HomeMy WebLinkAboutStaff Report 2305-1454 City Council
Staff Report
From: City Manager
Report Type: CONSENT CALENDAR
Lead Department: Human Resources
Meeting Date: June 12, 2023
Report #:2305-1454
TITLE
Adoption of Memorandum of Agreement with Utility Management and Professional Association
of Palo Alto (UMPAPA) effective upon adoption through June 30, 2025, and Adopt revised
Management and Professional salary schedule; CEQA Status - Not a project
RECOMMENDATION
1. Staff recommends that Council:
Adopt a new Memorandum of Agreement (MOA) between the City of Palo Alto and the
Utilities Management and Professional Association of Palo Alto (UMPAPA) effective
upon adoption through June 30, 2025 (Attachment A) and corresponding salary
schedule (Attachment B), and
2. Adopt revised Management and Professional salary schedules, effective December 31,
2022 through June 30, 2025 (Attachment C, revised from April 17, 2023)
BACKGROUND
In accordance with California state law regulating local public agencies, the City of Palo Alto
(City) meets and confers in good faith with our recognized labor organizations. The team of
negotiators representing the City met with labor representatives and successfully reached a
Tentative Agreement on a successor Memoranda of Agreement (MOA).
The Utilities Management and Professional Association of Palo Alto (UMPAPA) currently has 52
FTE that are covered under the MOA. City employees represented by UMPAPA include assistant
directors, managers, supervisors, and high level professional and technical employees within
the Utilities Department. The Utilities Department services electricity, natural gas, water,
wastewater, and commercial fiber optics and is divided into five divisions including Electric
Engineering and Operations, Administration, Water Gas Wastewater Engineering and
Operations, Customer Support Services, and Resource Management.
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ANALYSIS
•A 2.5 year contract term ending June 30, 2025.
•Targeted market adjustment upon adoption equivalent to 5% wage increase.
•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.
•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
•Standby Pay for Operational Supervisors when assigned to respond to Utilities
emergencies such as power outages or storms.
•Pilot Program for a Utility Cost Efficiency Incentive to be explored in the upcoming
months.
•Addition of one floating holiday in recognition of days of historical significance.
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(Attachment C) adopted by Council on December 19, 20221 (ID#15004) for the following
classifications in the unrepresented Management and Professional group: Manager, Solid Waste,
Sr. Technologist, and Office of Emergency (OES) Services Director.
The classifications of Manager Solid Waste and Sr. Technologist supervise the staff in the
Service Employees International Union (SEIU) employee group and these two
management classification salary ranges were impacted by the corresponding market
adjustments. The adjustments to these two ranges are recommended in order to
maintain an internal spread between the represented classifications that is consistent
with the City’s practices.
Regarding the OES Director, there was a discrepancy found during review of the
Management and Professional classification benchmarking study results that this position
has been aligned to the Fire Emergency Medical Services Director position for over 10
years due to the similar duties for both of these positions. On December 19, 2022, Council
approved a market adjustment for the EMS Director position and this same market
adjustment is recommended to be applied to the OES Director.
The City Manager will review and approve staff compensation adjustments as outlined in the
Management and Professional Compensation Plan.
FISCAL/RESOURCE IMPACT
Approval of the staff recommendations outlined in this report for UMPAPA will result in
cumulative costs of approximately $3.8 million in the Enterprise Funds over the 2.5-year term of
the agreements. Ongoing annual costs for these agreements once the contract term ends are
estimated at $2.0 million in the Enterprise Funds. The cost increases for this recommendation
are slightly higher than the salary and benefit increases assumed as part of the development of
the FY 2024 Utility rates; however, these changes will not impact the Utility rates that have been
recommended and reviewed as part of the FY 2024 budget process.
Approval of the revised salary schedule for the Management and Professional group will increase
authority by $300,000 annually, reflecting the cumulative increase in salary range for 20 full-time
budgeted positions in the respective classifications. However, there are minimal instances that
require a salary increase to maintain an internal spread between supervisory positions;
therefore, staff expects less than $60,000 in additional costs in the coming fiscal year.
1 City Council December 19, 2022, Item #7, Staff Report 15004,
https://recordsportal.paloalto.gov/Weblink/DocView.aspx?id=82159&dbid=0&repo=PaloAlto
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STAKEHOLDER ENGAGEMENT
ENVIRONMENTAL REVIEW
ATTACHMENTS
APPROVED BY:
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
CITY OF PALO ALTO
Memorandum of Agreement City of Palo Alto and Utilities Management and Professional Association of Palo Alto
Effective dates:
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
Table of Contents
PREAMBLE .................................................................................................................................. 4
ARTICLE I – RECOGNITION .................................................................................................. 4
ARTICLE II – NO DISCRIMINATION .................................................................................... 4
ARTICLE III – PAYROLL DUES DEDUCTION .................................................................... 4
ARTICLE IV – WORK STOPPAGE AND LOCKOUTS ........................................................ 4
ARTICLE V – CITY RIGHT TO MANAGE ............................................................................ 4
ARTICLE VI – COMPENSATION ............................................................................................ 5
Section 1 – Job Families and Salary Schedule ............................................................................ 5
Section 2 – Base Salary Increases ............................................................................................... 5
Section 3 – Market Based Adjustments ...................................................................................... 5
ARTICLE VII – HEALTH BENEFITS ..................................................................................... 7
Section 1 – Group Insurance ....................................................................................................... 7
Article VIII – DEFERRED COMPENSATION MATCH ...................................................... 10
ARTICLE IX – LEAVES ........................................................................................................... 10
Section 1 – Sick Leave .............................................................................................................. 10
Section 2 – Management Annual Leave ................................................................................... 11
Section 3 – Vacation ................................................................................................................. 11
Section 4 – Bereavement .......................................................................................................... 12
Section 5 – All Other Leaves .................................................................................................... 12
Section 6 – Vacation Benefits for Deceased Employees .......................................................... 12
Section 7 – Voluntary Leave Program ...................................................................................... 12
ARTICLE X – WORKERS’ COMPENSATION .................................................................... 13
Section 1 – Employees unable to work due to occupational injury, illness or disease ............. 13
Section 2 – Temporary Disability ............................................................................................. 13
ARTICLE XI – RETIREMENT PENSION ............................................................................. 13
ARTICLE XII – MISCELLANEOUS ...................................................................................... 15
Section 1 – Reimbursement for Relocation Expense ................................................................ 15
Section 2 – Meal allowance ...................................................................................................... 15
Section 3 – Reduction in Workforce ......................................................................................... 15
Section 4 - Contracting Out ...................................................................................................... 15
Section 5- Association Security ................................................................................................ 16
Section 6- Notification to the Association ................................................................................ 16
Section 7- Association Representative Access to Work Locations .......................................... 16
Section 8- Release Time ........................................................................................................... 16
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
Section 9- Personnel Files ......................................................................................................... 16
ARTICLE XIII – GRIEVANCE PROCEDURE ..................................................................... 16
Section 1 - General Provisions .................................................................................................. 16
Section 2 – Definitions.............................................................................................................. 17
Section 3 - Conduct of Grievance Procedure ............................................................................ 17
Section 4 - Grievance and Appeal Procedure ........................................................................... 17
ARTICLE XIV – FULL UNDERSTANDING ......................................................................... 18
Section 1 – Full Understanding................................................................................................. 19
Section 2 – Severability ............................................................................................................ 19
Section 3 – Good Faith ............................................................................................................. 19
Section 4 – Mid-Contract Negotiations .................................................................................... 19
Section 5 – Merit System .......................................................................................................... 19
ARTICLE XV-DURATION ...................................................................................................... 19
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
PREAMBLE
This memorandum of Agreement between the City of Palo Alto, hereinafter referred to as the “City”, and
the Utilities Management and Professional Association of Palo Alto (UMPAPA), hereinafter referred to as
the “Association” or “UMPAPA”, has been prepared and entered into in accordance with Title I, Division
4, Sections Chapter 10, 3500-3510 of the California government Code and Chapter 12 of the City of Palo
Alto Merit System Rules and Regulations.
ARTICLE I – RECOGNITION
The City recognizes the Association as the exclusive representative of employees occupying positions in
the bargaining unit certified by the City in accordance with the decision of Arbitrator Kagel dated April 13,
2011.
ARTICLE II – NO DISCRIMINATION
The Association and the City hereby agree that there shall be no discrimination because of race, color,
age, handicap, sex, national origin, sexual or gender 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 Association, or participation in the lawful activities of the
Association.
ARTICLE III – PAYROLL DUES DEDUCTION
The City shall deduct Association member dues, and any other mutually agreed upon payroll deduction
from the bi-weekly pay of bargaining unit employees. The dues deduction must be authorized in writing
by the employee on an authorization form acceptable to the City and to the Association. City shall remit
the deducted dues to the Association as soon as possible after deduction.
ARTICLE IV – WORK STOPPAGE AND LOCKOUTS
The Association, its representatives or members shall not engage in or cause, instigate, encourage,
sanction or condone a work stoppage or sympathy work stoppage, withholding of services, leave of
absence abuse or work slowdown of any kind against the City of Palo Alto or its citizens by its members
during the term of this MOA. No Association member shall refuse to cross any picket line in the conduct
of the Utility business, nor shall the Association, its representatives or members discriminate in any way
towards anyone who refuses to participate in a work stoppage or any of the job actions cited above. The
City agrees that it will not lock out Association members.
ARTICLE V – CITY RIGHT TO MANAGE
The City retains and reserves, without limitation, all powers, rights, authority, duties, and responsibilities
to manage the City as stated in the City Merit Rules, Chapter 12, Section 1207(d).
Nothing in this Agreement is to be interpreted as constituting a waiver of the City’s rights and
responsibilities to manage the City and create and maintain programs and services that reflect its public's
wishes. The intent of this MOA is to establish wages, working hours, and conditions of employment with
the Association.
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
ARTICLE VI – Compensation
Section 1 – Job Families and Salary Schedule
Effective the first full pay period following adoption of this Memorandum by Council, all salaries of
covered classifications shall be as listed in Appendix A.
Appendix A shall clearly outline benchmark classifications for future total compensation surveys and for
the purposes of internal alignment of the Association job families and career paths.
The parties agree to continue a jointly-staffed benchmark committee. All recommendations or research
conducted by the committee will be included in the next bargaining process.
Section 2 – Base Salary Increases
a) General Salary Increase: Effective the first full pay period following July 1, 2023, salary
ranges and salaries of all represented classifications will be increased by four percent
(4.0%).
b) General Salary Increase: Effective the first full pay period following July 1, 2024 salary
ranges and salaries of all represented classifications will be increased by four percent
(4.0%).
c) Effective the first pay period following 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.
d) Effective the first pay period of January 2024, all classifications will receive an additional
one hundred dollars ($100) monthly flexible compensation payment built into base hourly
rate of pay.
