 months
25-36 3 12 months
37-42 4 6 months
43-48 5 6 months
Upon successful completion of the fourth year following commencement of the
Apprenticeship, the employee will be reclassified/progressed to Lineperson / Cable
splicer Journey Level and paid at the top step (step 5) of the journeyman rate. In any case,
successful completion of the program and movement into the Lineperson Cable Splicer
journey level classification will not transpire until the employee has fulfilled all of the
requirements outlined in the program content description and received the
recommendation of the Apprenticeship Committee.
Employees hired into a Substation Electrician or Street Light /Traffic Signal / Fiber
Technician Apprenticeship position will be paid at step 1 of the Substation Electrician or
Street Light /Traffic Signal / Fiber Technician step range. Upon completion of all
coursework requirements outlined in the apprentice syllabus, the employee will progress
as follows:
Month Step
1-6 1
7-12 2
13-18 3
19-24 4
25-36 5
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 69 of 79
Upon successful completion of the Apprenticeship, the employee will be reclassified /
progressed to Substation Electrician or Street Light /Traffic Signal / Fiber Technician
Journey Level and paid at the fifth step (step 5) of the journeyman rate.
In any case, successful completion of the program and movement into the Substation
Electrician or Street Light /Traffic Signal / Fiber Technician journey Level classification will
not transpire until the employee has fulfilled all of the requirements outlined in the
program content description and received the recommendation of the Apprenticeship
Committee.
8. Should an apprentice prove deficient in progressing through either the coursework or
on-the-job training portion of an apprenticeship step, the apprentice shall not progress
to the next higher step nor shall the apprentice receive the step increase in wages. The
apprentice as described above may at the discretion of the appropriate Division Manager,
be granted a three (3) month extension to eliminate the deficiency and be allowed to
progress to the next higher step in the apprenticeship and receive the step increase in
wages.
*Note: A maximum of two (2) time extensions may be granted during the term of the
apprenticeship. Any apprentice that is removed due to documented deficiency shall have
their employment terminated.
9. The City and the Union agree to review or develop job descriptions to better reflect the
qualification necessary to attract and retain successful candidates for this program. It is
further agreed that the job descriptions will not warrant additional compensation.
10. Training will consist of on-the-job (OJT) and required training as outlined in the
program, Training costs will be funded by departmental funds and employees will be
compensated their normal wages while attending required training. Personal time spent
in off-the-job training and/or study will not be compensated.
11. The apprentice will be under the continuing guidance of an appropriately qualified
journey level person during OJT. Such journey level persons will be assigned by
Management from among volunteers who will not receive additional compensation.
12. Qualifications/progress will be verified by appropriately kept records.
13. Unless specifically stated otherwise, regular City personnel policies and MOA
provisions will apply to the apprenticeship program.
14. This program may become a conceptual model for apprenticeships in other divisions
or departments.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 70 of 79
APPENDIX C. DEPT/DIVISION CLASSIFICATION WORKDAY OR WORKWEEK VARIATION
Section 1. Exceptions to Standard Workday or Work Week for SEIU Representation Unit:
Library Department
Coordinator, Library Programs
Librarian
Senior Librarian
Library Specialist
Library Associate
In a given workweek, staff may work three eight-hour days, one seven-hour day, and one
nine-hour day. On a voluntary basis, staff may work five non-consecutive days within
seven.
Section 2. Rules Governing Flexible Work Hours.
These rules and procedures are established pursuant to Article VI, Section 8, and are an
application of Article VIII, Sections 1, 2, and 3 of the Memorandum of Agreement to the
classifications of Coordinator, Recreation Programs; Producer, Arts & Sciences Programs;
Program Assistant; Theater Specialist, in the Recreation and Arts & Sciences Divisions of
the Community Services Department, and the classifications of Associate Planner,
Building Planning Technician, CDBG Coordinator, Engineer, , Planner, and Senior Planner
in the Planning and Community Environment Department.
a) Flexible Work Schedule
1. Employees in the covered classification shall be permitted to arrange flexible work
schedules with division approval, providing that such schedules shall include forty
(40) hours per week.
2. Standard daily office hours are typically Monday through Friday, between the
hours of 8:00 a.m. and 6:00 p.m. as determined by the Department. Flexible hours
may occur for supervision of, and/or attendance at, evening programs, meetings,
weekend events, or other programs.
b) Overtime
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 71 of 79
1. Emergency call-out work shall be defined as overtime work and compensated per
standard City practices.
2. If the need arises for overtime work due to an unusual circumstance calling for
extra hours or due to a special event, compensation shall be allowed with prior
approval of the Director of Recreation, Director of Arts and Sciences, or the
Director of Planning and Community Environment, and shall be compensated for,
as spelled out in the Memorandum of Agreement.
Section 3. 2080 Plan
a) Either the Union or the City may withdraw from the Plan by giving the other party 30
calendar days written notice. In the event of termination of the plan, the covered
classifications will return to an 8-hour or other authorized workday as provided under
Article VIII, Section 1, of this Memorandum of Agreement.
b) Provisions of the 2080 Plan are as follows. To the extent that these provisions are in
conflict with other provisions of the Memorandum of Agreement, these provisions
will prevail.
c) The 2080 Plan or “12 hours per Shift Schedule” is an authorized work schedule for the
Utility Systems Operators and Water Quality Control Plant Operators.
2080 Plan
Under this 2080 Plan, each employee's hours of work per year may not exceed 2,240. For
scheduling purposes, and subject to the Merit System Rules and Regulations, the
employee will be guaranteed not less than 2080 hours per year, or no less than 52 weeks
at the normal number of hours worked per week. Any employee covered by the Plan who
works up to 2,080 hours per year is compensated for all hours worked at the agreed upon
rate. The City must pay overtime for all hours worked in excess of 12 in any workday, 56
hours in any work week, or 2080 hours in 52 weeks as the case may be. The rate of
overtime will be at time and one-half the employee's regular rate of pay (or current
contract overtime rate, if different).
Shift Schedule
The shift schedules combined must provide full 24-hour, seven (7) days per week
coverage for the Utility Control Center and Water Quality Control Plan. The shift schedule
shall be a rotating schedule. The Utility Systems Operators’ shift schedule will reach the
equivalent of 40 hours per week in five weeks. The 12-hour shifts begin at 7:00 a.m. and
7:00 p.m. The Relief shift shall begin at 7:00 a.m. and end at 3:00 p.m. with lunch taken
while working. The shift schedule shall be rotating schedule. The Water Quality Control
Plant Operators’ shift schedule will reach the equivalent of 40 hours per week in two
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 72 of 79
weeks. There will be four 12-hour shifts that begin at 6:00 a.m. and 6:00 p.m. The fifth
shift will be a 4/10 shift that begins at 6 a.m. on three days, and at noon on the fourth
day.
Pay Period
Pay periods and workweek for the System Operations will begin Sunday at 7:01 a.m. Pay
periods and workweek for the Water Quality Control Plan Operators will begin Saturday
at 6:01 a.m.
Wages
Wages will be based on the City of Palo Alto Compensation Plan, which may vary from
time to time as mutually agreed upon.
Overtime
Under the 2080 Plan, the City will pay overtime for all hours worked in excess of 12 in any
workday, 56 in any work week, or 2080 in 52 weeks, as the case may be.
Overtime will also be paid for hours worked when an employee is called in to work other
than their regularly-scheduled shift. The overtime rate of pay will be one and one-half
times (or current contract overtime rate, if different) of the employee's regular rate of
pay. All overtime worked will be paid to the employee. No compensatory time off for
overtime will be allowed with the exception of Water Quality Control Operations.
Relief Employees
This provision only applies to the Utility Systems Operators. The five Operators share the
relief week evenly as they rotate through the five week cycle. Relief employee(s) will be
used within the 12-hours shift schedule only when relieving for the System Operators on
shift. When not relieving, they will work four eight-hour shifts.
When a vacation relief week results in a 36-hour or 48-hour week, the operator working
said week shall be paid at one and one-half (1½) time their normal rate of pay for hours
that exceed thirty two (32) hours.
Relief Duties
This provision only applies to the Utility Systems Operators. An employee who is
scheduled to perform relief duties shall be available for duty in revolving shifts on any day
of the week and may be assigned for relief in any shift without advance notice. Relief
employees will be paid standby pay during their relief week.
Standby
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 73 of 79
This provision only applies to the Utility Systems Operators. An employee who is on relief
duties is covering standby, and will be compensated according to Article VIII, Section 7 (a)
of the Memorandum of Agreement. If the relief employee is on vacation or otherwise
unavailable for relief duties, the employee(s) on their three or four-day off period will be
first on standby.
Management reserves the right to utilize Management personnel as Operators on a short-
term, as needed basis, if no Operator is available.
Filling Vacant Positions
If the City elects to fill a vacancy other than by reassignment of the shift or the utilization
of prior or succeeding shift personnel, the following procedure shall be used:
Employees will be called according to their position on the Pre-arranged Overtime List
(POL), with the person with the lowest balance being the first one called. The purpose of
the POL is to fairly distribute the available opportunities. If an employee turns down the
overtime, that amount will be added to the employee's POL balance. If an employee
cannot be contacted for such assignment, the employee will not have any overtime added
to their POL account balance.
Shift Changes
Shift changes caused by scheduled time off or sick leave will not be considered an official
change in shift.
Maximum Hours Worked
No employee shall work more than 18 consecutive hours.
Rest Period
In a 12-hour workday, employees are entitled to a rest period of 8 consecutive hours after
working 6 hours overtime during the 12 hours immediately before the regularly scheduled
hours of work on a workday or non-workday.
Holidays
Employees who begin their day or night shift on an observed holiday will receive overtime
premium in accordance with Article X, Section 3 of the Memorandum of Agreement.
Employees who work a schedule where a regular day off falls on a holiday will be paid for
the hours they would have normally worked on that day.
Employees working for Water Quality Control Operations may accrue holiday time
convertible to vacation.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 74 of 79
Sick Leave
Sick leave will be earned as indicated in Article XII, Section 1(a) of this MOA, and shall be
charged in increments of one hour.
Floating Days Off
Floating holidays will be made available to eligible employees and used pursuant to Article
X, Section 5.
Vacation
An employee's total entitlement will be converted to hours (eight hours = one day). A
workday will consist of 12 hours, and employees taking vacation will be charged 12 hours
of use. Two week notification is required for any scheduled time off. Only one person at
a time may be scheduled off.
It is the intention of the City that vacation be taken in units of one work week; however,
with approval of his/her supervisor, an employee may use his/her accrued vacation in
units of less than one work week.
Meals
Shift employees shall be permitted to eat their meals during work hours and shall not be
allowed additional time, therefore at City expense.
Shift Premium
Shift premium will be handled in accordance with the current Memorandum of
Agreement between the City and the Union, Article VIII, Section 8.
Jury Duty
Time off for jury duty which occurs on a regularly scheduled workday will result in the
employee being credited with up to 12 hours worked, for pay purposes. Employees called
for jury duty who are working the evening portion of the 12-hour schedule will be placed,
for payroll and scheduling purposes, on the day shift for each scheduled day such
employee is required to report for jury duty, and will not be required to work the evening
12-hour shift before or after being required to report for jury duty. However, such
employee shall return to work on the day shift upon being released from such duty if
there are at least four hours remaining prior to the end of the day shift. All other
provisions of Article XII, Section 5, of the current Memorandum of Agreement shall apply.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 75 of 79
APPENDIX D. IN-LIEU PREMIUMS
1. For employees in the following operations assigned to work schedules other than
Monday through Friday, the calendar day will be considered the holiday for premium
pay of in-lieu scheduling purposes:
Communications
Water Quality Control
Animal Control
Golf Course
Utilities Services
Landfill
Open Space
Electric System Operator
If December 24 and 31 fall on Sunday, then the preceding Friday will be designated
for purposes of excused time off, except in the case of Community Services staff who
may be scheduled to work on Saturday, in which case Saturday will be designated for
purposes of excused time off. For Open Space and Library personnel, designation of
excused time off will be based on Park and Library schedules and employee
preference.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 76 of 79
APPENDIX E. COMMUNICATIONS DIVISION PROMOTIONS
1. Promotional opportunities within the Communications Division will be carried out in
compliance with procedures set forth in Article VI, Section 5, of the Memorandum of
Agreement between the City and SEIU Local 521, except that:
a. In sub-paragraph (e) of Article VI, Section 5, the term "seniority" shall be defined
as Division Seniority.
• Division Seniority, for the purposes of shift scheduling, vacation scheduling and
promotional opportunities will be calculated from an employee’s first day of
employment in the division. Any unpaid leave that is not protected under FMLA
or CFRA will not count as service days towards seniority, unpaid furlough, and
unpaid closure time. Other areas of seniority not mentioned in this article will
follow Article 6, Section 5, e “Seniority” of the Memorandum of Agreement
between SEIU 521 and the City of Palo Alto.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 77 of 79
APPENDIX F. RECOVERY OF CITY TRAINING COSTS
In recognition of the extended training provided to affected employees, the Parties agree
that the City may recover up to thirty percent (30%) of its cost for training employees,
hired on or after July 1, 2012, in all Utilities Apprentice classifications and in the Park
Ranger Apprentice classifications if the employee voluntarily terminates from the City or
abandons his or her City employment before completing three years of City service in the
Journeyman classification or Park Ranger classification. The amount recovered shall
reasonably reflect the City’s cost for the training, but will exclude all wage or benefit costs,
and will be prorated to reflect the portion of the thirty-six (36) month post-training service
period remaining at the time of the employee’s termination.
As of July 1, 2015 thirty percent (30%) of the City’s average cost for training employees
in:
• Lineperson/Cable Splicer Apprenticeship Program is $5600.00
• For the Field Service Representative, the City’s two year training cost is $ 6,000
• For Substation Electrician Apprenticeship Program is $4800.00
• For Street Lighting / Traffic Signals / fiber Apprentice program is: $1800.00
• For Park Ranger, the City’s two-year training cost is:$6,300
The employee will be required to sign an agreement providing for reimbursement to the
City as provided above on the form attached hereto as Appendix H.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 78 of 79
APPENDIX G. RECOVERY OF TRAINING INVESTMENT AGREEMENT
This Agreement is entered into between ___________ (“Employee”) and the City of Palo
Alto (the “City”), as authorized by the Memorandum of Agreement between the City
and SEIU Local 521.
RECITALS
A. The purpose of this Agreement is to limit the City’s risk that it will invest
substantial sums in the Employee’s training but potentially lose the value of that
training if the employee terminates without rendering substantial journey level
service to the City after training.
B. The City may require reimbursement from Employee of thirty percent (30%) of the
total training cost for _______position, subject to abatement when specified
service requirements are met.
C. On or about (date) City extended to Employee a conditional offer of
employment in the position of _________(position), subject to Employee’s
agreement to complete the training necessary to perform the duties of _______
(position), under the terms of the training program. The ______(position)
requires [description of training], which as of July 1, 2015 cost the City
approximately $ over the course of the training.
D. This agreement sets forth the Employee’s agreement to reimburse the City for the
City’s investment in the Employee’s training if the employee voluntarily
terminates from the City prior to the completion of thirty-six months of service
following successful completion of the training.
THEREFORE, the Parties agree to the terms set forth below:
By signing this agreement, the Employee understands that s/he is bound by agrees to the
following terms:
1. ____________________________________ (hereafter “Employee”) agrees that
in training Employee for the position of
_________________________________________, the City of Palo Alto
(hereafter “City”) incurs a total cost of $___________.
2. Employee agrees that amounts recoverable under this agreement do not include
Employee wage or benefit costs.
City of Palo Alto and SEIU Local 521
January 30, 2023- December 31, 2024
Page 79 of 79
3. Employee agrees that in the event he/she voluntarily terminates or abandons his
or her employment from the City prior to the completion of thirty-six (36) months
of service following the successful completion of his or her apprenticeship,
he/she will repay the City for the cost of training noted above, prorated to reflect
the months of service the Employee has completed following successful
completion of their training. Employee agrees that for the purpose of this
agreement, “time of service” shall begin on the date following the successful
completion of the Employee’s training.
4. Employee agrees that the aggregate amount of repayment due will be determined
based upon the attached proration table.
5. Employee agrees that repayment shall be due and made in equal monthly
installments over the twelve (12) months immediately following termination, on
the first of each such month.
6. If Employee does not fully reimburse the City for the amounts due when due, the
entire aggregate amount owed will become immediately due, the employee will
be deemed in default on this agreement and the City may initiate legal
proceedings to collect said amounts. Employee will be responsible for all
reasonable collection costs and attorney fees incurred by the City in undertaking
such proceedings. The City may elect to forbear taking such action to allow
Employee the opportunity to become current on the debt. Such forbearance will
not alter the Employee’s default status or adversely affecting the City’s right to
later initiate proceedings for recovery pursuant to this Agreement.
7. This agreement shall be effective on the date listed below.
DATED: ___________________ ______________________________________
Employee
______________________________________
Title, City of Palo Alto
1
MEMORANDUM OF AGREEMENT
Between
CITY OF PALO ALTO and
I.A.F.F. LOCAL 1319
October 1, 2018January 30, 2023 – June 30, 20251
2
PREAMBLE __________________________________________________________ 7
ARTICLE I - RECOGNITION _____________________________________________ 7
Section 1. Recognition. ______________________________________________________ 7
ARTICLE II - NO DISCRIMINATION _______________________________________ 7
Section 1. No Discrimination. __________________________________________________ 7
Section 2. Free Choice. ______________________________________________________ 7
Section 3. Human Relations Committee. _________________________________________ 7
ARTICLE III - PAYROLL DEDUCTIONS ____________________________________ 7
Section 1. Payroll Deductions and Written Authorization. ____________________________ 8
Section 2. Certification of Union Membership _____________________________________ 8
Section 3. Indemnification ____________________________________________________ 8
ARTICLE IV - UNION ACTIVITIES ________________________________________ 8
Section 1. On-Duty Time. _____________________________________________________ 8
Section 2. Interoffice Mail, Bulletin Boards, and E-Mail. ______________________________ 8
Section 3. Use of Meeting Places. ______________________________________________ 9
ARTICLE V - NO STRIKES ______________________________________________ 9
Section 1. No Strikes. ________________________________________________________ 9
ARTICLE VI - PROBATIONARY PERIOD __________________________________ 9
Section 2. Part of Testing Process. _____________________________________________ 9
Section 3. Suspension or Termination. __________________________________________ 9
ARTICLE VII - SALARY PROVISIONS _____________________________________ 9
Section 1. Base Wage Rates. _________________________________________________ 9
Section 2. Out-of-Class Compensation. _________________________________________ 11
Section 3. Pay for Court Appearance. __________________________________________ 12
Section 4. Classifications ____________________________________________________ 12
ARTICLE VIII - PAY DIFFERENTIALS ____________________________________ 12
Section 1. Paramedic Differential. _____________________________________________ 13
Section 2. Haz Mat Differential. _______________________________________________ 13
Section 3. Fire Inspector Differential. __________________________________________ 13
Section 4. EMT Differential. __________________________________________________ 13
Section 5. Bilingual Pay _____________________________________________________ 13
ARTICLE IX - HOLIDAYS ______________________________________________ 14
Section 1. Named Holidays. __________________________________________________ 14
Section 2. Conditions. ______________________________________________________ 15
ARTICLE X - OVERTIME COMPENSATION _______________________________ 15
Section 1. Compensation. ___________________________________________________ 15
3
ARTICLE XI - APPARATUS STAFFING ___________________________________ 16
ARTICLE XII - FIRE DEPARTMENT PROGRAMS ___________________________ 16
Section 1. Programs. _______________________________________________________ 16
ARTICLE XIII - WORK ASSIGNMENTS AND TRANSFERS ___________________ 16
Section 1. Shipouts. _______________________________________________________ 17
Section 2. Vacation Relief Positions. ___________________________________________ 17
Section 3. Transfer Requests. ________________________________________________ 17
Section 4. Special Assignments. ______________________________________________ 18
Section 5. Continuous Hourly Service. __________________________________________ 18
ARTICLE XIV - TRAINING COORDINATION _______________________________ 18
Section 1.Coordination ______________________________________________________ 18
ARTICLE XV - PARAMEDIC ASSIGNMENT _______________________________ 18
Section 1. Limit of Eligibility. __________________________________________________ 18
Section 2. Additional Candidate Training. _______________________________________ 18
Section 3. Incentives. _______________________________________________________ 18
Section 4. Proctoring. _______________________________________________________ 19
Section 5. Field Training Stipend. _____________________________________________ 19
ARTICLE XVI - PROMOTION ___________________________________________ 19
Section 1. Promotion Step Level. ______________________________________________ 19
Section 2. Promotion Process Information. ______________________________________ 19
ARTICLE XVII - REDUCTION IN FORCE __________________________________ 19
Section 1. Order of Reduction. ________________________________________________ 19
ARTICLE XVIII - SELECTIVE CALL BACK WITH REGARD TO RESIDENCY _____ 19
Section 1. In Case of Emergency ______________________________________________ 20
ARTICLE XIX - HEALTH BENEFITS ______________________________________ 20
Section 1. Maintenance of Levels _____________________________________________ 20
Section 2. Vision Care. ______________________________________________________ 20
Section 3. PEMHCA Health Plan. _____________________________________________ 20
ARTICLE XX - DENTAL BENEFITS ______________________________________ 22
Section 1. Level of Benefits. __________________________________________________ 22
Section 2. Premiums. _______________________________________________________ 22
ARTICLE XXI - LIFE INSURANCE _______________________________________ 22
Section 1. Premiums. _______________________________________________________ 22
ARTICLE XXII - RETIREMENT BENEFITS _________________________________ 23
Section 1. PERS Retirement Formula. __________________________________________ 23
Section 2. PERS Member Contribution. ________________________________________ 23
4
Section 3. Additional Employee PERS contributions _______________________________ 24
Section 4. Option 2 Death Benefit. _____________________________________________ 24
Section 5. Military Service Credit. _____________________________________________ 24
Section 6. 1959 Survivor Benefit. _____________________________________________ 24
Section 7. Employer Contributions to 457 Plan ___________________________________ 24
ARTICLE XXIII - RETIREMENT MEDICAL PLAN ___________________________ 25
Section 1. Retiree medical coverage for Unit employees hired before January 1, 2004: ____ 25
Section 2. 20-Year Vesting for Retiree Medical Coverage for Unit Employees Hired On
Or After January 1, 2004: ____________________________________________________ 25
ARTICLE XXIV - DEPENDENT CARE ASSISTANCE PROGRAM (DCAP) ________ 25
Section 1. DCAP. __________________________________________________________ 25
ARTICLE XXV - VACATION ACCRUAL ___________________________________ 26
Section 1. Accrual Rate. _____________________________________________________ 26
Section 2. Unused At Termination. _____________________________________________ 26
Section 3. Limits. __________________________________________________________ 26
ARTICLE XXVI - USE OF VACATION ____________________________________ 26
Section 1. Maximum Number of Slots __________________________________________ 26
Section 2. Approvals. _______________________________________________________ 26
Section 3. Vacation Pay. ____________________________________________________ 27
Section 4. Illness on Vacation. ________________________________________________ 27
Section 5. When to be Taken. ________________________________________________ 27
Section 6. Limitation on Use. _________________________________________________ 27
Section 7. Waiting Period. ___________________________________________________ 27
Section 8. Double Compensation Prohibited. _____________________________________ 27
Section 9. Cash out Option. __________________________________________________ 27
ARTICLE XXVII - SICK LEAVE __________________________________________ 27
Section 1. Statement of Policy. _______________________________________________ 27
Section 2. Eligibility ________________________________________________________ 27
Section 3. Accrual. _________________________________________________________ 27
Section 4. Accumulation. ____________________________________________________ 28
Section 5. Use. ____________________________________________________________ 28
Section 6. Depletion of Sick Leave Benefits. _____________________________________ 28
Section 7. Forfeiture Upon Termination. ________________________________________ 28
Section 8. Payment for Accumulated Sick Leave. _________________________________ 28
Section 9. Personal Business Leave Chargeable to Sick Leave. ______________________ 29
Section 10. Return to Work or Continue Work With Limited Duty. _____________________ 29
5
ARTICLE XXVIII - SUBPOENAS _________________________________________ 29
ARTICLE XXIX - WORKERS' COMPENSATION ____________________________ 29
Section 1. Status Reporting While on Disability. __________________________________ 29
ARTICLE XXX - PHYSICAL FITNESS MEDICAL EXAMINATIONS ______________ 30
ARTICLE XXXI- LEAVES OF ABSENCE WITHOUT PAY _____________________ 30
Section 1. Disability. ________________________________________________________ 30
Section 2. Other Leaves. ____________________________________________________ 30
Section 3. Accrued Vacation Credits. ___________________________________________ 30
Section 4. Approval of Department Head ________________________________________ 30
Section 5. Approval by City Manager. __________________________________________ 30
Section 6. Absence Without Leave. ____________________________________________ 30
Section 7. Leave of Absence; Death Outside the Immediate Family. __________________ 30
Section 8. Military Leave of Absence ___________________________________________ 30
Section 9. Use of paid accruals while on leave. ___________________________________ 30
ARTICLE XXXII - LEAVES OF ABSENCE WITH PAY ________________________ 31
Section 1. City Manager Granted Leaves. _______________________________________ 31
Section 2. Council Granted Leave. _____________________________________________ 31
Section 3. Employee's Time Off to Vote. ________________________________________ 31
Section 4. Leaves of Absence; Death in Immediate Family. _________________________ 31
Section 5. Jury Duty; Leave of Absence. ________________________________________ 31
ARTICLE XXXIII – VOLUNTEER LEAVE PROGRAM ________________________ 31
ARTICLE XXXIV- TUITION REIMBURSEMENT _____________________________ 33
Section 1. Options. _________________________________________________________ 33
ARTICLE XXXV - PER DIEM TRAVEL EXPENSES __________________________ 33
Section 1. City Business. ____________________________________________________ 33
ARTICLE XXXVI - HOUSE FUND ITEMS __________________________________ 33
Section 1. Station House Fund. _______________________________________________ 33
Section 2. Non-Food House Items _____________________________________________ 33
ARTICLE XXXVII - PARKING ___________________________________________ 33
Section 1. Entitlements. _____________________________________________________ 33
ARTICLE XXXVIII- GRIEVANCES _______________________________________ 34
Step II ___________________________________________________________________ 35
Step III __________________________________________________________________ 35
Step IV __________________________________________________________________ 35
ARTICLE XXXIX- SAFETY COMMITTEE __________________________________ 36
Section 1. Committee _______________________________________________________ 36
6
ARTICLE XL – MISCELLANEOUS _______________________________________ 36
Section 1. T-Shirts. _________________________________________________________ 36
Section 2. Removal of Disciplinary Actions. ______________________________________ 37
ARTICLE XLI - FULL UNDERSTANDING _________________________________ 37
Section 1. Full and Entire Understanding ________________________________________ 37
Section 2. Fair Labor Standards Act. ___________________________________________ 37
Section 3. Severability. ______________________________________________________ 37
Section 4. Good Faith. ______________________________________________________ 37
Section 5. Merit System Rules and Regulations. __________________________________ 37
Section 6. Station Consolidation or Relocation ___________________________________ 37
Section 7. Meet and Confer. __________________________________________________ 37
ARTICLE XLII – 48/96 Work Schedule ___________________________________ 37
ARTICLE XLIII – FUTURE SERVICE DELIVERY MODELS ____________________ 37
ARTICLE XLIV - DURATION ____________________________________________ 38
APPENDIX A ___________________________________ Error! Bookmark not defined.
APPENDIX B ___________________________________ Error! Bookmark not defined.
7
MEMORANDUM OF AGREEMENT
CITY OF PAL0 ALTO and I.A.F.F. LOCAL 1319
October January 30, 20231, 2018 - June 30, 20251
PREAMBLE
This Memorandum of Agreement between the City of Palo Alto, hereinafter referred to
as the "City", and Local 1319, International Association of Fire Fighters, hereinafter
referred as the "Union", has been prepared and entered into in accordance with Title I, Division 4, Chapter 10, Sections 3500-3510 of the California Government Code and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations.
ARTICLE I - RECOGNITION
Section 1. Recognition. The City recognizes the Union as the exclusive representative
of an employee group consisting solely of the classifications of Fire Apparatus Operator,
Fire Fighter, Fire Captain, Fire Captain (forty-hour assignment), Fire Inspector, Hazardous Materials Specialist, and Hazmat Inspector, who are regularly employed by the City and others as amended into the representation unit from time to time under existing law and the Merit System Rules and Regulations.
ARTICLE II - NO DISCRIMINATION
Section 1. No Discrimination. The Union and the City hereby agree that there shall
be no discrimination because of race, color, age, disability, sex, national origin, sexual
orientation, political or religious affiliation under this Agreement. There shall be no discrimination in employment conditions or treatment of employees on the basis of membership or non-membership in the Union, or participation in the lawful activities of the Union.
Section 2. Free Choice. The Union and the City hereby agree to protect the rights of all employees to exercise their free choice to join the Union and to abide by the express provisions of applicable State and local laws.
Section 3. Human Relations Committee. A Human Relations Committee will include up to five members appointed by the Union executive board and at least two members of management with representation from the Fire and Human Resources Departments. The committee may make recommendations to management regarding recruitment outreach, equal employment opportunity and career development programs.
ARTICLE III - PAYROLL DEDUCTIONS
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Section 1. Payroll Deductions and Written Authorization. The City shall deduct Union membership dues assessments and insurances authorized by the Union. This will be accomplished by payroll deduction from the bi-weekly pay of member employees.
The dues deduction must be authorized in writing by the employee on a Union
authorization card.
The Union will be the custodian of records for individual employee membership and dues
deduction forms. The Union will maintain authorizations for dues deduction, signed by the individual from whose salary or wages the deduction or reduction is to be made. The City will direct employee requests to cancel or change deductions to the Union.
The City shall remit the deducted dues to the Union as soon as possible after deduction.
Section 2. Certification of Union Membership. The Union agrees to provide the City an initial certified list of members and statement that the Union has and will maintain
written authorizations signed by the individuals from whose wages the Union dues
deductions are to be made. From that point forward the Union will update the list whenever there are changes.
Section 3. Indemnification. The Union shall indemnify and hold the City harmless
against any liability arising from any claims, demands, or other action relating to this article. The Union shall comply with all statutory and legal requirements with respect to this article. ARTICLE IV - UNION ACTIVITIES
Section 1. On-Duty Time. Local 1319 officers may use a reasonable amount of on- duty
time to attend to Union business specifically related to representation of employees so
long as:
a. Staffing is available b. Operations are not interrupted
c. Advance approval is obtained from the Battalion Chief or Operations Chief
Section 2. Interoffice Mail, Bulletin Boards, and E-Mail. The Union shall have access to interoffice mail and existing bulletin boards in unit employee work areas for the purpose of posting, transmitting, or distributing notice or announcements including
notices of social events, recreational events, Union membership meetings, result of elections and reports of minutes of Union meetings. Any other material must have prior approval of the Operations Chief or Fire Chief. Action on approval will be taken within 24 hours of submission. The Union may send e-mail messages only for the purposes set forth above. The I.T.
Division will maintain the IAFF list. The Union access to e-mail is based on the following conditions:
a. E-Mails to the IAFF list will be copied to the Fire Chief or Operations Chief at
distribution.
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b. E-Mails to the IAFF list will only be sent by the Executive Board Members.
Section 3. Use of Meeting Places. The Union shall have the right to reserve City
meeting and conference rooms for use during non-working hours or as subject to Battalion Chief approval. Such meeting places will be made available in conformity with City regulations and subject to the limitations of prior commitment.
ARTICLE V - NO STRIKES
Section 1. No Strikes. The Union, its representatives, or members, shall not engage in or cause, instigate, encourage, sanction, or condone a strike, withholding of services,
leave of absence abuse, work stoppage or work slowdown of any kind against the City of Palo Alto or its citizens by employees covered under this Agreement. No employee shall refuse to cross any picket line in the conduct of Fire Department business, nor shall the Union, its representatives or members discriminate in any way toward anyone who refuses to participate in a strike, or any of the job actions cited above.
ARTICLE VI - PROBATIONARY PERIOD
Section 1. Tentative and Subject to Probationary Period. All original appointments
to regular or part-time municipal service positions shall be tentative and subject to a probationary period. This probationary period shall include the fire training academiesy and an additional fourteen (14) months after completion of the academies (including in-house academy)y, excluding time off for extended leaves of absence. Section 2. Part of Testing Process. The probationary period shall be regarded as part of the testing process and shall be utilized for closely observing all aspects of the employee's qualifications, for ensuring the effective adjustment of a new employee to the position and for rejecting any probationary employee who, in the opinion of
management, is not suitable to attain permanent status.
