HomeMy WebLinkAboutReso 141-2021 (21-565)City of South San Francisco P.O. Box 711 (City Hall,
400 Grand Avenue)
South San Francisco, CA
City Council
' Resolution: RES 141-2021
File Number: 21-565 Enactment Number: RES 141-2021
RESOLUTION APPROVING THE SUCCESSOR
MEMORANDUMS OF UNDERSTANDING BETWEEN
THE CITY AND THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL EMPLOYEES
(AFSCME) LOCAL 829, TEAMSTERS LOCAL 856 -
MID MANAGEMENT UNIT, TEAMSTERS LOCAL
856 - CONFIDENTIAL UNIT, AND INTERNATIONAL
UNION OF OPERATION ENGINEERS (IUOE) LOCAL
39 FOR JULY 1, 2021 - JUNE 30, 2022.
WHEREAS, City staff and appointed negotiators met and conferred with the American
Federation of State, County, and Municipal Employees (AFSCME) Local 829, Teamsters Local 856 -
Mid Management Unit, Teamsters Local 856 - Confidential Unit, and the International Union of
Operation Engineers (IUOE) Local 39 over wages, hours, and terms and conditions of employment for a
successor Memorandum of Understanding (MOU) with each group; and
WHEREAS, negotiators reached tentative agreement with each unit within parameters
established by Council, and the proposed agreement was approved by each unit's respective
membership; and
WHEREAS, the MOUs were prepared by the Human Resources Department, and has been
approved as to form by the City Attorney, and incorporate the agreed upon terms for each respective
unit;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of South San
Francisco that the City Council hereby approves:
A. The MOU between the City of South San Francisco and American Federation of State, County,
and Municipal Employees (AFSCME) Local 829 dated July 1, 2021 through June 30, 2022,
attached as Exhibit A.
B. The MOU between the City of South San Francisco and Teamsters Local 856 Mid -Management
Unit dated July 1, 2021 through June 30, 2022, attached as Exhibit B.
C. The MOU between the City of South San Francisco and Teamsters Local 856 Confidential Unit
dated July 1, 2021 through June 30, 2022, attached as Exhibit C.
D. The MOU between the City of South San Francisco and International Union of Operation
Engineers (IUOE) Local 39 dated July 1, 2021 through June 30, 2022, attached as Exhibit D.
BE IT FURTHER RESOLVED that the City Council hereby authorizes the City Manager, or
his designee,
City of South San Francisco Page 1
File Number: 21-565
Enactment Number. RES 141-2021
to execute the MOU on behalf of the City, and to take all actions necessary or appropriate to carry out
and implement the intent of this resolution.
At a meeting of the City Council on 7/14/2021, a motion was made by Vice Mayor Nagales,
seconded by Councilmember Flores, that this Resolution be approved. The motion passed.
Yes: 5 Mayor Addiego, Vice Mayor Nagales, Councilmember Nicolas, Councilmember
Coleman, and Councilmember Flores
Attest by � / /,- (
-?if Rosa G ea Acosta, City Clerk
City of South San Francisco Page 2
EXHIBIT A
The City of South
San Francisco
Memorandum of Understanding
Between the
American Federation of State, County,
and Municipal Employees,
Local 829
and the
City of South San Francisco
July 1, 2021 through June 30, 2022
EXHIBIT A
American Federation of State, County, and Municipal Employees,
Local 829
Memorandum of Understanding
July 1, 2021 through June 30, 2022
Table of Contents
Article Title Page
1 Preamble ................................................................................................................. 1
2 Union Rights .......................................................................................................... 1
2.1 Recognition .................................................................................................. 1
2.2 Union Dues .................................................................................................. 1
2.2.1 Use of Payroll Deductions ................................................................. 1
2.2.2 Amount of Deductions....................................................................... 1
2.2.3 Certification and Dues Deductions .................................................... 1
2.2.5 Suspension of Union Dues During Leave of Absence ...................... 1
2.2.6 Payroll Deduction Procedures ........................................................... 1
2.2.7 Notification of New Employees ........................................................ 1
2.2.8 Union Obligations.............................................................................. 2
2.3 AFSCME People .......................................................................................... 2
2.4 Authorized Union Representatives and Stewards ........................................ 2
2.4.1 Access ................................................................................................ 2
2.4.2 Stewards............................................................................................. 2
2.4.3 Employee Representation Rights ....................................................... 2
2.4.4 Access to Personnel File .................................................................... 3
2.4.5 Union Business Time......................................................................... 3
2.4 Bulletin Boards ............................................................................................ 3
2.5 Communication Center Employee Mailboxes ............................................. 3
3 Non-discrimination ................................................................................................. 3
4 Wages and Compensation ...................................................................................... 3
4.1 Wages ........................................................................................................... 3
4.1.1 Definitions ......................................................................................... 3
4.1.1.1 Base Pay ............................................................................... 3
4.1.1.2 Enhanced Pay ....................................................................... 3
4.2 Wage Rates................................................................................................... 3
4.3 Payment of Compensation ........................................................................... 4
4.4 Step Increases ............................................................................................... 4
4.4.1 Step Placement after Promotion ........................................................ 4
4.4.2 Step Placement after Demotion ......................................................... 4
4.4.2.1 Voluntary Demotion ............................................................. 4
4.5 Bilingual Incentive Pay ................................................................................ 4
4.5.1 Bilingual Incentive Pay for Communications Center ........................ 4
4.5.2 Bilingual Incentive Pay for Other Classifications ............................. 5
4.5.2.1 Testing and Compensation ................................................... 5
4.5.2.2 Translating ............................................................................ 5
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page ii July 1, 2021 through June 30, 2022
Article Title Page
4.5.2.3 Language Determination ...................................................... 5
4.5.2.4 Current Languages in Effect................................................. 5
4.5.2.5 Eligible Classifications ......................................................... 75
4.6 Longevity Pay Plan for Employees Hired Prior to July 1, 2012 .................. 5
4.6.1 Fifteen Years of Service .................................................................... 5
4.6.2 Twenty Years of Service ................................................................... 6
4.7 Standby Pay .................................................................................................. 6
4.7.1 Mandatory Standby ............................................................................. 6
4.7.2 Monthly Standby Compensation ....................................................... 6
4.7.2.1 7/1/2007 .............................................................................. 6
4.7.2.2 Holiday Standby ................................................................. 6
4.8 Certification Pay........................................................................................... 6
4.8.1 Amount .............................................................................................. 6
4.8.2 Limited Availability .......................................................................... 6
4.8.3Maintenance Requirement ................................................................... 6
4.8.4 Incentive Pay Effective Date ............................................................. 6
4.9 Temporary Assignment to Higher-level Position ........................................ 6
4.10 Hazardous Waste Inspection Assignment Pay ............................................. 7
4.11 Overtime Pay ................................................................................................ 7
4.11.1 Overtime Defined .............................................................................. 7
4.11.2 Overtime Records .............................................................................. 7
4.11.3 Minimum Overtime ........................................................................... 7
4.11.4 Overtime Compensation Rate ............................................................ 7
4.11.5 Compensatory Time .......................................................................... 7
4.11.6 Call-back Rate (except Communications Center employees) ........... 7
4.11.7 Training Time .................................................................................... 8
4.11.8 Court Appearance Time ..................................................................... 8
4.11.8.1 Minimum Time for Court Appearance on Scheduled
Workday ............................................................................... 8
4.11.8.2 Minimum Time for Court Appearance on Non-scheduled
Workday ............................................................................... 8
4.11.9 Overtime Assignments in the Communication Center ...................... 8
4.11.9.1 Overtime Assignments ......................................................... 8
4.11.9.2 Overtime Bidding ................................................................. 8
4.11.9.3 Per-diem Sign-ups ................................................................ 8
4.11.9.4 Mandatory Overtime ............................................................ 8
4.12 Communications Center Compensatory Time Off in Lieu of Paid
Overtime ....................................................................................................... 8
4.13 Compensatory Time Cash -out 8
4.14 Dispatcher Education Incentive ................................................................... 8
4.14.1 Associate Degree ........................................................................... 9
4.14.2 Bachelor’s Degree ......................................................................... 9
4.15 Dispatcher POST Certification Incentive..................................................... 9
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page iii
Article Title Page
4.15.1 Intermediate or Advanced POST Certificate ................................ 9
4.15.2 Eligibility and Written Notification .............................................. 9
4.16 Communications Center Special Assignment Incentive .............................. 9
4.17 Uniforms ...................................................................................................... 9
5 Health and Welfare Plans ....................................................................................... 9
5.1 Health Insurance Benefits ............................................................................ 9
5.2 Medical Insurance ........................................................................................ 9
5.2.1 Medical Insurance Plans .................................................................... 10
5.2.2 Payment of Premium Costs ............................................................... 10
5.2.2.1 Employee HMO Medical Premium Cost ............................ 10
5.2.2.2 Employee Non–HMO Medical Premium Cost ................... 10
5.2.3 Effective Date of Coverage ............................................................... 10
5.3 Dental Insurance........................................................................................... 10
5.3.1 Core Dental Plan ................................................................................ 10
5.3.2 Calendar Year Maximum .................................................................. 10
5.3.3 Orthodontia ........................................................................................ 10
5.3.4 Payment of Premium Costs ............................................................... 10
5.3.5 Effective Date of Coverage ............................................................... 10
5.3.6 Buy-Up Dental Plan........................................................................... 11
5.4 Vision Insurance........................................................................................... 11
5.4.1 Available Plan.................................................................................... 11
5.4.2 Payment of Premium Costs ............................................................... 11
5.4.3 Effective Date of Coverage ............................................................... 11
5.5 Discretionary Benefit Option ....................................................................... 11
5.5.1 Proof of Alternate Insurance.............................................................. 11
5.5.2. Exercising the Option ........................................................................ 11
5.6 Life Insurance and Accidental Death and Dismemberment Insurance ........ 11
5.6.1 Term Life Value ................................................................................ 11
5.6.2 AD&D Value ..................................................................................... 11
5.6.3 Payment of Premium Costs ............................................................... 11
5.6.4 Effective Date of Coverage ............................................................... 11
5.6.5 Supplemental Life Insurance ............................................................. 11
5.7 Disability Insurance Program ....................................................................... 12
5.7.1 Short-term Disability ......................................................................... 12
5.7.2 Long-term Disability ......................................................................... 12
5.7.3 Payment of Premium Costs ............................................................... 12
5.7.4 Effective Date of Coverage ............................................................... 12
5.8 Retirement Plans .......................................................................................... 12
5.8.1 Employee Contributions to the Retirement System ......................... 12
5.8.1.1 2.7% at Age 55 ................................................................... 12
5.8.1.2 2% at Age 60 ...................................................................... 12
5.8.1.3 2% at Age 62 ...................................................................... 12
5.8.2 Optional Provisions Added .............................................................. 12
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page iv July 1, 2021 through June 30, 2022
Article Title Page
5.8.3 Dispatch Retirement Legislation ...................................................... 12
5.9 Section 457 Deferred Compensation Plan ................................................... 12
5.10 Section 125 Plan ........................................................................................... 13
5.10.1 Premium Contribution ...................................................................... 13
5.10.2 Health Care Reimbursement ............................................................ 13
5.10.3 Dependent Care Reimbursement...................................................... 13
5.11 Deceased Employee Benefits ....................................................................... 13
5.11.1 City-provided Retiree Spouse Benefit ............................................ 13
5.11.2 Spouse-paid Benefit ........................................................................ 13
5.12 Payment of Unused Accumulated Sick Leave ............................................. 13
5.12.1 Eligibility ........................................................................................ 13
5.12.2 Rate Payable ................................................................................... 13
5.12.3 Time of Payment .............................................................................. 13
5.12.4 Hours Payable .................................................................................. 13
5.13 Retired Employee Health Benefits ............................................................... 13
5.13.1 Group Medical Insurance for Qualifying Retirees ......................... 13
5.13.2 Medical After Retirement Account (MARA) ................................. 14
5.13.3 Group Dental Insurance for Qualifying Retirees ............................ 14
5.13.4 Group Vision Insurance for Qualifying Retirees ............................ 14
5.14 Retirement Health Savings Plan .................................................................. 14
6 Hours of Work and Work Schedules ...................................................................... 14
6.1 FLSA Work Period ...................................................................................... 14
6.2 Normal Workweek ....................................................................................... 14
6.3 Normal Workday .......................................................................................... 15
6.4 Meal Periods and Breaks .............................................................................. 15
6.5 Clean-up Period for Maintenance Services Employees ............................... 15
6.6 Work Schedule ............................................................................................. 15
6.7 Alternate Workweek Schedules ................................................................... 15
6.8 Flexible Schedules ....................................................................................... 15
6.9 Schedule Changes ........................................................................................ 15
6.10 Work Schedules in Communications Center ............................................... 15
6.10.1 Communications Center Work Schedules ........................................ 15
6.10.2 Changes to Scheduled Workdays and Workweek ............................ 15
6.10.3 Meal and Rest Periods ...................................................................... 15
6.10.3.1 Meal Breaks ......................................................................... 15
6.10.3.2 Rest Periods ......................................................................... 16
6.10.3.3 Meal and Rest Periods Combined ....................................... 16
6.10.4 Shift Assignments ............................................................................. 16
6.10.5 Temporary Assignments ................................................................... 16
6.10.6 Shift Seniority ................................................................................... 16
6.10.7 Shift Bids .......................................................................................... 16
6.10.8 Shift Rotation .................................................................................... 16
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page v
Article Title Page
6.10.9 Dispatcher Staffing ........................................................................... 16
6.10.9.1 Dispatch Schedule .............................................................. 16
7 Leaves ..................................................................................................................... 17
7.1 Holidays ....................................................................................................... 17
7.1.1 Discretionary Holiday ........................................................................ 17
7.1.2 Observed Holidays ............................................................................ 17
7.1.2.1 Full-day Holidays ................................................................. 17
7.1.2.2 Half-day Holidays ................................................................ 17
7.1.2.3 Day of Holiday Observation ................................................ 17
7.1.3 Holiday Compensation in the Communications Center .................... 17
7.1.3.1 Full-day Holidays ................................................................. 17
7.1.3.2 Half-day Holidays ................................................................ 18
7.1.4 Holiday Eligibility ............................................................................. 18
7.1.5 Day of National Mourning or Celebration ........................................ 18
7.1.6 Holiday Compensation for Employees on Injury or Illness or Sick
Leave ................................................................................................. 18
7.2 Vacation ....................................................................................................... 18
7.2.1 Vacation Accrual Rates ..................................................................... 18
7.2.2 Vacation Scheduling .......................................................................... 18
7.2.2.1 Communications Center Vacation Scheduling ...................... 18
7.2.3 Maximum Vacation Accumulation ................................................... 19
7.2.3.1Vacation Cap Appeal ............................................................. 19
7.2.4 Vacation Cash Out ............................................................................. 19
