HomeMy WebLinkAboutStaff Report 2307-1735CITY OF PALO ALTO
CITY COUNCIL
Special Meeting
Monday, August 14, 2023
Council Chambers & Hybrid
5:30 PM
Agenda Item
2.Adoption of Memorandum of Agreement with Service Employees International Union
Hourly Unit and Compensation Plan for Unrepresented Limited Hourly Employees,
effective upon adoption through June 30, 2025; and Adoption of revised Management
and Professional Salary Schedule to add one new classification effective July 1, 2023;
CEQA Status - Not a project Q&A
City Council
Staff Report
From: City Manager
Report Type: CONSENT CALENDAR
Lead Department: Human Resources
Meeting Date: August 14, 2023
Report #:2307-1735
TITLE
Adoption of Memorandum of Agreement with Service Employees International Union Hourly
Unit and Compensation Plan for Unrepresented Limited Hourly Employees, effective upon
adoption through June 30, 2025; and Adoption of revised Management and Professional Salary
Schedule to add one new classification effective July 1, 2023; CEQA Status - Not a project
RECOMMENDATION
Staff recommends:
1. Council adopt the updated Salary Schedule and Compensation Plan for unrepresented
Limited hourly employees, effective through June 30, 2025 (Attachment A and B);
2. Council adopt an updated Salary Schedule and Memorandum of Agreement for Service
Employees International Union Hourly Unit, effective through June 30, 2025 (Attachment C and
D); and
3. Adopt revised Management and Professional Salary Schedule to add one new classification,
effective July 1, 2023 (Attachment E).
BACKGROUND
Represented hourly employees covered by SEIU is a group of approximately 125 hourly
employees who generally work under 1000 hours in a fiscal year and excludes seasonal work.
Unrepresented limited hourly employees work less than 416 hours per fiscal year and
depending on the season, there are approximately 115 limited hourly employees. These
employees are found primarily in the Library and Community Services Departments.
Classifications range include Library Clerk, Arts and Science Professional, Administrative
Specialist, Recreation Leader, Open Space Technician, and General Laborer.
Both the current Memorandum of Agreement for SEIU-Hourly and the Compensation Plan for
Limited Hourlies expired June 30, 2023. The new MOA and Compensation Plan will continue for
two years through June 30, 2025.
ANALYSIS
It is consistent with the City’s practice and ongoing labor strategy to keep classifications with
the same title and general nature of work and assignments compensated at similar, if not
identical, hourly rates. Therefore, the staff recommendations for the changes in wages and
benefits for SEIU-Hourly and limited hourly employees are as follows:
•General Wage:
•4% effective the first full pay period following adoption by City Council
•4% effective the first full pay period including July 1, 2024
•Targeted classification wage adjustments as outlined in the MOA and the Salary
Schedules attached: Equivalent to 2% for SEIU-H and 0.5% for Limited Hourlies
•1 Floating Holiday: based on prorated hours scheduled to work
•For SEIU-H only, Medical Stipend: Increased the first full pay period following adoption
to $3.64 per hour worked (4.5% increase), July 1, 2024 increase to $3.80 per hour
worked (4.5% increase)
This Council memorandum is being brought concurrent to the SEIU-H ratification of the
attached MOA (Attachment A). If the MOA is not ratified by the union membership, staff will
revise this memorandum prior to Council adoption.
Management & Professional Salary Schedule Revision:
Staff recommends adopting the revised Management and Professional salary schedule to add
the following new classification: Code Enforcement Supervisor (Attachment E), which was
previously adopted by Council on December 19, 2022 (ID#15004)1, revised on April 17, 2023
and on June 12, 2023.
The Code Enforcement Supervisor is a new classification approved in the Planning Department
FY24 Budget. The California Public Employees Retirement System ((CalPERS) requires City
Council to publicly approve the salaries for all positions.
FISCAL/RESOURCE IMPACT
Approval of the staff recommendations outlined in this report will result in cumulative costs of
approximately $650,000 in the General Fund ($1.0 million in all funds) for the SEIU Hourly
agreement and the Limited Hourly Compensation Plan. The terms extend approximately two
years through June 2025 and include $435,000 in the General Fund ($630,000 all funds) for the
SEIU Hourly group and $215,000 in the General Fund ($340,000 all funds) for the Limited Hourly
1 City Council December 19, 2022, Item #7, Staff Report 15004,
https://recordsportal.paloalto.gov/Weblink/DocView.aspx?id=82159&dbid=0&repo=PaloAlto
group. The cumulative ongoing annual costs at the end of the term are estimated at $410,000
in the General Fund and $615,000 in all funds.
STAKEHOLDER ENGAGEMENT
ENVIRONMENTAL REVIEW
ATTACHMENTS
APPROVED BY:
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2017- June 30, 2021 July 1, 2023-June 30, 2025
Page 1 of 47
Memorandum of Agreement
Service Employees International Unit
(SEIU) Local 521
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2017- June 30, 2021 July 1, 2023-June 30, 2025
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CONTENTS
PREAMBLE ................................................................................................................................... 5
ARTICLE I – RECOGNITION ...................................................................................................... 5
Section 1...................................................................................................................................... 5
Section 2. No Discrimination. ..................................................................................................... 6
ARTICLE II - UNION SECURITY ............................................................................................... 6
Section 1. Notice. ....................................................................................................................... 6
Section 2. Agency Shop. ............................................................................................................. 6
Section 3. Documentation. .......................................................................................................... 8
Section 4. Payroll Deduction. ..................................................................................................... 8
Section 5. Bulletin Boards and Departmental Mail. ................................................................... 9
Section 6. Access to Union Representatives. ............................................................................. 9
Section 7. Meeting Places. .......................................................................................................... 9
Section 8. Notification to the Union. .......................................................................................... 9
Section 9. Union Logo. ............................................................................................................. 10
Section 10. City Council Materials. .......................................................................................... 10
Section 11. Temporary Agency Reporting ............................................................................... 10
Section 12. Job Postings. .......................................................................................................... 10
Section 13. Contracting Out. ..................................................................................................... 10
Section 14. New Employee Procedure/Process. ....................................................................... 11
ARTICLE III. - STEWARDS ....................................................................................................... 11
Section 1. Designation. ............................................................................................................ 11
Section 2. Release Time. .......................................................................................................... 11
Section 3. Advance Notification and Approval. ...................................................................... 12
Section 4. Timecard Reporting. ................................................................................................ 12
Section 5. Storage of Union materials. .................................................................................... 12
Section 6. Labor/Management Meetings. ................................................................................ 12
ARTICLE IV. - REDUCTION IN FORCE ................................................................................. 12
Section 1.................................................................................................................................... 12
Section 2. Notice ...................................................................................................................... 12
Section 3. Seniority and Service Ties. ...................................................................................... 13
Section 4. Bumping Rights. ...................................................................................................... 13
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Section 5. Re-Employment List. ............................................................................................... 14
Section 6. Reinstatement. .......................................................................................................... 14
Section 7.................................................................................................................................... 14
ARTICLE V. - PERSONNEL ACTIONS .................................................................................... 14
Section 1. Probationary Period. ............................................................................................... 14
Section 2. Personnel Evaluations. ............................................................................................ 15
Section 3. Personnel Files. ....................................................................................................... 15
Section 4. Release of Information. ........................................................................................... 15
Section 5. Full Time Opportunities. ......................................................................................... 15
Section 6. Equitable Rotation. .................................................................................................. 15
Section 7. Internal Eligibility. .................................................................................................. 16
Section 8. Work in SEIU Classified Unit Vacancies. ............................................................... 16
ARTICLE VI - PAY ..................................................................................................................... 16
Section 1. Wages. ..................................................................................................................... 16
Section 2. Step Increases.......................................................................................................... 18
Section 3. Working Out of Classification. ............................................................................... 18
Section 4. Direct Deposit. ......................................................................................................... 19
ARTICLE VII - HOURS OF WORK, OVERTIME .................................................................... 19
Section 1. Work Week and Work Day. .................................................................................... 19
Section 2. Overtime Work. ....................................................................................................... 19
Section 3. Work Shifts. ............................................................................................................. 19
Section 4. Lunch and Break Periods. ........................................................................................ 20
Section 5. Clean-Up Time. ........................................................................................................ 20
Section 6. Call-Out Pay............................................................................................................. 20
ARTICLE VIII – UNIFORMS ..................................................................................................... 20
ARTICLE IX - HOLIDAYS ......................................................................................................... 21
Section 1. Fixed Holidays: ....................................................................................................... 21
ARTICLE X- LEAVES ................................................................................................................ 22
Section 1. Sick Leave. ............................................................................................................... 22
Section 2. Jury duty................................................................................................................... 22
ARTICLE XI - VOTING TIME ................................................................................................... 23
ARTICLE XII - WORKERS COMPENSATION ........................................................................ 23
Industrial Temporary Disability ................................................................................................ 23
ARTICLE XIII – BENEFIT PROGRAMS .................................................................................. 23
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Section 1. Medical Insurance Plan. .......................................................................................... 23
ARTICLE XIV - RETIREMENT ................................................................................................. 24
Section 1. Part-time, Seasonal, Temporary (PST) Retirement Plan. ........................................ 24
Section 2. California Public Employees’ Retirement System (“PERS”). ................................ 24
Section 3. Retirement Contributions. ........................................................................................ 25
ARTICLE XV PARKING ............................................................................................................ 25
ARTICLE XVI PHYSICAL EXAMINATIONS ......................................................................... 26
ARTICLE XVII - SAFETY .......................................................................................................... 26
Section 1. Health and Safety Provisions. .................................................................................. 26
Section 2.................................................................................................................................... 26
Section 3. Safety Committee..................................................................................................... 26
ARTICLE XVIII - GRIEVANCE PROCEDURE ........................................................................ 27
Section 1.................................................................................................................................... 27
Section 2. Definition. ................................................................................................................ 27
Section 3. Conduct of Grievance Procedure. ........................................................................... 27
Section 4. Grievance Procedure. ............................................................................................... 29
ARTICLE XIX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY
ACTION ....................................................................................................................................... 31
Section 1. Right to Discipline .................................................................................................. 31
Section 2. Written Notice ...................................................................................................... 31
Section 3. Preliminary Notice of Discipline ............................................................................. 31 Section 4. Skelly Meeting. ....................................................................................................... 32
ARTICLE XX – NO ABROGATION OF RIGHTS .................................................................... 32
ARTICLE XXI – OUTSIDE EMPLOYMENT ............................................................................ 32
ARTICLE XXII PROMOTIONAL CONVERSION OPPORTUNITIES .................................. 32
ARTICLE XXIII – PROVISIONS OF THE LAW ...................................................................... 32
Section 1.................................................................................................................................... 32
Section 2.................................................................................................................................... 33
ARTICLE XXIV – COST REDUCTION PROGRAMS ............................................................. 33
ARTICLE XXV – TERM ............................................................................................................. 33
EXECUTED: ................................................................................................................................ 34
Appendix A – Job Classifications for SEIU Hourly Unit Personnel ............................................ 35
Appendix B- Salary Schedule ....................................................................................................... 46
Appendix C – Public Agency Retirement System (P.A.R.S.) Plan .............................................. 47
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
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MEMORANDUM OF AGREEMENT
City of Palo Alto and Local 521, SEIU
HOURLY UNIT
PREAMBLE
This Memorandum of Agreement is entered into by the City of Palo Alto (hereinafter referred to
as the City) and Local 521 Service Employees International Union (hereinafter referred to as the
Union). Employee, for the purposes of this Memorandum of Agreement, shall mean an employee
assigned to a classification within the SEIU Hourly unit. This Memorandum of Agreement is
pursuant and subject to Sections 3500 et, seq. of the Government Code of the State of California
and Chapter 12 of the City of Palo Alto Merit Rules and Regulations.
ARTICLE I – RECOGNITION
Section 1. Pursuant to Sections 3500 et. seq. of the Government Code of the State of California
and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations, the City recognizes
the Union as the exclusive representative of a representation unit consisting of hourly employees
who are regularly scheduled and who work a minimum of four hundred sixteen (416) hours per
fiscal year. This does include PERS exempt employees. This does not include on call employees
without regular schedules and who are hired to work occasionally for special projects. This does
not include employees employed primarily to work seasonal or recreational programs and who
may work intermittently outside their recreational season.
This unit shall for purposes of identification be titled the SEIU Hourly unit Unit, and includes
employees in the classifications listed in Appendix A attached.
The City shall notify the Union in writing of the development of a new hourly classification and
upon request will meet and confer regarding inclusion of the classification in the SEIU hourly
Hourly unit Unit.
The parties agree that hourly employees are considered to be in the bargaining unit while
that employee is employed by the City of Palo Alto, when they work (including all paid hours)
416 hours or more within a fiscal year.
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Any Limited Hourly employee that accumulates 416 hours worked or more within a fiscal year,
shall be converted to the SEIU 521 Hourly Unit by the City of Palo Alto.
Upon conversion of an eligible hourly employee from the Limited Hourly status to the SEIU 521
Hourly Unit status, all wages and benefits due the employee will be paid and provided to the
employee. All current and retroactive wages and/or benefits shall be back dated to their
eligibility date of their status and recognition, as a SEIU 521 Hourly Unit employee.
Section 2. No Discrimination. The City and Union agree that no person employed by or applying
for employment hereto shall be discriminated against because of race, religion, creed, political
affiliation, color, national origin, ancestry, union activity, age, disability, sexual orientation, or
gender.
The City and the Union agree to protect the rights of all employees to exercise their free choice
to join the Union and to abide by the express provisions of applicable State and local laws.
ARTICLE II - UNION SECURITY
Section 1. Notice. When a person is hired in a job covered in Article I, the City shall notify that
person that the Union is the recognized bargaining representative for the employee and give the
employee a current copy of the Memorandum of Agreement.
When a group employee orientation is held for new employees of the bargaining unit, a Union
Representative may make a presentation to such bargaining unit employees for the purpose of
explaining matters of representation. New employees shall be required to attend orientation.
The Director of Human Resources may make an exception if extraordinary circumstances
interfere with the employee’s ability to attend. If the Director grants an exception, the employee
and Union shall be granted a thirty (30) minute presentation at the employee’s report location for
union orientation.
Section 2. Agency ShopPayroll Deductions.
Every employee in the bargaining unit covered by this Memorandum of Agreement shall:
(1) remain a member in good standing of the Union; or (2) pay to the Union an Agency
fee, at a rate specified by the Union; or, (3) in the case of an employee who certifies that
he/she is a member of a recognized religion, body or sect which has historically held
conscientious objection to joining or financially supporting public employee
organizations, pay a charity fee, equal to Union membership dues, to a non-religious, non-
labor charitable fund exempt from taxation under Section 501. (c)(3) of the Internal
Revenue Code, chosen from one of the following three charitable organizations agreed to
by the City and the Union (or any successor organization(s) agreed to by the City and the
Union):
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United Way of California
Community Health Charities
Environmental Federation of California
Union members may declare their intention to terminate Union membership by certified
letter, return receipt requested, to the Director of Human Resources and the Union. In
order to be effective, the notice must be filed during the 30-day period between 60 and
90 days prior to expiration of the Memorandum of Agreement.
The Employer shall accept authorization(s) of dues deduction, Union membership, and
COPE deduction that bear a hand-written signature or a web-based/online signature
authorization acceptable to the Union and allowable under the state and federal law.
Employees who are newly hired into or who join the bargaining unit shall elect one of the
above payment deduction options by completing and submitting the Employee Election
form within thirty (30) calendar days of being hired into a classification covered by this
MOA.
To qualify for deduction of the Charity Fee, the employee must certify to the Union and
City that he/she is a member of a bona fide religious body or sect that has historically held
conscientious objection to joining or financially supporting employee organizations. The
employee is required to submit to the City and the Union a notarized letter signed by an
official of the bona fide religion, body, or sect certifying that person’s membership.
Upon request, the City shall provide to the Union a report of payments made by
employees that qualify for the Charity Fee option in this subsection.
The deductions in this Section shall not apply during any period where an employee is in
an unpaid status.
Involuntary Agency Fees Deduction Process: The City shall deduct an Agency Fee at a rate
specified by the Union from the salary of each bargaining unit member who has not
authorized a dues deduction, Agency fee deduction or charity fee in writing within the
time stated in this Section above. The Union certifies that it has consulted with
knowledgeable legal counsel and has thereby determined that this involuntary Agency
fee deduction process satisfies all constitutional and statutory requirements.
Agency shop may be rescinded only in accordance with the provision of state law.
Indemnification, Defense and Hold Harmless: Union agrees to indemnify and hold
harmless the City and all officials, employees, and agents acting on its behalf, from any
and all claims, actions, damages, costs, or expenses including all attorney’s fees and costs
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of defense in actions against the City, its officials, employees or agents as a result of
actions taken or not taken by the City pursuant to the Agency Shop Arrangement.
Sign-up forms for deduction of union dues, Agency fees and charity fees shall be provided
by the Union.
The parties agree to work out administrative procedures when an employee is in non-pay
status. Dues will not be deducted when circumstances result in a negative paycheck.
Section 23. Documentation. The City shall supply the Union with the information described under
subsections (a) and (b) of this Section:
(a) The City will provide SEIU, when available, with the name, job title, department, work
location, work, home, personal cellular telephone number, personal email address,
and home address of any new employee within 30 days of hire or by the first pay
period of the month following hire.
(b) The City will provide SEIU with the list, enumerated above, of all information for all
employees in the bargaining unit at least every 120 days unless more frequent.
(c) The City shall supply the Union with the documentation required by California Assembly
Bill 119.
(d) The Union shall supply the City, and as applicable, the employees, with the
documentation required by Government Code Section 3502.5(f).
Section 34. Payroll Deduction.
(a) The City shall deduct Union membership dues, service fees, charity fees, and any
other mutually agreed upon payroll deduction, which may include voluntary COPE
(Committee On Political Education), at the check-off area, from the bi-weekly pay of
bargaining unit employees.
The Union will be the custodian of records for individual employee membership and
dues deduction forms. The Union will maintain all authorizations for dues deductions
signed by the individual from whose salary or wages the deduction or reduction is to
be made. The City will direct employee requests to cancel or change deductions to
the Union. Deductions may be revoked only pursuant to the terms of the employee’s
written authorization. The City shall remit the deducted dues to the Union as soon as
possible after deduction.
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(b) Indemnification, Defense and Hold Harmless: Union agrees to indemnify and hold
harmless the City and all officials, employees, and agents acting on its behalf, from
any and all claims, actions, damages, costs, or expenses including all attorney’s fees
and costs of defense in actions against the City, its officials, employees or agents as a
result of actions taken or not taken by the City pursuant to this article.
The dues/fees deduction must be authorized in writing by the employee on an authorization form
acceptable to the City and the Union, except as provided in Section 2(e) and Section 2(h) above.
City shall remit the deducted dues or fees to the Union as soon as possible after deduction.
Section 45. Bulletin Boards and Departmental Mail. The Union shall have access to inter-office
mail, existing bulletin boards in unit employee work areas, and the existing Union-paid telephone
answering device for the purpose of posting, transmitting, or distributing notice or
announcements including notices of social events, recreational events, Union membership
meetings, results of elections and reports of minutes of Union meetings. Any other material must
have prior approval of the Human Resources Office. Action on approval will be taken within 24
hours of submission.
The Union may send email messages only for the purposes set forth above. The IT Department
will maintain the SEIU list and keep it current. The Union access to email is based on the following
conditions: 1) emails to the SEIU list will be copied to the Human Resource Director at
distribution, 2) emails to the SEIU list will only be sent by the SEIU Chapter Chair, Vice Chair, Chief
Steward(s) or Secretary, 3) a maximum of 52 emails may be sent per year and a maximum of 12
emails may be sent per year by the SEIU Chapter Secretary.
Section 56. Access to Union Representatives. Representatives of the Union are authorized access
to City work locations for the purpose of conducting business within the scope of representation,
provided that no disruption of work is involved and the business transacted is other than
recruiting of members or collecting of dues, and the Representative must notify the Human
Resources Department Office prior to entering the work location.
Section 67. Meeting Places. The Union shall have the right to reserve City meeting and
conference rooms for use during lunch periods or other non-working hours. Such meeting places
will be made available in conformity with City's regulations and subject to the limitations of prior
commitment.
Section 78. Notification to the Union. The Union shall be informed in advance in writing by
Management before any proposed changes not covered by this Memorandum of Agreement are
made in benefits, working conditions, or other terms and conditions of employment which
require meet and confer or meet and consult process.
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Section 89. Union Logo. All materials and documents produced on Itek and metal plates, by the
City print and reproduction shop, shall carry the Union label on the inside of covers or title pages
in accordance with customary printing trades practices.
Section 910. City Council Materials. The City shall make available to the Union in a timely manner
copies of all City Council meeting agendas, minutes and schedule of meetings. These materials
may be picked up at the City Clerk's Office during business hours.
Section 101. Temporary Agency Reporting. Upon request, the City shall provide to the Union
reports by department on the use of agency temporaries filling representation unit vacant
positions, or doing work similar to that of representation unit classifications.
Section 112. Job Postings. Job postings for classifications classification positions covered by this
Agreement shall include a statement that the position is covered by this Collective Bargaining
Agreement and that union dues or agency fees may be required.
Section 123. Contracting Out. The City through the labor management process will keep the
Union advised of the status of the budget process, including any formal budget proposal involving
the contracting out of SEIU bargaining unit work traditionally performed by bargaining unit
members at least thirty (30) days prior to the release of the City Manager’s proposed budget.
The City will notify the Union in writing at least ninety (90) days prior to contracting work which
has been traditionally performed by bargaining unit members, where such contracting will result
in layoff or permanent reduction in hours. Within the ninety (90) day period of contracting out,
both parties may offer alternatives to contracting out and meet and confer on the impact of such
contracting out of a bargaining unit employee work.
The City will collaborate with the Union regarding the potential result of a layoff of bargaining
unit members. The City will provide all available job opportunities within the City of Palo Alto
and/or the contracting out agency or entity to the Union. The Union will communicate with
impacted bargaining unit members with regards to any interest a member may have in securing
another job position, in lieu of a layoff, whenever possible.
The City will notify the Union in writing when contracting out work which has been traditionally
performed by bargaining unit workers, where such contracting out is expected to replace a laid
off bargaining unit position that has been eliminated within ninety (90) days prior to the date of
the planned contract work. When feasible, the City will provide such notice prior to the beginning
date of the planned contract work. The City will meet with the Union upon request to discuss
alternatives. This provision does not apply to the filling of temporary vacancies of twelve (12)
months or less duration.
The City will provide the Union with a biannual list by department of all contract workers or
vendors who are contracted by the City who perform work for the City. The City will make a
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reasonable effort to identify the names of the vendors on the list and the nature of the work
provided by each vendor.
Section 134. New Employee Procedure/Process.
New employees hired and assigned to classifications covered by the SEIU Unit shall be advised
by the City that Local 521, Service Employees International Union, is the recognized bargaining
representative in said unit. The City agrees to distribute to all new employees in the SEIU Unit a
reasonable amount of materials provided by the Union at its expense.
The City will provide to the Union written notice in accordance with California Assembly Bill
119, a list of employees attending the City’s new employee orientation that includes each
employee’s identification number, name, job classification, department, work location (title and
address), work phone number (if available in the payroll system), work email address (if
available in the payroll system), hire date, and, subject to the individual employee’s consent,
the employee’s home address, personal mobile number, home phone number, and personal
home email address.
A representative(s) of the Union shall be permitted to make a thirty (30) minute presentation
and present written materials during a portion of the orientation for which attendance is
mandatory. No representative(s) of management shall be present. One steward or chapter
officer shall be granted release time for this purpose.
ARTICLE III. – STEWARDS
Section 1. Designation. The Union agrees to notify the Director of Human Resources of those
individuals designated as Union officers and Stewards who receive and investigate grievances
and represent employees before Management. Alternates may be designated to perform
Steward functions during the absences or unavailability of the Steward.
Section 2. Release Time. It is agreed that, as long as there is prior notice to the Supervisor with
no disruption of work, one (1) Steward shall be allowed reasonable release time away from their
work duties, without loss of pay, to act in representing a unit employee or employees on
grievances or matters within the scope of representation, including:
(a) A meeting of the Steward and an employee, or employees of that unit related to a
grievance.
(b) A meeting with Management.
(c) Investigation and preparation of grievances.
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Grievances may be transmitted on City time.
All Steward release time shall be reported on time cards timecards using Internal Order 80005
or its successor and a short-text notation describing the nature of the release time (e.g. “Steward
release time”, “bargaining release time”, “Labor-Management Committee release time”, etc.).
Section 3. Advance Notification and Approval. The Union agrees that the Steward shall give
advance notification to his/her supervisor and receive permission before leaving the work
location, except in those cases involving emergencies where advance notice cannot be given.
Management permission to leave the worksite under this section shall not be unreasonably
denied.
Section 4. Timecard Reporting. One Union Steward per affected Department, who is a City
employee, shall be allowed a reasonable amount of release time off for purposes of meeting and
conferring or meeting and consulting on matters within the scope of representation. All such
time will be reported on timecards using Internal Order 80005 or its successor and a short-text
notation describing the nature of the release time (e.g. “Steward release time”, “bargaining
release time”, “Labor-Management Committee release time”, etc.).
Section 5. Storage of Union materials. Union Stewards may utilize space in assigned desks for
storage of Union materials. In the event Stewards are not assigned desks the City will provide
locker or other mutually agreeable space for storage of Union materials.
Section 6. Labor/Management Meetings. Two Hourly Unit employees from different divisions
shall be allowed a reasonable amount of release time off to participate in monthly Labor/
Management Meetings. Such meetings may be included with the Classified Unit’s
Labor/Management meetings if appropriate. Such time shall be reported using Internal Order
80005 or its successor and a short-text notation describing the nature of the release time (e.g.
“Labor-Management Committee release time”, etc.).
ARTICLE IV. - REDUCTION IN FORCE
For the purposes of this Section, length of service shall be defined as all straight time hours
worked by that employee for the City of Palo Alto.
Section 1. In the event of reductions in force, reductions shall be accomplished whenever
possible through attrition.
Section 2. Notice. When the City determines that layoffs are imminent resulting from reduction
in force within the representation unit, the City will give the Union such advance notice as is
reasonable under the circumstances. The notice will indicate the departments and divisions
which will be affected and the circumstances requiring the layoffs. The City will furnish the Union
with a current representation unit seniority list with notice of layoff.
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Section 3. Seniority and Service Ties. If the work force is reduced within a department, division,
or office for reasons of change in duties or organization, abolition of position, shortage of work
or funds, or completion of work, employees with the shortest length of service will be laid off
first so long as employees retained are fully qualified, trained, and capable of performing
remaining work. Length of service for the purpose of this article will be based on current service
hire date of record in an hourly classification with no adjustment for leaves of absence. Length
of service ties will be determined by lot.
Employees laid off due to the above reasons will be given written notice at least thirty (30) days
prior to the reduction in force. A copy of such notice will be given to the Union. Such employees
shall be offered priority employment rights to hourly positions which are requisitioned and for
which the employees are qualified for a period beginning with notification and ending sixty (60)
days following the reduction in force. Employees transferred or reclassified under this section
will be assigned to the step in the new classification salary range closest to the employee's salary
range at the time of reclassification.
Employees laid off pursuant to this section shall receive the balance of all regular City
compensation owed at termination within 72 hours of the date of termination. This does not
include any amounts payable as PERS contribution refunds, if any.
Section 4. Bumping Rights. Employees identified for layoff who have seniority (bumping) rights
to their current or previously held classification within the representation unit must declare their
intention to exercise these rights within seven (7) regularly scheduled working days after written
notification of layoff, otherwise bumping rights will automatically terminate. Bumping may occur
within the representation unit, only to the least senior incumbent of the current or a previously
held classification. To successfully bump, the employee must be qualified, and capable of
performing all work in the position bumped. An employee who declares bumping rights may not
also claim priority re-employment rights. For purposes of this section of the Agreement, the term
"working days" shall mean Mondays through Fridays, exclusive of holidays.
When employees declare their intention to exercise their seniority (bumping) rights, the City will
provide the Union with a current list of the least senior incumbents to their current or previously
held classification, within five (5) working days from the date employees exercise their seniority
(bumping) rights, with the mutual goal to offset a potential lay-off of the impacted employee(s).
Employees who are in jeopardy of being laid off and have waived their right to bump or when
there are no positons positions that exist within the current or previously held classification for
the employees to exercise their right to bump, employees will have priority hiring rights for any
vacant budgeted positions within the City. For the purposes of this section, priority hiring is
defined as sole consideration by the hiring manager for any position where the employee meets
the minimum qualification or through a combination of knowledge and experience can be
reasonably assumed to meet the minimum qualifications. No other internal or external
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candidates will be considered until a final determination has been made by the hiring manager
in regards regard to the priority hire. If more than one (1) employee in jeopardy of being laid off
exercises their priority hiring status, then all employees with priority hiring status will be
considered simultaneously. This section shall not constitute any guarantees to appointment of
positions or expansion of bumping rights.
When employees exercise their priority hiring status rights, the City will provide the Union with
a current list of all vacant budgeted positions at the City within five (5) working days from the
date the employees exercise their priority hire status, with the mutual goal to offset a potential
lay-off of the impacted employee(s).
When an employee secures a position with the City through the priority hire process, all
reasonable measures will be taken to ensure and support a successful transition into their new
position.
Section 5. Re-Employment List. The names of persons laid-off or who through bumping changed
classification in accordance with the provisions of this Article shall be entered upon a re-
employment list in seniority order. The person with the highest seniority on a division re-
employment list for a particular classification when a vacancy exists in that classification in that
division shall be offered the appointment. Names shall be carried on a re-employment list for a
period of one (1) year from the date of separation from City services or change of classification
through bumping. Upon re-employment within the one-year period, the employee's hire date of
record at the time of layoff will be reinstated.