Section 3. Suspension or Termination. During the probationary period a new employee may be suspended or terminated at any time by the appointing authority without cause and without right of appeal or to submit a grievance. Said employee shall
not have the right to proceed to arbitration on the issue of arbitrability or on the issue of
its constitutional or discovery rights, nor those of any employee by reason of the foregoing. The Union shall not be a party to any lawsuit relating to the termination of a probationary employee.
ARTICLE VII - SALARY PROVISIONS
Section 1. Base Wage Rates.
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a. The base wage rates of bargaining unit classifications will be as set forth in
Appendix A of this MOA.
a. Base Salary: Effective the first full pay period following Council adoption, a
three percent (3%) salary increase will be applied to the salary ranges for all
represented classes.
b. Market Increase: Effective the first full pay period including the adoption of
the MOA, the salary ranges of all represented classifications will receive a
market adjustment of five percent (5.0%).Effective the first full pay period following Council adoption, a two and a half percent (2.5%) salary increase will be applied to the salary ranges for all represented classes.
Addition of Salary Step: Effective the first full pay period including adoption
of this MOA by City Council, the City will implement a new step 6 (5% above
Step 5) following the same percentage difference as steps 1-5. Any employee
who is already at Step 5 on the date the City Council adopts the MOA will
move to Step 6 effective the first full pay period following City Council
adoption of the MOA. Any employee in the Firefighter classification who is
already at Step 4 on the date the City Council adopts the MOA whichever is
later will move to Step 5 effective the first full pay period following City Council
adoption of the MOA. The employees moved to Step 5 pursuant to this
paragraph will move to Step 6 upon one year of service at Step 5 so long as
they receive a satisfactory performance evaluation.
c. General Salary Increase: Effective the first full pay period following July 1,
2023, the salary ranges of all represented classifications will be increased by
four percent (4.0%).Base Salary: Effective the first full pay period following July 1, 2019, a three percent (3%) salary increase will be applied to the salary ranges for all represented classes.
d. General Salary Increase: Effective the first full pay period following July 1, 2024, the salary ranges of all represented classifications will be increased by four percent (4.0%).Base Salary: Effective the first full pay period following July 1, 2020, a three percent (3%) salary increase will be applied to the salary
ranges for all represented classes.
Market Adjustment Part 2: Effective the first full pay period following January 1, 2025, the salary ranges of all represented classifications will receive a
market adjustment of two percent (2.0%).
Total Compensation and Survey Database
Management and the Union have agreed to a compensation survey database structure. Survey Cities include: Alameda, Berkeley, Fremont, Hayward, Menlo Park Fire District, Milpitas, Mountain View, Redwood City, Pleasanton, San Jose, San
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Mateo, San Ramon Fire District, Santa Clara, Santa Clara County and South San Francisco. Compensation Criteria includes: top step salary, maximum longevity, maximum education, uniform allowance, EMT differential, Hazmat differential, deferred
compensation, employee pick up of employer pension costs (Negative EPMC), and
maximum City paid benefits (medical, dental, vision, life insurance, LTD, and EAP). The database is intended to provide one source of information concerning how the compensation paid to employees in bargaining unit job classifications compares to that paid by other employers.
Section 2. Out-of-Class Compensation. All represented employees who are assigned work in a higher classification for longer than four (4) continuous hours will be compensated at a higher pay rate for all hours worked during the out-of-class assignment. This provision applies as follows:
Fire Fighter, Apparatus Operator, Captain or Inspector working in a higher classification: Step to step. Representation unit classification working as a Battalion Chief, 10% above 65th-Step Captain, but not to exceed 93% of Battalion Chief control
point. Representation unit classification working in any other management position,
within the range of the management position.
In accordance with Government Code 20480, an employee assigned to work in an “out-of-class appointment” may not exceed 960 hours worked in the appointment within a fiscal year if the employee is appointed to an upgraded position or higher classification
that is vacant during recruitment for a permanent appointment. This limitation does not
apply to a position that is temporarily available due to a leave of absence.
Section 3. Salary Steps
Employees in the Firefighter Rank initially appointed to the first step of the salary
range of their classification shall be entitled to a merit increase to step two in the pay
range upon successful completion of six (6) months of service, so long as they
receive a satisfactory performance evaluation. The date of such increase shall be
the first full pay period following the evaluation date.
Employees may be appointed to any step in the salary schedule for their
classification as recommended by the Fire Chief and approved by the City Manager.
Employees appointed to the second step and above are eligible to receive a merit
increase the first full pay period following successful completion of twelve (12)
months of actual service, so long as they receive a satisfactory performance
evaluation.
Each twelve (12) months of actual service after the evaluation date, each employee
receiving a satisfactory performance evaluation shall receive a merit increase to the
next higher step (effective the first full pay period following the evaluation date) until
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the top step of the pay range for the job class has been reached. An employee shall
not receive a merit increase beyond the maximum steps established for the job
classification.
Section 43. Pay for Court Appearance. Sworn Fire personnel appearing in court for
the People shall be compensated as follows:
Period Rate Minimum
a. Appearance on scheduled day off Time and one-half at 40-hour rate 4 hours
b. Any or all court time during scheduled shift Straight time during shift at 56-hour rate None
c. Appearance on scheduled Time and one-half at 2 hours work day but not during scheduled shift
40-hour rate (2 hour minimum, may not run into shift time)
The employee shall remit all fees received for such appearances to the City within thirty
days from the termination of his/her services. Compensation for mileage or subsistence allowance shall not be considered as a fee and shall be retained by the employee.
Section 4. Classifications. The Haz Mat Inspector position will be paid at the same
level as the Fire Inspector (603).
One Fire Captain position will be assigned to a Fire Captain (Forty-hour Assignment) with the pay set at 5% above the Fire Captain.
ARTICLE VIII - PAY DIFFERENTIALS
Unit employees are eligible for the following pay differentials. Notwithstanding any provision of this agreement, total differential pay shall not exceed seventeen and a half
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percent (17.5%).
Section 1. Paramedic Differential. Paramedics who have completed the required training and have been accredited in accordance with the program and possess their paramedic license, will receive a 12.514% differential in addition to their base salary effective beginning with the date
of assignment to rotational Paramedic duty. The Paramedic salary differential will terminate with the cessation of assignment to rotational Paramedic duty. The base salary for Captain classification (including Hazmat Inspector and Fire Inspector) base salary will be increased 1% in alignment with this differential increase. Employees assigned to work as an Acting Captain, as described in Article VII, Section 2 above,
shall not be eligible to receive the paramedic differential unless the Acting Captain is the only paramedic staffing the apparatus during their Acting Captain assignment.
Section 2. Haz Mat Differential.Special Operations Differential (formerly Haz Mat) A maximum of fifteen eighteen positions who are Haz Mat both members of the Special Operations group and assigned the Special Operations team trained and
certified will receive a 5% differential in addition to their base salary. Theis differential
does not apply to minimum staffing replacements.
Section 3. Fire Inspector Investigator Differential.
Fire inspector personnel including Haz Mat inspectors and Haz Mat specialists who have been trained as fire investigators and who are regularly assigned to fire investigation duties by the Chief shall be compensated with premium pay in the amount of $500 per month. A maximum of five (5) Fire inspector personnel including
Haz Mat Inspectors who have been trained as Fire investigators and who are
regularly assigned to fire investigation duties by the Chief will receive a 5% differential in addition to their base salary. The Chief reserves the right to determine who is regularly assigned to such duties.
Section 4. EMT Differential. The former 3% EMT differential pay was rolled into base pay constituting the City’s incentive payment for EMT skills. In the event an employee’s EMT certification
expires, the employee will be taken off the line and placed in an unpaid status until the employee can submit proof of EMT recertification.
Section 5. Bilingual Pay
Employees who have successfully demonstrated proficiency in any of the approved languages shall receive a 5% premium in addition to their base salary. a. Approved Languages:
Spanish, Chinese (Mandarin and Cantonese), Japanese, Tagalog, Korean,
Vietnamese, Russian, American Sign Language, and such other languages as determined by management.
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b. Proficiency Requirements
The City shall develop and provide a method of testing for proficiency in the
above listed languages. The City will pay for the first test in any approved
language however subsequent testing will be at the employee’s own expense. An employee must pass the proficiency test to maintain the bilingual pay. The Fire Chief shall have the authority to require employees receiving bilingual pay to re-certify with the Human Resources Department as
necessary and reasonable.
c. Arbitratability
The City’s substantive evaluation of an employee’s knowledge of and skills in a designated second language shall not be subject to the grievance procedure or review by an arbitrator.
ARTICLE IX - HOLIDAYS
Section 1. Named Holidays.
Holiday pay is compensation for employees who are normally required to work on
an approved holiday because they work in positions that require scheduling staff
without regard to holidays. The following holidays are recognized as municipal
holidays for pay purposes, and regular, employees shall have these days off with pay, except as otherwise provided in these rules: January 1 Veterans’ Day, November 11
Third Monday in January Thanksgiving Day Third Monday in February Day after Thanksgiving Day Last Monday in May December 25 July 4th Either December 24, or December 31 as provided below First Monday in September Second Monday in October Floating Holiday: In addition to the paid holidays listed above, employees shall be excused with pay for one full work shift as a day of reflection (floating holiday) per calendar year.
Eligible employees may use the floating holiday on any day mutually agreed by the employee
and their supervisor for a Day of Reflection, including: Juneteenth Freedom Day (June 19) or
Cesar Chavez/Dolores Huerta Day (March 31).Floating Holiday(Day of Reflection recognition for
Juneteenth Freedom Day or Cesar Chavez/Dolores Huerta Day) Day of Reflection not used by the end of the fiscal year will be deemed forfeited and have no cash value.
161.5 hours are paid annually to an employee at a rate of 6.21 hours each pay
period. Shift personnel shall receive pay in lieu of taking paid leave for accrued
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holidays. Such paid hours are in addition to the normal biweekly base pay. Shift
personnel will be paid 6.21 hours of in lieu of holiday pay each pay period. Hours
are prorated and accrued based on hours actually worked.
149.5 hours is the total amount of holiday hours paid annually to an employee divided
by 26 payroll periods which equals 5.75. Shift personnel shall receive pay in lieu of taking paid leave for accrued holidays. Such paid hours are in addition to the normal biweekly base pay. Shift personnel will accumulate a biweekly amount of 5.75 hours. Hours are prorated and accrued based on hours actually worked. If employees elect
to be paid for these hours at any time before the scheduled payoff, they must make
sure they have sufficient hours in their Holiday account and record the hours on their timecard in the total columns of the timecard only.
Accrued Holiday balances will be automatically paid off in the months of June and December.
Section 2. Conditions.
a. Personnel assigned to a 40-hour work schedule will receive paid holidays in accordance with Sections 517 and 518 of the Merit System Rules and
Regulations.
b. Personnel assigned to a 40-hour work schedule will receive floating days off with pay in each of the following months: August, September, March, April, and June.
The following conditions will hold:
(1) Management will designate the schedule of the paid day off under this
section at least thirty days in advance.
(2) If, in conformance with this section, Management is unable to schedule a day off in the month indicated for reasons of shift operations, work scheduling or any other reason, the day will be added to the employee's
vacation accrual.
(3) If an employee fails to take a day off as scheduled by Management under this section, the day off so scheduled will be forfeited.
ARTICLE X - OVERTIME COMPENSATION
Section 1. Compensation. Shift personnel assigned to overtime relief duty in addition to their regular 56-hour shift schedule shall receive overtime compensation at a rate of
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one and one-half times the employee's basic 56-hour rate, or out-of-class rate if such applies, for all hours of the relief duty shift. Required off-duty training will be compensated at the rate of one and one-half times the basic 40-hour rate or as otherwise
agreed. If an opportunity was provided to allow for the required training to be on duty, but the employee was unable to attend, the training scheduled for off duty will not be eligible for the 40-hour rate. Emergency callback will be compensated at a rate of one and one- half times the basic 40-hour rate to a maximum of 8 hours, and at a rate of one and one-half times the basic 56-hour rate for those hours in excess of 8 hours.
Overtime duty assignments will first be made from the voluntary overtime list. If such assignments cannot be filled from the voluntary overtime list, the vacant position will be filled by moving up on-shift personnel through out-of class assignment. Any remaining vacancy will then be filled by overtime duty assignment made in reverse order of hire
date seniority according to specialty and qualifications required to be assigned. The overtime duty assignment seniority list will be adjusted annually on October 31.
ARTICLE XI - APPARATUS STAFFING
Engine, truck and combination rescue companies shall be deployed for emergency services purposes at the level of one Fire Captain, one Fire Apparatus Operator and one Fire Fighter. Truck companies have the option of deploying at the level of two Fire
Apparatus Operators instead of one Fire Apparatus Operator and one Firefighter. This option shall be determined by seniority. Paramedic ambulance staffing shall be two personnel; the City will dispatch personnel on Emergency Medical Service calls such that a minimum of 1 licensed paramedic responds. The Foothill Fire Station #8, when activated by the Fire Chief, shall be staffed with a minimum of one Fire Apparatus
Operator and one Fire Fighter. City may dispatch a two-person apparatus (ex: squad or quick response vehicle) with a minimum of 1 paramedic.
ARTICLE XII - FIRE DEPARTMENT PROGRAMS
Section 1. Programs. The Union agrees to continue its cooperation and participation
in existing weather station and community blood pressure screening and measurement programs.
ARTICLE XIII - WORK ASSIGNMENTS AND TRANSFERS
It is the intent of the Palo Alto Fire Administration and Local 1319 that work assignments and transfers will reflect the best interests of the Fire Department and the City. The Fire Department will maintain a constant state of readiness to defend against fire and other
disasters. It is therefore imperative that all Fire Department divisions assign personnel
in the best manner to respond to the needs of the City and the Department. It is also acknowledged that the Fire Chief is responsible to make and/or approve the work assignments or transfers of Fire Department personnel.
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The Fire Chief or designee will maintain a three year four-year station and shift assignment, seniority-based bid system covering the following classifications within Fire Operations on a rotational basis: Fire Captain, Apparatus Operator and Fire Fighter.
The Fire Chief, or his designee, shall initiate personnel assignments and transfers to balance platoon or division strength, fill permanent or temporary vacancies and provide required training to individual personnel. Such assignments will be based on seniority, except where career development, training, special assignments, skills and documented performance issues are specifically identified in writing, management may make
assignments based on such issues. For purposes of this article, seniority shall be computed from the date of entry into the current classification.
Section 1. Shipouts. When possible, least senior Fire Fighters will be given short term or shipout relief duty. In order to maintain training continuity, shipouts of probationary
personnel will be subject to the approval of the Fire Chief or their designee. will not be
permitted during the first three-month training cycle. Probationary fire fighters will be assigned to Stations 1, 2, 3, 4, 5, or 6 during their probationary period, filling vacancies first, when possible. Upon completion of the first three-month training cycle, the probationary fire fighter will be eligible for short term or shipout relief duty. If after
completion of the first three-month training cycle, a probationary employee fails any
monthly testing process, or is the subject of identified training needs, the probationary employee will be removed from short term or shipout relief duty for a 60-day period.
Section 2. Vacation Relief Positions. In order that platoon strengths can be balanced
more quickly and to reduce the need for excess overtime, two positions will be designated for vacation relief. These positions will be the lowest two on the Department seniority list who have completed their probationary period.
a. The vacation relief persons will be assigned to one station when not on relief assignment.
b. Relief assignment can be made to any Station or shift where a shortage of personnel will cause unnecessary overtime.
c. Shortages may be caused by vacation, sick leave, disability or any leave of absence that causes a shift to be short of personnel while another has a surplus.
d. Shift transfers will be made so as not to cause the relief person to work more than the prescribed number of hours in the prescribed period.
e. Relief assignments will be made and hours will be coordinated by the Battalion
Chief's office.
Section 3. Transfer Requests. Non-probationary fire personnel may submit transfer requests to their immediate supervisor to be forwarded to the appropriate chief officer. Providing that Departmental needs are satisfied, such transfers will be administered
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using first a mutually agreeable exchange, secondly seniority.
The transfer requests shall remain on file during the year and may be granted when a
vacancy occurs, providing the requesting employee possesses the experience and performance ability required to fill the vacancy.
Section 4. Special Assignments. Management reserves the right to assign personnel
to career development opportunities, special projects, seminars, programs and selected
educational and/or training courses, based on Fire Department needs and the performance of the employee.
Section 5. Continuous Hourly Service. Continuous hours of service in excess of 9672
hours are subject to approval by the Fire Chief or designee. Approval may be granted up to 120 hours when an employee has not been engaged in a greater than usual level of activity or is not fatigued.
ARTICLE XIIIV - TRAINING COORDINATION
Section 1.Coordination. Three shift employees per platoon may be assigned to assist the Training Officer in the coordination, preparation and scheduling of the training program. It is agreed that volunteers will first be sought for such assignment, and further
agreed that the details of this section shall be established by mutual agreement between the Fire Chief and the Union.
ARTICLE XIV - PARAMEDIC ASSIGNMENT
Section 1. Limit of Eligibility. The City reserves the right to limit eligibility for the Paramedic Program to the Fire Fighter classification. The City may, at its discretion, add other classifications within the represented bargaining unit to meet the need of program changes. Differentials for other classifications will be as provided in Article VIII, Section
1.
Section 2. Additional Candidate Training. As the Program progresses, Management will assess the need for training additional Paramedic candidates. It is Management's intention to provide for such additional training as necessary for Program continuity.
Section 3. Incentives. Paramedics will receive a one-time cash payment of $500 for each biennial recertification. This provision applies only to active incumbents of authorized paramedic positions who remain in the paramedic assignment for at least
one additional year after recertification. The one year requirement after recertification
does not apply to those paramedics who may leave the program because of work-
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related injury or illness, or promotion, nor does it apply when a paramedic is asked by management to recertify in order to voluntarily extend their paramedic service to meet special departmental needs for a period of less than one year.
Section 4. Proctoring. Paramedic proctoring assignments will be made by the Chief from among qualified volunteers. Payment of $600 will be made to the primary proctoring paramedic at the conclusion of each proctoring assignment. The Chief or his or her designee will maintain a list of qualified proctors from among volunteers. Personnel will be selected by the Fire Chief or his or her designee from the
list to serve as paramedic proctors. If a conflict arises between the City and the Union
regarding the Proctor Program, either side may suspend the program at the annual renewal period and shall remain suspended until a resolution or agreement is reached. Section 5. Field Training Stipend. Employees assigned to provide field training for new
paramedic accreditation will receive a $300 stipend to train a new paramedic or EMT to
successful completion of paramedic accreditation. This assignment is at the discretion of the Chief or their designee.
ARTICLE XVI - PROMOTION
Section 1. Promotion Step Level. All regular promotions from classifications within the representation unit to the classification of Fire Captain will be made at the fifth sixth step on the salary range. Section 2. Promotion Process Information. For promotions to positions within the representation unit, promotion process information will be available in the Human Resources Department office at the time of posting. Information will include applications, minimum qualifications, study material reference information, if appropriate, and
information on passing scores. Any changes in an established testing process must be
submitted in writing to the Union for review and input no fewer than 60 days prior to the beginning of the process.
ARTICLE XVII - REDUCTION IN FORCE
Section 1. Order of Reduction. If the work force is reduced (reduction in force) within a represented classification, unit employees having the shortest length of service with the Fire Department will be laid off first so long as employees retained are fully qualified,
trained and capable of performing remaining work.
ARTICLE XVIII - SELECTIVE CALL BACK WITH REGARD TO RESIDENCY
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Section 1. In Case of Emergency Management may use selective call back with regard to residency in cases of emergency.
ARTICLE XVIIIIX - HEALTH BENEFITS
Section 1. Maintenance of Levels Except as otherwise set forth herein, the City will maintain the present level of benefits on all City-sponsored medical programs.
Section 2. Vision Care. The City offers vision care coverage for employees and dependents. Coverage is equivalent to $20 Deductible Plan A under the Vision
Service
Plan, with monthly premiums paid by the employer. Dependents include domestic partners, as defined under Article XX Section 3(b).
Section 3. PEMHCA Health Plan.
a. ACTIVE EMPLOYEES: During the term of this contract, the maximum City contribution towards medical premiums for eligible full time employees per employee category shall be up to a maximum of the following for any plan:
Medical Premium
Category
PEMHCA
Contribution*
Total Maximum City
Contribution (inclusive of
PEMHCA contribution)
effective January 1,
20192023
Employee Only $151.00133.00 $871.00840
Employee plus one $151.00133.00 $1,742.001680
Employee Family $151.00133.00 $2,260.002180
The City’s total maximum contribution towards medical premiums for eligible part
time employees shall be prorated based on the number of hours per week the part-time employee is assigned to work.
* Any increases to the PEMHCA minimum during the term of this contract will
result in a corresponding decrease to the amount of the additional City
contribution, so that the total maximum City contribution never exceeds the Total Maximum City Contribution described above.
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If the State of California or federal government requires the City to participate and contribute toward coverage under any medical plan outside of PEMHCA including but not limited to the Affordable Care Act, the City’s total liability for enrolled
employees and retirees and their eligible family members shall not exceed what
the City would have paid toward PEMHCA coverage in the absence of such state or federal plan. The parties will meet and confer over the impact of such change on matters within the scope of representation before implementing any change.
b. Flexible Compensation: Effective the first pay period including Council adoption of the MOU, in lieu of additional increases to the City’s medical premiums, hourly wages for all
bargaining unit classifications will be increased by $100 per month ($1200 per
year). Employees can utilize this cash payment for any purpose, including to cover health insurance premiums or contribute to flexible spending accounts/457 deferred compensation plans. Effective the first full pay period of January 2024, hourly wages for all bargaining unit classifications will be increased by an
additional $100 per month.
b.c. Active employee domestic partners whose domestic partnership is registered with the State of California may add their domestic partner as a dependent to their elected health plan coverage if the domestic partner is registered with the
Secretary of State.
Active employee domestic partners whose domestic partnership is not registered with the State but who meet the requirements of the City of Palo Alto Declaration of Domestic Partnership, and are registered with the Human Resources
Department, will be eligible for reimbursement of the actual monthly premium cost of an individual health plan, not to exceed 90% of the average monthly premium cost of individual coverage under the PEMHCA health plans in 2016. Effective with the first pay period including January 1, 2017, a stipend of two hundred eighty four ($284) per month toward the cost of an individual health plan will be
provided. Evidence of premium payment will be required with request for reimbursement. c.d. Alternate Medical Benefit Program. If a regular employee and/or the employee’s dependent(s) are eligible for and elect to receive medical insurance through any non-City of Palo Alto sponsored or association medical plan, the employee may choose to waive his/her right to
the City of Palo Alto’s medical insurance coverage and receive cash payments in the amount of two hundred and eighty four dollars ($284) for each month City coverage is waived. Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or domestic partner and
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waives medical coverage for the spouse or domestic partner; or • Employee has additional eligible dependents and waives family-level medical coverage.
Participation must result in a health insurance cost savings to the City and payments per employee shall not exceed a total of two hundred eighty four dollars ($284) per month. To participate in the program the employee and dependents must be eligible for coverage under PEMHCA medical plans, complete a waiver
of medical coverage form, and provide proof of eligible alternative medical
coverage. Payments will be made in the employee’s paycheck beginning the first month following the employee’s completion of the waiver form. Payments are subject to
state and federal taxes and are not considered earnings under PERS law.
Employees are responsible for notifying the City of any change in status affecting eligibility for this program (for example, life changes affecting dependent’s eligibility for medical coverage through the employee) and will be responsible for repayment of amounts paid by the City contrary to the terms of this program due
to the employee’s failure to notify the City of a change in status.
d.e. Dual Coverage. When a City employee is married to another City employee each shall be covered only once (as an individual or as a spouse of the other City employee, but not
both) and dependent children, if any, shall be covered only by one spouse.
ARTICLE XIX - DENTAL BENEFITS
Section 1. Level of Benefits. The City will maintain the present level of benefits on the City-sponsored dental program. Maximum benefits per calendar year shall be $2,000.
Section 2. Premiums. The City shall pay all premium payments or equivalent self-
insured program charges on behalf of employees and dependents who are eligible and enrolled for coverage under the existing dental plan. Dependents will include domestic partners, as defined under Article XX, Section 3(b).
Section 3. Orthodontia Benefit Maximum. The City will provide a 50% of reasonable
charges, $2,000 lifetime maximum orthodontic benefit for representation unit employees and their dependents.
ARTICLE XXI - LIFE INSURANCE
Section 1. Premiums. The City currently pays the following amounts of premium on behalf of Fire personnel:
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Per Pay Period Per Month (Approx.)
Basic Life Insurance and
Basic ADD $.085 $ .185 (per $1,000 of coverage) The basic life insurance provided by the City shall equal the employee’s base monthly
salary multiplied by twelve.
ARTICLE XXII - RETIREMENT BENEFITS
Section 1. PERS Retirement Formula.
Safety Pension Group A: 3%@50 Safety Retirement
The City will continue the present benefits under the Public Employees' Retirement System (PERS) "3 percent at 50 (3%@50)" formula for employees hired before the effective date of the “3 percent at 55” (3%@55) formula for new hires as described herein. The final year compensation for employees hired under the 3% at 50 formula will
continue to be “Single highest year” or the highest average annual compensation
earnable by the member during one (1) year of employment immediately preceding retirement or the one-year period otherwise designated by the member (Government Code section 20042).
Safety Pension Group B: 3%@55 Safety Retirement
Effective December 7, 2012, the City amended its contract with CalPERS to provide employees hired on or after that date who are not “new members” of CalPERS, as defined in the Public Employees’ Pension Reform Act (often referred to as “classic” CalPERS members) with the CalPERS retirement formula three percent of final salary
at age 55 (“3%@55”), with the final salary determination for such employees of “3 highest
consecutive years” based on the highest average annual compensation earnable by the member during three (3) consecutive years of employment immediately preceding retirement or the three-year period otherwise designated by the member (Government Code section 20037).
Safety Pension Group C: 2.7% at Age 57 Safety Retirement Employees hired on or after January 1, 2013 meeting the definition of “new member” under the Public Employees’ Pension Reform Act (Gov’t. Code s. 7522 et seq.) shall be
subject to all of the provisions of that law, including but not limited to the two point seven
percent at age 57 (2.7%@57) retirement formula with a three year final compensation period.
Section 2. PERS Member Contribution.
a. Employees in all represented classes in Pension Groups A and B described
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above will make the 9% PERS member contributions by payroll deduction.
b. Employees in all represented classes in Pension Group C described above shall
pay the employee contribution required by the Public Employees’ Pension Reform
Act, currently calculated at fifty percent (50%) of the normal cost. c. When employees pay their PERS Member Contribution pursuant to section 3a and 3b above, the City will provide for member contributions to be made as
allowed under provisions of IRS Code Section 414(h)(2).
Section 3. Additional Employee PERS contributions
In addition to the PERS member contribution as required under section 2. a, b and c above, all employees in pension groups a, b and c shall contribute the additional following contributions:
a. In addition to the Member Contribution required per CalPERS 20516 contract
amendment all employees regardless of pension formula in this unit shall pay 3% towards the Employer share of Pension. b. Effective the first full pay period following July 1, 2020, all employees regardless of pension formula in this unit shall, in addition to the Member Contribution
required, pay an additional 1% towards the employer share of Pension for a total
of 4%.
Section 4. Option 2 Death Benefit. The City provides the Pre-Retirement Option
Settlement 2 Death Benefit. The Pre-Retirement Optional Settlement 2 Death Benefit provides the spouse of a deceased member, who was eligible to retire for service at the time of death, with an alternate option to the lump sum Basic Death Benefit whereby the surviving spouse can elect a monthly allowance equal to the amount the member would receive if he/she had retired from service on the date of death and elected Optional
Settlement 2 (the highest monthly allowance a member can leave a spouse). Section 5. Military Service Credit. The City will provide the Public Employees’ Retirement System benefit known as “Section 20930.3, Military Service Credit as Public
Service.”
Section 6. 1959 Survivor Benefit. The City will continue to provide the basic level of 1959 PERS Survivor Benefit to eligible employees in accordance with Government Code section 21571.
Section 7. Employer Contributions to 457 Plan Effective the first full pay period following July 1, 2020, the City will contribute the
equivalent of 1% of the employee’s pensionable salary into the 457 plan.
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Eligibility: a. Employees must be enrolled in an eligible City sponsored 457 plan
b. Employees who reach the maximum as defined by the IRS will not receive
additional contributions c. Employee must be making PERS contributions
ARTICLE XXIII - RETIREMENT MEDICAL PLAN
Section 1. Retiree medical coverage for Unit employees hired before January 1, 2004:
Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will be made in accordance with the Public Employees' Medical and Hospital Care Act Resolution for employees that retire on or before December 31, 2006. Effective January 1, 2007 for an employee retiring on or after that date the City will pay up to the monthly
medical premium for the 2nd most expensive plan offered to IAFF employees among the existing array of plans. However, the City contribution for an employee hired before January 1, 2004 who retires on or after December 1, 2011 shall be the same contribution amount it makes for active City employees.
Effective upon ratification and adoption of this Agreement, the City shall provide active unit employees who were hired before January 1, 2004 with a one-time opportunity to opt-in to retiree health benefits provided under California Government Code section 22893. Eligible employees who wish to exercise this option shall inform the People,
Strategy, and Operations department of their election in writing no later than 90 days
following the ratification and adoption of this Agreement.
Section 2. 20-Year Vesting for Retiree Medical Coverage for Unit Employees Hired On Or After January 1, 2004:
a) The retiree health benefit provided in California Government Code section 22893
shall apply to all employees hired on or after January 1, 2004. Under this law, an
employee is eligible to receive Fifty (50) percent of benefit after ten (10) years; each additional service credit year after Ten (10) years will increase employer credit by Five (5%) percent until Twenty (20) years is reached at which time employee is eligible for One Hundred (100%) percent of annuitant-only coverage
and Ninety (90%) percent of the additional premium for dependents.
ARTICLE XXIV - DEPENDENT CARE ASSISTANCE PROGRAM (DCAP)
Section 1. DCAP. The City will provide a dependent care assistance program for
employees subject to the provisions of applicable law. The program will remain in effect subject to a reasonable minimum participation level and availability of third party administrative services at a reasonable cost.
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ARTICLE XXIV - VACATION ACCRUAL
Section 1. Accrual Rate. All eligible fire suppression persons shall accrue vacation at the following rate for continuous service performed in a pay status. Non-shift
representation unit employees shall accrue the 40-hour equivalent--one shift equals
sixteen hours.
a. For employees completing less than four years continuous service, the accrual rate shall be five duty shifts per year.
b. For employees completing four but not more than nine years continuous service, the accrual rate shall be eight duty shifts per year.
c. For employees completing nine but not more than 14 years continuous service, the accrual rate shall be 10 duty shifts per year.
d. For employees completing 14 but less than 19 years continuous service, the accrual rate shall be 11 duty shifts per year.
e. For employees completing 19 or more years continuous service, the accrual rate
shall be 12 duty shifts per year.
Section 2. Unused At Termination. Represented employees who fail to use all vacation as accrued may continue the accrual balance and be entitled to all accrued but unused vacation upon termination, except as limited below.
Section 3. Limits. Vacation accrual balances shall be limited to three times the annual accrual rate. Accrual credit beyond this limit shall not be recognized or compensated, except that for employees of record as of January 1, 1984 who have vacation excess on
a one-time basis shall be set aside (banked) to be subsequently used as vacation or
paid at termination. No additions may be made to the bank. The bank is established only to facilitate changeover from unlimited to three times annual accrual rate limitation on vacation accrual as herein provided.
ARTICLE XXVI - USE OF VACATION
Section 1. Maximum Number of Slots. The maximum number of vacation
scheduling slots for representation unit suppression employees is four (4) per
platoon on a year- round basis. During the term of the contract, parties agree to
meet to discuss the impact of the number of vacation slots per day on daily staffing.
Section 2. Approvals. Vacation scheduling must be approved by the Battalion Chief or
Fire Chief. The minimum is twelve (12) hours or more for suppression employees. Advance vacation schedules for suppression shall begin either at 8:00 a.m. or 8:00 p.m.
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Section 3. Vacation Pay. Vacation pay shall be made available in advance of regular pay day provided that employee requests such advance in writing to the Finance Department at least two weeks prior to his/her vacation date. The employee's supervisor
must verify vacation date on the request.
Section 4. Illness on Vacation. When an employee becomes ill while on vacation and such illness can be supported by a statement from an accredited physician or the
employee is hospitalized for any period, the employee shall have the period of illness
charged against sick leave and not against vacation leave.
Section 5. When to be Taken. The time at which an employee may use accrued vacation leave and the amount to be taken at any one time shall be determined by the
Chief with particular regard for the needs of the City, but insofar as possible, considering
the wishes of the employee.