Section 3 – Market Based Adjustments
Within the Term of this Agreement, the City will conduct a total compensation study of UMPAPA
Benchmarked positions based on the following agencies:
Anaheim
Burbank
Mountain View
Pacific Gas and Electric
Sacramento MUD
San Jose
Sunnyvale
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
The City’s total compensation study will include a geographic adjustment for agencies which are outside
of the immediate region. Those agencies receiving a geographic adjustment are: Anaheim, Burbank,
Long Beach, Sacramento MUD and Roseville. For the purposes of recruiting and retaining employees
within the Utility market place, the parties will add to the survey universe data from Pacific Gas and
Electric (PG&E) Bay Area region where data can be found. For the term of this agreement, where PG&E
data cannot be verified or acquired the parties agree to include an above-median comparator for the
purposes of calculating benchmarks.
The City’s survey is intended to provide a single source of information regarding compensation paid to
bargaining unit employees and its comparison to compensation paid by other entities. The survey data
does not obligate the City or the Association to propose or agree to any market-based adjustments. The
next total compensation study will be started 180 days prior to expiration of this agreement.
Effective the first full pay period following the adoption of the MOA, salary ranges identified
classifications will be increased in an amount sufficient to bring them to market as determined by the
City’s market study.
Section 4. Working Above Classification
Where covered employees, on a temporary basis, are assigned to perform all significant duties of a higher
classification for a period of one pay period or more, the City Manager or designee may authorize payment
within the range of the higher classification for the specified time frame. Working above classification will
not exceed six months, unless renewed at the discretion of the City Manager or designee. On expiration
of that timeframe, working above classification pay will cease and the employee will return to their former
pay level. Working above classification pay is not to exceed 10% more than the employee’s current salary
and shall be documented on a Personnel Action Form, with a description of the additional duties in the
higher classification to be performed and an end date. Any disputes with the application of this provision
shall be subject to Chapter 11 of the City’s Merit Rules.
Section 5. Standby Compensation
Utility Operations Supervisors in WGW or Electric who are assigned to standby duty shall be compensated
at the daily rate of two (2) hours at their base hourly salary on days the employee is assigned to be on
standby duty.
Section 6. Utility Cost Efficiency Incentive Pilot Program
During the term of this agreement, the parties will meet in an attempt to develop a pilot for a Utility Cost
Efficiency Incentive bonus program. The Pilot Program will be implemented only upon mutual agreement
of the City and UMPAPA but will have the following general parameters:
1. The Parties must agree on measurable objectives/criteria focused on curbing controllable
costs associated with rate increases,
2. If the agreed-upon on “measurable objectives/criteria” are met during the Pilot Program, the
City would provide a onetime non-pensionable bonus in an amount agreed to by the parties.
All covered employees who are active at the time of payment will be eligible if the
objectives/criteria are met.
3. The Pilot Program will begin and end on dates mutually agreed by the parties. However, the
pilot program will end with expiration of the current MOA between the parties unless the
parties agree in writing to an extension of the program.
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
ARTICLE VII – HEALTH BENEFITS
Section 1 – Group Insurance
a) Effective Date of Coverage
For newly-hired regular employees coverage begins on the first day of the month following date of hire
for the health plan, dental plan, vision care plan, long term disability and life insurance plans if these
benefits are elected. Effective on the first of the calendar month falling sixty (60) days after adoption of
this MOA, City health premium contributions (medical, dental and vision) will be prorated for part-time
employees based on the number of hours per week the part-time employee is assigned to work. Until
that time, part-time employees will remain subject to the practice in effect at adoption of this MOA.
b) Active Employee Health Coverage
During the term of this MOA, 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:
Category Contribution
Effective Jan 1, 2021
For the duration of this MOA if the PEHMCA Minimum charges increase they will be included in the
City’s maximum contribution and will not result in an increase to the City’s maximum contribution rates.
c) Coverage for Domestic Partners.
1. 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.
2. Domestic Partner 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) per month toward the cost of an individual health plan. Evidence
of premium payment will be required with request for reimbursement.
d) Alternative Medical Benefit Program
If a regular employee and/or the employee’s dependent(s) are eligible for medical insurance
through another employer-sponsored or association medical plan, the employee may opt for
alternative medical insurance coverage through the other employer-sponsored or association
plan and waives his/her right to the City of Palo Alto’s medical insurance coverage for same
individuals. Employees waiving City coverage may receive a stipend of $284 per month.
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
e) Retiree Health Plan
a. Employees Hired Prior to January 1, 2004
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.
The City's contribution for an employee hired before January 1, 2004 and whose retirement date is on or
after May 1, 2011 shall be the same contribution amount it makes from time to time for active City
employees.
b. Post - 1/1/04 Hires
Government Code section 22893 applies to those Unit members hired after January I, 2004, and
provides that, upon retirement from the City an employee is eligible for 50% of the specified employer
health premium contribution after ten (10) 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 service credit
year increases the employer contribution percentage by 5% until, at twenty (20) years' service credit;
the employee will be eligible upon retirement for 100% of the specified employer contribution and 90%
of the contribution for their dependent coverage. The City of Palo Alto's health premium contribution
for eligible post - 1/1/04 hires shall be the minimum contribution set by PERS under section Government
Code section 22893.
For employees hired prior to January 1, 2004 who wish to opt in to Government code section 22893,
the City provided a 90 calendar day period, in which employees hired prior to January 1, 2004 will have
the opportunity to opt in to Government code section 22893. For a 90 day period following adoption of
this agreement by Council, the City will offer a one-time opt in to Government code section 22893 for
employees hired prior to 12/1/2013.
f) Dental Plan
1. The City shall pay covered plan charges on behalf of all eligible employees and dependents.
Dependents include eligible domestic partners as defined in Section 1 subsection c of this
Article VII, Health Benefits.
2. The City’s Dental Plan provides the following:
a. Maximum Benefits per Calendar Year- $2,000 per person
b. Lifetime Maximum for Orthodontics- The City will pay up to $2,000.00 for orthodontia
coverage (not included in annual dental maximum)
c. Major Dental Services 50% UCR*
d. Orthodontics 50% UCR*
e. Basic Benefits (All other covered services)
i) First Calendar Year of Eligibility 70% UCR*
ii) Subsequent Calendar Years 70%-100%
iii) *Usual, Customary, and Reasonable
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Attachment A - UMPAPA
Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
iv) For each dental plan member, the percentage of coverage for basic benefits will
begin at 70% for the first calendar year of coverage and increase by 10% (up to a
maximum of 100%) effective the first day of the next calendar year as long as
the member utilizes the plan at least once during the current year. Per the Delta
Dental contract effective October 1, 2005, if the member does not use the plan
during the current year, the percentage of coverage for the next calendar year
shall remain unchanged from the current year.
v) If a dental plan member loses coverage under the plan, the applicable
percentage of coverage for basic benefits provided during any future period of
coverage will commence at 70% as if the dental plan member was a new
enrollee. Examples of when a member might lose coverage under the plan
include:
• Employee goes on an unpaid leave of absence and elects not to pay the
required dental premiums for his/her family’s coverage during the leave.
• Employee elects to drop one or more covered dependents from the plan
during an open enrollment period so that they might be covered on a
spouse’s non-City of Palo Alto dental plan.
g) Vision Care
1. The City shall provide vision care coverage for employee and dependents. Coverage is
administered by Vision Service Plan (VSP). The plan will provide an exam every 12 months;
lenses every 24 months; frames every 24 months, all subject to a twenty dollar ($20) co-
payment as defined in the Vision Services Benefits Plan A schedule.
2. Dependents include eligible domestic partners as defined in Section 1, Subsection c of this
Article VII, Health Benefits.
h) No dual coverage for dental and vision benefits. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City employee, each
shall only be covered once. (as an individual or as a spouse of the other City employees, but not both)
and dependent children, if any, shall be covered by only one spouse.
i) Basic Life Insurance
The City shall provide a basic group term life insurance with Accidental Death and Dismemberment
(AD&D) coverage, in an amount equal to the employee's annual basic pay (rounded to the next
highest $1,000) at no-cost to the employee. AD&D pays an additional amount equal to the
employee’s annual basic pay (rounded to the next highest $1,000).
j) Supplemental Life And AD&D Insurance
An employee may, at his/her cost, purchase additional life insurance and additional AD&D
coverage equal to one- or two-times his or her annual salary. The maximum amount of life
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Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
insurance available to the employee is up to $325,000 and the maximum amount of AD&D
coverage available is up to $325,000.
k) Long Term Disability Insurance
The City shall provide long term disability (LTD) insurance with a benefit of 2/3 monthly salary, up
to a maximum benefit of ten thousand dollars ($10,000) per month. The LTD plan will have a
waiting period of sixty days, as provided by the applicable carrier agreement. The City shall pay the
premium for the first six thousand dollars ($6,000) of base monthly salary. For employees whose
base monthly salary exceeds six thousand dollars ($6,000), the employee shall pay the cost of the
required premium based upon their monthly salary between six thousand dollars ($6,000) and
fifteen thousand dollars ($15,000).
l) Employee Assistance Plan
The Employee Assistance Plan (EAP) provides employees with confidential personal counseling, work
and family related issues, eldercare, substance abuse, etc. In addition, EAP programs provide a
valuable tool for supervisors to refer troubled employees to professional outside help. This service
staffed by experienced clinicians is available to employees and their dependents by calling a toll-free
phone line twenty-four (24) hours a day, seven days a week. Guidance is also available online.
Article VIII – Deferred Compensation Match
Effective January 1, 2019 the City will match employee contributions into their City approved 457 plans
up to a maximum of $4000. No combination of Employee and Employer funds can exceed the IRS limits
for City approved 457 plans. The table below is for illustrative purposes only:
ARTICLE IX – LEAVES
Section 1 – Sick Leave
a) 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 3.7 hours per bi-weekly
pay period for those employees working a forty-hour duty schedule. Those assigned work schedules,
which are greater or lesser than forty hours will accrue sick leave at the ratio of their work schedule
to forty hours.
b) Employees may use up to twenty hours of sick leave per calendar year for personal business. The
scheduling of such leave is subject to the approval of the appropriate level of Management.
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Memorandum of
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
c) Employees leaving the municipal service shall forfeit all accumulated sick leave, except as otherwise
provided by law and by Section 609 of the Merit Rules and Regulations. 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.
d) Employees that were hired before December 1, 1983 and 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. See Merit System Rules and Regulations, Chapter 6, Section 609.
e) Up to nine days of sick leave per calendar year may be used for illness in the immediate family,
including a registered domestic partner.
f) Employees eligible, as specified above if hired before December 1, 1983, to be compensated for sick
leave may annually convert sick leave hours in excess of 600 to cash or deferred compensation,
according to the formula set forth above, up to a maximum of $2,000 per fiscal year.