7.2.5 Vacation Compensation ...................................................................... 19
7.3 Notification Procedures ................................................................................ 19
7.4 Bereavement Leave ...................................................................................... 19
7.4.1 Leave Amounts .................................................................................. 19
7.4.1.1 Leave Within California ........................................................ 20
7.4.1.2 Leave Outside California ....................................................... 20
7.4.2 Definition of Immediate Family for Bereavement Leave ................. 20
7.5 Sick Leave .................................................................................................... 20
7.5.1 Sick Leave Accrual Rate .................................................................. 20
7.5.2 Sick Leave Request .......................................................................... 20
7.5.3 Approval of Sick Leave Requests .................................................... 20
7.5.4 Verification of Injury or Illness........................................................ 20
7.5.5 Maximum Paid Sick Leave Time ..................................................... 20
7.5.6 Protected Leave ................................................................................ 21
7.6 Medical Appointment Leave ........................................................................ 21
7.6.1 Approval ............................................................................................ 21
7.6.2 Affidavit of Leave ............................................................................. 21
7.6.3 Leave Confirmation ........................................................................... 21
7.6.4 Medical Appointment Leave Charged to Sick Leave ........................ 21
7.6.5 Scheduling Medical Appointments ................................................... 21
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page vi July 1, 2021 through June 30, 2022
Article Title Page
7.7 Industrial Injury Leave ................................................................................. 21
7.7.1 Use of Accumulated and Unused Sick Leave ................................... 21
7.7.2 Workers’ Compensation Benefits ...................................................... 22
7.7.3 Credit for City Reimbursement ......................................................... 22
7.8 Military Leave .............................................................................................. 22
7.9 Maternity/Paternity and Child Bonding Leave ............................................ 22
7.10 Unpaid Leave of Absence ............................................................................ 22
7.10.1 Reinstatement Upon Return from Leave ........................................ 22
7.10.2 Failing to Return from Leave ......................................................... 22
8 Modified-duty Program .......................................................................................... 22
8.1 Modified-duty Program ................................................................................ 22
8.1.1 Purpose .............................................................................................. 22
8.1.2 Coverage ............................................................................................ 23
8.1.3 Determination/Required Reports ....................................................... 23
8.1.3.1 Assignments ......................................................................... 23
8.1.3.2 Medical Updates................................................................... 23
8.2 Modified-duty Assignment, Definition, and Restrictions ............................ 23
8.3 Holidays/Vacations During Light-duty Assignments .................................. 23
8.3.1 Observed Holidays ............................................................................ 23
8.3.2 Vacations ........................................................................................... 24
8.4 Return to Full Duty ...................................................................................... 24
9 Education Expense Reimbursement Program ........................................................ 24
9.1 Education Expense Reimbursement Program .............................................. 24
9.2 Reimbursement Amount .............................................................................. 24
9.3 Qualifying for Program ................................................................................ 24
9.3.1 Department Head Approval ............................................................... 24
9.3.2 Reimbursement Request .................................................................... 24
9.3.3 City Manager Approval ..................................................................... 24
9.3.4 Communications Center Personal and Professional Development
Expense Reimbursement ..................................................................... 24
10 Recreational Facilities and Classes ........................................................................ 25
10.1 Admission to Classes ................................................................................... 25
10.1.1 Full-time Regular Employees .......................................................... 25
10.1.2 Part-time Regular Employees .......................................................... 25
10.2 Use of Facilities............................................................................................ 25
11 Replacement and Reimbursements ........................................................................ 25
11.1 Tool Replacement Costs .............................................................................. 25
11.1.1 Replacement Amount ....................................................................... 25
11.1.2 Reimbursements ............................................................................... 25
11.2 Safety Shoe Reimbursements ....................................................................... 25
12 Safety Program and Equipment .............................................................................. 26
12.1 Observation of Safety Rules and Regulations .............................................. 26
12.2 Safety Program ............................................................................................. 26
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page vii
Article Title Page
12.3 Safety Equipment ......................................................................................... 26
12.4 Prescription Safety Glasses .......................................................................... 26
13 Dress and Uniform Policy ...................................................................................... 26
13.1 Communications Center Dress Policy ......................................................... 26
13.2 Maintenance Services Uniform Policy......................................................... 26
13.2.1 Purpose and Intent ............................................................................ 26
13.2.2 Work Clothing .................................................................................. 26
13.2.3 Wearing and Use of Work Clothing................................................. 26
13.2.4 Jackets and Sweatshirts .................................................................... 27
13.2.5 Repair or Replacement of Uniforms ................................................ 27
13.2.6 Dress Standards ................................................................................ 27
13.3 Protective Garments for Safety Inspectors ................................................... 27
14 Class A and B Driver’s Licenses ............................................................................ 27
14.1 Requirement ................................................................................................. 27
14.2 License Reimbursement Costs ..................................................................... 27
15 Personnel Practices ................................................................................................. 27
15.1 Transfer and Promotion................................................................................ 27
15.1.1 Transfer ............................................................................................ 27
15.1.2 Promotion ......................................................................................... 27
15.1.3 Flexible Staffing ............................................................................... 28
15.2 Time Off for Examination ............................................................................ 28
15.3 Employment Lists ........................................................................................ 28
15.3.1 Formal Request ................................................................................ 28
15.3.2 Failing to Respond ........................................................................... 28
15.3.3 Investigation Report ......................................................................... 28
15.3.4 Passed Over ...................................................................................... 28
15.4 Probationary Periods .................................................................................... 28
15.4.1 Probation Reinstatement and Re-employment ................................. 28
15.4.2 Probation Transfer ............................................................................ 28
15.4.3 Probation Promotion ........................................................................ 29
15.4.4 Rejection During Probationary Period ............................................. 29
15.5 Performance Appraisals ............................................................................... 29
15.6 Resignation and Reinstatement .................................................................... 29
15.6.1 Resignation ....................................................................................... 29
15.6.2 Reinstatement ................................................................................... 29
16 Reduction-in-Force, Layoff, and Re-employment ................................................. 30
16.1 Seniority ....................................................................................................... 30
16.2 Council Determination ................................................................................. 30
16.3 Order of Layoff ............................................................................................ 30
16.3.1 Hourly Employees ............................................................................ 30
16.3.2 Probationary Employees .................................................................. 30
16.3.3 Part-time Regular Employees .......................................................... 30
16.3.4 Full-time Regular Employees .......................................................... 30
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page viii July 1, 2021 through June 30, 2022
Article Title Page
16.4 Identical City Service ................................................................................... 30
16.5 Notice of Layoff ........................................................................................... 30
16.5.1 Bumping Rights ............................................................................... 30
16.5.1.1 Same Classification ........................................................... 30
16.5.1.2 Former Classification ........................................................ 31
16.6 Reassignment In Lieu of Layoff .................................................................. 31
16.6.1 Vacant Position in City .................................................................... 31
16.6.2 Former Classification ....................................................................... 31
16.6.3 Displacement .................................................................................... 31
16.6.4 Salary Placement .............................................................................. 31
16.7 Layoffs ......................................................................................................... 31
16.8 Layoff Re-employment and Reinstatement Lists ......................................... 31
16.8.1 Classification Reinstatement List ..................................................... 31
16.8.2 Re-employment List ......................................................................... 31
16.8.3 Length of Placement on List ............................................................ 31
16.8.4 Probationary Period .......................................................................... 32
17 Emergencies ........................................................................................................... 32
18 Notification ............................................................................................................. 32
19 Contracting Unit Work (except Communications Center employees) ................... 32
19.1 Contracting Work ......................................................................................... 32
19.2 Union Notification ....................................................................................... 32
19.3 Committee Review ....................................................................................... 32
19.4 Committee Results ....................................................................................... 32
19.5 Bid Process ................................................................................................... 33
20 Grievance Procedure for Disciplinary Matters ....................................................... 33
20.1 Definition of Grievance................................................................................ 33
20.2 General Conditions....................................................................................... 33
20.2.1 Extended Time Limits ...................................................................... 33
20.2.2 Failure to Comply with Time Limits ............................................... 33
20.3 Grievance Steps ............................................................................................ 33
20.3.1 Step 1: Immediate Supervisor (Problem Solving) ........................... 33
20.3.2 Step 2: Second-line Supervisor ........................................................ 33
20.3.3 Step 3: Response to Formal Grievance ............................................ 34
20.3.4 Step 4: Department Head ................................................................. 34
20.3.5 Step 5: City Manager ....................................................................... 34
20.3.6 Appeal of the City Manager’s Decision ........................................... 34
20.4 Appeal Rights ............................................................................................... 34
20.4.1 Level of Discipline ........................................................................... 34
20.4.2 Written Request ................................................................................ 34
20.4.3 Union Representation ....................................................................... 35
20.4.4 Selection of an Arbitrator ................................................................. 35
20.4.5 Payment of Costs ............................................................................. 35
20.4.6 Arbitrator Duty ................................................................................. 35
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page ix
Article Title Page
20.4.7 Arbitration Decision ......................................................................... 35
21 Severability ............................................................................................................. 35
22 Agreement, Modification, or Waiver ..................................................................... 36
22.1 Full and Entire Agreement ........................................................................... 36
22.2 Written Modification Required .................................................................... 36
22.3 Waiver .......................................................................................................... 36
23 Signatures ............................................................................................................... 37
Appendix
A Full-time Regular and Part-time Regular Employee Classifications ...................... 38
B Incentive Pay by Classification .............................................................................. 40
C Certification Pay ..................................................................................................... 42
D Expense Reimbursements by Classification .......................................................... 45
E Salary Schedule ...................................................................................................... 47
F Labor Management Committee .............................................................................. 49
EXHIBIT A
City of South San Francisco
American Federation of State, County, and Municipal Employees (AFSCME), Local 829
Memorandum of Understanding
July 1, 2021 through June 30, 2022
Article 1. Preamble
This Memorandum of Understanding is entered into by the City of South San Francisco,
hereinafter designated as City and the American Federation of State, County, and Municipal
Employees, Local 829, hereinafter designated as Union as a mutual agreement of those wages,
hours, and conditions of employment which are to be in effect during the period of July 1, 2021
through June 30, 2022, for those employees working in classifications in the representative
unit referred to in Appendix A of this Memorandum of Understanding (MOU).
Article 2. Union Rights
2.1. Recognition—The City recognizes the American Federation of State, County, and
Municipal Employees, Local 829 as the employee organization representing the
employees in this unit, which consists of all employees in the classifications identified in
Appendix A and as may be added to the unit by the City during the term of this agreement.
2.2. Union Dues—
2.2.1. Use of Payroll Deduction—The Union shall have the privilege of using the City’s
payroll system for the purpose of deducting Union dues and other lawfully permitted
deductions from employees’ pay for whom the Union is the recognized majority
representative employee organization.
2.2.2. Amount of Deductions—The City shall withhold dues and other lawfully permitted
deductions in such amounts as are officially prescribed by the Union or are otherwise
established by the terms of this Memorandum of Understanding.
2.2.3. Certification and Dues Deductions—The City shall withhold Union dues and/or
other lawfully permitted deductions from the salary of an employee and remit
withholdings to the Union, provided that the Union certifies in writing to the City that
the Union has and will maintain each employee’s authorization for such deductions.
2.2.4. Suspension of Union Dues During Leave of Absence—An employee on unpaid
leave of absence for a period of 30 calendar days or more shall not be required to pay
Union dues during the period of the employee’s leave.
2.2.5. Payroll Deduction Procedures—The effective date of withholdings, time of
remitting withholding to the Union, and all procedural matters shall be as mutually
acceptable to the Union and the City, provided that the City’s payroll system and its
operations are not thereby disrupted.
2.2.6. Notification of New Employees—The City shall notify the Union of the name,
classification and date of hire of each new employee appointed to a position covered
by this memorandum. Notice shall be provided to the Union within 30 working days
of hire. Notice of new hire orientations shall be provided to the Union at least 10 days
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 2 July 1, 2021 through June 30, 2022
prior to the date of new hire orientation for unit members. The City will provide a half
hour for the Union to present to bargaining unit members at new hire orientation or
alternatively to meet with new hire.
2.2.7. Union Obligations—The Union shall file with the City such financial reports as are
prescribed in the Government Code Section 3502.5. The Union shall 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
which may arise out of the City’s compliance with the provisions of this section.
2.3. AFSCME People—The City agrees to deduct voluntary contributions to Public Employees
Organized to Promote Legislative Equality (PEOPLE) from the pay of those employees
who request, in writing, on a form supplied by the Union and approved by the City, that
such deductions be made. The amount to be deducted shall be determined by the employee
except that there shall be a minimum deduction of two ($2.00) per month. The employee
may revoke his/her authorization for voluntary deductions at any time by giving written
notice to both the City and the Union. The City agrees to remit any deductions made
pursuant to this provision promptly to the Union together with an itemized statement
showing the name of each employee from whose pa y such deductions have been made
and the amount deducted during the period covered by the remittance.
2.4. Authorized Union Representatives and Stewards—
2.4.1. Access—An authorized representative of the Union shall have the right to contact
an individual employee represented by the Union in a City facility during the
employee’s work hours on matters concerning wages, hours and other conditions of
employment. The authorized representative shall provide reasonable notice to the
employee’s immediate supervisor prior to entering the work location of the employee.
The employee’s immediate supervisor shall have the right to make arrangement for a
contact location and/or contact time, which are the least disruptive to the employee’s
work assignments and departmental operations.