Section 6. Limitation on Use. Employees may not use more than three times their annual rate of accrual in any calendar year period provided, however, that the Chief may
grant exceptions to this limitation.
Section 7. Waiting Period. Employees shall complete six months continuous service before using accrued vacation leave.
Section 8. Double Compensation Prohibited. Employees shall not work for the City during their vacation.
Section 9. Cash out Option. Once each calendar year an employee may cash out eight (8)
or more hours of vacation accrual in excess of eighty (80) hours to a maximum of one hundred twenty (120) hours; PROVIDED, that the employee has taken eighty (80) hours of vacation off with pay in the previous twelve (12) months.
ARTICLE XXVII - SICK LEAVE
Section 1. Statement of Policy. Sick leave shall be allowed and used only in case of
actual personal sickness or disability, medical or dental treatment, or as authorized in Section 9. Up to six (6) days (72 shift hours for suppression personnel) sick leave per year may be used for illness in the immediate family (wife, husband, child, parent, parent-in-law, brother, sister, registered domestic partner, or close relative residing in the household of the employee.)
Section 2. Eligibility. Regular employees shall be eligible to accrue and use sick leave.
Section 3. Accrual. Sick leave shall be accrued bi-weekly, provided the employee has
been in a pay status for 50 percent or more of a bi-weekly pay period. Sick leave shall
be accrued at the rate of six shifts per year.
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Section 4. Accumulation. Accumulated sick leave may be accrued without limit, except as provided in Section 8 below.
Section 5. Use. Sick leave may be used as needed and approved, to the point of depletion, at which time the employee will no longer receive pay for sick leave. A new employee may, if necessary, use up to forty-eight (48) hours or shift equivalent of sick leave at any time during the first six months of employment. Any negative balances generated by such utilization will be charged against future accrual or deducted from
final paycheck in the event of termination.
An employee who has been disabled for 60 consecutive days and who is otherwise eligible both for payment under the long-term disability group insurance coverage and
accrued sick leave benefits may, at his/her option, choose either to receive the long-
term disability benefits or to utilize the remainder of his/her accrued sick leave prior to applying for long-term disability benefits.
Sick leave will not be granted for illness occurring during any leave of absence other
than sick leave, unless the employee can demonstrate that it was necessary to come
under the care of a doctor while on such other leave of absence.
When an employee finds it necessary to be absent for any reason, he/she should cause the facts to be reported to the department within 60 minutes prior to his/her regular
starting time on the first working day of absence, and shall regularly report on, or account
in advance for each work day thereafter unless hospitalized or otherwise indisposed. Such reports may be subject to written documentation. Sick leave shall not be granted unless such report or advance accounting has been made, provided, however, that the department head may grant exception to this policy where the
circumstances warrant.
Section 6. Depletion of Sick Leave Benefits. Upon depletion of sick leave or the beginning of the period to be covered by payments under long-term disability group insurance coverage, whichever comes first, an employee may be granted a medical
leave of absence without pay for a period not exceeding sixty days. If the employee is unable to return to work at the end of this period, he/she must request further medical leave which will be subject to the approval of the City Manager. If further leave is granted, the employee must notify the City of intent to return to work every thirty days. If further leave is not granted, the employee's service with the City shall be considered terminated.
Section 7. Forfeiture Upon Termination. Employees leaving the municipal service shall forfeit all accumulated sick leave, except as otherwise provided by law and Section 8. In the event that notice of resignation is given, sick leave may be used only through the day which was designated as the final day of work by such notice.
Section 8. Payment for Accumulated Sick Leave. Eligible employees (those hired before December 31, 1983) who leave the municipal service in good standing, or who die while employed in good standing by the City, and who have fifteen or more years of
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continuous service, shall receive compensation for unused sick leave hours in a sum equal to two and one-half percent of their unused sick leave hours multiplied by their years of continuous service and their basic hourly rate of pay at termination. Full sick
leave accrual will be paid in the event of termination due to disability.
For new employees hired after December 31, 1983, sick leave accrual accumulation will be limited to 1,000 hours with no payoff provisions for unused balance at termination for
any reason.
Section 9. Personal Business Leave Chargeable to Sick Leave. It is agreed between the parties that all shift personnel represented by the Union shall have the right to charge up to forty-eight (48) hours personal business leave per year to sick leave, and
that all non-shift personnel shall have the right to charge up to twenty (20) hours personal
business leave per year to sick leave. Such personal business leave shall be allowed only on a staffing available basis and where the provisions of the minimum staffing agreement are not affected. "Staffing available" means at or above minimum staffing levels as defined in Article XII.
Section 10. Return to Work or Continue Work With Limited Duty. In cases of non- work-related injury, illness or pregnancy an employee, upon approval of the Fire Chief
and the City Safety Officer, may return to work or continue work with doctor-approved
limited duty. Approval for such limited duty shall be based upon department ability to provide work consistent with medical limitations and the length of time of the limitations. Shift employees must be willing to accept any non-shift limited duty schedule work
location and may be subject to the reasonable availability of limited duty assignments.
The City doctor may be consulted in determining work limitations.
ARTICLE XXVIII - SUBPOENAS
Employees required to answer subpoenas as a witness for the City of Palo Alto or for a plaintiff where the City of Palo Alto is a defendant shall not lose pay or benefits for work time lost to answer depositions or to appear in court. ARTICLE XXVIIIIX - WORKERS' COMPENSATION
Section 1. Status Reporting While on Disability. Persons on disability will be required to appear or otherwise report at regular two-week intervals to the Fire Chief or designate
to discuss his/her status of medical treatment therapy and physical condition. This
section is not meant to unreasonably restrict employee's activities so long as such activities are cleared by the treating physician, treating program or alternative treatment program is maintained and employee is available for full or restricted duty as soon as medical clearance can be received.
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ARTICLE XXIX - PHYSICAL FITNESS MEDICAL EXAMINATIONS
Physical fitness medical examinations for all represented employees may include chest
x-rays every three years unless otherwise directed by a physician, eye examination and
hearing examination.
ARTICLE XXXI- LEAVES OF ABSENCE WITHOUT PAY
Section 1. Disability. Leaves of absence without pay may be granted in cases of disability not covered by sick leave. Pregnancy will be considered as any other disability. Leaves of absence for disability are subject to physician's verification including
diagnosis and medical work restriction.
Section 2. Other Leaves. Leaves of absence without pay may be granted in cases of personal emergency or when such absences would not be contrary to the best interest of the City. Non-disability prenatal and/or postpartum leave is available under this
provision, but such leave shall not begin more than six months prenatal nor extend more
than six months postpartum.
Section 3. Accrued Vacation Credits. During unpaid leaves of absence for disability or other reasons, the employee may elect to use accrued vacation credits. Requests for
leaves without pay shall not be unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be in writing to be effective.
Section 4. Approval of Department Head. Leave of absence without pay for one week
or less may be granted by the department head, depending on the merit of the individual case.
Section 5. Approval by City Manager. Leave of absence without pay in excess of one
week's duration may be granted by the City Manager on the merit of the case, but such leave shall not exceed twelve months' duration.
Section 6. Absence Without Leave. Unauthorized leave of absence shall be considered to be without pay, and reductions in the employee's pay shall be made
accordingly. Unauthorized leave of absence may result in termination of employment.
Section 7. Leave of Absence; Death Outside the Immediate Family. Leave without pay may be granted a regular employee by his/her department head in the event of death
to family members other than one of the immediate family, such leave to be granted in
accordance with Section 2 and Section 4.
Section 8. Military Leave of Absence. State law shall govern the granting of military
leaves of absence and the rights of employees returning from such absence.
Section 9. Use of paid accruals while on leave. During unpaid leaves of absence for disability or other reasons, the employee may elect and the City may require the
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employee to use accrued vacation paid leave credits in a manner consistent with state and federal law. Requests for leaves without pay shall not be unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be in writing to be
effective.
ARTICLE XXXII - LEAVES OF ABSENCE WITH PAY
Section 1. City Manager Granted Leaves. The City Manager may grant a regular employee under his control a leave of absence with pay for a period not exceeding thirty calendar days for reasons he deems adequate and in the best interest of the City.
Section 2. Council Granted Leave. The City Council may grant a regular employee a
leave of absence with pay for a period not to exceed one year for reasons the Council considers adequate and in the best interest of the City.
Section 3. Employee's Time Off to Vote. Time off with pay to vote at any general or direct primary election shall be granted as provided in the State of California Elections
Code, and notice that an employee desires such time off shall be given in accordance
with the provisions of said Code. Section 4. Leaves of Absence; Death in Immediate Family. Leave of absence with pay of one shift with provision for approval of one additional shift for travel outside the
area may be granted an employee by the Chief in the event of death in the employee's
immediate family, which is defined for purposes of this section as wife, husband, son, son-in-law, daughter, daughter-in-law, father, mother, brother, brother-in-law, sister, sister-in-law, mother-in-law, father-in-law, grandfather, grandfather-in-law, grandmother, grandmother-in-law, uncle, aunt, registered domestic partner, or a close relative residing
in the household of the employee. Such leave shall be at full pay and shall not be
charged against the employee's accrued vacation or sick leave. Requests for leave in excess of two shifts shall be subject to the approval of the City Manager.
Section 5. Jury Duty; Leave of Absence. Employees required to report for jury duty
shall be granted a leave of absence with pay from their assigned duties until released by the court, provided the employee remits to the City all fees received for such duties other than mileage or subsistence allowances within thirty days from the termination of his or her jury service.
ARTICLE XXXIII – VOLUNTEER LEAVE PROGRAM
The City of Palo Alto has established a Firefighter Voluntary Leave Program to provide
members of Local 1319 International Association of Fire Fighters (IAFF) employees the
opportunity to donate their accrued vacation time to assist fellow members of IAFF either due to: (a) an employee’s own verifiable non-industrial catastrophic illness or injury (as defined herein) or (b) in order to care for a member of the employee’s immediate family (spouse, child, parent or registered domestic partner suffering from a verifiable
catastrophic illness or injury) and have exhausted or will presently exhaust all of their
paid leave.
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In order to be eligible to receive donated leave, an employee must have a catastrophic illness or injury or an employee’s immediate family member must have a catastrophic illness or injury that requires the employee to provide full-time care for this family member. Care will be taken to emphasize the voluntary nature of the plan and to insure
confidentiality of employee participants and medical conditions (where applicable).
A Firefighter Voluntary Leave Sharing Program has been established to accept donations of vacation in accordance with the Program’s guidelines. All donations shall
be:
1. Voluntary 2. Irrevocable 3. Confidential, unless disclosure is required by law
4. In whole hour increments of at least four (4) hours, with the hours donated being
converted to donee hours based on the donee’s salary rate (so that there will be no cost to the City due to salary differential). 5. The employee shall be required to exhaust all other types of leave to request donated leave
6. It is understood that employees seeking or receiving leave under this program will apply for long-term disability benefits for which they may be eligible 7. Where any of the period during which an employee receives donated leave is
designated as family leave under the California Family Rights Act (CFRA/Family
Medical Leave Act (FMLA), the employee will be eligible for continuation of medical and other available benefits during that the family leave period (for up to 12 weeks), in accordance with the requirements of those laws. If the employee receiving donated leave is not eligible for CFRA/FMLA benefit continuation, or
after the employee has exhausted the available CFRA/FMLA leave period, the
employee will need to pay the premiums for continued medical and other available benefits if the employee chooses to continue such coverages through the City 8. If the donation request is based on the need for an employee to care for an immediate family member, as defined above, the family member must require full-
time care by the employee. Certification of this requirement by a health care
professional is required 9. The maximum donated time a donee may receive is 12 months (if available). 10. Applications to donate leave or receive leave under this Program are made to the Human Resources Department
11. This is a pilot program and is subject to cancellation by either party
IAFF members interested in donating leave or in applying to receive donated leave shall complete forms provided by the Human Resources Department. If an applicant for leave is found to meet the criteria set forth herein, Human Resources will determine the
availability of and (as applicable) allocation of donated paid leave. Payroll will be notified
in writing of the number of hours to be deducted from each donating employee’s vacation balance and transferred to the donee employee(s).
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The City reserves the right to modify or terminate this program at any time.
Catastrophic Illness or Injury (also referred to as “medical emergency” in Revenue Ruling
90-29 and Sections 801(c) and 812 of the Merit Rules and Regulations): A non- occupational medical condition of an employee that will require the prolonged absence of the employee from duty and which will result in a substantial loss of income to the employee because the employee will have exhausted all paid leave available apart from
the Voluntary Employee Leave sharing Program. Non-disability postpartum leave as
referenced in Merit Rule 801(b) shall not be considered a catastrophic illness or injury under this Policy.
ARTICLE XXXIIIV- TUITION REIMBURSEMENT
Section 1. Options.
Effective July 1, 2004 the tuition reimbursement program was amended to provide each
employee the option of receiving the $1,000 as taxable cash or as a contribution to deferred compensation. The tuition reimbursement program will be eliminated effective July 1, 2012 with no further payouts starting in FY 12-13 and on-going.
ARTICLE XXXIV - PER DIEM TRAVEL EXPENSES
Section 1. City Business. Unless other mutually agreeable arrangements are made,
representation unit employees who are required to travel away from the City on City
business will receive travel expenses, according to City policies which are currently in
effect.
ARTICLE XXXVI - HOUSE FUND ITEMS
Section 1. Station House Fund. The station house fund per year, per shift employee shall be $100.00.
Section 2. Non-Food House Items. The City agrees to furnish and maintain each fire
station with non-food house fund items: TV purchase and repair. Kitchen cooking utensils, small kitchen appliances and other specific items to be determined by mutual agreement of the parties will be purchased from the station house fund. The Fire Fighters agree to maintain the voter registration program.
ARTICLE XXXVII - PARKING
Section 1. Entitlements. Employees in represented classes assigned to Civic Center or adjacent work locations shall be entitled to free parking in the Civic Center Garage,
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or a commute incentive which will be subject to meet and confer. Employees hired after July 1, 1994, may initially receive a parking permit for another downtown lot, subject to availability of space at the Civic Center Garage. Light duty employees assigned to the
Civic Center will receive Civic Center parking temporary permits for the duration of the
light duty assignment.
ARTICLE XXXVIII- GRIEVANCES
The City and the Union agree to establish a grievance procedure as follows:
1. Definition: A grievance is any complaint or dispute regarding the application of
interpretation of this Memorandum of Understanding, Department rules,
regulations, policies or procedures relating to wages, hours or other terms and conditions of employment.
2. Any non-probationary employee represented by the Union may file and process
a grievance. Such aggrieved employees may be represented by the Union or may represent themselves in preparing and presenting their grievance at any level of review. The Union may file a grievance when a Union right not directly related to an individual employee becomes subject to dispute.
3. Any retroactivity on monetary grievances shall be limited to the date of occurrence, except in no case will retroactivity be granted prior to three months before the grievance was filed in writing.
4. Written grievances shall be submitted on forms provided by the City or on forms which are mutually agreeable to the City and the Union. The Union shall deliver a copy of a written grievance to the Human Resources Department Director on the same date that it is first filed with another City representative under the provisions of the below grievance procedure.
5. The time limits specified in this section may be extended by mutual agreement in writing of the aggrieved employee or Union and the reviewer concerned. Should a decision not be rendered within a stipulated time limit, the aggrieved employee
may immediately appeal to the next step. The grievance will be considered settled if the decision of any step is not appealed within the specified time limit.
6. If a grievance is related to a promotional process to positions within the representation unit, Step I shall be directed to the Deputy Fire Chief (or Fire
Marshal for FPB positions).
7. Step I. The aggrieved employee will first attempt to resolve the grievance through informal discussions with the immediate supervisor by the end of the tenth
business day following the discovery of the incident upon which the grievance is
based. Every attempt will be made to settle the issue at this level.
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Step II. If the grievance is not resolved through informal discussion, it may be submitted in writing to the Battalion Chief (Deputy Fire Chief for Captain grievances) within ten business days of the informal discussion. The Battalion
Chief/Assistant Fire Chief will have ten business days from receipt of the
grievance to review the matter and prepare a written response. If the grievance is denied, the response shall contain the reasons therefore.
Step III. If the grievance is not resolved in Step II, it may be submitted in writing
to the Fire Chief within ten business days of receipt of the Battalion Chief's/ Deputy Fire Chief's written response. The Fire Chief will have ten business days from receipt of the grievance to review the matter and prepare a written response. If the grievance is denied, the response shall contain the reasons therefore.
Step IV. If the grievance is not resolved in Step III, the aggrieved employee may submit the grievance to the City Manager for final determination or to
bindinggrievance arbitration. All Step IV appeals must be filed in writing at the
Human Resources Department Office within ten business days of receipt of the Fire Chief's response under Step III. All hearings before the City Manager shall be pursuant to the rules and regulations set forth in the City of Palo Alto Merit Rules and Regulations. Hearings before an arbitrator will be as set forth below.
In the event the aggrieved employee decides to proceed to arbitration, he/she shall select jointly with the Director of Human Resources an arbitrator. If the parties are unable to agree on an arbitrator, they shall jointly request a panel of
five qualified and experienced arbitrators from the State Conciliation Service.
Upon receipt of the list of arbitrators, the names shall be alternately struck until one name remains who shall serve as arbitrator. The arbitrator shall be jointly contacted by the parties.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or
determine compliance with the provisions of the Memorandum of Agreement and such Merit System rules, regulations, policies, procedures, City ordinances or regulations relating to terms or conditions of employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be necessary to
the determination of grievances appealed to the arbitrator. The arbitrator shall be without power to make any decision:
a. Regarding matters of interest.
b. Contrary to, or inconsistent with or modifying in any way, the terms of this
Memorandum of Agreement. c. Granting any wage increases or decreases. d. Granting pay or benefits for any period of time prior to the execution date of this Memorandum of Agreement.
Where either party seeks arbitration and the other party claims the matter is not subject to the arbitration provisions of the Memorandum of Agreement, the issue
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of arbitrability shall first be decided by the arbitrator using the standards and criteria set forth in this Memorandum of Agreement.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers which by State law or City Charter the City cannot delegate or relinquish. Copies of the arbitrator's decision shall be submitted to the City and the aggrieved employee. All direct costs emanating from the arbitration procedure shall be shared equally by the City and the aggrieved employee or the Union.
It is further agreed that the provisions of this section shall be incorporated as part of Chapter 11 of the City of Palo Alto Merit System Rules and Regulations. Existing procedures set forth in Chapter 11, to the extent they are inconsistent
with the provisions contained herein, are superseded.
ARTICLE XXXVIIIIX- SAFETY COMMITTEE
Section 1. Committee A Safety Committee comprised of four representation unit
members appointed by the Union, and at least two members of Management, will
continue to meet. The Committee may make safety recommendations to the Fire Chief regarding equipment, vehicles and apparatus and may review all accidents involving represented personnel. Management shall inform the Safety Committee of all accidents involving injuries to represented personnel.
ARTICLE XXXIXL – MISCELLANEOUS
Section 1. Section 1. Uniforms.
The value of the purchase, rental and/or maintenance of the required
uniforms shall be reported as special compensation to the extent legally
permissible, pursuant to Title 2 CCR, Section 571(a)(5) as Uniform
Allowance. Based upon existing uniform standards and the City’s cost
experience, the value of this benefit shall be reported as $15.31 per pay
period.
The City will supply complete uniforms as described in Fire Department
Policy 1031. The City will issue four T-shirts to each uniformed employee
each July These T-shirts are for use on duty only and will be maintained by
the employee.T-Shirts. The City will issue four T-shirts to each uniformed employee
each July These T-shirts are for use on duty only and will be maintained by the
employee.
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Section 2. Removal of Disciplinary Actions. Records of disciplinary actions shall be removed from the personnel file of a representation unit employee upon written request by the employee after a period of three years, or sooner if mutually agreed by the Fire
Chief and the employee.
ARTICLE XLI - FULL UNDERSTANDING
Section 1. Full and Entire Understanding. The Memorandum of Agreement contains
the full and entire understanding of the parties regarding the matters set forth herein.
Section 2. Fair Labor Standards Act. Compensatory time off with Management approval may be used as an alternative to overtime compensation only within the 27-
day work period within which the overtime is worked.
Section 3. Severability. Should any of the provisions herein contained be rendered or declared invalid by reason of any existing State or Federal legislation or by reason of State or U.S. Supreme Court ruling, such invalidation of such part or portion of this
Memorandum of Agreement shall not invalidate the remaining portions hereof, and they
shall remain in full force and effect, insofar as such remaining portions are severable.
Section 4. Good Faith. It is the intent of the parties that ordinances, resolutions, rules and regulations enacted pursuant to this Memorandum of Understanding be
administered and observed in good faith.
Section 5. Merit System Rules and Regulations. During the term of this Memorandum of Agreement, Management may propose certain changes in the City Merit System Rules and Regulations. With regard to such changes which pertain to the representation
unit, the parties agree to review, and upon request, meet and confer regarding the changes.
Section 6. Station Consolidation or Relocation . During the term of this agreement, at management request, the parties agree to meet and confer with regard to issues pertaining to fire station consolidation or relocation.
Section 7. Meet and Confer. Nothing in this agreement shall preclude the parties from
mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement.
ARTICLE XLII – 48/96 Work Schedule
The regular schedule for 56 hour personnel will be under a “48/96” model. With the adoption of this “48/96” schedule the parties agreed to revise Fire Department policy 205.6 typical workday and 1009.8.1 Reporting for Duty- Holidays. ARTICLE XLIII – FUTURE SERVICE DELIVERY MODELS
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Effective upon request of the City, the parties will meet and confer in good faith regarding the service delivery model of current inspection services and transport during
the term of this Agreement.
ARTICLE XLIIIV - DURATION
This Memorandum of Agreement shall become effective upon ratification by both
parties hereto and remain in effect through June 30, 2025.
This Memorandum of Agreement shall become effective upon adoption by the City Council through June 30, 2021.
1
MEMORANDUM OF AGREEMENT
Between
CITY OF PALO ALTO and
I.A.F.F. LOCAL 1319
January 30, 2023 – June 30, 2025
2
PREAMBLE __________________________________________________________ 6
ARTICLE I - RECOGNITION _____________________________________________ 6
Section 1. Recognition. ______________________________________________________ 6
ARTICLE II - NO DISCRIMINATION _______________________________________ 6
Section 1. No Discrimination. __________________________________________________ 6
Section 2. Free Choice. ______________________________________________________ 6
Section 3. Human Relations Committee. _________________________________________ 6
ARTICLE III - PAYROLL DEDUCTIONS ____________________________________ 6
Section 1. Payroll Deductions and Written Authorization. ____________________________ 7
Section 2. Certification of Union Membership _____________________________________ 7
Section 3. Indemnification ____________________________________________________ 7
ARTICLE IV - UNION ACTIVITIES ________________________________________ 7
Section 1. On-Duty Time. _____________________________________________________ 7
Section 2. Interoffice Mail, Bulletin Boards, and E-Mail. ______________________________ 7
Section 3. Use of Meeting Places. ______________________________________________ 8
ARTICLE V - NO STRIKES ______________________________________________ 8
Section 1. No Strikes. ________________________________________________________ 8
ARTICLE VI - PROBATIONARY PERIOD __________________________________ 8
Section 2. Part of Testing Process. _____________________________________________ 8
Section 3. Suspension or Termination. __________________________________________ 8
ARTICLE VII - SALARY PROVISIONS _____________________________________ 8
Section 1. Base Wage Rates. _________________________________________________ 8
Section 2. Out-of-Class Compensation. __________________________________________ 9
Section 3. Salary Steps _____________________________________________________ 10
Section 4. Pay for Court Appearance. __________________________________________ 10
Section 4. Classifications ____________________________________________________ 11
ARTICLE VIII - PAY DIFFERENTIALS ____________________________________ 11
Section 1. Paramedic Differential. _____________________________________________ 11
Section 2. Special Operations Differential (formerly Haz Mat) _______________________ 12
Section 3. Fire Investigator Differential. ________________________________________ 12
Section 4. EMT Differential. __________________________________________________ 12
Section 5. Bilingual Pay _____________________________________________________ 12
ARTICLE IX - HOLIDAYS ______________________________________________ 13
Section 1. Named Holidays. __________________________________________________ 13
Section 2. Conditions. ______________________________________________________ 13
ARTICLE X - OVERTIME COMPENSATION _______________________________ 14
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Section 1. Compensation. ___________________________________________________ 14
ARTICLE XI - APPARATUS STAFFING ___________________________________ 14
ARTICLE XII - WORK ASSIGNMENTS AND TRANSFERS ____________________ 15
Section 1. Shipouts. _______________________________________________________ 15
Section 2. Vacation Relief Positions. ___________________________________________ 15
Section 3. Transfer Requests. ________________________________________________ 16
Section 4. Special Assignments. ______________________________________________ 16
Section 5. Continuous Hourly Service. __________________________________________ 16
ARTICLE XIII - TRAINING COORDINATION _______________________________ 16
Section 1.Coordination ______________________________________________________ 16
ARTICLE XIV - PARAMEDIC ASSIGNMENT _______________________________ 16
Section 1. Limit of Eligibility. __________________________________________________ 16
Section 2. Additional Candidate Training. _______________________________________ 16
Section 3. Incentives. _______________________________________________________ 16
Section 4. Proctoring. _______________________________________________________ 17
Section 5. Field Training Stipend. _____________________________________________ 17
ARTICLE XV - PROMOTION ____________________________________________ 17
Section 1. Promotion Step Level. ______________________________________________ 17
Section 2. Promotion Process Information. ______________________________________ 17
ARTICLE XVI - REDUCTION IN FORCE __________________________________ 17
Section 1. Order of Reduction. ________________________________________________ 17
ARTICLE XVII - SELECTIVE CALL BACK WITH REGARD TO RESIDENCY ______ 18
Section 1. In Case of Emergency ______________________________________________ 18
ARTICLE XVIII - HEALTH BENEFITS _____________________________________ 18
Section 1. Maintenance of Levels _____________________________________________ 18
Section 2. Vision Care. ______________________________________________________ 18
Section 3. PEMHCA Health Plan. _____________________________________________ 18
ARTICLE XIX - DENTAL BENEFITS ______________________________________ 20
Section 1. Level of Benefits. __________________________________________________ 20
Section 2. Premiums. _______________________________________________________ 20
ARTICLE XX - LIFE INSURANCE ________________________________________ 20
Section 1. Premiums. _______________________________________________________ 21
ARTICLE XXI - RETIREMENT BENEFITS _________________________________ 21
Section 1. PERS Retirement Formula. __________________________________________ 21
Section 2. PERS Member Contribution. ________________________________________ 22
Section 3. Additional Employee PERS contributions _______________________________ 22
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Section 4. Option 2 Death Benefit. _____________________________________________ 22
Section 5. Military Service Credit. _____________________________________________ 22
Section 6. 1959 Survivor Benefit. _____________________________________________ 22
Section 7. Employer Contributions to 457 Plan ___________________________________ 23
ARTICLE XXII - RETIREMENT MEDICAL PLAN ____________________________ 23
ARTICLE XXV - DEPENDENT CARE ASSISTANCE PROGRAM (DCAP) ________ 23
Section 1. DCAP. __________________________________________________________ 23
ARTICLE XXIV - VACATION ACCRUAL __________________________________ 24
Section 1. Accrual Rate. _____________________________________________________ 24
Section 2. Unused At Termination. _____________________________________________ 24
Section 3. Limits. __________________________________________________________ 24
ARTICLE XXV - USE OF VACATION _____________________________________ 24
Section 1. Maximum Number of Slots __________________________________________ 24
Section 2. Approvals. _______________________________________________________ 24
Section 3. Vacation Pay. ____________________________________________________ 25
Section 4. Illness on Vacation. ________________________________________________ 25
Section 5. When to be Taken. ________________________________________________ 25
Section 6. Limitation on Use. _________________________________________________ 25
Section 7. Waiting Period. ___________________________________________________ 25
Section 8. Double Compensation Prohibited. _____________________________________ 25
Section 9. Cash out Option. __________________________________________________ 25
ARTICLE XXVI - SICK LEAVE __________________________________________ 25
Section 1. Statement of Policy. _______________________________________________ 25
Section 2. Eligibility ________________________________________________________ 25
Section 3. Accrual. _________________________________________________________ 25
Section 4. Accumulation. ____________________________________________________ 26
Section 5. Use. ____________________________________________________________ 26
Section 6. Depletion of Sick Leave Benefits. _____________________________________ 26
Section 7. Forfeiture Upon Termination. ________________________________________ 26
Section 8. Payment for Accumulated Sick Leave. _________________________________ 26
Section 9. Personal Business Leave Chargeable to Sick Leave. ______________________ 27
Section 10. Return to Work or Continue Work With Limited Duty. _____________________ 27
ARTICLE XXVII - SUBPOENAS _________________________________________ 27
ARTICLE XXVIII - WORKERS' COMPENSATION ___________________________ 27
ARTICLE XXIX - PHYSICAL FITNESS MEDICAL EXAMINATIONS _____________ 28
ARTICLE XXX- LEAVES OF ABSENCE WITHOUT PAY ______________________ 28
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Section 1. Disability. ________________________________________________________ 28
Section 2. Other Leaves. ____________________________________________________ 28
Section 3. Accrued Vacation Credits. ___________________________________________ 28
Section 4. Approval of Department Head ________________________________________ 28
Section 5. Approval by City Manager. __________________________________________ 28
Section 6. Absence Without Leave. ____________________________________________ 28
Section 7. Leave of Absence; Death Outside the Immediate Family. __________________ 28
Section 8. Military Leave of Absence ___________________________________________ 28
Section 9. Use of paid accruals while on leave. ___________________________________ 29
ARTICLE XXXI - LEAVES OF ABSENCE WITH PAY ________________________ 29
Section 1. City Manager Granted Leaves. _______________________________________ 29
Section 2. Council Granted Leave. _____________________________________________ 29
Section 3. Employee's Time Off to Vote. ________________________________________ 29
Section 4. Leaves of Absence; Death in Immediate Family. _________________________ 29
Section 5. Jury Duty; Leave of Absence. ________________________________________ 29
ARTICLE XXXII – VOLUNTEER LEAVE PROGRAM _________________________ 29
ARTICLE XXXIII- TUITION REIMBURSEMENT _____________________________ 31
ARTICLE XXXIV - PER DIEM TRAVEL EXPENSES _________________________ 31
ARTICLE XXXV - HOUSE FUND ITEMS __________________________________ 31
Section 1. Station House Fund. _______________________________________________ 31
Section 2. Non-Food House Items _____________________________________________ 31
ARTICLE XXXVI - PARKING ___________________________________________ 31
Section 1. Entitlements. _____________________________________________________ 32
ARTICLE XXXVII- GRIEVANCES ________________________________________ 32
ARTICLE XXXVIII- SAFETY COMMITTEE _________________________________ 34
ARTICLE XXXIX – MISCELLANEOUS ____________________________________ 34
Section 1. Section 1. Uniforms. _______________________________________________ 34
Section 2. Removal of Disciplinary Actions. ______________________________________ 35
ARTICLE XL - FULL UNDERSTANDING __________________________________ 35
ARTICLE XLI – 48/96 Work Schedule ____________________________________ 35
ARTICLE XLII – FUTURE SERVICE DELIVERY MODELS ____________________ 35
ARTICLE XLIII - DURATION ____________________________________________ 36
6
MEMORANDUM OF AGREEMENT
CITY OF PAL0 ALTO and I.A.F.F. LOCAL 1319
January 30, 2023 - June 30, 2025
PREAMBLE
This Memorandum of Agreement between the City of Palo Alto, hereinafter referred to
as the "City", and Local 1319, International Association of Fire Fighters, hereinafter
referred as the "Union", has been prepared and entered into in accordance with Title I, Division 4, Chapter 10, Sections 3500-3510 of the California Government Code and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations.
ARTICLE I - RECOGNITION
Section 1. Recognition. The City recognizes the Union as the exclusive representative
of an employee group consisting solely of the classifications of Fire Apparatus Operator,
Fire Fighter, Fire Captain, Fire Captain (forty-hour assignment), Fire Inspector, Hazardous Materials Specialist, and Hazmat Inspector, who are regularly employed by the City and others as amended into the representation unit from time to time under existing law and the Merit System Rules and Regulations.
ARTICLE II - NO DISCRIMINATION
Section 1. No Discrimination. The Union and the City hereby agree that there shall
be no discrimination because of race, color, age, disability, sex, national origin, sexual
orientation, political or religious affiliation under this Agreement. There shall be no discrimination in employment conditions or treatment of employees on the basis of membership or non-membership in the Union, or participation in the lawful activities of the Union.
Section 2. Free Choice. The Union and the City hereby agree to protect the rights of all employees to exercise their free choice to join the Union and to abide by the express provisions of applicable State and local laws.