Section 2 – Management Annual Leave
At the beginning of each calendar year designated exempt employees will be credited with 80 hours of
management annual leave. This leave is granted in recognition of the extra hours exempt employees work
over their regular schedule. This leave may be taken as paid time off, added to vacation accrual (subject
to vacation accrual limitations), taken as cash or taken as deferred compensation. When time off is taken
under this provision, 10-hour shift workers will receive one shift off for each 8 hours charged. Entitlement
under this provision will be reduced on a prorated basis for part-time status, or according to the number
of months in paid status during the fiscal year; employees who have used more than the pro-rated share
at the time they leave City service shall be required to repay the balance or have it deducted from their
final check. Unused balances as of the end of the calendar year will be paid in cash unless a different
option as indicated above is elected by the employee.
Section 3 – Vacation
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly basis. Total
vacation accrual at any one time may not exceed three times the annual rate of accrual. Each eligible
employee shall accrue vacation at the following rate for continuous service performed in pay status:
a) Less than nine years. For employees completing less than nine years continuous service: 120 hours
vacation leave per year; provided that:
The City manager is authorized to adjust the annual vacation accrual of employees hired on or
after July 1, 2001, to provide up to 40 additional hours (i.e., to a maximum annual accrual of 160
hours) for service with a prior employer.
b) Nine, but less than fourteen years. For employees completing nine, but not more than fourteen years
continuous service; 160 hours vacation per year.
c) Fourteen, but less than nineteen years. For employees completing fourteen, but not more than
nineteen years continuous service; 180 hours vacation leave per year.
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Memorandum of
Agreement
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
d) Nineteen or more years. For employees completing nineteen or more years continuous service; 200
hours vacation leave per year.
e) Employees are eligible to cash out vacation accrual balances in excess of 80 hours. An employee may
cash out a minimum of eight (8) hours to a maximum of 120 hours of accrued vacation provided the
employee has taken 80 vacation hours in the previous 12 months and has followed the election
procedures set forth in this section.
Employees must elect the number of vacation hours they will cash-out during the next calendar year,
up to the maximum of 120 hours. The election will apply only to vacation hours that are accrued in
the next calendar year and that are eligible for cash-out.
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.
Employees who do not elect a cash-out amount by December 31 of the prior calendar year 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. Employees who elect 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. For
employees who have not requested cash-out of the elected amount by November 1 of each year,
Payroll will automatically cash-out the elected amount, or the maximum available amount, in a
paycheck issued on or after the payroll date including November 1.
Section 4 – Bereavement
Leave of absence with pay of three days may be granted to an employee by the head of his/her
department 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, step-son, daughter, daughter-in-law, step-daughter,
mother, mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-law, grandmother,
grandmother-in-law, grandfather, grandfather-in-law, grandchild, aunt, uncle, niece, nephew, registered
domestic partner, or a close relative residing in the household of 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 three days shall be subject to the approval of a Council-Appointed Officer for employees under
his/her control.
Section 5 – All Other Leaves
For all other leaves of absence refer to Chapters 5 and 8 of the City’s Merit Rules and Regulations.
Section 6 – Vacation Benefits 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 the employee's estate within thirty days. This proration will be
computed at the last basic rate of pay.
Section 7 – Voluntary Leave Program
If permitted by agreement between the City and the Association, members of the Association may
participate in the "Voluntary Leave Program" to assist in maintaining the pay of an employee who is
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eligible by virtue of a qualifying catastrophic medical condition. Such participation, when authorized by
City- Association agreement, shall be allowed only as long as the donors remain anonymous (unless
disclosure is required by law).
Section 8 Floating Holiday – Days of Historical Significance
Employees will be provided one floating holiday each calendar year in acknowledgement of days of
historical significance. The employee with prior approval from their supervisor can use this floating
holiday at any time during the year. This holiday has no cash value and will expire if unused.
ARTICLE X – WORKERS’ COMPENSATION
Section 1 – Employees unable to work due to occupational injury, illness or disease
Employees unable to work due to occupational injury, illness or disease will be required to report to
management to discuss his or her status and ability to return to work on restricted or unrestricted duty,
subject to the limitations imposed by applicable law. This requirement is not meant to unreasonably
restrict employee’s activities while off work due to such incapacity as long as such activities are cleared
by the treating physician, treating program or alternative treatment program and the employee is
available for restricted or unrestricted duty as soon as medical clearance can be received.
Section 2 – Temporary Disability
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 not to exceed
fifty-seven (57) calendar days (including Saturdays, Sundays and Holidays), 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.
For any temporary disability continuing beyond the time limits set forth above, employees shall be paid
two-thirds (66.66%) of their full base salary at the time of injury for the duration of such temporary
disability in conformance with State law.
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 and
vacation and sick leave benefits shall continue to accrue. In case of temporary disability beyond the time
limits set forth above, sick leave and vacation benefits shall not be accrued.
ARTICLE XI – RETIREMENT PENSION
a) Employees hired before July 17, 2010
1. Retirement formula. Effective pay period inclusive of 1/6/07, the City’s Public Employees’
Retirement System (PERS) benefits changed to the 2.7%@ 55 formula for non-safety
members (from 2% @55).
2. Employee contributions. Employees under the 2.7%@55 retirement formula will pay the full
eight percent (8%) employee contribution.
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3. Final compensation. Final compensation for purposes of retirement shall be as set forth in the
City’s contract with CalPERS, including, when applicable, the Government Code Section 20692
Optional Benefit.
b) Employees hired on or after July 17, 2010.
1. Retirement formula. For miscellaneous employees hired on or after July 17, 2010, or on or
after January 1, 2013 who are not subject to the pension formula in the Public Employees’
Pension Reform Act (PEPRA), the City offers the CalPERS retirement formula two percent
(2.0%) of final salary at age sixty (60).
2. Employee contributions. Employees under the 2%@60 retirement formula will pay the full
seven percent (7%) employee contribution.
3. Final compensation. Final compensation for purposes of retirement shall be as set forth in the
City’s contract with CalPERS, including, when applicable, the Government Code Section 20692
Optional Benefit or as required by law.
c) New Employees hired on or after January 1, 2013
Employees hired on or after January 1, 2013 who are “new members” as defined by the California
Public Employees’ Pension Reform Act (PEPRA), will be subject to the terms of that statute including
but not limited to the following provisions:
1. Retirement formula. Effective for employees hired on or after January 1, 2013, the PEPRA
requires the City to provide new employees, as defined in that law, the CalPERS retirement
formula two percent of final salary at age 62 (2%@62).
2. Employee contributions. Employees under the 2%@62 formula shall pay at least 50 percent
of the total normal cost or the same contribution rate as “similarly situated” employees,
whichever is higher.
3. Final compensation. Final compensation for employees under the 2%@62 benefit shall be as
set forth in PEPRA, including calculation based on the average of three highest consecutive
years and a cap on pensionable compensation (currently $136,440) based on IRS limits for
employers that do not participate in social security.
d) Effective as soon as administratively feasible but no sooner than the first full pay period of March
2019, bargaining unit employees shall contribute 1% of their salary toward the employer cost of
retirement.
Pensions Group Pension
Formula Employer Side Contribution from
2.7@ 55 8% 1% 9%
2@60 7% 1% 8%
2@62 50% of the normal Cost 1% Will fluctuate
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(Currently 6.25%) (Currently 7.25%)
e) Employee CalPERS contributions tax deferred. Employee CalPERS contributions shall be made on a tax
deferred basis, in accordance with Section 414(h)(2) of the Internal Revenue Code. All provisions of
this subsection are subject to and conditioned upon compliance with IRS regulations.
ARTICLE XII – MISCELLANEOUS
Section 1 – Reimbursement for Relocation Expense
The City of Palo Alto, in rare instances, may, provide a Basic Relocation Benefits Package for new
employees, upon the approval of the City Manager or designated subordinate. In addition, the provision
of “Optional Benefits”, or portions thereof, may be extended for exceptional circumstances and only by
approval of the City Manager or designee. The details of the Relocation Expense program are specified in
the City’s Relocation Expense policy.
Section 2 – Meal allowance
Employees assigned to attend night meetings or who travel for business purposes are eligible to receive
reimbursement as described by City policy. This provision covers only receipted meals actually taken and
submitted for reimbursement.
Section 3 – Reduction in Workforce
The City will make every effort to provide written notice of its intent to lay off employees in this unit and
will meet with Association upon request to discuss alternatives to layoff.
Section 4 - Contracting Out
a. As provided in subsection b, the City shall provide notice of any planned action(s) that would
result in the layoff of one or more Association bargaining unit members and where either of the
following apply:
1. The planned City action(s) is to contract out work historically and exclusively performed
by Association bargaining unit members;
2. The planned City action is to substantially increase the scope or amount of work
historically but not exclusively performed by Association bargaining unit members (e.g.
work shared with other City employees outside the Association bargaining unit or
contractors).
b. The City shall deliver written notice to the Association at least thirty (30) days before it
implements any action(s) described in subsection a. Within seven (7) days after it receives such
notice, the Association may deliver to the City’s Chief People Officer a written request to meet
and discuss the effects of the City action(s). After the City’s receipt of such request, the parties
will promptly meet and undertake discussions. The discussions will conclude no later than the
thirtieth (30th) day following the Association’s receipt of the City’s notice of the planned action(s),
as described above. Thereafter, the City may implement the action(s) without further discussion
as originally planned or as modified as a result of such discussions. If the Association does not
deliver timely notice of its desire to meet and discuss the effects of the action(s) identified in the
City’s notice, the City may proceed with the planned action(s).
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c. The City retains its right to determine the methods, means, and personnel by which services are
carried out at its sole discretion in circumstances no covered by subsection a above.
Section 5- Association Security
a) When a person is hired in any of the covered job classifications, the City shall notify that person that
the Association is the recognized bargaining representative for the employee in said Association and
give the employee a current copy of the Memorandum of Agreement.
b) Members of the Association Board may use a reasonable amount of on-duty time without loss of pay
to meet with the City specifically related to representation of employees.
For purposes of this section, representation shall include:
(i) Meetings with represented employees or the City related to a grievance or disciplinary action,
including investigation and preparation time.
(ii) Any meeting with the City related to benefits, working conditions or other terms and conditions of
employment.
Section 6- Notification to the Association
The Association shall be informed in advance in writing by the City 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.
Section 7- Association Representative Access to Work Locations
Employee and nonemployee representatives of the Association will be granted access to City work
locations to conduct business related to the administration or negotiation of the parties' Memorandum
of Agreement, as long as advance arrangements for such visits have been made with the affected
department manager and no disruption of work occurs.
Section 8- Release Time
The Association Chair, Vice-Chair or his or her-designee in the representation unit may use a reasonable
amount of time without loss of pay for matters related to the bargaining process, labor relations, and
administration of the MOA, violations of the MOA, grievances, disciplinary
Section 9- 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 Association
representatives. An employee shall be allowed, copies of materials in an employee's personnel file.