2.4.2. Stewards—The Union shall be allowed to designate a reasonable number of
employees as stewards. Stewards shall be granted reasonable release time off without
loss of time or pay for the purpose of investigating and handling employee grievances.
Steward release time shall be scheduled by mutual agreement between the employee
and the employee’s immediate supervisor.
2.4.3. Employee Representation Rights—An employee who is required to meet with a
supervisor or management official and who reasonably expects that the meeting will
involve questioning leading to potential disciplinary action, shall have the right to have
a steward or authorized Union representative present at the meeting. The City shall
provide the employee with enough information about the meeting in advance so that
they can determine whether or not they want to ask for representation at that meeting.
In the event that an employee requests the presence of a representative, the
representative shall be contacted to arrange a mutually acceptable time and place for
the meeting. Once scheduled, the supervisor or management official shall not be
required to reschedule the meeting for the convenience of the representative. If the
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 3
representative is not available in a reasonable period of time, the employee must locate
an alternative representative.
2.4.4. Access to Personnel File—An employee or, upon presentation of an original signed
written authorization from an employee, an employee’s representative shall have
access to the employee’s personnel file.
2.4.5. Union Business Time—Generally Union business shall not be conducted during
employees’ working hours. The Union may request permission to conduct Union
business during employees’ working hours for specific purposes and specific times.
Such requests must be presented to the department head affected and may be approved
by such department head, when such activity does not interfere with departmental
operations.
2.5. Bulletin Boards—The City will furnish adequate space on designated bulletin boards in
the employees’ work places for the exclusive use of the Union. The Union shall not post
anything of a discreditable nature to the City or its employees or offensive to members of
the general public or other visitors to the City facilities. The Union shall be responsible
for maintaining the bulletin boards in an orderly condition and shall promptly remove
outdated materials.
2.6. Communications Center Employee Mailboxes—The Union may use each employee
mailbox in the communications center.
Article 3. Non-discrimination
Neither the City nor the Union will discriminate against a person covered by this Memorandum
of Understanding because of his or her exercise of rights under the MOU or his or her union
activities or failure to participate in union activities.
Article 4. Wages and Compensation
4.1. Wages—
4.1.1. Definitions—
4.1.1.1. Base Pay—Base pay is the rate of compensation paid for a specified
classification of employment, excluding any other payments.
4.1.1.2. Enhanced Pay—Enhanced pay is the rate of compensation that includes
base pay and incentive pay such as longevity, bilingual, education, and special
assignment pay. Enhanced pay does not include acting pay or other temporary
assignment pay. Each incentive pay will be computed on base pay. The sum of
the base pay plus each incentive is the enhanced pay.
4.2. Wage Rates—
All members of the bargaining unit shall receive across-the-board base pay adjustments
in the amounts and with the effective date as follows:
• Effective in the first full pay period of July or in the first full pay period following
ratification and approval, whichever is later, bargaining unit member salaries shall be
increased by three percent (3.0%).
There will be no retroactive across-the-board base pay adjustments.
4.3. Payment of Compensation—Each employee shall be compensated on a biweekly basis.
Payment will normally be made on the Thursday immediately following the conclusion of
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 4 July 1, 2021 through June 30, 2022
a payperiod. A City payperiod consists of 14-calendar days and begins on a Friday, which
is the first day of a payperiod and ends on a Thursday, which is the last day of a payperiod.
Employees who are on continuous paid regular service for a partial payperiod shall receive
pro-rated compensation for the payperiod that the employee was on continuous paid
regular service. An employee on continuous paid regular service shall be an employee
who is on a regular employment status within the City in a classification covered by this
Memorandum of Understanding. Continuous paid regular service excludes all unpaid
leaves of absence of an employee and excludes the period of time the emplo yee is not in
a regular employment status with the City.
4.4. Step Increases—Each employee shall complete the following time at each step of the
salary schedule applicable to the classification, prior to being moved to the next step.
Step A—From date of hire to completion of 6-calendar months of
employment.
Step B—One full year.
Step C—One full year.
Step D—One full year.
Step E—Final step.
4.4.1. Step Placement after Promotion—When employees are promoted, they shall
receive not less than the equivalent of a one-step, 5% salary increase.
4.4.2. Step Placement after Demotion—When an employee is demoted, whether such
demotion is voluntary or otherwise, the employee’s compensation shall be adjusted to
the salary prescribed for the classification to which the employee is demoted. Unless
otherwise afforded, the specific rate of pay within the range shall be determined by the
City Manager. However, an employee demoted as a result of an abolition of a position
shall be placed at the step in the lower classification which most closely approximates,
but does not exceed, the employee’s salary in the higher classification.
4.4.2.1. Voluntary Demotion—If an employee takes a voluntary demotion to a
classification previously held from a classification within the same series, the
employee shall be placed at a step commensurate with length of service in both
classifications. If the classifications are not within the same series, the employee
shall be placed at the same step in the lower classification in which the employee
last held, and the service time at such step shall be the same as the service time
held previously at such step.
4.5. Bilingual Incentive Pay—
4.5.1. Bilingual Incentive Pay for Communications Center—An employee who has
demonstrated to the department head’s satisfaction proficiency in
speaking/communicating in a second language that is spoken by a significant
proportion of the South San Francisco population, as identified but not limited to those
indicated in Appendix B of this Memorandum of Understanding, shall be compensated
at an amount 5% higher than the employee’s base hourly rate of pay. Such
compensation shall commence when the employee has passed a qualifying
examination demonstrating proficiency in the second language.
4.5.2. Bilingual Incentive Pay for Other Classifications—
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 5
4.5.2.1. Testing and Compensation—An employee who has tested, using the
City’s standard bilingual testing procedures, and demonstrated to the department
head’s satisfaction proficiency in speaking a second language, shall be
compensated at an amount 2.5% higher than the employee’s base hourly rate of
pay. Such compensation shall commence the next payperiod after the employee
has passed a qualifying examination, as determined by the City, demonstrating
proficiency in the language. To be eligible to participate in this program,
employees must speak a second language used by a segment of South San
Francisco population. Once an employee qualifies as speaking a second
language the employee will receive bilingual pay, even if the population changes
and a significant segment no longer speaks the language.
4.5.2.2. Translating—Employees who have met the criteria and are compensated
for bilingual incentive pay must use those skills whenever the need arises.
Employees may be required to act as translator at worksites other than their
primary work location.
4.5.2.3. Language Determination—Languages that are spoken in South San
Francisco will be determined by reviewing the demographic data from the local
school district. The Director of Human Resources and the Union will then meet
once a year to determine the languages that qualify under this section; American
Sign Language is considered a second language.
4.5.2.4. Current Languages in Effect—The following languages shall qualify for
an employee to receive the Bilingual Incentive Pay under this section.
• Spanish
• Tagalog
• Mandarin
• Cantonese
• American Sign Language
4.5.2.5. Eligible Classifications—Positions eligible for bilingual incentive pay
must be those that have regular contact with the public. Those classifications
that would be eligible are identified in Appendix B of this Memorandum of
Understanding and include any title changes that may occur during the life of
this Memorandum of Understanding.
4.6. Longevity Pay Plan for Employees Hired Prior to July 1, 2012—Full-time and part-time
regular employees hired prior to July 1, 2012 shall receive longevity pay in accordance
with the following schedule.
4.6.1. Fifteen Years of Service—After 15 years of service, 1.5% will be added to the
employee’s base hourly rate of pay.
4.6.2. Twenty Years of Service—After 20 years of service, in addition to above, another
1.0% of pay will be added to the employee’s base hourly rate of pay.
Longevity Pay is not available for employees hired on or after July 1, 2012.
4.7. Standby Pay—According to Public Works departmental policy, 2 employees shall be on
standby each week. Employees in those classifications that meet the departmental
standards will be eligible to receive standby pay, regardless if they are in the Street
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 6 July 1, 2021 through June 30, 2022
Division, as long as they have gone through Departmental training, spent at least 6 months
in the Sewer Department, and meet all departmental qualifications.
4.7.1. Mandatory Standby—Only those employees hired, including promotions and
transfers into designated positions on or after 7/1/2000 shall be required to take
standby.
4.7.2. Monthly Standby Compensation—Compensation for standby shall be as follows:
4.7.2.1. 7/1/2007—Employees taking standby beginning 7/1/2017 shall receive
$500 per week for each week they are on standby.
4.7.2.2. Holiday Standby—An employee taking standby, who is called to return to
work on a holiday (midnight to midnight of the actual holiday), shall receive a
minimum of 4 hours of compensation at 1.5 times the employee’s base hourly
rate of pay.
4.8. Certification Pay—Employees who obtain and maintain certification as identified in
Appendix C may receive certification pay.
4.8.1. Amount—2.5% of base pay for the first certification and additional 1% for any
additional certification, up to a maximum of 8% for all certifications combined.
4.8.2. Limited Availability—Where the number of certifications is limited, the department
head will decide which employee shall receive the certification pay. The decision will
be based on the employee’s classification, job description and seniority. Preference
will be given to employees who already possess the certification and who are already
performing the work for which the certification pay is available. If there are more
employees performing the work and who possess the certification than there are
available slots for certification pay, the employee who has held the certification for the
longest period of time while employed in a classification for which certification pay is
available shall receive the certification pay.
4.8.3. Maintenance Requirement—Employees must maintain valid and updated
certification at all time when receiving certification pay. Any employee receiving
certification pay must perform the job duties for which the certification was granted
whenever required to do so by the employee’s supervisor. Employees who are not
performing the work for which the certification pay was granted will not receive
certification pay. Circumstances causing certification pay to end may include, but are
not limited to, changes in assignment, job duties, or leaves of more than 30 days.
4.8.4. Incentive Pay Effective Date— Once the criteria has been met and approved, a
Personnel Action Form indicating that the employee is eligible for incentive pay will
be generated, with an effective date being the first day of the next payperiod.
4.9. Temporary Assignment to Higher-level Position (Acting Assignments)—An employee
who is assigned to perform and who does perform the duties of a higher-paying
classification, shall receive additional compensation for each day so served at the rate of
pay for which the employee would qualify, if the employee were to be promoted to the
higher-level classification. Acting assignments will normally be 6 months or less. In the
event that the assignment is anticipated to or actually does extend beyond 6 months, City
will notify the union regarding the circumstances requiring the extended assignment.
Where operationally feasible, assignments of 6 months or longer will be rotated among
similarly qualified employees.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 7
4.10. Hazardous Waste Inspection Assignment Pay—An employee in the Public Works
Maintenance Worker job classification series or Parks Maintenance Worker job
classification series assigned the responsibilities of maintaining and inspecting the
Hazardous Waste Storage Locations within the City Corporation Yard shall be
compensated at 5% above the employee’s base hourly rate of pay for which the employee
otherwise qualifies for the duration of the assignment. Only one employee shall be
assigned these responsibilities and eligible for the incentive; except as this assignment
may be changed or rotated by management staff.
4.11. Overtime Pay—This section applies to non-exempt employees.
4.11.1. Overtime Defined—Overtime work is authorized work in excess of a full-time
employee’s normal work schedule. For part-time employees, overtime work is
authorized work in excess of forty (40) hours in one workweek. Paid leave hours shall
be considered as hours worked for the purposes of overtime pay.
4.11.2. Overtime Records—Records of overtime worked shall be maintained in accordance
with procedures established by the department head.
4.11.3. Minimum Overtime—No form of overtime payment shall be made where overtime
worked prior to the beginning of an employee’s normal work period or following
completion of an employee’s normal work period is less than 12-minutes duration.
4.11.4. Overtime Compensation Rate—Each employee shall be compensated for overtime
worked or fractions thereof, at 1.5 times the employee’s enhanced hourly rate of pay
as the overtime hourly rate.
4.11.5. Compensatory Time—Employees may, at their option, receive pay for such
overtime hours or may accumulate compensatory time at the rate of 1.5 times to an
equivalent maximum of 80 hours in lieu of pay for such overtime, and take the
overtime as compensable time off. However, anyone wishing to use compensatory
time as leave must give 3-days notice of the desire for such time off and the time off
must be taken under such conditions as will not interfere with the minimum staffing
and continued function of their particular department or operation.
4.11.6. Call-back Rate This section does not apply to Communications Center employees
unless they are being called in on their regular day off.)—An employee who is not
physically on the City’s premises and who is called to work at a time which is not the
employee’s normally scheduled time shall be paid a minimum of 3 hours for each call
back occurrence. Call back time commences with the time the employee reports to
work and concludes when the employee is released from the assigned work or the
beginning of the employee’s subsequent normally-scheduled work shift, whichever
occurs first. If the employee is on the City’s premises at the time the employee is
called back to work, the employee shall be entitled to overtime for time actually
worked, but will not be entitled to a guaranteed 3-hour minimum.
4.11.7. Training Time—An employee who works in excess of the normal workweek as the
result of attending training sessions required by the department head, shall be
compensated at 1.5 times the employee’s enhanced hourly rate of pay for time spent
in such training sessions that exceeds the normal workweek.
4.11.8. Court Appearance Time—An employee who is required to appear in court in an
official capacity, shall be compensated at the rate of 1.5 times the employee’s enhanced
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 8 July 1, 2021 through June 30, 2022
hourly rate of pay for time spent in such court appearances when the court appearance
does not occur during the employee’s normally scheduled hours of work.
4.11.8.1. Minimum Time for Court Appearance on Scheduled Workday—An
employee who is required to appear in court in an official capacity at a time not
during the employee’s regularly scheduled work hours, but is on a day the
employee is scheduled or has volunteered to work, shall receive a minimum of
3 hours of overtime compensation for such a court appearance.
4.11.8.2. Minimum Time for Court Appearance on Non-scheduled Workday—An
employee who is required to appear in court in an official capacity at a time not
during the employee’s regularly scheduled hours of work nor is it on a day that
the employee is scheduled or has volunteered to work, shall receive a minimum
of 4 hours of overtime compensation for such a court appearance.
4.11.9. Overtime Assignments in the Communication Center—The department head shall
make such scheduled and non-scheduled overtime assignments as are necessary to the
effective operations of the communications center. The department head will use the
following guidelines in making overtime assignments:
4.11.9.1. Overtime Assignments—In cases of overtime resulting from unscheduled
absences of less than 72 hours notice, the department may fill the overtime shift
with per diem employees or any employee readily available to cover the
overtime shift.