Section 3. Human Relations Committee. A Human Relations Committee will include up to five members appointed by the Union executive board and at least two members of management with representation from the Fire and Human Resources Departments. The committee may make recommendations to management regarding recruitment outreach, equal employment opportunity and career development programs.
ARTICLE III - PAYROLL DEDUCTIONS
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Section 1. Payroll Deductions and Written Authorization. The City shall deduct Union membership dues assessments and insurances authorized by the Union. This will be accomplished by payroll deduction from the bi-weekly pay of member employees.
The dues deduction must be authorized in writing by the employee on a Union
authorization card.
The Union will be the custodian of records for individual employee membership and dues
deduction forms. The Union will maintain authorizations for dues deduction, signed by the individual from whose salary or wages the deduction or reduction is to be made. The City will direct employee requests to cancel or change deductions to the Union.
The City shall remit the deducted dues to the Union as soon as possible after deduction.
Section 2. Certification of Union Membership. The Union agrees to provide the City an initial certified list of members and statement that the Union has and will maintain
written authorizations signed by the individuals from whose wages the Union dues
deductions are to be made. From that point forward the Union will update the list whenever there are changes.
Section 3. Indemnification. The Union shall indemnify and hold the City harmless
against any liability arising from any claims, demands, or other action relating to this article. The Union shall comply with all statutory and legal requirements with respect to this article. ARTICLE IV - UNION ACTIVITIES
Section 1. On-Duty Time. Local 1319 officers may use a reasonable amount of on- duty
time to attend to Union business specifically related to representation of employees so
long as:
a. Staffing is available b. Operations are not interrupted
c. Advance approval is obtained from the Battalion Chief or Operations Chief
Section 2. Interoffice Mail, Bulletin Boards, and E-Mail. The Union shall have access to interoffice mail and existing bulletin boards in unit employee work areas for the purpose of posting, transmitting, or distributing notice or announcements including
notices of social events, recreational events, Union membership meetings, result of elections and reports of minutes of Union meetings. Any other material must have prior approval of the Operations Chief or Fire Chief. Action on approval will be taken within 24 hours of submission. The Union may send e-mail messages only for the purposes set forth above. The I.T.
Division will maintain the IAFF list. The Union access to e-mail is based on the following conditions:
a. E-Mails to the IAFF list will be copied to the Fire Chief or Operations Chief at
distribution.
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b. E-Mails to the IAFF list will only be sent by the Executive Board Members.
Section 3. Use of Meeting Places. The Union shall have the right to reserve City
meeting and conference rooms for use during non-working hours or as subject to Battalion Chief approval. Such meeting places will be made available in conformity with City regulations and subject to the limitations of prior commitment.
ARTICLE V - NO STRIKES
Section 1. No Strikes. The Union, its representatives, or members, shall not engage in or cause, instigate, encourage, sanction, or condone a strike, withholding of services,
leave of absence abuse, work stoppage or work slowdown of any kind against the City of Palo Alto or its citizens by employees covered under this Agreement. No employee shall refuse to cross any picket line in the conduct of Fire Department business, nor shall the Union, its representatives or members discriminate in any way toward anyone who refuses to participate in a strike, or any of the job actions cited above.
ARTICLE VI - PROBATIONARY PERIOD
Section 1. Tentative and Subject to Probationary Period. All original appointments
to regular or part-time municipal service positions shall be tentative and subject to a probationary period. This probationary period shall include the fire training academies and an additional fourteen (14) months after completion of the academies (including in-house academy), excluding time off for extended leaves of absence. Section 2. Part of Testing Process. The probationary period shall be regarded as part of the testing process and shall be utilized for closely observing all aspects of the employee's qualifications, for ensuring the effective adjustment of a new employee to the position and for rejecting any probationary employee who, in the opinion of
management, is not suitable to attain permanent status.
Section 3. Suspension or Termination. During the probationary period a new employee may be suspended or terminated at any time by the appointing authority without cause and without right of appeal or to submit a grievance. Said employee shall
not have the right to proceed to arbitration on the issue of arbitrability or on the issue of
its constitutional or discovery rights, nor those of any employee by reason of the foregoing. The Union shall not be a party to any lawsuit relating to the termination of a probationary employee.
ARTICLE VII - SALARY PROVISIONS
Section 1. Base Wage Rates.
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a. The base wage rates of bargaining unit classifications will be as set forth in
Appendix A of this MOA.
Market Increase: Effective the first full pay period including the adoption of
the MOA, the salary ranges of all represented classifications will receive a
market adjustment of five percent (5.0%).Addition of Salary Step: Effective
the first full pay period including adoption of this MOA by City Council, the City
will implement a new step 6 (5% above Step 5) following the same
percentage difference as steps 1-5. Any employee who is already at Step 5
on the date the City Council adopts the MOA will move to Step 6 effective the
first full pay period following City Council adoption of the MOA. Any employee
in the Firefighter classification who is already at Step 4 on the date the City
Council adopts the MOA whichever is later will move to Step 5 effective the
first full pay period following City Council adoption of the MOA. The
employees moved to Step 5 pursuant to this paragraph will move to Step 6
upon one year of service at Step 5 so long as they receive a satisfactory
performance evaluation.
General Salary Increase: Effective the first full pay period following July 1, 2023, the salary ranges of all represented classifications will be increased by
four percent (4.0%).General Salary Increase: Effective the first full pay period following July 1, 2024, the salary ranges of all represented classifications will be increased by four percent (4.0%).Market Adjustment Part 2: Effective the first full pay period following January 1, 2025, the salary ranges of all represented classifications will receive a market adjustment of two percent
(2.0%).
Total Compensation and Survey Database
Management and the Union have agreed to a compensation survey database structure. Survey Cities include: Alameda, Berkeley, Fremont, Hayward, Menlo Park
Fire District, Milpitas, Mountain View, Redwood City, Pleasanton, San Jose, San
Mateo, San Ramon Fire District, Santa Clara, Santa Clara County and South San Francisco. Compensation Criteria includes: top step salary, maximum longevity, maximum education, uniform allowance, EMT differential, Hazmat differential, deferred compensation, employee pick up of employer pension costs (Negative EPMC), and
maximum City paid benefits (medical, dental, vision, life insurance, LTD, and EAP).
The database is intended to provide one source of information concerning how the compensation paid to employees in bargaining unit job classifications compares to that paid by other employers.
Section 2. Out-of-Class Compensation. All represented employees who are
assigned work in a higher classification for longer than four (4) continuous hours will be compensated at a higher pay rate for all hours worked during the out-of-class
10
assignment. This provision applies as follows:
Fire Fighter, Apparatus Operator, Captain or Inspector working in a higher
classification: Step to step. Representation unit classification working as a Battalion Chief, 10% above 6th-Step Captain, but not to exceed 93% of Battalion Chief control point. Representation unit classification working in any other management position, within the range of the management position.
In accordance with Government Code 20480, an employee assigned to work in an “out-
of-class appointment” may not exceed 960 hours worked in the appointment within a fiscal year if the employee is appointed to an upgraded position or higher classification that is vacant during recruitment for a permanent appointment. This limitation does not apply to a position that is temporarily available due to a leave of absence.
Section 3. Salary Steps
Employees in the Firefighter Rank initially appointed to the first step of the salary
range of their classification shall be entitled to a merit increase to step two in the pay
range upon successful completion of six (6) months of service, so long as they
receive a satisfactory performance evaluation. The date of such increase shall be
the first full pay period following the evaluation date.
Employees may be appointed to any step in the salary schedule for their
classification as recommended by the Fire Chief and approved by the City Manager.
Employees appointed to the second step and above are eligible to receive a merit
increase the first full pay period following successful completion of twelve (12)
months of actual service, so long as they receive a satisfactory performance
evaluation.
Each twelve (12) months of actual service after the evaluation date, each employee
receiving a satisfactory performance evaluation shall receive a merit increase to the
next higher step (effective the first full pay period following the evaluation date) until
the top step of the pay range for the job class has been reached. An employee shall
not receive a merit increase beyond the maximum steps established for the job
classification.
Section 4. Pay for Court Appearance. Sworn Fire personnel appearing in court for the People shall be compensated as follows:
Period Rate Minimum
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a. Appearance on scheduled day
off
Time and one-half at
40-hour rate
4 hours
b. Any or all court time during scheduled shift Straight time during shift at 56-hour rate None
c. Appearance on scheduled Time and one-half at 2 hours work day but not during
scheduled shift
40-hour rate (2 hour minimum, may
not run into shift time)
The employee shall remit all fees received for such appearances to the City within thirty days from the termination of his/her services. Compensation for mileage or subsistence allowance shall not be considered as a fee and shall be retained by the employee.
Section 4. Classifications. The Haz Mat Inspector position will be paid at the same
level as the Fire Inspector (603).
One Fire Captain position will be assigned to a Fire Captain (Forty-hour Assignment) with the pay set at 5% above the Fire Captain.
ARTICLE VIII - PAY DIFFERENTIALS
Unit employees are eligible for the following pay differentials. Notwithstanding any provision of this agreement, total differential pay shall not exceed seventeen and a half percent (17.5%).
Section 1. Paramedic Differential.
Paramedics who have completed the required training and have been accredited in
accordance with the program and possess their paramedic license, will receive a 14%
differential in addition to their base salary effective beginning with the date of assignment to rotational Paramedic duty. The Paramedic salary differential will terminate with the cessation of assignment to rotational Paramedic duty.The base salary for Captain classification (including Hazmat Inspector and Fire Inspector) base
salary will be increased 1% in alignment with this differential increase..
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Section 2. Special Operations Differential (formerly Haz Mat) A maximum of eighteen positions who are both members of the Special Operations group and assigned the Special Operations team will receive a 5% differential in
addition to their base salary. The differential does not apply to minimum staffing
replacements.
Section 3. Fire Investigator Differential.
. A maximum of five (5) Fire inspector personnel including Haz Mat Inspectors who have been trained as Fire investigators and who are regularly assigned to fire investigation duties by the Chief will receive a 5% differential in addition to their base salary. The Chief reserves the right to determine who is regularly assigned to
such duties.
Section 4. EMT Differential.
The former 3% EMT differential pay was rolled into base pay constituting the City’s incentive payment for EMT skills. In the event an employee’s EMT certification expires, the employee will be taken off the line and placed in an unpaid status until the employee can submit proof of EMT recertification.
Section 5. Bilingual Pay Employees who have successfully demonstrated proficiency in any of the approved languages shall receive a 5% premium in addition to their base salary.
a. Approved Languages:
Spanish, Chinese (Mandarin and Cantonese), Japanese, Tagalog, Korean, Vietnamese, Russian, American Sign Language, and such other languages as determined by management.
b. Proficiency Requirements
The City shall develop and provide a method of testing for proficiency in the above listed languages. The City will pay for the first test in any approved language however subsequent testing will be at the employee’s own
expense. An employee must pass the proficiency test to maintain the
bilingual pay. The Fire Chief shall have the authority to require employees receiving bilingual pay to re-certify with the Human Resources Department as necessary and reasonable.
c. Arbitratability
The City’s substantive evaluation of an employee’s knowledge of and skills in
a designated second language shall not be subject to the grievance procedure or review by an arbitrator.
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ARTICLE IX - HOLIDAYS
Section 1. Named Holidays.
Holiday pay is compensation for employees who are normally required to work on
an approved holiday because they work in positions that require scheduling staff
without regard to holidays. The following holidays are recognized as municipal
holidays for pay purposes, and regular, employees shall have these days off with pay, except as otherwise provided in these rules:
January 1 Veterans’ Day, November 11 Third Monday in January Thanksgiving Day Third Monday in February Day after Thanksgiving Day Last Monday in May December 25
July 4th Either December 24, or December 31 as provided below
First Monday in SeptemberSecond Monday in October
Floating Holiday: In addition to the paid holidays listed above, employees shall be excused
with pay for one full work shift as a day of reflection (floating holiday) per calendar year.
Eligible employees may use the floating holiday on any day mutually agreed by the employee
and their supervisor for a Day of Reflection, including: Juneteenth Freedom Day (June 19) or
Cesar Chavez/Dolores Huerta Day (March 31). Day of Reflection not used by the end of the
fiscal year will be deemed forfeited and have no cash value.
161.5 hours are paid annually to an employee at a rate of 6.21 hours each pay
period. Shift personnel shall receive pay in lieu of taking paid leave for accrued
holidays. Such paid hours are in addition to the normal biweekly base pay. Shift
personnel will be paid 6.21 hours of in lieu of holiday pay each pay period. Hours
are prorated and accrued based on hours actually worked.
Accrued Holiday balances will be automatically paid off in the months of June and December.
Section 2. Conditions.
a. Personnel assigned to a 40-hour work schedule will receive paid holidays in accordance with Sections 517 and 518 of the Merit System Rules and Regulations.
b. Personnel assigned to a 40-hour work schedule will receive floating days off with pay in each of the following months: August, September, March, April, and June.
The following conditions will hold:
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(1) Management will designate the schedule of the paid day off under this section at least thirty days in advance.
(2) If, in conformance with this section, Management is unable to schedule a
day off in the month indicated for reasons of shift operations, work
scheduling or any other reason, the day will be added to the employee's vacation accrual.
(3) If an employee fails to take a day off as scheduled by Management under
this section, the day off so scheduled will be forfeited. ARTICLE X - OVERTIME COMPENSATION
Section 1. Compensation. Shift personnel assigned to overtime relief duty in addition
to their regular 56-hour shift schedule shall receive overtime compensation at a rate of one and one-half times the employee's basic 56-hour rate, or out-of-class rate if such applies, for all hours of the relief duty shift. Required off-duty training will be compensated at the rate of one and one-half times the basic 40-hour rate or as otherwise agreed. If an opportunity was provided to allow for the required training to be on duty,
but the employee was unable to attend, the training scheduled for off duty will not be
eligible for the 40-hour rate. Emergency callback will be compensated at a rate of one and one- half times the basic 40-hour rate to a maximum of 8 hours, and at a rate of one and one-half times the basic 56-hour rate for those hours in excess of 8 hours.
Overtime duty assignments will first be made from the voluntary overtime list. If such assignments cannot be filled from the voluntary overtime list, the vacant position will be filled by moving up on-shift personnel through out-of class assignment. Any remaining vacancy will then be filled by overtime duty assignment made in reverse order of hire
date seniority according to specialty and qualifications required to be assigned. The
overtime duty assignment seniority list will be adjusted annually on October 31.
ARTICLE XI - APPARATUS STAFFING
Engine, truck and combination rescue companies shall be deployed for emergency services purposes at the level of one Fire Captain, one Fire Apparatus Operator and one Fire Fighter. Truck companies have the option of deploying at the level of two Fire
Apparatus Operators instead of one Fire Apparatus Operator and one Firefighter. This
option shall be determined by seniority. Paramedic ambulance staffing shall be two personnel; the City will dispatch personnel on Emergency Medical Service calls such that a minimum of 1 licensed paramedic responds. The Foothill Fire Station #8, when activated by the Fire Chief, shall be staffed with a minimum of one Fire Apparatus
Operator and one Fire Fighter. City may dispatch a two-person apparatus (ex: squad or
quick response vehicle) with a minimum of 1 paramedic.
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ARTICLE XII - WORK ASSIGNMENTS AND TRANSFERS
It is the intent of the Palo Alto Fire Administration and Local 1319 that work assignments and transfers will reflect the best interests of the Fire Department and the City. The Fire Department will maintain a constant state of readiness to defend against fire and other disasters. It is therefore imperative that all Fire Department divisions assign personnel
in the best manner to respond to the needs of the City and the Department. It is also acknowledged that the Fire Chief is responsible to make and/or approve the work assignments or transfers of Fire Department personnel.
The Fire Chief or designee will maintain a three year station and shift assignment,
seniority-based bid system covering the following classifications within Fire Operations on a rotational basis: Fire Captain, Apparatus Operator and Fire Fighter.
The Fire Chief, or his designee, shall initiate personnel assignments and transfers to
balance platoon or division strength, fill permanent or temporary vacancies and provide
required training to individual personnel. Such assignments will be based on seniority, except where career development, training, special assignments, skills and documented performance issues are specifically identified in writing, management may make assignments based on such issues. For purposes of this article, seniority shall be
computed from the date of entry into the current classification.
Section 1. Shipouts. When possible, least senior Fire Fighters will be given short term or shipout relief duty. In order to maintain training continuity, shipouts of probationary personnel will be subject to the approval of the Fire Chief or their designee.
Section 2. Vacation Relief Positions. In order that platoon strengths can be balanced more quickly and to reduce the need for excess overtime, two positions will be designated for vacation relief. These positions will be the lowest two on the Department seniority list who have completed their probationary period.
a. The vacation relief persons will be assigned to one station when not on relief assignment.
b. Relief assignment can be made to any Station or shift where a shortage of
personnel will cause unnecessary overtime.
c. Shortages may be caused by vacation, sick leave, disability or any leave of
absence that causes a shift to be short of personnel while another has a surplus.
d. Shift transfers will be made so as not to cause the relief person to work more than the prescribed number of hours in the prescribed period.
e. Relief assignments will be made and hours will be coordinated by the Battalion
Chief's office.
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Section 3. Transfer Requests. Non-probationary fire personnel may submit transfer requests to their immediate supervisor to be forwarded to the appropriate chief officer. Providing that Departmental needs are satisfied, such transfers will be administered using first a mutually agreeable exchange, secondly seniority.
The transfer requests shall remain on file during the year and may be granted when a vacancy occurs, providing the requesting employee possesses the experience and performance ability required to fill the vacancy.
Section 4. Special Assignments. Management reserves the right to assign personnel to career development opportunities, special projects, seminars, programs and selected educational and/or training courses, based on Fire Department needs and the performance of the employee.
Section 5. Continuous Hourly Service. Continuous hours of service in excess of 96 hours are subject to approval by the Fire Chief or designee. Approval may be granted up to 120 hours when an employee has not been engaged in a greater than usual level of activity or is not fatigued.
ARTICLE XIII - TRAINING COORDINATION
Section 1.Coordination. Three shift employees per platoon may be assigned to assist
the Training Officer in the coordination, preparation and scheduling of the training program. It is agreed that volunteers will first be sought for such assignment, and further agreed that the details of this section shall be established by mutual agreement between the Fire Chief and the Union.
ARTICLE XIV - PARAMEDIC ASSIGNMENT
Section 1. Limit of Eligibility. The City reserves the right to limit eligibility for the Paramedic Program to the Fire Fighter classification. The City may, at its discretion, add
other classifications within the represented bargaining unit to meet the need of program
changes. Differentials for other classifications will be as provided in Article VIII, Section 1.
Section 2. Additional Candidate Training. As the Program progresses, Management
will assess the need for training additional Paramedic candidates. It is Management's
intention to provide for such additional training as necessary for Program continuity.
Section 3. Incentives. Paramedics will receive a one-time cash payment of $500 for
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each biennial recertification. This provision applies only to active incumbents of authorized paramedic positions who remain in the paramedic assignment for at least one additional year after recertification. The one year requirement after recertification
does not apply to those paramedics who may leave the program because of work-
related injury or illness, or promotion, nor does it apply when a paramedic is asked by management to recertify in order to voluntarily extend their paramedic service to meet special departmental needs for a period of less than one year.
Section 4. Proctoring. Paramedic proctoring assignments will be made by the Chief from among qualified volunteers. Payment of $600 will be made to the primary proctoring paramedic at the conclusion of each proctoring assignment. The Chief or his or her designee will maintain a list of qualified proctors from among volunteers. Personnel will be selected by the Fire Chief or his or her designee from the list to serve as paramedic proctors. If a conflict arises between the City and the Union
regarding the Proctor Program, either side may suspend the program at the annual
renewal period and shall remain suspended until a resolution or agreement is reached. Section 5. Field Training Stipend. Employees assigned to provide field training for new paramedic accreditation will receive a $300 stipend to train a new paramedic or EMT to
successful completion of paramedic accreditation. This assignment is at the discretion
of the Chief or their designee.
ARTICLE XV - PROMOTION
Section 1. Promotion Step Level. All regular promotions from classifications within
the representation unit to the classification of Fire Captain will be made at the sixth step on the salary range.
Section 2. Promotion Process Information. For promotions to positions within the
representation unit, promotion process information will be available in the Human Resources Department office at the time of posting. Information will include applications, minimum qualifications, study material reference information, if appropriate, and information on passing scores. Any changes in an established testing process must be submitted in writing to the Union for review and input no fewer than 60 days prior to the
beginning of the process.
ARTICLE XVI - REDUCTION IN FORCE
Section 1. Order of Reduction. If the work force is reduced (reduction in force) within a represented classification, unit employees having the shortest length of service with the Fire Department will be laid off first so long as employees retained are fully qualified, trained and capable of performing remaining work.
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ARTICLE XVII - SELECTIVE CALL BACK WITH REGARD TO RESIDENCY
Section 1. In Case of Emergency Management may use selective call back with regard to residency in cases of emergency.
ARTICLE XVIII - HEALTH BENEFITS
Section 1. Maintenance of Levels Except as otherwise set forth herein, the City will
maintain the present level of benefits on all City-sponsored medical programs.
Section 2. Vision Care. The City offers vision care coverage for employees and dependents. Coverage is equivalent to $20 Deductible Plan A under the Vision
Service
Plan, with monthly premiums paid by the employer. Dependents include domestic
partners, as defined under Article XX Section 3(b).
Section 3. PEMHCA Health Plan.
a. ACTIVE EMPLOYEES: During the term of this contract, the maximum City contribution towards medical premiums for eligible full time employees per employee category shall be up to a maximum of the following for any plan:
Medical Premium
Category
PEMHCA
Contribution*
Total Maximum City
Contribution (inclusive of
PEMHCA contribution)
effective January 1, 2023
Employee Only $151.00 $871.00
Employee plus one $151.00 $1,742.00
Employee Family $151.00 $2,260.00
The City’s total maximum contribution towards medical premiums for eligible part
time employees shall be prorated based on the number of hours per week the
part-time employee is assigned to work.
* Any increases to the PEMHCA minimum during the term of this contract will result in a corresponding decrease to the amount of the additional City
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contribution, so that the total maximum City contribution never exceeds the Total Maximum City Contribution described above.
If the State of California or federal government requires the City to participate and contribute toward coverage under any medical plan outside of PEMHCA including but not limited to the Affordable Care Act, the City’s total liability for enrolled employees and retirees and their eligible family members shall not exceed what
the City would have paid toward PEMHCA coverage in the absence of such state
or federal plan. The parties will meet and confer over the impact of such change on matters within the scope of representation before implementing any change.
b. Flexible Compensation:
Effective the first pay period including Council adoption of the MOU, in lieu of additional increases to the City’s medical premiums, hourly wages for all bargaining unit classifications will be increased by $100 per month ($1200 per year). Employees can utilize this cash payment for any purpose, including to
cover health insurance premiums or contribute to flexible spending accounts/457
deferred compensation plans. Effective the first full pay period of January 2024, hourly wages for all bargaining unit classifications will be increased by an additional $100 per month.
c. Active employee domestic partners whose domestic partnership is registered with
the State of California may add their domestic partner as a dependent to their elected health plan coverage if the domestic partner is registered with the Secretary of State.
Active employee domestic partners whose domestic partnership is not registered with the State but who meet the requirements of the City of Palo Alto Declaration of Domestic Partnership, and are registered with the Human Resources Department, will be eligible for reimbursement of the actual monthly premium cost of an individual health plan, not to exceed 90% of the average monthly premium
cost of individual coverage under the PEMHCA health plans in 2016. Effective with the first pay period including January 1, 2017, a stipend of two hundred eighty four ($284) per month toward the cost of an individual health plan will be provided. Evidence of premium payment will be required with request for reimbursement.
d. Alternate Medical Benefit Program.
If a regular employee and/or the employee’s dependent(s) are eligible for and elect to receive medical insurance through any non-City of Palo Alto sponsored or association medical plan, the employee may choose to waive his/her right to the City of Palo Alto’s medical insurance coverage and receive cash payments in
the amount of two hundred and eighty four dollars ($284) for each month City
coverage is waived.
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Examples of waivers eligible for this payment are: • Employee waives all applicable City medical coverage; or • Employee is eligible to enroll his or her spouse or domestic partner and
waives medical coverage for the spouse or domestic partner; or • Employee has additional eligible dependents and waives family-level medical coverage. Participation must result in a health insurance cost savings to the City and
payments per employee shall not exceed a total of two hundred eighty four dollars ($284) per month. To participate in the program the employee and dependents must be eligible for coverage under PEMHCA medical plans, complete a waiver of medical coverage form, and provide proof of eligible alternative medical coverage.
Payments will be made in the employee’s paycheck beginning the first month following the employee’s completion of the waiver form. Payments are subject to state and federal taxes and are not considered earnings under PERS law. Employees are responsible for notifying the City of any change in status affecting
eligibility for this program (for example, life changes affecting dependent’s eligibility for medical coverage through the employee) and will be responsible for repayment of amounts paid by the City contrary to the terms of this program due to the employee’s failure to notify the City of a change in status.
e. Dual Coverage.
When a City employee is married to another City employee each shall be covered only once (as an individual or as a spouse of the other City employee, but not both) and dependent children, if any, shall be covered only by one spouse.
ARTICLE XIX - DENTAL BENEFITS
Section 1. Level of Benefits. The City will maintain the present level of benefits on the
City-sponsored dental program. Maximum benefits per calendar year shall be $2,000.
Section 2. Premiums. The City shall pay all premium payments or equivalent self- insured program charges on behalf of employees and dependents who are eligible and enrolled for coverage under the existing dental plan. Dependents will include domestic
partners, as defined under Article XX, Section 3(b).
Section 3. Orthodontia Benefit Maximum. The City will provide a 50% of reasonable charges, $2,000 lifetime maximum orthodontic benefit for representation unit employees
and their dependents.
ARTICLE XX - LIFE INSURANCE
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Section 1. Premiums. The City currently pays the following amounts of premium on behalf of Fire personnel: Per Pay Period Per Month (Approx.)
Basic Life Insurance and Basic ADD $.085 $ .185 (per $1,000 of coverage) The basic life insurance provided by the City shall equal the employee’s base monthly
salary multiplied by twelve.
ARTICLE XXI - RETIREMENT BENEFITS
Section 1. PERS Retirement Formula.
Safety Pension Group A: 3%@50 Safety Retirement The City will continue the present benefits under the Public Employees' Retirement System (PERS) "3 percent at 50 (3%@50)" formula for employees hired before the effective date of the “3 percent at 55” (3%@55) formula for new hires as described
herein. The final year compensation for employees hired under the 3% at 50 formula will continue to be “Single highest year” or the highest average annual compensation earnable by the member during one (1) year of employment immediately preceding retirement or the one-year period otherwise designated by the member (Government Code section 20042).
Safety Pension Group B: 3%@55 Safety Retirement Effective December 7, 2012, the City amended its contract with CalPERS to provide employees hired on or after that date who are not “new members” of CalPERS, as defined in the Public Employees’ Pension Reform Act (often referred to as “classic”
CalPERS members) with the CalPERS retirement formula three percent of final salary at age 55 (“3%@55”), with the final salary determination for such employees of “3 highest consecutive years” based on the highest average annual compensation earnable by the member during three (3) consecutive years of employment immediately preceding retirement or the three-year period otherwise designated by the member (Government
Code section 20037).
Safety Pension Group C: 2.7% at Age 57 Safety Retirement Employees hired on or after January 1, 2013 meeting the definition of “new member”
under the Public Employees’ Pension Reform Act (Gov’t. Code s. 7522 et seq.) shall be
subject to all of the provisions of that law, including but not limited to the two point seven percent at age 57 (2.7%@57) retirement formula with a three year final compensation period.
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Section 2. PERS Member Contribution.
a. Employees in all represented classes in Pension Groups A and B described
above will make the 9% PERS member contributions by payroll deduction.
b. Employees in all represented classes in Pension Group C described above shall pay the employee contribution required by the Public Employees’ Pension Reform Act, currently calculated at fifty percent (50%) of the normal cost.
c. When employees pay their PERS Member Contribution pursuant to section 3a and 3b above, the City will provide for member contributions to be made as allowed under provisions of IRS Code Section 414(h)(2).
Section 3. Additional Employee PERS contributions
In addition to the PERS member contribution as required under section 2. a, b and
c above, all employees in pension groups a, b and c shall contribute the additional
following contributions: a. In addition to the Member Contribution required per CalPERS 20516 contract amendment all employees regardless of pension formula in this unit shall pay
3% towards the Employer share of Pension.
b. Effective the first full pay period following July 1, 2020, all employees regardless of pension formula in this unit shall, in addition to the Member Contribution required, pay an additional 1% towards the employer share of Pension for a total of 4%.
Section 4. Option 2 Death Benefit. The City provides the Pre-Retirement Option Settlement 2 Death Benefit. The Pre-Retirement Optional Settlement 2 Death Benefit
provides the spouse of a deceased member, who was eligible to retire for service at the
time of death, with an alternate option to the lump sum Basic Death Benefit whereby the surviving spouse can elect a monthly allowance equal to the amount the member would receive if he/she had retired from service on the date of death and elected Optional Settlement 2 (the highest monthly allowance a member can leave a spouse).
Section 5. Military Service Credit. The City will provide the Public Employees’ Retirement System benefit known as “Section 20930.3, Military Service Credit as Public Service.”
Section 6. 1959 Survivor Benefit.
The City will continue to provide the basic level of 1959 PERS Survivor Benefit to eligible
employees in accordance with Government Code section 21571.
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Section 7. Employer Contributions to 457 Plan Effective the first full pay period following July 1, 2020, the City will contribute the equivalent of 1% of the employee’s pensionable salary into the 457 plan.
Eligibility: a. Employees must be enrolled in an eligible City sponsored 457 plan b. Employees who reach the maximum as defined by the IRS will not receive additional contributions
c. Employee must be making PERS contributions ARTICLE XXII - RETIREMENT MEDICAL PLAN
Section 1. Retiree medical coverage for Unit employees hired before January 1, 2004:
Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan
will be made in accordance with the Public Employees' Medical and Hospital Care Act Resolution for employees that retire on or before December 31, 2006. Effective January 1, 2007 for an employee retiring on or after that date the City will pay up to the monthly medical premium for the 2nd most expensive plan offered to IAFF employees among the existing array of plans. However, the City contribution for an employee hired before
January 1, 2004 who retires on or after December 1, 2011 shall be the same contribution amount it makes for active City employees.
Effective upon ratification and adoption of this Agreement, the City shall provide active
unit employees who were hired before January 1, 2004 with a one-time opportunity to
opt-in to retiree health benefits provided under California Government Code section 22893. Eligible employees who wish to exercise this option shall inform the People, Strategy, and Operations department of their election in writing no later than 90 days following the ratification and adoption of this Agreement.
Section 2. 20-Year Vesting for Retiree Medical Coverage for Unit Employees
Hired On Or After January 1, 2004:
a) The retiree health benefit provided in California Government Code section 22893 shall apply to all employees hired on or after January 1, 2004. Under this law, an employee is eligible to receive Fifty (50) percent of benefit after ten (10) years;
each additional service credit year after Ten (10) years will increase employer credit by Five (5%) percent until Twenty (20) years is reached at which time employee is eligible for One Hundred (100%) percent of annuitant-only coverage and Ninety (90%) percent of the additional premium for dependents.
ARTICLE XXV - DEPENDENT CARE ASSISTANCE PROGRAM (DCAP)
Section 1. DCAP. The City will provide a dependent care assistance program for employees subject to the provisions of applicable law. The program will remain in effect
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subject to a reasonable minimum participation level and availability of third party administrative services at a reasonable cost.
ARTICLE XXIV - VACATION ACCRUAL
Section 1. Accrual Rate. All eligible fire suppression persons shall accrue vacation at
the following rate for continuous service performed in a pay status. Non-shift representation unit employees shall accrue the 40-hour equivalent--one shift equals sixteen hours.
a. For employees completing less than four years continuous service, the accrual
rate shall be five duty shifts per year.
b. For employees completing four but not more than nine years continuous service, the accrual rate shall be eight duty shifts per year.
c. For employees completing nine but not more than 14 years continuous service,
the accrual rate shall be 10 duty shifts per year.
d. For employees completing 14 but less than 19 years continuous service, the accrual rate shall be 11 duty shifts per year.
e. For employees completing 19 or more years continuous service, the accrual rate shall be 12 duty shifts per year.