ARTICLE XIII – GRIEVANCE PROCEDURE
Section 1 - General Provisions
The City and the Association recognize that early settlement of grievances is essential to sound
employee-employer relations. The parties seek to establish a mutually satisfactory method for the
settlement of Association grievances as provided for below. In presenting a grievance the aggrieved
and/or his or her representative is assured freedom from restraint, interference, coercion,
discrimination or reprisal.
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Palo Alto and the City of Palo Alto effective January 1, 2023 to June 30, 2025
Section 2 – Definitions
Grievance means an unresolved complaint or dispute regarding the interpretation or application of this
Memorandum of Agreement, 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.
Section 3 - Conduct of Grievance Procedure
a) An aggrieved employee may be represented by the Association or may represent himself/herself in
preparing and presenting a grievance at any level of review. No grievance settlement may be made
in violation of an existing merit rule or memorandum of agreement.
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. Requests for
release time to prepare grievances shall be made in advance and approved by the immediate
supervisor.
c) The time limits specified in this Article may be extended by mutual agreement in writing of the
aggrieved employee or the Association and the reviewer concerned.
d) Should a decision not be rendered within a stipulated time limit, the grievant may immediately
appeal to the next step.
e) The grievance shall be considered settled if the decision of any step is not appealed within the
specified time limit.
f) Grievances shall be made in writing and submitted on forms provided by the City. The written
grievance shall contain clear, factual and concise language, including: (1) the name of the grievant;
(2) a statement of the facts upon which the grievance is based, including relevant dates, times and
places; (3) specific provisions of this Agreement the grievant alleges has been violated; (4) a
summary of any steps taken toward resolution; and (5) the action the grievant believes will resolve
the grievance.
g) 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.
h) For purposes of time limits, “working days” are considered to be Monday through Friday, exclusive
of City holidays.
i) If a mutually agreed solution is reached during any step of this grievance procedure, the agreement
shall be placed in writing and signed by the City and the grievant or Association.
j) Upon request of either party, meetings to discuss the grievance shall be held at any step in the
grievance procedure.
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 is
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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. Formal Grievance
If the grievance is not resolved through the informal discussion in Step 1 the employee will reduce the
grievance 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. The Department Head or designee shall have fifteen
(15) working days from the receipt of a written grievance to review the matter and prepare a written
statement.
Step III. Human Resources Director
If the grievance is not resolved and/or the aggrieved employee is not satisfied with the Step II decision,
the grievant 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, 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. City Manager /Arbitration
If the grievance is not resolved at Step III, the aggrieved employee may choose between final and
binding resolution of the grievance 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 Association approval. All Step IV appeals must be filed in writing
at the Human Resources Department Office 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. 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. 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. 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. Copies of the
arbitrator's decision shall be submitted to the City, the aggrieved employee and the Association. All
direct costs emanating from the arbitration procedure shall be paid in full by the party in which the
decision was found against.
ARTICLE XIV – FULL UNDERSTANDING
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Section 1 – Full Understanding
The Memorandum of Agreement contains the full and entire understanding of the parties regarding the
matters set forth herein.
Section 2 – Severability
If, at the conclusion of any applicable appeals, any provision of this Memorandum of Agreement is
ultimately held invalid and unenforceable by a decision of the relevant Court or Administrative Agency of
competent jurisdiction such holding shall apply only to the provision(s) of this Memorandum of
Agreement specified in the decision. Such decision shall not invalidate any other portion of this
Memorandum of Understanding, and the unaffected provisions shall remain in full force and effect. The
Parties agree that within ten (10) days after the date of such decision, they shall meet and confer in an
effort to negotiate a substitute for the invalidated provision(s).
Section 3 – Good Faith
Ordinances, resolutions, rules and regulations enacted pursuant to this Memorandum of Agreement that
regulate matters within the scope of representation shall, to the extent they are within the scope of
representation, be administered in good faith.
Section 4 – Mid-Contract Negotiations
Subjects within the scope of representation that are not covered by this Memorandum of Agreement
remain subject to the duty to meet and confer in good faith on timely notice and request. Neither party
is obligated to meet and confer over matters within the scope of representation covered by this
Memorandum of Agreement, except for purposes of negotiating over the terms of a successor to this
Memorandum of Agreement.
Section 5 – Merit System
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.
ARTICLE XV-DURATION
This Memorandum of Agreement shall become effective once the Memorandum of Agreement is signed
by the parties hereto and adopted by the City Council. This Memorandum of Agreement shall remain in
effect through June 30, 2025. At the request of either party negotiation of a successor agreement shall
commence, however they should begin no sooner than 6 months prior to expiration of this agreement
and no later than 3 months prior to the expiration of this agreement.
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective July 1, 2021 to June 30, 2022January 1, 2023 to
June 30, 2025
CITY OF PALO ALTO
Memorandum of Agreement City of Palo Alto and Utilities Management and Professional Association of Palo Alto
Effective dates:
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Palo Alto and the City of Palo Alto effective July 1, 2021 to June 30, 2022January 1, 2023 to
June 30, 2025
Table of Contents
PREAMBLE .................................................................................................................................. 4
ARTICLE I – RECOGNITION .................................................................................................. 4
ARTICLE II – NO DISCRIMINATION .................................................................................... 4
ARTICLE III – PAYROLL DUES DEDUCTION .................................................................... 4
ARTICLE IV – WORK STOPPAGE AND LOCKOUTS ........................................................ 4
ARTICLE V – CITY RIGHT TO MANAGE ............................................................................ 4
ARTICLE VI – COMPENSATION ............................................................................................ 5
Section 1 – Job Families and Salary Schedule ............................................................................ 5
Section 2 – Base Salary Increases ............................................................................................... 5
Section 3 – Market Based Adjustments ...................................................................................... 6
ARTICLE VII – HEALTH BENEFITS ..................................................................................... 7
Section 1 – Group Insurance ....................................................................................................... 7
Article VIII – DEFERRED COMPENSATION MATCH ...................................................... 11
ARTICLE IX – LEAVES ........................................................................................................... 11
Section 1 – Sick Leave .............................................................................................................. 11
Section 2 – Management Annual Leave ................................................................................... 12
Section 3 – Vacation ................................................................................................................. 12
Section 4 – Bereavement .......................................................................................................... 13
Section 5 – All Other Leaves .................................................................................................... 13
Section 6 – Vacation Benefits for Deceased Employees .......................................................... 13
Section 7 – Voluntary Leave Program ...................................................................................... 13
ARTICLE X – WORKERS’ COMPENSATION .................................................................... 13
Section 1 – Employees unable to work due to occupational injury, illness or disease ............. 14
Section 2 – Temporary Disability ............................................................................................. 14
ARTICLE XI – RETIREMENT PENSION ............................................................................. 14
ARTICLE XII – MISCELLANEOUS ...................................................................................... 15
Section 1 – Reimbursement for Relocation Expense ................................................................ 16
Section 2 – Meal allowance ...................................................................................................... 16
Section 3 – Reduction in Workforce ......................................................................................... 16
Section 4 - Contracting Out ...................................................................................................... 16
Section 5- Association Security ................................................................................................ 16
Section 6- Notification to the Association ................................................................................ 17
Section 7- Association Representative Access to Work Locations .......................................... 17
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June 30, 2025
Section 8- Release Time ........................................................................................................... 17
Section 9- Personnel Files ......................................................................................................... 17
ARTICLE XIII – GRIEVANCE PROCEDURE ..................................................................... 17
Section 1 - General Provisions .................................................................................................. 17
Section 2 – Definitions.............................................................................................................. 17
Section 3 - Conduct of Grievance Procedure ............................................................................ 17
Section 4 - Grievance and Appeal Procedure ........................................................................... 18
ARTICLE XIV – FULL UNDERSTANDING ......................................................................... 19
Section 1 – Full Understanding................................................................................................. 19
Section 2 – Severability ............................................................................................................ 19
Section 3 – Good Faith ............................................................................................................. 20
Section 4 – Mid-Contract Negotiations .................................................................................... 20
Section 5 – Merit System .......................................................................................................... 20
ARTICLE XV-DURATION ...................................................................................................... 20
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Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective July 1, 2021 to June 30, 2022January 1, 2023 to
June 30, 2025
PREAMBLE
This memorandum of Agreement between the City of Palo Alto, hereinafter referred to as the “City”, and
the Utilities Management and Professional Association of Palo Alto (UMPAPA), hereinafter referred to as
the “Association” or “UMPAPA”, has been prepared and entered into in accordance with Title I, Division
4, Sections Chapter 10, 3500-3510 of the California government Code and Chapter 12 of the City of Palo
Alto Merit System Rules and Regulations.
ARTICLE I – RECOGNITION
The City recognizes the Association as the exclusive representative of employees occupying positions in
the bargaining unit certified by the City in accordance with the decision of Arbitrator Kagel dated April 13,
2011.
ARTICLE II – NO DISCRIMINATION
The Association and the City hereby agree that there shall be no discrimination because of race, color,
age, handicap, sex, national origin, sexual or gender 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 Association, or participation in the lawful activities of the
Association.
ARTICLE III – PAYROLL DUES DEDUCTION
The City shall deduct Association member dues, and any other mutually agreed upon payroll deduction
from the bi-weekly pay of bargaining unit employees. The dues deduction must be authorized in writing
by the employee on an authorization form acceptable to the City and to the Association. City shall remit
the deducted dues to the Association as soon as possible after deduction.
ARTICLE IV – WORK STOPPAGE AND LOCKOUTS
The Association, its representatives or members shall not engage in or cause, instigate, encourage,
sanction or condone a work stoppage or sympathy work stoppage, withholding of services, leave of
absence abuse or work slowdown of any kind against the City of Palo Alto or its citizens by its members
during the term of this MOA. No Association member shall refuse to cross any picket line in the conduct
of the Utility business, nor shall the Association, its representatives or members discriminate in any way
towards anyone who refuses to participate in a work stoppage or any of the job actions cited above. The
City agrees that it will not lock out Association members.
ARTICLE V – CITY RIGHT TO MANAGE
The City retains and reserves, without limitation, all powers, rights, authority, duties, and responsibilities
to manage the City as stated in the City Merit Rules, Chapter 12, Section 1207(d).
Nothing in this Agreement is to be interpreted as constituting a waiver of the City’s rights and
responsibilities to manage the City and create and maintain programs and services that reflect its public's
wishes. The intent of this MOA is to establish wages, working hours, and conditions of employment with
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June 30, 2025
the Association.
ARTICLE VI – Compensation
Section 1 – Job Families and Salary Schedule
Effective the first full pay period following adoption of this Memorandum by Council, all salaries of
covered classifications shall be as listed in Appendix A.
Appendix A shall clearly outline benchmark classifications for future total compensation surveys and for
the purposes of internal alignment of the Association job families and career paths.
The parties agree to continue a jointly-staffed benchmark committee. All recommendations or research
conducted by the committee will be included in the next bargaining process.