4.11.9.2. Overtime Bidding—In the case of scheduled overtime shifts, employees
shall be allowed to bid for overtime assignments by seniority, on a voluntary
basis.
4.11.9.3. Per-diem Sign-ups—Per-diem employees may fill any overtime hours that
are not filled by voluntary sign-ups of regular City employees.
4.11.9.4. Mandatory Overtime—If the overtime assignments cannot be filled by
voluntary sign-ups or by per diem employees, employees will be assigned to fill
the overtime on a mandatory basis.
4.12. Communications Center Compensatory Time Off in Lieu of Paid Overtime—Each
employee may accumulate up to a maximum of 100 hours of compensatory time at any
given time, in lieu of employee receiving pay for overtime worked. Compensatory time
shall be earned on the basis of 1.5 times the number of overtime hours worked and all
compensatory time off shall be requested and scheduled in accordance with the rules and
regulations prescribed by the department head.
4.13. Compensatory Time Cash-out ––Employees shall not be permitted to cash out
compensatory time except as provided by law.
4.14. Dispatcher Education Incentive—This educational incentive is available only for
communication center employees. It is the employee’s responsibility to submit written
verification and notification to the employee’s department head requesting the Education
Incentive and it will not be retroactive if the written notice has not been submitted and
received in compliance with departmental policy.
4.14.1. Associate Degree—An employee who has completed 2-full years of employment
and who has an Associate degree or higher in any field or 60 -accredited units in any
field or a field related to the employee’s position shall be compensated at 2.5% above
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 9
the employee’s base hourly rate of pay for which the employee otherwise qualifies
pursuant to the provisions of this memorandum.
4.14.2. Bachelor’s Degree—Effective 7/1/2000, an employee who has completed 2-full
years of employment and who has a bachelor’s degree or higher in any field shall be
compensated at 5% above the employee’s base hourly rate of pay for which the
employee otherwise qualifies pursuant to the provisions of this m emorandum. In no
case, shall an employee be eligible to receive more than 5% education incentive.
4.15. Dispatcher POST Certification Incentive—
4.15.1. Intermediate or Advanced POST Certificate—An employee who has successfully
completed probation and who possesses an Intermediate or Advanced Police Officer’s
Standards and Training (POST) Public Safety Dispatcher certificate shall be
compensated at a rate 1% of the employee’s base hourly rate for an Intermediate
certificate or 2.5% for an Advanced certificate.
4.15.2. Eligibility and Written Notification—It is the employee’s responsibility to submit
written notification to the Police Department’s Training Manager, upon the date of
eligibility, requesting the education or certification incentive. The employee will not
be entitled to retroactive pay if the written notice has not been submitted and/or
received as in compliance with POST certification requirements.
4.16. Communications Center Special Assignment Incentive—A communications center
employee who is assigned by the department head to the Police Records Division,
Warrants or Training shall be compensated at 5% above the employee’s base hourly rate
of pay for which the employee otherwise qualifies for the duration of the special
assignment.
4.17. Uniforms— Except for employees who are New Members as defined by PEPRA,
the monetary value for the purchase of uniforms and the maintenance through the City-
contracted uniform company is reportable to PERS as special compensation. This
excludes items that are for personal health and safety such as protective garments and
safety shoes.
Article 5. Health and Welfare Plans
5.1. Health Insurance Benefits—Regular employees shall be eligible to receive insurance
benefits currently provided by the City through the contracts with insurance carriers or
self-insurance programs. Effective 7/1/2000, part-time regular employees will be eligible
to receive pro-rated health benefits.
5.2. Medical Insurance—Employees shall be permitted to select medical insurance coverage
for themselves and their eligible dependents from one of the medical plans the City has
with the carriers, subject to the terms and conditions of the City’s contract with the
providers. Should the City determine that a change in medical plan providers is warranted,
it may establish a committee, comprised of one union representative from each bargaining
unit, to assist in assessing a change in plan providers.
5.2.1. Medical Insurance Plans—Subject to the terms and conditions of the City’s
contracts with medical insurance carriers, employees shall be permitted to select
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 10 July 1, 2021 through June 30, 2022
medical insurance coverage for themselves and their eligible dependents from one of
the following plans:
• Kaiser Permanente
• Blue Shield of California.
5.2.2. Payment of Premiums Costs—The City shall pay the premium cost for employees
and their dependents to the insurance provider for the plan selected by each employee.
5.2.2.1. Employee HMO Medical Premium Cost— All full-time regular employees
on the City's medical plans shall contribute an amount equal to 10.0% of the
HMO premium cost based on plan choice and category of coverage (single, two,
family). Part-time regular employees will continue to receive pro-rated health
benefits and pay their share of the HMO medical premium as provided in Section
5.1.
5.2.2.2. Employee Non-HMO Medical Premium Cost—In addition to the HMO
premium share, employees enrolled in more expensive plans pay the difference
between the HMO rate and the other premium rates based on plan choice and
coverage size (single, two, family).
5.2.3. Effective Date of Coverage—The effective date of medical insurance shall be the
first of the month following the date of hire, provided the employee properly submits
a completed enrollment form within 31 days of the eligibility date. Coverage shall
terminate at 12:00 midnight on the last day of the month in which th e employee is on
paid status prior to separation from employment with the City. Dependent coverage
shall terminate on the date prescribed by each medical insurance carrier’s contract for
discontinuance of dependents no longer eligible for coverage.
5.3. Dental Insurance—
5.3.1. Core Dental Plan—Employees and their dependents shall be provided dental
insurance, subject to the terms and conditions of the City’s contract with the provider.
5.3.2. Calendar Year Maximum—The annual benefit maximum is $1,500.
5.3.3. Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible dependents.
5.3.4. Payment of Premium Costs—The City shall pay the premium costs for employees
and their dependents to the insurance provider.
5.3.5. Effective Date of Coverage—Coverage is effective on the first day of the month
following completion of 6-full-months of employment with the City, provided the
employee properly submits a completed enrollment form within 31 days of the
eligibility date. Coverage shall terminate at 12:00 midnight on the last day of the
month in which the employee is on paid status prior to separation from employment
with the City.
5.3.6. Buy-up Dental Plan—Subject to the terms and conditions of the City’s contract
with the provider, employees may participate in an enhanced dental plan by paying the
additional coverage costs over the core dental plan.
5.4. Vision Insurance—
5.4.1. Available Plan—Employees and their dependents shall be provided vision
insurance, subject to the terms and conditions of the City’s contract with the provider.
The provided plan is Vision Service Plan, Plan B, with a $10 co-pay.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 11
5.4.2. Payment of Premium Costs—The City shall pay the premium costs for employees
and their dependents to the insurance provider.
5.4.3. Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last day of
the month in which the employee is on paid status prior to separation from employment
with the City.
5.5. Discretionary Benefit Option—. An employee may elect to receive deferred compensation
monies and to have the City pay $550 per month into the employee's deferred
compensation account in lieu of medical, dental, and vision benefits. If an employee
exceeds the deferred compensation annual maximum contribution limit, any remaining
City contributions will be made the employee’s Medical After Retirement Account
(MARA).
5.5.1. Proof of Alternate Insurance—The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining own medical insurance
benefits through the alternate source.
5.5.2. Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human Resources
Department. Employees may rejoin the City’s health plans once each year during the
open enrollment or at another time during the year provided the employee has a
qualifying event and submits requisite paperwork within 30 days of the qualifying
event.
5.6. Life Insurance and Accidental Death and Dismemberment Insurance—
5.6.1. Term Life Value—Subject to the terms and conditions of the City’s contract with
the provider, the Term Life Insurance for employees has a face value of $50,000.
5.6.2. AD&D Value—Subject to the terms and conditions of the City’s contract with the
provider, Accidental Death and Dismemberment Insurance available for employees
has a maximum benefit value of $50,000.
5.6.3. Payment of Premium Costs—The City shall pay the premium costs for employees
to the insurance provider.
5.6.4. Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee ceases to
be an employee of the City.
5.6.5. Supplemental Life Insurance—Subject to the terms and conditions of the City’s
contract with the provider, employees may purchase supplemental life insurance at
their own cost through the City’s life insurance plan.
5.7. Disability Insurance Program—Subject to the terms and conditions of the City’s contract
with the provider, only full-time employees shall be provided Short-term Disability (STD)
and Long-term Disability (LTD) insurance. If an eligible and covered employee becomes
disabled while insured, the provider will pay benefits according to the terms of the group
policy after receipt of satisfactory proof of loss.
5.7.1. Short-term Disability—After a 20-calendar day waiting period, an employee may
receive 66.67% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount, until LTD
benefit begins.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 12 July 1, 2021 through June 30, 2022
5.7.2. Long-term Disability—After a 90-calendar day waiting period, an employee may
receive 66.67% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount.
5.7.3. Payment of Premium Costs—The City shall pay the premium costs for medical,
dental, vision, and life insurance for employees to the insurance providers.
5.7.4. Effective Date of Coverage—Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment terminates.
5.8. Retirement Plans—Retirement benefits shall be those established for miscellaneous
employees by the Federal Social Security Act providing Old Age and Survivor’s Insurance
and the Public Employees’ Retirement System (PERS).
5.8.1. PERS Miscellaneous Retirement Formula—
5.8.1.1. 2.7% at Age 55—Classic Members as defined by CalPERS who were hired
before April 24, 2010 will be provided a retirement benefit formula of 2.7% at
age 55 with one-year final compensation.
5.8.1.2. 2% at Age 60—Classic Members as defined by CalPERS who were hired
on or after April 24, 2010 will be provided a retirement benefit formula of 2%
at age 60 with 3-year final compensation.
5.8.1.3. 2% at Age 62—New Members as defined by PEPRA who are hired on or
after January 1, 2013 will be provided a retirement benefit formula of 2% at age
62 with 3-year final compensation.
5.8.2. Employee Contributions to Retirement System—The rate prescribed by the Social
Security Act for employee contributions shall be deducted from the pay by the City
and forwarded to the system in accordance with the rules and regulations governing
such employee contributions. The PERS amount is 8% of reportable income as
defined by PERL for the Miscellaneous Classic Employees and 50% of normal cost
for the new members in accordance with the rules and regulations governing such
contributions.
5.8.3. Optional Provisions Added—An employee who has served in the military may be
eligible for Military Service Credit, as authorized by the Government Code.
5.8.4. Dispatch Retirement Legislation—Provide for “safety” category retirement
program changes for communication dispatchers if PERS legislation is enacted.
5.9. Section 457 Deferred Compensation Plan—Employees are eligible, subject to the terms
and conditions thereof, to participate in the Deferred Compensation Plans available to City
employees.
5.10. Section 125 Plan—Based on the terms and conditions of the City’s plan, each employee
may participate in the IRS-defined section 125 plan. Effective 7/1/2000 part-time regular
employees are eligible to participate in this benefit.
5.10.1. Premium Contribution—Participants may pay premium contributions for
employee and/or dependent coverage under the City's health care coverage plan(s) on
a pre-tax basis.
5.10.2. Health Care Reimbursement—This program is available for out-of-pocket
unreimbursed health care expenses as allowed under the Plan.
5.10.3. Dependent Care Reimbursement—This program is available for out-of-pocket
unreimbursed dependent care expenses as allowed under the Plan.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 13
5.11. Deceased Employee Benefits—The City will provide up to 1 year of City-paid medical
coverage to the spouse of an active employee who dies.
5.11.1. City-provided Retiree Spouse Benefit—The City will provide up to 2 months of
City-paid medical coverage to the spouse of a retired employee upon the retiree’s
death.
5.11.2. Spouse-paid Benefit—The City will allow the spouse of a deceased employee or
retiree the option to purchase medical insurance from a City-provided medical, dental,
or vision plan at the City’s premium rate, provided that the employee/retiree and
spouse were be enrolled in the health plan prior to retirement; there is no cost to the
City; the health provider does not require a City contribution; and the City is held
harmless if the coverage is discontinued.
5.12. Payment of Unused Accumulated Sick Leave—
5.12.1. Eligibility— Upon death, receipt of a disability retirement, or concurrent full service
retirement with CalPERS and the City with a minimum ten years of continuous City
employment at the time of retirement, an employee shall be paid for half of the
accumulated sick leave at the time of disability or service retirement, or death.
5.12.2. Rate Payable—Payment of unused accumulated sick leave hours for eligible
employees shall be made at the employee’s enhanced hourly rate of pay.
5.12.3. Time of Payment—Payment may be made at the time of an employee’s separation
or may be deferred to the first payroll period in the calendar year immediately
following, at the option of the payee.
5.12.4. Hours Payable—An eligible employee shall receive payment for 50% of the unused
sick leave hours on record, up to a maximum of 1,200 recorded hours with a payable
amount of no more than 600 hours.
5.13. Retired Employee Health Benefits—
5.13.1. Group Medical Insurance for Qualifying Retirees—An employee who was hired
on or prior to April 24, 2010 may elect to continue his or her City sponsored medical
insurance if the employee is enrolled in the City's group medical plan and retires
concurrently with CalPERS and the City. In order to be eligible for this benefit, the
employee must have five years of continuous City employment at the time of his or
her retirement. The monthly premium that the City will make for retiree medical
insurance pursuant to this provision equals the monthly monetary contribution that the
City makes for single retiree medical HMO coverage. Retirees will be required to pay
any additional costs in order to receive retiree medical benefits. An eligible retiree may
also elect to continue dependent coverage provided that the retiree bears the full
premium costs for any eligible dependents. Former part-time employees eligible for
this benefit will receive a pro-rated retiree medical contribution based on the average
budgeted hours of their former position during their final two years of City service. A
retiree must continually receive a CalPERS retirement allowance in order to remain
eligible to receive retiree medical insurance contributions. Any retiree that un -retires
from CalPERS and returns to active service with a CalPERS covered agency will
permanently forfeit their eligibility for retiree medical benefits pursuant to this
provision.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 14 July 1, 2021 through June 30, 2022
5.13.2. Medical After Retirement Account (MARA)—An employee who was hired after
April 24, 2010 will not be eligible to participate in the Retiree Medical Insurance
program described in 5.14.1. Instead, the City will contribute one and one-half percent
(1.5%) of such an employee’s base salary toward a Medical after Retirement Account
(e.g. VEBA or similar City-sponsored plan).