Section 2. Unused At Termination. Represented employees who fail to use all
vacation as accrued may continue the accrual balance and be entitled to all accrued but
unused vacation upon termination, except as limited below. Section 3. Limits. Vacation accrual balances shall be limited to three times the annual
accrual rate. Accrual credit beyond this limit shall not be recognized or compensated,
except that for employees of record as of January 1, 1984 who have vacation excess on a one-time basis shall be set aside (banked) to be subsequently used as vacation or paid at termination. No additions may be made to the bank. The bank is established only to facilitate changeover from unlimited to three times annual accrual rate limitation on
vacation accrual as herein provided. ARTICLE XXV - USE OF VACATION
Section 1. Maximum Number of Slots. The maximum number of vacation
scheduling slots for representation unit suppression employees is four (4) per
platoon on a year- round basis. During the term of the contract, parties agree to
meet to discuss the impact of the number of vacation slots per day on daily staffing.
Section 2. Approvals. Vacation scheduling must be approved by the Battalion Chief or
Fire Chief. The minimum is twelve (12) hours or more for suppression employees.
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Advance vacation schedules for suppression shall begin either at 8:00 a.m. or 8:00 p.m.
Section 3. Vacation Pay. Vacation pay shall be made available in advance of regular
pay day provided that employee requests such advance in writing to the Finance Department at least two weeks prior to his/her vacation date. The employee's supervisor must verify vacation date on the request.
Section 4. Illness on Vacation. When an employee becomes ill while on vacation and
such illness can be supported by a statement from an accredited physician or the employee is hospitalized for any period, the employee shall have the period of illness charged against sick leave and not against vacation leave. Section 5. When to be Taken. The time at which an employee may use accrued vacation leave and the amount to be taken at any one time shall be determined by the Chief with particular regard for the needs of the City, but insofar as possible, considering the wishes of the employee. Section 6. Limitation on Use. Employees may not use more than three times their annual rate of accrual in any calendar year period provided, however, that the Chief may grant exceptions to this limitation.
Section 7. Waiting Period. Employees shall complete six months continuous service
before using accrued vacation leave.
Section 8. Double Compensation Prohibited. Employees shall not work for the City
during their vacation.
Section 9. Cash out Option. Once each calendar year an employee may cash out eight (8) or more hours of vacation accrual in excess of eighty (80) hours to a maximum of one hundred twenty (120) hours; PROVIDED, that the employee has taken eighty (80) hours of vacation off with pay in the previous twelve (12) months.
ARTICLE XXVI - SICK LEAVE
Section 1. Statement of Policy. Sick leave shall be allowed and used only in case of actual personal sickness or disability, medical or dental treatment, or as authorized in Section 9. Up to six (6) days (72 shift hours for suppression personnel) sick leave per
year may be used for illness in the immediate family (wife, husband, child, parent, parent-
in-law, brother, sister, registered domestic partner, or close relative residing in the household of the employee.)
Section 2. Eligibility. Regular employees shall be eligible to accrue and use sick leave.
Section 3. Accrual. Sick leave shall be accrued bi-weekly, provided the employee has been in a pay status for 50 percent or more of a bi-weekly pay period. Sick leave shall
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be accrued at the rate of six shifts per year.
Section 4. Accumulation. Accumulated sick leave may be accrued without limit, except
as provided in Section 8 below.
Section 5. Use. Sick leave may be used as needed and approved, to the point of depletion, at which time the employee will no longer receive pay for sick leave. A new employee may, if necessary, use up to forty-eight (48) hours or shift equivalent of sick
leave at any time during the first six months of employment. Any negative balances generated by such utilization will be charged against future accrual or deducted from final paycheck in the event of termination.
An employee who has been disabled for 60 consecutive days and who is otherwise
eligible both for payment under the long-term disability group insurance coverage and accrued sick leave benefits may, at his/her option, choose either to receive the long- term disability benefits or to utilize the remainder of his/her accrued sick leave prior to applying for long-term disability benefits.
Sick leave will not be granted for illness occurring during any leave of absence other than sick leave, unless the employee can demonstrate that it was necessary to come under the care of a doctor while on such other leave of absence.
When an employee finds it necessary to be absent for any reason, he/she should cause
the facts to be reported to the department within 60 minutes prior to his/her regular starting time on the first working day of absence, and shall regularly report on, or account in advance for each work day thereafter unless hospitalized or otherwise indisposed. Such reports may be subject to written documentation. Sick leave shall not
be granted unless such report or advance accounting has been made, provided,
however, that the department head may grant exception to this policy where the circumstances warrant.
Section 6. Depletion of Sick Leave Benefits. Upon depletion of sick leave or the
beginning of the period to be covered by payments under long-term disability group insurance coverage, whichever comes first, an employee may be granted a medical leave of absence without pay for a period not exceeding sixty days. If the employee is unable to return to work at the end of this period, he/she must request further medical leave which will be subject to the approval of the City Manager. If further leave is granted,
the employee must notify the City of intent to return to work every thirty days. If further leave is not granted, the employee's service with the City shall be considered terminated.
Section 7. Forfeiture Upon Termination. Employees leaving the municipal service
shall forfeit all accumulated sick leave, except as otherwise provided by law and Section
8. In the event that notice of resignation is given, sick leave may be used only through the day which was designated as the final day of work by such notice. Section 8. Payment for Accumulated Sick Leave. Eligible employees (those hired
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before December 31, 1983) who leave the municipal service in good standing, or who die while employed in good standing by the City, and who have fifteen or more years of continuous service, shall receive compensation for unused sick leave hours in a sum
equal to two and one-half percent of their unused sick leave hours multiplied by their
years of continuous service and their basic hourly rate of pay at termination. Full sick leave accrual will be paid in the event of termination due to disability.
For new employees hired after December 31, 1983, sick leave accrual accumulation will
be limited to 1,000 hours with no payoff provisions for unused balance at termination for any reason.
Section 9. Personal Business Leave Chargeable to Sick Leave. It is agreed
between the parties that all shift personnel represented by the Union shall have the right
to charge up to forty-eight (48) hours personal business leave per year to sick leave, and that all non-shift personnel shall have the right to charge up to twenty (20) hours personal business leave per year to sick leave. Such personal business leave shall be allowed only on a staffing available basis and where the provisions of the minimum staffing
agreement are not affected. "Staffing available" means at or above minimum staffing
levels as defined in Article XII.
Section 10. Return to Work or Continue Work With Limited Duty. In cases of non-
work-related injury, illness or pregnancy an employee, upon approval of the Fire Chief and the City Safety Officer, may return to work or continue work with doctor-approved limited duty. Approval for such limited duty shall be based upon department ability to provide work consistent with medical limitations and the length of time of the limitations.
Shift employees must be willing to accept any non-shift limited duty schedule work location and may be subject to the reasonable availability of limited duty assignments. The City doctor may be consulted in determining work limitations.
ARTICLE XXVII - SUBPOENAS
Employees required to answer subpoenas as a witness for the City of Palo Alto or for a plaintiff where the City of Palo Alto is a defendant shall not lose pay or benefits for work
time lost to answer depositions or to appear in court.
ARTICLE XXVIII - WORKERS' COMPENSATION
Section 1. Status Reporting While on Disability. Persons on disability will be required
to appear or otherwise report at regular two-week intervals to the Fire Chief or designate to discuss his/her status of medical treatment therapy and physical condition. This section is not meant to unreasonably restrict employee's activities so long as such activities are cleared by the treating physician, treating program or alternative treatment
program is maintained and employee is available for full or restricted duty as soon as
medical clearance can be received.
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ARTICLE XXIX - PHYSICAL FITNESS MEDICAL EXAMINATIONS
Physical fitness medical examinations for all represented employees may include chest x-rays every three years unless otherwise directed by a physician, eye examination and hearing examination.
ARTICLE XXX- LEAVES OF ABSENCE WITHOUT PAY
Section 1. Disability. Leaves of absence without pay may be granted in cases of
disability not covered by sick leave. Pregnancy will be considered as any other disability.
Leaves of absence for disability are subject to physician's verification including diagnosis and medical work restriction.
Section 2. Other Leaves. Leaves of absence without pay may be granted in cases of
personal emergency or when such absences would not be contrary to the best interest
of the City. Non-disability prenatal and/or postpartum leave is available under this provision, but such leave shall not begin more than six months prenatal nor extend more than six months postpartum.
Section 3. Accrued Vacation Credits. During unpaid leaves of absence for disability
or other reasons, the employee may elect to use accrued vacation credits. Requests for leaves without pay shall not be unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be in writing to be effective.
Section 4. Approval of Department Head. Leave of absence without pay for one week or less may be granted by the department head, depending on the merit of the individual case.
Section 5. Approval by City Manager. Leave of absence without pay in excess of one week's duration may be granted by the City Manager on the merit of the case, but such leave shall not exceed twelve months' duration. Section 6. Absence Without Leave. Unauthorized leave of absence shall be considered to be without pay, and reductions in the employee's pay shall be made accordingly. Unauthorized leave of absence may result in termination of employment.
Section 7. Leave of Absence; Death Outside the Immediate Family. Leave without
pay may be granted a regular employee by his/her department head in the event of death to family members other than one of the immediate family, such leave to be granted in accordance with Section 2 and Section 4. Section 8. Military Leave of Absence. State law shall govern the granting of military leaves of absence and the rights of employees returning from such absence.
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Section 9. Use of paid accruals while on leave. During unpaid leaves of absence for disability or other reasons, the employee may elect and the City may require the employee to use accrued vacation paid leave credits in a manner consistent with state
and federal law. Requests for leaves without pay shall not be unreasonably denied. In
order to avoid misunderstandings, all leaves without pay must be in writing to be effective.
ARTICLE XXXI - LEAVES OF ABSENCE WITH PAY
Section 1. City Manager Granted Leaves. The City Manager may grant a regular employee under his control a leave of absence with pay for a period not exceeding thirty calendar days for reasons he deems adequate and in the best interest of the City.
Section 2. Council Granted Leave. The City Council may grant a regular employee a leave of absence with pay for a period not to exceed one year for reasons the Council considers adequate and in the best interest of the City.
Section 3. Employee's Time Off to Vote. Time off with pay to vote at any general or
direct primary election shall be granted as provided in the State of California Elections Code, and notice that an employee desires such time off shall be given in accordance with the provisions of said Code.
Section 4. Leaves of Absence; Death in Immediate Family. Leave of absence with
pay of one shift with provision for approval of one additional shift for travel outside the area may be granted an employee by the Chief in the event of death in the employee's immediate family, which is defined for purposes of this section as wife, husband, son, son-in-law, daughter, daughter-in-law, father, mother, brother, brother-in-law, sister,
sister-in-law, mother-in-law, father-in-law, grandfather, grandfather-in-law, grandmother,
grandmother-in-law, uncle, aunt, registered domestic partner, or a close relative residing in the household of the employee. Such leave shall be at full pay and shall not be charged against the employee's accrued vacation or sick leave. Requests for leave in
excess of two shifts shall be subject to the approval of the City Manager.
Section 5. Jury Duty; Leave of Absence. Employees required to report for jury duty shall be granted a leave of absence with pay from their assigned duties until released by the court, provided the employee remits to the City all fees received for such duties
other than mileage or subsistence allowances within thirty days from the termination of
his or her jury service.
ARTICLE XXXII – VOLUNTEER LEAVE PROGRAM
The City of Palo Alto has established a Firefighter Voluntary Leave Program to provide members of Local 1319 International Association of Fire Fighters (IAFF) employees the opportunity to donate their accrued vacation time to assist fellow members of IAFF either due to: (a) an employee’s own verifiable non-industrial catastrophic illness or injury (as
defined herein) or (b) in order to care for a member of the employee’s immediate family
(spouse, child, parent or registered domestic partner suffering from a verifiable
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catastrophic illness or injury) and have exhausted or will presently exhaust all of their paid leave.
In order to be eligible to receive donated leave, an employee must have a catastrophic illness or injury or an employee’s immediate family member must have a catastrophic illness or injury that requires the employee to provide full-time care for this family member. Care will be taken to emphasize the voluntary nature of the plan and to insure
confidentiality of employee participants and medical conditions (where applicable).
A Firefighter Voluntary Leave Sharing Program has been established to accept donations of vacation in accordance with the Program’s guidelines. All donations shall be:
1. Voluntary 2. Irrevocable 3. Confidential, unless disclosure is required by law 4. In whole hour increments of at least four (4) hours, with the hours donated being
converted to donee hours based on the donee’s salary rate (so that there will be no cost to the City due to salary differential). 5. The employee shall be required to exhaust all other types of leave to request donated leave
6. It is understood that employees seeking or receiving leave under this program will apply for long-term disability benefits for which they may be eligible 7. Where any of the period during which an employee receives donated leave is
designated as family leave under the California Family Rights Act (CFRA/Family
Medical Leave Act (FMLA), the employee will be eligible for continuation of medical and other available benefits during that the family leave period (for up to 12 weeks), in accordance with the requirements of those laws. If the employee receiving donated leave is not eligible for CFRA/FMLA benefit continuation, or
after the employee has exhausted the available CFRA/FMLA leave period, the
employee will need to pay the premiums for continued medical and other available benefits if the employee chooses to continue such coverages through the City 8. If the donation request is based on the need for an employee to care for an immediate family member, as defined above, the family member must require full-time care by the employee. Certification of this requirement by a health care
professional is required 9. The maximum donated time a donee may receive is 12 months (if available). 10. Applications to donate leave or receive leave under this Program are made to the Human Resources Department
11. This is a pilot program and is subject to cancellation by either party
IAFF members interested in donating leave or in applying to receive donated leave shall complete forms provided by the Human Resources Department. If an applicant for leave is found to meet the criteria set forth herein, Human Resources will determine the availability of and (as applicable) allocation of donated paid leave. Payroll will be notified
in writing of the number of hours to be deducted from each donating employee’s vacation
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balance and transferred to the donee employee(s).
The City reserves the right to modify or terminate this program at any time.
Catastrophic Illness or Injury (also referred to as “medical emergency” in Revenue Ruling 90-29 and Sections 801(c) and 812 of the Merit Rules and Regulations): A non- occupational medical condition of an employee that will require the prolonged absence
of the employee from duty and which will result in a substantial loss of income to the
employee because the employee will have exhausted all paid leave available apart from the Voluntary Employee Leave sharing Program. Non-disability postpartum leave as referenced in Merit Rule 801(b) shall not be considered a catastrophic illness or injury under this Policy.
ARTICLE XXXIII- TUITION REIMBURSEMENT
Section 1. Options.
Effective July 1, 2004 the tuition reimbursement program was amended to provide each employee the option of receiving the $1,000 as taxable cash or as a contribution to deferred compensation. The tuition reimbursement program will be eliminated effective
July 1, 2012 with no further payouts starting in FY 12-13 and on-going.
ARTICLE XXXIV - PER DIEM TRAVEL EXPENSES
Section 1. City Business. Unless other mutually agreeable arrangements are made, representation unit employees who are required to travel away from the City on City business will receive travel expenses, according to City policies which are currently in effect.
ARTICLE XXXV - HOUSE FUND ITEMS
Section 1. Station House Fund. The station house fund per year, per shift employee
shall be $100.00.
Section 2. Non-Food House Items. The City agrees to furnish and maintain each fire station with non-food house fund items: TV purchase and repair. Kitchen cooking utensils, small kitchen appliances and other specific items to be determined by mutual
agreement of the parties will be purchased from the station house fund. The Fire
Fighters agree to maintain the voter registration program. ARTICLE XXXVI - PARKING
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Section 1. Entitlements. Employees in represented classes assigned to Civic Center or adjacent work locations shall be entitled to free parking in the Civic Center Garage, or a commute incentive which will be subject to meet and confer. Employees hired after
July 1, 1994, may initially receive a parking permit for another downtown lot, subject to
availability of space at the Civic Center Garage. Light duty employees assigned to the Civic Center will receive Civic Center parking temporary permits for the duration of the light duty assignment.
ARTICLE XXXVII- GRIEVANCES
The City and the Union agree to establish a grievance procedure as follows:
1. Definition: A grievance is any complaint or dispute regarding the application of interpretation of this Memorandum of Understanding, Department rules, regulations, policies or procedures relating to wages, hours or other terms and conditions of employment.
2. Any non-probationary employee represented by the Union may file and process a grievance. Such aggrieved employees may be represented by the Union or may represent themselves in preparing and presenting their grievance at any level of review. The Union may file a grievance when a Union right not directly related to
an individual employee becomes subject to dispute.
3. Any retroactivity on monetary grievances shall be limited to the date of occurrence, except in no case will retroactivity be granted prior to three months
before the grievance was filed in writing.
4. Written grievances shall be submitted on forms provided by the City or on forms which are mutually agreeable to the City and the Union. The Union shall deliver a copy of a written grievance to the Human Resources Department Director on
the same date that it is first filed with another City representative under the provisions of the below grievance procedure.
5. The time limits specified in this section may be extended by mutual agreement in
writing of the aggrieved employee or Union and the reviewer concerned. Should a decision not be rendered within a stipulated time limit, the aggrieved employee may immediately appeal to the next step. The grievance will be considered settled if the decision of any step is not appealed within the specified time limit.
6. If a grievance is related to a promotional process to positions within the representation unit, Step I shall be directed to the Deputy Fire Chief (or Fire Marshal for FPB positions).
7. Step I. The aggrieved employee will first attempt to resolve the grievance through
informal discussions with the immediate supervisor by the end of the tenth business day following the discovery of the incident upon which the grievance is
33
based. Every attempt will be made to settle the issue at this level.
Step II. If the grievance is not resolved through informal discussion, it may be
submitted in writing to the Battalion Chief (Deputy Fire Chief for Captain grievances) within ten business days of the informal discussion. The Battalion Chief/Assistant Fire Chief will have ten business days from receipt of the grievance to review the matter and prepare a written response. If the grievance
is denied, the response shall contain the reasons therefore.
Step III. If the grievance is not resolved in Step II, it may be submitted in writing to the Fire Chief within ten business days of receipt of the Battalion Chief's/ Deputy Fire Chief's written response. The Fire Chief will have ten business days
from receipt of the grievance to review the matter and prepare a written response.
If the grievance is denied, the response shall contain the reasons therefore.
Step IV. If the grievance is not resolved in Step III, the aggrieved employee may submit the grievance to the City Manager for final determination or to bindinggrievance arbitration. All Step IV appeals must be filed in writing at the Human Resources Department Office within ten business days of receipt of the
Fire Chief's response under Step III. All hearings before the City Manager shall
be pursuant to the rules and regulations set forth in the City of Palo Alto Merit Rules and Regulations. Hearings before an arbitrator will be as set forth below.
In the event the aggrieved employee decides to proceed to arbitration, he/she
shall select jointly with the Director of Human Resources an arbitrator. If the
parties are unable to agree on an arbitrator, they shall jointly request a panel of five qualified and experienced arbitrators from the State Conciliation Service. Upon receipt of the list of arbitrators, the names shall be alternately struck until one name remains who shall serve as arbitrator. The arbitrator shall be jointly
contacted by the parties.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine compliance with the provisions of the Memorandum of Agreement and such Merit System rules, regulations, policies, procedures, City ordinances or
regulations relating to terms or conditions of employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be necessary to the determination of grievances appealed to the arbitrator. The arbitrator shall be without power to make any decision: a. Regarding matters of interest. b. Contrary to, or inconsistent with or modifying in any way, the terms of this Memorandum of Agreement. c. Granting any wage increases or decreases.
d. Granting pay or benefits for any period of time prior to the execution date of
this Memorandum of Agreement.
34
Where either party seeks arbitration and the other party claims the matter is not subject to the arbitration provisions of the Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using the standards and
criteria set forth in this Memorandum of Agreement.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers which by State law or City Charter the City cannot delegate or relinquish. Copies of the arbitrator's decision shall be submitted to the City and
the aggrieved employee. All direct costs emanating from the arbitration procedure
shall be shared equally by the City and the aggrieved employee or the Union.
It is further agreed that the provisions of this section shall be incorporated as part
of Chapter 11 of the City of Palo Alto Merit System Rules and Regulations.
Existing procedures set forth in Chapter 11, to the extent they are inconsistent with the provisions contained herein, are superseded.
ARTICLE XXXVIII- SAFETY COMMITTEE
Section 1. Committee A Safety Committee comprised of four representation unit members appointed by the Union, and at least two members of Management, will continue to meet. The Committee may make safety recommendations to the Fire Chief regarding equipment, vehicles and apparatus and may review all accidents involving
represented personnel. Management shall inform the Safety Committee of all accidents
involving injuries to represented personnel.
ARTICLE XXXIX – MISCELLANEOUS
Section 1. Section 1. Uniforms.
The value of the purchase, rental and/or maintenance of the required
uniforms shall be reported as special compensation to the extent legally
permissible, pursuant to Title 2 CCR, Section 571(a)(5) as Uniform
Allowance. Based upon existing uniform standards and the City’s cost
experience, the value of this benefit shall be reported as $15.31 per pay
period.
The City will supply complete uniforms as described in Fire Department
Policy 1031. The City will issue four T-shirts to each uniformed employee
each July These T-shirts are for use on duty only and will be maintained by
the employee.
35
Section 2. Removal of Disciplinary Actions. Records of disciplinary actions shall be removed from the personnel file of a representation unit employee upon written request by the employee after a period of three years, or sooner if mutually agreed by the Fire
Chief and the employee.
ARTICLE XL - FULL UNDERSTANDING
Section 1. Full and Entire Understanding. The Memorandum of Agreement contains
the full and entire understanding of the parties regarding the matters set forth herein.
Section 2. Fair Labor Standards Act. Compensatory time off with Management approval may be used as an alternative to overtime compensation only within the 27-
day work period within which the overtime is worked.
Section 3. Severability. Should any of the provisions herein contained be rendered or declared invalid by reason of any existing State or Federal legislation or by reason of State or U.S. Supreme Court ruling, such invalidation of such part or portion of this
Memorandum of Agreement shall not invalidate the remaining portions hereof, and they
shall remain in full force and effect, insofar as such remaining portions are severable.
Section 4. Good Faith. It is the intent of the parties that ordinances, resolutions, rules and regulations enacted pursuant to this Memorandum of Understanding be
administered and observed in good faith.
Section 5. Merit System Rules and Regulations. During the term of this Memorandum of Agreement, Management may propose certain changes in the City Merit System Rules and Regulations. With regard to such changes which pertain to the representation
unit, the parties agree to review, and upon request, meet and confer regarding the changes.
Section 6. Station Consolidation or Relocation . During the term of this agreement, at management request, the parties agree to meet and confer with regard to issues pertaining to fire station consolidation or relocation.
Section 7. Meet and Confer. Nothing in this agreement shall preclude the parties from
mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement.
ARTICLE XLI – 48/96 Work Schedule
The regular schedule for 56 hour personnel will be under a “48/96” model. With the adoption of this “48/96” schedule the parties agreed to revise Fire Department policy 205.6 typical workday and 1009.8.1 Reporting for Duty- Holidays. ARTICLE XLII – FUTURE SERVICE DELIVERY MODELS
36
Effective upon request of the City, the parties will meet and confer in good faith regarding the service delivery model of current inspection services and transport during
the term of this Agreement.
ARTICLE XLIII - DURATION
This Memorandum of Agreement shall become effective upon ratification by both
parties hereto and remain in effect through June 30, 2025.