Section 2 – Base Salary Increases
a) General Salary Increase: Effective the first full pay period following July 1, 2023, salary
ranges and salaries of all represented classifications will be increased by four percent
(4.0%).
b) General Salary Increase: Effective the first full pay period following July 1, 2024 salary
ranges and salaries of all represented classifications will be increased by four percent
(4.0%).
c) Effective the first pay period following 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.
d) Effective the first pay period of January 2024, all classifications will receive an additional
one hundred dollars ($100) monthly flexible compensation payment built into base hourly
rate of pay.
During the term of this agreement there will be no base salary increase (0%).
For the purpose of reference and discussion the parties may bring whichever relevant data points are
available, but both agree that the United States Bureau of Labor Statistics “BLS” provides the most
widely accepted and utilized data for determining the cost of living for a given region. The BLS is
intended to provide a single source of information regarding inflationary impacts within the local
economy. The BLS data does not obligate the City or the Association to propose or agree to any base
salary adjustments.
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June 30, 2025
a) The methodology for implementing base salary increases will be to: Increase the top salary
range of the benchmarked positions within each job family by the above listed base salary
increase, while maintaining a 25% differential between the top and bottom of the selected
salary range then
b) Adjust the salary range of the linked positions within each job family based on their differential
from the benchmarked position.
c) Each individual’s base salary will be increased by the same percentage that was applied to their
position’s salary range in a) or b) above.
d) If an individual’s salary would be reduced based on the implementation of the new salary
schedule, then that employee will remain at their current salary until a time when the listed
salary is equal to their current pay.
e) For the purposes of this contract only, in implementing changes to the salary range individuals
below the new salary minimum will be brought up to the new minimum.
Section 3 – Market Based Adjustments
Within the Term of this Agreement, the City will conduct a total compensation study of UMPAPA
Benchmarked positions based on the following agencies:
Anaheim
Burbank
Mountain View
Pacific Gas and Electric
Sacramento MUD
San Jose
Sunnyvale
The City’s total compensation study will include a geographic adjustment for agencies which are outside
of the immediate region. Those agencies receiving a geographic adjustment are: Anaheim, Burbank,
Long Beach, Sacramento MUD and Roseville. For the purposes of recruiting and retaining employees
within the Utility market place, the parties will add to the survey universe data from Pacific Gas and
Electric (PG&E) Bay Area region where data can be found. For the term of this agreement, where PG&E
data cannot be verified or acquired the parties agree to include an above-median comparator for the
purposes of calculating benchmarks.
The City’s survey is intended to provide a single source of information regarding compensation paid to
bargaining unit employees and its comparison to compensation paid by other entities. The survey data
does not obligate the City or the Association to propose or agree to any market-based adjustments. The
next total compensation study will be started 180 days prior to expiration of this agreement.
Effective the first full pay period following the adoption of the MOA, salary ranges identified
classifications will be increased in an amount sufficient to bring them to market as determined by the
City’s market study.
Section 4. Working Above Classification
Where covered employees, on a temporary basis, are assigned to perform all significant duties of a higher
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classification for a period of one pay period or more, the City Manager or designee may authorize payment
within the range of the higher classification for the specified time frame. Working above classification will
not exceed six months, unless renewed at the discretion of the City Manager or designee. On expiration
of that timeframe, working above classification pay will cease and the employee will return to their former
pay level. Working above classification pay is not to exceed 10% more than the employee’s current salary
and shall be documented on a Personnel Action Form, with a description of the additional duties in the
higher classification to be performed and an end date. Any disputes with the application of this provision
shall be subject to Chapter 11 of the City’s Merit Rules.
Section 5. Standby Compensation
Utility Operations Supervisors in WGW or Electric who are assigned to standby duty shall be compensated
at the daily rate of two (2) hours at their base hourly salary on days the employee is assigned to be on
standby duty.
Section 6. Utility Cost Efficiency Incentive Pilot Program
During the term of this agreement, the parties will meet in an attempt to develop a pilot for a Utility Cost
Efficiency Incentive bonus program. The Pilot Program will be implemented only upon mutual agreement
of the City and UMPAPA but will have the following general parameters:
1. The Parties must agree on measurable objectives/criteria focused on curbing controllable
costs associated with rate increases,
2. If the agreed-upon on “measurable objectives/criteria” are met during the Pilot Program, the
City would provide a onetime non-pensionable bonus in an amount agreed to by the parties.
All covered employees who are active at the time of payment will be eligible if the
objectives/criteria are met.
3. The Pilot Program will begin and end on dates mutually agreed by the parties. However, the
pilot program will end with expiration of the current MOA between the parties unless the
parties agree in writing to an extension of the program.
ARTICLE VII – HEALTH BENEFITS
Section 1 – Group Insurance
a) Effective Date of Coverage
For newly-hired regular employees coverage begins on the first day of the month following date of hire
for the health plan, dental plan, vision care plan, long term disability and life insurance plans if these
benefits are elected. Effective on the first of the calendar month falling sixty (60) days after adoption of
this MOA, City health premium contributions (medical, dental and vision) will be prorated for part-time
employees based on the number of hours per week the part-time employee is assigned to work. Until
that time, part-time employees will remain subject to the practice in effect at adoption of this MOA.
b) Active Employee Health Coverage
During the term of this MOA, 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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June 30, 2025
Medical Premium
Category Contribution
Effective Jan 1, 2021
For the duration of this MOA if the PEHMCA Minimum charges increase they will be included in the
City’s maximum contribution and will not result in an increase to the City’s maximum contribution rates.
c) Coverage for Domestic Partners.
1. 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.
2. Domestic Partner 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) per month toward the cost of an individual health plan. Evidence
of premium payment will be required with request for reimbursement.
d) Alternative Medical Benefit Program
If a regular employee and/or the employee’s dependent(s) are eligible for medical insurance
through another employer-sponsored or association medical plan, the employee may opt for
alternative medical insurance coverage through the other employer-sponsored or association
plan and waives his/her right to the City of Palo Alto’s medical insurance coverage for same
individuals. Employees waiving City coverage may receive a stipend of $284 per month.
e) Retiree Health Plan
a. Employees Hired Prior to January 1, 2004
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.
The City's contribution for an employee hired before January 1, 2004 and whose retirement date is on or
after May 1, 2011 shall be the same contribution amount it makes from time to time for active City
employees.
b. Post - 1/1/04 Hires
Government Code section 22893 applies to those Unit members hired after January I, 2004, and
provides that, upon retirement from the City an employee is eligible for 50% of the specified employer
health premium contribution after ten (10) 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 service credit
year increases the employer contribution percentage by 5% until, at twenty (20) years' service credit;
the employee will be eligible upon retirement for 100% of the specified employer contribution and 90%
of the contribution for their dependent coverage. The City of Palo Alto's health premium contribution
for eligible post - 1/1/04 hires shall be the minimum contribution set by PERS under section Government
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Code section 22893.
c. For employees hired prior to January 1, 2004 who wish to opt in to Government code
section 22893,. tThe City providedwill offer a 90 calendar day period following adoption of
this agreement by Council, in which employees hired prior to January 1, 2004 will have the
opportunity to opt in to Government code section 22893. For a 90 day period following
adoption of this agreement by Council, the City will offer a one-time opt in to Government
code section 22893 for employees hired prior to 12/1/2013.
f) Dental Plan
1. The City shall pay covered plan charges on behalf of all eligible employees and dependents.
Dependents include eligible domestic partners as defined in Section 1 subsection c of this
Article VII, Health Benefits.
2. The City’s Dental Plan provides the following:
a. Maximum Benefits per Calendar Year- $2,000 per person
b. Lifetime Maximum for Orthodontics- The City will pay up to $2,000.00 for orthodontia
coverage (not included in annual dental maximum)
c. Major Dental Services 50% UCR*
d. Orthodontics 50% UCR*
e. Basic Benefits (All other covered services)
i) First Calendar Year of Eligibility 70% UCR*
ii) Subsequent Calendar Years 70%-100%
iii) *Usual, Customary, and Reasonable
iv) For each dental plan member, the percentage of coverage for basic benefits will
begin at 70% for the first calendar year of coverage and increase by 10% (up to a
maximum of 100%) effective the first day of the next calendar year as long as
the member utilizes the plan at least once during the current year. Per the Delta
Dental contract effective October 1, 2005, if the member does not use the plan
during the current year, the percentage of coverage for the next calendar year
shall remain unchanged from the current year.
v) If a dental plan member loses coverage under the plan, the applicable
percentage of coverage for basic benefits provided during any future period of
coverage will commence at 70% as if the dental plan member was a new
enrollee. Examples of when a member might lose coverage under the plan
include:
• Employee goes on an unpaid leave of absence and elects not to pay the
required dental premiums for his/her family’s coverage during the leave.
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June 30, 2025
• Employee elects to drop one or more covered dependents from the plan
during an open enrollment period so that they might be covered on a
spouse’s non-City of Palo Alto dental plan.
g) Vision Care
1. The City shall provide vision care coverage for employee and dependents. Coverage is
administered by Vision Service Plan (VSP). The plan will provide an exam every 12 months;
lenses every 24 months; frames every 24 months, all subject to a twenty dollar ($20) co-
payment as defined in the Vision Services Benefits Plan A schedule.
2. Dependents include eligible domestic partners as defined in Section 1, Subsection c of this
Article VII, Health Benefits.
h) No dual coverage for dental and vision benefits. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City employee, each
shall only be covered once. (as an individual or as a spouse of the other City employees, but not both)
and dependent children, if any, shall be covered by only one spouse.
i) Basic Life Insurance
The City shall provide a basic group term life insurance with Accidental Death and Dismemberment
(AD&D) coverage, in an amount equal to the employee's annual basic pay (rounded to the next
highest $1,000) at no-cost to the employee. AD&D pays an additional amount equal to the
employee’s annual basic pay (rounded to the next highest $1,000).
j) Supplemental Life And AD&D Insurance
An employee may, at his/her cost, purchase additional life insurance and additional AD&D
coverage equal to one- or two-times his or her annual salary. The maximum amount of life
insurance available to the employee is up to $325,000 and the maximum amount of AD&D
coverage available is up to $325,000.
k) Long Term Disability Insurance
The City shall provide long term disability (LTD) insurance with a benefit of 2/3 monthly salary, up
to a maximum benefit of ten thousand dollars ($10,000) per month. The LTD plan will have a
waiting period of sixty days, as provided by the applicable carrier agreement. The City shall pay the
premium for the first six thousand dollars ($6,000) of base monthly salary. For employees whose
base monthly salary exceeds six thousand dollars ($6,000), the employee shall pay the cost of the
required premium based upon their monthly salary between six thousand dollars ($6,000) and
fifteen thousand dollars ($15,000).
l) Employee Assistance Plan
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June 30, 2025
The Employee Assistance Plan (EAP) provides employees with confidential personal counseling, work
and family related issues, eldercare, substance abuse, etc. In addition, EAP programs provide a
valuable tool for supervisors to refer troubled employees to professional outside help. This service
staffed by experienced clinicians is available to employees and their dependents by calling a toll-free
phone line twenty-four (24) hours a day, seven days a week. Guidance is also available online.