5.13.3. Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled in the
City's group dental plan and retires concurrently with CalPERS and the City. In order
to be eligible for this benefit, the employee must have five years of continuous City
employment at the time of his or her retirement. The retiree bears the full premium
costs for himself/herself and any eligible dependents and will be completely
responsible for these payments and for continuing dental coverage.
5.13.4. Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled in the
City's group vision plan and retires concurrently with CalPERS and the City. In order
to be eligible for this benefit, the employee must have five years of continuous City
employment at the time of his or her retirement. The retiree bears the full premium
costs for himself/herself and any eligible dependents and will be completely
responsible for these payments and for continuing vision coverage.
5.14. Retirement Health Savings Plan—Employees are eligible to participate in the
Vantagecare Retirement Health Savings Program (“RHS Plan”) established pursuant to
the RHS Plan and Trust Document of the City of South San Francisco. Such participation
is dependent on the establishment of participation rules.
Article 6. Hours of Work and Work Schedules
6.1.FLSA Work Period—The FLSA standard work period is a seven-day work week that begins
at 12:01 am Friday and ends at 12:00 midnight the following Thursday. Any exceptions
to this work period will be documented and maintained on a list shared between the Human
Resources Department and the Union. Nothing in this provision is intended to affect the
right of any employee to overtime pursuant to the terms of this MOU.
6.2. Normal Workweek—The typical full-time regular workweek shall consist of 5-consecutive
8-hour days. In the Library, work days may not be consecutive.
6.3. Normal Workday—Eight-consecutive hours of work shall constitute a full-time regular
work shift except that they may be interrupted by a lunch break. All employees shall be
scheduled to work on a regular work shift; and each work shift shall have a regular starting
and quitting time.
6.4. Meal Periods and Breaks—Employees in field positions in the appropriate divisions will
be granted a 30-minute unpaid meal period at the approximate mid-point of the work shift.
6.5. Clean-up Period for Maintenance Services Employees—In addition, the maintenance
employees will receive a paid 10-minute clean-up period for a combined total of 40
minutes, including travel. The morning and afternoon break periods of 15 minutes each
will be taken at the job site unless another location is approved by the supervisor.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 15
6.6. Work Schedule—Work schedules showing the employee’s shifts, workdays, and hours
shall be posted on the employee bulletin boards or at their service desk at all times. Work
assignments and shift changes will be made at the beginning of the week during which a
shift change is required, except in emergencies or if the affected employee agrees to such
a change at another time during the regularly assigned work shift. The typical work week
is Monday through Friday, except in the library where the work week is Friday through
Thursday.
6.7. Alternate Workweek Schedules—For the purposes of the Library and for those departments
continuously operating, or with hours of business that are open more than a normal
business day, or for employees who work alternate workweeks, those employees shall
work a schedule that is consistent with those hours.
6.8. Flexible Schedules—Upon the approval of the department head, an employee may arrange
to work a flexible work schedule. This schedule may provide for a starting time other than
the normal starting time on each workday and a quitting time other than the normal quitting
time on each workday and it must not exceed 80 hours in a payperiod or, for FLSA
purposes, more than 40 hours in a 7-day consecutive work period.
6.9. Schedule Changes—Except for situations where the City determines an emergency exists,
changes in work schedules shall not be made until the employee and representative have
been given reasonable opportunity to discuss said changes with the appropriate
management representatives.
6.10. Work Schedules in the Communications Center—
6.10.1. Communication Center Work Schedules—The department head shall schedule
employees’ workdays and workweeks, including shift assignments as necessary.
6.10.2. Changes to Scheduled Workdays and Workweek—The City shall meet and confer,
but not necessarily agree, with the Union on any proposed changes to the length of the
workday or the numbers of days per week employees are normally scheduled to work .
6.10.3. Meal and Rest Periods—
6.10.3.1. Meal Breaks—An employee will be granted a meal break away from the
workstation of 30-minutes duration, provided that sufficient coverage of the
work station is available. Employee’s time on authorized meal breaks shall be
considered as time worked.
6.10.3.2. Rest Periods—When workload permits, employees may be allowed to take
an informal up to a 15-minute rest break within the workstation. Employee’s
time on such rest breaks shall be considered as time worked. The department
will provide a rest break when a unit member has served an additional half shift
of overtime, provided that staff is reasonably available to cover the break period.
6.10.3.3. Meal and Rest Periods Combined—Provided that sufficient coverage of the
work station is available among dispatchers and supervising dispatchers, an
employee may be allowed to combine the 15-minute rest break with the meal
break, for a total 45-minute meal break.
6.10.4. Shift Assignments—The department head shall assign employees to shifts as
necessary for the effective operations of the Communication Center.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 16 July 1, 2021 through June 30, 2022
6.10.5. Temporary Assignments—The department head may temporarily reassign an
employee to another shift when it is necessary to accommodate temporary employee
shortages.
6.10.6. Shift Seniority—Every 6 months or 1 year by mutual agreement, communications
dispatchers will be allowed to select a shift based upon seniority within rank.
6.10.7. Shift Bids—When bidding on shifts for a year, employees shall be allowed to bid
for their preferred shift assignments no later than December of each year for shift
assignments to become effective in January and July. When bidding on shifts for six
months, employees shall be allowed to bid for their preferred shift assignments no later
than December to become effective in January, and in June to become effective in July.
Seniority within classification will be given priority in assigning employees their
preferred shifts, provided that the operating needs of the communication center have
been reasonably met. The shift schedules to become effective in January and July
respectively will normally be posted 4-calendar weeks prior to becoming effective.
6.10.8. Shift Rotation—No unit member shall be allowed to select from the same shift
group for more than 3-consecutive bid periods or 18 months, whichever is shorter. The
groups as defined, are day shifts, swing shifts, and night shifts. The supervising
communications dispatchers will also select shifts in the same ratio as the available
shifts, working up to three consecutive 6-month periods on one of the two shifts
available to them before they must work one 6-month period on another shift.
6.10.9. Dispatcher Staffing—
6.10.9.1. Dispatch Schedule—It is the intention of the parties to maintain a dispatch
schedule during this contract which takes into consideration the following
conditions:
• minimum staffing must be met at all times;
• the schedule shall not have built-in overtime hours;
• the goal is to schedule Dispatchers four 10-hour days; and
• the FLSA work period will be modified as needed in order to ensure that
FLSA overtime is not unintentionally created, and the parties will review
and revise FLSA work periods whenever a change to the schedule occurs in
order to prevent the creation of FLSA overtime when not intended.
Article 7. Leaves
7.1. Holidays—Part-time regular employees receive this holiday benefit on a pro-rated basis.
7.1.1. Discretionary Holiday—Each regular employee shall be eligible for one 8-hour
holiday in addition to the holidays observed by the City. Part-time regular employees
receive this benefit on a pro-rated basis. The discretionary holiday accrues in the first
pay period of each calendar year. Once accrued, this discretionary holiday should be
used before vacation leave. An employee who has not used the discretionary holiday
by the last day of the last payperiod in the calendar year shall forfeit the receipt of
compensated time or pay for the holiday for that calendar year.
7.1.2. Observed Holidays—
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 17
7.1.2.1. Full-day Holidays—The City shall observe the following full-day holidays.
January 1st .................................................... New Year’s Day
Third Monday in January ............................ Martin Luther King, Jr. Day
Third Monday in February .......................... President’s Day
Last Monday in May ................................... Memorial Day
July 4th ......................................................... Independence Day
First Monday in September ......................... Labor Day
Second Monday in October ......................... Indigenous People’s Day
November 11th ............................................. Veteran’s Day
Fourth Thursday in November .................... Thanksgiving Day
Friday following Fourth Thursday in
November ....................................................
Day After Thanksgiving
December 25th ............................................. Christmas Day
7.1.2.2. Half-day Holidays—In addition, the City observes the following half-day
holidays.
December 24th ............................................. Christmas Eve Day
December 31st .............................................. New Year’s Eve Day
7.1.2.3. Day of Holiday Observation—Holidays which fall on a Sunday shall be
observed on the following Monday. Holidays falling on a Saturday shall be
observed on the previous Friday. Half-day holidays shall be observed on the
workday immediately previous to the day Christmas Day and New Year’s Day
are observed.
7.1.3. Holiday Compensation in the Communications Center—In lieu of paid time off for
a holiday, each employee shall receive shift holiday pay as follows.
7.1.3.1. Full-day Holidays—An additional 8 hours of shift holiday pay at the
employee’s enhanced hourly rate of pay in each payperiod in which the City’s
full-day holiday occurs, as identified above.
7.1.3.2. Half-day Holidays—An additional 4 hours of shift holiday pay at the
employee’s enhanced hourly rate of pay in each payperiod in which the City’s
half-day holiday occurs, as identified above.
7.1.4. Holiday Eligibility—Employees who are on paid status the entire day before and
the entire day after a holiday shall be eligible to receive holiday compe nsation with the
holiday time considered as hours worked. A new employee who is not on regular paid
status for the entire payperiod during which a holiday occurs shall not be eligible for
holiday compensation during that payperiod. Employees on long-term disability are
not eligible for holiday compensation. Part-time regular employees do not receive paid
vacation leave; therefore, part-time regular employees on pre-approved leave without
pay for vacation purposes may receive holiday pay during the unpaid vacation leave.
7.1.5. Day of National Mourning or Celebration—In addition, the City may observe any
other day of national mourning or celebration, provided that it has been proclaimed by
the City Council and provided that the council directs the closure of City offices for
public service. Any such holiday shall be granted only to those employees who are
regularly scheduled to work on the day in which the council proclaims such a holiday.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 18 July 1, 2021 through June 30, 2022
7.1.6. Holiday Compensation for Employees on Injury or Illness or Sick Leave—An
employee who is scheduled to work on the day immediately prior to a holiday, on the
actual day of a holiday, or the day immediately following a holiday who does not report
for duty as scheduled due to personal injury or illness or sick leave shall submit such
verification or certification of illness or injury as is satisfactory to the department head
prior to receiving compensation for the holiday.
7.2. Vacation—All full-time regular employees shall be eligible to earn and be granted
vacation leave.
7.2.1. Vacation Accrual Rates—Each full-time employee shall accrue vacation hours in
accordance with the following accrual rate schedule.
Length of Service Payperiod Accrual Rate Annual Rate
1st through 4th years ........................ 4.62 hours .............................. 15 days
5th through 14th years ..................... 6.16 hours .............................. 20 days
15th through 24th years ................... 7.69 hours .............................. 25 days
25th and succeeding years ............. 9.23 hours .............................. 30 days
7.2.2. Vacation Scheduling—The times during the year at which an employee shall take a
vacation shall be determined by the department head with due regard for the wishes of
the employee and particular regard for the needs of the service. Employees shall
request vacation at least three days in advance.
7.2.2.1. Communications Center Vacation Scheduling—The department head shall
schedule vacation periods during which employees shall take vacation time for
which they are eligible. Employees shall be allowed to bid for their preferred
vacation periods by seniority within classification. Absent approval of the
department head, no more than two communications dispatchers and one
supervising communications dispatcher may be on planned absences such as
vacation, compensatory time, or discretionary holiday at the same time.
7.2.3. Maximum Vacation Accumulation—
Employees may not accumulate more than two times their annual accrual
amount of vacation hours. Once an employee has accumulated two times the
annual accrual, no further vacation leave will accrue until the pay period after
the vacation balance has been reduced below the two-year cap.
7.2.3.1. Vacation Cap Appeal—If an employee is continually denied vacation or
pre-scheduled vacation is cancelled, the employee may submit documentation
for review by Human Resources on a case-by-case basis for resolution based on
the following criteria:
• The employee has signed documentation that the vacation was approved and
then cancelled at a later date.
• The employee has multiple (3 or more) documented vacation denials that are
not for prime vacation periods (i.e., Thanksgiving, Christmas, New Year’s,
Independence Day, etc.) and are not short notice requests (less than 30
calendar days).
7.2.4. Vacation Cash-Out—Employees shall be allowed to cash out up to 40 hours of
unused accrued vacation per calendar year with the following provisions:
• Employees must have completed a minimum of one year of service.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 19
• Employees must maintain a minimum of 80 hours of accrued vacation hours
in their vacation bank.
• Vacation hours shall be compensated at the employee’s enhanced rate of pay
as of the date of the cash out.
• Employees must complete an irrevocable election form and submit the
completed form to the Human Resources Department no later than
December 15 of the calendar year prior to the year of the desired cash out.
Only time accrued during the calendar year following the irrevoc able
election may be cashed out.
• Time may be paid out twice annually in May and November as long as
employees have submitted an irrevocable election form in the prior year.
7.2.5. Vacation Compensation—An employee who retires or separates from City
employment shall be compensated at the employee’s enhanced rate of pay for all
compensable vacation leave on record at the time of separation.
7.3. Notification Procedures—Leave usage forms and notification procedures will be used.
For all discretionary leaves, such as vacation, discretionary holiday, or compensatory time,
an employee who is absent from work shall, as determined by departmental policy, notify
the immediate supervisor or such other person as may be designated. For other such
leaves, the employee shall notify the immediate supervisor or such other person as may
be designated at the earliest possible time that the employee is aware of the absence. The
City reserves the right to confirm or verify use of leaves.
7.4. Bereavement Leave—Each regular employee may take leave without loss of pay for the
purpose of attending the funeral of any member of his/her immediate family, as defined
below. Effective 7/1/2000 part-time regular employees will be eligible for this leave on a
pro-rated basis.
7.4.1. Leave Amounts—
7.4.1.1. Leave Within California—An employee may be granted up to a maximum
of 24 hours of bereavement leave per occurrence for the death or funeral of a
family member within California.
7.4.1.2. Leave Outside California—An employee may be granted up to a maximum
of 40 hours of bereavement leave per occurrence for the death or funeral of a
family member outside of California.