Section 6. Reinstatement. Employees laid off pursuant to Section 2 who are reinstated to regular
position within sixty days shall retain the sick leave balance they had at the time of layoff.
Section 7. No representation unit employee will be laid off or remain on a re-employment list
when intermittent hourly and seasonal hourly employees are performing substantially all the
duties of the classification of the hourly employee receiving a layoff notice or on a re-employment
list.
ARTICLE V. - PERSONNEL ACTIONS
Section 1. Probationary Period. Each new employee shall serve a probationary period of six (6)
months of continuous employment calculated from the employee’s date of hire in a covered
classification and excluding all periods of leave and light duty assignments. The probationary
period shall be regarded as a part of the testing process and shall be utilized for closely observing
the employee's work, for securing the effective adjustment of a new employee to his/her
position, and for rejecting any probationary employee whose performance does not meet the
acceptable standards of work. At least one written performance appraisal will be given each
probationary employee on or before expiration of the probationary period. Normally, this
appraisal will be given at the end of six months.
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In the event of termination prior to successful completion of the probationary period, such
terminated employee shall be given written notice of his/her termination with the reasons for
the termination stated therein. The Human Resources Department shall, upon request, afford an
interview in a timely fashion to the terminated employee for discussion of the reasons for
termination. The employee may, upon request, be accompanied by a Union Representative. The
interview shall not be deemed a hearing nor shall it obligate the City to reconsider or alter the
termination action.
The parties agree that probationary employees shall have all rights under this Memorandum of
Agreement, including full and complete access to the grievance procedure, save and except for
instances of suspension, demotion or termination.
Section 2. Personnel Evaluations. Personnel evaluations will be given to employees as scheduled
by Management. Personnel evaluations are not appealable subject to appeal through the
grievance procedure but, in the event of disagreement over content, the employee may request
a review of the evaluation with the next higher level of Management, in consultation with the
Human Resources Department. For purposes of this review, the employee may be represented
by the Union. Decisions regarding evaluation review shall be made in writing within ten (10)
working days following the review meeting.
Section 3. Personnel Files. Records of all disciplinary actions shall be kept in the central personnel
file. Employees shall be entitled to sign and date all action forms in their personnel files.
Employees are entitled to review their personnel files upon written request or to authorize, in
writing, review by their Union Representatives. An employee or the Union shall be allowed, upon
reasonable request, copies of materials in an employee's personnel file relating to a grievance.
Section 4. Release of Information. The City will only release information to creditors or other
persons upon prior identification of the inquirer and acceptable reasons for the inquiry.
Information then given from personnel files is limited to verification of employment, length of
employment and verification and disclosure of salary range information. Release of more specific
information may be authorized by the employee in writing.
Section 5. Full Time Opportunities. Full time job opportunities for classifications within the
Hourly unit and the Classified unit will be posted for at least ten (10) working days (Monday
through Friday) prior to selection.
Outside recruitment may be used for full time openings and may begin at the time of posting, or
any time thereafter.
Section 6. Equitable Rotation. In assigning employees to regular schedules or special
assignments, transfer, standby, overtime, or time off selection, ability to perform the work,
length of service and/or equitable rotation shall determine the assignments.
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Section 7. Internal Eligibility. Non-probationary employees in the Hourly Unit are eligible to apply
for any posted SEIU Classified Unit promotional employment opportunity. Such participation
shall be on the same basis and on the same terms as applies to internal Classified Unit applicants,
except as provided otherwise by the terms of the applicable City-SEIU Classified Unit MOA or
other applicable agreement between the City and the SEIU Classified Unit. Unless otherwise
provided by the City-SEIU Classified Unit MOA or other applicable agreement between the City
and the SEIU Classified Unit, the seniority of an Hourly Unit applicant shall be determined by total
hours worked divided by two thousand eighty (2080). The parties acknowledge that this
paragraph will have effect only upon written agreement between the City and SEIU Classified
Unit to permit its application and for the duration of such agreement.
Section 8. Work in SEIU Classified Unit Vacancies. An employee in the Hourly bargaining unit may
perform the duties of a vacant SEIU Classified bargaining Unit position for up to six months.
However, if before the six month period ends the City initiates and remains engaged in an active
recruitment and selection process (i.e. such steps as advertising, posting, development of an
employment candidate list, and interviews) with the objective of filling the vacancy the City shall
be entitled to have the employee in this unit continue to perform the duties until a regular
incumbent is hired and commences work. In the absence of an active recruitment, the City’s
Human Resources Director (or his or her designee) and the Union may agree in writing to extend
this period for one or more three month increments. The Union agrees that it shall not
unreasonably withhold agreement for reasonable extensions of reasonable duration. Members
of this bargaining unit may be employed in vacant Public Safety Dispatcher positions without
application of the limitations set forth in this paragraph.
ARTICLE VI - PAY
Section 1. Wages. Base wage rates and ranges of covered classifications are set forth in
Appendix B (Salary Schedule) of this Memorandum of Agreement and reflect the following
increases:
Effective the first full pay period following ratification by the City Council, the salary ranges of all
represented classifications will be increased by four percent (4.0%). Effective the first pay period
following ratification and adoption of this agreement by the City Council, all base wage rates for
the represented classifications set forth in this Agreement shall be increased by three percent
(3%).
Effective the first full pay period including July 1, 2024, the salary ranges of all represented
classifications will be increased by four percent (4.0%). Effective the pay period including July 1,
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2018, base wage rates for the represented classifications set forth in this Agreement shall be
increased by two and a half percent (2.5%).
Effective the pay period including July 1, 2019, base wage rates for the represented classifications
set forth in this Agreement shall be increased by two and a half percent (2.5%).
Effective the pay period including July 1, 2020, base wage rates for the represented classifications
set forth in this Agreement shall be increased by two percent (2%).
Targeted Adjustments:
For external and internal wage alignment, the salary rates for the pay step level job classifications,
shall be increased the first full pay period following adoption by the City Council, as described
below:
• 2.5% Wage Increase:
o Arts and Science Professional (Aide, Technician, I – III) - H
o Custodial Aide - H
o Custodial Assistant – H
o House Manager – H
o Instructor (Aide, I – III) - H
o Maintenance Assistant - H
o Recreation Leader (I – III, Eliminate Aide as a classification) - H
o Stock Clerk – H
o Zoological Assistant – H
• 5% Wage Increase:
o Assistant Park Ranger - H
o Library Clerk - H
o Library Page - H
o Open Space Technician – H
• All of the remaining nine (9) SEIU-H Pay Step Level job classifications not listed above,
will receive a 1% wage increase, as described below:
o Administrative Specialist I - H
o Administrative Specialist II - H
o Building Service Person - H
o Clerical Assistant – H
o Librarian
o Print Shop Assistant – H
o Project Construction Inspector -H
o Project Specialist – H
o Technical Specialist – H
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The four (4) Minimum to Maximum Pay Range job classifications, will receive a 2.5% wage
increase adjustment to the Minimum Pay Range only, the first full pay period following adoption
by the City Council, as described below:
o General Laborer -H
o Inspector – H
o Journey Level Laborer – H
o Staff Specialist – H
Section 2. Step Increases. Hourly employees are to be given a performance review after six
months from date of hire and annually thereafter; improvement, efficient and effective service
will warrant a salary step increase. Subsequent salary reviews are based on performance
appraisals and will depend upon demonstrated satisfactory job performance. If an employee’s
performance evaluation is delayed past the employee’s review date and the reviewing manager
determines that the employee’s demonstrated job performance warrants the step increase, the
increase shall take effect retroactive to the employee’s originally scheduled review date.
(a) City Departments may elect to provide step level increases to a SEIU Hourly employee at
any time during their employment with the City. The department may elect a merit step
level increase based on an employee’s outstanding job performance at any time.
(b) Employees promoted within the SEIU Hourly classifications shall be placed at the closest
wage step to their current hourly rate; this can never result in a loss in pay to the
employee.
Section 3. Working Out of Classification. The term ‘working out of classification”, also referred
to as WOC, is defined as a Management authorized assignment to a budgeted Hourly Unit
position or a General Unit position on a temporary basis, wherein all significant duties are
performed by an individual holding a classification within a lower compensation range.
The WOC position serves as a temporary measure to cover a vacancy in the Hourly Unit or the
General Unit for a reasonable short-term timeframe. For any timeline extensions of the WOC
position, the City and the Union will communicate via phone or e-mail and/or meet to discuss
the status of the WOC extension. The Union agrees that it shall not unreasonably withhold
agreement for a reasonable extension of a reasonable duration for any SEIU/City WOC position.
The City agrees that it shall provide an ongoing recruitment effort pertaining to the vacant WOC
position in a timely and reasonable manner.
Pay for working out of classification shall be as follows:
Employees appointed on a “working out of classification” basis will receive acting pay within the
range of the higher classification beginning the first (1st) workday of the assignment.
Pay for working out of classification will be determined by the salary step of the higher
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classification which the employee would be compensated, if permanently appointed to that
classification.
Employees in the working out of classification position, shall be placed at the closest higher pay
step level to their current hourly rate. The term "working out of classification" is defined as a
Management authorized assignment to a budgeted Hourly or Classified position on a temporary
basis wherein all significant duties are performed by an individual holding a classification within
a lower compensation range. Pay for working out of classification shall be as follows:
Employees appointed to "working out of classification" basis will receive acting pay within the
range of the higher classification beginning the sixth (6th) consecutive work day of the
assignment.
Pay for work out of class will be determined by the salary step of the higher classification which
the employee would be compensated if permanently appointed to that classification.
Out-of-classification provisions do not apply to work assignments performed in connection with
specific predetermined apprenticeship or training programs, or declared conditions of public
peril and/or disaster.
Section 4. Direct Deposit. Beginning in the first pay period following union ratification and
adoption of this Agreement by the City Council, the City shall directly deposit all paychecks for
Unit employees in a financial institution of the employee’s choice that accepts direct deposits
and does not charge the City a fee(s) for direct deposit service. In the event that the employee
fails to designate a financial institution for direct deposit of his or her payroll check, the employee
shall pick up the check personally in the City’s Administrative Services Department office on the
next business day following payday at a pickup time designated by Administrative Services.
ARTICLE VII - HOURS OF WORK, OVERTIME
Section 1. Work Week and Work Day. The workweek for hourly employees shall be no greater
than forty (40) regularly scheduled hours. An employee will work the hours assigned by the
employee’s supervisor. Overtime work must be approved by a supervisor prior to being
performed.
Section 2. Overtime Work. An employee will receive overtime at the rate of time and one-half
for all hours paid after 40 hours in a workweek.
Section 3. Work Shifts. Employees may be assigned to work shifts with scheduled starting and
quitting times. For employees assigned to a regular work shift, should conditions necessitate a
change in starting and quitting times, the Employee will be notified ten (10) working days in
advance and permitted to discuss such changes with the City. The Employee may request the
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presence of his/her Union Representative at the meeting with the City. This however, shall not
preclude the City’s right to effect schedule changes dictated by operational necessity, nor shall
this provision apply to day-to-day changes needed to cover short-term unexpected absences.
This section does not apply to overtime scheduling.
Section 4. Lunch and Break Periods. Employees will be granted a minimum half hour (1/2 hour)
unpaid meal break after five (5) hours of work, unless the entire shift is only six (6) hours, in which
case the employer and employee may agree to forgo the meal break. If dictated by the
operational needs of a department, and upon agreement by the City and the Union, employees
may take an “on duty” lunch period which shall be counted as time worked.
All employees in the bargaining unit will be granted a paid rest period limited to fifteen (15)
minutes during each full four (4) hours of work. Departments may make reasonable rules
concerning rest period scheduling.
Section 5. Clean-Up Time. All employees whose work causes their person or clothing to become
soiled shall be provided with reasonable time before lunch and at shift end for wash-up purposes.
Section 6. Call-Out Pay. Employees not otherwise excluded from receiving overtime pay and who
are called out to perform work shall be compensated for at least two hours pay from the time of
the call-out for each occurrence at the appropriate overtime rate.
ARTICLE VIII – UNIFORMS
The City will provide uniforms, coveralls or shop coats on a weekly basis, or as otherwise
furnished, for the jobs and/or classifications that the City requires such apparel.
Employees required to wear uniforms shall be provided suitable change rooms and lockers where
presently provided.
Employee clothing seriously damaged or destroyed in conjunction with an industrial injury will
be reasonably replaced by the City. Any other claims alleging City liability may be filed with the
City Attorney.
The City shall reimburse employees 75 percent of the cost of job-required safety shoes upon
verification of such purchase by the employee.
The City will provide rainy weather protection when and where appropriate.
The City and the Union will work through the Labor Management process to further develop
guidelines for providing uniforms and reimbursements.
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ARTICLE IX- HOLIDAYS
Section 1. Fixed Holidays:
January 1
Third Monday in January (Martin Luther King Day)
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
Veterans' Day, November 11
Thanksgiving Day
Day after Thanksgiving
December 25
Either December 24 or December 31
a) Employees who work a regular schedule shall receive holiday pay for the hours they
would otherwise be scheduled to work, due to a closure on a Fixed City Holiday.
b) Employees who work on a holiday that is an employee’s regular scheduled workday, will
receive time and one half for all hours worked on a holiday in addition to any regular
holiday pay, for all hours worked on a holiday.
c) Employees who work on a holiday that is an employee’s non-regular scheduled workday,
will receive time and one half for all hours worked on a holiday. Employees will not
receive regular holiday pay.
d) SEIU 521 Hourly Unit employee workdays are defined as Monday-Sunday.
e) When a City Fixed Holiday falls on a weekend day, the City recognizes the Holiday on the
weekday before or the weekday after the City Fixed Holiday.
f) The following five (5) City Fixed Holidays may fall on weekend days:
January 1, July 4, Veterans’ Day-November 11, December 25 and Either December 24 or
December 31.
g) Due to a closure on a City Fixed Holiday that falls on a weekend day, employees who are
regularly scheduled to work weekend days and do not work on the weekday before or
after the City Fixed Holiday, shall receive holiday pay for the hours they would otherwise
be scheduled to work.
h) Employees who work on a holiday that is an employee’s regular scheduled weekend
workday that falls on a City Fixed Holiday and do not work on the weekday before or after
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the City Fixed Holiday, will receive time and one half for all hours worked on a holiday in
addition to any regular holiday pay for all hours worked on the holiday.
i) Employees who work on a holiday that is an employee’s non-regular scheduled weekend
workday that falls on a City Fixed Holiday and do not work on the weekday before or after
the City Fixed Holiday, will receive time and one half for all hours worked on a holiday.
Employees will not receive regular holiday pay.
ARTICLE X- LEAVES
Section 1. Sick Leave and Personal Business Leave
a. Sick Leave
The City shall provide each employee with paid sick leave, earned on the basis of 0.03
hours for each hour paid. Sick leave shall be allowed and used in cases of actual personal
sickness or for the care of an immediate family member, including a registered domestic
partner, or disability, medical or dental treatment. A maximum of 15 hours per year of
sick leave may be used to care for family members, including a registered domestic
partner. There will be no pay out of sick leave upon the employee’s termination. If an
Hourly Unit member is hired into a permanent position in the General Employee
bargaining unit, he or she will retain his or her accumulated sick leave balance.
b. Personal Business Leave
Effective January 1, 2015, up to ten (10) hours per year of sick leave may be used as
authorized for Personal Business Leave.
Sick Leave. The City shall provide each employee with paid sick leave, earned on the basis of
0.03 hours for each hour paid. There will be no pay out of sick leave upon the employee’s
termination. Sick leave shall be allowed and used in cases of actual personal sickness or for the
care of an immediate family member, including a registered domestic partner, or disability,
medical or dental treatment. Effective January 1, 2015, up to ten (10) hours per year of sick leave
may be used as authorized for personal business. A maximum of 15 hours per year of sick leave
may be used to care for family members, including a registered domestic partner. If an Hourly
Unit member is hired into a permanent position in the General Employee bargaining unit, he or
she will retain his or her accumulated sick leave balance.
Section 2. Floating Holiday
Effective January 1, 2024, the SEIU Hourly Unit employees shall be excused with pay for
the hours they would otherwise be scheduled to work, for one (1) day within each
calendar year, which is mutually agreed to by the employee and their supervisor.
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The one (1) floating holiday will be deemed forfeited and have no cash value, if not used
each calendar year.
Section 23. Jury Duty
Employees required to report for jury duty shall be granted a leave of absence with pay
from their assigned duties for hours that they are regularly scheduled to work consistent
with the requirements of the City's Merit System Rules and Regulations.
ARTICLE XI - VOTING TIME
When the employee is unable to vote outside the employee’s work hours, time off with pay to
vote in any general or direct primary election shall be granted as provided in the State of
California Election Code, and notice than an employee desires such time off shall be given in
accordance with the provisions of said Code.
ARTICLE XII -WORKERS COMPENSATION
Industrial Temporary Disability.
(a) While temporarily disabled, employees shall be entitled to use accrued sick leave for the
first three (3) days following the date of injury and thereafter shall be paid based upon
hourly salary for a period not to exceed fifty-seven (57) calendar days, unless hospitalized,
in which case employees shall be paid full base salary for a period not to exceed sixty (60)
days from date of injury.
(b) For any temporary disability continuing beyond the time limits set forth in (a) above,
employees shall be paid two-thirds (66 2/3%) of their hourly salary at the time of injury
for the duration of such temporary disability in conformance with the State law.
(c) In case of Subsection (a) above, the employee will continue to accrue sick leave benefits.
In the case of Subsection (b), sick leave benefits shall not be accrued.
ARTICLE XIII - BENEFIT PROGRAMS
Section 1. Medical Insurance Plan.
In lieu of providing a medical plan the City provides a medical stipend. This stipend does not
apply and will not be payable to employees who are California Public Employee Retirement
System annuitants already receiving medical benefits through that system. For the term of this
agreement the medical stipend is set at the following amounts:
• 3% increase or $0.09 to a total of $3.24 effective the first full pay period following
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ratification by City Council.
• 3% increase or $0.10 to a total of $3.34 effective the pay period including July 1, 2018.
• 2% increase or $0.07 to a total of $3.41 effective the pay period including July 1, 2019.
• 2% increase or $0.07 to a total of $3.48 effective the pay period including July 1, 2020.
Effective the first full pay period following ratification by City Council, the medical stipend shall
be increased by four and one half percent (4.5%) for a total of $3.64 per hour in paid status.
Effective the first full pay period including July 1, 2024, the medical stipend shall be increased by
four and one half percent (4.5%) for a total of $3.80 per hour in paid status.
If the State of California or federal government adopt or mandate a plan that requires the City to
pay in whole or in part for medical services or coverage for employees in the bargaining unit, the
stipend provided in this paragraph shall be reduced or cease to the extent of required payments
toward the state or federal plan, as applicable. Before implementation of a change, the City shall
notify the Union of the amount of the offset and provide an opportunity to meet to discuss the
calculation of the amount.
Such discussion shall occur within fifteen (15) working days after the City gives notice to the
Union. The City’s calculation of the amount of the offset shall be based on the aggregate number
of hours worked in the bargaining unit during the fiscal year preceding that in which the state or
federal plan takes effect.
The City and SEIU will continue to investigate the feasibility of providing Employees with access
to medical insurance. Such information will be shared during negotiations for a successor
Memorandum of Agreement.
ARTICLE XIV - RETIREMENT
Section 1. Part-time, Seasonal, Temporary (PST) Retirement Plan. Employees in the Hourly Unit
shall participate in the City of Palo Alto PST Retirement Plan, except as described in section 2
below. The plan, summarized in Appendix C, was adopted by the City on June 25, 1994 as a
retirement plan alternative for part-time, seasonal and temporary employees to replace Social
Security and is currently administered by Public Agency Retirement Services (“PARS”). The City
of Palo Alto does not deduct the social security portion of the FICA (Federal Insurance
Contribution Act) tax. The City does deduct the Medicare portion of the FICA tax. All hourly
employees are required to contribute 7.5% of their salary into the PST Retirement Plan.
Section 2. California Public Employees’ Retirement System (“PERS”).
PERS annuitants are excluded from participation in the P.S.T. Retirement Plan. Employees in the
Hourly Unit who have previously participated in and remain members in the California Public
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Employee Retirement System (“PERS”) or are otherwise required by law to be enrolled in CalPERS
shall participate in P.E.R.S. to the extent required by law, in lieu of participation in the P.S.T.
Retirement Plan. For example, CalPERS currently requires enrollment of most employees who
work over 1000 hours in a fiscal year. Enrollment in CalPERS will be completed consistent with
CalPERS rules and regulations.
Participation in CalPERS shall be under the retirement formula and cost share in effect at the time
the employee is hired into the Hourly Bargaining Unit unless otherwise required by law. If any
changes to the CalPERS cost share are negotiated by the City of Palo Alto and SEIU 521 Regular
Unit, then those changes will apply to any SEIU hourlies enrolled in the CalPERS system. The City
and the SEIU 521 union will notify all SEIU hourlies enrolled in the CalPERS system via written
notification within 2 pay periods, when there are any changes to the CalPERS cost share.
Section 3. Retirement Contributions.
a. PST Retirement Plan Contributions. Employees enrolled in the PST Retirement Plan shall
contribute seven and one half percent (7.5%) of wages toward that Plan.
b. PERS Employee Contributions. Employees enrolled in the PERS retirement system shall
pay the full amount of the applicable employee contribution required by CalPERS for the
PERS formula in which the employee is enrolled, as may be changed by CalPERS from time
to time.
c. Current contributions are as follows:
(1) 2.7% at 55 Formula: eight percent (8%)
(2) 2% at 60 Formula: seven percent (7%)
(3) 2% at 62 Formula: contribution required by the Public Employees’ Pension
Reform Act, calculated at fifty percent (50%) of the normal cost.
(4) 1% Cost share of employer contribution for all plans
ARTICLE XV PARKING
Employees are covered by the City’s administrative policy for Hourly parking permits, which
includes the following provisions:
Permits will be issued for University Avenue Parking Structures only.
To be eligible for a parking permit, an hourly employee must work at least 2.5 hours per day for
a consistent period of time (this assumes the need to walk back and forth to a garage). If the
employee works less than 2.5 hours, they can park, without penalty, in downtown garages given
the current 3 hour parking limit.
The hourly employee must obtain a signed letter from his or her Department Head verifying the
employee’s “consistent” and greater than 2.5 hour schedule for a parking permit and submit the
letter with the request for a parking permit.
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The parking permit is issued and tracked by Revenue Collections, and is not transferrable.
The employee must return the parking permit to Revenue and Collections upon a change to less
than a 2.5 hour consistent schedule or termination of employment.
ARTICLE XVI PHYSICAL EXAMINATIONS
If an employee who is required to have a City-provided physical examination not related to
workers' compensation programs disagrees with the findings of the City-sponsored physician,
he/she may consult with his/her own physician at his/her own expense and, if his/her private
physician's report conflicts with that of the City physician in terms of ability to work at his/her
regular job, then he/she may request an evaluation of his/her problem through a third physician
mutually agreed upon by the employee and the City. Cost for the third examination will be equally
shared and the decision of this physician concerning the continuing ability of the employee to
perform his/her work in his/her regular job without exposing himself/herself to further injury as
a result of his/her condition shall be the basis for returning the employee to his/her regular work.
ARTICLE XVII - SAFETY
Section 1. Health and Safety Provisions. The City shall furnish and use safety devices and
safeguards and shall adopt use practices, means, methods, operations and processes which are
reasonably adequate to render such employment and place of employment safe, in conformance
with applicable safety regulations under the State Labor and Administrative Code sections.
The City shall not require or permit any employee to go to or be in any employment or place of
employment which is not safe.
Section 2. Union will cooperate with the City by encouraging all employees to perform their work
in a safe manner.
Section 3. Safety Committee. A Safety committee composed of Management and Union
Stewards will meet no less than ten times annually to discuss safety practices, methods of
reducing hazards, and to conduct safety training. This shall in no way remove the basic
responsibility of safety from Management nor shall it in any way alter the responsibility of the
employee to report unsafe conditions directly and immediately to his or her supervisor.
Three (3) Hourly employees will participate in the ten-member Citywide Union/Management
safety committee with equal Union and Management membership that will meet, upon call, to
review safety and occupational health standards and practices, discuss overall City safety and
health problems, and to act as an advisory group to the departmental safety committees. The
committee shall review all departmental safety programs and recommend change where
necessary. The three (3) Hourly participants shall report such time on timecards, using Internal
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Order 80005 or its successor in conjunction with a short-text entry describing the nature of the
time spent (e.g. “City-wide Union-Management Safety Committee”).
In cases of dispute over safe working conditions the employee will first report such unsafe
conditions to his or her supervisor and every attempt will be made to rectify the problem at this
level. The employee may contact his or her Steward to assist in the resolution of the dispute. If
the problem cannot be resolved the Risk Manager will be contacted and the problem will be
addressed through the interpretation of the basic safety rules and regulations. Should the
problem not be resolved at this step, the grievance procedure will be used. Safety grievances
shall be submitted at Step III.
ARTICLE XVIII - GRIEVANCE PROCEDURE
Section 1. The City and the Union recognize that early settlement of grievance or appeal of
disciplinary actions is essential to sound employee-employer relations. The parties seek to
establish a mutually satisfactory method for the settlement of employee grievances, or appeal of
disciplinary action, or Union grievances as provided for below. In presenting a grievance or appeal
of disciplinary action, the aggrieved and/or his or her representative is assured freedom from
restraint, interference, coercion, discrimination or reprisal. Release time for investigation and
processing a grievance or appeal of disciplinary action is designated in Article IV of this
Memorandum of Agreement (MOA).
Section 2. Definition. A grievance is:
(a) An unresolved complaint or dispute regarding the application or interpretation of rules,
regulations, policies, procedures, Memorandum of Agreement or City ordinances of
resolution, relating to terms or conditions of employment, wages or fringe benefits,
excluding however those provisions of this MOA which specifically provide that the
decision of any City official shall be final, the interpretation or application of those
provisions not being subject to the grievance or appeal of disciplinary action procedure.
(b) An appeal from a disciplinary action of any kind against an employee covered by this
Memorandum of Agreement. Disciplinary action is defined as suspensions without pay,
reductions in pay, demotion or discharge. Reprimands, transfers, reassignments, layoffs,
and negative comments in performance evaluations are not considered discipline.
Section 3. Conduct of Grievance Procedure.
(a) An aggrieved employee may be represented by the Union or may represent
himself/herself in preparing and presenting a grievance at any level of review. Grievances
may also be presented by a group of employees. No grievance settlement may be made
in violation of an existing merit rule or memorandum of agreement. The Union will be
notified prior to the implementation of any settlement made which affects the rights or
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conditions of other employees represented by the Union. The Union and the Steward will
be copied on all written representation unit grievance decisions.
(b) An employee and the Representative Steward, if any, may use a reasonable amount of
work time so long as there is no disruption of work, in conferring about and presenting a
grievance. Requests for release time to prepare a grievance shall be made in accordance
with the provisions of Article III, section 3. Beginning with the third step of the grievance
procedure, the Chief Steward or Alternate Chief Steward may assist in presenting a
grievance and may be present at all Step III, and IV grievance hearings.
(c) The time limits specified in this Article may be extended by mutual agreement in writing
of the aggrieved employee or the Union and the reviewer concerned.
(d) Should a decision not be rendered within a stipulated time limit, the aggrieved employee
may immediately appeal to the next step.
(e) The grievance may be considered settled if the decision of any step is not appealed within
the specified time limit.
(f) If appropriate, the aggrieved employee(s) or the Union and the Department Head may
mutually agree to waive Step I and/or Step II of the grievance procedure.
(g) Grievances shall be made in writing and submitted on forms provided by the City or on
forms which are mutually agreeable to the City and Union. 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 the Agreement or specific City rules, policies, or
procedures which the party filing the grievance alleges has been violated; (4) a summary
of any steps taken toward resolution, and (5) the action the grievant believes will resolve
the grievance.
(h) 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.
(i) If the grievance is filed by more than one employee in the bargaining unit, the Union may,
at its option, convert it to a Union grievance after Step II of the grievance procedure. The
Union may also file a grievance in those instances when, under this Memorandum of
Agreement, a Union right not directly related to an individual employee becomes the
subject of dispute. Union grievances shall comply with all of the foregoing provisions and
procedures.
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(j) For purposes of time limits, “working days” are considered to be Monday through Friday,
exclusive of City holidays.
(k) 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 union.
(l) Upon request of either party, meetings to discuss the grievance shall be held at any step
in the grievance procedure.
Section 4. Grievance 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. 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 working days of the discussion with the immediate supervisor.
The Department Head or designee shall have fifteen working days from the receipt of a written
grievance to review the matter and prepare a written statement.
Step III. If the grievance is not resolved and/or the aggrieved employee is not satisfied with the
Step II decision, the grievant or disciplined employee may appeal to the Human Resource Director
or his or her designee in writing within fifteen 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 working days, after receiving the written appeal, the Human Resource Director
shall review the matter and prepare a written statement. If a mutually agreed solution is reached
during this process the agreement shall be placed in writing and signed.
Step IV. If a grievance as defined under 2(a) above 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
Union approval. All Step IV appeals must be filed in writing at the Human Resources Department
Office within fifteen working days of receipt of the Human Resource Director’s decision at Step
3.
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If the grievant or appellant elects final and binding resolution by the City Manager, the City
Manager will choose the methods he or she considers appropriate to review and settle the
grievance or appeal of disciplinary action. The City Manager shall render a written decision to all
parties directly involved within fifteen working days after receiving the grievant/appellant’s
appeal.