Article VIII – Deferred Compensation Match
Effective January 1, 2019 the City will match employee contributions into their City approved 457 plans
up to a maximum of $4000. No combination of Employee and Employer funds can exceed the IRS limits
for City approved 457 plans. The table below is for illustrative purposes only:
ARTICLE IX – LEAVES
Section 1 – Sick Leave
a) 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 3.7 hours per bi-weekly
pay period for those employees working a forty-hour duty schedule. Those assigned work schedules,
which are greater or lesser than forty hours will accrue sick leave at the ratio of their work schedule
to forty hours.
b) Employees may use up to twenty hours of sick leave per calendar year for personal business. The
scheduling of such leave is subject to the approval of the appropriate level of Management.
c) Employees leaving the municipal service shall forfeit all accumulated sick leave, except as otherwise
provided by law and by Section 609 of the Merit Rules and Regulations. 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.
d) Employees that were hired before December 1, 1983 and 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. See Merit System Rules and Regulations, Chapter 6, Section 609.
e) Up to nine days of sick leave per calendar year may be used for illness in the immediate family,
including a registered domestic partner.
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f) Employees eligible, as specified above if hired before December 1, 1983, to be compensated for sick
leave may annually convert sick leave hours in excess of 600 to cash or deferred compensation,
according to the formula set forth above, up to a maximum of $2,000 per fiscal year.
Section 2 – Management Annual Leave
At the beginning of each calendar year designated exempt employees will be credited with 80 hours of
management annual leave. This leave is granted in recognition of the extra hours exempt employees work
over their regular schedule. This leave may be taken as paid time off, added to vacation accrual (subject
to vacation accrual limitations), taken as cash or taken as deferred compensation. When time off is taken
under this provision, 10-hour shift workers will receive one shift off for each 8 hours charged. Entitlement
under this provision will be reduced on a prorated basis for part-time status, or according to the number
of months in paid status during the fiscal year; employees who have used more than the pro-rated share
at the time they leave City service shall be required to repay the balance or have it deducted from their
final check. Unused balances as of the end of the calendar year will be paid in cash unless a different
option as indicated above is elected by the employee.
Section 3 – Vacation
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly basis. Total
vacation accrual at any one time may not exceed three times the annual rate of accrual. Each eligible
employee shall accrue vacation at the following rate for continuous service performed in pay status:
a) Less than nine years. For employees completing less than nine years continuous service: 120 hours
vacation leave per year; provided that:
The City manager is authorized to adjust the annual vacation accrual of employees hired on or
after July 1, 2001, to provide up to 40 additional hours (i.e., to a maximum annual accrual of 160
hours) for service with a prior employer.
b) Nine, but less than fourteen years. For employees completing nine, but not more than fourteen years
continuous service; 160 hours vacation per year.
c) Fourteen, but less than nineteen years. For employees completing fourteen, but not more than
nineteen years continuous service; 180 hours vacation leave per year.
d) Nineteen or more years. For employees completing nineteen or more years continuous service; 200
hours vacation leave per year.
e) Employees are eligible to cash out vacation accrual balances in excess of 80 hours. An employee may
cash out a minimum of eight (8) hours to a maximum of 120 hours of accrued vacation provided the
employee has taken 80 vacation hours in the previous 12 months and has followed the election
procedures set forth in this section.
Employees must elect the number of vacation hours they will cash-out during the next calendar year,
up to the maximum of 120 hours. The election will apply only to vacation hours that are accrued in
the next calendar year and that are eligible for cash-out.
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June 30, 2025
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.
Employees who do not elect a cash-out amount by December 31 of the prior calendar year 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. Employees who elect 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. For
employees who have not requested cash-out of the elected amount by November 1 of each year,
Payroll will automatically cash-out the elected amount, or the maximum available amount, in a
paycheck issued on or after the payroll date including November 1.
Section 4 – Bereavement
Leave of absence with pay of three days may be granted to an employee by the head of his/her
department 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, step-son, daughter, daughter-in-law, step-daughter,
mother, mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-law, grandmother,
grandmother-in-law, grandfather, grandfather-in-law, grandchild, aunt, uncle, niece, nephew, registered
domestic partner, or a close relative residing in the household of 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 three days shall be subject to the approval of a Council-Appointed Officer for employees under
his/her control.
Section 5 – All Other Leaves
For all other leaves of absence refer to Chapters 5 and 8 of the City’s Merit Rules and Regulations.
Section 6 – Vacation Benefits 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 the employee's estate within thirty days. This proration will be
computed at the last basic rate of pay.
Section 7 – Voluntary Leave Program
If permitted by agreement between the City and the Association, members of the Association may
participate in the "Voluntary Leave Program" to assist in maintaining the pay of an employee who is
eligible by virtue of a qualifying catastrophic medical condition. Such participation, when authorized by
City- Association agreement, shall be allowed only as long as the donors remain anonymous (unless
disclosure is required by law).
Section 8 Floating Holiday – Days of Historical Significance
Employees will be provided one floating holiday each calendar year in acknowledgement of days of
historical significance. The employee with prior approval from their supervisor can use this floating
holiday at any time during the year. This holiday has no cash value and will expire if unused.
ARTICLE X – WORKERS’ COMPENSATION
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June 30, 2025
Section 1 – Employees unable to work due to occupational injury, illness or disease
Employees unable to work due to occupational injury, illness or disease will be required to report to
management to discuss his or her status and ability to return to work on restricted or unrestricted duty,
subject to the limitations imposed by applicable law. This requirement is not meant to unreasonably
restrict employee’s activities while off work due to such incapacity as long as such activities are cleared
by the treating physician, treating program or alternative treatment program and the employee is
available for restricted or unrestricted duty as soon as medical clearance can be received.
Section 2 – Temporary Disability
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 not to exceed
fifty-seven (57) calendar days (including Saturdays, Sundays and Holidays), 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.
For any temporary disability continuing beyond the time limits set forth above, employees shall be paid
two-thirds (66.66%) of their full base salary at the time of injury for the duration of such temporary
disability in conformance with State law.
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 and
vacation and sick leave benefits shall continue to accrue. In case of temporary disability beyond the time
limits set forth above, sick leave and vacation benefits shall not be accrued.
ARTICLE XI – RETIREMENT PENSION
a) Employees hired before July 17, 2010
1. Retirement formula. Effective pay period inclusive of 1/6/07, the City’s Public Employees’
Retirement System (PERS) benefits changed to the 2.7%@ 55 formula for non-safety
members (from 2% @55).
2. Employee contributions. Employees under the 2.7%@55 retirement formula will pay the full
eight percent (8%) employee contribution.
3. Final compensation. Final compensation for purposes of retirement shall be as set forth in the
City’s contract with CalPERS, including, when applicable, the Government Code Section 20692
Optional Benefit.
b) Employees hired on or after July 17, 2010.
1. Retirement formula. For miscellaneous employees hired on or after July 17, 2010, or on or
after January 1, 2013 who are not subject to the pension formula in the Public Employees’
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Pension Reform Act (PEPRA), the City offers the CalPERS retirement formula two percent
(2.0%) of final salary at age sixty (60).
2. Employee contributions. Employees under the 2%@60 retirement formula will pay the full
seven percent (7%) employee contribution.
3. Final compensation. Final compensation for purposes of retirement shall be as set forth in the
City’s contract with CalPERS, including, when applicable, the Government Code Section 20692
Optional Benefit or as required by law.
c) New Employees hired on or after January 1, 2013
Employees hired on or after January 1, 2013 who are “new members” as defined by the California
Public Employees’ Pension Reform Act (PEPRA), will be subject to the terms of that statute including
but not limited to the following provisions:
1. Retirement formula. Effective for employees hired on or after January 1, 2013, the PEPRA
requires the City to provide new employees, as defined in that law, the CalPERS retirement
formula two percent of final salary at age 62 (2%@62).
2. Employee contributions. Employees under the 2%@62 formula shall pay at least 50 percent
of the total normal cost or the same contribution rate as “similarly situated” employees,
whichever is higher.
3. Final compensation. Final compensation for employees under the 2%@62 benefit shall be as
set forth in PEPRA, including calculation based on the average of three highest consecutive
years and a cap on pensionable compensation (currently $136,440) based on IRS limits for
employers that do not participate in social security.
d) Effective as soon as administratively feasible but no sooner than the first full pay period of March
2019, bargaining unit employees shall contribute 1% of their salary toward the employer cost of
retirement.
Pensions Group Pension
Formula Employer Side Contribution from
2.7@ 55 8% 1% 9%
2@60 7% 1% 8%
2@62 50% of the normal Cost
(Currently 6.25%)
1% Will fluctuate
(Currently 7.25%)
e) Employee CalPERS contributions tax deferred. Employee CalPERS contributions shall be made on a tax
deferred basis, in accordance with Section 414(h)(2) of the Internal Revenue Code. All provisions of
this subsection are subject to and conditioned upon compliance with IRS regulations.
ARTICLE XII – MISCELLANEOUS
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June 30, 2025
Section 1 – Reimbursement for Relocation Expense
The City of Palo Alto, in rare instances, may, provide a Basic Relocation Benefits Package for new
employees, upon the approval of the City Manager or designated subordinate. In addition, the provision
of “Optional Benefits”, or portions thereof, may be extended for exceptional circumstances and only by
approval of the City Manager or designee. The details of the Relocation Expense program are specified in
the City’s Relocation Expense policy.
Section 2 – Meal allowance
Employees assigned to attend night meetings or who travel for business purposes are eligible to receive
reimbursement as described by City policy. This provision covers only receipted meals actually taken and
submitted for reimbursement.
Section 3 – Reduction in Workforce
The City will make every effort to provide written notice of its intent to lay off employees in this unit and
will meet with Association upon request to discuss alternatives to layoff.
Section 4 - Contracting Out
a. As provided in subsection b, the City shall provide notice of any planned action(s) that would
result in the layoff of one or more Association bargaining unit members and where either of the
following apply:
1. The planned City action(s) is to contract out work historically and exclusively performed
by Association bargaining unit members;
2. The planned City action is to substantially increase the scope or amount of work
historically but not exclusively performed by Association bargaining unit members (e.g.
work shared with other City employees outside the Association bargaining unit or
contractors).
b. The City shall deliver written notice to the Association at least thirty (30) days before it
implements any action(s) described in subsection a. Within seven (7) days after it receives such
notice, the Association may deliver to the City’s Chief People Officer a written request to meet
and discuss the effects of the City action(s). After the City’s receipt of such request, the parties
will promptly meet and undertake discussions. The discussions will conclude no later than the
thirtieth (30th) day following the Association’s receipt of the City’s notice of the planned action(s),
as described above. Thereafter, the City may implement the action(s) without further discussion
as originally planned or as modified as a result of such discussions. If the Association does not
deliver timely notice of its desire to meet and discuss the effects of the action(s) identified in the
City’s notice, the City may proceed with the planned action(s).
c. The City retains its right to determine the methods, means, and personnel by which services are
carried out at its sole discretion in circumstances no covered by subsection a above.