38
EXECUTED: FOR: FOR: INTERNATIONAL ASSOCIATION CITY OF PALO ALTO FIRE FIGHTERS
__
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__________
__________
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
1 29.99$ 1 31.20$
2 31.57$ 2 32.84$
3 33.23$ 3 34.57$
4 34.98$ 4 36.39$
5 36.82$ 6,382$ 76,586$ 5 38.30$ 6,639$ 79,664$
1 35.04$ 1 36.44$
2 36.88$ 2 38.36$
3 38.82$ 3 40.38$
4 40.86$ 4 42.50$
5 43.01$ 7,455$ 89,461$ 5 44.74$ 7,755$ 93,059$
1 37.52$ 1 39.02$
2 39.49$ 2 41.07$
3 41.57$ 3 43.23$
4 43.76$ 4 45.51$
5 46.06$ 7,984$ 95,805$ 5 47.91$ 8,304$ 99,653$
1 31.15$ 1 32.40$
2 32.79$ 2 34.11$
3 34.52$ 3 35.90$
4 36.34$ 4 37.79$
5 38.25$ 6,630$ 79,560$ 5 39.78$ 6,895$ 82,742$
1 33.85$ 1 35.21$
2 35.63$ 2 37.06$
3 37.50$ 3 39.01$
4 39.47$ 4 41.06$
5 41.55$ 7,202$ 86,424$ 5 43.22$ 7,491$ 89,898$
1 36.27$ 1 37.73$
2 38.18$ 2 39.72$
3 40.19$ 3 41.81$
4 42.31$ 4 44.01$
5 44.54$ 7,720$ 92,643$ 5 46.33$ 8,031$ 96,366$
1 31.83$ 1 33.12$
2 33.51$ 2 34.86$
3 35.27$ 3 36.69$
4 37.13$ 4 38.62$
5 39.08$ 6,774$ 81,286$ 5 40.65$ 7,046$ 84,552$
1 34.05$ 1 35.43$
2 35.84$ 2 37.29$
3 37.73$ 3 39.25$
4 39.72$ 4 41.32$
5 41.81$ 7,247$ 86,965$ 5 43.49$ 7,538$ 90,459$
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
Administrative Associate II
206 Non‐Exempt Acct Assistant
204 Non‐Exempt Acct Spec
296 Non‐Exempt Administrative Associate III
Non‐Exempt Animal Control Off
312 Non‐Exempt Animal Control Off - L
276
295 Non‐Exempt
207 Non‐Exempt Acct Spec-Lead
294 Non‐Exempt Administrative Associate I
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 42.63$ 1 44.34$
2 44.87$ 2 46.67$
3 47.23$ 3 49.13$
4 49.72$ 4 51.72$
5 52.34$ 9,072$ 108,867$ 5 54.44$ 9,436$ 113,235$
1 57.86$ 1 60.19$
2 60.91$ 2 63.36$
3 64.12$ 3 66.69$
4 67.49$ 4 70.20$
5 71.04$ 12,314$ 147,763$ 5 73.89$ 12,808$ 153,691$
1 46.42$ 1 48.28$
2 48.86$ 2 50.82$
3 51.43$ 3 53.49$
4 54.14$ 4 56.31$
5 56.99$ 9,878$ 118,539$ 5 59.27$ 10,273$ 123,282$
1 61.62$ 1 64.08$
2 64.86$ 2 67.45$
3 68.27$ 3 71.00$
4 71.86$ 4 74.74$
5 75.64$ 13,111$ 157,331$ 5 78.67$ 13,636$ 163,634$
1 53.72$ 1 55.87$
2 56.55$ 2 58.81$
3 59.53$ 3 61.91$
4 62.66$ 4 65.17$
5 65.96$ 11,433$ 137,197$ 5 68.60$ 11,891$ 142,688$
1 52.42$ 1 54.52$
2 55.18$ 2 57.39$
3 58.08$ 3 60.41$
4 61.14$ 4 63.59$
5 64.36$ 11,156$ 133,869$ 5 66.94$ 11,603$ 139,235$
1 55.64$ 1 57.86$
2 58.57$ 2 60.91$
3 61.65$ 3 64.12$
4 64.89$ 4 67.49$
5 68.30$ 11,839$ 142,064$ 5 71.04$ 12,314$ 147,763$
1 48.51$ 1 50.45$
2 51.06$ 2 53.11$
3 53.75$ 3 55.91$
4 56.58$ 4 58.85$
5 59.56$ 10,324$ 123,885$ 5 61.95$ 10,738$ 128,856$
244 Non‐Exempt Assoc Buyer
333
269 Non‐Exempt Assoc Res Planner
330 Non‐Exempt Asst Engineer
353 Non‐Exempt Assoc Planner
247 Non‐Exempt Assoc Power Engr
Non‐Exempt Assoc Engineer
256 Non‐Exempt Asst Power Engr
268 Non‐Exempt Asst Res Planner
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 48.56$ 1 50.50$
2 51.12$ 2 53.16$
3 53.81$ 3 55.96$
4 56.64$ 4 58.91$
5 59.62$ 10,334$ 124,010$ 5 62.01$ 10,748$ 128,981$
1 51.85$ 1 53.92$
2 54.58$ 2 56.76$
3 57.45$ 3 59.75$
4 60.47$ 4 62.89$
5 63.65$ 11,033$ 132,392$ 5 66.20$ 11,475$ 137,696$
1 27.94$ 1 29.07$
2 29.41$ 2 30.60$
3 30.96$ 3 32.21$
4 32.59$ 4 33.91$
5 34.31$ 5,947$ 71,365$ 5 35.69$ 6,186$ 74,235$
1 29.91$ 1 31.11$
2 31.48$ 2 32.75$
3 33.14$ 3 34.47$
4 34.88$ 4 36.28$
5 36.72$ 6,365$ 76,378$ 5 38.19$ 6,620$ 79,435$
1 37.64$ 1 39.16$
2 39.62$ 2 41.22$
3 41.71$ 3 43.39$
4 43.91$ 4 45.67$
5 46.22$ 8,011$ 96,138$ 5 48.07$ 8,332$ 99,986$
1 66.45$ 1 69.12$
2 69.95$ 2 72.76$
3 73.63$ 3 76.59$
4 77.51$ 4 80.62$
5 81.59$ 14,142$ 169,707$ 5 84.86$ 14,709$ 176,509$
1 66.45$ 1 69.12$
2 69.95$ 2 72.76$
3 73.63$ 3 76.59$
4 77.51$ 4 80.62$
5 81.59$ 14,142$ 169,707$ 5 84.86$ 14,709$ 176,509$
1 46.94$ 1 48.82$
2 49.41$ 2 51.39$
3 52.01$ 3 54.09$
4 54.75$ 4 56.94$
5 57.63$ 9,989$ 119,870$ 5 59.94$ 10,390$ 124,675$
3400 Non‐Exempt Business Analyst - S
212 Non‐Exempt Buyer
355 Non‐Exempt Bldg/Plg Technician
340 Non‐Exempt Business Analyst
370 Non‐Exempt Bldg Serviceperson
371 Non‐Exempt Bldg Serviceperson-L
299 Non‐Exempt Bldg Inspector
300 Non‐Exempt Bldg Inspector Spec
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 47.49$ 1 49.39$
2 49.99$ 2 51.99$
3 52.62$ 3 54.73$
4 55.39$ 4 57.61$
5 58.30$ 10,105$ 121,264$ 5 60.64$ 10,511$ 126,131$
1 58.26$ 1 60.61$
2 61.33$ 2 63.80$
3 64.56$ 3 67.16$
4 67.96$ 4 70.69$
5 71.54$ 12,400$ 148,803$ 5 74.41$ 12,898$ 154,773$
1 49.61$ 1 51.59$
2 52.22$ 2 54.31$
3 54.97$ 3 57.17$
4 57.86$ 4 60.18$
5 60.91$ 10,558$ 126,693$ 5 63.35$ 10,981$ 131,768$
1 40.34$ 1 41.95$
2 42.46$ 2 44.16$
3 44.69$ 3 46.48$
4 47.04$ 4 48.93$
5 49.52$ 8,583$ 103,002$ 5 51.51$ 8,928$ 107,141$
1 43.13$ 1 44.86$
2 45.40$ 2 47.22$
3 47.79$ 3 49.71$
4 50.31$ 4 52.33$
5 52.96$ 9,180$ 110,157$ 5 55.08$ 9,547$ 114,566$
1 48.06$ 1 49.98$
2 50.59$ 2 52.61$
3 53.25$ 3 55.38$
4 56.05$ 4 58.29$
5 59.00$ 10,227$ 122,720$ 5 61.36$ 10,636$ 127,629$
1 51.95$ 1 54.04$
2 54.68$ 2 56.88$
3 57.56$ 3 59.87$
4 60.59$ 4 63.02$
5 63.78$ 11,055$ 132,662$ 5 66.34$ 11,499$ 137,987$
1 46.66$ 1 48.53$
2 49.12$ 2 51.08$
3 51.70$ 3 53.77$
4 54.42$ 4 56.60$
5 57.28$ 9,929$ 119,142$ 5 59.58$ 10,327$ 123,926$
239 Non‐Exempt Chf Inspec WGW
301 Non‐Exempt Code Enforcement Off
409 Non‐Exempt Cement Finisher Lead
502 Non‐Exempt Chemist
208 Non‐Exempt CDBG Coordinator
408 Non‐Exempt Cement Finisher
464 Non‐Exempt Cathodic Protection Tech Assistant
536 Non‐Exempt Cathodic Tech
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 49.91$ 1 51.90$
2 52.54$ 2 54.63$
3 55.30$ 3 57.51$
4 58.21$ 4 60.54$
5 61.27$ 10,620$ 127,442$ 5 63.73$ 11,047$ 132,558$
1 46.35$ 1 48.21$
2 48.79$ 2 50.75$
3 51.36$ 3 53.42$
4 54.06$ 4 56.23$
5 56.91$ 9,864$ 118,373$ 5 59.19$ 10,260$ 123,115$
1 35.16$ 1 36.58$
2 37.01$ 2 38.50$
3 38.96$ 3 40.53$
4 41.01$ 4 42.66$
5 43.17$ 7,483$ 89,794$ 5 44.90$ 7,783$ 93,392$
1 37.60$ 1 39.10$
2 39.58$ 2 41.16$
3 41.66$ 3 43.33$
4 43.85$ 4 45.61$
5 46.16$ 8,001$ 96,013$ 5 48.01$ 8,322$ 99,861$
1 48.43$ 1 50.36$
2 50.98$ 2 53.01$
3 53.66$ 3 55.80$
4 56.48$ 4 58.74$
5 59.45$ 10,305$ 123,656$ 5 61.83$ 10,717$ 128,606$
1 48.43$ 1 50.36$
2 50.98$ 2 53.01$
3 53.66$ 3 55.80$
4 56.48$ 4 58.74$
5 59.45$ 10,305$ 123,656$ 5 61.83$ 10,717$ 128,606$
1 46.36$ 1 48.22$
2 48.80$ 2 50.76$
3 51.37$ 3 53.43$
4 54.07$ 4 56.24$
5 56.92$ 9,866$ 118,394$ 5 59.20$ 10,261$ 123,136$
1 46.02$ 1 47.85$
2 48.44$ 2 50.37$
3 50.99$ 3 53.02$
4 53.67$ 4 55.81$
5 56.49$ 9,792$ 117,499$ 5 58.75$ 10,183$ 122,200$
Non‐Exempt Coord Pub Wks Proj
255 Non‐Exempt Coord Library Prog
342
341 Non‐Exempt Coor Trans Sys Mgmt
3410 Non‐Exempt Coor Trans Sys Mgmt - S
702 Non‐Exempt Community Serv Offcr
320 Non‐Exempt Community Service Officer - Lead
560 Non‐Exempt Code Enforcement Off - L
306 Non‐Exempt Comm Tech
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 39.52$ 1 41.11$
2 41.60$ 2 43.27$
3 43.79$ 3 45.55$
4 46.09$ 4 47.95$
5 48.52$ 8,410$ 100,922$ 5 50.47$ 8,748$ 104,978$
1 49.69$ 1 51.68$
2 52.30$ 2 54.40$
3 55.05$ 3 57.26$
4 57.95$ 4 60.27$
5 61.00$ 10,573$ 126,880$ 5 63.44$ 10,996$ 131,955$
1 49.69$ 1 51.68$
2 52.30$ 2 54.40$
3 55.05$ 3 57.26$
4 57.95$ 4 60.27$
5 61.00$ 10,573$ 126,880$ 5 63.44$ 10,996$ 131,955$
1 44.16$ 1 45.93$
2 46.48$ 2 48.35$
3 48.93$ 3 50.89$
4 51.51$ 4 53.57$
5 54.22$ 9,398$ 112,778$ 5 56.39$ 9,774$ 117,291$
1 45.76$ 1 47.59$
2 48.17$ 2 50.09$
3 50.70$ 3 52.73$
4 53.37$ 4 55.51$
5 56.18$ 9,738$ 116,854$ 5 58.43$ 10,128$ 121,534$
1 45.76$ 1 47.59$
2 48.17$ 2 50.09$
3 50.70$ 3 52.73$
4 53.37$ 4 55.51$
5 56.18$ 9,738$ 116,854$ 5 58.43$ 10,128$ 121,534$
1 38.69$ 1 40.25$
2 40.73$ 2 42.37$
3 42.87$ 3 44.60$
4 45.13$ 4 46.95$
5 47.51$ 8,235$ 98,821$ 5 49.42$ 8,566$ 102,794$
1 32.92$ 1 34.23$
2 34.65$ 2 36.03$
3 36.47$ 3 37.93$
4 38.39$ 4 39.93$
5 40.41$ 7,004$ 84,053$ 5 42.03$ 7,285$ 87,422$
415 Non‐Exempt Cust Srv Specialist-L
218 Non‐Exempt Cust Svc Represent
205 Non‐Exempt Court Liaison Officer
242 Non‐Exempt Coord Zero Waste
317 Non‐Exempt Coord Rec Prog
344 Non‐Exempt Coord Utility Proj
214 Non‐Exempt Crime Analyst
3440 Non‐Exempt Coord Utility Proj - S
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 36.20$ 1 37.64$
2 38.10$ 2 39.62$
3 40.10$ 3 41.71$
4 42.21$ 4 43.90$
5 44.43$ 7,701$ 92,414$ 5 46.21$ 8,010$ 96,117$
1 44.86$ 1 46.66$
2 47.22$ 2 49.12$
3 49.71$ 3 51.71$
4 52.33$ 4 54.43$
5 55.08$ 9,547$ 114,566$ 5 57.29$ 9,930$ 119,163$
1 37.31$ 1 38.82$
2 39.27$ 2 40.86$
3 41.34$ 3 43.01$
4 43.52$ 4 45.27$
5 45.81$ 7,940$ 95,285$ 5 47.65$ 8,259$ 99,112$
1 42.39$ 1 44.09$
2 44.62$ 2 46.41$
3 46.97$ 3 48.85$
4 49.44$ 4 51.42$
5 52.04$ 9,020$ 108,243$ 5 54.13$ 9,383$ 112,590$
1 46.75$ 1 48.63$
2 49.21$ 2 51.19$
3 51.80$ 3 53.88$
4 54.53$ 4 56.72$
5 57.40$ 9,949$ 119,392$ 5 59.70$ 10,348$ 124,176$
1 42.05$ 1 43.74$
2 44.26$ 2 46.04$
3 46.59$ 3 48.46$
4 49.04$ 4 51.01$
5 51.62$ 8,947$ 107,370$ 5 53.69$ 9,306$ 111,675$
1 52.96$ 1 55.09$
2 55.75$ 2 57.99$
3 58.68$ 3 61.04$
4 61.77$ 4 64.25$
5 65.02$ 11,270$ 135,242$ 5 67.63$ 11,723$ 140,670$
1 73.81$ 1 76.76$
2 77.69$ 2 80.80$
3 81.78$ 3 85.05$
4 86.08$ 4 89.53$
5 90.61$ 15,706$ 188,469$ 5 94.24$ 16,335$ 196,019$
Electric Project EngineerNon‐Exempt345
533 Non‐Exempt Elec Asst I
267 Non‐Exempt Elec Undgd Inspec
Non‐Exempt Desktop Technician
516 Non‐Exempt Development Project Coordinator III
514 Non‐Exempt Development Project Coordinator I
515 Non‐Exempt Development Project Coordinator II
217 Non‐Exempt Cust Svc Spec
260
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 73.81$ 1 76.76$
2 77.69$ 2 80.80$
3 81.78$ 3 85.05$
4 86.08$ 4 89.53$
5 90.61$ 15,706$ 188,469$ 5 94.24$ 16,335$ 196,019$
1 56.63$ 1 58.91$
2 59.61$ 2 62.01$
3 62.75$ 3 65.27$
4 66.05$ 4 68.70$
5 69.53$ 12,052$ 144,622$ 5 72.32$ 12,535$ 150,426$
1 54.11$ 1 56.29$
2 56.96$ 2 59.25$
3 59.96$ 3 62.37$
4 63.12$ 4 65.65$
5 66.44$ 11,516$ 138,195$ 5 69.10$ 11,977$ 143,728$
1 51.31$ 1 53.35$
2 54.01$ 2 56.16$
3 56.85$ 3 59.12$
4 59.84$ 4 62.23$
5 62.99$ 10,918$ 131,019$ 5 65.51$ 11,355$ 136,261$
1 48.57$ 1 50.51$
2 51.13$ 2 53.17$
3 53.82$ 3 55.97$
4 56.65$ 4 58.92$
5 59.63$ 10,336$ 124,030$ 5 62.02$ 10,750$ 129,002$
1 54.95$ 1 57.13$
2 57.84$ 2 60.14$
3 60.88$ 3 63.31$
4 64.08$ 4 66.64$
5 67.45$ 11,691$ 140,296$ 5 70.15$ 12,159$ 145,912$
1 36.27$ 1 37.73$
2 38.18$ 2 39.72$
3 40.19$ 3 41.81$
4 42.31$ 4 44.01$
5 44.54$ 7,720$ 92,643$ 5 46.33$ 8,031$ 96,366$
1 36.16$ 1 37.61$
2 38.06$ 2 39.59$
3 40.06$ 3 41.67$
4 42.17$ 4 43.86$
5 44.39$ 7,694$ 92,331$ 5 46.17$ 8,003$ 96,034$
Electric Project Engineer - S
Electric Underground Inspector -
Lead
Electrical Equipment Tech
Electrician
Electrician-Appren
Electrician-Lead
Emergency Med Svs Data
Specialist
Eng Tech I
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
3450
292
527
530
529
535
399
311
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 65.18$ 1 67.79$
2 68.61$ 2 71.36$
3 72.22$ 3 75.12$
4 76.02$ 4 79.07$
5 80.02$ 13,870$ 166,442$ 5 83.23$ 14,427$ 173,118$
1 39.11$ 1 40.69$
2 41.17$ 2 42.83$
3 43.34$ 3 45.08$
4 45.62$ 4 47.45$
5 48.02$ 8,323$ 99,882$ 5 49.95$ 8,658$ 103,896$
1 43.68$ 1 45.43$
2 45.98$ 2 47.82$
3 48.40$ 3 50.34$
4 50.95$ 4 52.99$
5 53.63$ 9,296$ 111,550$ 5 55.78$ 9,669$ 116,022$
1 53.45$ 1 55.59$
2 56.26$ 2 58.52$
3 59.22$ 3 61.60$
4 62.34$ 4 64.84$
5 65.62$ 11,374$ 136,490$ 5 68.25$ 11,830$ 141,960$
1 30.67$ 1 31.89$
2 32.28$ 2 33.57$
3 33.98$ 3 35.34$
4 35.77$ 4 37.20$
5 37.65$ 6,526$ 78,312$ 5 39.16$ 6,788$ 81,453$
1 39.55$ 1 41.14$
2 41.63$ 2 43.30$
3 43.82$ 3 45.58$
4 46.13$ 4 47.98$
5 48.56$ 8,417$ 101,005$ 5 50.51$ 8,755$ 105,061$
1 42.32$ 1 44.01$
2 44.55$ 2 46.33$
3 46.89$ 3 48.77$
4 49.36$ 4 51.34$
5 51.96$ 9,006$ 108,077$ 5 54.04$ 9,367$ 112,403$
1 34.63$ 1 36.02$
2 36.45$ 2 37.92$
3 38.37$ 3 39.92$
4 40.39$ 4 42.02$
5 42.52$ 7,370$ 88,442$ 5 44.23$ 7,667$ 91,998$
Engineer
Engr Tech II
Engr Tech III
Environmental Spec
Equip Maint Serv Per
Equip Operator
Equip Operator - Lead
Equip Parts Tech
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
332
323
319
257
211
396
397
250
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 30.96$ 1 32.19$
2 32.59$ 2 33.88$
3 34.30$ 3 35.66$
4 36.10$ 4 37.54$
5 38.00$ 6,587$ 79,040$ 5 39.52$ 6,850$ 82,202$
1 41.93$ 1 43.60$
2 44.14$ 2 45.89$
3 46.46$ 3 48.31$
4 48.90$ 4 50.85$
5 51.47$ 8,921$ 107,058$ 5 53.53$ 9,279$ 111,342$
1 42.52$ 1 44.23$
2 44.76$ 2 46.56$
3 47.12$ 3 49.01$
4 49.60$ 4 51.59$
5 52.21$ 9,050$ 108,597$ 5 54.30$ 9,412$ 112,944$
1 52.08$ 1 54.17$
2 54.82$ 2 57.02$
3 57.71$ 3 60.02$
4 60.75$ 4 63.18$
5 63.95$ 11,085$ 133,016$ 5 66.51$ 11,528$ 138,341$
1 40.34$ 1 41.95$
2 42.46$ 2 44.16$
3 44.69$ 3 46.48$
4 47.04$ 4 48.93$
5 49.52$ 8,583$ 103,002$ 5 51.51$ 8,928$ 107,141$
1 41.93$ 1 43.60$
2 44.14$ 2 45.89$
3 46.46$ 3 48.31$
4 48.90$ 4 50.85$
5 51.47$ 8,921$ 107,058$ 5 53.53$ 9,279$ 111,342$
1 39.47$ 1 41.06$
2 41.55$ 2 43.22$
3 43.74$ 3 45.49$
4 46.04$ 4 47.88$
5 48.46$ 8,400$ 100,797$ 5 50.40$ 8,736$ 104,832$
1 41.24$ 1 42.88$
2 43.41$ 2 45.14$
3 45.69$ 3 47.52$
4 48.09$ 4 50.02$
5 50.62$ 8,774$ 105,290$ 5 52.65$ 9,126$ 109,512$
Non‐Exempt Facilities Carpenter
Facilities Asst
Facilities Elect
Facilities Maint-L
Facilities Painter
Facilities Tech
Field Service Pers WGW
Fleet Svcs Coord
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
375
373
377
376
462
383
203
374
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 44.92$ 1 46.72$
2 47.28$ 2 49.18$
3 49.77$ 3 51.77$
4 52.39$ 4 54.49$
5 55.15$ 9,559$ 114,712$ 5 57.36$ 9,942$ 119,309$
1 47.18$ 1 49.07$
2 49.66$ 2 51.65$
3 52.27$ 3 54.37$
4 55.02$ 4 57.23$
5 57.92$ 10,039$ 120,474$ 5 60.24$ 10,442$ 125,299$
1 47.18$ 1 49.07$
2 49.66$ 2 51.65$
3 52.27$ 3 54.37$
4 55.02$ 4 57.23$
5 57.92$ 10,039$ 120,474$ 5 60.24$ 10,442$ 125,299$
1 47.18$ 1 49.07$
2 49.66$ 2 51.65$
3 52.27$ 3 54.37$
4 55.02$ 4 57.23$
5 57.92$ 10,039$ 120,474$ 5 60.24$ 10,442$ 125,299$
1 55.79$ 1 58.03$
2 58.73$ 2 61.08$
3 61.82$ 3 64.29$
4 65.07$ 4 67.67$
5 68.49$ 11,872$ 142,459$ 5 71.23$ 12,347$ 148,158$
1 47.34$ 1 49.24$
2 49.83$ 2 51.83$
3 52.45$ 3 54.56$
4 55.21$ 4 57.43$
5 58.12$ 10,074$ 120,890$ 5 60.45$ 10,478$ 125,736$
1 50.62$ 1 52.64$
2 53.28$ 2 55.41$
3 56.08$ 3 58.33$
4 59.03$ 4 61.40$
5 62.14$ 10,771$ 129,251$ 5 64.63$ 11,203$ 134,430$
1 50.27$ 1 52.29$
2 52.92$ 2 55.04$
3 55.71$ 3 57.94$
4 58.64$ 4 60.99$
5 61.73$ 10,700$ 128,398$ 5 64.20$ 11,128$ 133,536$
Assistant Gas and Water
Measurement and Control
Technician
Gas and Water Measurement and
Control Technician
Geographic Inform Syst Specialist
Heavy Equip Oper
Heavy Equip Oper-L
Electric Heavy Equip Oper
Assistant Gas Measurement and
Control Technician
Gas Measurement and Control
Technician
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
417
416
398
390
391
571
419
418
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 46.93$ 1 48.81$
2 49.40$ 2 51.38$
3 52.00$ 3 54.08$
4 54.74$ 4 56.93$
5 57.62$ 9,987$ 119,850$ 5 59.93$ 10,388$ 124,654$
1 44.91$ 1 46.71$
2 47.27$ 2 49.17$
3 49.76$ 3 51.76$
4 52.38$ 4 54.48$
5 55.14$ 9,558$ 114,691$ 5 57.35$ 9,941$ 119,288$
1 50.45$ 1 52.48$
2 53.11$ 2 55.24$
3 55.91$ 3 58.15$
4 58.85$ 4 61.21$
5 61.95$ 10,738$ 128,856$ 5 64.43$ 11,168$ 134,014$
1 40.56$ 1 42.18$
2 42.69$ 2 44.40$
3 44.94$ 3 46.74$
4 47.30$ 4 49.20$
5 49.79$ 8,630$ 103,563$ 5 51.79$ 8,977$ 107,723$
1 46.90$ 1 48.79$
2 49.37$ 2 51.36$
3 51.97$ 3 54.06$
4 54.70$ 4 56.90$
5 57.58$ 9,981$ 119,766$ 5 59.89$ 10,381$ 124,571$
1 48.38$ 1 50.32$
2 50.93$ 2 52.97$
3 53.61$ 3 55.76$
4 56.43$ 4 58.69$
5 59.40$ 10,296$ 123,552$ 5 61.78$ 10,709$ 128,502$
1 35.35$ 1 36.77$
2 37.21$ 2 38.70$
3 39.17$ 3 40.74$
4 41.23$ 4 42.88$
5 43.40$ 7,523$ 90,272$ 5 45.14$ 7,824$ 93,891$
1 42.99$ 1 44.72$
2 45.25$ 2 47.07$
3 47.63$ 3 49.55$
4 50.14$ 4 52.16$
5 52.78$ 9,149$ 109,782$ 5 54.90$ 9,516$ 114,192$
Ind Waste Inspec
Ind Waste Invtgtr
Industrial Waste Technician
Inspector, Field Svc
Instrum Elec
Educator
Laboratory Tech Wqc
WGW Heavy Equip Oper
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
508
258
365
227
308
293
503
572
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 47.62$ 1 49.53$
2 50.13$ 2 52.14$
3 52.77$ 3 54.88$
4 55.55$ 4 57.77$
5 58.47$ 10,135$ 121,618$ 5 60.81$ 10,540$ 126,485$
1 37.44$ 1 38.93$
2 39.41$ 2 40.98$
3 41.48$ 3 43.14$
4 43.66$ 4 45.41$
5 45.96$ 7,966$ 95,597$ 5 47.80$ 8,285$ 99,424$
1 34.33$ 1 35.71$
2 36.14$ 2 37.59$
3 38.04$ 3 39.57$
4 40.04$ 4 41.65$
5 42.15$ 7,306$ 87,672$ 5 43.84$ 7,599$ 91,187$
1 32.49$ 1 33.79$
2 34.20$ 2 35.57$
3 36.00$ 3 37.44$
4 37.89$ 4 39.41$
5 39.88$ 6,913$ 82,950$ 5 41.48$ 7,190$ 86,278$
1 72.85$ 1 75.76$
2 76.68$ 2 79.75$
3 80.72$ 3 83.95$
4 84.97$ 4 88.37$
5 89.44$ 15,503$ 186,035$ 5 93.02$ 16,123$ 193,482$
1 77.95$ 1 81.06$
2 82.05$ 2 85.33$
3 86.37$ 3 89.82$
4 90.92$ 4 94.55$
5 95.70$ 16,588$ 199,056$ 5 99.53$ 17,252$ 207,022$
1 69.39$ 1 72.16$
2 73.04$ 2 75.96$
3 76.88$ 3 79.96$
4 80.93$ 4 84.17$
5 85.19$ 14,766$ 177,195$ 5 88.60$ 15,357$ 184,288$
1 74.20$ 1 77.18$
2 78.11$ 2 81.24$
3 82.22$ 3 85.52$
4 86.55$ 4 90.02$
5 91.11$ 15,792$ 189,509$ 5 94.76$ 16,425$ 197,101$
Library Associate
Library Specialist
Lineper/Cable Spl
Lineper/Cable Spl-L
Lineperson/Cable Spl-T
Lineperson/Cable Spl-TL
Landfill Technician
Librarian
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
252
253
541
542
531
532
413
254
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 62.59$ 1 65.08$
2 65.88$ 2 68.51$
3 69.35$ 3 72.12$
4 73.00$ 4 75.92$
5 76.84$ 13,319$ 159,827$ 5 79.92$ 13,853$ 166,234$
1 26.51$ 1 27.58$
2 27.90$ 2 29.03$
3 29.37$ 3 30.56$
4 30.92$ 4 32.17$
5 32.55$ 5,642$ 67,704$ 5 33.86$ 5,869$ 70,429$
1 47.43$ 1 49.33$
2 49.93$ 2 51.93$
3 52.56$ 3 54.66$
4 55.33$ 4 57.54$
5 58.24$ 10,095$ 121,139$ 5 60.57$ 10,499$ 125,986$
1 39.42$ 1 40.99$
2 41.49$ 2 43.15$
3 43.67$ 3 45.42$
4 45.97$ 4 47.81$
5 48.39$ 8,388$ 100,651$ 5 50.33$ 8,724$ 104,686$
1 39.42$ 1 40.99$
2 41.49$ 2 43.15$
3 43.67$ 3 45.42$
4 45.97$ 4 47.81$
5 48.39$ 8,388$ 100,651$ 5 50.33$ 8,724$ 104,686$
1 65.18$ 1 67.79$
2 68.61$ 2 71.36$
3 72.22$ 3 75.12$
4 76.02$ 4 79.07$
5 80.02$ 13,870$ 166,442$ 5 83.23$ 14,427$ 173,118$
1 33.98$ 1 35.34$
2 35.77$ 2 37.20$
3 37.65$ 3 39.16$
4 39.63$ 4 41.22$
5 41.72$ 7,231$ 86,778$ 5 43.39$ 7,521$ 90,251$
1 36.37$ 1 37.82$
2 38.28$ 2 39.81$
3 40.29$ 3 41.90$
4 42.41$ 4 44.11$
5 44.64$ 7,738$ 92,851$ 5 46.43$ 8,048$ 96,574$
Management Assistant
Management Assistant - S
Marketing Eng
Meter Reader
Meter Reader-Lead
Lnper/Cbl Spl-Appren
Mailing Svcs Spec
Maintenance Mechanic-Welding
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
346
3460
216
241
240
528
213
291
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 40.00$ 1 41.61$
2 42.11$ 2 43.80$
3 44.33$ 3 46.11$
4 46.66$ 4 48.54$
5 49.12$ 8,514$ 102,170$ 5 51.09$ 8,856$ 106,267$
1 63.12$ 1 65.64$
2 66.44$ 2 69.09$
3 69.94$ 3 72.73$
4 73.62$ 4 76.56$
5 77.49$ 13,432$ 161,179$ 5 80.59$ 13,969$ 167,627$
1 67.55$ 1 70.25$
2 71.10$ 2 73.95$
3 74.84$ 3 77.84$
4 78.78$ 4 81.94$
5 82.93$ 14,375$ 172,494$ 5 86.25$ 14,950$ 179,400$
1 45.72$ 1 47.57$
2 48.13$ 2 50.07$
3 50.66$ 3 52.70$
4 53.33$ 4 55.47$
5 56.14$ 9,731$ 116,771$ 5 58.39$ 10,121$ 121,451$
1 46.60$ 1 48.47$
2 49.05$ 2 51.02$
3 51.63$ 3 53.70$
4 54.35$ 4 56.53$
5 57.21$ 9,916$ 118,997$ 5 59.50$ 10,313$ 123,760$
1 40.35$ 1 41.96$
2 42.47$ 2 44.17$
3 44.70$ 3 46.49$
4 47.05$ 4 48.94$
5 49.53$ 8,585$ 103,022$ 5 51.52$ 8,930$ 107,162$
1 43.58$ 1 45.32$
2 45.87$ 2 47.70$
3 48.28$ 3 50.21$
4 50.82$ 4 52.85$
5 53.49$ 9,272$ 111,259$ 5 55.63$ 9,643$ 115,710$
1 30.06$ 1 31.27$
2 31.64$ 2 32.92$
3 33.31$ 3 34.65$
4 35.06$ 4 36.47$
5 36.91$ 6,398$ 76,773$ 5 38.39$ 6,654$ 79,851$
Motor Equip Mech-L
Motor Equipment Mechanic I
Motor Equipment Mechanic II
Offset Equip Op
Meter Shop Lead
Metering Technician
Metering Technician – Lead
Mobile Service Tech
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
381
286
287
230
369
552
553
384
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 76.51$ 1 79.58$
2 80.54$ 2 83.77$
3 84.78$ 3 88.18$
4 89.24$ 4 92.82$
5 93.94$ 16,283$ 195,395$ 5 97.70$ 16,935$ 203,216$
1 40.49$ 1 42.10$
2 42.62$ 2 44.32$
3 44.86$ 3 46.65$
4 47.22$ 4 49.11$
5 49.70$ 8,615$ 103,376$ 5 51.69$ 8,960$ 107,515$
1 34.93$ 1 36.33$
2 36.77$ 2 38.24$
3 38.70$ 3 40.25$