If the grievant/appellant elects final and binding arbitration in accordance with this provision, the
parties shall mutually select an arbitrator within 90 days from the date of receipt of the written
request for appeal. In the event the parties cannot agree on an arbitrator, they shall mutually
request a panel of five arbitrators from the California State Conciliation Service or from the
American Arbitration Association if either party objects to the State Conciliation Service, and
select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine
compliance with the provisions of this Memorandum of Agreement and such Merit System Rules,
regulations, policies, procedures, City ordinances, resolutions relating to terms or conditions of
employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be
necessary to the determination of grievances or appeal of disciplinary action appealed to the
arbitrator. The arbitrator shall be without power to make any decision contrary to, or inconsistent
with or modifying in any way, the terms of this Memorandum Of Agreement, grant wage
increases or decreases, or to decide matters of interest.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers
which by State law or City Charter the City cannot delegate or relinquish. Where either party
seeks arbitration and the other party claims the matter is not subject to the arbitration provisions
of this Memorandum of Agreement, the issue of arbitrability shall first be decided by the
arbitrator using the standards and criteria set forth in Article XX and without regard to the merits
of the grievance or appeal of disciplinary action. If the issue is held to be arbitrable, the
arbitration proceedings will be recessed for up to five working days during which the parties shall
attempt to resolve the grievance. If no resolution is reached, the arbitrator will resume the
hearing and hear and resolve the issue on the merits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Union. All direct costs emanating from the arbitration procedure shall be shared equally by the
City and the aggrieved employee or the Union.
A grievance as defined under Section 2(b) above (demotion, suspension, reduction in pay or
termination) that remains unresolved after the conclusion of step III of the grievance procedure,
shall be reviewed by a City Hearing Officer. Appeals to a City Hearing Officer must be filed with
the Human Resources Director in writing within fifteen (15) working days of the receipt of the
Step III Grievance response. Within sixty (60) working days, the City Hearing Officer shall review
the matter, hold a hearing with the City and the affected worker, and prepare a written
recommendation to the City Manager.
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The City Manager shall issue a final and binding decision within fifteen (15) working days after
receipt of the City Hearing Officer's recommendation. The City Manager may accept, reject or
modify the City Hearing Officer’s recommendation. The City Manager's decision shall be final,
binding and not be subject to further appeal.
ARTICLE XIX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTION
Section 1. Right to Discipline
The City has the right to discipline, demote, or discharge employees for cause.
Section 2. Written Notice
Non-probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion, or discharge will be given a written notification of
unsatisfactory work or conduct and an opportunity to improve. Failure to correct deficiencies and
improve to meet standards may result in discipline, demotion, or discharge. Discipline is defined
as suspensions without pay, reduction in pay, demotion, or discharge. Reprimands, transfers,
reassignments, layoffs, and negative comments in performance evaluations are not discipline and
shall not be subject to the requirements of this Article.
Section 3. Preliminary Notice of Discipline. Prior to imposing disciplinary action involving a
disciplinary suspension, demotion, reduction in pay, or discharge of a non-probationary
employee, a supervisor shall provide an employee with preliminary written notice of the
proposed disciplinary action. The notice of proposed disciplinary action must be in writing and
served on the employee in person or by registered mail or Fed-Ex. The notice of disciplinary action
shall include:
(a) Statement of the violations upon which the disciplinary action is based; .
(b) Intended effective date of the action; .
(c) Statement of the cause thereof; .
(d) Statement in ordinary and concise language of the act or the omissions upon which the
causes are based; .
(e) Copies of any documents or other written materials upon which the disciplinary action
was fully or in part based.
(f) Statement advising the employee of his/her right to appeal from such action, and the
right to Union representation.
(g) The date and/or the procedure for responding to the notice.
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Section 4. Skelly Meeting. The employee who receives a notice pursuant to section 3 above
shall have the right to respond informally to the charges either verbally or in writing before the
discipline is imposed. The employee shall have fifteen (15) days from receipt of the notice to
request this pre-disciplinary administrative review. The employee may request a reasonable
extension of the time to respond for justifiable reasons. The Skelly meeting to listen to the verbal
responses shall be scheduled with a City representative who is not the manager recommending
the discipline (the “Skelly Officer”). The Skelly Officer shall render a final written decision (the
“post-Skelly decision”) within fifteen (15) days of receiving the employee’s response, if any, and
shall deliver the post-Skelly decision to the employee by personal delivery or registered mail to
the employee’s last known address on file with the Human Resources Department. The Skelly
Officer may sustain, modify, or overturn the recommended disciplinary action. If the Skelly
Officer sustains or modifies the disciplinary action, the action may be imposed after the post-
Skelly decision is delivered to the employee.
ARTICLE XX – NO ABROGATION OF RIGHTS
The parties acknowledge that Management rights as indicated in Section 1207D of the Merit
System Rules and Regulations and all applicable State laws are neither abrogated nor made
subject to negotiation by adoption of this Memorandum of Agreement.
ARTICLE XXI – OUTSIDE EMPLOYMENT
The provisions of Article 4.7 of the Government Code of the State of California will govern the
determination of incompatible outside employment.
ARTICLE XXII PROMOTIONAL/CONVERSION OPPORTUNITES
The City and Union will meet on a quarterly basis to review the possibility of converting long term
ongoing temporary-hourly positions to regular status. A part of such a meeting may be a
discussion regarding promotional opportunities of Hourlies to Classified positions.
ARTICLE XXIII – PROVISIONS OF THE LAW
Section 1. This Memorandum of Agreement is subject to all current and future applicable Federal
and State laws and Federal and State regulations and the Charter of the City of Palo Alto and the
Constitution of the State of California.
Should any of the provisions herein contained be rendered or declared invalid by reason of any
existing State or Federal legislation, such invalidation of such part or portion of this
Memorandum of Agreement shall not invalidate the remaining portions hereof, and they shall
remain in full force and effect, insofar as such remaining portions are severable.
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Section 2. The City and the Union agree by signing this Memorandum of Agreement that the
wages, hours, rights and working conditions contained herein shall be continued in full force
during the term of this Memorandum of Agreement except as otherwise provided for in the
Memorandum of Agreement and shall be binding on both the City and the Union upon
ratification by the Council of the City of Palo Alto and upon ratification by Union membership.
ARTICLE XXIV – COST REDUCTION PROGRAMS
During the term of this agreement, the Union will aggressively assist Management in developing
cost reduction programs. Such programs may include voluntary reduced hours/pay after this
concept is studied by Management, and with such application as may be approved by
Management.
ARTICLE XXV – TERM
This Memorandum of Agreement shall take effect on ratification and signing by the parties, and
shall expire on June 30, 20251. Either party may serve written notice upon the other party during
the period between ninety and sixty days prior to its expiration date, of its desire to amend this
Memorandum of Agreement. If, at the time this Memorandum of Agreement would otherwise
terminate, the parties are negotiating a new Memorandum of Agreement, upon mutual
agreement of the Union and the City Manager the terms and conditions of this Memorandum
shall continue in effect.
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EXECUTED:
FOR LOCAL 521, SEIU: FOR CITY OF PALO ALTO:
Angel Jose Picon, Chief Spokesperson Ed Shikada
SEIU Worksite Organizer City Manager
Bunny Bornstein Sandra Blanch
Chief Steward Human Resources Director
Marlon Kasberg Tori Anthony
Bargaining Team Member Manager Employee Relations
Sandhya Uthup
Human Resources Representative
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Appendix A
Job Classifications for SEIU Hourly Unit Personnel
Administrative Specialist I - H
Performs administrative work that requires advanced skills or knowledge in support of a
department/division or program.
Administrative Specialist II – H
Performs more complex administrative work that requires advance skills or knowledge in specialized
software programs and data analysis in specialized areas in support of a department/division or
program. Two years of experience equivalent to that of an Administrative Specialist I.
Arts & Science Aide - H
Under general supervision, performs general unskilled and some semiskilled tasks in support
of theater, arts and museum programs.
Arts & Science Professional I - H
Under general supervision, performs highly skilled jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc.
Arts & Science Professional II - H
Under limited supervision, performs highly specialized jobs in support of performing and visual
arts. Examples would include exhibit design and installation, graphic design, exhibit mechanical
and electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc. Two years of
experience equivalent to that of an Arts & Science Professional I.
Arts & Science Professional III - H
Independently performs highly specialized jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc. Five years of
experience equivalent to that of an Arts & Science Professional I. May require lifting up to 15
pounds
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Arts & Science Technician - H
Under supervision, performs paraprofessional and skilled support to a specific performing or
visual arts program area such as lighting, props, building, painting, stitching – etc.
Assistant Park Ranger - H
Positions requiring at least 2 years of experience and specialized skills or advanced certificates for
First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or
park aide is essential.
Building Serviceperson – H
Under limited supervision, performs custodial duties and other related work as required to maintain
City buildings and facilities in a clean and orderly condition. Members of this classification may be
assigned to perform either public works duties or park duties. Two years of experience equivalent
to that of a Custodial Assistant.
Clerical Assistant - H
Under supervision, performs routine and repetitive computer inputting and clerical tasks, and
performs related work as required. May require cash handling.
Custodial Aide - H
Under close supervision, this entry-level position performs basic custodial duties as required to
maintain City buildings and facilities, performs room set-ups and take-downs, and other related
work.
Custodial Assistant - H
Under general supervision, performs custodial duties and other related work as required to
maintain City buildings and facilities in a clean and orderly condition. Members of this
classification may be assigned to perform either public works duties or parks duties.
General Laborer – H
Performs general manual tasks. Performs various types of manual labor as needed. Possesses
knowledge of commonly-used concepts, practices, and procedures within a particular field.
Performs tasks in conformance within pre-established instructions. Works under general
supervision. Uses very limited independent judgment similar to that expected of an apprentice-
helper level laborer, consistent with pre-established instructions. May report to a lead worker,
but typically reports to a supervisor.
Requires a high school diploma or its equivalent with 1 year of related experience.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
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House Manager - H
Facility supervisor of special events, productions, concerts, rentals – etc. Involves high public
contact and customer service, including enforcement of rules and regulations. May included set-
up of events.
Inspector – H
Provides inspections for capital and maintenance work, buildings and structures in any stage of
construction, alteration or repair. Insures Ensures compliance with standard construction
practices, approved plans and specifications, governing laws and City ordinances. Prepares and
maintains records of inspections, contractor’s daily activities, verification of materials and
quantities used, notification to and contact with the residents in the project area, violation
notices, investigations and other related data and information.
Salary to be determined – Minimum base of $26.87. An hourly rate above $50/hour must be
approved by the Director of Human Resources before the City extends an offer of employment.
Instructor Aide - H
Under general supervision, performs administrative work in support of Instructors in areas such as
course preparation, classroom assistance and related activities. May require lifting up to 15 pounds.
Instructor I - H
Under general supervision, prepares classes, programs and camp curriculum, presents classes
and field trips for schools and family audiences, and provides assignments to Instructor Aides and
volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the
disciplines to be taught. May require lifting up to 15 pounds.
Instructor II - H
Under limited supervision, prepares classes, programs and camp curriculum, presents classes and
field trips for schools and family audiences, and provides assignments to Instructor Aides and
volunteers. Requires at least two years of experience equivalent to that of an Instructor I. May
require lifting up to 15 pounds.
Instructor III-H
Independently prepares classes, programs and camp curriculum, presents classes and field trips
for schools and family audiences , and provides direction and mentoring for Instructor Is and IIs,
Aides and volunteers. Serves in a leadership capacity within the department. Requires at least 4
years of teaching experience and in-depth knowledge of the disciplines to be taught. May require
lifting up to 15 pounds.
Journey-Level Laborer – H
Performs various tasks involving physical labor in or on buildings, construction sites, demolition
sites, streets, sidewalks, or on other construction projects. May operate hand and power tools
of all types (e.g. air hammers, earth tampers, cement mixers, small mechanical hoists, surveying
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and measuring equipment, and various other equipment and instruments). May clean and
prepare sites, dig trenches, set braces to support the sides of excavations, erect scaffolding, clean
up rubble and debris, and remove hazardous waste materials; may assist other craft workers.
Uses independent judgment similar to that expected of a journey level laborer, within pre-
established instructions similar to and consistent with industry practices for journey level
laborers. Works under general supervision. Typically reports to a lead worker or supervisor.
Requires a high school diploma or its equivalent with 1-3 years of related experience.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
Librarian - H
Under supervision, assists customers with reference inquiries, provides instruction in the use of
library resources and equipment; shelves materials and assists with core management or
organization of materials.
Distinguishing Characteristics:
The Librarian classification is the professional entry level classification within the Library Division.
The Librarian has the professional knowledge to identify, develop, interpret, and evaluate all
policies, procedures, programs and services to ensure the best quality of service to public library
users. It is a broad classification which covers a variety of work situations which require expertise in
areas of primary responsibility, as well as in common areas such as materials selection, public library
service and in computerized information systems. Significant portion of workday includes direct
public contact. Work hours may include early mornings, evenings and weekends.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Performs routine circulation tasks required to directly serve public, including registering and
maintaining files of borrowers; interpreting customer accounts and checking in and out
library materials via computerized equipment; accepting, payments for fines, bills, fees;
assisting customer with inquiries regarding availability and status of items in collections, and
interviewing and assisting users regarding circulation accounts and services. Refers
circulation problems to circulation staff or manager.
• May conduct library programs for children and adults; conduct tours and classes.
• May conduct reference interview and analyze, interpret and answer inquiries utilizing
resources in Palo Alto Libraries as well as other libraries and the community, referring
unusual questions to a Senior Librarian (Librarian II) or supervisor; assist customers in use of
facility including catalog, indexes, reference books and technology.
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• Performs library programming, including planning, coordination, promotion and the conduct
of programs; cooperates with other City departments, community and library groups with
program co-sponsorship.
• Prepares displays to market the library’s collection; may write regular newsletter articles,
book reviews and program announcements for e-newsletters and publications; assists with
social media.
• May update library web pages; update online calendars; contribute calendar items to
community organizations and data bases.
• Selects and de-selects library materials in one or more subject areas based on knowledge of
budget available, collection size, analysis of community past usage patterns and other
criteria; processes discarded materials.
• Assist with recruits, interviews, schedules, trains, initiates and coordinates, work of clerical,
paraprofessional, temporary and/or volunteer staff as assigned.
• May collect, maintain and report statistical records for a variety of library measures.
• As directed, performs copy and original cataloging and classification efficiently utilizing
online computerized cataloging system; assigns access points for materials; establishes new
bibliographic computer records in accordance with recognized standards.
• Maintains specific library collections and equipment including housing, physical
maintenance and arrangement.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• Master’s Degree in Library and Information Science or related education preferred.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties and
responsibilities which may include sitting for extended periods of time and operating
assigned library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public, maintaining a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
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arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Library Clerk - H
Under close general supervision performs technical and clerical tasks; assists customers with their
accounts; shelves materials; performs technical and clerical tasks as assigned.
Distinguishing Characteristics:
Library Clerk is a classification found in the Library Department and is distinguished by the
performance of various technical and clerical duties under general supervision. Work hours may
vary and include nights and weekends. Includes direct public contact. Some previous knowledge of
library operations required.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• May answer customers’ questions.
• Checks in/out items; performs standard, holds, special handling and sorts; issues library
cards.
• Works at the Accounts Desk; handles customer accounts and fines; provides computer
assistance; performs shelving.
• May assist customers with library technology.
• Maintains computer files for library materials; adds, deletes and updates information.
• Data enters bibliographic data into the online library system.
• Communicates with vendors to request approved items or to ask questions; refers further
communications to the supervisor.
• Accepts and unpacks deliveries and shipments of library materials; checks for accuracy;
returns incorrect or damaged materials to vendors.
• Receives and invoices materials into the library’s computer system.
• Performs RFID tagging Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ items and locates items listed on hold for the library branch or on reserve
for LINK+.
• Assists with special projects and programs.
• May perform mail delivery.
• Provides basic assistance to customers.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• High school diploma or equivalent and 6 months experience working in a library
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KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of library procedures and item shelving structure.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of a personal computer and various software applications.
• Knowledge of effective customer service.
• Ability to use the library catalog.
• Ability to perform cash handling and use a cash register.
• Ability to perform basic mathematical calculations.
• Ability to work varied schedule including mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties and
responsibilities which may include sitting for extended periods of time and operating
assigned library equipment.
• Ability to work varied schedule including early mornings, evenings, and weekends. Ability to
communicate with others and to assimilate and understand information, in a manner
consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public; maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Library Page - H
Under close supervision, shelves materials; performs routine clerical and support tasks as assigned.
Distinguishing Characteristics:
Library Page is a classification found in the Library Department and is distinguished by the
performance of routine clerical duties under supervision. Work hours may vary and include nights
and weekends. May include direct public contact. No previous knowledge of library operations
required.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Shifts collections; pulls or weeds items; performs sweeps.
• Returns library materials to the shelves.
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• Performs RFID tagging
• Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ and locates items listed on hold for the library branch or on reserve for
Link+
• Performs general cleaning and organization of the library’s areas.
• Assist with open and close procedures.
• May assist with special projects and programs.
• Performs mail delivery.
• May provide directional assistance to customers.
• Works with Automated Materials Handling machine; moving and sorting bins, and sorting
returned items.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• No experience necessary.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties and
responsibilities which may include sitting for extended periods of time and operating
assigned library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public, maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
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Maintenance Assistant - H
Under general supervision, responsible for skilled and semiskilled tasks in one or more of the
following areas:
Landscape and turf maintenance of parks and golf courses, including tree maintenance and
turf renovation
City building and facilities
City streets, sewers, and storm drains
City vehicles and equipment
Performs related tasks as required. Requires experience with power equipment and a valid
California driver’s license. May require drug testing.
Open Space Technician - H
Under general supervision performs work assignments in Parks and Open Space areas that assist
in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level
positions that require familiarity with power tools such as weed whips and chain saws.
Print Shop Assistant - H
Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail
distribution and other support function duties, often under tight deadlines.
Project Specialist - H
Support for and administrative tasks related to City programs and projects on an ongoing basis,
requiring technical and administrative skills such as scheduling, research and report writing,
project development and design, ongoing project implementation and administration, and
budget tracking and conformance.
Recreation Aide - H
Provides general clerical and unskilled labor/support of recreational programs.
Recreation Leader I - H
Entry level positions that do not require previous experience including:
Teen leaders
Gymnastics Instructors
Sports camp assistants
Special event Assistants
Summer camp counselors
Coaches
Recreation Leader II - H
Positions require at least one season of experience and certifications in a related field including:
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Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aid)
Assistant Pool Manager
Senior Swim Instructor/Lifeguard
Summer camp assistants
Coaches
Recreation Leader III - H
Positions require at least 2 years of experience and specialized skills or advanced certifications in
a related field including:
Summer Camp Leaders
Teen Outreach Leaders
Coaches
Substitute Teachers
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aid)
Pool Manager
Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and
one of the following certifications: Professional Development Program II, Kinder
Accreditation for Teachers or Movement Education and Learning Development.)
Staff Specialist – H
Under limited supervision, performs professional work requiring specialized knowledge or
training in a specific field in support of a City program or organizational unit. The work performed
is generally varied in character and similar to or equally complex to that of a career position, but
is not managerial.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
Stock Clerk - H
Under supervision, performs a variety of inventory maintenance functions including receiving,
storing, and delivering supplies. Includes maintaining and reviewing computerized inventory
records; performs other related work as required.
Swim Instructor/Lifeguard - H
Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in
distress, conducts swimming lessons in accordance with American Red Cross or other national
recognized aquatics programs and performs other related duties as required. Certificates in
Lifeguard Training, First Aid and CPR required.
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Technical Specialist - H
Under general supervision, responsible for work that requires technical skills associated with one
or more of the following areas: drafting/CAD, electronics, computer systems, engineering,
environmental science, or planning.
Zoological Assistant - H
Under supervision, performs assignments that assist in the maintenance, control, and shelter of
animals in the zoo and other City facilities.
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Appendix B- Salary Schedule
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Appendix C
Public Agency Retirement System (“P.A.R.S.”) Plan
City of Palo Alto PST (Part-time, Seasonal and Temporary) Employees Retirement Plan
As of the effective date of this contract, the City contracts with the Public Agency Retirement
Services Alternate Retirement System (PARS ARS) to provide an alternative plan to Social Security
for members of this Unit. The main components of the plan include:
• Enrollment in the PARS 457 retirement plan is automatic for eligible employees (excludes
employees previously enrolled in CalPERS).
• All contributions are pre-tax and invested
• Employees receive an annual statement of gains and losses
• Employees may become eligible to receive their account balance when one of the
following events occur:
o Termination of employment
o Retirement
o Permanent or total disability
o Death
o Changed employment status to a position covered by another retirement system
• An employee may elect either:
o a one-time lump sum cash payment, which may be subject to federal and/or state
income tax withholding, OR
o A direct rollover without tax withholding to a traditional IRA or an eligible plan
that accepts rollovers [e.g. 403(b), 457(b), 401(k)]
A copy of the Plan Document is on file in Human Resources and may be reviewed upon advanced
request. For questions or additional information, contact PARS at 800-540-6369.
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
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Memorandum of Agreement
Service Employees International Unit
(SEIU) Local 521
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 2 of 44
CONTENTS
PREAMBLE ................................................................................................................................... 5
ARTICLE I – RECOGNITION ...................................................................................................... 5
Section 1...................................................................................................................................... 5
Section 2. No Discrimination. ..................................................................................................... 6
ARTICLE II - UNION SECURITY ............................................................................................... 6
Section 1. Notice. ....................................................................................................................... 6
Section 2. Documentation. .......................................................................................................... 6
Section 3. Payroll Deduction. ..................................................................................................... 7
Section 4. Bulletin Boards and Departmental Mail. ................................................................... 7
Section 5. Access to Union Representatives. ............................................................................. 7
Section 6. Meeting Places. ......................................................................................................... 8
Section 7. Notification to the Union. .......................................................................................... 8
Section 8. Union Logo. ............................................................................................................... 8
Section 9. City Council Materials. .............................................................................................. 8
Section 10. Temporary Agency Reporting ................................................................................. 8
Section 11. Job Postings. ............................................................................................................ 8
Section 12. Contracting Out. ....................................................................................................... 8
Section 13. New Employee Procedure/Process. ......................................................................... 9
ARTICLE III. – STEWARDS ........................................................................................................ 9
Section 1. Designation. .............................................................................................................. 9
Section 2. Release Time. .......................................................................................................... 10
Section 3. Advance Notification and Approval. ...................................................................... 10
Section 4. Timecard Reporting. ................................................................................................ 10
Section 5. Storage of Union materials. .................................................................................... 10
Section 6. Labor/Management Meetings. ................................................................................ 10
ARTICLE IV. - REDUCTION IN FORCE .................................................................................. 11
Section 1.................................................................................................................................... 11
Section 2. Notice ...................................................................................................................... 11
Section 3. Seniority and Service Ties. ...................................................................................... 11
Section 4. Bumping Rights. ...................................................................................................... 11
Section 5. Re-Employment List. ............................................................................................... 12
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Section 6. Reinstatement. .......................................................................................................... 12
Section 7.................................................................................................................................... 13
ARTICLE V. - PERSONNEL ACTIONS .................................................................................... 13
Section 1. Probationary Period. ............................................................................................... 13
Section 2. Personnel Evaluations. ............................................................................................ 13
Section 3. Personnel Files. ....................................................................................................... 13
Section 4. Release of Information. ........................................................................................... 14
Section 5. Full Time Opportunities. ......................................................................................... 14
Section 6. Equitable Rotation. .................................................................................................. 14
Section 7. Internal Eligibility. .................................................................................................. 14
ARTICLE VI - PAY ..................................................................................................................... 14
Section 1. Wages. ..................................................................................................................... 14
Section 2. Step Increases.......................................................................................................... 15
Section 3. Working Out of Classification. ............................................................................... 16
Section 4. Direct Deposit. ......................................................................................................... 16
ARTICLE VII - HOURS OF WORK, OVERTIME .................................................................... 17
Section 1. Work Week and Work Day. .................................................................................... 17
Section 2. Overtime Work. ....................................................................................................... 17
Section 3. Work Shifts. ............................................................................................................. 17
Section 4. Lunch and Break Periods. ........................................................................................ 17
Section 5. Clean-Up Time. ........................................................................................................ 17
Section 6. Call-Out Pay............................................................................................................. 17
ARTICLE VIII – UNIFORMS ..................................................................................................... 17
ARTICLE IX- HOLIDAYS ......................................................................................................... 18
Section 1. Fixed Holidays: ....................................................................................................... 18
ARTICLE X- LEAVES ................................................................................................................ 19
Section 1. Sick Leave and Personal Business Leave ................................................................ 19
Section 2. Floating Holiday ...................................................................................................... 20
Section 3. Jury Duty .................................................................................................................. 20
ARTICLE XI - VOTING TIME ................................................................................................... 20
ARTICLE XII -WORKERS COMPENSATION ......................................................................... 20
Industrial Temporary Disability ................................................................................................ 20
ARTICLE XIII - BENEFIT PROGRAMS ................................................................................... 21
Section 1. Medical Insurance Plan. .......................................................................................... 21
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ARTICLE XIV - RETIREMENT ................................................................................................. 21
Section 1. Part-time, Seasonal, Temporary (PST) Retirement Plan. ........................................ 21
Section 2. California Public Employees’ Retirement System (“PERS”). ................................ 22
Section 3. Retirement Contributions. ........................................................................................ 22
ARTICLE XV PARKING ........................................................................................................... 22
ARTICLE XVI PHYSICAL EXAMINATIONS ......................................................................... 23
ARTICLE XVII - SAFETY .......................................................................................................... 23
Section 1. Health and Safety Provisions. .................................................................................. 23
Section 2.................................................................................................................................... 23
Section 3. Safety Committee..................................................................................................... 23
ARTICLE XVIII - GRIEVANCE PROCEDURE ........................................................................ 24
Section 1.................................................................................................................................... 24
Section 2. Definition. ................................................................................................................ 24
Section 3. Conduct of Grievance Procedure. ........................................................................... 24
Section 4. Grievance Procedure. ............................................................................................... 26
ARTICLE XIX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY
ACTION ....................................................................................................................................... 28
Section 1.................................................................................................................................... 28
Section 2.................................................................................................................................... 28
Section 3. Preliminary Notice of Discipline ............................................................................. 28 Section 4. Skelly Meeting. ....................................................................................................... 29
ARTICLE XX – NO ABROGATION OF RIGHTS .................................................................... 29
ARTICLE XXI – OUTSIDE EMPLOYMENT ............................................................................ 29
ARTICLE XXII PROMOTIONAL/CONVERSION OPPORTUNITES ..................................... 29
ARTICLE XXIII – PROVISIONS OF THE LAW ...................................................................... 29
Section 1.................................................................................................................................... 29
Section 2.................................................................................................................................... 30
ARTICLE XXIV – COST REDUCTION PROGRAMS ............................................................. 30
ARTICLE XXV – TERM ............................................................................................................. 30
EXECUTED: ................................................................................................................................ 31
Appendix A - Job Classifications for SEIU Hourly Unit Personnel ............................................. 32
Appendix B - Salary Schedule ...................................................................................................... 43
Appendix C - Public Agency Retirement System (P.A.R.S.) Plan ............................................... 44
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
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Page 5 of 44
MEMORANDUM OF AGREEMENT
City of Palo Alto and Local 521, SEIU
HOURLY UNIT
PREAMBLE
This Memorandum of Agreement is entered into by the City of Palo Alto (hereinafter referred to
as the City) and Local 521 Service Employees International Union (hereinafter referred to as the
Union). Employee, for the purposes of this Memorandum of Agreement, shall mean an employee
assigned to a classification within the SEIU Hourly unit. This Memorandum of Agreement is
pursuant and subject to Sections 3500 et, seq. of the Government Code of the State of California
and Chapter 12 of the City of Palo Alto Merit Rules and Regulations.
ARTICLE I – RECOGNITION
Section 1. Pursuant to Sections 3500 et. seq. of the Government Code of the State of California
and Chapter 12 of the City of Palo Alto Merit System Rules and Regulations, the City recognizes
the Union as the exclusive representative of a representation unit consisting of hourly employees
who are regularly scheduled and who work a minimum of four hundred sixteen (416) hours per
fiscal year. This does include PERS exempt employees. This does not include on call employees
without regular schedules and who are hired to work occasionally for special projects. This does
not include employees employed primarily to work seasonal or recreational programs and who
may work intermittently outside their recreational season.
This unit shall for purposes of identification be titled the SEIU Hourly Unit, and includes
employees in the classifications listed in Appendix A attached.
The City shall notify the Union in writing of the development of a new hourly classification and
upon request will meet and confer regarding inclusion of the classification in the SEIU Hourly
Unit.
The parties agree that hourly employees are considered to be in the bargaining unit while
that employee is employed by the City of Palo Alto, when they work (including all paid hours)
416 hours or more within a fiscal year.
Any Limited Hourly employee that accumulates 416 hours worked or more within a fiscal year,
shall be converted to the SEIU 521 Hourly Unit by the City of Palo Alto.
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Upon conversion of an eligible hourly employee from the Limited Hourly status to the SEIU 521
Hourly Unit status, all wages and benefits due the employee will be paid and provided to the
employee. All current and retroactive wages and/or benefits shall be back dated to their
eligibility date of their status and recognition, as a SEIU 521 Hourly Unit employee.