7.4.2. Definition of Immediate Family for Bereavement Leave—As used herein for
bereavement leave, immediate family is defined as spouse, registered domestic partner
with State of California, child, father, mother, brother, sister, grandfather,
grandmother, father-in-law, mother-in-law, brother-in-law, sister-in-law, daughter-in-
law, and son-in-law. In addition, the department head may grant the above described
leave in the event of the illness or disability, or for funeral of someone other than those
persons designated if, in the department head’s opinion, there exists an extraordinarily
close relationship between the employee and such person.
7.5. Sick Leave—An employee who is ill or injured, or is entitled to use sick leave for other
purposes as required by law, is entitled to paid sick leave as follows:
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 20 July 1, 2021 through June 30, 2022
7.5.1. Sick Leave Accrual Rate—Each full-time regular employee shall accrue sick leave
hours at the rate of 3.69 hours per payperiod up to a maximum accrual of 1200 hours.
An employee who worked less than full-time during the payperiod shall be credited
with sick leave on a pro-rated basis for all paid time during the payperiod. Sick leave
for part-time regular employees is prorated.
7.5.2. Sick Leave Request—An employee shall prepare and present a request for paid sick
leave on each occurrence of sick leave on such forms and in accordance with such
policies and procedures established for sick leave requests by the department head.
7.5.3. Approval of Sick Leave Requests—The department head shall review all sick leave
requests and, if approved, the employee’s request for paid sick leave shall be granted.
The department head shall not unreasonably withhold approval of an employee’s sick
leave request.
7.5.4. Verification of Injury or Illness—
A doctor’s note of the injury or illness is the verification that is prepared and signed
by a doctor or licensed health care practitioner verifying the need for the employee to
be off work and/or confirming that the employee has recovered sufficiently to assume
light duty, or is able to perform regular work without restrictions. After an employee
has used the greater of 24-hours or three days of sick leave in a calendar year, the City
may require doctor’s verification of injury or illness if
the City has a reasonable belief that the sick leave has been abused by the employee.
7.5.5. Maximum Paid Sick Leave Time—All leave taken and approved shall be provided
to an employee without loss of pay or benefits provided that the employee has
sufficient unused accumulated sick leave. An employee who has insufficient unused
sick leave hours on record to use for the purposes prescribed may request the use of
other paid leave balances or leave without pay. The department head may approve the
use of other paid leave hours or leave of absence without pay in lieu of such leave by
an employee for such purposes.
7.5.6. Protected Leave (This section is intended to explain the legally protected sick leave
entitlements and it does not replace or reduce employee sick leave as described in
other sections of this Article or in other policies.)—Employees are permitted to use up
to half of their annual sick leave allotment, in any calendar year, for the following
purposes:
• the diagnosis, care, or treatment of an existing health condition of, or preventative
care for, themselves;
• the diagnosis, care, or treatment of an existing health condition of, or preventative
care for, an employee’s child (regardless of age or dependency status), parent,
spouse, registered domestic partner, grandparent, grandchild, sibling, and parent of
the employee’s spouse or registered domestic partner; and
7.6. If the employee is a victim of domestic violence, sexual assault, or stalking, to obtain any
relief to help ensure the health, safety or welfare of the employee or his or her child.
Medical Appointments Leave—A full-time regular employee may be granted leave without
loss of salary or benefits for the purpose of going to appointments with health care
practitioners or dentists in instances where the employee can demonstrate that the
appointment could not have been reasonably scheduled to occur at a non-work time of the
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 21
employee. Medical appointment leave will be charged on a calendar-year basis. Effective
7/1/2000, part-time regular employees will receive this benefit on a pro-rated, non-
retroactive basis.
7.6.1. Approval—An employee requesting such paid leave shall receive department head
approval prior to the leave commencing. Medical appointment leave shall be
authorized only for that period of time necessary to provide reasonable travel time to
and from the appointment and the actual time required for the appointment.
7.6.2. Affidavit of Leave—The employee requesting such leave shall submit a sick leave
request form describing the need for the appointment.
7.6.3. Leave Confirmation—The City reserves the right to confirm or verify any
appointment for which such leave is authorized.
7.6.4. Medical Appointment Leave Charged to Sick Leave—Absences of the first 8 hours
per calendar year will not be charged to sick leave; the remainder of any leave used for
medical appointment purposes will be charged to sick leave.
7.6.5. Scheduling Medical Appointments—Employees should reasonably attempt to
schedule appointments with health care practitioners or dentists when such
appointments can occur outside of work hours.
7.7. Industrial Injury Leave—An employee who is temporarily and/or partially disabled from
performing work as the result of an injury or illness that has been determined to be
industrially caused and necessitates the employee’s absence from work shall be entitled to
receive the following benefits:
7.7.1. Use of Accumulated and Unused Sick Leave—An employee shall be entitled to use
accumulated and unused sick leave hours to receive full compensation for all hours the
employee is scheduled to work but is unable to work. Upon exhausting unused sick
leave hours, an employee may use accumulated and unused vacation and/or
compensatory time on record to receive full pay for all hours worked until the
employee becomes eligible to apply for long-term disability benefits or is able to return
to work, whichever occurs first.
7.7.2. Workers’ Compensation Benefits—Employees shall be eligible to receive workers’
compensation disability benefits in accordance with the State of California workers’
compensation laws. Employees who are using accumulated or unused sick leave,
vacation leave, and/or compensatory hours, shall assign all workers’ compensation
proceeds to the City and shall have their sick leave, vacation and/or compensatory
hours reimbursed on a dollar-for-dollar basis.
7.7.3. Credit for City Reimbursement—In the event that the City receives third party
reimbursement for benefits paid to an employee, the City will credit th e employee’s
sick leave, compensatory time, and/or vacation leave balances with full or partial
credits consistent with the conditions of the third-party reimbursement.
7.8. Military Leave—Military leave shall be granted in accordance with the provisions of
applicable state and federal laws. All employees legally entitled to military leave shall
provide the department head with the information, within the limits of military orders or
regulations, to determine when such leave shall be taken. The department head may
modify the employee’s work schedule to accommodate the requirements applying to the
leave.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 22 July 1, 2021 through June 30, 2022
7.9. Maternity/Paternity and Child Bonding Leave—An employee will be granted leave in
accordance with applicable Federal and State laws.
7.10. Unpaid Leave of Absence—The City may grant an employee in a permanent
position a leave of absence without pay not to exceed 1 year. A request for the leave and
the reason therefore shall be submitted in writing and must be approved by the department
head and the City Manager.
7.10.1. Reinstatement Upon Return From Leave—Upon expiration of the approved leave,
the employee shall be reinstated to the former position without loss of service credits
or benefits (subject to the terms of the contracts with the benefit providers) accrued
prior to said leave. However, during the period of the leave, the employee shall not
accumulate service credits, nor shall the City continue contributions toward group
insurance or the retirement plan.
7.10.2. Failing to Return from Leave—Failure on the part of the employee to return to work
on the date scheduled shall be considered job abandonment.
Article 8. Modified-duty Program
8.1. Modified-duty Program—Modified duty is an accommodation to the work requirements
for an individual with physical restrictions.
8.1.1. Purpose—The purpose of this modified-duty program is to minimize the loss of
productive time, while at the same time reintroduce the employee to work to prevent
deterioration of skills, facilitate recovery, and reduce income loss. Modified-duty
assignments will be structured so that employees are not placed in a duty status that
would aggravate or cause a reoccurrence of injury or illness. Modified-duty
assignments will not be made unless the employee receives medical clearance from
the treating physician to return for modified duty. This program shall be coordinated
with applicable workers’ compensation benefits so that benefits are provided at the
level not less than mandated by state law. The City will strive to make modified duty
available where reasonable and safe.
8.1.2. Coverage—This modified-duty program will cover any employee who suffers a
temporary and partial disability due to an industrial or non-industrial injury or illness.
8.1.3. Determination/Required Reports—
8.1.3.1. Assignments—Modified-duty assignments may be made following
evaluation and determination by the department head. The determination will
be based on available medical information, and consultation with the employee
or the affected supervisor. Determinations will also be based on the needs of the
City and the impact of modified duty on departmental operations. The
evaluation and determination of modified-duty assignments will be based on the
employee’s medical restrictions and upon agreement of the department head, the
employee, and the affected supervisor.
8.1.3.2. Medical Updates—Updated medical reports shall be submitted to the
department head at two-week intervals, or at other agreed upon intervals, for as
long as the employee is off work. Reports will be required for all industrial or
non-industrial injuries or illnesses regardless of whether a modified-duty
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 23
assignment has been made. Reports will be evaluated by the department head
for purposes of continuing or terminating a current modified-duty assignment or
to determine when to commence a modified-duty assignment.
8.2. Modified-duty Assignment, and Restrictions—Modified-duty assignments shall only be
provided to employees with temporary disabilities where it has been medically determined
that the employee will be able to return to the essential functions of his/her current job
with or without accommodation. Under no circumstances shall the modified-duty
assignment be considered to be a permanent alternative position for purposes of reasonable
accommodation under applicable law. Modified-duty assignments:
• May consist of reduced work hours, limited work, or any combination thereof.
• Will not adversely affect the employee’s normal wage rate.
• Will be within the employee’s assigned department; or if no regular work is
available, the employee may be assigned work outside of the department consistent
with skill and ability.
• When feasible will be during the employee’s normal shift and duty hours.
However, if it is determined that no useful work will be performed during the
normal shift or duty hours, the employee can be assigned modified duty during the
normal office hours of 8:00 a.m. to 5:00 p.m., Monday through Friday.
• Will be developed based on a case-by-case review of the medical restrictions, so as
not to aggravate an injury or illness.
8.3. Holidays/Vacations during Light-duty Assignments—
8.3.1. Observed Holidays—Holidays shall be observed in accordance with the modified-
duty assignment work hours and workweek. That is, if an employee is assigned to
work hours in a department, division, or operating unit where employees in that work
unit take a holiday off, so shall the modified-duty employee. If the employee is
assigned to work hours in a department, division, or operating unit where employees
in that work unit work holidays, so shall the modified-duty employee. Compensation
for holidays shall be in accordance with this Memorandum of Understanding.
8.3.2. Vacations—Employees assigned to modified duty shall take their vacation as
normally scheduled. Vacations shall cover the same number of workdays and calendar
days as would have been if the employee had remained on full duty. Employees may
reschedule their vacation with the approval of the department head, provided the
rescheduling does not result in increased costs or lost time to the City for relief staff to
cover the rescheduled vacation.
8.4. Return to Full Duty—Employees will be returned to full duty as soon as possible following
medical certification that the employee is able to resume the full duties of the classification
with or without reasonable accommodation.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 24 July 1, 2021 through June 30, 2022
Article 9. Education Expense Reimbursement Program
9.1. Education Expense Reimbursement Program—An employee who takes a job-related
course at an accredited institution of learning shall be eligible for the costs of tuition, fees
and course materials up to $2,000 per fiscal year upon the successful completion of the
course and upon the employee achieving a grade of “C” or better, or passing for a pass/fail
course.
9.2. Reimbursement Amount—An employee who takes a job-related course at an accredited
institution of learning shall be eligible to receive reimbursement per fiscal year for the
costs of tuition, fees, and course materials. The employee will be eligible for this
reimbursement upon the successful completion of the course and upon the employee
having achieved a grade of “Pass” or “C” or better.
9.3. Qualifying for Program—In order to qualify for reimbursement, the employee must:
9.3.1. Department Head Approval—Prior to enrollment, the employee must receive the
written approval of the department head concerning the particular course. To be
approved by the department head, the department head must find that the course must
be job-related after reviewing the request which briefly describes why the employees
believes the course to be job-related.
9.3.2. Reimbursement Request—Provided that the department head finds that the course
is job-related and approves the employee’s request, the employee shall submit a
request for reimbursement to the City Manager that includes a copy of the department
head’s written approval of the course, a copy of the employee’s course grade, the
receipts for all course expenses, and a total amount requested for reimbursement.
9.3.3. City Manager Approval—The City Manager shall approve the employee’s request
for reimbursement provided that the employee has prepared the request in compliance
with this Article.
9.4. Communications Center Personal and Professional Development Expense
Reimbursement–– In each fiscal year, all bargaining unit employees shall be eligible to
receive $500 for personal and professional development. The reimbursement shall be used
for professional reference materials, outside training, extra coursework, personal
electronic equipment, when utilized for work-related purposes, health and wellness, and
professional organization membership. This reimbursable allowance shall be paid in
accordance with PERL (Public Employees; Retirement Law) and the IRS tax code.
Employees shall provide receipts to their Department Head for approval. Employees who
have submitted their intent to separate from the City shall not be eligible for any remaining
reimbursements during that fiscal year.
Article 10. Recreational Facilities and Classes
10.1. Admission to Classes—
10.1.1. Full-time Regular Employees—All full-time regular employees shall be entitled to
free admission to City recreation facilities and to free enrollment in up to 5 recreational
classes during a 12-month period (lab fees or ingredient fees not included).
10.1.2. Part-time Regular Employees—All part-time regular employees shall be entitled to
free admission to City recreation facilities and to free enrollment in up to 3 recreational
classes during a 12-month period (lab or ingredient fees not included).
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 25
10.2. Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities on the employee’s non -work time.
Employee admission to recreation facilities and recreation classes shall be accomplished
in conformance with the rules and regulations established by the source department.
Article 11. Replacement and Reimbursements
11.1. Tool Replacement Costs—
11.1.1. Replacement Amount—An employee in an eligible classification who is required to
provide tools shall be eligible to receive up to $600 per fiscal year for the purpose of
providing the employee with tool replacement costs. Eligible classifications are as
identified in Appendix D.
11.1.2. Reimbursements—In order to receive reimbursement for tool costs or tool
replacement, an employee must be required to provide tools for the job and must
submit a reimbursement request to the City prior to the reimbursement cutoff date each
fiscal year of June 1st.
11.2. Safety Shoe Reimbursement—The City will reimburse employees in eligible
classifications who purchase and wear approved safety shoes during their regular duty
shift up to $240 per fiscal year. Eligible classifications are noted in Appendix D.