4 40.74$ 4 42.37$
5 42.88$ 7,433$ 89,190$ 5 44.60$ 7,731$ 92,768$
1 37.18$ 1 38.67$
2 39.14$ 2 40.71$
3 41.20$ 3 42.85$
4 43.37$ 4 45.11$
5 45.65$ 7,913$ 94,952$ 5 47.48$ 8,230$ 98,758$
1 59.55$ 1 61.94$
2 62.68$ 2 65.20$
3 65.98$ 3 68.63$
4 69.45$ 4 72.24$
5 73.11$ 12,672$ 152,069$ 5 76.04$ 13,180$ 158,163$
1 37.99$ 1 39.51$
2 39.99$ 2 41.59$
3 42.09$ 3 43.78$
4 44.31$ 4 46.08$
5 46.64$ 8,084$ 97,011$ 5 48.51$ 8,408$ 100,901$
1 41.78$ 1 43.45$
2 43.98$ 2 45.74$
3 46.29$ 3 48.15$
4 48.73$ 4 50.68$
5 51.29$ 8,890$ 106,683$ 5 53.35$ 9,247$ 110,968$
1 41.78$ 1 43.45$
2 43.98$ 2 45.74$
3 46.29$ 3 48.15$
4 48.73$ 4 50.68$
5 51.29$ 8,890$ 106,683$ 5 53.35$ 9,247$ 110,968$
Parks/Golf Crew-Lead
Payroll Analyst
Payroll Analyst - S
Overhead Underground
Troubleman
Park Maint - Lead
Park Maint Person
Park Ranger
Parking Operations Lead
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
460
348
3480
543
452
451
281
570
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 49.61$ 1 51.59$
2 52.22$ 2 54.31$
3 54.97$ 3 57.17$
4 57.86$ 4 60.18$
5 60.91$ 10,558$ 126,693$ 5 63.35$ 10,981$ 131,768$
1 56.81$ 1 59.08$
2 59.80$ 2 62.19$
3 62.95$ 3 65.46$
4 66.26$ 4 68.91$
5 69.75$ 12,090$ 145,080$ 5 72.54$ 12,574$ 150,883$
1 56.81$ 1 59.08$
2 59.80$ 2 62.19$
3 62.95$ 3 65.46$
4 66.26$ 4 68.91$
5 69.75$ 12,090$ 145,080$ 5 72.54$ 12,574$ 150,883$
1 63.30$ 1 65.84$
2 66.63$ 2 69.30$
3 70.14$ 3 72.95$
4 73.83$ 4 76.79$
5 77.72$ 13,471$ 161,658$ 5 80.83$ 14,011$ 168,126$
1 49.29$ 1 51.26$
2 51.88$ 2 53.96$
3 54.61$ 3 56.80$
4 57.48$ 4 59.79$
5 60.51$ 10,488$ 125,861$ 5 62.94$ 10,910$ 130,915$
1 44.76$ 1 46.56$
2 47.12$ 2 49.01$
3 49.60$ 3 51.59$
4 52.21$ 4 54.30$
5 54.96$ 9,526$ 114,317$ 5 57.16$ 9,908$ 118,893$
1 36.40$ 1 37.86$
2 38.32$ 2 39.85$
3 40.34$ 3 41.95$
4 42.46$ 4 44.16$
5 44.69$ 7,746$ 92,955$ 5 46.48$ 8,057$ 96,678$
1 32.34$ 1 33.64$
2 34.04$ 2 35.41$
3 35.83$ 3 37.27$
4 37.72$ 4 39.23$
5 39.70$ 6,881$ 82,576$ 5 41.29$ 7,157$ 85,883$
Police Records Specialist - Lead
Police Records Specialist I
Planner
Planning Arborist
Planning Arborist - S
Plans Check Engr
Plans Examiner
Plant Mechanic
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
321
313
352
347
3470
304
513
517
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 34.03$ 1 35.40$
2 35.82$ 2 37.26$
3 37.70$ 3 39.22$
4 39.68$ 4 41.28$
5 41.77$ 7,240$ 86,882$ 5 43.45$ 7,531$ 90,376$
1 69.59$ 1 72.38$
2 73.25$ 2 76.19$
3 77.11$ 3 80.20$
4 81.17$ 4 84.42$
5 85.44$ 14,810$ 177,715$ 5 88.86$ 15,402$ 184,829$
1 42.85$ 1 44.56$
2 45.11$ 2 46.91$
3 47.48$ 3 49.38$
4 49.98$ 4 51.98$
5 52.61$ 9,119$ 109,429$ 5 54.72$ 9,485$ 113,818$
1 53.69$ 1 55.84$
2 56.52$ 2 58.78$
3 59.49$ 3 61.87$
4 62.62$ 4 65.13$
5 65.92$ 11,426$ 137,114$ 5 68.56$ 11,884$ 142,605$
1 32.40$ 1 33.70$
2 34.10$ 2 35.47$
3 35.89$ 3 37.34$
4 37.78$ 4 39.30$
5 39.77$ 6,893$ 82,722$ 5 41.37$ 7,171$ 86,050$
1 34.34$ 1 35.72$
2 36.15$ 2 37.60$
3 38.05$ 3 39.58$
4 40.05$ 4 41.66$
5 42.16$ 7,308$ 87,693$ 5 43.85$ 7,601$ 91,208$
1 36.91$ 1 38.38$
2 38.85$ 2 40.40$
3 40.89$ 3 42.53$
4 43.04$ 4 44.77$
5 45.31$ 7,854$ 94,245$ 5 47.13$ 8,169$ 98,030$
1 36.98$ 1 38.48$
2 38.93$ 2 40.50$
3 40.98$ 3 42.63$
4 43.14$ 4 44.87$
5 45.41$ 7,871$ 94,453$ 5 47.23$ 8,187$ 98,238$
Program Coordinator
Police Records Specialist II
Power Engr
Prod Arts/Sci Prog
Prog-Analyst
Program Assistant
Program Assistant I
Program Assistant II
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
368
314
246
270
232
265
302
303
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 70.13$ 1 72.95$
2 73.82$ 2 76.79$
3 77.71$ 3 80.83$
4 81.80$ 4 85.08$
5 86.11$ 14,926$ 179,109$ 5 89.56$ 15,524$ 186,285$
1 70.13$ 1 72.95$
2 73.82$ 2 76.79$
3 77.71$ 3 80.83$
4 81.80$ 4 85.08$
5 86.11$ 14,926$ 179,109$ 5 89.56$ 15,524$ 186,285$
1 35.19$ 1 36.59$
2 37.04$ 2 38.52$
3 38.99$ 3 40.55$
4 41.04$ 4 42.68$
5 43.20$ 7,488$ 89,856$ 5 44.93$ 7,788$ 93,454$
1 63.74$ 1 66.28$
2 67.09$ 2 69.77$
3 70.62$ 3 73.44$
4 74.34$ 4 77.31$
5 78.25$ 13,563$ 162,760$ 5 81.38$ 14,106$ 169,270$
1 50.26$ 1 52.27$
2 52.91$ 2 55.02$
3 55.69$ 3 57.92$
4 58.62$ 4 60.97$
5 61.71$ 10,696$ 128,357$ 5 64.18$ 11,125$ 133,494$
1 65.26$ 1 67.86$
2 68.69$ 2 71.43$
3 72.30$ 3 75.19$
4 76.10$ 4 79.15$
5 80.11$ 13,886$ 166,629$ 5 83.32$ 14,442$ 173,306$
1 47.39$ 1 49.29$
2 49.88$ 2 51.88$
3 52.50$ 3 54.61$
4 55.26$ 4 57.48$
5 58.17$ 10,083$ 120,994$ 5 60.50$ 10,487$ 125,840$
1 35.51$ 1 36.94$
2 37.38$ 2 38.88$
3 39.35$ 3 40.93$
4 41.42$ 4 43.08$
5 43.60$ 7,557$ 90,688$ 5 45.35$ 7,861$ 94,328$
Project Engineer
Project Engineer - S
Property Evid Tech
Resource Planner
Restoration Lead
SCADA Technologist
Senior Fleet Services Coordinator
Sprinkler Sys Repr
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
349
3490
209
262
366
554
385
461
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 49.29$ 1 51.26$
2 51.88$ 2 53.96$
3 54.61$ 3 56.80$
4 57.48$ 4 59.79$
5 60.51$ 10,488$ 125,861$ 5 62.94$ 10,910$ 130,915$
1 49.29$ 1 51.26$
2 51.88$ 2 53.96$
3 54.61$ 3 56.80$
4 57.48$ 4 59.79$
5 60.51$ 10,488$ 125,861$ 5 62.94$ 10,910$ 130,915$
1 53.38$ 1 55.52$
2 56.19$ 2 58.44$
3 59.15$ 3 61.52$
4 62.26$ 4 64.76$
5 65.54$ 11,360$ 136,323$ 5 68.17$ 11,816$ 141,794$
1 57.71$ 1 60.03$
2 60.75$ 2 63.19$
3 63.95$ 3 66.52$
4 67.32$ 4 70.02$
5 70.86$ 12,282$ 147,389$ 5 73.70$ 12,775$ 153,296$
1 52.84$ 1 54.97$
2 55.62$ 2 57.86$
3 58.55$ 3 60.90$
4 61.63$ 4 64.10$
5 64.87$ 11,244$ 134,930$ 5 67.47$ 11,695$ 140,338$
1 42.51$ 1 44.21$
2 44.75$ 2 46.54$
3 47.10$ 3 48.99$
4 49.58$ 4 51.57$
5 52.19$ 9,046$ 108,555$ 5 54.28$ 9,409$ 112,902$
1 49.12$ 1 51.07$
2 51.70$ 2 53.76$
3 54.42$ 3 56.59$
4 57.28$ 4 59.57$
5 60.29$ 10,450$ 125,403$ 5 62.71$ 10,870$ 130,437$
1 58.49$ 1 60.84$
2 61.57$ 2 64.04$
3 64.81$ 3 67.41$
4 68.22$ 4 70.96$
5 71.81$ 12,447$ 149,365$ 5 74.69$ 12,946$ 155,355$
Sr Buyer
Sr Buyer - S
Sr Chemist
Sr Industrial Waste Investigator
Sr Instrum Elect
Sr Librarian
Sr. Mech
Sr Mkt Analyst
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
360
3600
224
544
512
251
504
361
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 58.49$ 1 60.84$
2 61.57$ 2 64.04$
3 64.81$ 3 67.41$
4 68.22$ 4 70.96$
5 71.81$ 12,447$ 149,365$ 5 74.69$ 12,946$ 155,355$
1 51.07$ 1 53.11$
2 53.76$ 2 55.91$
3 56.59$ 3 58.85$
4 59.57$ 4 61.95$
5 62.70$ 10,868$ 130,416$ 5 65.21$ 11,303$ 135,637$
1 57.30$ 1 59.59$
2 60.32$ 2 62.73$
3 63.49$ 3 66.03$
4 66.83$ 4 69.51$
5 70.35$ 12,194$ 146,328$ 5 73.17$ 12,683$ 152,194$
1 41.14$ 1 42.78$
2 43.30$ 2 45.03$
3 45.58$ 3 47.40$
4 47.98$ 4 49.89$
5 50.50$ 8,753$ 105,040$ 5 52.52$ 9,103$ 109,242$
1 51.59$ 1 53.68$
2 54.31$ 2 56.50$
3 57.17$ 3 59.47$
4 60.18$ 4 62.60$
5 63.35$ 10,981$ 131,768$ 5 65.89$ 11,421$ 137,051$
1 48.68$ 1 50.64$
2 51.24$ 2 53.30$
3 53.94$ 3 56.11$
4 56.78$ 4 59.06$
5 59.77$ 10,360$ 124,322$ 5 62.17$ 10,776$ 129,314$
1 32.42$ 1 33.73$
2 34.13$ 2 35.50$
3 35.93$ 3 37.37$
4 37.82$ 4 39.34$
5 39.81$ 6,900$ 82,805$ 5 41.41$ 7,178$ 86,133$
1 39.47$ 1 41.06$
2 41.55$ 2 43.22$
3 43.74$ 3 45.49$
4 46.04$ 4 47.88$
5 48.46$ 8,400$ 100,797$ 5 50.40$ 8,736$ 104,832$
Sr Operator Wqc
Sr Planner
Sr Ranger
Sr Util Field Svc Rep
Sr Water Sys Oper
St Maint Asst
St Sweeper Op
Sr Mkt Analyst - S
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
506
318
280
261
501
405
392
3610
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 36.24$ 1 37.69$
2 38.15$ 2 39.67$
3 40.16$ 3 41.76$
4 42.27$ 4 43.96$
5 44.49$ 7,712$ 92,539$ 5 46.27$ 8,020$ 96,242$
1 38.80$ 1 40.35$
2 40.84$ 2 42.47$
3 42.99$ 3 44.71$
4 45.25$ 4 47.06$
5 47.63$ 8,256$ 99,070$ 5 49.54$ 8,587$ 103,043$
1 57.13$ 1 59.42$
2 60.14$ 2 62.55$
3 63.30$ 3 65.84$
4 66.63$ 4 69.30$
5 70.14$ 12,158$ 145,891$ 5 72.95$ 12,645$ 151,736$
1 64.60$ 1 67.20$
2 68.00$ 2 70.74$
3 71.58$ 3 74.46$
4 75.35$ 4 78.38$
5 79.32$ 13,749$ 164,986$ 5 82.50$ 14,300$ 171,600$
1 60.36$ 1 62.78$
2 63.54$ 2 66.08$
3 66.88$ 3 69.56$
4 70.40$ 4 73.22$
5 74.10$ 12,844$ 154,128$ 5 77.07$ 13,359$ 160,306$
1 65.86$ 1 68.50$
2 69.33$ 2 72.11$
3 72.98$ 3 75.91$
4 76.82$ 4 79.90$
5 80.86$ 14,016$ 168,189$ 5 84.10$ 14,577$ 174,928$
1 62.34$ 1 64.85$
2 65.62$ 2 68.26$
3 69.07$ 3 71.85$
4 72.71$ 4 75.63$
5 76.54$ 13,267$ 159,203$ 5 79.61$ 13,799$ 165,589$
1 70.47$ 1 73.30$
2 74.18$ 2 77.16$
3 78.08$ 3 81.22$
4 82.19$ 4 85.49$
5 86.52$ 14,997$ 179,962$ 5 89.99$ 15,598$ 187,179$
Street Light, Traffic Signal and Fiber
– Apprentice
Street Light, Traffic Signal and Fiber
– Lead
Street Light, Traffic Signal and Fiber
Technician
Substation Electrician
Substation Electrician - Apprentice
Substation Electrician - Lead
Storekeeper
Storekeeper-L
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
545
547
546
549
548
550
248
288
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 43.64$ 1 45.39$
2 45.94$ 2 47.78$
3 48.36$ 3 50.29$
4 50.90$ 4 52.94$
5 53.58$ 9,287$ 111,446$ 5 55.73$ 9,660$ 115,918$
1 47.47$ 1 49.37$
2 49.97$ 2 51.97$
3 52.60$ 3 54.71$
4 55.37$ 4 57.59$
5 58.28$ 10,102$ 121,222$ 5 60.62$ 10,507$ 126,090$
1 66.45$ 1 69.12$
2 69.95$ 2 72.76$
3 73.63$ 3 76.59$
4 77.51$ 4 80.62$
5 81.59$ 14,142$ 169,707$ 5 84.86$ 14,709$ 176,509$
1 66.45$ 1 69.12$
2 69.95$ 2 72.76$
3 73.63$ 3 76.59$
4 77.51$ 4 80.62$
5 81.59$ 14,142$ 169,707$ 5 84.86$ 14,709$ 176,509$
1 45.82$ 1 47.65$
2 48.23$ 2 50.16$
3 50.77$ 3 52.80$
4 53.44$ 4 55.58$
5 56.25$ 9,750$ 117,000$ 5 58.50$ 10,140$ 121,680$
1 37.95$ 1 39.47$
2 39.95$ 2 41.55$
3 42.05$ 3 43.74$
4 44.26$ 4 46.04$
5 46.59$ 8,076$ 96,907$ 5 48.46$ 8,400$ 100,797$
1 35.13$ 1 36.56$
2 36.98$ 2 38.48$
3 38.93$ 3 40.50$
4 40.98$ 4 42.63$
5 43.14$ 7,478$ 89,731$ 5 44.87$ 7,777$ 93,330$
1 40.61$ 1 42.25$
2 42.75$ 2 44.47$
3 45.00$ 3 46.81$
4 47.37$ 4 49.27$
5 49.86$ 8,642$ 103,709$ 5 51.86$ 8,989$ 107,869$
Technologist - S
Theater Specialist
Traf Cont Maint I
Traf Cont Maint Ii
Traf Cont Maint-L
Surveying Asst
Surveyor, Public Wks
Technologist
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
3620
229
406
412
407
326
325
362
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 73.81$ 1 76.76$
2 77.69$ 2 80.80$
3 81.78$ 3 85.05$
4 86.08$ 4 89.53$
5 90.61$ 15,706$ 188,469$ 5 94.24$ 16,335$ 196,019$
1 33.92$ 1 35.28$
2 35.71$ 2 37.14$
3 37.59$ 3 39.09$
4 39.57$ 4 41.15$
5 41.65$ 7,219$ 86,632$ 5 43.32$ 7,509$ 90,106$
1 39.58$ 1 41.16$
2 41.66$ 2 43.33$
3 43.85$ 3 45.61$
4 46.16$ 4 48.01$
5 48.59$ 8,422$ 101,067$ 5 50.54$ 8,760$ 105,123$
1 38.96$ 1 40.53$
2 41.01$ 2 42.66$
3 43.17$ 3 44.90$
4 45.44$ 4 47.26$
5 47.83$ 8,291$ 99,486$ 5 49.75$ 8,623$ 103,480$
1 41.67$ 1 43.34$
2 43.86$ 2 45.62$
3 46.17$ 3 48.02$
4 48.60$ 4 50.55$
5 51.16$ 8,868$ 106,413$ 5 53.21$ 9,223$ 110,677$
1 36.74$ 1 38.20$
2 38.67$ 2 40.21$
3 40.70$ 3 42.33$
4 42.84$ 4 44.56$
5 45.09$ 7,816$ 93,787$ 5 46.90$ 8,129$ 97,552$
1 37.86$ 1 39.37$
2 39.85$ 2 41.44$
3 41.95$ 3 43.62$
4 44.16$ 4 45.92$
5 46.48$ 8,057$ 96,678$ 5 48.34$ 8,379$ 100,547$
1 72.85$ 1 75.76$
2 76.68$ 2 79.75$
3 80.72$ 3 83.95$
4 84.97$ 4 88.37$
5 89.44$ 15,503$ 186,035$ 5 93.02$ 16,123$ 193,482$
Tree Trim/Ln Clr-L
Tree Trm/Ln Clr Asst
Util Acctg Tech
Util Comp Tech
Traffic Engineering Lead
Tree Maint Asst
Tree Maintenance Specialist
Tree Trim/Ln Clr
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
431
432
223
272
575
435
434
430
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 77.95$ 1 81.06$
2 82.05$ 2 85.33$
3 86.37$ 3 89.82$
4 90.92$ 4 94.55$
5 95.70$ 16,588$ 199,056$ 5 99.53$ 17,252$ 207,022$
1 45.08$ 1 46.89$
2 47.45$ 2 49.36$
3 49.95$ 3 51.96$
4 52.58$ 4 54.69$
5 55.35$ 9,594$ 115,128$ 5 57.57$ 9,979$ 119,746$
1 61.28$ 1 63.74$
2 64.51$ 2 67.09$
3 67.91$ 3 70.62$
4 71.48$ 4 74.34$
5 75.24$ 13,042$ 156,499$ 5 78.25$ 13,563$ 162,760$
1 48.27$ 1 50.19$
2 50.81$ 2 52.83$
3 53.48$ 3 55.61$
4 56.29$ 4 58.54$
5 59.25$ 10,270$ 123,240$ 5 61.62$ 10,681$ 128,170$
1 47.05$ 1 48.95$
2 49.53$ 2 51.53$
3 52.14$ 3 54.24$
4 54.88$ 4 57.09$
5 57.77$ 10,013$ 120,162$ 5 60.09$ 10,416$ 124,987$
1 39.91$ 1 41.51$
2 42.01$ 2 43.69$
3 44.22$ 3 45.99$
4 46.55$ 4 48.41$
5 49.00$ 8,493$ 101,920$ 5 50.96$ 8,833$ 105,997$
1 51.35$ 1 53.40$
2 54.05$ 2 56.21$
3 56.89$ 3 59.17$
4 59.88$ 4 62.28$
5 63.03$ 10,925$ 131,102$ 5 65.56$ 11,364$ 136,365$
1 50.86$ 1 52.91$
2 53.54$ 2 55.69$
3 56.36$ 3 58.62$
4 59.33$ 4 61.70$
5 62.45$ 10,825$ 129,896$ 5 64.95$ 11,258$ 135,096$
Util Comp Tech-L
Util Credit/Col Spec
Util Engr Estimator
Util Fld Svcs Rep
Util Install/Rep
Util Install/Rep Ast
Util Install/Rep-L
Util Key Acct Rep
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt310
481
479
363
273
219
486
480
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 50.86$ 1 52.91$
2 53.54$ 2 55.69$
3 56.36$ 3 58.62$
4 59.33$ 4 61.70$
5 62.45$ 10,825$ 129,896$ 5 64.95$ 11,258$ 135,096$
1 46.51$ 1 48.37$
2 48.96$ 2 50.92$
3 51.54$ 3 53.60$
4 54.25$ 4 56.42$
5 57.10$ 9,897$ 118,768$ 5 59.39$ 10,294$ 123,531$
1 49.15$ 1 51.13$
2 51.74$ 2 53.82$
3 54.46$ 3 56.65$
4 57.33$ 4 59.63$
5 60.35$ 10,461$ 125,528$ 5 62.77$ 10,880$ 130,562$
1 49.69$ 1 51.68$
2 52.30$ 2 54.40$
3 55.05$ 3 57.26$
4 57.95$ 4 60.27$
5 61.00$ 10,573$ 126,880$ 5 63.44$ 10,996$ 131,955$
1 81.56$ 1 84.83$
2 85.85$ 2 89.29$
3 90.37$ 3 93.99$
4 95.13$ 4 98.94$
5 100.14$ 17,358$ 208,291$ 5 104.15$ 18,053$ 216,632$
1 77.49$ 1 80.60$
2 81.57$ 2 84.84$
3 85.86$ 3 89.30$
4 90.38$ 4 94.00$
5 95.14$ 16,491$ 197,891$ 5 98.95$ 17,151$ 205,816$
1 65.57$ 1 68.17$
2 69.02$ 2 71.76$
3 72.65$ 3 75.54$
4 76.47$ 4 79.52$
5 80.49$ 13,952$ 167,419$ 5 83.71$ 14,510$ 174,117$
1 52.54$ 1 54.65$
2 55.31$ 2 57.53$
3 58.22$ 3 60.56$
4 61.28$ 4 63.75$
5 64.51$ 11,182$ 134,181$ 5 67.10$ 11,631$ 139,568$
Util Syst Oper
Util Syst Oper in Training
Utilities Engineer Estimator Lead
Utl Install Repair Lead-Welding Cert
Util Key Acct Rep -S
Util Locator
Sustainability Programs
Administrator
Util Rate Analyst
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
284
290
3630
271
215
233
307
322
Non‐Exempt
Non‐Exempt
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 48.92$ 1 50.87$
2 51.49$ 2 53.55$
3 54.20$ 3 56.37$
4 57.05$ 4 59.34$
5 60.05$ 10,409$ 124,904$ 5 62.46$ 10,826$ 129,917$
1 38.90$ 1 40.47$
2 40.95$ 2 42.60$
3 43.10$ 3 44.84$
4 45.37$ 4 47.20$
5 47.76$ 8,278$ 99,341$ 5 49.68$ 8,611$ 103,334$
1 32.88$ 1 34.21$
2 34.61$ 2 36.01$
3 36.43$ 3 37.90$
4 38.35$ 4 39.89$
5 40.37$ 6,997$ 83,970$ 5 41.99$ 7,278$ 87,339$
1 36.41$ 1 37.88$
2 38.33$ 2 39.87$
3 40.35$ 3 41.97$
4 42.47$ 4 44.18$
5 44.71$ 7,750$ 92,997$ 5 46.50$ 8,060$ 96,720$
1 37.57$ 1 39.08$
2 39.55$ 2 41.14$
3 41.63$ 3 43.30$
4 43.82$ 4 45.58$
5 46.13$ 7,996$ 95,950$ 5 47.98$ 8,317$ 99,798$
1 42.92$ 1 44.64$
2 45.18$ 2 46.99$
3 47.56$ 3 49.46$
4 50.06$ 4 52.06$
5 52.69$ 9,133$ 109,595$ 5 54.80$ 9,499$ 113,984$
1 39.42$ 1 40.99$
2 41.49$ 2 43.15$
3 43.67$ 3 45.42$
4 45.97$ 4 47.81$
5 48.39$ 8,388$ 100,651$ 5 50.33$ 8,724$ 104,686$
1 45.03$ 1 46.84$
2 47.40$ 2 49.31$
3 49.89$ 3 51.90$
4 52.52$ 4 54.63$
5 55.28$ 9,582$ 114,982$ 5 57.50$ 9,967$ 119,600$
Utl Install Repair-Welding Cert
Volunteer Coord
Water Meter Rep Asst
Water Meter Repair
Water Sys Oper I
Water Sys Oper II
WQC Plt Oper I
WQC Plt Oper II
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
289
274
482
484
499
507
500
509 Non‐Exempt
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 34.72$ 1 36.10$
2 36.55$ 2 38.00$
3 38.47$ 3 40.00$
4 40.49$ 4 42.11$
5 42.62$ 7,387$ 88,650$ 5 44.33$ 7,684$ 92,206$
1 37.36$ 1 38.86$
2 39.33$ 2 40.90$
3 41.40$ 3 43.05$
4 43.58$ 4 45.32$
5 45.87$ 7,951$ 95,410$ 5 47.71$ 8,270$ 99,237$
1 53.84$ 1 55.99$
2 56.67$ 2 58.94$
3 59.65$ 3 62.04$
4 62.79$ 4 65.30$
5 66.09$ 11,456$ 137,467$ 5 68.74$ 11,915$ 142,979$
6 67.75$ 6 70.46$
7 69.40$ 7 72.23$
1 45.55$ 1 47.39$
2 47.95$ 2 49.88$
3 50.47$ 3 52.50$
4 53.13$ 4 55.26$
5 55.93$ 9,695$ 116,334$ 5 58.17$ 10,083$ 120,994$
6 57.33$ 6 59.63$
7 58.73$ 7 61.13$
1 47.98$ 1 49.90$
2 50.50$ 2 52.53$
3 53.16$ 3 55.29$
4 55.96$ 4 58.20$
5 58.90$ 10,209$ 122,512$ 5 61.26$ 10,618$ 127,421$
6 60.38$ 6 62.80$
7 61.85$ 7 64.37$
1 52.09$ 1 54.18$
2 54.83$ 2 57.03$
3 57.72$ 3 60.03$
4 60.76$ 4 63.19$
5 63.96$ 11,086$ 133,037$ 5 66.52$ 11,530$ 138,362$
Longevity Steps
Longevity Steps
Longevity Steps
Longevity Steps
Longevity Steps
Longevity Steps
WQC Plt Oper Trn
Public Safety Dispatcher - Lead
Public Safety Dispatcher I
Public Safety Dispatcher II
576 Non‐Exempt Inspector, WGW Utilities Field
226
315
298
316
510
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Non‐Exempt
Wtr Mtr Crs Cn Tec
Job Code FLSA Job Title
Step Rate Monthly Annual Step Rate Monthly Annual
Service Employees International Union (SEIU) Salary Schedule
Effective 01/28/2023 (MKT + 4%) Effective 2024 01/13/2024 (4%)
1 37.84$ 1 39.36$
2 39.83$ 2 41.43$
3 41.93$ 3 43.61$
4 44.14$ 4 45.90$
5 46.46$ 8,053$ 96,637$ 5 48.32$ 8,375$ 100,506$
1 41.93$ 1 43.60$
2 44.14$ 2 45.89$
3 46.46$ 3 48.31$
4 48.90$ 4 50.85$
5 51.47$ 8,921$ 107,058$ 5 53.53$ 9,279$ 111,342$
578 Non‐Exempt Airport Specialist I
579 Non‐Exempt Airport Specialist II
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
1 40.66$ 1 42.19$ 1 42.60$ 1 44.21$ 1 45.11$
2 42.78$ 2 44.41$ 2 44.82$ 2 46.54$ 2 47.48$
3 45.01$ 3 46.75$ 3 47.16$ 3 48.99$ 3 49.98$
4 47.36$ 4 49.21$ 4 49.62$ 4 51.57$ 4 52.61$
5 49.83$ 5 51.80$ 5 52.21$ 5 54.28$ 5 55.38$
6 52.43$ 12,724$ 152,682$ 6 54.53$ 13,233$ 158,791$ 6 54.94$ 13,333$ 159,991$ 6 57.14$ 13,866$ 166,392$ 6 58.29$ 14,145$ 169,740$
1 48.62$ 1 50.48$ 1 50.89$ 1 52.84$ 1 53.89$
2 51.16$ 2 53.14$ 2 53.55$ 2 55.62$ 2 56.73$
3 53.83$ 3 55.94$ 3 56.35$ 3 58.55$ 3 59.72$
4 56.64$ 4 58.88$ 4 59.29$ 4 61.63$ 4 62.86$
5 59.60$ 5 61.98$ 5 62.39$ 5 64.87$ 5 66.17$
6 62.72$ 15,221$ 182,647$ 6 65.24$ 15,832$ 189,979$ 6 65.65$ 15,932$ 191,179$ 6 68.28$ 16,569$ 198,831$ 6 69.65$ 16,902$ 202,821$
1 51.05$ 1 53.00$ 1 53.41$ 1 55.46$ 1 56.57$
2 53.71$ 2 55.79$ 2 56.20$ 2 58.38$ 2 59.55$
3 56.52$ 3 58.73$ 3 59.14$ 3 61.45$ 3 62.68$
4 59.47$ 4 61.82$ 4 62.23$ 4 64.68$ 4 65.98$
5 62.58$ 5 65.07$ 5 65.48$ 5 68.08$ 5 69.45$
6 65.85$ 15,980$ 191,761$ 6 68.49$ 16,620$ 199,443$ 6 68.90$ 16,720$ 200,643$ 6 71.66$ 17,389$ 208,674$ 6 73.10$ 17,739$ 212,867$
1 38.05$ 1 39.49$ 1 39.90$ 1 41.41$ 1 42.23$
2 40.03$ 2 41.57$ 2 41.98$ 2 43.59$ 2 44.45$
3 42.12$ 3 43.76$ 3 44.17$ 3 45.88$ 3 46.79$
4 44.32$ 4 46.06$ 4 46.47$ 4 48.29$ 4 49.25$
5 46.63$ 5 48.48$ 5 48.89$ 5 50.83$ 5 51.84$
6 49.06$ 11,906$ 142,869$ 6 51.03$ 12,383$ 148,599$ 6 51.44$ 12,483$ 149,799$ 6 53.50$ 12,983$ 155,792$ 6 54.57$ 13,242$ 158,908$
1 46.36$ 1 48.13$ 1 48.54$ 1 50.39$ 1 51.40$
2 48.78$ 2 50.66$ 2 51.07$ 2 53.04$ 2 54.10$
3 51.33$ 3 53.33$ 3 53.74$ 3 55.83$ 3 56.95$
4 54.01$ 4 56.14$ 4 56.55$ 4 58.77$ 4 59.95$
5 56.83$ 5 59.09$ 5 59.50$ 5 61.86$ 5 63.11$
6 59.80$ 14,512$ 174,144$ 6 62.20$ 15,094$ 181,126$ 6 62.61$ 15,194$ 182,326$ 6 65.12$ 15,802$ 189,629$ 6 66.43$ 16,120$ 193,444$
1 55.49$ 1 57.62$ 1 58.03$ 1 60.26$ 1 61.47$
2 58.39$ 2 60.65$ 2 61.06$ 2 63.43$ 2 64.70$
3 61.44$ 3 63.84$ 3 64.25$ 3 66.77$ 3 68.11$
4 64.65$ 4 67.20$ 4 67.61$ 4 70.28$ 4 71.69$
5 68.03$ 5 70.74$ 5 71.15$ 5 73.98$ 5 75.46$
6 71.59$ 17,373$ 208,476$ 6 74.46$ 18,069$ 216,828$ 6 74.87$ 18,169$ 218,028$ 6 77.87$ 18,896$ 226,757$ 6 79.43$ 19,275$ 231,300$
1 55.97$ 1 58.11$ 1 58.52$ 1 60.78$ 1 62.00$
2 58.89$ 2 61.17$ 2 61.58$ 2 63.98$ 2 65.26$
3 61.97$ 3 64.39$ 3 64.80$ 3 67.35$ 3 68.69$
4 65.21$ 4 67.78$ 4 68.19$ 4 70.89$ 4 72.31$
5 68.62$ 5 71.35$ 5 71.76$ 5 74.62$ 5 76.12$
6 72.21$ 17,523$ 210,282$ 6 75.11$ 18,227$ 218,720$ 6 75.52$ 18,327$ 219,920$ 6 78.55$ 19,061$ 228,738$ 6 80.13$ 19,445$ 233,339$
1 43.39$ 1 45.04$ 1 45.45$ 1 47.18$ 1 48.12$
2 45.65$ 2 47.41$ 2 47.82$ 2 49.66$ 2 50.65$
3 48.03$ 3 49.91$ 3 50.32$ 3 52.27$ 3 53.32$
4 50.54$ 4 52.54$ 4 52.95$ 4 55.02$ 4 56.13$
5 53.18$ 5 55.30$ 5 55.71$ 5 57.92$ 5 59.08$
6 55.96$ 13,580$ 162,962$ 6 58.21$ 14,126$ 169,508$ 6 58.62$ 14,226$ 170,708$ 6 60.97$ 14,795$ 177,545$ 6 62.19$ 15,091$ 181,097$
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
601
602
603
604
Effective 01/13/2024
(Med Ben)
610 Non‐exempt SH INSPCTR PARAMDC‐12.5
676 Non‐exempt SH F FIGHTR PARAMEDC‐12.5
606 Non‐exempt SH OPER PARAMEDIC‐12.5
608 Non‐exempt SH CAPTAIN PARAMEDIC‐12.5
Non‐exempt SH FIRE INSPECTOR
Non‐exempt SH FIRE FIGHTER
Non‐exempt SH FIRE APPARATUS OP