Section 2. No Discrimination. The City and Union agree that no person employed by or applying
for employment hereto shall be discriminated against because of race, religion, creed, political
affiliation, color, national origin, ancestry, union activity, age, disability, sexual orientation, or
gender.
The City and the Union agree to protect the rights of all employees to exercise their free choice
to join the Union and to abide by the express provisions of applicable State and local laws.
ARTICLE II - UNION SECURITY
Section 1. Notice. When a person is hired in a job covered in Article I, the City shall notify that
person that the Union is the recognized bargaining representative for the employee and give the
employee a current copy of the Memorandum of Agreement.
When a group employee orientation is held for new employees of the bargaining unit, a Union
Representative may make a presentation to such bargaining unit employees for the purpose of
explaining matters of representation. New employees shall be required to attend orientation.
The Director of Human Resources may make an exception if extraordinary circumstances
interfere with the employee’s ability to attend. If the Director grants an exception, the employee
and Union shall be granted a thirty (30) minute presentation at the employee’s report location for
union orientation.
Section 2. Documentation. The City shall supply the Union with the information described under
subsections (a) and (b) of this Section:
(a) The City will provide SEIU, when available, with the name, job title, department, work
location, work, home, personal cellular telephone number, personal email address,
and home address of any new employee within 30 days of hire or by the first pay
period of the month following hire.
(b) The City will provide SEIU with the list, enumerated above, of all information for all
employees in the bargaining unit at least every 120 days unless more frequent.
(c) The City shall supply the Union with the documentation required by California Assembly
Bill 119.
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(d) The Union shall supply the City, and as applicable, the employees, with the
documentation required by Government Code Section 3502.5(f).
Section 3. Payroll Deduction.
(a) The City shall deduct Union membership dues, and any other mutually agreed upon
payroll deduction, which may include voluntary COPE (Committee On Political
Education) at the check-off area, from the bi-weekly pay of bargaining unit
employees.
The Union will be the custodian of records for individual employee membership and
dues deduction forms. The Union will maintain all authorizations for dues deductions
signed by the individual from whose salary or wages the deduction or reduction is to
be made. The City will direct employee requests to cancel or change deductions to
the Union. Deductions may be revoked only pursuant to the terms of the employee’s
written authorization. The City shall remit the deducted dues to the Union as soon as
possible after deduction.
(b) Indemnification, Defense and Hold Harmless: Union agrees to indemnify and hold
harmless the City and all officials, employees, and agents acting on its behalf, from
any and all claims, actions, damages, costs, or expenses including all attorney’s fees
and costs of defense in actions against the City, its officials, employees or agents as a
result of actions taken or not taken by the City pursuant to this article.
Section 4. Bulletin Boards and Departmental Mail. The Union shall have access to inter-office
mail, existing bulletin boards in unit employee work areas, and the existing Union-paid telephone
answering device for the purpose of posting, transmitting, or distributing notice or
announcements including notices of social events, recreational events, Union membership
meetings, results of elections and reports of minutes of Union meetings. Any other material must
have prior approval of the Human Resources Office. Action on approval will be taken within 24
hours of submission.
The Union may send email messages only for the purposes set forth above. The IT Department
will maintain the SEIU list and keep it current. The Union access to email is based on the following
conditions: 1) emails to the SEIU list will be copied to the Human Resource Director at
distribution, 2) emails to the SEIU list will only be sent by the SEIU Chapter Chair, Vice Chair, Chief
Steward(s) or Secretary, 3) a maximum of 52 emails may be sent per year and a maximum of 12
emails may be sent per year by the SEIU Chapter Secretary.
Section 5. Access to Union Representatives. Representatives of the Union are authorized access
to City work locations for the purpose of conducting business within the scope of representation,
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July 1, 2023-June 30, 2025
Page 8 of 44
provided that no disruption of work is involved and the business transacted is other than
recruiting of members or collecting of dues, and the Representative must notify the Human
Resources Department Office prior to entering the work location.
Section 6. Meeting Places. The Union shall have the right to reserve City meeting and conference
rooms for use during lunch periods or other non-working hours. Such meeting places will be
made available in conformity with City's regulations and subject to the limitations of prior
commitment.
Section 7. Notification to the Union. The Union shall be informed in advance in writing by
Management before any proposed changes not covered by this Memorandum of Agreement are
made in benefits, working conditions, or other terms and conditions of employment which
require meet and confer or meet and consult process.
Section 8. Union Logo. All materials and documents produced on Itek and metal plates, by the
City print and reproduction shop, shall carry the Union label on the inside of covers or title pages
in accordance with customary printing trades practices.
Section 9. City Council Materials. The City shall make available to the Union in a timely manner
copies of all City Council meeting agendas, minutes and schedule of meetings. These materials
may be picked up at the City Clerk's Office during business hours.
Section 10. Temporary Agency Reporting. Upon request, the City shall provide to the Union
reports by department on the use of agency temporaries filling representation unit vacant
positions, or doing work similar to that of representation unit classifications.
Section 11. Job Postings. Job postings for classification positions covered by this Agreement shall
include a statement that the position is covered by this Collective Bargaining Agreement and that
union dues may be required.
Section 12. Contracting Out. The City through the labor management process will keep the Union
advised of the status of the budget process, including any formal budget proposal involving the
contracting out of SEIU bargaining unit work traditionally performed by bargaining unit members
at least thirty (30) days prior to the release of the City Manager’s proposed budget.
The City will notify the Union in writing at least ninety (90) days prior to contracting work which
has been traditionally performed by bargaining unit members, where such contracting will result
in layoff or permanent reduction in hours. Within the ninety (90) day period of contracting out,
both parties may offer alternatives to contracting out and meet and confer on the impact of such
contracting out of a bargaining unit employee work.
The City will collaborate with the Union regarding the potential result of a layoff of bargaining
unit members. The City will provide all available job opportunities within the City of Palo Alto
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July 1, 2023-June 30, 2025
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and/or the contracting out agency or entity to the Union. The Union will communicate with
impacted bargaining unit members with regards to any interest a member may have in securing
another job position, in lieu of a layoff, whenever possible.
The City will notify the Union in writing when contracting out work which has been traditionally
performed by bargaining unit workers, where such contracting out is expected to replace a laid
off bargaining unit position that has been eliminated within ninety (90) days prior to the date of
the planned contract work. When feasible, the City will provide such notice prior to the beginning
date of the planned contract work. The City will meet with the Union upon request to discuss
alternatives. This provision does not apply to the filling of temporary vacancies of twelve (12)
months or less duration.
The City will provide the Union with a biannual list by department of all contract workers or
vendors who are contracted by the City who perform work for the City. The City will make a
reasonable effort to identify the names of the vendors on the list and the nature of the work
provided by each vendor.
Section 13. New Employee Procedure/Process.
New employees hired and assigned to classifications covered by the SEIU Unit shall be advised
by the City that Local 521, Service Employees International Union, is the recognized bargaining
representative in said unit. The City agrees to distribute to all new employees in the SEIU Unit a
reasonable amount of materials provided by the Union at its expense.
The City will provide to the Union written notice in accordance with California Assembly Bill
119, a list of employees attending the City’s new employee orientation that includes each
employee’s identification number, name, job classification, department, work location (title and
address), work phone number (if available in the payroll system), work email address (if
available in the payroll system), hire date, and, subject to the individual employee’s consent,
the employee’s home address, personal mobile number, home phone number, and personal
home email address.
A representative(s) of the Union shall be permitted to make a thirty (30) minute presentation
and present written materials during a portion of the orientation for which attendance is
mandatory. No representative(s) of management shall be present. One steward or chapter
officer shall be granted release time for this purpose.
ARTICLE III. – STEWARDS
Section 1. Designation. The Union agrees to notify the Director of Human Resources of those
individuals designated as Union officers and Stewards who receive and investigate grievances
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and represent employees before Management. Alternates may be designated to perform
Steward functions during the absences or unavailability of the Steward.
Section 2. Release Time. It is agreed that, as long as there is prior notice to the Supervisor with
no disruption of work, one (1) Steward shall be allowed reasonable release time away from their
work duties, without loss of pay, to act in representing a unit employee or employees on
grievances or matters within the scope of representation, including:
(a) A meeting of the Steward and an employee, or employees of that unit related to a
grievance.
(b) A meeting with Management.
(c) Investigation and preparation of grievances.
Grievances may be transmitted on City time.
All Steward release time shall be reported on timecards using Internal Order 80005 or its
successor and a short-text notation describing the nature of the release time (e.g. “Steward
release time”, “bargaining release time”, “Labor-Management Committee release time”, etc.).
Section 3. Advance Notification and Approval. The Union agrees that the Steward shall give
advance notification to his/her supervisor and receive permission before leaving the work
location, except in those cases involving emergencies where advance notice cannot be given.
Management permission to leave the worksite under this section shall not be unreasonably
denied.
Section 4. Timecard Reporting. One Union Steward per affected Department, who is a City
employee, shall be allowed a reasonable amount of release time off for purposes of meeting and
conferring or meeting and consulting on matters within the scope of representation. All such
time will be reported on timecards using Internal Order 80005 or its successor and a short-text
notation describing the nature of the release time (e.g. “Steward release time”, “bargaining
release time”, “Labor-Management Committee release time”, etc.).
Section 5. Storage of Union materials. Union Stewards may utilize space in assigned desks for
storage of Union materials. In the event Stewards are not assigned desks the City will provide
locker or other mutually agreeable space for storage of Union materials.
Section 6. Labor/Management Meetings. Two Hourly Unit employees from different divisions
shall be allowed a reasonable amount of release time off to participate in monthly Labor/
Management Meetings. Such meetings may be included with the Classified Unit’s
Labor/Management meetings if appropriate. Such time shall be reported using Internal Order
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80005 or its successor and a short-text notation describing the nature of the release time (e.g.
“Labor-Management Committee release time”, etc.).
ARTICLE IV. - REDUCTION IN FORCE
For the purposes of this Section, length of service shall be defined as all straight time hours
worked by that employee for the City of Palo Alto.
Section 1. In the event of reductions in force, reductions shall be accomplished whenever
possible through attrition.
Section 2. Notice. When the City determines that layoffs are imminent resulting from reduction
in force within the representation unit, the City will give the Union such advance notice as is
reasonable under the circumstances. The notice will indicate the departments and divisions
which will be affected and the circumstances requiring the layoffs. The City will furnish the Union
with a current representation unit seniority list with notice of layoff.
Section 3. Seniority and Service Ties. If the work force is reduced within a department, division,
or office for reasons of change in duties or organization, abolition of position, shortage of work
or funds, or completion of work, employees with the shortest length of service will be laid off
first so long as employees retained are fully qualified, trained, and capable of performing
remaining work. Length of service for the purpose of this article will be based on current service
hire date of record in an hourly classification with no adjustment for leaves of absence. Length
of service ties will be determined by lot.
Employees laid off due to the above reasons will be given written notice at least thirty (30) days
prior to the reduction in force. A copy of such notice will be given to the Union. Such employees
shall be offered priority employment rights to hourly positions which are requisitioned and for
which the employees are qualified for a period beginning with notification and ending sixty (60)
days following the reduction in force. Employees transferred or reclassified under this section
will be assigned to the step in the new classification salary range closest to the employee's salary
range at the time of reclassification.
Employees laid off pursuant to this section shall receive the balance of all regular City
compensation owed at termination within 72 hours of the date of termination. This does not
include any amounts payable as PERS contribution refunds, if any.
Section 4. Bumping Rights. Employees identified for layoff who have seniority (bumping) rights
to their current or previously held classification within the representation unit must declare their
intention to exercise these rights within seven (7) regularly scheduled working days after written
notification of layoff, otherwise bumping rights will automatically terminate. Bumping may occur
within the representation unit, only to the least senior incumbent of the current or a previously
held classification. To successfully bump, the employee must be qualified, and capable of
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performing all work in the position bumped. An employee who declares bumping rights may not
also claim priority re-employment rights. For purposes of this section of the Agreement, the term
"working days" shall mean Mondays through Fridays, exclusive of holidays.
When employees declare their intention to exercise their seniority (bumping) rights, the City will
provide the Union with a current list of the least senior incumbents to their current or previously
held classification, within five (5) working days from the date employees exercise their seniority
(bumping) rights, with the mutual goal to offset a potential lay-off of the impacted employee(s).
Employees who are in jeopardy of being laid off and have waived their right to bump or when
there are no positions that exist within the current or previously held classification for the
employees to exercise their right to bump, employees will have priority hiring rights for any
vacant budgeted positions within the City. For the purposes of this section, priority hiring is
defined as sole consideration by the hiring manager for any position where the employee meets
the minimum qualification or through a combination of knowledge and experience can be
reasonably assumed to meet the minimum qualifications. No other internal or external
candidates will be considered until a final determination has been made by the hiring manager
in regard to the priority hire. If more than one (1) employee in jeopardy of being laid off exercises
their priority hiring status, then all employees with priority hiring status will be considered
simultaneously. This section shall not constitute any guarantees to appointment of positions or
expansion of bumping rights.
When employees exercise their priority hiring status rights, the City will provide the Union with
a current list of all vacant budgeted positions at the City within five (5) working days from the
date the employees exercise their priority hire status, with the mutual goal to offset a potential
lay-off of the impacted employee(s).
When an employee secures a position with the City through the priority hire process, all
reasonable measures will be taken to ensure and support a successful transition into their new
position.
Section 5. Re-Employment List. The names of persons laid-off or who through bumping changed
classification in accordance with the provisions of this Article shall be entered upon a re-
employment list in seniority order. The person with the highest seniority on a division re-
employment list for a particular classification when a vacancy exists in that classification in that
division shall be offered the appointment. Names shall be carried on a re-employment list for a
period of one (1) year from the date of separation from City services or change of classification
through bumping. Upon re-employment within the one-year period, the employee's hire date of
record at the time of layoff will be reinstated.
Section 6. Reinstatement. Employees laid off pursuant to Section 2 who are reinstated to regular
position within sixty days shall retain the sick leave balance they had at the time of layoff.
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Section 7. No representation unit employee will be laid off or remain on a re-employment list
when intermittent hourly and seasonal hourly employees are performing substantially all the
duties of the classification of the hourly employee receiving a layoff notice or on a re-employment
list.
ARTICLE V. - PERSONNEL ACTIONS
Section 1. Probationary Period. Each new employee shall serve a probationary period of six (6)
months of continuous employment calculated from the employee’s date of hire in a covered
classification and excluding all periods of leave and light duty assignments. The probationary
period shall be regarded as a part of the testing process and shall be utilized for closely observing
the employee's work, for securing the effective adjustment of a new employee to his/her
position, and for rejecting any probationary employee whose performance does not meet the
acceptable standards of work. At least one written performance appraisal will be given each
probationary employee on or before expiration of the probationary period. Normally, this
appraisal will be given at the end of six months.
In the event of termination prior to successful completion of the probationary period, such
terminated employee shall be given written notice of his/her termination with the reasons for
the termination stated therein. The Human Resources Department shall, upon request, afford an
interview in a timely fashion to the terminated employee for discussion of the reasons for
termination. The employee may, upon request, be accompanied by a Union Representative. The
interview shall not be deemed a hearing nor shall it obligate the City to reconsider or alter the
termination action.
The parties agree that probationary employees shall have all rights under this Memorandum of
Agreement, including full and complete access to the grievance procedure, save and except for
instances of suspension, demotion or termination.
Section 2. Personnel Evaluations. Personnel evaluations will be given to employees as scheduled
by Management. Personnel evaluations are not appealable subject to appeal through the
grievance procedure but, in the event of disagreement over content, the employee may request
a review of the evaluation with the next higher level of Management, in consultation with the
Human Resources Department. For purposes of this review, the employee may be represented
by the Union. Decisions regarding evaluation review shall be made in writing within ten (10)
working days following the review meeting.
Section 3. Personnel Files. Records of all disciplinary actions shall be kept in the central personnel
file. Employees shall be entitled to sign and date all action forms in their personnel files.
Employees are entitled to review their personnel files upon written request or to authorize, in
writing, review by their Union Representatives. An employee or the Union shall be allowed, upon
reasonable request, copies of materials in an employee's personnel file relating to a grievance.
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Section 4. Release of Information. The City will only release information to creditors or other
persons upon prior identification of the inquirer and acceptable reasons for the inquiry.
Information then given from personnel files is limited to verification of employment, length of
employment and verification and disclosure of salary range information. Release of more specific
information may be authorized by the employee in writing.
Section 5. Full Time Opportunities. Full time job opportunities for classifications within the
Hourly unit and the Classified unit will be posted for at least ten (10) working days (Monday
through Friday) prior to selection.
Outside recruitment may be used for full time openings and may begin at the time of posting, or
any time thereafter.
Section 6. Equitable Rotation. In assigning employees to regular schedules or special
assignments, transfer, standby, overtime, or time off selection, ability to perform the work,
length of service and/or equitable rotation shall determine the assignments.
Section 7. Internal Eligibility. Non-probationary employees in the Hourly Unit are eligible to apply
for any posted SEIU Classified Unit promotional employment opportunity. Such participation
shall be on the same basis and on the same terms as applies to internal Classified Unit applicants,
except as provided otherwise by the terms of the applicable City-SEIU Classified Unit MOA or
other applicable agreement between the City and the SEIU Classified Unit. Unless otherwise
provided by the City-SEIU Classified Unit MOA or other applicable agreement between the City
and the SEIU Classified Unit, the seniority of an Hourly Unit applicant shall be determined by total
hours worked divided by two thousand eighty (2080). The parties acknowledge that this
paragraph will have effect only upon written agreement between the City and SEIU Classified
Unit to permit its application and for the duration of such agreement.
ARTICLE VI - PAY
Section 1. Wages. Base wage rates and ranges of covered classifications are set forth in
Appendix B (Salary Schedule) of this Memorandum of Agreement and reflect the following
increases:
Effective the first full pay period following ratification by the City Council, the salary ranges of all
represented classifications will be increased by four percent (4.0%).
Effective the first full pay period including July 1, 2024, the salary ranges of all represented
classifications will be increased by four percent (4.0%).
Targeted Adjustments:
For external and internal wage alignment, the salary rates for the pay step level job classifications,
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shall be increased the first full pay period following adoption by the City Council, as described
below:
• 2.5% Wage Increase:
o Arts and Science Professional (Aide, Technician, I – III) - H
o Custodial Aide - H
o Custodial Assistant – H
o House Manager – H
o Instructor (Aide, I – III) - H
o Maintenance Assistant - H
o Recreation Leader (I – III, Eliminate Aide as a classification) - H
o Stock Clerk – H
o Zoological Assistant – H
• 5% Wage Increase:
o Assistant Park Ranger - H
o Library Clerk - H
o Library Page - H
o Open Space Technician – H
• All of the remaining nine (9) SEIU-H Pay Step Level job classifications not listed above,
will receive a 1% wage increase, as described below:
o Administrative Specialist I - H
o Administrative Specialist II - H
o Building Service Person - H
o Clerical Assistant – H
o Librarian - H
o Print Shop Assistant – H
o Project Construction Inspector -H
o Project Specialist – H
o Technical Specialist – H
The four (4) Minimum to Maximum Pay Range job classifications, will receive a 2.5% wage
increase adjustment to the Minimum Pay Range only, the first full pay period following adoption
by the City Council, as described below:
o General Laborer -H
o Inspector – H
o Journey Level Laborer – H
o Staff Specialist – H
Section 2. Step Increases. Hourly employees are to be given a performance review after six
months from date of hire and annually thereafter; improvement, efficient and effective service
will warrant a salary step increase. Subsequent salary reviews are based on performance
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appraisals and will depend upon demonstrated satisfactory job performance. If an employee’s
performance evaluation is delayed past the employee’s review date and the reviewing manager
determines that the employee’s demonstrated job performance warrants the step increase, the
increase shall take effect retroactive to the employee’s originally scheduled review date.
(a) City Departments may elect to provide step level increases to a SEIU Hourly employee at
any time during their employment with the City. The department may elect a merit step
level increase based on an employee’s outstanding job performance at any time.
(b) Employees promoted within the SEIU Hourly classifications shall be placed at the closest
wage step to their current hourly rate; this can never result in a loss in pay to the
employee.
Section 3. Working Out of Classification. The term ‘working out of classification”, also referred
to as WOC, is defined as a Management authorized assignment to a budgeted Hourly Unit
position or a General Unit position on a temporary basis, wherein all significant duties are
performed by an individual holding a classification within a lower compensation range.
The WOC position serves as a temporary measure to cover a vacancy in the Hourly Unit or the
General Unit for a reasonable short-term timeframe. For any timeline extensions of the WOC
position, the City and the Union will communicate via phone or e-mail and/or meet to discuss
the status of the WOC extension. The Union agrees that it shall not unreasonably withhold
agreement for a reasonable extension of a reasonable duration for any SEIU/City WOC position.
The City agrees that it shall provide an ongoing recruitment effort pertaining to the vacant WOC
position in a timely and reasonable manner.
Pay for working out of classification shall be as follows:
Employees appointed on a “working out of classification” basis will receive acting pay within the
range of the higher classification beginning the first (1st) workday of the assignment.
Pay for working out of classification will be determined by the salary step of the higher
classification which the employee would be compensated, if permanently appointed to that
classification.
Employees in the working out of classification position, shall be placed at the closest higher pay
step level to their current hourly rate.
Section 4. Direct Deposit. Beginning in the first pay period following union ratification and
adoption of this Agreement by the City Council, the City shall directly deposit all paychecks for
Unit employees in a financial institution of the employee’s choice that accepts direct deposits
and does not charge the City a fee(s) for direct deposit service. In the event that the employee
fails to designate a financial institution for direct deposit of his or her payroll check, the employee
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shall pick up the check personally in the City’s Administrative Services Department office on the
next business day following payday at a pickup time designated by Administrative Services.
ARTICLE VII - HOURS OF WORK, OVERTIME
Section 1. Work Week and Work Day. The workweek for hourly employees shall be no greater
than forty (40) regularly scheduled hours. An employee will work the hours assigned by the
employee’s supervisor. Overtime work must be approved by a supervisor prior to being
performed.
Section 2. Overtime Work. An employee will receive overtime at the rate of time and one-half
for all hours paid after 40 hours in a workweek.
Section 3. Work Shifts. Employees may be assigned to work shifts with scheduled starting and
quitting times. For employees assigned to a regular work shift, should conditions necessitate a
change in starting and quitting times, the Employee will be notified ten (10) working days in
advance and permitted to discuss such changes with the City. The Employee may request the
presence of his/her Union Representative at the meeting with the City. This however, shall not
preclude the City’s right to effect schedule changes dictated by operational necessity, nor shall
this provision apply to day-to-day changes needed to cover short-term unexpected absences.
This section does not apply to overtime scheduling.
Section 4. Lunch and Break Periods. Employees will be granted a minimum half hour (1/2 hour)
unpaid meal break after five (5) hours of work, unless the entire shift is only six (6) hours, in which
case the employer and employee may agree to forgo the meal break. If dictated by the
operational needs of a department, and upon agreement by the City and the Union, employees
may take an “on duty” lunch period which shall be counted as time worked.
All employees in the bargaining unit will be granted a paid rest period limited to fifteen (15)
minutes during each full four (4) hours of work. Departments may make reasonable rules
concerning rest period scheduling.
Section 5. Clean-Up Time. All employees whose work causes their person or clothing to become
soiled shall be provided with reasonable time before lunch and at shift end for wash-up purposes.
Section 6. Call-Out Pay. Employees not otherwise excluded from receiving overtime pay and who
are called out to perform work shall be compensated for at least two hours pay from the time of
the call-out for each occurrence at the appropriate overtime rate.
ARTICLE VIII – UNIFORMS
The City will provide uniforms, coveralls or shop coats on a weekly basis, or as otherwise
furnished, for the jobs and/or classifications that the City requires such apparel.
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Employees required to wear uniforms shall be provided suitable change rooms and lockers where
presently provided.
Employee clothing seriously damaged or destroyed in conjunction with an industrial injury will
be reasonably replaced by the City. Any other claims alleging City liability may be filed with the
City Attorney.
The City shall reimburse employees 75 percent of the cost of job-required safety shoes upon
verification of such purchase by the employee.
The City will provide rainy weather protection when and where appropriate.
The City and the Union will work through the Labor Management process to further develop
guidelines for providing uniforms and reimbursements.
ARTICLE IX- HOLIDAYS
Section 1. Fixed Holidays:
January 1
Third Monday in January (Martin Luther King Day)
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
Veterans' Day, November 11
Thanksgiving Day
Day after Thanksgiving
December 25
Either December 24 or December 31
a) Employees who work a regular schedule shall receive holiday pay for the hours they
would otherwise be scheduled to work, due to a closure on a Fixed City Holiday.
b) Employees who work on a holiday that is an employee’s regular scheduled workday, will
receive time and one half for all hours worked on a holiday in addition to any regular
holiday pay, for all hours worked on a holiday.
c) Employees who work on a holiday that is an employee’s non-regular scheduled workday,
will receive time and one half for all hours worked on a holiday. Employees will not
receive regular holiday pay.
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d) SEIU 521 Hourly Unit employee workdays are defined as Monday-Sunday.
e) When a City Fixed Holiday falls on a weekend day, the City recognizes the Holiday on the
weekday before or the weekday after the City Fixed Holiday.
f) The following five (5) City Fixed Holidays may fall on weekend days:
January 1, July 4, Veterans’ Day-November 11, December 25 and Either December 24 or
December 31.
g) Due to a closure on a City Fixed Holiday that falls on a weekend day, employees who are
regularly scheduled to work weekend days and do not work on the weekday before or
after the City Fixed Holiday, shall receive holiday pay for the hours they would otherwise
be scheduled to work.
h) Employees who work on a holiday that is an employee’s regular scheduled weekend
workday that falls on a City Fixed Holiday and do not work on the weekday before or after
the City Fixed Holiday, will receive time and one half for all hours worked on a holiday in
addition to any regular holiday pay for all hours worked on the holiday.
i) Employees who work on a holiday that is an employee’s non-regular scheduled weekend
workday that falls on a City Fixed Holiday and do not work on the weekday before or after
the City Fixed Holiday, will receive time and one half for all hours worked on a holiday.
Employees will not receive regular holiday pay.
ARTICLE X- LEAVES
Section 1. Sick Leave and Personal Business Leave
a. Sick Leave
The City shall provide each employee with paid sick leave, earned on the basis of 0.03
hours for each hour paid. Sick leave shall be allowed and used in cases of actual
personal sickness or for the care of an immediate family member, including a registered
domestic partner, or disability, medical or dental treatment. A maximum of 15 hours per
year of sick leave may be used to care for family members, including a registered
domestic partner. There will be no pay out of sick leave upon the employee’s
termination. If an Hourly Unit member is hired into a permanent position in the General
Employee bargaining unit, he or she will retain his or her accumulated sick leave
balance.
b. Personal Business Leave
Effective January 1, 2015, up to ten (10) hours per year of sick leave may be used as
authorized for Personal Business Leave.
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Section 2. Floating Holiday
Effective January 1, 2024, the SEIU Hourly Unit employees shall be excused with pay for
the hours they would otherwise be scheduled to work, for one (1) day within each
calendar year, which is mutually agreed to by the employee and their supervisor.
The one (1) floating holiday will be deemed forfeited and have no cash value, if not used
each calendar year.
Section 3. Jury Duty
Employees required to report for jury duty shall be granted a leave of absence with pay
from their assigned duties for hours that they are regularly scheduled to work consistent
with the requirements of the City's Merit System Rules and Regulations.
ARTICLE XI - VOTING TIME
When the employee is unable to vote outside the employee’s work hours, time off with pay to
vote in any general or direct primary election shall be granted as provided in the State of
California Election Code, and notice than an employee desires such time off shall be given in
accordance with the provisions of said Code.
ARTICLE XII -WORKERS COMPENSATION
Industrial Temporary Disability.
(a) While temporarily disabled, employees shall be entitled to use accrued sick leave for the
first three (3) days following the date of injury and thereafter shall be paid based upon
hourly salary for a period not to exceed fifty-seven (57) calendar days, unless hospitalized,
in which case employees shall be paid full base salary for a period not to exceed sixty (60)
days from date of injury.
(b) For any temporary disability continuing beyond the time limits set forth in (a) above,
employees shall be paid two-thirds (66 2/3%) of their hourly salary at the time of injury
for the duration of such temporary disability in conformance with the State law.
(c) In case of Subsection (a) above, the employee will continue to accrue sick leave benefits.
In the case of Subsection (b), sick leave benefits shall not be accrued.
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ARTICLE XIII - BENEFIT PROGRAMS
Section 1. Medical Insurance Plan.
In lieu of providing a medical plan the City provides a medical stipend. This stipend does not
apply and will not be payable to employees who are California Public Employee Retirement
System annuitants already receiving medical benefits through that system. For the term of this
agreement the medical stipend is set at the following amounts:
Effective the first full pay period following ratification by City Council, the medical stipend shall
be increased by four and one half percent (4.5%) for a total of $3.64 per hour in paid status.
Effective the first full pay period including July 1, 2024, the medical stipend shall be increased by
four and one half percent (4.5%) for a total of $3.80 per hour in paid status.
If the State of California or federal government adopt or mandate a plan that requires the City to
pay in whole or in part for medical services or coverage for employees in the bargaining unit, the
stipend provided in this paragraph shall be reduced or cease to the extent of required payments
toward the state or federal plan, as applicable. Before implementation of a change, the City shall
notify the Union of the amount of the offset and provide an opportunity to meet to discuss the
calculation of the amount.
Such discussion shall occur within fifteen (15) working days after the City gives notice to the
Union. The City’s calculation of the amount of the offset shall be based on the aggregate number
of hours worked in the bargaining unit during the fiscal year preceding that in which the state or
federal plan takes effect.