Section 5- Association Security
a) When a person is hired in any of the covered job classifications, the City shall notify that person that
the Association is the recognized bargaining representative for the employee in said Association and
give the employee a current copy of the Memorandum of Agreement.
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b) Members of the Association Board may use a reasonable amount of on-duty time without loss of pay
to meet with the City specifically related to representation of employees.
For purposes of this section, representation shall include:
(i) Meetings with represented employees or the City related to a grievance or disciplinary action,
including investigation and preparation time.
(ii) Any meeting with the City related to benefits, working conditions or other terms and conditions of
employment.
Section 6- Notification to the Association
The Association shall be informed in advance in writing by the City 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.
Section 7- Association Representative Access to Work Locations
Employee and nonemployee representatives of the Association will be granted access to City work
locations to conduct business related to the administration or negotiation of the parties' Memorandum
of Agreement, as long as advance arrangements for such visits have been made with the affected
department manager and no disruption of work occurs.
Section 8- Release Time
The Association Chair, Vice-Chair or his or her-designee in the representation unit may use a reasonable
amount of time without loss of pay for matters related to the bargaining process, labor relations, and
administration of the MOA, violations of the MOA, grievances, disciplinary
Section 9- 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 Association
representatives. An employee shall be allowed, copies of materials in an employee's personnel file.
ARTICLE XIII – GRIEVANCE PROCEDURE
Section 1 - General Provisions
The City and the Association recognize that early settlement of grievances is essential to sound
employee-employer relations. The parties seek to establish a mutually satisfactory method for the
settlement of Association grievances as provided for below. In presenting a grievance the aggrieved
and/or his or her representative is assured freedom from restraint, interference, coercion,
discrimination or reprisal.
Section 2 – Definitions
Grievance means an unresolved complaint or dispute regarding the interpretation or application of this
Memorandum of Agreement, 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.
Section 3 - Conduct of Grievance Procedure
Item 7
Attachment A - UMPAPA
Memorandum of
Agreement
Item 7: Staff Report Pg. 40 Packet Pg. 194 of 461
Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective July 1, 2021 to June 30, 2022January 1, 2023 to
June 30, 2025
a) An aggrieved employee may be represented by the Association or may represent himself/herself in
preparing and presenting a grievance at any level of review. No grievance settlement may be made
in violation of an existing merit rule or memorandum of agreement.
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. Requests for
release time to prepare grievances shall be made in advance and approved by the immediate
supervisor.
c) The time limits specified in this Article may be extended by mutual agreement in writing of the
aggrieved employee or the Association and the reviewer concerned.
d) Should a decision not be rendered within a stipulated time limit, the grievant may immediately
appeal to the next step.
e) The grievance shall be considered settled if the decision of any step is not appealed within the
specified time limit.
f) Grievances shall be made in writing and submitted on forms provided by the City. The written
grievance shall contain clear, factual and concise language, including: (1) the name of the grievant;
(2) a statement of the facts upon which the grievance is based, including relevant dates, times and
places; (3) specific provisions of this Agreement the grievant alleges has been violated; (4) a
summary of any steps taken toward resolution; and (5) the action the grievant believes will resolve
the grievance.
g) 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.
h) For purposes of time limits, “working days” are considered to be Monday through Friday, exclusive
of City holidays.
i) If a mutually agreed solution is reached during any step of this grievance procedure, the agreement
shall be placed in writing and signed by the City and the grievant or Association.
j) Upon request of either party, meetings to discuss the grievance shall be held at any step in the
grievance procedure.
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 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. Formal Grievance
If the grievance is not resolved through the informal discussion in Step 1 the employee will reduce the
grievance to writing and submit copies to the Department head or his or her designee within fifteen (15)
Item 7
Attachment A - UMPAPA
Memorandum of
Agreement
Item 7: Staff Report Pg. 41 Packet Pg. 195 of 461
Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective July 1, 2021 to June 30, 2022January 1, 2023 to
June 30, 2025
working days of the discussion with the immediate. The Department Head or designee shall have fifteen
(15) working days from the receipt of a written grievance to review the matter and prepare a written
statement.
Step III. Human Resources Director
If the grievance is not resolved and/or the aggrieved employee is not satisfied with the Step II decision,
the grievant 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, 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. City Manager /Arbitration
If the grievance is not resolved at Step III, the aggrieved employee may choose between final and
binding resolution of the grievance 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 Association approval. All Step IV appeals must be filed in writing
at the Human Resources Department Office 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. 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. 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. 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. Copies of the
arbitrator's decision shall be submitted to the City, the aggrieved employee and the Association. All
direct costs emanating from the arbitration procedure shall be paid in full by the party in which the
decision was found against.
ARTICLE XIV – FULL UNDERSTANDING
Section 1 – Full Understanding
The Memorandum of Agreement contains the full and entire understanding of the parties regarding the
matters set forth herein.
Section 2 – Severability
If, at the conclusion of any applicable appeals, any provision of this Memorandum of Agreement is
ultimately held invalid and unenforceable by a decision of the relevant Court or Administrative Agency of
Item 7
Attachment A - UMPAPA
Memorandum of
Agreement
Item 7: Staff Report Pg. 42 Packet Pg. 196 of 461
Memorandum of Agreement Between Utilities Management and Professional Association of
Palo Alto and the City of Palo Alto effective July 1, 2021 to June 30, 2022January 1, 2023 to
June 30, 2025
competent jurisdiction such holding shall apply only to the provision(s) of this Memorandum of
Agreement specified in the decision. Such decision shall not invalidate any other portion of this
Memorandum of Understanding, and the unaffected provisions shall remain in full force and effect. The
Parties agree that within ten (10) days after the date of such decision, they shall meet and confer in an
effort to negotiate a substitute for the invalidated provision(s).
Section 3 – Good Faith
Ordinances, resolutions, rules and regulations enacted pursuant to this Memorandum of Agreement that
regulate matters within the scope of representation shall, to the extent they are within the scope of
representation, be administered in good faith.
Section 4 – Mid-Contract Negotiations
Subjects within the scope of representation that are not covered by this Memorandum of Agreement
remain subject to the duty to meet and confer in good faith on timely notice and request. Neither party
is obligated to meet and confer over matters within the scope of representation covered by this
Memorandum of Agreement, except for purposes of negotiating over the terms of a successor to this
Memorandum of Agreement.
Section 5 – Merit System
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.
ARTICLE XV-DURATION
This Memorandum of Agreement shall become effective once the Memorandum of Agreement is signed
by the parties hereto and adopted by the City Council. This Memorandum of Agreement shall remain in
effect through June 30, 20252. At the request of either party negotiation of a successor agreement shall
commence, however they should begin no sooner than 6 months prior to expiration of this agreement
and no later than 3 months prior to the expiration of this agreement.
Item 7
Attachment A - UMPAPA
Memorandum of
Agreement
Item 7: Staff Report Pg. 43 Packet Pg. 197 of 461
City of Palo Alto
Utilities Management and Professional Association of Palo Alto (UMPAPA) Salary Schedule
Effecitve 6.17.2023 Market+Ben Offset
Job Code Classifications
Utilities Administrative Assistant
Min Hourly Rate Max Hourly Rate Approx Max Monthly Salary Approx. Max Annual Salary
2076 $36.45
$96.63
$105.43
$101.81
$99.40
$64.08
$92.60
$89.43
$87.26
$73.86
$85.92
$88.48
$82.97
$68.44
$70.86
$68.98
$60.06
$80.60
$77.83
$58.50
$75.98
$72.57
$70.08
$80.60
$72.21
$79.48
$62.65
$50.06
$48.60
$128.84
$140.57
$135.74
$132.53
$85.44
$123.46
$119.23
$116.34
$98.48
$117.97
$98.48
$110.62
$91.25
$94.48
$91.97
$80.08
$107.46
$103.77
$77.99
$101.30
$96.76
$93.44
$107.46
$96.27
$105.97
$83.53
$66.75
$8,424
$22,332
$24,365
$23,528
$22,972
$14,810
$21,400
$20,667
$20,166
$17,070
$20,448
$17,070
$19,174
$15,817
$16,377
$15,941
$13,881
$18,626
$17,987
$13,518
$17,559
$16,772
$16,196
$18,626
$16,687
$18,368
$14,479
$11,570
$101,088
Assistant Director, Utilites Customer Support Services
1003
Assistant Director, Utilities Resource Management
84
129
120
2025
179
185