Non‐exempt SH FIRE CAPTAIN
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 52.51$ 1 54.53$ 1 54.94$ 1 57.04$ 1 58.20$
2 55.25$ 2 57.40$ 2 57.81$ 2 60.04$ 2 61.26$
3 58.14$ 3 60.42$ 3 60.83$ 3 63.20$ 3 64.48$
4 61.18$ 4 63.60$ 4 64.01$ 4 66.53$ 4 67.87$
5 64.38$ 5 66.95$ 5 67.36$ 5 70.03$ 5 71.44$
6 67.75$ 16,441$ 197,294$ 6 70.47$ 17,101$ 205,209$ 6 70.88$ 17,201$ 206,409$ 6 73.72$ 17,889$ 214,673$ 6 75.20$ 18,249$ 218,982$
1 51.05$ 1 53.00$ 1 53.41$ 1 55.46$ 1 56.57$
2 53.71$ 2 55.79$ 2 56.20$ 2 58.38$ 2 59.55$
3 56.52$ 3 58.73$ 3 59.14$ 3 61.45$ 3 62.68$
4 59.47$ 4 61.82$ 4 62.23$ 4 64.68$ 4 65.98$
5 62.58$ 5 65.07$ 5 65.48$ 5 68.08$ 5 69.45$
6 65.85$ 15,980$ 191,761$ 6 68.49$ 16,620$ 199,443$ 6 68.90$ 16,720$ 200,643$ 6 71.66$ 17,389$ 208,674$ 6 73.10$ 17,739$ 212,867$
1 39.93$ 1 41.43$ 1 41.84$ 1 43.42$ 1 44.32$
2 42.01$ 2 43.61$ 2 44.02$ 2 45.71$ 2 46.65$
3 44.20$ 3 45.91$ 3 46.32$ 3 48.12$ 3 49.10$
4 46.50$ 4 48.33$ 4 48.74$ 4 50.65$ 4 51.68$
5 48.93$ 5 50.87$ 5 51.28$ 5 53.32$ 5 54.40$
6 51.48$ 12,493$ 149,916$ 6 53.55$ 12,995$ 155,938$ 6 53.96$ 13,095$ 157,138$ 6 56.13$ 13,621$ 163,451$ 6 57.26$ 13,895$ 166,741$
1 42.67$ 1 44.28$ 1 44.69$ 1 46.38$ 1 47.31$
2 44.89$ 2 46.61$ 2 47.02$ 2 48.82$ 2 49.80$
3 47.23$ 3 49.06$ 3 49.47$ 3 51.39$ 3 52.42$
4 49.69$ 4 51.64$ 4 52.05$ 4 54.09$ 4 55.18$
5 52.28$ 5 54.36$ 5 54.77$ 5 56.94$ 5 58.08$
6 55.01$ 13,350$ 160,195$ 6 57.22$ 13,885$ 166,625$ 6 57.63$ 13,985$ 167,825$ 6 59.94$ 14,545$ 174,545$ 6 61.14$ 14,837$ 178,040$
1 51.05$ 1 53.01$ 1 53.42$ 1 55.47$ 1 56.57$
2 53.72$ 2 55.80$ 2 56.21$ 2 58.39$ 2 59.55$
3 56.53$ 3 58.74$ 3 59.15$ 3 61.46$ 3 62.68$
4 59.48$ 4 61.83$ 4 62.24$ 4 64.69$ 4 65.98$
5 62.59$ 5 65.08$ 5 65.49$ 5 68.09$ 5 69.45$
6 65.86$ 15,983$ 191,790$ 6 68.50$ 16,623$ 199,472$ 6 68.91$ 16,723$ 200,672$ 6 71.67$ 17,392$ 208,703$ 6 73.11$ 17,741$ 212,896$
1 39.18$ 1 40.66$ 1 41.07$ 1 42.63$ 1 43.48$
2 41.22$ 2 42.80$ 2 43.21$ 2 44.87$ 2 45.77$
3 43.37$ 3 45.05$ 3 45.46$ 3 47.23$ 3 48.18$
4 45.63$ 4 47.42$ 4 47.83$ 4 49.72$ 4 50.72$
5 48.01$ 5 49.92$ 5 50.33$ 5 52.34$ 5 53.39$
6 50.52$ 12,260$ 147,120$ 6 52.55$ 12,752$ 153,026$ 6 52.96$ 12,852$ 154,226$ 6 55.09$ 13,369$ 160,422$ 6 56.20$ 13,638$ 163,654$
1 41.06$ 1 42.62$ 1 43.03$ 1 44.67$ 1 45.56$
2 43.20$ 2 44.86$ 2 45.27$ 2 47.02$ 2 47.96$
3 45.45$ 3 47.22$ 3 47.63$ 3 49.49$ 3 50.48$
4 47.82$ 4 49.71$ 4 50.12$ 4 52.09$ 4 53.14$
5 50.32$ 5 52.33$ 5 52.74$ 5 54.83$ 5 55.94$
6 52.95$ 12,850$ 154,196$ 6 55.08$ 13,366$ 160,393$ 6 55.49$ 13,466$ 161,593$ 6 57.72$ 14,007$ 168,081$ 6 58.88$ 14,288$ 171,459$
1 41.87$ 1 43.46$ 1 43.87$ 1 45.53$ 1 46.46$
2 44.05$ 2 45.75$ 2 46.16$ 2 47.93$ 2 48.90$
3 46.35$ 3 48.16$ 3 48.57$ 3 50.45$ 3 51.47$
4 48.77$ 4 50.69$ 4 51.10$ 4 53.11$ 4 54.18$
5 51.32$ 5 53.36$ 5 53.77$ 5 55.91$ 5 57.03$
6 54.00$ 13,105$ 157,254$ 6 56.17$ 13,631$ 163,567$ 6 56.58$ 13,731$ 164,767$ 6 58.85$ 14,281$ 171,371$ 6 60.03$ 14,567$ 174,807$
684 Non‐exempt SH FIRE FGHTR HZ MT EMT
685 Non‐exempt SH FIRE APPARATUS OP EMT
682 Non‐exempt SH FIRE CAPTAIN HAZ MAT
683 Non‐exempt SH FIRE FIGHTER EMT
680 Non‐exempt SH FIRE FIGHTER HAZ MAT
681 Non‐exempt SH FIRE APPR OP HAZ MAT
678 Non‐exempt SH HAZ MAT INSPECTOR
677 Non‐exempt SH HAZ MAT SPEC
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 43.88$ 1 45.54$ 1 45.95$ 1 47.71$ 1 48.66$
2 46.17$ 2 47.94$ 2 48.35$ 2 50.22$ 2 51.22$
3 48.58$ 3 50.46$ 3 50.87$ 3 52.86$ 3 53.92$
4 51.11$ 4 53.12$ 4 53.53$ 4 55.64$ 4 56.76$
5 53.78$ 5 55.92$ 5 56.33$ 5 58.57$ 5 59.75$
6 56.59$ 13,733$ 164,796$ 6 58.86$ 14,283$ 171,400$ 6 59.27$ 14,383$ 172,600$ 6 61.65$ 14,960$ 179,525$ 6 62.89$ 15,261$ 183,136$
1 50.09$ 1 52.00$ 1 52.41$ 1 54.42$ 1 55.50$
2 52.70$ 2 54.74$ 2 55.15$ 2 57.28$ 2 58.42$
3 55.45$ 3 57.62$ 3 58.03$ 3 60.29$ 3 61.49$
4 58.35$ 4 60.65$ 4 61.06$ 4 63.46$ 4 64.73$
5 61.40$ 5 63.84$ 5 64.25$ 5 66.80$ 5 68.14$
6 64.61$ 15,679$ 188,150$ 6 67.20$ 16,307$ 195,686$ 6 67.61$ 16,407$ 196,886$ 6 70.32$ 17,064$ 204,772$ 6 71.73$ 17,406$ 208,878$
1 52.49$ 1 54.51$ 1 54.92$ 1 57.03$ 1 58.18$
2 55.23$ 2 57.38$ 2 57.79$ 2 60.03$ 2 61.24$
3 58.12$ 3 60.40$ 3 60.81$ 3 63.19$ 3 64.46$
4 61.16$ 4 63.58$ 4 63.99$ 4 66.52$ 4 67.85$
5 64.36$ 5 66.93$ 5 67.34$ 5 70.02$ 5 71.42$
6 67.73$ 16,436$ 197,236$ 6 70.45$ 17,096$ 205,150$ 6 70.86$ 17,196$ 206,350$ 6 73.70$ 17,885$ 214,614$ 6 75.18$ 18,244$ 218,924$
1 52.59$ 1 54.61$ 1 55.02$ 1 57.12$ 1 58.26$
2 55.34$ 2 57.48$ 2 57.89$ 2 60.13$ 2 61.33$
3 58.23$ 3 60.50$ 3 60.91$ 3 63.29$ 3 64.56$
4 61.27$ 4 63.68$ 4 64.09$ 4 66.62$ 4 67.96$
5 64.47$ 5 67.03$ 5 67.44$ 5 70.13$ 5 71.54$
6 67.84$ 16,463$ 197,556$ 6 70.56$ 17,123$ 205,471$ 6 70.97$ 17,223$ 206,671$ 6 73.82$ 17,914$ 214,964$ 6 75.30$ 18,273$ 219,274$
1 44.56$ 1 46.25$ 1 46.66$ 1 48.44$ 1 49.41$
2 46.88$ 2 48.68$ 2 49.09$ 2 50.99$ 2 52.01$
3 49.33$ 3 51.24$ 3 51.65$ 3 53.67$ 3 54.75$
4 51.90$ 4 53.94$ 4 54.35$ 4 56.49$ 4 57.63$
5 54.61$ 5 56.78$ 5 57.19$ 5 59.46$ 5 60.66$
6 57.46$ 13,944$ 167,330$ 6 59.77$ 14,504$ 174,050$ 6 60.18$ 14,604$ 175,250$ 6 62.59$ 15,189$ 182,262$ 6 63.85$ 15,494$ 185,931$
1 47.60$ 1 49.41$ 1 49.82$ 1 51.72$ 1 52.75$
2 50.08$ 2 52.01$ 2 52.42$ 2 54.44$ 2 55.53$
3 52.69$ 3 54.75$ 3 55.16$ 3 57.31$ 3 58.45$
4 55.44$ 4 57.63$ 4 58.04$ 4 60.33$ 4 61.53$
5 58.34$ 5 60.66$ 5 61.07$ 5 63.50$ 5 64.77$
6 61.39$ 14,898$ 178,774$ 6 63.85$ 15,494$ 185,931$ 6 64.26$ 15,594$ 187,131$ 6 66.84$ 16,220$ 194,638$ 6 68.18$ 16,545$ 198,540$
1 56.95$ 1 59.14$ 1 59.55$ 1 61.83$ 1 63.08$
2 59.93$ 2 62.25$ 2 62.66$ 2 65.08$ 2 66.40$
3 63.06$ 3 65.53$ 3 65.94$ 3 68.51$ 3 69.89$
4 66.36$ 4 68.98$ 4 69.39$ 4 72.12$ 4 73.57$
5 69.83$ 5 72.61$ 5 73.02$ 5 75.92$ 5 77.44$
6 73.48$ 17,832$ 213,980$ 6 76.43$ 18,547$ 222,564$ 6 76.84$ 18,647$ 223,764$ 6 79.92$ 19,394$ 232,727$ 6 81.52$ 19,782$ 237,386$
1 54.09$ 1 56.16$ 1 56.57$ 1 58.74$ 1 59.93$
2 56.92$ 2 59.12$ 2 59.53$ 2 61.83$ 2 63.08$
3 59.89$ 3 62.23$ 3 62.64$ 3 65.08$ 3 66.40$
4 63.02$ 4 65.50$ 4 65.91$ 4 68.51$ 4 69.89$
5 66.31$ 5 68.95$ 5 69.36$ 5 72.12$ 5 73.57$
6 69.78$ 16,934$ 203,205$ 6 72.58$ 17,613$ 211,353$ 6 72.99$ 17,713$ 212,553$ 6 75.92$ 18,423$ 221,079$ 6 77.44$ 18,792$ 225,505$
695 Non‐exempt SH CAPT PRMDC‐12.5 EMT
696 Non‐exempt SH HAZ MAT SPEC EMT
691 Non‐exempt SH F FGH PRDMD‐12.5 EMT
693 Non‐exempt SH OPR PRMDC‐12.5 EMT
688 Non‐exempt SH FIRE CAP HAZ MAT EMT
689 Non‐exempt SH FIRE INSPECTOR EMT
686 Non‐exempt SH FIRE AP OP HZ MT EMT
687 Non‐exempt SH FIRE CAPTAIN EMT
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 45.77$ 1 47.50$ 1 47.91$ 1 49.74$ 1 50.74$
2 48.16$ 2 50.00$ 2 50.41$ 2 52.36$ 2 53.41$
3 50.67$ 3 52.63$ 3 53.04$ 3 55.12$ 3 56.22$
4 53.31$ 4 55.40$ 4 55.81$ 4 58.02$ 4 59.18$
5 56.09$ 5 58.32$ 5 58.73$ 5 61.07$ 5 62.29$
6 59.02$ 14,323$ 171,872$ 6 61.39$ 14,897$ 178,768$ 6 61.80$ 14,997$ 179,968$ 6 64.28$ 15,599$ 187,183$ 6 65.57$ 15,912$ 190,940$
1 48.89$ 1 50.76$ 1 51.17$ 1 53.13$ 1 54.20$
2 51.44$ 2 53.43$ 2 53.84$ 2 55.93$ 2 57.05$
3 54.13$ 3 56.24$ 3 56.65$ 3 58.87$ 3 60.05$
4 56.96$ 4 59.20$ 4 59.61$ 4 61.97$ 4 63.21$
5 59.94$ 5 62.32$ 5 62.73$ 5 65.23$ 5 66.54$
6 63.07$ 15,305$ 183,666$ 6 65.60$ 15,919$ 191,027$ 6 66.01$ 16,019$ 192,227$ 6 68.66$ 16,661$ 199,938$ 6 70.04$ 16,996$ 203,956$
1 58.52$ 1 60.78$ 1 61.19$ 1 63.55$ 1 64.83$
2 61.58$ 2 63.98$ 2 64.39$ 2 66.89$ 2 68.24$
3 64.80$ 3 67.35$ 3 67.76$ 3 70.41$ 3 71.83$
4 68.19$ 4 70.89$ 4 71.30$ 4 74.12$ 4 75.61$
5 71.76$ 5 74.62$ 5 75.03$ 5 78.02$ 5 79.59$
6 75.52$ 18,327$ 219,920$ 6 78.55$ 19,061$ 228,738$ 6 78.96$ 19,161$ 229,938$ 6 82.13$ 19,930$ 239,163$ 6 83.78$ 20,331$ 243,967$
1 56.91$ 1 59.05$ 1 59.63$ 1 61.87$ 1 63.12$
2 59.87$ 2 62.16$ 2 62.74$ 2 65.13$ 2 66.44$
3 62.99$ 3 65.43$ 3 66.01$ 3 68.56$ 3 69.94$
4 66.27$ 4 68.87$ 4 69.45$ 4 72.17$ 4 73.62$
5 69.73$ 5 72.49$ 5 73.07$ 5 75.97$ 5 77.49$
6 73.37$ 12,717$ 152,603$ 6 76.31$ 13,227$ 158,725$ 6 76.89$ 13,327$ 159,925$ 6 79.97$ 13,861$ 166,338$ 6 81.57$ 14,139$ 169,666$
1 68.09$ 1 70.67$ 1 71.25$ 1 73.97$ 1 75.45$
2 71.64$ 2 74.39$ 2 74.97$ 2 77.86$ 2 79.42$
3 75.38$ 3 78.30$ 3 78.88$ 3 81.96$ 3 83.60$
4 79.32$ 4 82.42$ 4 83.00$ 4 86.27$ 4 88.00$
5 83.46$ 5 86.76$ 5 87.34$ 5 90.81$ 5 92.63$
6 87.82$ 15,222$ 182,659$ 6 91.33$ 15,831$ 189,966$ 6 91.91$ 15,931$ 191,166$ 6 95.59$ 16,569$ 198,827$ 6 97.51$ 16,902$ 202,821$
1 71.47$ 1 74.20$ 1 74.78$ 1 77.62$ 1 79.17$
2 75.20$ 2 78.10$ 2 78.68$ 2 81.71$ 2 83.34$
3 79.13$ 3 82.21$ 3 82.79$ 3 86.01$ 3 87.73$
4 83.26$ 4 86.54$ 4 87.12$ 4 90.54$ 4 92.35$
5 87.61$ 5 91.09$ 5 91.67$ 5 95.30$ 5 97.21$
6 92.19$ 15,979$ 191,749$ 6 95.88$ 16,619$ 199,430$ 6 96.46$ 16,719$ 200,630$ 6 100.32$ 17,389$ 208,666$ 6 102.33$ 17,737$ 212,846$
1 53.27$ 1 55.26$ 1 55.84$ 1 57.93$ 1 59.09$
2 56.04$ 2 58.17$ 2 58.75$ 2 60.98$ 2 62.20$
3 58.96$ 3 61.23$ 3 61.81$ 3 64.19$ 3 65.47$
4 62.03$ 4 64.45$ 4 65.03$ 4 67.57$ 4 68.92$
5 65.26$ 5 67.84$ 5 68.42$ 5 71.13$ 5 72.55$
6 68.66$ 11,901$ 142,806$ 6 71.41$ 12,378$ 148,533$ 6 71.99$ 12,478$ 149,733$ 6 74.87$ 12,977$ 155,730$ 6 76.37$ 13,237$ 158,850$
1 64.89$ 1 67.35$ 1 67.93$ 1 70.50$ 1 71.93$
2 68.27$ 2 70.89$ 2 71.47$ 2 74.21$ 2 75.72$
3 71.83$ 3 74.62$ 3 75.20$ 3 78.12$ 3 79.70$
4 75.58$ 4 78.55$ 4 79.13$ 4 82.23$ 4 83.89$
5 79.53$ 5 82.68$ 5 83.26$ 5 86.56$ 5 88.30$
6 83.68$ 14,504$ 174,048$ 6 87.03$ 15,085$ 181,022$ 6 87.61$ 15,185$ 182,222$ 6 91.12$ 15,794$ 189,530$ 6 92.95$ 16,111$ 193,336$
637 Non‐exempt NS FIRE FIGHTER
638 Non‐exempt NS OPER PARAMEDIC‐12.5
635 Non‐exempt NS FIRE CAPTAIN
636 Non‐exempt NS FIRE INSPECTOR
661 Non‐exempt SH FIRE CPT EMT HAZ MT PARA
634 Non‐exempt NS FIRE APPARATUS OP
671 Non‐exempt SH FIRE FGHTR EMT HAZ MT PARA
672 Non‐exempt SH FIRE AP OP EMT HAZ MT PARA
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 77.66$ 1 80.64$ 1 81.22$ 1 84.32$ 1 86.01$
2 81.72$ 2 84.88$ 2 85.46$ 2 88.76$ 2 90.54$
3 85.99$ 3 89.35$ 3 89.93$ 3 93.43$ 3 95.30$
4 90.49$ 4 94.05$ 4 94.63$ 4 98.35$ 4 100.32$
5 95.22$ 5 99.00$ 5 99.58$ 5 103.53$ 5 105.60$
6 100.20$ 17,367$ 208,410$ 6 104.21$ 18,063$ 216,757$ 6 104.79$ 18,163$ 217,957$ 6 108.98$ 18,890$ 226,678$ 6 111.16$ 19,268$ 231,213$
1 78.31$ 1 81.31$ 1 81.89$ 1 85.03$ 1 86.74$
2 82.40$ 2 85.59$ 2 86.17$ 2 89.50$ 2 91.30$
3 86.71$ 3 90.09$ 3 90.67$ 3 94.21$ 3 96.10$
4 91.24$ 4 94.83$ 4 95.41$ 4 99.17$ 4 101.16$
5 96.01$ 5 99.82$ 5 100.40$ 5 104.39$ 5 106.48$
6 101.03$ 17,511$ 210,136$ 6 105.07$ 18,212$ 218,546$ 6 105.65$ 18,312$ 219,746$ 6 109.88$ 19,046$ 228,550$ 6 112.08$ 19,427$ 233,126$
1 71.47$ 1 74.20$ 1 74.78$ 1 77.62$ 1 79.17$
2 75.20$ 2 78.10$ 2 78.68$ 2 81.71$ 2 83.34$
3 79.13$ 3 82.21$ 3 82.79$ 3 86.01$ 3 87.73$
4 83.26$ 4 86.54$ 4 87.12$ 4 90.54$ 4 92.35$
5 87.61$ 5 91.09$ 5 91.67$ 5 95.30$ 5 97.21$
6 92.19$ 15,979$ 191,749$ 6 95.88$ 16,619$ 199,430$ 6 96.46$ 16,719$ 200,630$ 6 100.32$ 17,389$ 208,666$ 6 102.33$ 17,737$ 212,846$
1 73.59$ 1 76.40$ 1 76.98$ 1 79.91$ 1 81.52$
2 77.43$ 2 80.42$ 2 81.00$ 2 84.12$ 2 85.81$
3 81.47$ 3 84.65$ 3 85.23$ 3 88.55$ 3 90.33$
4 85.73$ 4 89.10$ 4 89.68$ 4 93.21$ 4 95.08$
5 90.21$ 5 93.79$ 5 94.37$ 5 98.12$ 5 100.08$
6 94.93$ 16,454$ 197,448$ 6 98.73$ 17,113$ 205,358$ 6 99.31$ 17,213$ 206,558$ 6 103.28$ 17,902$ 214,822$ 6 105.35$ 18,261$ 219,128$
1 60.72$ 1 63.02$ 1 63.60$ 1 66.01$ 1 67.33$
2 63.89$ 2 66.34$ 2 66.92$ 2 69.48$ 2 70.87$
3 67.22$ 3 69.83$ 3 70.41$ 3 73.14$ 3 74.60$
4 70.73$ 4 73.50$ 4 74.08$ 4 76.99$ 4 78.53$
5 74.42$ 5 77.37$ 5 77.95$ 5 81.04$ 5 82.66$
6 78.31$ 13,573$ 162,878$ 6 81.44$ 14,116$ 169,395$ 6 82.02$ 14,216$ 170,595$ 6 85.30$ 14,785$ 177,424$ 6 87.01$ 15,082$ 180,981$
1 73.55$ 1 76.35$ 1 76.93$ 1 79.88$ 1 81.48$
2 77.39$ 2 80.37$ 2 80.95$ 2 84.08$ 2 85.77$
3 81.43$ 3 84.60$ 3 85.18$ 3 88.50$ 3 90.28$
4 85.68$ 4 89.05$ 4 89.63$ 4 93.16$ 4 95.03$
5 90.16$ 5 93.74$ 5 94.32$ 5 98.06$ 5 100.03$
6 94.87$ 16,444$ 197,323$ 6 98.67$ 17,103$ 205,234$ 6 99.25$ 17,203$ 206,434$ 6 103.22$ 17,891$ 214,698$ 6 105.29$ 18,250$ 219,003$
1 71.47$ 1 74.20$ 1 74.78$ 1 77.62$ 1 79.17$
2 75.20$ 2 78.10$ 2 78.68$ 2 81.71$ 2 83.34$
3 79.13$ 3 82.21$ 3 82.79$ 3 86.01$ 3 87.73$
4 83.26$ 4 86.54$ 4 87.12$ 4 90.54$ 4 92.35$
5 87.61$ 5 91.09$ 5 91.67$ 5 95.30$ 5 97.21$
6 92.19$ 15,979$ 191,749$ 6 95.88$ 16,619$ 199,430$ 6 96.46$ 16,719$ 200,630$ 6 100.32$ 17,389$ 208,666$ 6 102.33$ 17,737$ 212,846$
1 55.90$ 1 58.00$ 1 58.58$ 1 60.78$ 1 62.00$
2 58.81$ 2 61.05$ 2 61.63$ 2 63.98$ 2 65.26$
3 61.87$ 3 64.26$ 3 64.84$ 3 67.35$ 3 68.69$
4 65.10$ 4 67.64$ 4 68.22$ 4 70.89$ 4 72.31$
5 68.50$ 5 71.20$ 5 71.78$ 5 74.62$ 5 76.12$
6 72.07$ 12,492$ 149,899$ 6 74.95$ 12,991$ 155,896$ 6 75.53$ 13,091$ 157,096$ 6 78.55$ 13,615$ 163,384$ 6 80.13$ 13,889$ 166,670$
646 Non‐exempt NS HAZ MAT INSPECTOR
647 Non‐exempt NS FIRE FIGHTER HAZ MAT
644 Non‐exempt NS F FIGHTR PARAMEDC‐12.5
645 Non‐exempt NS HAZ MAT SPEC
642 Non‐exempt NS 40‐HR TRAINING CAPTAIN
643 Non‐exempt NS 40‐HR TRAINING CAPTAIN EMT
639 Non‐exempt NS CAPTAIN PARAMEDIC‐12.5
641 Non‐exempt NS INSPCTR PARAMDC‐12.5
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 59.70$ 1 61.97$ 1 62.55$ 1 64.90$ 1 66.21$
2 62.81$ 2 65.23$ 2 65.81$ 2 68.32$ 2 69.69$
3 66.09$ 3 68.66$ 3 69.24$ 3 71.92$ 3 73.36$
4 69.54$ 4 72.27$ 4 72.85$ 4 75.71$ 4 77.22$
5 73.17$ 5 76.07$ 5 76.65$ 5 79.69$ 5 81.28$
6 76.99$ 13,344$ 160,133$ 6 80.07$ 13,879$ 166,546$ 6 80.65$ 13,979$ 167,746$ 6 83.88$ 14,539$ 174,470$ 6 85.56$ 14,830$ 177,965$
1 71.47$ 1 74.20$ 1 74.78$ 1 77.62$ 1 79.17$
2 75.20$ 2 78.10$ 2 78.68$ 2 81.71$ 2 83.34$
3 79.13$ 3 82.21$ 3 82.79$ 3 86.01$ 3 87.73$
4 83.26$ 4 86.54$ 4 87.12$ 4 90.54$ 4 92.35$
5 87.61$ 5 91.09$ 5 91.67$ 5 95.30$ 5 97.21$
6 92.19$ 15,979$ 191,749$ 6 95.88$ 16,619$ 199,430$ 6 96.46$ 16,719$ 200,630$ 6 100.32$ 17,389$ 208,666$ 6 102.33$ 17,737$ 212,846$
1 54.85$ 1 56.91$ 1 57.49$ 1 59.66$ 1 60.86$
2 57.71$ 2 59.91$ 2 60.49$ 2 62.80$ 2 64.06$
3 60.72$ 3 63.06$ 3 63.64$ 3 66.11$ 3 67.43$
4 63.88$ 4 66.38$ 4 66.96$ 4 69.59$ 4 70.98$
5 67.21$ 5 69.87$ 5 70.45$ 5 73.25$ 5 74.72$
6 70.72$ 12,258$ 147,091$ 6 73.55$ 12,749$ 152,984$ 6 74.13$ 12,849$ 154,184$ 6 77.10$ 13,364$ 160,368$ 6 78.65$ 13,633$ 163,592$
1 57.49$ 1 59.66$ 1 60.24$ 1 62.51$ 1 63.77$
2 60.49$ 2 62.80$ 2 63.38$ 2 65.80$ 2 67.13$
3 63.64$ 3 66.11$ 3 66.69$ 3 69.26$ 3 70.66$
4 66.96$ 4 69.59$ 4 70.17$ 4 72.91$ 4 74.38$
5 70.45$ 5 73.25$ 5 73.83$ 5 76.75$ 5 78.29$
6 74.13$ 12,849$ 154,184$ 6 77.10$ 13,364$ 160,368$ 6 77.68$ 13,464$ 161,568$ 6 80.79$ 14,004$ 168,043$ 6 82.41$ 14,284$ 171,413$
1 58.60$ 1 60.79$ 1 61.37$ 1 63.70$ 1 64.97$
2 61.65$ 2 63.99$ 2 64.57$ 2 67.05$ 2 68.39$
3 64.86$ 3 67.36$ 3 67.94$ 3 70.58$ 3 71.99$
4 68.24$ 4 70.91$ 4 71.49$ 4 74.29$ 4 75.78$
5 71.80$ 5 74.64$ 5 75.22$ 5 78.20$ 5 79.77$
6 75.55$ 13,095$ 157,138$ 6 78.57$ 13,619$ 163,426$ 6 79.15$ 13,719$ 164,626$ 6 82.32$ 14,269$ 171,226$ 6 83.97$ 14,555$ 174,658$
1 61.41$ 1 63.73$ 1 64.31$ 1 66.75$ 1 68.09$
2 64.61$ 2 67.08$ 2 67.66$ 2 70.26$ 2 71.67$
3 67.98$ 3 70.61$ 3 71.19$ 3 73.96$ 3 75.44$
4 71.53$ 4 74.33$ 4 74.91$ 4 77.85$ 4 79.41$
5 75.26$ 5 78.24$ 5 78.82$ 5 81.95$ 5 83.59$
6 79.19$ 13,726$ 164,709$ 6 82.36$ 14,276$ 171,309$ 6 82.94$ 14,376$ 172,509$ 6 86.26$ 14,952$ 179,421$ 6 87.99$ 15,252$ 183,019$
1 70.13$ 1 72.80$ 1 73.38$ 1 76.18$ 1 77.71$
2 73.79$ 2 76.63$ 2 77.21$ 2 80.19$ 2 81.80$
3 77.64$ 3 80.66$ 3 81.24$ 3 84.41$ 3 86.10$
4 81.70$ 4 84.91$ 4 85.49$ 4 88.85$ 4 90.63$
5 85.97$ 5 89.38$ 5 89.96$ 5 93.53$ 5 95.40$
6 90.46$ 15,679$ 188,150$ 6 94.08$ 16,307$ 195,686$ 6 94.66$ 16,407$ 196,886$ 6 98.45$ 17,065$ 204,776$ 6 100.42$ 17,406$ 208,874$
1 73.45$ 1 76.26$ 1 76.84$ 1 79.78$ 1 81.37$
2 77.29$ 2 80.27$ 2 80.85$ 2 83.98$ 2 85.65$
3 81.33$ 3 84.49$ 3 85.07$ 3 88.40$ 3 90.16$
4 85.58$ 4 88.94$ 4 89.52$ 4 93.05$ 4 94.91$
5 90.05$ 5 93.62$ 5 94.20$ 5 97.95$ 5 99.91$
6 94.76$ 16,425$ 197,094$ 6 98.55$ 17,082$ 204,984$ 6 99.13$ 17,182$ 206,184$ 6 103.10$ 17,871$ 214,448$ 6 105.17$ 18,229$ 218,754$
655 Non‐exempt NS FIRE CAPTAIN EMT
654 Non‐exempt NS FIRE CAP HAZ MAT EMT
652 Non‐exempt NS FIRE APPARATUS OP EMT
653 Non‐exempt NS FIRE AP OP HZ MT EMT
649 Non‐exempt NS FIRE FIGHTER EMT
651 Non‐exempt NS FIRE FGHTR HZ MT EMT
650 Non‐exempt NS FIRE APPR OP HAZ MAT
648 Non‐exempt NS FIRE CAPTAIN HAZ MAT
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 73.59$ 1 76.40$ 1 76.98$ 1 79.91$ 1 81.52$
2 77.43$ 2 80.42$ 2 81.00$ 2 84.12$ 2 85.81$
3 81.47$ 3 84.65$ 3 85.23$ 3 88.55$ 3 90.33$
4 85.73$ 4 89.10$ 4 89.68$ 4 93.21$ 4 95.08$
5 90.21$ 5 93.79$ 5 94.37$ 5 98.12$ 5 100.08$
6 94.93$ 16,454$ 197,448$ 6 98.73$ 17,113$ 205,358$ 6 99.31$ 17,213$ 206,558$ 6 103.28$ 17,902$ 214,822$ 6 105.35$ 18,261$ 219,128$
1 62.36$ 1 64.71$ 1 65.29$ 1 67.77$ 1 69.13$
2 65.61$ 2 68.12$ 2 68.70$ 2 71.34$ 2 72.77$
3 69.03$ 3 71.71$ 3 72.29$ 3 75.09$ 3 76.60$
4 72.63$ 4 75.48$ 4 76.06$ 4 79.04$ 4 80.63$
5 76.42$ 5 79.45$ 5 80.03$ 5 83.20$ 5 84.87$
6 80.41$ 13,937$ 167,246$ 6 83.63$ 14,496$ 173,950$ 6 84.21$ 14,596$ 175,150$ 6 87.58$ 15,181$ 182,166$ 6 89.34$ 15,486$ 185,827$
1 66.61$ 1 69.15$ 1 69.73$ 1 72.38$ 1 73.83$
2 70.09$ 2 72.79$ 2 73.37$ 2 76.19$ 2 77.72$
3 73.75$ 3 76.62$ 3 77.20$ 3 80.20$ 3 81.81$
4 77.60$ 4 80.65$ 4 81.23$ 4 84.42$ 4 86.12$
5 81.65$ 5 84.89$ 5 85.47$ 5 88.86$ 5 90.65$
6 85.92$ 14,892$ 178,707$ 6 89.36$ 15,489$ 185,869$ 6 89.94$ 15,589$ 187,069$ 6 93.54$ 16,214$ 194,563$ 6 95.42$ 16,539$ 198,474$
1 79.72$ 1 82.76$ 1 83.34$ 1 86.55$ 1 88.27$
2 83.88$ 2 87.12$ 2 87.70$ 2 91.10$ 2 92.92$
3 88.26$ 3 91.70$ 3 92.28$ 3 95.89$ 3 97.81$
4 92.87$ 4 96.53$ 4 97.11$ 4 100.94$ 4 102.96$
5 97.73$ 5 101.61$ 5 102.19$ 5 106.25$ 5 108.38$
6 102.84$ 17,825$ 213,901$ 6 106.96$ 18,540$ 222,477$ 6 107.54$ 18,640$ 223,677$ 6 111.84$ 19,386$ 232,627$ 6 114.08$ 19,774$ 237,286$
1 73.59$ 1 76.40$ 1 76.98$ 1 79.91$ 1 81.52$
2 77.43$ 2 80.42$ 2 81.00$ 2 84.12$ 2 85.81$
3 81.47$ 3 84.65$ 3 85.23$ 3 88.55$ 3 90.33$
4 85.73$ 4 89.10$ 4 89.68$ 4 93.21$ 4 95.08$
5 90.21$ 5 93.79$ 5 94.37$ 5 98.12$ 5 100.08$
6 94.93$ 16,454$ 197,448$ 6 98.73$ 17,113$ 205,358$ 6 99.31$ 17,213$ 206,558$ 6 103.28$ 17,902$ 214,822$ 6 105.35$ 18,261$ 219,128$
1 75.73$ 1 78.61$ 1 79.19$ 1 82.22$ 1 83.87$
2 79.68$ 2 82.75$ 2 83.33$ 2 86.55$ 2 88.28$
3 83.84$ 3 87.10$ 3 87.68$ 3 91.11$ 3 92.93$
4 88.22$ 4 91.68$ 4 92.26$ 4 95.90$ 4 97.82$
5 92.83$ 5 96.51$ 5 97.09$ 5 100.95$ 5 102.97$
6 97.68$ 16,931$ 203,168$ 6 101.59$ 17,609$ 211,307$ 6 102.17$ 17,709$ 212,507$ 6 106.26$ 18,418$ 221,021$ 6 108.39$ 18,788$ 225,451$
1 64.03$ 1 66.47$ 1 67.05$ 1 69.59$ 1 70.98$
2 67.37$ 2 69.97$ 2 70.55$ 2 73.25$ 2 74.72$
3 70.89$ 3 73.65$ 3 74.23$ 3 77.11$ 3 78.65$
4 74.59$ 4 77.53$ 4 78.11$ 4 81.17$ 4 82.79$
5 78.49$ 5 81.61$ 5 82.19$ 5 85.44$ 5 87.15$
6 82.59$ 14,315$ 171,781$ 6 85.90$ 14,889$ 178,672$ 6 86.48$ 14,989$ 179,872$ 6 89.94$ 15,590$ 187,075$ 6 91.74$ 15,902$ 190,819$
1 68.43$ 1 71.03$ 1 71.61$ 1 74.35$ 1 75.84$
2 72.00$ 2 74.77$ 2 75.35$ 2 78.26$ 2 79.83$
3 75.76$ 3 78.71$ 3 79.29$ 3 82.38$ 3 84.03$
4 79.72$ 4 82.85$ 4 83.43$ 4 86.72$ 4 88.45$
5 83.89$ 5 87.21$ 5 87.79$ 5 91.28$ 5 93.11$
6 88.27$ 15,300$ 183,595$ 6 91.80$ 15,912$ 190,944$ 6 92.38$ 16,012$ 192,144$ 6 96.08$ 16,654$ 199,846$ 6 98.01$ 16,988$ 203,861$
656
657
Non‐exempt NS CAPT PRMDC‐12.5 EMT
Non‐exempt NS FIRE INSPECTOR EMT
Non‐exempt NS F FGH PRDMD‐12.5 EMT
673 Non‐exempt NS FIRE FGHTR EMT HAZ MT PARA
674 Non‐exempt NS FIRE AP OP EMT HAZ MT PARA
660 Non‐exempt NS HAZ MAT INSPECTOR EMT
659 Non‐exempt NS HAZ MAT SPEC EMT
658 Non‐exempt NS OPR PRMDC‐12.5 EMT
697
Job
Code FLSA SH/NS Job Title
Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual Step Rate Monthly Annual
International Fire Fighters Association
Salary Schedule
Effective 01/11/2025
(2% Increase)
Effective 07/12/2024
(4% Increase)
Effective 01/13/2024
(Med Ben)
Effective 01/28/2023
(MKT 5% + 1‐1.5% CPT PARA+ Med Ben)
Effective 07/15/2023
(4% Increase)
1 81.91$ 1 85.05$ 1 85.63$ 1 88.91$ 1 90.71$
2 86.19$ 2 89.53$ 2 90.11$ 2 93.59$ 2 95.48$
3 90.70$ 3 94.24$ 3 94.82$ 3 98.52$ 3 100.50$
4 95.44$ 4 99.20$ 4 99.78$ 4 103.71$ 4 105.79$
5 100.43$ 5 104.42$ 5 105.00$ 5 109.17$ 5 111.36$
6 105.69$ 18,319$ 219,829$ 6 109.92$ 19,053$ 228,634$ 6 110.50$ 19,153$ 229,834$ 6 114.92$ 19,919$ 239,034$ 6 117.22$ 20,318$ 243,818$
662 Non‐exempt NS FIRE CPT EMT HAZ MT PARA