The City and SEIU will continue to investigate the feasibility of providing Employees with access
to medical insurance. Such information will be shared during negotiations for a successor
Memorandum of Agreement.
ARTICLE XIV - RETIREMENT
Section 1. Part-time, Seasonal, Temporary (PST) Retirement Plan. Employees in the Hourly Unit
shall participate in the City of Palo Alto PST Retirement Plan, except as described in section 2
below. The plan, summarized in Appendix C, was adopted by the City on June 25, 1994 as a
retirement plan alternative for part-time, seasonal and temporary employees to replace Social
Security and is currently administered by Public Agency Retirement Services (“PARS”). The City
of Palo Alto does not deduct the social security portion of the FICA (Federal Insurance
Contribution Act) tax. The City does deduct the Medicare portion of the FICA tax. All hourly
employees are required to contribute 7.5% of their salary into the PST Retirement Plan.
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Section 2. California Public Employees’ Retirement System (“PERS”).
PERS annuitants are excluded from participation in the P.S.T. Retirement Plan. Employees in the
Hourly Unit who have previously participated in and remain members in the California Public
Employee Retirement System (“PERS”) or are otherwise required by law to be enrolled in CalPERS
shall participate in P.E.R.S. to the extent required by law, in lieu of participation in the P.S.T.
Retirement Plan. For example, CalPERS currently requires enrollment of most employees who
work over 1000 hours in a fiscal year. Enrollment in CalPERS will be completed consistent with
CalPERS rules and regulations.
Participation in CalPERS shall be under the retirement formula and cost share in effect at the time
the employee is hired into the Hourly Bargaining Unit unless otherwise required by law. If any
changes to the CalPERS cost share are negotiated by the City of Palo Alto and SEIU 521 Regular
Unit, then those changes will apply to any SEIU hourlies enrolled in the CalPERS system. The City
and the SEIU 521 union will notify all SEIU hourlies enrolled in the CalPERS system via written
notification within 2 pay periods, when there are any changes to the CalPERS cost share.
Section 3. Retirement Contributions.
a. PST Retirement Plan Contributions. Employees enrolled in the PST Retirement Plan shall
contribute seven and one half percent (7.5%) of wages toward that Plan.
b. PERS Employee Contributions. Employees enrolled in the PERS retirement system shall
pay the full amount of the applicable employee contribution required by CalPERS for the
PERS formula in which the employee is enrolled, as may be changed by CalPERS from time
to time.
c. Current contributions are as follows:
(1) 2.7% at 55 Formula: eight percent (8%)
(2) 2% at 60 Formula: seven percent (7%)
(3) 2% at 62 Formula: contribution required by the Public Employees’ Pension
Reform Act, calculated at fifty percent (50%) of the normal cost.
(4) 1% Cost share of employer contribution for all plans
ARTICLE XV PARKING
Employees are covered by the City’s administrative policy for Hourly parking permits, which
includes the following provisions:
Permits will be issued for University Avenue Parking Structures only.
To be eligible for a parking permit, an hourly employee must work at least 2.5 hours per day for
a consistent period of time (this assumes the need to walk back and forth to a garage). If the
employee works less than 2.5 hours, they can park, without penalty, in downtown garages given
the current 3 hour parking limit.
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The hourly employee must obtain a signed letter from his or her Department Head verifying the
employee’s “consistent” and greater than 2.5 hour schedule for a parking permit and submit the
letter with the request for a parking permit.
The parking permit is issued and tracked by Revenue Collections, and is not transferrable.
The employee must return the parking permit to Revenue and Collections upon a change to less
than a 2.5 hour consistent schedule or termination of employment.
ARTICLE XVI PHYSICAL EXAMINATIONS
If an employee who is required to have a City-provided physical examination not related to
workers' compensation programs disagrees with the findings of the City-sponsored physician,
he/she may consult with his/her own physician at his/her own expense and, if his/her private
physician's report conflicts with that of the City physician in terms of ability to work at his/her
regular job, then he/she may request an evaluation of his/her problem through a third physician
mutually agreed upon by the employee and the City. Cost for the third examination will be equally
shared and the decision of this physician concerning the continuing ability of the employee to
perform his/her work in his/her regular job without exposing himself/herself to further injury as
a result of his/her condition shall be the basis for returning the employee to his/her regular work.
ARTICLE XVII - SAFETY
Section 1. Health and Safety Provisions. The City shall furnish and use safety devices and
safeguards and shall adopt use practices, means, methods, operations and processes which are
reasonably adequate to render such employment and place of employment safe, in conformance
with applicable safety regulations under the State Labor and Administrative Code sections.
The City shall not require or permit any employee to go to or be in any employment or place of
employment which is not safe.
Section 2. Union will cooperate with the City by encouraging all employees to perform their work
in a safe manner.
Section 3. Safety Committee. A Safety committee composed of Management and Union
Stewards will meet no less than ten times annually to discuss safety practices, methods of
reducing hazards, and to conduct safety training. This shall in no way remove the basic
responsibility of safety from Management nor shall it in any way alter the responsibility of the
employee to report unsafe conditions directly and immediately to his or her supervisor.
Three (3) Hourly employees will participate in the ten-member Citywide Union/Management
safety committee with equal Union and Management membership that will meet, upon call, to
review safety and occupational health standards and practices, discuss overall City safety and
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health problems, and to act as an advisory group to the departmental safety committees. The
committee shall review all departmental safety programs and recommend change where
necessary. The three (3) Hourly participants shall report such time on timecards, using Internal
Order 80005 or its successor in conjunction with a short-text entry describing the nature of the
time spent (e.g. “City-wide Union-Management Safety Committee”).
In cases of dispute over safe working conditions the employee will first report such unsafe
conditions to his or her supervisor and every attempt will be made to rectify the problem at this
level. The employee may contact his or her Steward to assist in the resolution of the dispute. If
the problem cannot be resolved the Risk Manager will be contacted and the problem will be
addressed through the interpretation of the basic safety rules and regulations. Should the
problem not be resolved at this step, the grievance procedure will be used. Safety grievances
shall be submitted at Step III.
ARTICLE XVIII - GRIEVANCE PROCEDURE
Section 1. The City and the Union recognize that early settlement of grievance or appeal of
disciplinary actions is essential to sound employee-employer relations. The parties seek to
establish a mutually satisfactory method for the settlement of employee grievances, or appeal of
disciplinary action, or Union grievances as provided for below. In presenting a grievance or appeal
of disciplinary action, the aggrieved and/or his or her representative is assured freedom from
restraint, interference, coercion, discrimination or reprisal. Release time for investigation and
processing a grievance or appeal of disciplinary action is designated in Article IV of this
Memorandum of Agreement (MOA).
Section 2. Definition. A grievance is:
(a) An unresolved complaint or dispute regarding the application or interpretation of rules,
regulations, policies, procedures, Memorandum of Agreement or City ordinances of
resolution, relating to terms or conditions of employment, wages or fringe benefits,
excluding however those provisions of this MOA which specifically provide that the
decision of any City official shall be final, the interpretation or application of those
provisions not being subject to the grievance or appeal of disciplinary action procedure.
(b) An appeal from a disciplinary action of any kind against an employee covered by this
Memorandum of Agreement. Disciplinary action is defined as suspensions without pay,
reductions in pay, demotion or discharge. Reprimands, transfers, reassignments, layoffs,
and negative comments in performance evaluations are not considered discipline.
Section 3. Conduct of Grievance Procedure.
(a) An aggrieved employee may be represented by the Union or may represent
himself/herself in preparing and presenting a grievance at any level of review. Grievances
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may also be presented by a group of employees. No grievance settlement may be made
in violation of an existing merit rule or memorandum of agreement. The Union will be
notified prior to the implementation of any settlement made which affects the rights or
conditions of other employees represented by the Union. The Union and the Steward will
be copied on all written representation unit grievance decisions.
(b) An employee and the Representative Steward, if any, may use a reasonable amount of
work time so long as there is no disruption of work, in conferring about and presenting a
grievance. Requests for release time to prepare a grievance shall be made in accordance
with the provisions of Article III, section 3. Beginning with the third step of the grievance
procedure, the Chief Steward or Alternate Chief Steward may assist in presenting a
grievance and may be present at all Step III, and IV grievance hearings.
(c) The time limits specified in this Article may be extended by mutual agreement in writing
of the aggrieved employee or the Union and the reviewer concerned.
(d) Should a decision not be rendered within a stipulated time limit, the aggrieved employee
may immediately appeal to the next step.
(e) The grievance may be considered settled if the decision of any step is not appealed within
the specified time limit.
(f) If appropriate, the aggrieved employee(s) or the Union and the Department Head may
mutually agree to waive Step I and/or Step II of the grievance procedure.
(g) Grievances shall be made in writing and submitted on forms provided by the City or on
forms which are mutually agreeable to the City and Union. 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 the Agreement or specific City rules, policies, or
procedures which the party filing the grievance alleges has been violated; (4) a summary
of any steps taken toward resolution, and (5) the action the grievant believes will resolve
the grievance.
(h) 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.
(i) If the grievance is filed by more than one employee in the bargaining unit, the Union may,
at its option, convert it to a Union grievance after Step II of the grievance procedure. The
Union may also file a grievance in those instances when, under this Memorandum of
Agreement, a Union right not directly related to an individual employee becomes the
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subject of dispute. Union grievances shall comply with all of the foregoing provisions and
procedures.
(j) For purposes of time limits, “working days” are considered to be Monday through Friday,
exclusive of City holidays.
(k) 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 union.
(l) Upon request of either party, meetings to discuss the grievance shall be held at any step
in the grievance procedure.
Section 4. Grievance 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. 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 working days of the discussion with the immediate supervisor.
The Department Head or designee shall have fifteen working days from the receipt of a written
grievance to review the matter and prepare a written statement.
Step III. If the grievance is not resolved and/or the aggrieved employee is not satisfied with the
Step II decision, the grievant or disciplined employee may appeal to the Human Resource Director
or his or her designee in writing within fifteen 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 working days, after receiving the written appeal, the Human Resource Director
shall review the matter and prepare a written statement. If a mutually agreed solution is reached
during this process the agreement shall be placed in writing and signed.
Step IV. If a grievance as defined under 2(a) above 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
Union approval. All Step IV appeals must be filed in writing at the Human Resources Department
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Office within fifteen working days of receipt of the Human Resource Director’s decision at Step
3.
If the grievant or appellant elects final and binding resolution by the City Manager, the City
Manager will choose the methods he or she considers appropriate to review and settle the
grievance or appeal of disciplinary action. The City Manager shall render a written decision to all
parties directly involved within fifteen working days after receiving the grievant/appellant’s
appeal.
If the grievant/appellant elects final and binding arbitration in accordance with this provision, the
parties shall mutually select an arbitrator within 90 days from the date of receipt of the written
request for appeal. In the event the parties cannot agree on an arbitrator, they shall mutually
request a panel of five arbitrators from the California State Conciliation Service or from the
American Arbitration Association if either party objects to the State Conciliation Service, and
select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine
compliance with the provisions of this Memorandum of Agreement and such Merit System Rules,
regulations, policies, procedures, City ordinances, resolutions relating to terms or conditions of
employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be
necessary to the determination of grievances or appeal of disciplinary action appealed to the
arbitrator. The arbitrator shall be without power to make any decision contrary to, or inconsistent
with or modifying in any way, the terms of this Memorandum Of Agreement, grant wage
increases or decreases, or to decide matters of interest.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers
which by State law or City Charter the City cannot delegate or relinquish. Where either party
seeks arbitration and the other party claims the matter is not subject to the arbitration provisions
of this Memorandum of Agreement, the issue of arbitrability shall first be decided by the
arbitrator using the standards and criteria set forth in Article XX and without regard to the merits
of the grievance or appeal of disciplinary action. If the issue is held to be arbitrable, the
arbitration proceedings will be recessed for up to five working days during which the parties shall
attempt to resolve the grievance. If no resolution is reached, the arbitrator will resume the
hearing and hear and resolve the issue on the merits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Union. All direct costs emanating from the arbitration procedure shall be shared equally by the
City and the aggrieved employee or the Union.
A grievance as defined under Section 2(b) above (demotion, suspension, reduction in pay or
termination) that remains unresolved after the conclusion of step III of the grievance procedure,
shall be reviewed by a City Hearing Officer. Appeals to a City Hearing Officer must be filed with
the Human Resources Director in writing within fifteen (15) working days of the receipt of the
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Step III Grievance response. Within sixty (60) working days, the City Hearing Officer shall review
the matter, hold a hearing with the City and the affected worker, and prepare a written
recommendation to the City Manager.
The City Manager shall issue a final and binding decision within fifteen (15) working days after
receipt of the City Hearing Officer's recommendation. The City Manager may accept, reject or
modify the City Hearing Officer’s recommendation. The City Manager's decision shall be final,
binding and not be subject to further appeal.
ARTICLE XIX - UNSATISFACTORY WORK OR CONDUCT AND DISCIPLINARY ACTION
Section 1. Right to Discipline
The City has the right to discipline, demote, or discharge employees for cause.
Section 2. Written Notice
Non-probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion, or discharge will be given a written notification of
unsatisfactory work or conduct and an opportunity to improve. Failure to correct deficiencies and
improve to meet standards may result in discipline, demotion, or discharge. Discipline is defined
as suspensions without pay, reduction in pay, demotion, or discharge. Reprimands, transfers,
reassignments, layoffs, and negative comments in performance evaluations are not discipline and
shall not be subject to the requirements of this Article.
Section 3. Preliminary Notice of Discipline. Prior to imposing disciplinary action involving a
disciplinary suspension, demotion, reduction in pay, or discharge of a non-probationary
employee, a supervisor shall provide an employee with preliminary written notice of the
proposed disciplinary action. The notice of proposed disciplinary action must be in writing and
served on the employee in person or by registered mail or Fed-Ex. The notice of disciplinary action
shall include:
(a) Statement of the violations upon which the disciplinary action is based.
(b) Intended effective date of the action.
(c) Statement of the cause thereof.
(d) Statement in ordinary and concise language of the act or the omissions upon which the
causes are based.
(e) Copies of any documents or other written materials upon which the disciplinary action
was fully or in part based.
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(f) Statement advising the employee of his/her right to appeal from such action, and the
right to Union representation.
(g) The date and/or the procedure for responding to the notice.
Section 4. Skelly Meeting. The employee who receives a notice pursuant to section 3 above
shall have the right to respond informally to the charges either verbally or in writing before the
discipline is imposed. The employee shall have fifteen (15) days from receipt of the notice to
request this pre-disciplinary administrative review. The employee may request a reasonable
extension of the time to respond for justifiable reasons. The Skelly meeting to listen to the verbal
responses shall be scheduled with a City representative who is not the manager recommending
the discipline (the “Skelly Officer”). The Skelly Officer shall render a final written decision (the
“post-Skelly decision”) within fifteen (15) days of receiving the employee’s response, if any, and
shall deliver the post-Skelly decision to the employee by personal delivery or registered mail to
the employee’s last known address on file with the Human Resources Department. The Skelly
Officer may sustain, modify, or overturn the recommended disciplinary action. If the Skelly
Officer sustains or modifies the disciplinary action, the action may be imposed after the post-
Skelly decision is delivered to the employee.
ARTICLE XX – NO ABROGATION OF RIGHTS
The parties acknowledge that Management rights as indicated in Section 1207D of the Merit
System Rules and Regulations and all applicable State laws are neither abrogated nor made
subject to negotiation by adoption of this Memorandum of Agreement.
ARTICLE XXI – OUTSIDE EMPLOYMENT
The provisions of Article 4.7 of the Government Code of the State of California will govern the
determination of incompatible outside employment.
ARTICLE XXII PROMOTIONAL/CONVERSION OPPORTUNITES
The City and Union will meet on a quarterly basis to review the possibility of converting long term
ongoing temporary-hourly positions to regular status. A part of such a meeting may be a
discussion regarding promotional opportunities of Hourlies to Classified positions.
ARTICLE XXIII – PROVISIONS OF THE LAW
Section 1. This Memorandum of Agreement is subject to all current and future applicable Federal
and State laws and Federal and State regulations and the Charter of the City of Palo Alto and the
Constitution of the State of California.
Should any of the provisions herein contained be rendered or declared invalid by reason of any
existing State or Federal legislation, such invalidation of such part or portion of this
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Memorandum of Agreement shall not invalidate the remaining portions hereof, and they shall
remain in full force and effect, insofar as such remaining portions are severable.
Section 2. The City and the Union agree by signing this Memorandum of Agreement that the
wages, hours, rights and working conditions contained herein shall be continued in full force
during the term of this Memorandum of Agreement except as otherwise provided for in the
Memorandum of Agreement and shall be binding on both the City and the Union upon
ratification by the Council of the City of Palo Alto and upon ratification by Union membership.
ARTICLE XXIV – COST REDUCTION PROGRAMS
During the term of this agreement, the Union will aggressively assist Management in developing
cost reduction programs. Such programs may include voluntary reduced hours/pay after this
concept is studied by Management, and with such application as may be approved by
Management.
ARTICLE XXV – TERM
This Memorandum of Agreement shall take effect on ratification and signing by the parties, and
shall expire on June 30, 2025. Either party may serve written notice upon the other party during
the period between ninety and sixty days prior to its expiration date, of its desire to amend this
Memorandum of Agreement. If, at the time this Memorandum of Agreement would otherwise
terminate, the parties are negotiating a new Memorandum of Agreement, upon mutual
agreement of the Union and the City Manager the terms and conditions of this Memorandum
shall continue in effect.
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EXECUTED:
FOR LOCAL 521, SEIU: FOR CITY OF PALO ALTO:
Angel Jose Picon Ed Shikada
SEIU Worksite Organizer City Manager
Bunny Bornstein Sandra Blanch
Chief Steward Human Resources Director
Marlon Kasberg Tori Anthony
Bargaining Team Member Manager Employee Relations
Sandhya Uthup
Human Resources Representative
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Appendix A
Job Classifications for SEIU Hourly Unit Personnel
Administrative Specialist I - H
Performs administrative work that requires advanced skills or knowledge in support of a
department/division or program.
Administrative Specialist II – H
Performs more complex administrative work that requires advance skills or knowledge in specialized
software programs and data analysis in specialized areas in support of a department/division or
program. Two years of experience equivalent to that of an Administrative Specialist I.
Arts & Science Aide - H
Under general supervision, performs general unskilled and some semiskilled tasks in support of
theater, arts and museum programs.
Arts & Science Professional I - H
Under general supervision, performs highly skilled jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc.
Arts & Science Professional II - H
Under limited supervision, performs highly specialized jobs in support of performing and visual
arts. Examples would include exhibit design and installation, graphic design, exhibit mechanical
and electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc. Two years of
experience equivalent to that of an Arts & Science Professional I.
Arts & Science Professional III - H
Independently performs highly specialized jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc. Five years of
experience equivalent to that of an Arts & Science Professional I. May require lifting up to 15
pounds
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Arts & Science Technician - H
Under supervision, performs paraprofessional and skilled support to a specific performing or
visual arts program area such as lighting, props, building, painting, stitching – etc.
Assistant Park Ranger - H
Positions requiring at least 2 years of experience and specialized skills or advanced certificates for
First Aid, CPR, and heavy equipment operation. Prior experience as an open space technician or
park aide is essential.
Building Serviceperson – H
Under limited supervision, performs custodial duties and other related work as required to maintain
City buildings and facilities in a clean and orderly condition. Members of this classification may be
assigned to perform either public works duties or park duties. Two years of experience equivalent
to that of a Custodial Assistant.
Clerical Assistant - H
Under supervision, performs routine and repetitive computer inputting and clerical tasks, and
performs related work as required. May require cash handling.
Custodial Aide - H
Under close supervision, this entry-level position performs basic custodial duties as required to
maintain City buildings and facilities, performs room set-ups and take-downs, and other related
work.
Custodial Assistant - H
Under general supervision, performs custodial duties and other related work as required to
maintain City buildings and facilities in a clean and orderly condition. Members of this
classification may be assigned to perform either public works duties or parks duties.
General Laborer – H
Performs general manual tasks. Performs various types of manual labor as needed. Possesses
knowledge of commonly-used concepts, practices, and procedures within a particular field.
Performs tasks in conformance within pre-established instructions. Works under general
supervision. Uses very limited independent judgment similar to that expected of an apprentice-
helper level laborer, consistent with pre-established instructions. May report to a lead worker,
but typically reports to a supervisor.
Requires a high school diploma or its equivalent with 1 year of related experience.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
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House Manager - H
Facility supervisor of special events, productions, concerts, rentals – etc. Involves high public
contact and customer service, including enforcement of rules and regulations. May included set-
up of events.
Inspector – H
Provides inspections for capital and maintenance work, buildings and structures in any stage of
construction, alteration or repair. Ensures compliance with standard construction practices,
approved plans and specifications, governing laws and City ordinances. Prepares and maintains
records of inspections, contractor’s daily activities, verification of materials and quantities used,
notification to and contact with the residents in the project area, violation notices, investigations
and other related data and information.
Salary to be determined – Minimum base of $26.87. An hourly rate above $50/hour must be
approved by the Director of Human Resources before the City extends an offer of employment.
Instructor Aide - H
Under general supervision, performs administrative work in support of Instructors in areas such as
course preparation, classroom assistance and related activities. May require lifting up to 15 pounds.
Instructor I - H
Under general supervision, prepares classes, programs and camp curriculum, presents classes
and field trips for schools and family audiences, and provides assignments to Instructor Aides and
volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of the
disciplines to be taught. May require lifting up to 15 pounds.
Instructor II - H
Under limited supervision, prepares classes, programs and camp curriculum, presents classes and
field trips for schools and family audiences, and provides assignments to Instructor Aides and
volunteers. Requires at least two years of experience equivalent to that of an Instructor I. May
require lifting up to 15 pounds.
Instructor III-H
Independently prepares classes, programs and camp curriculum, presents classes and field trips
for schools and family audiences , and provides direction and mentoring for Instructor Is and IIs,
Aides and volunteers. Serves in a leadership capacity within the department. Requires at least 4
years of teaching experience and in-depth knowledge of the disciplines to be taught. May require
lifting up to 15 pounds.
Journey-Level Laborer – H
Performs various tasks involving physical labor in or on buildings, construction sites, demolition
sites, streets, sidewalks, or on other construction projects. May operate hand and power tools
of all types (e.g. air hammers, earth tampers, cement mixers, small mechanical hoists, surveying
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and measuring equipment, and various other equipment and instruments). May clean and
prepare sites, dig trenches, set braces to support the sides of excavations, erect scaffolding, clean
up rubble and debris, and remove hazardous waste materials; may assist other craft workers.
Uses independent judgment similar to that expected of a journey level laborer, within pre-
established instructions similar to and consistent with industry practices for journey level
laborers. Works under general supervision. Typically reports to a lead worker or supervisor.
Requires a high school diploma or its equivalent with 1-3 years of related experience.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
Librarian - H
Under supervision, assists customers with reference inquiries, provides instruction in the use of
library resources and equipment; shelves materials and assists with core management or
organization of materials.
Distinguishing Characteristics:
The Librarian classification is the professional entry level classification within the Library Division.
The Librarian has the professional knowledge to identify, develop, interpret, and evaluate all
policies, procedures, programs and services to ensure the best quality of service to public library
users. It is a broad classification which covers a variety of work situations which require expertise in
areas of primary responsibility, as well as in common areas such as materials selection, public library
service and in computerized information systems. Significant portion of workday includes direct
public contact. Work hours may include early mornings, evenings and weekends.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Performs routine circulation tasks required to directly serve public, including registering and
maintaining files of borrowers; interpreting customer accounts and checking in and out
library materials via computerized equipment; accepting, payments for fines, bills, fees;
assisting customer with inquiries regarding availability and status of items in collections, and
interviewing and assisting users regarding circulation accounts and services. Refers
circulation problems to circulation staff or manager.
• May conduct library programs for children and adults; conduct tours and classes.
• May conduct reference interview and analyze, interpret and answer inquiries utilizing
resources in Palo Alto Libraries as well as other libraries and the community, referring
unusual questions to a Senior Librarian (Librarian II) or supervisor; assist customers in use of
facility including catalog, indexes, reference books and technology.
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• Performs library programming, including planning, coordination, promotion and the conduct
of programs; cooperates with other City departments, community and library groups with
program co-sponsorship.
• Prepares displays to market the library’s collection; may write regular newsletter articles,
book reviews and program announcements for e-newsletters and publications; assists with
social media.
• May update library web pages; update online calendars; contribute calendar items to
community organizations and data bases.
• Selects and de-selects library materials in one or more subject areas based on knowledge of
budget available, collection size, analysis of community past usage patterns and other
criteria; processes discarded materials.
• Assist with recruits, interviews, schedules, trains, initiates and coordinates, work of clerical,
paraprofessional, temporary and/or volunteer staff as assigned.
• May collect, maintain and report statistical records for a variety of library measures.
• As directed, performs copy and original cataloging and classification efficiently utilizing
online computerized cataloging system; assigns access points for materials; establishes new
bibliographic computer records in accordance with recognized standards.
• Maintains specific library collections and equipment including housing, physical
maintenance and arrangement.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• Master’s Degree in Library and Information Science or related education preferred.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties and
responsibilities which may include sitting for extended periods of time and operating
assigned library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public, maintaining a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
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arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Library Clerk - H
Under close general supervision performs technical and clerical tasks; assists customers with their
accounts; shelves materials; performs technical and clerical tasks as assigned.
Distinguishing Characteristics:
Library Clerk is a classification found in the Library Department and is distinguished by the
performance of various technical and clerical duties under general supervision. Work hours may
vary and include nights and weekends. Includes direct public contact. Some previous knowledge of
library operations required.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• May answer customers’ questions.
• Checks in/out items; performs standard, holds, special handling and sorts; issues library
cards.
• Works at the Accounts Desk; handles customer accounts and fines; provides computer
assistance; performs shelving.
• May assist customers with library technology.
• Maintains computer files for library materials; adds, deletes and updates information.
• Data enters bibliographic data into the online library system.
• Communicates with vendors to request approved items or to ask questions; refers further
communications to the supervisor.
• Accepts and unpacks deliveries and shipments of library materials; checks for accuracy;
returns incorrect or damaged materials to vendors.
• Receives and invoices materials into the library’s computer system.
• Performs RFID tagging Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ items and locates items listed on hold for the library branch or on reserve
for LINK+.
• Assists with special projects and programs.
• May perform mail delivery.
• Provides basic assistance to customers.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• High school diploma or equivalent and 6 months experience working in a library
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KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of library procedures and item shelving structure.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of a personal computer and various software applications.
• Knowledge of effective customer service.
• Ability to use the library catalog.
• Ability to perform cash handling and use a cash register.
• Ability to perform basic mathematical calculations.
• Ability to work varied schedule including mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties and
responsibilities which may include sitting for extended periods of time and operating
assigned library equipment.
• Ability to work varied schedule including early mornings, evenings, and weekends. Ability to
communicate with others and to assimilate and understand information, in a manner
consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public; maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Library Page - H
Under close supervision, shelves materials; performs routine clerical and support tasks as assigned.
Distinguishing Characteristics:
Library Page is a classification found in the Library Department and is distinguished by the
performance of routine clerical duties under supervision. Work hours may vary and include nights
and weekends. May include direct public contact. No previous knowledge of library operations
required.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Shifts collections; pulls or weeds items; performs sweeps.
• Returns library materials to the shelves.
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 39 of 44
• Performs RFID tagging
• Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ and locates items listed on hold for the library branch or on reserve for
Link+
• Performs general cleaning and organization of the library’s areas.
• Assist with open and close procedures.
• May assist with special projects and programs.
• Performs mail delivery.
• May provide directional assistance to customers.
• Works with Automated Materials Handling machine; moving and sorting bins, and sorting
returned items.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• No experience necessary.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties and
responsibilities which may include sitting for extended periods of time and operating
assigned library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public, maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 40 of 44
Maintenance Assistant - H
Under general supervision, responsible for skilled and semiskilled tasks in one or more of the
following areas:
Landscape and turf maintenance of parks and golf courses, including tree maintenance and
turf renovation
City building and facilities
City streets, sewers, and storm drains
City vehicles and equipment
Performs related tasks as required. Requires experience with power equipment and a valid
California driver’s license. May require drug testing.
Open Space Technician - H
Under general supervision performs work assignments in Parks and Open Space areas that assist
in the protection, preservation and maintenance of Palo Alto open space lands. Entry-level
positions that require familiarity with power tools such as weed whips and chain saws.
Print Shop Assistant - H
Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail
distribution and other support function duties, often under tight deadlines.
Project Specialist - H
Support for and administrative tasks related to City programs and projects on an ongoing basis,
requiring technical and administrative skills such as scheduling, research and report writing,
project development and design, ongoing project implementation and administration, and
budget tracking and conformance.
Recreation Leader I - H
Entry level positions that do not require previous experience including:
Teen leaders
Gymnastics Instructors
Sports camp assistants
Special event Assistants
Summer camp counselors
Coaches
Recreation Leader II - H
Positions require at least one season of experience and certifications in a related field including:
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aid)
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 41 of 44
Assistant Pool Manager
Senior Swim Instructor/Lifeguard
Summer camp assistants
Coaches
Recreation Leader III - H
Positions require at least 2 years of experience and specialized skills or advanced certifications in
a related field including:
Summer Camp Leaders
Teen Outreach Leaders
Coaches
Substitute Teachers
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aid)
Pool Manager
Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification and
one of the following certifications: Professional Development Program II, Kinder
Accreditation for Teachers or Movement Education and Learning Development.)