Article 12. Safety Program and Equipment
12.1. Observation of Safety Rules and Regulations—Both the City and the Union shall
expend every reasonable effort to ensure that work is performed with a maximum degree
of safety, consistent with the requirements to conduct efficient operations. Each employee
covered by this memorandum agrees to comply with all safety rules and regulations in
effect and any subsequent rules and regulations that may be adopted. Employees further
agree that they will report all accidents and safety hazards to the appropriate management
official immediately. Any employee having knowledge of or who is a witness to an
accident shall, if requested, give full and truthful testimony.
12.2. Safety Program—The City has established a safety program and representatives of
this unit shall serve on the safety committee.
12.3. Safety Equipment—The City shall continue to supply employees with safety
equipment required by the City and/or Cal/OSHA. All employees shall use City supplied
safety equipment only for the purposes and uses specified under applicable safety rules
and regulations.
12.4. Prescription Safety Glasses—Prescription safety glasses will be provided to those
employees who are required by safety regulations to wear them on the job, provided
employees use the City’s vision care plan in order to obtain the prescription. Those
classifications eligible for prescription safety glasses are identified in Appendix D.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 26 July 1, 2021 through June 30, 2022
Article 13. Dress and Uniform Policy
13.1. Communications Center Dress Policy—Clothing must be neat and clean with the
following not allowed—ragged or torn clothing, halter tops, cut-off tops, or shorts;
clothing displaying obscene or indecent language; pictures of slogans; house shoes,
slippers, or other footwear with exposed toes.
13.2. Maintenance Services Uniform Policy—The uniform policy for the maintenance
services division includes parks, streets, building maintenance, and garage staff who are
supplied with work apparel.
13.2.1. Purpose and Intent—The purpose and intent of this policy is to assist the public in
identification of our staff, provide a consistent appearance, and promote a professional
image of our City’s work force.
13.2.2. Work Clothing—Employees are provided with a change of shirt and pants for each
workday and coveralls if so desired. The City has a contract with a uniform company
to provide work clothing and will pay the expenses to provide these uniforms. The
City will provide 6 t-shirts that will be laundered by the employee. In addition, the
City also supplies safety colored jackets, vests, sweatshirts, and hats.
13.2.3. Wearing and Use of Work Clothing—Each employee who is provided work
clothing will wear it each day. No modifications will be made, removed, or added to
the clothing to personalize garments. Two styles of shirts are available—tails and
square cut. Shirts with tails must be tucked into the pants; however, square cut shirts
may remain outside of the pants. Both types of shirts must be buttoned to be consistent
with a neat, professional appearance. If the employee desires to wear a hat, only hats
issued by the City will be worn.
13.2.4. Jackets and Sweatshirts—The employee may wear jackets and sweatshirts as issued
by the City only. The employees will clean these. The City will replace all uniform
apparel on an as needed basis.
13.2.5. Repair or Replacement of Uniforms—Each employee is required to communicate
to the uniform company the loss or needed repair of garments through the contractors
notification system. Problems or shortages of garments will be reported to the
employee’s supervisor.
13.2.6. Dress Standards—Employees will be evaluated on their dress and use of uniforms.
Employees who consistently fail to adhere to this policy may be subject to disciplinary
action.
13.3. Protective Garments for Safety Inspectors—The City shall supply and maintain
overalls for building inspectors and the public works inspector.
Article 14. Class A and B Driver’s Licenses
14.1. Requirement—A commercial class B driver’s license will be required for all
employees hired after 8/1/1996, in the classifications identified in Appendix D. Those
employees who possessed a Class B license as of 8/1/1996 will be required to maintain
the license.
14.2. License Reimbursement Costs—The City shall reimburse the employees identified
in Appendix D the cost of the license and license renewal fee for a class A and B license.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 27
14.3. Class A Incentive Pay—Those employees in Appendix B employed in the Public
Works Department may receive a $25 incentive per month to obtain and maintain a Class
“A” commercial driver’s license. Any employee possessing a Class A license must
perform the work requiring the license when requested by the City to do so even if the
work is in a department other than Public Works.
Article 15. Personnel Practices
15.1. Transfer and Promotion—
15.1.1. Transfer—An employee may be transferred by the City Manager from one position
to another position in the same or comparable classification carrying essentially the
same maximum salary and which the employee is qualified to perform.
15.1.2. Promotion—The City shall endeavor to fill vacancies by promotion when in the
best interests of the service. In the event the City Manager determines to fill a vacancy
by promotion, the personnel board prepares and administers an examination for those
employees who meet the minimum qualifications. The names of the successful
candidates shall be recorded in the order of their standing in the examination on an
employment list. Closed promotional appointments shall be made from the first 4
candidates (the number may unilaterally be changed by City Council resolution) on
the employment list who are ready, willing, and able to accept the position offered.
15.1.3. Flexible Staffing—Sufficient positions will be provided so that all full-time regular
employees in the Library Assistant I classification with 2 years of experience will be
eligible to be promoted to the full-time regular Library Assistant II classification,
providing the employees pass an examination. Sufficient positions will be provided
so that all full-time regular employees in the Librarian I classification with 2 years of
experience will be eligible to be promoted to the full-time regular Librarian II
classification, providing the employees pass an examination.
15.2. Time Off for Examination—Promotional examinations scheduled by the City during
an employee’s regular working hours may be taken without loss of compensation.
15.3. Employment Lists—Promotional lists shall become effective upon approval thereof
by the personnel board. Employment lists shall remain in effect for 1 year, unless sooner
exhausted and may be extended, prior to their expiration dates, by action of the personnel
board for additional 3-month periods, but in no event shall the list be extended for more
than one additional year. If an appointment is to be made from an open-competitive list,
the names of all persons on the list shall be certified. The name of any person on an
employment list may be removed by the City Manager for any of the following reasons,
if:
15.3.1. Formal Request—The eligible person requests, in writing, the name to be removed.
15.3.2. Failing to Respond—The employee fails to respond to a written offer of
employment 6-business days from mailing.
15.3.3. Investigation Report—A subsequent background investigation is unsatisfactory.
15.3.4. Passed Over—The person has been passed over for appointment 3 times.
15.4. Probationary Periods—All original and promotional appointments shall be
tentative and subject to a probationary period of not less than 12 months of actual service
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 28 July 1, 2021 through June 30, 2022
from the date of probationary appointment or promotion. Probationary periods for
promotions within a classification series shall be for a period of not less than six (6)
months unless extended by the department head or designee to 12 months. The decision
to extend the probationary period is within the sole discretion of the department head or
designee and is not subject to the grievance procedure.
15.4.1. Probation Reinstatement and Re-employment—An employee who is laid off and
subsequently appointed as a result of certification from an employment eligible list to
a position of different classification than that from which laid off, shall undergo the
probationary period prescribed for the classification to which appointed. Former
probationary employees appointed from a reinstatement or re-employment list must
serve the remainder of their probationary period in order to attain permanent status.
15.4.2. Probation Transfer—Employees who transfer to another division shall be required
to undergo a new probationary period in the position into which transferred. If
unsuccessful in the new probationary period, the voluntarily transferred employee
shall be reinstated into their former position. Employees transferred non-voluntarily
shall be reinstated to their former position if unsuccessful in their new probationary
period.
15.4.3. Probation Promotion—An employee who previously completed the requisite
probationary period and who is rejected because of a subsequent probationary period
for a promotional appointment, shall be reinstated to the former positions from which
the employee was promoted, provided that this Subsection shall not be construed so as
to prohibit the City from discharging any employee during a subsequent promotional
probationary period.
15.4.4. Rejection during Probationary Period—The appointing authority may terminate a
probationary employee at any time during the probationary period without the right of
appeal in any manner and without recourse to the procedures provided in the grievance
Article of this Memorandum of Understanding, unless the employee alleges that the
termination was due to discrimination prohibited by City, state, or federal statutes or
regulations. If such discrimination is alleged, the appeal or grievance shall be decided
by the Assistant City Manager solely on the basis of whether or not the termination
was due to discrimination. Unless it is determined that there was discrimination, the
Assistant City Manager hearing the appeal or grievance shall not substitute their
judgment for that of the appointing authority. The Assistant City Manager’s decision
is final.
15.5. Performance Appraisals—At a permanent employee’s discretion, within 10 days of
receiving the performance appraisal document, the employee may meet with evaluator’s
immediate supervisor to discuss the evaluation. The decision of the evaluator’s immediate
supervisor is final and is not required to be in writing, and the employee will have no other
right to appeal.
15.6. Resignation and Reinstatement—
15.6.1. Resignation—An employee desiring to leave the City in good standing shall submit
a letter of resignation to the immediate supervisor no later than 2 weeks in advance of
the effective date of separation; complete an exit interview; and receive at least a
satisfactory final evaluation.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 29
15.6.2. Reinstatement—A permanent employee, who has resigned in good standing, may
be reinstated within 2 years of the effective date of resignation. Such reinstatement
may be to a vacant position in the employee’s former classification, or to one in a
comparable classification which does not carry a significantly higher rate of pay and
which employee is qualified to perform. Reinstatement shall be made at the salary
step approved by the City Manager. The reinstated employee will serve the designated
probationary period for that classification prior to becoming a permanent employee,
regardless of the salary rate at which the employee is reinstated.
Article 16. Reduction-in-Force, Layoff, and Re-employment
16.1. Seniority—Seniority, for the purpose of layoff, is defined as length of continuous
full-time employment within the service of the City, except for service on a provisional
and temporary status. Seniority shall be retained, but shall not accrue during any period
of leave without pay, except for authorized military leave granted pursuant to California
state military and veterans’ code.
16.2. Council Determination—Whenever in the judgment of the City Council, it becomes
necessary in the interest of economy or because of necessity for the position or
employment involved no longer exists, the City Council may abolish any position or
employment in the competitive service and lay-off, reassign, demote or transfer an
employee holding such position or employment and same shall not be deemed a
disciplinary act or act requiring written charges. The appointing authority may likewise
lay off an employee in the competitive s ervice because of material change in duties or
organization or shortage of work or funds.
16.3. Order of Layoff—When one or more employees performing in the same class in the
same City department are to be laid off (provisional and temporaries therein having
already been terminated), the order of layoff in the affected department shall be as follows:
16.3.1. Hourly Employees—Part-time hourly employees including per diem, seasonal, and
temporary workers.
16.3.2. Probationary Employees—Probationary employees by classification in reverse
order of seniority.
16.3.3. Part-time Regular Employees—Permanent part-time employees by classification in
reverse order of seniority.
16.3.4. Full-time Regular Employees—Permanent full-time by classification in reverse-
order of seniority.
16.4. Identical City Service—Should two or more employees have identical City service
seniority, the order of layoff will be determined by classification seniority. Whenever two
or more employees have identical classification seniority, a mutually agreeable random
selection process shall determine the order of layoff in the affected department.
16.5. Notice of Layoff—Employees shall be forwarded written notice, including reasons
therefore, by certified registered mail, return receipt requested or personally served, a
minimum of 10-working days prior to the effective date of layoff. An employee receiving
said notice may respond, in writing, to the City Manager. The employee’s representatives
shall receive concurrent notice, and upon request, shall be afforded the opportunity to meet
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 30 July 1, 2021 through June 30, 2022
with the City to discuss the circumstances requiring the layoff and any proposed
alternatives which do not include the consideration of the merits necessity or organization
of any service or activity. The employee must make this request in writing at least 5 -
working days prior to the effective date of layoff.
16.5.1. Bumping Rights—Employees receiving notice of layoff shall have the right to
assume a position held by a less senior employee as follows:
16.5.1.1. Same Classification—The senior employee may bump a less senior
employee in the same classification.
16.5.1.2. Former Classification—The senior employee may bump a less senior
employee in a classification to which the senior employee was formerly
assigned.
16.6. Reassignment In Lieu of Layoff—
16.6.1. Vacant Position in City—In the event of layoff, the employee will be allowed to
transfer to a vacant position that the City intends to fill in the same classification in
any City department.
16.6.2. Former Classification—In the event that there are no vacant positions in the same
classification in any department, an employee will be offered a vacant position in any
classification at the same or lower salary in which permanent status had formerly been
held, first in the affected department and then Citywide.
16.6.3. Displacement—In the event that there are no vacancies as listed above, the
employee shall have the opportunity, upon request, to be assigned to any classification
in the department at the same or lower salary in which the employee meets the
minimum qualifications and a regular layoff procedure in the same or l ower-level
classification shall apply.
16.6.4. Salary Placement—Employees transferred, assigned or demoted under this
subsection, will be given a step in the new classification salary range closest, but not
exceeding, the employee’s salary at the time of appointment.
16.7. Layoffs—In the event that an employee is not reassigned in lieu of layoff, the
employee shall be laid off. If an employee elects not to exercise bumping rights, the
employee may be deemed to have been offered and to have declined such work. Laid off
employees are to be paid for accrued vacation and sick leave when separated as a result of
a layoff.
16.8. Layoff Re-employment and Reinstatement Lists—
16.8.1. Classification Reinstatement List—Probationary and permanent employees who are
reclassified and/or demoted as a result of a reduction in force, shall have their names
placed on a classification reinstatement list, in order of their seniority. Vacant
positions within their classification shall first be offered to employees on this list.
16.8.2. Re-employment List—Employees who are laid off shall have their names placed on
a re-employment list of classifications which, in the opinion of the personnel officer,
requires basically the same qualifications and duties and responsibilities as those in the
classification from which the layoff occurred, in order of seniority. Vacant positions
in such classifications shall be offered to eligibles on the re-employment list that
qualify for such vacancies prior to an open or promotional recruitment.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 31
16.8.3. Length of Placement on List—No name shall be carried on a reinstatement or re-
employment list for a period of longer than 2 years. Refusal to accept the first offer or
reinstatement or re-employment within the same classification shall cause the name to
be dropped from the list. Individuals not responding to written notification, by
certified registered mail, return receipt requested, forwarded to their last given address,
of an opening within 10-working days from mailing, shall have their names removed
from either a reinstatement or re-employment list. Individuals who do not meet current
employment standards (i.e., medical, licenses, etc.) shall have their names removed
from either a reinstatement or re-employment list.
16.8.4. Probationary Period—Probationary employees appointed from a reinstatement or
re-employment list must serve the remainder of their probationary period in order to
attain permanent status.