1114
156
150
48
Manager, Utilities Program Services
2020 Utilities Principal Business Analyst
Utilities Senior Business Analyst
188
2187
2014
25
Principal Engineer, Electric and Fiber Utilities
Utilities Senior Management Analyst
27 Supervising Project Engineer, Electric and Fiber Utilities
28
1011
TBD
Manager, Utilities Compliance
Operations Supervisor, WGW Utilities
Management Analyst - U *
Effective 04/01/2023
Item 7
Attachment B - UMPAPA Salary
Schedule
Item 7: Staff Report Pg. 44 Packet Pg. 198 of 461
City of Palo Alto
Utilities Management and Professional Association of Palo Alto (UMPAPA) Salary Schedule
07.15.2023 (4%)
Max Hourly Rate Approx Max Monthly SalaryJob Code Classifications
Utilities Administrative Assistant
Min Hourly Rate Approx. Max Annual Salary
2076
6
$37.92
$100.50
$109.65
$105.88
$103.38
$66.65
$96.30
$93.00
$90.75
$76.82
$92.02
$76.82
$86.29
$71.18
$73.70
$71.75
$62.46
$83.82
$80.95
$60.84
$79.02
$75.48
$72.89
$83.82
$75.10
$82.66
$65.16
$52.07
$50.55
$134.00
$146.20
$141.17
$137.84
$88.86
$8,762
$23,227
$25,341
$24,469
$23,892
$15,402
$22,256
$21,493
$20,973
$17,753
$21,266
$17,753
$19,942
$16,449
$17,032
$16,581
$14,435
$19,372
$18,708
$14,059
$18,262
$17,444
$16,845
$19,372
$17,356
$19,103
$15,059
$12,033
$105,144
Assistant Director, Utilites Customer Support Services
1003
Assistant Director, Utilities Resource Management
84
129
120
2025
179
185
1114
156
150
48
$128.40
Operations Manager, Electric and Fiber Utilities
Manager, Utilities Program Services
Manager, Fiber Optic Utility $98.26
2020 Utilities Principal Business Analyst $95.66
Utilities Senior Business Analyst $83.28
188
2187
2014
25
Principal Engineer, Electric and Fiber Utilities $111.76
Utilities Senior Management Analyst
$105.36
27 Supervising Project Engineer, Electric and Fiber Utilities
28
1011
TBD
Manager, Utilities Compliance $111.76
Operations Supervisor, WGW Utilities
Management Analyst - U $69.42
Item 7
Attachment B - UMPAPA Salary
Schedule
Item 7: Staff Report Pg. 45 Packet Pg. 199 of 461
City of Palo Alto
Utilities Management and Professional Association of Palo Alto (UMPAPA) Salary Schedule
01.13.2024 (Ben Offset)
Max Hourly Rate Approx Max Monthly SalaryJob Code Classifications
Utilities Administrative Assistant
Min Hourly Rate Approx. Max Annual Salary
2076
6
$38.43
$100.94
$110.09
$106.32
$103.82
$67.08
$96.74
$93.44
$91.19
$77.25
$92.46
$77.25
$86.73
$71.61
$74.13
$72.27
$62.99
$84.26
$81.39
$61.36
$79.46
$75.92
$73.32
$84.26
$75.54
$83.10
$65.60
$52.59
$51.24
$134.58
$146.78
$141.75
$138.42
$89.44
$8,882
$23,327
$25,442
$24,570
$23,993
$15,503
$22,357
$21,594
$21,074
$17,853
$21,367
$17,853
$20,043
$16,550
$17,132
$16,701
$14,557
$19,472
$18,808
$14,180
$18,363
$17,545
$16,945
$19,472
$17,456
$19,204
$15,160
$12,154
$106,579
Assistant Director, Utilites Customer Support Services
1003
Assistant Director, Utilities Resource Management
84
129
120
2025
179
185
1114
156
150
48
$128.98
Operations Manager, Electric and Fiber Utilities
Manager, Utilities Program Services
Manager, Fiber Optic Utility $98.84
2020 Utilities Principal Business Analyst $96.35
Utilities Senior Business Analyst $83.98
188
2187
2014
25
Principal Engineer, Electric and Fiber Utilities $112.34
Utilities Senior Management Analyst
$105.94
27 Supervising Project Engineer, Electric and Fiber Utilities
28
1011
TBD
Manager, Utilities Compliance $112.34
Operations Supervisor, WGW Utilities
Management Analyst - U $70.12
Item 7
Attachment B - UMPAPA Salary
Schedule
Item 7: Staff Report Pg. 46 Packet Pg. 200 of 461
City of Palo Alto
Utilities Management and Professional Association of Palo Alto (UMPAPA) Salary Schedule
07.13.2024 (4%)
Max Hourly Rate Approx Max Monthly SalaryJob Code Classifications
Utilities Administrative Assistant
Min Hourly Rate Approx. Max Annual Salary
2076
6
$39.98
$104.98
$114.50
$110.57
$107.97
$69.77
$100.61
$97.18
$94.84
$80.34
$96.16
$80.34
$90.20
$74.48
$77.10
$75.17
$65.51
$87.63
$84.65
$63.81
$82.64
$78.96
$76.26
$87.63
$78.56
$86.43
$68.22
$54.70
$53.30
$139.97
$152.66
$147.42
$143.96
$93.02
$9,239
$24,261
$26,461
$25,553
$24,953
$16,123
$23,251
$22,459
$21,918
$18,567
$22,223
$18,567
$20,845
$17,212
$17,819
$17,371
$15,139
$20,252
$19,562
$14,747
$19,098
$18,247
$17,625
$20,252
$18,155
$19,973
$15,766
$12,641
$110,864
Assistant Director, Utilites Customer Support Services
1003
Assistant Director, Utilities Resource Management
84
129
120
2025
179
185
1114
156
150
48
$134.14
Operations Manager, Electric and Fiber Utilities
Manager, Utilities Program Services
Manager, Fiber Optic Utility $102.80
2020 Utilities Principal Business Analyst
Utilities Senior Business Analyst
188
2187
2014
25
Principal Engineer, Electric and Fiber Utilities $116.84
Utilities Senior Management Analyst
$110.18
27 Supervising Project Engineer, Electric and Fiber Utilities
28
1011
TBD
Manager, Utilities Compliance
Operations Supervisor, WGW Utilities
Management Analyst - U $72.93
Item 7
Attachment B - UMPAPA Salary
Schedule
Item 7: Staff Report Pg. 47 Packet Pg. 201 of 461
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
Hourly Rate
Grade
Annual Salary
Job Code FLSA Status Classifications Min Mid Max Min MaxCodes
190 Non-Exempt Accountant 690P $40.52 $50.65
$40.50
$73.52
$120.49
$92.47
$55.98
$120.18
$99.74
$95.50
$92.34
$86.23
$97.12
$96.00
$55.62
$79.40
$77.86
$94.18
$91.83
$84.23
$71.94
$91.26
$49.20
$53.24
$62.50
$50.82
$109.65
$72.52
$43.85
$95.34
$89.95
$114.22
$116.09
$110.39
$60.78 $84,282 $105,352 $126,422
Exempt
115 Assistant Chief Building Official $88.23 $122,346 $152,922
$144.59
Assistant City Attorney
Assistant City Clerk
Assistant City Manager $144.22 $199,992
Assistant Director Administrative Services 120A
126
1007
2001
10
143
Assistant Manager WQCP $95.28 $132,122
$93.44
118
2008
112
95
$113.02
Chief Communications Officer
Chief Procurement Officer
82 Chief Transportation Official $109.52
96
24 Communication Specialist $63.89 $88,608
89 Contracts Administrator $75.00 $104,000
186 Non-Exempt Coordinator Library Circulation $60.99
Exempt Fire Marshal $131.58 $182,458
Deputy City Attorney
71 Deputy City Clerk $52.62
55 Deputy City Manager $114.41 $158,662 $198,307
195 Deputy Director Technical Services Division
81 Director Administrative Services/Chief Financial Officer
72 45E
Page 1
Item 7
Attachment C - Revised Management
and Prof Salary Schedule
Item 7: Staff Report Pg. 48 Packet Pg. 202 of 461
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
Hourly Rate
Grade
Annual Salary
Job Code FLSA Status Classifications Min Mid Max Min MaxCodes
1012 Exempt Director Development Services 145A $77.59
$88.55
$96.71
$82.69
$69.63
$69.63
$79.80
$93.12
$94.31
$111.29
$60.28
$62.66
$67.39
$36.60
$105.11
$51.51
$34.24
$49.05
$43.14
$44.50
$60.86
$69.86
$64.58
$49.35
$45.88
$49.28
$55.69
$64.31
$55.02
$60.86
$59.86
$52.81
$63.88
$96.98
$110.68
$120.88
$103.36
$87.03
$87.03
$99.74
$116.39
$117.88
$139.11
$75.34
$78.32
$84.23
$45.74
$131.38
$64.38
$42.79
$61.31
$53.92
$55.62
$76.07
$87.32
$80.72
$61.68
$57.34
$61.60
$69.61
$80.38
$68.77
$76.07
$74.82
$66.01
$79.84
$116.38 $161,387 $201,718 $242,070
25E
60E
Director of Emergency Medical Services 215D
134
135
121
2002
172
2031
1005
139
163
101
90
30E
10E
Division Head Library Services 260D
Executive Assistant to the City Manager
$218,629 $273,270
Hearing Officer 480M
Human Resources Representative
$102,024 $127,525
2015
Management Analyst $92,560
Manager Accounting $126,589
2007 Manager Airport
Manager Budget
Manager Communications 525M
154
169
1013
63
Manager Community Services
$102,502
44
45
93
1116
Manager Finance
Page 2
Item 7
Attachment C - Revised Management
and Prof Salary Schedule
Item 7: Staff Report Pg. 49 Packet Pg. 203 of 461
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
Hourly Rate
Grade
Annual Salary
Job Code FLSA Status Classifications Min Mid Max Min MaxCodes
127
2018
32
Exempt Manager Fleet 255D $53.35
$51.74
$62.22
$58.84
$50.27
$48.66
$49.24
$64.68
$59.10
$57.56
$54.09
$63.77
$59.35
$54.87
$71.70
$64.51
$47.86
$32.40
$44.50
$108.51
$95.65
$61.32
$49.64
$61.08
$50.32
$50.27
$44.50
$53.78
$53.39
$68.72
$52.04
$46.84
$52.00
$66.68
$64.67
$77.77
$73.55
$62.83
$60.82
$61.55
$80.84
$73.87
$71.94
$67.61
$79.71
$74.18
$68.58
$89.62
$80.63
$59.82
$40.50
$55.62
$135.63
$119.56
$76.64
$62.04
$76.34
$62.90
$62.83
$55.62
$67.22
$66.73
$85.89
$65.04
$58.54
$64.99
$80.02
$77.61
$93.33
$88.26
$75.40
$72.99
$73.86
$97.01
$88.65
$86.33
$81.14
$95.66
$89.02
$82.30
$107.55
$96.76
$71.79
$48.60
$66.75
$162.76
$143.48
$91.97
$74.45
$91.61
$75.48
$75.40
$66.75
$80.67
$80.08
$103.07
$78.05
$70.25
$77.99
$110,968 $138,694 $166,442
Manager Human Services
Manager Information Technology
2006
92 Manager Maintenance Operations
26
51 Manager Planning
103
2011
160
57
Manager Real Property
Manager Revenue Collections
Manager Treasury, Debt & Investments
86 Exempt
178
1008
$67,392
Performance Auditor II $92,560 $115,690Exempt
Police Chief $225,701
Chief Assistant City Attorney 101A
Principal Management Analyst
Public Safety Communications Manager
$111,862
Senior Business Analyst - M
Senior Executive Assistant
$108,160
Page 3
Item 7
Attachment C - Revised Management
and Prof Salary Schedule
Item 7: Staff Report Pg. 50 Packet Pg. 204 of 461
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
Hourly Rate
Grade
Annual Salary
Job Code FLSA Status Classifications Min Mid Max Min MaxCodes
130 Exempt Senior Performance Auditor 510M $49.05 $61.31
$85.89
$72.74
$58.39
$69.72
$69.72
$51.01
$54.38
$58.39
$49.20
$59.82
$100.25
$73.58
$103.07
$87.29
$70.07
$83.67
$83.67
$61.22
$65.26
$70.07
$59.04
$71.79
$120.30
$102,024 $127,525 $153,046
33 Senior Technologist
155 Superintendent Animal Services
1117
Supervising Librarian
Supervisor Facilities Management
Supervisor Water Quality Control Operations
Confidential Classifications
905 Non-Exempt Human Resources Technician
Non-Exempt Legal Secretary-Confidential
830C $28.70 $35.87 $43.05 $59,696 $74,610 $89,544
$91,770
$108,763
$101,088
Exempt Secretary to City Attorney
1004 Non-Exempt Senior Legal Secretary - Confidential
Page 4
Item 7
Attachment C - Revised Management
and Prof Salary Schedule
Item 7: Staff Report Pg. 51 Packet Pg. 205 of 461