Staff Specialist – H
Under limited supervision, performs professional work requiring specialized knowledge or
training in a specific field in support of a City program or organizational unit. The work performed
is generally varied in character and similar to or equally complex to that of a career position, but
is not managerial.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
Stock Clerk - H
Under supervision, performs a variety of inventory maintenance functions including receiving,
storing, and delivering supplies. Includes maintaining and reviewing computerized inventory
records; performs other related work as required.
Swim Instructor/Lifeguard - H
Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in
distress, conducts swimming lessons in accordance with American Red Cross or other national
recognized aquatics programs and performs other related duties as required. Certificates in
Lifeguard Training, First Aid and CPR required.
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 42 of 44
Technical Specialist - H
Under general supervision, responsible for work that requires technical skills associated with one
or more of the following areas: drafting/CAD, electronics, computer systems, engineering,
environmental science, or planning.
Zoological Assistant - H
Under supervision, performs assignments that assist in the maintenance, control, and shelter of
animals in the zoo and other City facilities.
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 43 of 44
Appendix B- Salary Schedule
CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT
July 1, 2023-June 30, 2025
Page 44 of 44
Appendix C
Public Agency Retirement System (“P.A.R.S.”) Plan
City of Palo Alto PST (Part-time, Seasonal and Temporary) Employees Retirement Plan
As of the effective date of this contract, the City contracts with the Public Agency Retirement
Services Alternate Retirement System (PARS ARS) to provide an alternative plan to Social Security
for members of this Unit. The main components of the plan include:
• Enrollment in the PARS 457 retirement plan is automatic for eligible employees (excludes
employees previously enrolled in CalPERS).
• All contributions are pre-tax and invested
• Employees receive an annual statement of gains and losses
• Employees may become eligible to receive their account balance when one of the
following events occur:
o Termination of employment
o Retirement
o Permanent or total disability
o Death
o Changed employment status to a position covered by another retirement system
• An employee may elect either:
o a one-time lump sum cash payment, which may be subject to federal and/or state
income tax withholding, OR
o A direct rollover without tax withholding to a traditional IRA or an eligible plan
that accepts rollovers [e.g. 403(b), 457(b), 401(k)]
A copy of the Plan Document is on file in Human Resources and may be reviewed upon advanced
request. For questions or additional information, contact PARS at 800-540-6369.
Effective 1/1/23 - Min Wage
Effective Upon Council
Adoption 8/26/23 (4%
increase + target Adj.)
Effective 7/16/24 (4%
Increase)
$25.56 $26.84 $27.91
$26.90 $28.25 $29.38
$28.32 $29.74 $30.93
$29.81 $31.30 $32.56
$31.38 $32.95 $34.27
$30.50 $32.02 $33.32
$32.10 $33.71 $35.07
$33.79 $35.48 $36.92
$35.57 $37.35 $38.86
$37.44 $39.32 $40.90
$25.56 $27.87 $28.98
$26.90 $29.34 $30.50
$28.32 $30.88 $32.11
$29.81 $32.50 $33.80
$31.38 $34.21 $35.58
$23.59 $24.79 $25.77
$24.83 $26.09 $27.13
$26.14 $27.46 $28.56
$27.52 $28.90 $30.06
$28.97 $30.42 $31.64
$20.69 $21.75 $22.61
$21.78 $22.89 $23.80
$22.93 $24.09 $25.05
$24.14 $25.36 $26.37
$25.41 $26.69 $27.76
$17.25 $18.38 $19.12
$18.16 $19.35 $20.13
$19.12 $20.37 $21.19
$20.13 $21.44 $22.31
$21.19 $22.57 $23.48
$19.57 $20.84 $21.69
$20.60 $21.94 $22.83
$21.68 $23.09 $24.03
$22.82 $24.31 $25.29
$24.02 $25.59 $26.62
$19.24 $20.49 $21.32
$20.25 $21.57 $22.44
$21.32 $22.71 $23.62
$22.44 $23.90 $24.86
$23.62 $25.16 $26.17
$17.25 $18.38 $19.12
$18.16 $19.35 $20.13
$19.12 $20.37 $21.19
$20.13 $21.44 $22.31
$21.19 $22.57 $23.48
$24.16 $25.73 $26.77
$25.43 $27.08 $28.18
$26.77 $28.51 $29.66
$28.18 $30.01 $31.22
$29.66 $31.59 $32.86
$29.41 $31.32 $32.58
$30.96 $32.97 $34.29
$32.59 $34.70 $36.09
$34.30 $36.53 $37.99
$36.10 $38.45 $39.99
4
5
2
9010 Non-exempt Instructor II - H 3
5
1
9009 Non-exempt Instructor I - H 3
4
1
2
4
5
2
9008 Non-exempt Instructor Aide - H 3
5
1
9007 Non-exempt House Manager - H 3
4
1
2
4
5
2
9006 Non-exempt Custodial Assistant - H 3
5
1
9005 Non-exempt Custodial Aide - H 3
4
1
2
4
5
2
9004 Non-exempt Clerical Assistant - H 3
5
1
9003 Non-exempt Building Service Person - H 3
4
1
2
4
5
2
9002 Non-exempt Assistant Park Ranger - H 3
5
1
9001 Non-exempt Administrative Specialist II - H 3
4
1
2
4
5
2
9000 Non-exempt Administrative Specialist I – H 3
Service Employees International Union (SEIU) ‐ Hourly Group Salary Schedule
Job Code FLSA Job Title Step
1
Effective 1/1/23 - Min Wage
Effective Upon Council
Adoption 8/26/23 (4% increase +
target Adj.)
Effective 7/16/24 (4% Increase)
$33.85 $36.05 $37.50
$35.63 $37.95 $39.47
$37.50 $39.95 $41.55
$39.47 $42.05 $43.74
$41.55 $44.26 $46.04
$31.05 $32.60 $33.92
$32.68 $34.32 $35.70
$34.40 $36.13 $37.58
$36.21 $38.03 $39.56
$38.12 $40.03 $41.64
$23.13 $25.21 $26.23
$24.35 $26.54 $27.61
$25.63 $27.94 $29.06
$26.98 $29.41 $30.59
$28.40 $30.96 $32.20
$17.25 $18.82 $19.58
$18.16 $19.81 $20.61
$19.12 $20.85 $21.69
$20.13 $21.95 $22.83
$21.19 $23.10 $24.03
$18.61 $19.82 $20.62
$19.59 $20.86 $21.71
$20.62 $21.96 $22.85
$21.71 $23.12 $24.05
$22.85 $24.34 $25.32
$18.61 $20.29 $21.10
$19.59 $21.36 $22.21
$20.62 $22.48 $23.38
$21.71 $23.66 $24.61
$22.85 $24.91 $25.91
$23.13 $24.28 $25.27
$24.35 $25.56 $26.60
$25.63 $26.91 $28.00
$26.98 $28.33 $29.47
$28.40 $29.82 $31.02
$33.46 $35.12 $36.55
$35.22 $36.97 $38.47
$37.07 $38.92 $40.49
$39.02 $40.97 $42.62
$41.07 $43.13 $44.86
$25.56 $26.84 $27.91
$26.90 $28.25 $29.38
$28.32 $29.74 $30.93
$29.81 $31.30 $32.56
$31.38 $32.95 $34.27
$17.25
$18.16
$19.12
$20.13
$21.19
$17.25 $18.38 $19.12
$18.16 $19.35 $20.13
$19.12 $20.37 $21.19
$20.13 $21.44 $22.31
$21.19 $22.57 $23.48
4
5
2
9020 Non-exempt Recreation Leader I - H 3
5
1
9019 Non-exempt Recreation Aide - H 3
4
1
2
4
5
2
9018 Non-exempt Project Specialist - H 3
5
1
9017 Non-exempt Project Construction Inspector - H 3
4
1
2
4
5
2
9016 Non-exempt Print Shop Assistant - H 3
5
1
9015 Non-exempt Open Space Technician - H 3
4
1
2
4
5
2
9014 Non-exempt Maintenance Assistant - H 3
5
1
9013 Non-exempt Library Page - H 3
4
1
2
4
5
2
9012 Non-exempt Library Clerk - H 3
5
1
9011 Non-exempt Librarian - H 3
4
1
2
4
5
2
9036 Non-exempt Instructor III-H 3
Service Employees International Union (SEIU) ‐ Hourly Group Salary Schedule
Job Code FLSA Job Title Step
1
Effective 1/1/23 - Min Wage
Effective Upon Council
Adoption 8/26/23 (4% increase +
target Adj.)
Effective 7/16/24 (4% Increase)
$19.12 $20.37 $21.19
$20.13 $21.44 $22.31
$21.19 $22.57 $23.48
$22.31 $23.76 $24.72
$23.48 $25.01 $26.02
$21.19 $22.57 $23.48
$22.31 $23.76 $24.72
$23.48 $25.01 $26.02
$24.72 $26.33 $27.39
$26.02 $27.72 $28.83
$18.51 $19.71 $20.49
$19.48 $20.75 $21.57
$20.50 $21.84 $22.71
$21.58 $22.99 $23.91
$22.72 $24.20 $25.17
$20.69 $21.75 $22.61
$21.78 $22.89 $23.80
$22.93 $24.09 $25.05
$24.14 $25.36 $26.37
$25.41 $26.69 $27.76
$17.25 $18.38 $19.12
$18.16 $19.35 $20.13
$19.12 $20.37 $21.19
$20.13 $21.44 $22.31
$21.19 $22.57 $23.48
$24.16 $25.73 $26.77
$25.43 $27.08 $28.18
$26.77 $28.51 $29.66
$28.18 $30.01 $31.22
$29.66 $31.59 $32.86
$29.41 $31.32 $32.58
$30.96 $32.97 $34.29
$32.59 $34.70 $36.09
$34.30 $36.53 $37.99
$36.10 $38.45 $39.99
$33.85 $36.05 $37.50
$35.63 $37.95 $39.47
$37.50 $39.95 $41.55
$39.47 $42.05 $43.74
$41.55 $44.26 $46.04
$17.32 $18.45 $19.19
$18.23 $19.42 $20.20
$19.19 $20.44 $21.26
$20.20 $21.52 $22.38
$21.26 $22.65 $23.56
$25.56 $27.22 $28.31
$26.90 $28.65 $29.80
$28.32 $30.16 $31.37
$29.81 $31.75 $33.02
$31.38 $33.42 $34.765
9030 Non-exempt Zoological Assistant - H 3
4
1
2
4
5
2
9029 Non-exempt Arts & Science Technician - H 3
5
1
9037 Non-exempt Arts & Science Professional III - H 3
4
1
2
4
5
2
9028 Non-exempt Arts & Science Professional II - H 3
5
1
9027 Non-exempt Arts & Science Professional I - H 3
4
1
2
4
5
2
9026 Non-exempt Arts & Science Aide - H 3
5
1
9025 Non-exempt Technical Specialist - H 3
4
1
2
4
5
2
9023 Non-exempt Stock Clerk - H 3
5
1
9022 Non-exempt Recreation Leader III - H 3
4
1
2
4
5
2
9021 Non-exempt Recreation Leader II - H 3
Service Employees International Union (SEIU) ‐ Hourly Group Salary Schedule
Job Code FLSA Job Title Step
1
Compensation Plan
Effective Pay Period Including
July 1, 202317 – June 202521
City of Palo Alto
Limited Hourly Employee Compensation Plan 2017-20212023-2025
Page 2 of 20
COMPENSATION PLAN
CITY OF PALO ALTO
Limited Hourly Employees
SECTION I. DEFINITIONS
At-Will Employment: Employee or Employer may terminate employment at any time with or
without notice or cause.
Limited Hourly Employee: An “At-Will” employee working full time or part time on a temporary
basis (Intermittent), employees who work on an on-call basis or an employee working hours up to
six consecutive months in support of a specified seasonal program such as summer camps or
Internships (Seasonal). Limited Hourly Employees work less than 1000 hours per fiscal year unless
otherwise authorized as provided in Section V of this Plan.
PERS-Retiree: An individual that has retired from the Public Service System and returns to work on
an intermittent or seasonal basis in a Limited Hourly classification not to exceed 960 hours within a
fiscal year. Hiring of PERS retirees and work assignments for such employees must comply with
PERS rules and regulations for such employment.
Intern: An individual who has earned or completed course work toward an Associate Bachelor’s or
Master’s Degree and offers his or her services for a limited and specific period of time in exchange
for gaining actual work experience. Internships may be paid or unpaid depending on the
assignment and budget of the requesting department. Summer internships typically consist of 6-12
week assignments between June and September. Assignments for interns working during the
school year may be for the entire duration of a course or semester.
PERS-Exempt Employee: An employee working full-time or part-time with no established career
path or promotional ladder and the position is funded through capital improvement, one time
projects or temporary accounts. Employment is expected to end at the conclusion of the project
and at no time shall employment exceed five consecutive years. PERS exempt designation is subject
to Human Resources Department approval.
City of Palo Alto
Limited Hourly Employee Compensation Plan 2017-20212023-2025
Page 3 of 20
SECTION II. EMPLOYMENT REQUIREMENTS AND DOCUMENTATION
All hourly appointments require preauthorization and approvals by designated Management
personnel. No limited hourly or seasonal employee shall be assigned to regular employment
for the duration of the hourly assignment.
Release of Information
The City will only release information to creditors or other persons upon prior identification of
the inquirer and acceptable reasons for the inquiry. Information given from personnel files is
limited to verification of employment, length of employment and verification and disclosure of
salary range information unless otherwise required by law.
SECTION III. SALARY AND CLASSIFICATIONS
It is the intent of the City of Palo Alto to compensate Limited Hourly Employees at a rate of pay
similar to that of regular employees performing like work.
Effective the first full pay period following Council adoption of this plan, all classifications will
receive a four percent (4%) salary increase. Effective the first pay period following Council adoption
of this plan classifications will receive targeted market adjustments as represented in the salary
schedule.
Effective the first full pay period including July 1, 2024, all classifications will receive a four percent
(4%) salary increase.
Classifications
Limited Hourly Employees are to be hired within the classifications framework, as presented in the
Attachment A, that is closest to a corresponding regular classification in both level of work
performed and rate of pay. This compensation plan applies only to Limited Hourly Employees not
those included in the SEIU Hourly Unit.
In the event a Limited Hourly Employee is required to assume duties significantly above or below
the level of those originally required when first hired, for a period of more than one pay period, the
employee is to be reclassified into a new classification and into a higher or lower pay rate that most
adequately corresponds to the new duties.
SECTION IV. SPECIAL COMPENSATION
A. Holiday Pay
City of Palo Alto
Limited Hourly Employee Compensation Plan 2017-20212023-2025
Page 4 of 20
Limited Hourly Employees are eligible to receive holiday pay only when they work 80 or
more hours during the pay period in which the holidays fall. Number of hours of holiday
pay is determined by the number of hours regularly scheduled on the day on which the
holiday falls (i.e. 8, 9, 10).
Effective January 1, 2024, Limited Hourly employees, excluding retired annuitants, shall be
excused with pay for the hours they would otherwise be scheduled to work, for one (1) day
within each calendar year, which is mutually agreed to by the employee and their
supervisor. The one (1) floating holiday will be deemed forfeited and have no cash value, if
not used each calendar year.
B. Paid Leaves
Limited Hourly Employees are not eligible for any paid leaves beyond those required by law.
Other Leaves
Limited Hourly Employees may be granted unpaid leaves of absence in cases of personal
emergency, or when such absences would not be contrary to the best interest of the City
and comply with City policies and procedures.
Family leave will be granted in accordance with applicable State and Federal laws.
Time off with pay to vote in any general or direct primary election shall be requested by the
employee and granted by the City as provided in the State of California Elections Code.
C. Overtime Pay
Unless designated by the Director of Human Resources as exempt from the provisions of
the Fair Labor Standards Act, all classifications of hourly employees are eligible for overtime
pay at time and one-half when required to work more than 40 hours in a week (for
example: 8 hours/five day week; 9 hours/four and one-half day week or other pre-
determined and pre-approved work schedule) or on an official City holiday.
D. Retirement
1. Part Time, Seasonal, Temporary (“PST”) Retirement Plan. All Limited Hourly Employees
are required to contribute 7.5% of salary each pay period to the alternative PTS Retirement
Plan (instead of contributions toward Social Security), except as described in section D(2)
below. Contributions toward Medicare (1.45%) will also be deducted. Contribution and
earning toward the PST Retirement Plan is not subject to Federal and State income taxes
and are deferred until termination of employment with the City of Palo Alto.
City of Palo Alto
Limited Hourly Employee Compensation Plan 2017-20212023-2025
Page 5 of 20
The PST retirement plan is currently administered by Public Agency Retirement Services
(“PARS”).Contributions to the PTS Retirement Plan, in addition to any interest earned, will
be refunded upon termination by request, if the request falls within the policy of the PTS
Retirement Plan or may be kept in the Public Agency Retirement System (PARS) account if
the Limited Hourly Employee elects this option.
2. California Public Employees’ Retirement System (“PERS”). PERS annuitants are excluded
from participation in the P.S.T. Retirement Plan. Limited Hourly employees who have
previously participated in and remain members in the California Public Employee
Retirement System (“PERS”) or are otherwise required by law to be enrolled in CalPERS
shall participate in P.E.R.S. to the extent required by law, in lieu of participation in the P.S.T.
Retirement Plan. Enrollment in CalPERS will be completed consistent with CalPERS rules and
regulations. Participation in CalPERS shall be under the retirement formula in effect at the
time the employee is hired into the Hourly Bargaining Unit unless otherwise required by
law. Employees enrolled in the PERS retirement system shall pay the full amount of the
applicable employee contribution required by CalPERS for the PERS formula in which the
employee is enrolled, as may be changed by CalPERS from time to time. Current
contributions are as follows:
a. 2.7% at 55 Formula: eight percent (8%)
b. 2% at 60 Formula: seven percent (7%)
c. 2% at 62 Formula: contribution required by the Public Employees’ Pension
Reform Act, calculated at fifty percent (50%) of the normal cost.
d. All CalPERS participants will contribute an additional percentage towards the
Employer contributions at rates set below:
a. 1% contribution towards the Employer contribution for all
miscellaneous plans
SECTION V. TERM OF EMPLOYMENT
A. Limited Hourly Classifications
The maximum employment term for limited hourly employees shall be less than 1000 hours during
any fiscal year unless otherwise approved as provided in section V(B). The maximum hours for a
retired PERS employee are 960 hours in a fiscal year. Limited Hourly Employees are “At-Will
“employees and may be terminated at any time without right of appeal.
Limited Hourly employment will not affect the probationary period or the service hire date of
regular classified employment.
City of Palo Alto
Limited Hourly Employee Compensation Plan 2017-20212023-2025
Page 6 of 20
B. Extension of Limited Hourly Employment.
The City Manager may authorize a Limited Hourly Employee to work more than 1000 hours per
fiscal year; subject to all applicable rules and regulations. Such authorization, along with a
statement of the anticipated duration shall be provided in writing to Human Resources in
advance of the extension of limited hourly employment. The duration of the employment
assignment shall be reviewed every six months to ensure appropriateness of extension and
ability to fund the extension within a department's allocated hourly budget.
SECTION VI. PERFORMANCE REVIEWS AND SALARY INCREASES
A. Performance Reviews
1. Limited Hourly Employees that demonstrate continued development and efficient and
effective service reflected in their performance appraisal may be eligible to receive a
salary step increase after one year date of hire and annually thereafter. Subsequent
salary reviews are based on performance appraisals and will depend upon
demonstrated satisfactory job performance and will not occur more than twice
annually.
2. Performance Reviews are a tool to recognize and develop employees. Performance
Reviews evaluate and document past performance and may provide development plans
that will assist employees to realize their full potential. Performance Reviews should be
completed on the Limited Hourly Employee Performance Review Form or other form
designated by Human Resources.
B. Salary Increases - General
1. A salary increase is based upon an appraisal of the hourly employee's job performance
and such appraisal must be submitted with the salary request. A Limited Hourly
Employee must receive a meets requirements rating in order to be considered for a
salary increase.
2. The maximum number of salary increases a Limited Hourly Employee may receive in
any one twelve-month working period is limited to two (2), regardless of total number
of hours accumulated.
C. Exceptional Leadership Ability and Job Performance
Upon written justification and departmental and Human Resources Department approval, a
Limited Hourly Employee who demonstrates EXCEPTIONAL leadership ability and job
City of Palo Alto
Limited Hourly Employee Compensation Plan 2017-20212023-2025
Page 7 of 20
performance may be given a merit raise, if he/she displays outstanding job performance.
Such exceptional leadership must be documented on a designated performance appraisal
form. For those positions with salary steps, salary increases may not exceed the steps set
forth in approved salary schedules.
SECTION VII. WORK SCHEDULES AND UNIFORMS
A. Work Week and Work Day
1. The standard workday for limited hourly employees shall be eight hours to be worked
within a maximum of nine hours (five-day work week) or ten hours to be worked within a
maximum of eleven (four-day work week) or nine hours to be worked within a maximum of
ten for four days with a fifth day of four hours (four and one-half day work week); or, within
a fourteen-day period (9/80 plan with forty-hour work weeks), or any other schedule that
results in a 40-hour work week, or fits within the parameters of an FLSA 2080 Plan. The
“9/80 Plan” may not be used in any application that requires entitlement to FLSA overtime
for working the regular work week. With the exception of the “9/80 Plan” as described
above, the standard work week shall be forty hours to be worked within five consecutive
days. Work schedules shall be determined by departments based on business
requirements.
B. Uniforms
1. When uniforms are required by the City of Palo Alto to be worn by the employee as a
condition of employment, such uniforms will be provided by the City of Palo Alto.
SECTION VIII. LIMITED HOURLY CLASSIFICATIONS
Limited Hourly Classifications are reflected on Appendix A of this document.
SECTION IX. MANAGEMENT RIGHTS
Subject to State law and the provisions of the City of Palo Alto Employer-Employee Relations
Resolution, the rights of the City through its Council and Management include, but are not
limited to: the exclusive right to determine the mission of its constituent departments,
commissions and boards; set standards of service; determine the procedures and standards of
selection from employment and promotion; establish and enforce dress and grooming
standards; direct its employees; determine the methods and means to relieve its employees
from duty because of lack of work or other legitimate reasons; maintain the efficiency of
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governmental operations; determine the methods, means and personnel by which government
operations are to be conducted; determine the content and intent of job classifications;
determine methods of financing; determine style and/or types of City-issued wearing apparel,
equipment or technology to be used; determine and/or change the facilities, methods,
technology, means, organizational structure and size and composition of the work force and
allocate and assign work by which the City operations are to be conducted; determine and
change the number of locations, relocations and types of operations, processes and materials
to be used in carrying out all City functions including but not limited to, the right to contract for
or subcontract any work or operation of the City; to assign work to and schedule employees in
accordance with requirements as determined by the City and assignments upon reasonable
notice; establish and modify productivity and performance programs and standards including,
but not limited to, quality, and quantity standards; and to require compliance therewith, take
all necessary actions to carry out its mission in emergencies; and exercise complete control and
discretion over its organization and the technology of performing its work.
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Appendix A
Limited Hourly Employee Job Classifications
Administrative Specialist I
Performs administrative work that requires advanced skills or knowledge in support of a
department/division or program.
Administrative Specialist II
Performs more complex administrative work that requires advance skills or knowledge in
specialized software programs and data analysis in specialized areas in support of a
department/division or program. Two years of experience equivalent to that of an
Administrative Specialist I.
Assistant Park Ranger
Positions requiring at least 2 years of experience and specialized skills or advanced certificates
for First Aid, CPR, and heavy equipment operation. Prior experience as an open space
technician or park aide is essential.
Building Serviceperson
Under limited supervision, performs custodial duties and other related work as required to
maintain City buildings and facilities in a clean and orderly condition. Members of this
classification may be assigned to perform either public works duties or park duties. Two years
of experience equivalent to that of a Custodial Assistant.
Clerical Assistant
Under supervision, performs routine and repetitive computer inputting and clerical tasks, and
performs related work as required. May require cash handling.
Custodial Aide
Under close supervision, this entry-level position performs basic custodial duties as required to
maintain City buildings and facilities, performs room set-ups and take-downs, and other related
work.
Custodial Assistant
Under general supervision, performs custodial duties and other related work as required to
maintain City buildings and facilities in a clean and orderly condition. Members of this
classification may be assigned to perform either public works duties or parks duties.
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General Laborer – H
Performs general manual tasks. Performs various types of manual labor as needed. Possesses
knowledge of commonly-used concepts, practices, and procedures within a particular field.
Performs tasks in conformance within pre-established instructions. Works under general
supervision. Uses very limited independent judgment similar to that expected of an apprentice-
helper level laborer, consistent with pre-established instructions. May report to a lead worker,
but typically reports to a supervisor.
Requires a high school diploma or its equivalent with 1 year of related experience.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
House Manager
Facility supervisor of special events, productions, concerts, rentals – etc. Involves high public
contact and customer service, including enforcement of rules and regulations. May include set-
up of events.
Instructor I
Under general supervision, prepares classes, programs and camp curriculum, presents classes
and field trips for schools and family audiences, and provides assignments to Instructor Aides
and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of
the disciplines to be taught. May require lifting up to 15 pounds.
Instructor II
Under limited supervision, prepares classes, programs and camp curriculum, presents classes
and field trips for schools and family audiences, and provides assignments to Instructor Aides
and volunteers. Requires at least two years of previous teaching experience. Requires prior in-
depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds.
Instructor III
Independently prepares classes, programs and camp curriculum, presents classes and field trips
for schools and family audiences, and provides direction and mentoring for Instructor Is and IIs,
Aides and volunteers. Serves in a leadership capacity within the department. Requires at least 4
years of teaching experience and in-depth knowledge of the disciplines to be taught. May
require lifting up to 15 pounds.
Instructor Aide
Under general supervision, performs administrative work in support of Instructors in areas such
as course preparation, classroom assistance and related activities. May require lifting up to 15
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pounds.
Librarian
Under supervision, assists customers with reference inquiries, provides instruction in the use of
library resources and equipment; shelves materials and assists with core management or
organization of materials.
Distinguishing Characteristics:
The Librarian classification is the professional entry level classification within the Library Division.
The Librarian has the professional knowledge to identify, develop, interpret, and evaluate all
policies, procedures, programs and services to ensure the best quality of service to public library
users. It is a broad classification which covers a variety of work situations which require expertise
in areas of primary responsibility, as well as in common areas such as materials selection, public
library service and in computerized information systems. Significant portion of workday includes
direct public contact. Work hours may include early mornings, evenings and weekends.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Performs routine circulation tasks required to directly serve public, including registering
and maintaining files of borrowers; interpreting customer accounts and checking in and out library
materials via computerized equipment; accepting, payments for fines, bills, fees; assisting
customer with inquiries regarding availability and status of items in collections, and interviewing
and assisting users regarding circulation accounts and services. Refers circulation problems to
circulation staff or manager.
• May conduct library programs for children and adults; conduct tours and classes.
• May conduct reference interview and analyze, interpret and answer inquiries utilizing
resources in Palo Alto Libraries as well as other libraries and the community, referring unusual
questions to a Senior Librarian (Librarian II) or supervisor; assist customers in use of facility
including catalog, indexes, reference books and technology.
• Performs library programming, including planning, coordination, promotion and the
conduct of programs; cooperates with other City departments, community and library groups with
program co-sponsorship.
• Prepares displays to market the library’s collection; may write regular newsletter articles,
book reviews and program announcements for e-newsletters and publications; assists with social
media.
• May update library web pages; update online calendars; contribute calendar items to
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community organizations and data bases.
• Selects and de-selects library materials in one or more subject areas based on knowledge
of budget available, collection size, analysis of community past usage patterns and other criteria;
processes discarded materials.
• Assist with recruits, interviews, schedules, trains, initiates and coordinates, work of clerical,
paraprofessional, temporary and/or volunteer staff as assigned.
• May collect, maintain and report statistical records for a variety of library measures.
• As directed, performs copy and original cataloging and classification efficiently utilizing
online computerized cataloging system; assigns access points for materials; establishes new
bibliographic computer records in accordance with recognized standards.
• Maintains specific library collections and equipment including housing, physical
maintenance and arrangement.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• Master’s Degree in Library and Information Science or related education preferred.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties
and responsibilities which may include sitting for extended periods of time and operating assigned
library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public, maintaining a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
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Library Clerk
Under close general supervision performs technical and clerical tasks; assists customers with their
accounts; shelves materials; performs technical and clerical tasks as assigned.
Distinguishing Characteristics
Library Clerk is a classification found in the Library Department and is distinguished by the
performance of various technical and clerical duties under general supervision. Work hours may
vary and include nights and weekends. Includes direct public contact. Some previous knowledge of
library operations required.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• May answer customers’ questions.
• Checks in/out items; performs standard, holds, special handling and sorts; issues library
cards.
• Works at the Accounts Desk; handles customer accounts and fines; provides computer
assistance; performs shelving.
• May assist customers with library technology.
• Maintains computer files for library materials; adds, deletes and updates information.
• Data enters bibliographic data into the online library system.
• Communicates with vendors to request approved items or to ask questions; refers further
communications to the supervisor.
• Accepts and unpacks deliveries and shipments of library materials; checks for accuracy;
returns incorrect or damaged materials to vendors.
• Receives and invoices materials into the library’s computer system.
• Performs RFID tagging Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ items and locates items listed on hold for the library branch or on reserve
for LINK+.
• Assists with special projects and programs.
• May perform mail delivery.
• Provides basic assistance to customers.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
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• High school diploma or equivalent and 6 months experience working in a library
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of library procedures and item shelving structure.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of a personal computer and various software applications.
• Knowledge of effective customer service.
• Ability to use the library catalog.
• Ability to perform cash handling and use a cash register.
• Ability to perform basic mathematical calculations.
• Ability to work varied schedule including mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties
and responsibilities which may include sitting for extended periods of time and operating assigned
library equipment.
• Ability to work varied schedule including early mornings, evenings, and weekends. Ability
to communicate with others and to assimilate and understand information, in a manner consistent
with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public; maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Library Page
Under close supervision, shelves materials; performs routine clerical and support tasks as assigned.
Distinguishing Characteristics:
Library Page is a classification found in the Library Department and is distinguished by the
performance of routine clerical duties under supervision. Work hours may vary and include nights
and weekends. May include direct public contact. No previous knowledge of library operations
required.
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ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Shifts collections; pulls or weeds items; performs sweeps.
• Returns library materials to the shelves.
• Performs RFID tagging
• Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ and locates items listed on hold for the library branch or on reserve for
Link+
• Performs general cleaning and organization of the library’s areas.
• Assist with open and close procedures.
• May assist with special projects and programs.
• Performs mail delivery.
• May provide directional assistance to customers.
• Works with Automated Materials Handling machine; moving and sorting bins, and sorting
returned items.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• No experience necessary.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties
and responsibilities which may include sitting for extended periods of time and operating assigned
library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
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Work in a library environment with the public, maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Maintenance Assistant
Under general supervision, responsible for skilled and semiskilled tasks in one or more of the
following areas:
Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf
renovation, City building and facilities, City streets, sewers, and storm drains, City vehicles and
equipment. Performs related tasks as required. Requires experience with power equipment
and a valid California driver’s license. May require drug testing.
Management Specialist
May perform work associated or equal in complexity with responsible City managerial or staff
position. Classification may be used for individuals involved in confidential areas involved with
employee relations, labor relations, and other discreet/confidential projects. Compensation to
be determined according to tasks assigned and qualifications required.
Open Space Technician
Under general supervision performs work assignments in Parks and Open Space areas that
assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-
level positions that require familiarity with power tools such as weed whips and chain saws.
Police Reserve I
Reserve officer who has received requisite level of training to operate in a solo capacity.
Police Reserve II
Reserve officer who must be accompanied by a regular sworn officer or a Police Reserve I in
performance of duties.
Print Shop Assistant
Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail
distribution and other support function duties, often under tight deadlines.
Project Construction Inspector
Inspection of City construction projects to ensure conformance with plan and specifications,
documentation of contractor’s daily activities, verification of materials and quantities used, and
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notification to and contact with the residents in the project area.
Project Specialist
Support for an administrative tasks related to City programs and projects on an ongoing basis,
requiring technical and administrative skills such as scheduling, research and report writing,
project development and design, ongoing project implementation and administration, and
budget tracking and conformance.
Recreation Aide
Provides general clerical and unskilled labor/support of recreational programs.
Recreation Leader I
Entry level positions that do not require previous experience including:
Teen leaders
Gymnastics Instructors
Sports Camp Assistants
Special Event Assistants
Summer Camp Counselors
Coaches
Recreation Leader II
Positions require at least one season of experience and certifications in a related field including:
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aide)
Assistant Pool Manager
Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR)
Summer Camp Assistants
Coaches
Recreation Leader III
Positions require at least 2 years of experience and specialized skills or advanced certifications
in a related field including:
Summer Camp Leaders
Teen Outreach Leaders
Coaches
Substitute Teachers
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aid)
Pool Manager
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Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification
and one of the following certifications: Professional Development Program II, Kinder
Accreditation for Teachers or Movement Education and Learning Development.)
Stock Clerk
Under supervision, performs a variety of inventory maintenance functions including receiving,
storing and delivering supplies. Includes maintaining and reviewing computerized inventory
records; performs other related work as required.
Swim Instructor/Lifeguard
Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in
distress, conducts swimming lessons in accordance with American Red Cross or other national
recognized aquatics programs and performs other related duties as required. Certificates in
Lifeguard Training, First Aid and CPR required.
Technical Specialist
Under general supervision, responsible for work that requires technical skills associated with
one or more of the following areas: drafting/CAD, electronics, computer systems, engineering,
environmental science, or planning.
Technician I
Performs less advanced technical work than that of the Technician II class. Normally requires
some specialized skills such as basic life support/paramedic, drafting, electronics, building
maintenance, crafts, etc. and ability to operate associated vehicles or equipment.
Technician II
Under general supervision, responsible for work as performed by advanced technical skills
associated with one or more of the following areas: drafting/CAD, electronics computer
systems, engineering, environmental science, or planning. Classification may be used for
individuals involved in conducting surveys, opinion polls, and other data collection assignments
where analysis of data may be required.
Arts & Science Professional I
Under general supervision, performs highly skilled jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting
design and direction, studio supervision, development of educational programs, etc.
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Arts & Science Professional II
Under limited supervision, performs highly specialized jobs in support of performing and visual
arts. Examples would include exhibit design and installation, graphic design, exhibit mechanical
and electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits,theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc. Two years of
experience equivalent to that of a Arts & Science Professional I.
Arts & Science Professional III - H
Independently performs highly specialized jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting
design and direction, studio supervision, development of educational programs, etc. Five years
of experience equivalent to that of an Arts & Science Professional I. May require lifting up to 15
pounds.
Arts & Science Technician
Under supervision, performs paraprofessional and skilled support to a specific performing or
visual arts program area such as lighting, props, building, painting, stitching – etc.
Arts & Science Aide
Under general supervision, performs general unskilled and some semiskilled tasks in support of
theater, arts and museum programs.
Zoological Assistant
Under supervision, performs assignments that assist in the maintenance, control, and shelter of
animals in the zoo and other City facilities.
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Appendix B
Limited Hourly Salary Schedule
Compensation Plan
Effective Pay Period Including
July 1, 2023 – June 2025
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COMPENSATION PLAN
CITY OF PALO ALTO
Limited Hourly Employees
SECTION I. DEFINITIONS
At-Will Employment: Employee or Employer may terminate employment at any time with or
without notice or cause.
Limited Hourly Employee: An “At-Will” employee working full time or part time on a temporary
basis (Intermittent), employees who work on an on-call basis or an employee working hours up to
six consecutive months in support of a specified seasonal program such as summer camps or
Internships (Seasonal). Limited Hourly Employees work less than 1000 hours per fiscal year unless
otherwise authorized as provided in Section V of this Plan.
PERS-Retiree: An individual that has retired from the Public Service System and returns to work on
an intermittent or seasonal basis in a Limited Hourly classification not to exceed 960 hours within a
fiscal year. Hiring of PERS retirees and work assignments for such employees must comply with
PERS rules and regulations for such employment.
Intern: An individual who has earned or completed course work toward an Associate Bachelor’s or
Master’s Degree and offers his or her services for a limited and specific period of time in exchange
for gaining actual work experience. Internships may be paid or unpaid depending on the
assignment and budget of the requesting department. Summer internships typically consist of 6-12
week assignments between June and September. Assignments for interns working during the
school year may be for the entire duration of a course or semester.
PERS-Exempt Employee: An employee working full-time or part-time with no established career
path or promotional ladder and the position is funded through capital improvement, one time
projects or temporary accounts. Employment is expected to end at the conclusion of the project
and at no time shall employment exceed five consecutive years. PERS exempt designation is subject
to Human Resources Department approval.
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SECTION II. EMPLOYMENT REQUIREMENTS AND DOCUMENTATION
All hourly appointments require preauthorization and approvals by designated Management
personnel. No limited hourly or seasonal employee shall be assigned to regular employment
for the duration of the hourly assignment.
Release of Information
The City will only release information to creditors or other persons upon prior identification of
the inquirer and acceptable reasons for the inquiry. Information given from personnel files is
limited to verification of employment, length of employment and verification and disclosure of
salary range information unless otherwise required by law.
SECTION III. SALARY AND CLASSIFICATIONS
It is the intent of the City of Palo Alto to compensate Limited Hourly Employees at a rate of pay
similar to that of regular employees performing like work.
Effective the first full pay period following Council adoption of this plan, all classifications will
receive a four percent (4%) salary increase. Effective the first pay period following Council adoption
of this plan classifications will receive targeted market adjustments as represented in the salary
schedule.
Effective the first full pay period including July 1, 2024, all classifications will receive a four percent
(4%) salary increase.
Classifications
Limited Hourly Employees are to be hired within the classifications framework, as presented in the
Attachment A, that is closest to a corresponding regular classification in both level of work
performed and rate of pay. This compensation plan applies only to Limited Hourly Employees not
those included in the SEIU Hourly Unit.
In the event a Limited Hourly Employee is required to assume duties significantly above or below
the level of those originally required when first hired, for a period of more than one pay period, the
employee is to be reclassified into a new classification and into a higher or lower pay rate that most
adequately corresponds to the new duties.
SECTION IV. SPECIAL COMPENSATION
A. Holiday Pay
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Limited Hourly Employees are eligible to receive holiday pay only when they work 80 or
more hours during the pay period in which the holidays fall. Number of hours of holiday
pay is determined by the number of hours regularly scheduled on the day on which the
holiday falls (i.e. 8, 9, 10).
Effective January 1, 2024, Limited Hourly employees, excluding retired annuitants, shall be
excused with pay for the hours they would otherwise be scheduled to work, for one (1) day
within each calendar year, which is mutually agreed to by the employee and their
supervisor. The one (1) floating holiday will be deemed forfeited and have no cash value, if
not used each calendar year.
B. Paid Leaves
Limited Hourly Employees are not eligible for any paid leaves beyond those required by law.
Other Leaves
Limited Hourly Employees may be granted unpaid leaves of absence in cases of personal
emergency, or when such absences would not be contrary to the best interest of the City
and comply with City policies and procedures.
Family leave will be granted in accordance with applicable State and Federal laws.
Time off with pay to vote in any general or direct primary election shall be requested by the
employee and granted by the City as provided in the State of California Elections Code.
C. Overtime Pay
Unless designated by the Director of Human Resources as exempt from the provisions of
the Fair Labor Standards Act, all classifications of hourly employees are eligible for overtime
pay at time and one-half when required to work more than 40 hours in a week (for
example: 8 hours/five day week; 9 hours/four and one-half day week or other pre-
determined and pre-approved work schedule) or on an official City holiday.
D. Retirement
1. Part Time, Seasonal, Temporary (“PST”) Retirement Plan. All Limited Hourly Employees
are required to contribute 7.5% of salary each pay period to the alternative PTS Retirement
Plan (instead of contributions toward Social Security), except as described in section D(2)
below. Contributions toward Medicare (1.45%) will also be deducted. Contribution and
earning toward the PST Retirement Plan is not subject to Federal and State income taxes
and are deferred until termination of employment with the City of Palo Alto.
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The PST retirement plan is currently administered by Public Agency Retirement Services
(“PARS”).Contributions to the PTS Retirement Plan, in addition to any interest earned, will
be refunded upon termination by request, if the request falls within the policy of the PTS
Retirement Plan or may be kept in the Public Agency Retirement System (PARS) account if
the Limited Hourly Employee elects this option.
2. California Public Employees’ Retirement System (“PERS”). PERS annuitants are excluded
from participation in the P.S.T. Retirement Plan. Limited Hourly employees who have
previously participated in and remain members in the California Public Employee
Retirement System (“PERS”) or are otherwise required by law to be enrolled in CalPERS
shall participate in P.E.R.S. to the extent required by law, in lieu of participation in the P.S.T.
Retirement Plan. Enrollment in CalPERS will be completed consistent with CalPERS rules and
regulations. Participation in CalPERS shall be under the retirement formula in effect at the
time the employee is hired into the Hourly Bargaining Unit unless otherwise required by
law. Employees enrolled in the PERS retirement system shall pay the full amount of the
applicable employee contribution required by CalPERS for the PERS formula in which the
employee is enrolled, as may be changed by CalPERS from time to time. Current
contributions are as follows:
a. 2.7% at 55 Formula: eight percent (8%)
b. 2% at 60 Formula: seven percent (7%)
c. 2% at 62 Formula: contribution required by the Public Employees’ Pension
Reform Act, calculated at fifty percent (50%) of the normal cost.
d. All CalPERS participants will contribute an additional percentage towards the
Employer contributions at rates set below:
a. 1% contribution towards the Employer contribution for all
miscellaneous plans
SECTION V. TERM OF EMPLOYMENT
A. Limited Hourly Classifications
The maximum employment term for limited hourly employees shall be less than 1000 hours during
any fiscal year unless otherwise approved as provided in section V(B). The maximum hours for a
retired PERS employee are 960 hours in a fiscal year. Limited Hourly Employees are “At-Will
“employees and may be terminated at any time without right of appeal.
Limited Hourly employment will not affect the probationary period or the service hire date of
regular classified employment.
City of Palo Alto
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B. Extension of Limited Hourly Employment.
The City Manager may authorize a Limited Hourly Employee to work more than 1000 hours per
fiscal year; subject to all applicable rules and regulations. Such authorization, along with a
statement of the anticipated duration shall be provided in writing to Human Resources in
advance of the extension of limited hourly employment. The duration of the employment
assignment shall be reviewed every six months to ensure appropriateness of extension and
ability to fund the extension within a department's allocated hourly budget.
SECTION VI. PERFORMANCE REVIEWS AND SALARY INCREASES
A. Performance Reviews
1. Limited Hourly Employees that demonstrate continued development and efficient and
effective service reflected in their performance appraisal may be eligible to receive a
salary step increase after one year date of hire and annually thereafter. Subsequent
salary reviews are based on performance appraisals and will depend upon
demonstrated satisfactory job performance and will not occur more than twice
annually.
2. Performance Reviews are a tool to recognize and develop employees. Performance
Reviews evaluate and document past performance and may provide development plans
that will assist employees to realize their full potential. Performance Reviews should be
completed on the Limited Hourly Employee Performance Review Form or other form
designated by Human Resources.
B. Salary Increases - General
1. A salary increase is based upon an appraisal of the hourly employee's job performance
and such appraisal must be submitted with the salary request. A Limited Hourly
Employee must receive a meets requirements rating in order to be considered for a
salary increase.
2. The maximum number of salary increases a Limited Hourly Employee may receive in
any one twelve-month working period is limited to two (2), regardless of total number
of hours accumulated.
C. Exceptional Leadership Ability and Job Performance
Upon written justification and departmental and Human Resources Department approval, a
Limited Hourly Employee who demonstrates EXCEPTIONAL leadership ability and job
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performance may be given a merit raise, if he/she displays outstanding job performance.
Such exceptional leadership must be documented on a designated performance appraisal
form. For those positions with salary steps, salary increases may not exceed the steps set
forth in approved salary schedules.
SECTION VII. WORK SCHEDULES AND UNIFORMS
A. Work Week and Work Day
1. The standard workday for limited hourly employees shall be eight hours to be worked
within a maximum of nine hours (five-day work week) or ten hours to be worked within a
maximum of eleven (four-day work week) or nine hours to be worked within a maximum of
ten for four days with a fifth day of four hours (four and one-half day work week); or, within
a fourteen-day period (9/80 plan with forty-hour work weeks), or any other schedule that
results in a 40-hour work week, or fits within the parameters of an FLSA 2080 Plan. The
“9/80 Plan” may not be used in any application that requires entitlement to FLSA overtime
for working the regular work week. With the exception of the “9/80 Plan” as described
above, the standard work week shall be forty hours to be worked within five consecutive
days. Work schedules shall be determined by departments based on business
requirements.
B. Uniforms
1. When uniforms are required by the City of Palo Alto to be worn by the employee as a
condition of employment, such uniforms will be provided by the City of Palo Alto.
SECTION VIII. LIMITED HOURLY CLASSIFICATIONS
Limited Hourly Classifications are reflected on Appendix A of this document.
SECTION IX. MANAGEMENT RIGHTS
Subject to State law and the provisions of the City of Palo Alto Employer-Employee Relations
Resolution, the rights of the City through its Council and Management include, but are not
limited to: the exclusive right to determine the mission of its constituent departments,
commissions and boards; set standards of service; determine the procedures and standards of
selection from employment and promotion; establish and enforce dress and grooming
standards; direct its employees; determine the methods and means to relieve its employees
from duty because of lack of work or other legitimate reasons; maintain the efficiency of
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governmental operations; determine the methods, means and personnel by which government
operations are to be conducted; determine the content and intent of job classifications;
determine methods of financing; determine style and/or types of City-issued wearing apparel,
equipment or technology to be used; determine and/or change the facilities, methods,
technology, means, organizational structure and size and composition of the work force and
allocate and assign work by which the City operations are to be conducted; determine and
change the number of locations, relocations and types of operations, processes and materials
to be used in carrying out all City functions including but not limited to, the right to contract for
or subcontract any work or operation of the City; to assign work to and schedule employees in
accordance with requirements as determined by the City and assignments upon reasonable
notice; establish and modify productivity and performance programs and standards including,
but not limited to, quality, and quantity standards; and to require compliance therewith, take
all necessary actions to carry out its mission in emergencies; and exercise complete control and
discretion over its organization and the technology of performing its work.
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Appendix A
Limited Hourly Employee Job Classifications
Administrative Specialist I
Performs administrative work that requires advanced skills or knowledge in support of a
department/division or program.
Administrative Specialist II
Performs more complex administrative work that requires advance skills or knowledge in
specialized software programs and data analysis in specialized areas in support of a
department/division or program. Two years of experience equivalent to that of an
Administrative Specialist I.
Assistant Park Ranger
Positions requiring at least 2 years of experience and specialized skills or advanced certificates
for First Aid, CPR, and heavy equipment operation. Prior experience as an open space
technician or park aide is essential.
Building Serviceperson
Under limited supervision, performs custodial duties and other related work as required to
maintain City buildings and facilities in a clean and orderly condition. Members of this
classification may be assigned to perform either public works duties or park duties. Two years
of experience equivalent to that of a Custodial Assistant.
Clerical Assistant
Under supervision, performs routine and repetitive computer inputting and clerical tasks, and
performs related work as required. May require cash handling.
Custodial Aide
Under close supervision, this entry-level position performs basic custodial duties as required to
maintain City buildings and facilities, performs room set-ups and take-downs, and other related
work.
Custodial Assistant
Under general supervision, performs custodial duties and other related work as required to
maintain City buildings and facilities in a clean and orderly condition. Members of this
classification may be assigned to perform either public works duties or parks duties.
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General Laborer – H
Performs general manual tasks. Performs various types of manual labor as needed. Possesses
knowledge of commonly-used concepts, practices, and procedures within a particular field.
Performs tasks in conformance within pre-established instructions. Works under general
supervision. Uses very limited independent judgment similar to that expected of an apprentice-
helper level laborer, consistent with pre-established instructions. May report to a lead worker,
but typically reports to a supervisor.
Requires a high school diploma or its equivalent with 1 year of related experience.
Salary to be determined – an hourly rate above $50/hour must be approved by the Director of
Human Resources before the City extends an offer of employment.
House Manager
Facility supervisor of special events, productions, concerts, rentals – etc. Involves high public
contact and customer service, including enforcement of rules and regulations. May include set-
up of events.
Instructor I
Under general supervision, prepares classes, programs and camp curriculum, presents classes
and field trips for schools and family audiences, and provides assignments to Instructor Aides
and volunteers. Requires previous teaching experience. Requires prior in-depth knowledge of
the disciplines to be taught. May require lifting up to 15 pounds.
Instructor II
Under limited supervision, prepares classes, programs and camp curriculum, presents classes
and field trips for schools and family audiences, and provides assignments to Instructor Aides
and volunteers. Requires at least two years of previous teaching experience. Requires prior in-
depth knowledge of the disciplines to be taught. May require lifting up to 15 pounds.
Instructor III
Independently prepares classes, programs and camp curriculum, presents classes and field trips
for schools and family audiences, and provides direction and mentoring for Instructor Is and IIs,
Aides and volunteers. Serves in a leadership capacity within the department. Requires at least 4
years of teaching experience and in-depth knowledge of the disciplines to be taught. May
require lifting up to 15 pounds.
Instructor Aide
Under general supervision, performs administrative work in support of Instructors in areas such
as course preparation, classroom assistance and related activities. May require lifting up to 15
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pounds.
Librarian
Under supervision, assists customers with reference inquiries, provides instruction in the use of
library resources and equipment; shelves materials and assists with core management or
organization of materials.
Distinguishing Characteristics:
The Librarian classification is the professional entry level classification within the Library Division.
The Librarian has the professional knowledge to identify, develop, interpret, and evaluate all
policies, procedures, programs and services to ensure the best quality of service to public library
users. It is a broad classification which covers a variety of work situations which require expertise
in areas of primary responsibility, as well as in common areas such as materials selection, public
library service and in computerized information systems. Significant portion of workday includes
direct public contact. Work hours may include early mornings, evenings and weekends.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Performs routine circulation tasks required to directly serve public, including registering
and maintaining files of borrowers; interpreting customer accounts and checking in and out library
materials via computerized equipment; accepting, payments for fines, bills, fees; assisting
customer with inquiries regarding availability and status of items in collections, and interviewing
and assisting users regarding circulation accounts and services. Refers circulation problems to
circulation staff or manager.
• May conduct library programs for children and adults; conduct tours and classes.
• May conduct reference interview and analyze, interpret and answer inquiries utilizing
resources in Palo Alto Libraries as well as other libraries and the community, referring unusual
questions to a Senior Librarian (Librarian II) or supervisor; assist customers in use of facility
including catalog, indexes, reference books and technology.
• Performs library programming, including planning, coordination, promotion and the
conduct of programs; cooperates with other City departments, community and library groups with
program co-sponsorship.
• Prepares displays to market the library’s collection; may write regular newsletter articles,
book reviews and program announcements for e-newsletters and publications; assists with social
media.
• May update library web pages; update online calendars; contribute calendar items to
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community organizations and data bases.
• Selects and de-selects library materials in one or more subject areas based on knowledge
of budget available, collection size, analysis of community past usage patterns and other criteria;
processes discarded materials.
• Assist with recruits, interviews, schedules, trains, initiates and coordinates, work of clerical,
paraprofessional, temporary and/or volunteer staff as assigned.
• May collect, maintain and report statistical records for a variety of library measures.
• As directed, performs copy and original cataloging and classification efficiently utilizing
online computerized cataloging system; assigns access points for materials; establishes new
bibliographic computer records in accordance with recognized standards.
• Maintains specific library collections and equipment including housing, physical
maintenance and arrangement.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• Master’s Degree in Library and Information Science or related education preferred.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties
and responsibilities which may include sitting for extended periods of time and operating assigned
library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public, maintaining a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
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Library Clerk
Under close general supervision performs technical and clerical tasks; assists customers with their
accounts; shelves materials; performs technical and clerical tasks as assigned.
Distinguishing Characteristics
Library Clerk is a classification found in the Library Department and is distinguished by the
performance of various technical and clerical duties under general supervision. Work hours may
vary and include nights and weekends. Includes direct public contact. Some previous knowledge of
library operations required.
ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• May answer customers’ questions.
• Checks in/out items; performs standard, holds, special handling and sorts; issues library
cards.
• Works at the Accounts Desk; handles customer accounts and fines; provides computer
assistance; performs shelving.
• May assist customers with library technology.
• Maintains computer files for library materials; adds, deletes and updates information.
• Data enters bibliographic data into the online library system.
• Communicates with vendors to request approved items or to ask questions; refers further
communications to the supervisor.
• Accepts and unpacks deliveries and shipments of library materials; checks for accuracy;
returns incorrect or damaged materials to vendors.
• Receives and invoices materials into the library’s computer system.
• Performs RFID tagging Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ items and locates items listed on hold for the library branch or on reserve
for LINK+.
• Assists with special projects and programs.
• May perform mail delivery.
• Provides basic assistance to customers.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
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• High school diploma or equivalent and 6 months experience working in a library
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of library procedures and item shelving structure.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of a personal computer and various software applications.
• Knowledge of effective customer service.
• Ability to use the library catalog.
• Ability to perform cash handling and use a cash register.
• Ability to perform basic mathematical calculations.
• Ability to work varied schedule including mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties
and responsibilities which may include sitting for extended periods of time and operating assigned
library equipment.
• Ability to work varied schedule including early mornings, evenings, and weekends. Ability
to communicate with others and to assimilate and understand information, in a manner consistent
with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
Work in a library environment with the public; maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Library Page
Under close supervision, shelves materials; performs routine clerical and support tasks as assigned.
Distinguishing Characteristics:
Library Page is a classification found in the Library Department and is distinguished by the
performance of routine clerical duties under supervision. Work hours may vary and include nights
and weekends. May include direct public contact. No previous knowledge of library operations
required.
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ESSENTIAL DUTIES:
Essential and other important responsibilities and duties may include, but are not limited to, the
following:
• Shifts collections; pulls or weeds items; performs sweeps.
• Returns library materials to the shelves.
• Performs RFID tagging
• Performs shelf reading.
• Assists in the setup of programs; performs program cleanup.
• Processes LINK+ and locates items listed on hold for the library branch or on reserve for
Link+
• Performs general cleaning and organization of the library’s areas.
• Assist with open and close procedures.
• May assist with special projects and programs.
• Performs mail delivery.
• May provide directional assistance to customers.
• Works with Automated Materials Handling machine; moving and sorting bins, and sorting
returned items.
• Performs related duties and responsibilities as required.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills, and abilities which would typically be acquired through:
• No experience necessary.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Ability to work effectively with public and co-workers in variety of circumstances. Ability to
work with wide variety of people.
• Knowledge of alphabetical and numerical filing systems.
• Knowledge of the library catalog.
• Ability to work varied schedule including early mornings, evenings and weekends
• Ability to maintain physical condition appropriate to the performance of assigned duties
and responsibilities which may include sitting for extended periods of time and operating assigned
library equipment.
• Ability to communicate with others and to assimilate and understand information, in a
manner consistent with the essential job functions.
• Ability to operate assigned equipment.
• Ability to make sound decisions in a manner consistent with the essential job functions.
WORKING CONDITIONS / PHYSICAL REQUIREMENTS:
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Work in a library environment with the public, maintains a professional appearance; sustained
posture in a standing, walking or seated position for prolonged periods of time; perform bending,
lifting, crouching and pushing items weighing up to 50 pounds; perform repetitive small hand and
arm motions for prolonged periods of time; may travel to other library facilities; exposed to
computer screens for prolonged periods of time.
Maintenance Assistant
Under general supervision, responsible for skilled and semiskilled tasks in one or more of the
following areas:
Landscape and turf maintenance of parks and golf courses, including tree maintenance and turf
renovation, City building and facilities, City streets, sewers, and storm drains, City vehicles and
equipment. Performs related tasks as required. Requires experience with power equipment
and a valid California driver’s license. May require drug testing.
Management Specialist
May perform work associated or equal in complexity with responsible City managerial or staff
position. Classification may be used for individuals involved in confidential areas involved with
employee relations, labor relations, and other discreet/confidential projects. Compensation to
be determined according to tasks assigned and qualifications required.
Open Space Technician
Under general supervision performs work assignments in Parks and Open Space areas that
assist in the protection, preservation and maintenance of Palo Alto open space lands. Entry-
level positions that require familiarity with power tools such as weed whips and chain saws.
Police Reserve I
Reserve officer who has received requisite level of training to operate in a solo capacity.
Police Reserve II
Reserve officer who must be accompanied by a regular sworn officer or a Police Reserve I in
performance of duties.
Print Shop Assistant
Under supervision, provides assistance in the Print Shop in duplication, finishing work, mail
distribution and other support function duties, often under tight deadlines.
Project Construction Inspector
Inspection of City construction projects to ensure conformance with plan and specifications,
documentation of contractor’s daily activities, verification of materials and quantities used, and
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notification to and contact with the residents in the project area.
Project Specialist
Support for an administrative tasks related to City programs and projects on an ongoing basis,
requiring technical and administrative skills such as scheduling, research and report writing,
project development and design, ongoing project implementation and administration, and
budget tracking and conformance.
Recreation Leader I
Entry level positions that do not require previous experience including:
Teen leaders
Gymnastics Instructors
Sports Camp Assistants
Special Event Assistants
Summer Camp Counselors
Coaches
Recreation Leader II
Positions require at least one season of experience and certifications in a related field including:
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aide)
Assistant Pool Manager
Senior Swim Instructor/Lifeguard (Lifeguard Training, First Aid and CPR)
Summer Camp Assistants
Coaches
Recreation Leader III
Positions require at least 2 years of experience and specialized skills or advanced certifications
in a related field including:
Summer Camp Leaders
Teen Outreach Leaders
Coaches
Substitute Teachers
Sports Camp Leaders (CPR and First Aid)
Sport Officials (CPR and First Aid)
Pool Manager
Gymnastic/Dance Instructors (Recreation Leader II requirements and Safety Certification
and one of the following certifications: Professional Development Program II, Kinder
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Accreditation for Teachers or Movement Education and Learning Development.)
Stock Clerk
Under supervision, performs a variety of inventory maintenance functions including receiving,
storing and delivering supplies. Includes maintaining and reviewing computerized inventory
records; performs other related work as required.
Swim Instructor/Lifeguard
Monitors pool activities to enforce regulations and prevent accidents, rescue swimmers in
distress, conducts swimming lessons in accordance with American Red Cross or other national
recognized aquatics programs and performs other related duties as required. Certificates in
Lifeguard Training, First Aid and CPR required.
Technical Specialist
Under general supervision, responsible for work that requires technical skills associated with
one or more of the following areas: drafting/CAD, electronics, computer systems, engineering,
environmental science, or planning.
Technician I
Performs less advanced technical work than that of the Technician II class. Normally requires
some specialized skills such as basic life support/paramedic, drafting, electronics, building
maintenance, crafts, etc. and ability to operate associated vehicles or equipment.
Technician II
Under general supervision, responsible for work as performed by advanced technical skills
associated with one or more of the following areas: drafting/CAD, electronics computer
systems, engineering, environmental science, or planning. Classification may be used for
individuals involved in conducting surveys, opinion polls, and other data collection assignments
where analysis of data may be required.
Arts & Science Professional I
Under general supervision, performs highly skilled jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting
design and direction, studio supervision, development of educational programs, etc.
Arts & Science Professional II
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Under limited supervision, performs highly specialized jobs in support of performing and visual
arts. Examples would include exhibit design and installation, graphic design, exhibit mechanical
and electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits,theater scenery, costume & lighting design
and direction, studio supervision, development of educational programs, etc. Two years of
experience equivalent to that of a Arts & Science Professional I.
Arts & Science Professional III - H
Independently performs highly specialized jobs in support of performing and visual arts.
Examples would include exhibit design and installation, graphic design, exhibit mechanical and
electrical design, exhibit problem solving, installation and maintenance, materials and parts
sourcing for exhibits, managing outsourced custom fabrication of specialty parts, and working
with Arts & Sciences Producers on design of exhibits, theater scenery, costume & lighting
design and direction, studio supervision, development of educational programs, etc. Five years
of experience equivalent to that of an Arts & Science Professional I. May require lifting up to 15
pounds.
Arts & Science Technician
Under supervision, performs paraprofessional and skilled support to a specific performing or
visual arts program area such as lighting, props, building, painting, stitching – etc.
Arts & Science Aide
Under general supervision, performs general unskilled and some semiskilled tasks in support of
theater, arts and museum programs.
Zoological Assistant
Under supervision, performs assignments that assist in the maintenance, control, and shelter of
animals in the zoo and other City facilities.
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Appendix B
Limited Hourly Salary Schedule
Job Code FLSA Job Title Step Effective 1/1/2023 (Min
Wage)
Effective Upon Council
Adoption 8/26/2023 (4%
Increase +Target Adj)
Effective 7/16/2024 (4%
Increase)
1 $25.56 $26.84 $27.91
2 $26.90 $28.25 $29.38
910 Non-exempt Administrative Specialist I 3 $28.32 $29.74 $30.93
4 $29.81 $31.30 $32.56
5 $31.38 $32.95 $34.27
1 $30.50 $32.02 $33.32
2 $32.10 $33.71 $35.07
913 Non-exempt Administrative Specialist II 3 $33.79 $35.48 $36.92
4 $35.57 $37.35 $38.86
5 $37.44 $39.32 $40.90
1 $25.56 $27.87 $28.98
2 $26.90 $29.34 $30.50
915 Non-exempt Assistant Park Ranger 3 $28.32 $30.88 $32.11
4 $29.81 $32.50 $33.80
5 $31.38 $34.21 $35.58
1 $23.59 $24.79 $25.77
2 $24.83 $26.09 $27.13
916 Non-exempt Building Service Person 3 $26.14 $27.46 $28.56
4 $27.52 $28.90 $30.06
5 $28.97 $30.42 $31.64
1 $20.69 $21.75 $22.61
2 $21.78 $22.89 $23.80
917 Non-exempt Clerical Assistant 3 $22.93 $24.09 $25.05
4 $24.14 $25.36 $26.37
5 $25.41 $26.69 $27.76
1 $17.25 $18.38 $19.12
2 $18.16 $19.35 $20.13
918 Non-exempt Custodial Aide 3 $19.12 $20.37 $21.19
4 $20.13 $21.44 $22.31
5 $21.19 $22.57 $23.48
1 $19.57 $20.84 $21.69
2 $20.60 $21.94 $22.83
919 Non-exempt Custodial Assistant 3 $21.68 $23.09 $24.03
4 $22.82 $24.31 $25.29
5 $24.02 $25.59 $26.62
Limited Hourly Group Salary Schedule
Job Code FLSA Job Title Step Effective 1/1/2023 (Min
Wage)
Effective Upon Council
Adoption 8/26/2023 (4%
Increase +Target Adj)
Effective 7/16/2024 (4%
Increase)
1 $19.24 $20.49 $21.32
2 $20.25 $21.57 $22.44
920 Non-exempt House Manager 3 $21.32 $22.71 $23.62
4 $22.44 $23.90 $24.86
5 $23.62 $25.16 $26.17
1 $17.25 $18.38 $19.12
2 $18.16 $19.35 $20.13
921 Non-exempt Instructor Aide 3 $19.12 $20.37 $21.19
4 $20.13 $21.44 $22.31
5 $21.19 $22.57 $23.48
1 $24.16 $25.73 $26.77
2 $25.43 $27.08 $28.18
922 Non-exempt Instructor I 3 $26.77 $28.51 $29.66
4 $28.18 $30.01 $31.22
5 $29.66 $31.59 $32.86
1 $29.41 $31.32 $32.58
2 $30.96 $32.97 $34.29
923 Non-exempt Instructor II 3 $32.59 $34.70 $36.09
4 $34.30 $36.53 $37.99
5 $36.10 $38.45 $39.99
1 $33.85 $36.05 $37.50
2 $35.63 $37.95 $39.47
982 Non-exempt Instructor III 3 $37.50 $39.95 $41.55
4 $39.47 $42.05 $43.74
5 $41.55 $44.26 $46.04
1 $31.05 $32.60 $33.92
2 $32.68 $34.32 $35.70
924 Non-exempt Librarian 3 $34.40 $36.13 $37.58
4 $36.21 $38.03 $39.56
5 $38.12 $40.03 $41.64
1 $23.13 $25.21 $26.23
2 $24.35 $26.54 $27.61
925 Non-exempt Library Clerk 3 $25.63 $27.94 $29.06
4 $26.98 $29.41 $30.59
5 $28.40 $30.96 $32.20
Limited Hourly Group Salary Schedule
Job Code FLSA Job Title Step Effective 1/1/2023 (Min
Wage)
Effective Upon Council
Adoption 8/26/2023 (4%
Increase +Target Adj)
Effective 7/16/2024 (4%
Increase)
1 $17.25 $18.82 $19.58
2 $18.16 $19.81 $20.61
930 Non-exempt Library Page 3 $19.12 $20.85 $21.69
4 $20.13 $21.95 $22.83
5 $21.19 $23.10 $24.03
1 $18.61 $19.82 $20.62
2 $19.59 $20.86 $21.71
935 Non-exempt Maintenance Assistant 3 $20.62 $21.96 $22.85
4 $21.71 $23.12 $24.05
5 $22.85 $24.34 $25.32
1 $18.61 $20.29 $21.10
2 $19.59 $21.36 $22.21
936 Non-exempt Open Space Technician 3 $20.62 $22.48 $23.38
4 $21.71 $23.66 $24.61
5 $22.85 $24.91 $25.91
1 $23.13 $24.28 $25.27
2 $24.35 $25.56 $26.60
937 Non-exempt Print Shop Assistant 3 $25.63 $26.91 $28.00
4 $26.98 $28.33 $29.47
5 $28.40 $29.82 $31.02
1 $33.46 $35.12 $36.55
2 $35.22 $36.97 $38.47
938 Non-exempt Project Construction
Inspector
3 $37.07 $38.92 $40.49
4 $39.02 $40.97 $42.62
5 $41.07 $43.13 $44.86
1 $25.56 $26.84 $27.91
2 $26.90 $28.25 $29.38
939 Non-exempt Project Specialist 3 $28.32 $29.74 $30.93
4 $29.81 $31.30 $32.56
5 $31.38 $32.95 $34.27
1 $17.25
2 $18.16
940 Non-exempt Recreation Aide 3 $19.12
4 $20.13
5 $21.19
Limited Hourly Group Salary Schedule
Job Code FLSA Job Title Step Effective 1/1/2023 (Min
Wage)
Effective Upon Council
Adoption 8/26/2023 (4%
Increase +Target Adj)
Effective 7/16/2024 (4%
Increase)
1 $17.25 $18.38 $19.12
2 $18.16 $19.35 $20.13
941 Non-exempt Recreation Leader I 3 $19.12 $20.37 $21.19
4 $20.13 $21.44 $22.31
5 $21.19 $22.57 $23.48
1 $19.12 $20.37 $21.19
2 $20.13 $21.44 $22.31
942 Non-exempt Recreation Leader II 3 $21.19 $22.57 $23.48
4 $22.31 $23.76 $24.72
5 $23.48 $25.01 $26.02
1 $21.19 $22.57 $23.48
2 $22.31 $23.76 $24.72
943 Non-exempt Recreation Leader III 3 $23.48 $25.01 $26.02
4 $24.72 $26.33 $27.39
5 $26.02 $27.72 $28.83
1 $18.51 $19.71 $20.49
2 $19.48 $20.75 $21.57
948 Non-exempt Stock Clerk 3 $20.50 $21.84 $22.71
4 $21.58 $22.99 $23.91
5 $22.72 $24.20 $25.17
1 $20.69 $21.75 $22.61
2 $21.78 $22.89 $23.80
950 Non-exempt Technical Specialist 3 $22.93 $24.09 $25.05
4 $24.14 $25.36 $26.37
5 $25.41 $26.69 $27.76
1 $17.25 $18.38 $19.12
2 $18.16 $19.35 $20.13
954 Non-exempt Arts & Science Aide 3 $19.12 $20.37 $21.19
4 $20.13 $21.44 $22.31
5 $21.19 $22.57 $23.48
1 $24.16 $25.73 $26.77
2 $25.43 $27.08 $28.18
951 Non-exempt Arts & Science Professional
I
3 $26.77 $28.51 $29.66
4 $28.18 $30.01 $31.22
5 $29.66 $31.59 $32.86
Limited Hourly Group Salary Schedule
Job Code FLSA Job Title Step Effective 1/1/2023 (Min
Wage)
Effective Upon Council
Adoption 8/26/2023 (4%
Increase +Target Adj)
Effective 7/16/2024 (4%
Increase)
1 $29.41 $31.32 $32.58
2 $30.96 $32.97 $34.29
952 Non-exempt Arts & Science Professional
II
3 $32.59 $34.70 $36.09
4 $34.30 $36.53 $37.99
5 $36.10 $38.45 $39.99
1 $33.85 $36.05 $37.50
2 $35.63 $37.95 $39.47
983 Non-exempt Arts & Science Professional
III
3 $37.50 $39.95 $41.55
4 $39.47 $42.05 $43.74
5 $41.55 $44.26 $46.04
1 $17.32 $18.45 $19.19
2 $18.23 $19.42 $20.20
953 Non-exempt Arts & Science Technician 3 $19.19 $20.44 $21.26
4 $20.20 $21.52 $22.38
5 $21.26 $22.65 $23.56
1 $25.56 $27.22 $28.31
2 $26.90 $28.65 $29.80
955 Non-exempt Zoological Assistant 3 $28.32 $30.16 $31.37
4 $29.81 $31.75 $33.02
5 $31.38 $33.42 $34.76
1
2
960 Non-exempt Police Reserve I 3 $53.50 $55.64
4
5
1
2
961 Non-exempt Police Reserve II 3 $47.95 $49.87
4
5
1 $18.61 $19.36 $20.14
2 $19.59 $20.38 $21.20
962 Non-exempt Technician I 3 $20.62 $21.45 $22.32
4 $21.71 $22.58 $23.49
5 $22.85 $23.77 $24.73
$51.87
$57.87
Limited Hourly Group Salary Schedule
Job Code FLS A Job Title S te p
Min Ma x Min Ma x Min Ma x
TBD Non- Exe mpt Ge ne ra l La bore r $17.25 $68.88 $17.69 $71.64 $18.40 $74.51
TBD Non- Exe mpt Inspe c tor $17.25 $68.88 $17.69 $71.64 $18.40 $74.51
TBD Non- Exe mpt Journe y Le ve l La bore r $17.25 $68.88 $17.69 $71.64 $18.40 $74.51
TBD Non- Exe mpt S ta ff S pe c ialist $17.25 $68.88 $17.69 $71.64 $18.40 $74.51
9 72 Non- Exe mpt Ma nage me nt S pe c ia list $17.25 $130.00 $17.69 $130.00 $18.40 $130.00
Efft 1/1/2 0 2 3 (Min wa ge )
Effe c tive upon Counc il Adoption
8 /26 /2 3 (4 % Incre a se + Ta rge t
Adj)
Effec tive 7 /16 /2 0 2 4 (4 % Incre a se )
Limited Hourly Group Salary Schedule
Job Code FLSA Status Classifications Grade
Codes Min Mid Max Min Mid Max
190 Non-Exempt Accountant 690P $42.15 $52.68 $63.22 $87,672 $109,574 $131,498
76 Exempt Administrative Assistant 750P $33.70 $42.12 $50.55 $70,096 $87,610 $105,144
115 Exempt Assistant Chief Building Official 405M $61.18 $76.47 $91.77 $127,254 $159,058 $190,882
132 Exempt Assistant Chief of Police 100A $100.25 $125.31 $150.38 $208,520 $260,645 $312,790
108 Exempt Assistant City Attorney 165A $76.94 $96.17 $115.41 $160,035 $200,034 $240,053
109 Exempt Assistant City Clerk 630M $46.58 $58.22 $69.87 $96,886 $121,098 $145,330
107 Exempt Assistant City Manager 20E $100.00 $124.99 $149.99 $208,000 $259,979 $311,979
73 Exempt Assistant Director Administrative Services 120A $82.99 $103.73 $124.48 $172,619 $215,758 $258,918
126 Exempt Assistant Director Community Services 150A $79.46 $99.32 $119.19 $165,277 $206,586 $247,915
1007 Exempt Assistant Director Human Resources 155A $76.84 $96.04 $115.25 $159,827 $199,763 $239,720
2001 Exempt Assistant Director Library Services 160A $71.75 $89.68 $107.62 $149,240 $186,534 $223,850
10 Exempt Assistant Director Planning & Community Environment 130A $80.81 $101.01 $121.22 $168,085 $210,101 $252,138
143 Exempt Assistant Director Public Works 140A $79.88 $99.84 $119.81 $166,150 $207,667 $249,205
168 Exempt Assistant Fleet Manager 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
102 Exempt Assistant Manager WQCP 240D $66.07 $82.58 $99.10 $137,426 $171,766 $206,128
30 Exempt Assistant to the City Manager 390M $64.79 $80.98 $97.18 $134,763 $168,438 $202,134
118 Exempt Chief Building Official 290M $78.36 $97.95 $117.54 $162,989 $203,736 $244,483
2008 Exempt Chief Communications Officer 135A $76.41 $95.51 $114.62 $158,933 $198,661 $238,410
112 Exempt Chief Planning Official 220D $70.08 $87.60 $105.12 $145,766 $182,208 $218,650
95 Exempt Chief Procurement Officer 235D $59.86 $74.82 $89.79 $124,509 $155,626 $186,763
82 Exempt Chief Transportation Official 140A $75.94 $94.92 $113.91 $157,955 $197,434 $236,933
96 Exempt Claims Investigator 660P $40.94 $51.17 $61.41 $85,155 $106,434 $127,733
24 Exempt Communication Specialist 615M $44.30 $55.37 $66.45 $92,144 $115,170 $138,216
89 Exempt Contracts Administrator 585P $52.00 $65.00 $78.00 $108,160 $135,200 $162,240
186 Non-Exempt Coordinator Library Circulation 675M $42.29 $52.86 $63.44 $87,963 $109,949 $131,955
191 Exempt Fire Marshal 125A $91.24 $114.04 $136.85 $189,779 $237,203 $284,648
11 Exempt Deputy City Attorney 375M $60.35 $75.43 $90.52 $125,528 $156,894 $188,282
71 Exempt Deputy City Clerk 720M $36.49 $45.61 $54.74 $75,899 $94,869 $113,859
55 Exempt Deputy City Manager 115A $79.33 $99.16 $119.00 $165,006 $206,253 $247,520
195 Exempt Deputy Director Technical Services Division 200D $74.84 $93.55 $112.26 $155,667 $194,584 $233,501
20 Exempt Deputy Fire Chief 110A $95.04 $118.79 $142.55 $197,683 $247,083 $296,504
81 Exempt Director Administrative Services/Chief Financial Officer 50E $96.60 $120.74 $144.89 $200,928 $251,139 $301,371
72 Exempt Director Community Services 45E $91.85 $114.81 $137.78 $191,048 $238,805 $286,582
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
Hourly Rate Annual Salary
Page 1
Job Code FLSA Status Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
Hourly Rate Annual Salary
1012 Exempt Director Development Services 145A $80.69 $100.86 $121.04 $167,835 $209,789 $251,763
133 Exempt Director Human Resources/Chief People Officer 55E $92.09 $115.11 $138.14 $191,547 $239,429 $287,331
128 Exempt Director Information Technology/Chief Information Officer 25E $100.58 $125.72 $150.87 $209,206 $261,498 $313,810
131 Exempt Director Libraries 60E $86.00 $107.50 $129.00 $178,880 $223,600 $268,320
2028 Exempt Director of Emergency Medical Services 215D $72.42 $90.52 $108.63 $150,634 $188,282 $225,950
2005 Exempt Director Office of Emergency Services 215D $72.42 $90.52 $108.63 $150,634 $188,282 $225,950
49 Exempt Director Office of Management and Budget 120A $82.99 $103.73 $124.48 $172,619 $215,758 $258,918
134 Exempt Director Planning & Community Environment 40E $96.84 $121.05 $145.26 $201,427 $251,784 $302,141
135 Exempt Director Public Works/City Engineer 30E $98.08 $122.60 $147.12 $204,006 $255,008 $306,010
121 Exempt Director Utilities 10E $115.75 $144.68 $173.62 $240,760 $300,934 $361,130
2002 Exempt Division Head Library Services 260D $62.69 $78.36 $94.04 $130,395 $162,989 $195,603
172 Exempt Division Manager Open Space, Parks & Golf 245D $65.17 $81.46 $97.76 $135,554 $169,437 $203,341
2031 Exempt Division Manager Planning 220D $70.08 $87.60 $105.12 $145,766 $182,208 $218,650
1005 Exempt Executive Assistant to the City Manager 705M $38.06 $47.57 $57.09 $79,165 $98,946 $118,747
139 Exempt Fire Chief 35E $109.32 $136.64 $163.97 $227,386 $284,211 $341,058
163 Exempt Hearing Officer 480M $53.57 $66.96 $80.36 $111,426 $139,277 $167,149
101 Exempt Human Resources Representative 735P $35.61 $44.51 $53.42 $74,069 $92,581 $111,114
90 Exempt Landscape Architect Park Planner 510M $51.02 $63.77 $76.53 $106,122 $132,642 $159,182
2015 Exempt Legal Fellow 755P $44.87 $56.08 $67.30 $93,330 $116,646 $139,984
171 Exempt Management Analyst 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
79 Exempt Manager Accounting 235D $63.30 $79.12 $94.95 $131,664 $164,570 $197,496
2007 Exempt Manager Airport 210D $72.66 $90.82 $108.99 $151,133 $188,906 $226,699
2023 Exempt Manager Budget 360M $67.16 $83.95 $100.74 $139,693 $174,616 $209,539
38 Exempt Manager Communications 525M $51.32 $64.15 $76.98 $106,746 $133,432 $160,118
154 Exempt Manager Community Services 630M $47.72 $59.64 $71.57 $99,258 $124,051 $148,866
169 Exempt Manager Community Services Sr Program 585M $51.26 $64.07 $76.89 $106,621 $133,266 $159,931
1013 Exempt Manager Development Center 495M $57.92 $72.40 $86.88 $120,474 $150,592 $180,710
63 Exempt Manager Economic Development 220D $66.88 $83.60 $100.32 $139,110 $173,888 $208,666
44 Exempt Manager Employee Benefits 450M $57.23 $71.53 $85.84 $119,038 $148,782 $178,547
45 Exempt Manager Employee Relations & Training 235D $63.30 $79.12 $94.95 $131,664 $164,570 $197,496
93 Exempt Manager Environmental Control Program 419M $62.26 $77.82 $93.39 $129,501 $161,866 $194,251
1116 Exempt Manager Facilities 445M $54.93 $68.66 $82.40 $114,254 $142,813 $171,392
2030 Exempt Manager Finance 223D $66.44 $83.04 $99.65 $138,195 $172,723 $207,272
Page 2
Job Code FLSA Status Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
Hourly Rate Annual Salary
127 Exempt Manager Fleet 255D $55.48 $69.35 $83.22 $115,398 $144,248 $173,098
2018 Exempt Manager Human Services 540M $53.81 $67.26 $80.72 $111,925 $139,901 $167,898
32 Exempt Manager Information Technology 230D $64.72 $80.89 $97.07 $134,618 $168,251 $201,906
2006 Exempt Manager Information Technology Security 230D $61.20 $76.50 $91.80 $127,296 $159,120 $190,944
158 Exempt Manager Laboratory Services 495M $52.28 $65.35 $78.42 $108,742 $135,928 $163,114
78 Exempt Manager Library Services 565M $50.61 $63.26 $75.92 $105,269 $131,581 $157,914
92 Exempt Manager Maintenance Operations 469M $51.22 $64.02 $76.83 $106,538 $133,162 $159,806
26 Exempt Manager Transportation Planning 345M $67.27 $84.08 $100.90 $139,922 $174,886 $209,872
51 Exempt Manager Planning 415M $61.47 $76.83 $92.20 $127,858 $159,806 $191,776
103 Exempt Manager Real Property 235D $59.86 $74.82 $89.79 $124,509 $155,626 $186,763
2011 Exempt Manager Revenue Collections 250D $56.26 $70.32 $84.39 $117,021 $146,266 $175,531
160 Exempt Manager Solid Waste 330M $65.84 $82.30 $98.76 $136,947 $171,184 $205,421
57 Exempt Manager Treasury, Debt & Investments 235D $61.72 $77.15 $92.58 $128,378 $160,472 $192,566
86 Exempt Manager Urban Forestry 436M $57.07 $71.33 $85.60 $118,706 $148,366 $178,048
178 Exempt Manager Water Quality Control Plant 205D $74.57 $93.21 $111.86 $155,106 $193,877 $232,669
39 Exempt Manager Watershed Protection 330M $67.09 $83.86 $100.64 $139,547 $174,429 $209,331
1008 Exempt Office of Emergency Services Coordinator 525M $49.78 $62.22 $74.67 $103,542 $129,418 $155,314
2024 Exempt Performance Auditor I 750P $33.70 $42.12 $50.55 $70,096 $87,610 $105,144
100 Exempt Performance Auditor II 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
148 Exempt Police Chief 15E $112.85 $141.06 $169.28 $234,728 $293,405 $352,102
2021 Exempt Chief Assistant City Attorney 101A $99.48 $124.35 $149.22 $206,918 $258,648 $310,378
2016 Exempt Principal Business Analyst 310M $63.77 $79.71 $95.66 $132,642 $165,797 $198,973
2029 Exempt Principal Planner 469M $51.63 $64.53 $77.44 $107,390 $134,222 $161,075
2003 Exempt Principal Management Analyst 360M $63.52 $79.40 $95.28 $132,122 $165,152 $198,182
2009 Exempt Project Manager 570M $52.34 $65.42 $78.51 $108,867 $136,074 $163,301
2012 Exempt Public Safety Communications Manager 495M $52.28 $65.35 $78.42 $108,742 $135,928 $163,114
166 Exempt Public Safety Program Manager 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
117 Exempt Senior Accountant 525M $55.93 $69.91 $83.90 $116,334 $145,413 $174,512
2013 Exempt Senior Business Analyst - M 420M $55.52 $69.40 $83.28 $115,482 $144,352 $173,222
187 Exempt Senior Engineer 300M $71.47 $89.33 $107.20 $148,658 $185,806 $222,976
106 Exempt Senior Executive Assistant 450M $54.12 $67.65 $81.18 $112,570 $140,712 $168,854
157 Exempt Senior Human Resources Administrator 545M $48.72 $60.89 $73.07 $101,338 $126,651 $151,986
14 Exempt Senior Management Analyst 465M $54.08 $67.59 $81.11 $112,486 $140,587 $168,709
Page 3
Job Code FLSA Status Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
Hourly Rate Annual Salary
130 Exempt Senior Performance Auditor 510M $51.02 $63.77 $76.53 $106,122 $132,642 $159,182
53 Exempt Senior Project Manager 300M $71.47 $89.33 $107.20 $148,658 $185,806 $222,976
33 Exempt Senior Technologist 420M $60.52 $75.65 $90.78 $125,882 $157,352 $188,822
155 Exempt Superintendent Animal Services 540M $48.59 $60.73 $72.88 $101,067 $126,318 $151,590
83 Exempt Superintendent Community Services 480M $58.01 $72.51 $87.02 $120,661 $150,821 $181,002
1117 Exempt Superintendent Recreation 480M $58.01 $72.51 $87.02 $120,661 $150,821 $181,002
2022 Exempt Supervising Librarian 675M $42.45 $53.06 $63.68 $88,296 $110,365 $132,454
161 Exempt Supervisor Facilities Management 600M $45.25 $56.56 $67.88 $94,120 $117,645 $141,190
113 Exempt Supervisor Inspection and Surveying 540M $48.59 $60.73 $72.88 $101,067 $126,318 $151,590
146 Exempt Supervisor Warehouse 660M $40.94 $51.17 $61.41 $85,155 $106,434 $127,733
181 Exempt Supervisor Water Quality Control Operations 525M $49.78 $62.22 $74.67 $103,542 $129,418 $155,314
2027 Exempt Utilities Chief Operating Officer 60E $83.41 $104.26 $125.12 $173,493 $216,861 $260,250
327 Exempt Supervisor Code Enforcement TBD $51.29 $64.11 $76.94 $106,683 $133,349 $160,035
905 Non-Exempt Human Resources Technician 830C $29.85 $37.31 $44.78 $62,088 $77,605 $93,142
903 Non-Exempt Legal Secretary-Confidential 820C $30.60 $38.24 $45.89 $63,648 $79,539 $95,451
67 Exempt Secretary to City Attorney 800C $36.26 $45.32 $54.39 $75,421 $94,266 $113,131
1004 Non-Exempt Senior Legal Secretary - Confidential 810C $33.70 $42.12 $50.55 $70,096 $87,610 $105,144
Confidential Classifications
Page 4
Dear Mayor and Council Members:
On behalf of City Manager Ed Shikada, please find below the staff responses to questions from
Councilmember Tanaka regarding the Monday, August 14 Council Meeting consent agenda items.
Item 2: Adoption of Memorandum of Agreement with Service Employees International Union Hourly
Unit and Compensation Plan for Unrepresented Limited Hourly Employees, effective upon adoption
through June 30, 2025; and Adoption of revised Management and Professional Salary Schedule to add
one new classification effective July 1, 2023; CEQA Status - Not a project
1. How do our proposed salary structures and benefits compare to other cities of similar size and
demographics?
Staff response: The proposed salary structure for our part-time hourly employees includes a 4% cost
of living adjustment; this is in alignment with surrounding Bay Area agencies for this fiscal year. FY
2023-2024: For example, for cost-of-living adjustments: Santa Clara: 5%, Sunnyvale 6.5%, Redwood
City 3%, Hayward 5%, Fremont 5%, Berkeley 1%.
The City’s target market placement for City classifications has been at or around the 75th percentile
of the market. Though a market study specifically for hourly classifications was not conducted, the
hourly unit classifications were provided the same cost of living adjustment and similar target
market adjustments as comparable classifications in other units.
As for benefits, the City does provide a medical stipend negotiated with the Service Employee
International Union (SEIU) for their represented hourly employees that is unique to the area.
Holidays and sick leave benefits are in alignment with surrounding agencies and state legal
requirements. Overall, pension benefits are not paid to part-time hourly employees unless
mandated by the California Public Employee Retirement System rules.
2. How might the proposed changes impact the budgets of other departments, especially those with
a significant number of hourly employees? And, Does the city have contingency plans in place if
the anticipated balances in appropriated funds are not sufficient to cover the costs of the
proposed changes?
Staff response: Staff does not anticipate a material impact to the department’s budgets due to the
proposed hourly rates and limited number of hours (approx. 20 hours per week) that are performed
by hourly workers, our lowest paid employees. Additionally, many hourly workers are seasonal and
thus primarily high in the summer and fewer hours during the remainder of the year. Consistent
with past practice, the FY 2024 Adopted Budget assumes a 2% wage increase for labor groups that
do not have agreements in place. The additional cost to fund the final agreement terms are
expected to be absorbed through department vacancy savings, or use of reserves such as fund
balance, in the first year. Beginning in FY 2025, staff will include these compensation adjustments in
the budget planning process. Staff will continue to monitor expenses throughout FY 2024 and
recommend adjustments, if necessary, to align appropriated expenses with projected costs.
Item 4: Approval of Contract with Enterprise Roofing Service, Inc. for the Lucie Stern Community
Center Roof Underlayment Replacement Project; CEQA status - exempt under CEQA Guideline
Sections 15301 and 15302
1. Given that Enterprise Roofing Service has the lowest bid, has the city conducted a thorough
background check on the company to ensure they have a history of completing projects on time,
within budget, and to the required quality standards?
Staff response: Enterprise Roofing Service has been in business since 1962 and they are well known
in the roofing industry. Just last year, they completed replacement of the Cubberley H Wing roof for
the City. The project was completed on time and on budget.
2. What is the suspected reason for the drastic price differences in the bids?
Staff response: It is not uncommon to see these pricing differences for roofing projects. Roofing
contractors typically consider weather, manpower, and project scheduling when determining their
bids. Enterprise Roofing Service may have had few jobs lined up at the time they provided their bid,
and therefore provided more aggressive pricing.