Article 17. Emergencies
Nothing contained in the Memorandum of Understanding shall limit the authority of the
department head or the City to make necessary changes during emergencies. The department
head shall notify the Union of such changes as soon as possible. Emergency assignments of
staff shall not exceed beyond the period of the emergency. An emergency is defined as an
unforeseen circumstance requiring immediate implementation of the change.
Article 18. Notification
The City shall give reasonable prior written notice to the Union of any ordinance, rule,
resolution, or regulation directly relating to matters within the scope of representation proposed
to be adopted by the City and shall give the Union the opportunity to meet with the City prior
to such adoption. In cases of emergency, when the City determines that an ordinance, rule,
resolution, or regulation must be adopted immediately without prior notice or meeting with the
Union, the City shall provide such notice and opportunity to meet at the earliest practicable
time following the adoption of such ordinance, rule, resolution, or regulation.
Article 19. Contracting Unit Work (except Communications Center employees)
19.1. Contracting Work—All unit work that City staff proposes to contract out will first
fall under the provisions below:
19.2. Union Notification—At least 90 days prior to any council action to contract existing
unit work, the City will provide the Union with notice and opportunity to submit
alternative proposals. Notice shall include all documents and information relevant to the
contract proposal. Any proposal for contracting out unit work shall be scoped out and
specifications prepared to provide an opportunity for unit members to bid competitively
on the services to be provided.
19.3. Committee Review—A joint committee comprised of three Union and three
management representatives, each appointed by the respective parties, will review all unit
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 32 July 1, 2021 through June 30, 2022
work which the City proposes to contract out prior to such contracting out. The committee
will meet within 30-calendar days of notice to review.
19.4. Committee Results—If after committee review there is no majority consensus
agreement, the unit work may be considered by the City Council provided both the Union
and management have the opportunity to provide the City Council with written reasons
for being for or against the proposal.
19.5. Bid Process—All bids for work presented by private contractors shall be in
accordance with the state of California’s prevailing wage laws without exception. The
City shall review all bids submitted by private contractors for compliance with regard to
prevailing wage rates.
Article 20. Grievance Procedure for Disciplinary Matters
20.1. Definition of Grievance—A grievance is defined as any disciplinary action and/or
dispute involving the interpretation, application or alleged violation of:
• Any provision of the MOU between the City and the Union, excluding however,
those provisions of the MOU which specifically provide that the decision of any
City official shall be final, and where the MOU includes a procedure that governs
the dispute.
• The grievance process does not cover the following decisions within management
rights include decision regarding: (1) classifications of positions; (2) recruitment,
selection, appointment and examination processes; (3) extensions of probationary
periods; (4) non-disciplinary transfers, reassignments, reorganization and
reallocation of positions; (5) the content of performance evaluations; (6) requiring
employees to submit to fitness for duty evaluations; and (7) layoffs (as opposed to
the impacts of layoffs).
20.2. General Conditions—
20.2.1. Extended Time Limits—Any time limit set forth in this article may be extended by
mutual written agreement between the City and the Union.
20.2.2. Failure to Comply with Time Limits—Failure on the part of the Union to comply
with the time limits of this procedure or any extensions thereto shall constitute a
withdrawal of the grievance without further recourse to re-submittal. Failure on the
part of the City to comply with the prescribed time limits or extensions shall result in
the grievance being moved to the next step of the procedure.
20.3. Grievance Steps—The general steps in the grievance procedures are as follows.
Note that some steps in the grievance procedure may be eliminated if the employee reports
to a department head or if the employee’s second-line supervisor is the department head.
20.3.1. Step 1: Immediate Supervisor (Problem Solving)—Employees shall bring their
grievances to the attention of their immediate supervisor within 15 calendar days of
the occurrence of the act causing the basis for the grievance or the employee’s first
knowledge of the occurrence.
20.3.2. Step 2: Second-line Supervisor—If the grievance is not resolved at Sept 1 within
15 calendar days of the date the grievance is raised with the immediate supervisor, the
employee shall have the Union Steward submit a formal written grievance to the
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 33
employee’s second-line supervisor. If the employee chooses to formally pursue the
grievance, it shall be presented by the Union Steward, in writing within 15 calendar
days after the immediate supervisor’s decision. The written grievance shall contain
the following information.
• Grievant’s Name and Signature
• Grievant’s Department and Specific Work Site
• Name of the Grievant’s Immediate Supervisor
• Statement of the Nature of the Grievance, including date and place of
occurrence
• Specific Provision, Policy or Procedure alleged to have been violated
• Remedies Sought by Grievant
• Name of the Union Steward designated as the grievant representative in the
processing of the grievance.
20.3.3. Step 3: Response to Formal Grievance—Within 15 calendar days of receipt of the
written grievance, the second-line supervisor or their designee shall return a copy to
the Union Steward and the employee with an answer in writing. If the grievance is not
resolved at this level, the Union shall have 15 calendar days from receipt of the answer
in which to file an appeal to the department head.
20.3.4. Step 4: Department Head—An employee dissatisfied with the decision of the
second-line supervisor in Step 3 may have the Union Steward submit the written
grievance to the department head within 15 calendar days from the date of the second-
line supervisor’s decision. The department head or designee shall respond in writing
to the Union Steward within 15 calendar days from the date of its receipt.
20.3.5. Step 5: City Manager—If the employee is dissatisfied with the decision of the
department head in Step 4, the written grievance may be submitted by the union
Steward through the department head to the City Manager, within 15 calendar days
from receipt of the department head’s response. The City Manager or designee shall
respond to the Union Steward regarding the grievance in writing within 15 calendar
days of its receipt. Within this period, at the City Manager’s discretion, an informal
hearing involving the parties to the dispute may be conducted. The decision of the
City Manager or designee is final.
20.3.6. Appeal of the City Manager’s Decision—The decision of the City Manager or
designee may be appealed by the Union only if it is in compliance with section 20.4.
20.4. Appeal Rights—A regular, non-probationary employee may appeal the final
disciplinary decision of the appointing authority to binding arbitration so long as all the
following steps are fully complied with.
20.4.1. Level of Discipline—The discipline imposed consisted of a termination, demotion,
suspension of more than 5 days, or any other type of discipline that results in a loss of
pay of more than 5 days.
20.4.2. Written Request—The Union Steward must submit a written request for arbitration
to the department head, with a copy to the Director of Human Resources which must
be received no later than 15 calendar days following the date of the notice of imposition
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 34 July 1, 2021 through June 30, 2022
of discipline. If this written request is not received by the department head and the
Director of Human Resources within this time frame, the appeal will be waived.
20.4.3. Union Representation—The union must sign the written request for arbitration
signifying that it intends to represent the employee during all arbitration proceedings
arising from the request for arbitration.
20.4.4. Selection of an Arbitrator—An arbitrator will be selected by the union and the City
by mutual agreement from a list of arbitrators who are current members of the National
Academy of Arbitrators, and who have at least 5 years of experience handling
arbitrations for local public agencies. If the parties cannot agree on a prospective
arbitrator, they shall request a list of no less than 7 arbitrators from the California State
Mediation and Conciliation Bureau, each of whom is a current member of the National
Academy of Arbitrators, and who has at least 5 years of experience handling
arbitrations for local public agencies. The parties will attempt to agree on an arbitrator
from any such list obtained. If the parties cannot agree on an arbitrator, they shall
alternately strike the name of one arbitrator until one name remains, who will be the
arbitrator selected.
20.4.5. Payment of Costs—The union and the City will split the cost of the arbitrator’s fee
equally. In the event that either party wishes to obtain the services of a court reporter,
that party will be solely responsible for the reporter’s fees, including the cost of
providing the original transcription to the arbitrator. If the arbitrator, as opposed to
either party, requires that the proceedings be taken down by a court reporter, the parties
will equally split the cost of the reporter’s fee and the cost of the original transcript.
Each party will pay for the cost of an additional copy for the use of that party if a copy
is desired.
20.4.6. Arbitrator Duty—The arbitrator will be empowered to hear evidence, review
exhibits, hear argument and make findings of fact and conclusions. Based on those
findings and conclusions, the arbitration shall make a final and binding determination
about the merits of the appeal. The arbitrator is not empowered to make any alterations
to the terms and conditions of this MOU, or to the City’s rules, regulations, policies or
procedures. The arbitrator is not empowered to make any order or directive that would
require any party to commit an illegal act.
20.4.7. Arbitrator Decision—The parties agree that any decision rendered by the arbitrator
will be final and binding, meaning that it cannot be appealed to any other legal or
administrative tribunal, except pursuant to Code of Civil Procedure section 1285 et
seq. which allows parties to petition a court to confirm, correct or vacate an arbitration
award.
Article 21. Severability
If any Article, Section, subsection, sentence, clause, or phrase of the Memorandum of
Understanding is for any reason held to be invalid by a court of competent jurisdiction, such
Article, section, subsection, sentence, clause, or phrase shall be suspended and superseded and
the remainder of this Memorandum of Understanding shall not be affected thereby.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 35
Article 22. Agreement, Modification, or Waiver
22.1. Full and Entire Agreement—This Memorandum of Understanding sets forth the
full and entire Memorandum of Understanding of the parties regarding the matters set
forth herein and any other prior or existing understanding or agreements over these matters
between the parties, whether formal or informal, are hereby superseded or terminated in
their entirety. In the event that the provisions of this memorandum are found to be in
conflict with a City rule, regulation, or resolution, the provision of this memorandum shall
prevail over such conflicting rule, regulation or resolution.
22.2. Written Modification Required—No agreement, alteration, understanding,
variation, waiver or modification of any of the terms or provisions contained herein shall
in any manner be binding upon the parties unless made and executed in writing by all
parties hereto and approved by the City Council.
22.3. Waiver—The waiver of any breach, term or condition of this Memorandum of
Understanding by either party shall not constitute a precedent in the future enforcement of
all its terms and provisions.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 36 July 1, 2021 through June 30, 2022
Article 23. Signatures
Signed this ________ day of __________________, 2021
For the Union-AFSCME: For the City:
Ashley Mates, Staff Representative,
AFSCME District Council 57
Donna Williamson, Lead Negotiator
Richard Brooks
Leah Lockhart
Josue Gonzalez
Mich Mercado
Marissa Jordan
Tristan Kent
Michael Alan Patrick
Richard Pence
Peter Shea
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 37
Appendix A
Full-time Regular and Part-time Regular Employee Classifications
As referenced in Article 1, those classifications in the AFSCME unit are the following:
Title
Full-
time
Part
-
time
Accounting Assistant I x
Accounting Assistant II x
Building Inspector x
Building Inspector, Senior x
Building Maintenance Craftsworker x
Building Maintenance Custodian x
Building Maintenance Custodian, Lead x
Building Maintenance Custodian, Senior x
Building Plan Reviewer x
Code Enforcement Officer x
Communications Dispatcher x
Communications Dispatcher, Supervising x
Community Development Specialist x
Community Services Site Coordinator x x
Cultural Arts Specialist x
Electrical Technician x
Electrical Technician, Assistant x
Electrical Technician, Lead x
Electrical Technician, Senior x
Engineering Technician x
Engineering Technician, Senior x
Equipment Mechanic x
Equipment Mechanic, Lead x
Equipment Operator x
Groundsperson x
Librarian I x x
Librarian II x
Library Assistant I x x
Library Assistant II x x
Library Specialist, Supervising x
Literacy Services Coordinator x
Maintenance Craftsworker x
Office Specialist x x
Park Maintenance Worker x
Park Maintenance Worker, Lead x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 38 July 1, 2021 through June 30, 2022
Title
Full-
time
Part
-
time
Park Maintenance Worker, Senior x
Parking System Technician x
Permit Technician x
Permit Technician, Senior x
Planning Technician x
Preschool Teacher I x
Preschool Teacher II x
Public Works Inspector x
Public Works Maintenance Worker x
Public Works Maintenance Worker, Lead x
Public Works Maintenance Worker, Senior x
Recreation Leader II x
Recreation Leader III x
Recreation Leader IV x x
Sweeper Operator x
Tree Trimmer x
Van Driver x
The Union may present requests for position reviews on behalf of its members in accordance with
established City procedures and the City agrees to keep the Union informed of the results of the
position reviews. Requests for classification reviews of positions together with justification should
be made to the employee’s department head by 9/15 of any year.
Any recommendations for reclassifications of these positions deemed meritorious by the City shall
be handled through the regular budgetary process, and if approved, shall be effective the beginning
of the next fiscal year.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 39
Appendix B
Incentive Pay by Classification
This appendix features an easy, at-a-glance table that indicates those incentives that are unique to
classifications and that are considered reportable to CalPERS (“PERSable”). This list does not
include PERSable compensation in which eligibility may be open to all unit members (i.e.,
longevity pay) or acting pay. In the event that there is a discrepancy between this appendix and
the body of the MOU, the language in the body of the MOU shall prevail.
Title
Bilingual
Pay Uniforms
Class
A CDL
Accounting Assistant I x
Accounting Assistant II x
Building Inspector x x
Building Inspector, Senior x x
Building Maintenance Craftsworker x
Building Maintenance Custodian x
Building Maintenance Custodian, Lead x
Building Maintenance Custodian, Senior x
Building Plan Reviewer
Code Enforcement Officer
Communications Dispatcher x
Communications Dispatcher, Supervising x
Community Development Specialist
Community Services Site Coordinator x
Cultural Arts Specialist
Electrical Technician x x
Electrical Technician, Assistant x x
Electrical Technician, Lead x x
Electrical Technician, Senior x x
Engineering Technician X
Engineering Technician, Senior X
Equipment Mechanic x x
Equipment Mechanic, Lead x x
Equipment Operator x x
Groundsperson x
Librarian I x
Librarian II x
Library Assistant I x
Library Assistant II x
Library Specialist, Supervising x
Literacy Services Coordinator x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 40 July 1, 2021 through June 30, 2022
Title
Bilingual
Pay Uniforms
Class
A CDL
Maintenance Craftsworker x
Office Specialist x
Park Maintenance Worker x
Park Maintenance Worker, Lead x
Park Maintenance Worker, Senior x
Parking System Technician x x
Permit Technician x x
Permit Technician, Senior x x
Planning Technician x
Preschool Teacher I x
Preschool Teacher II x
Public Works Inspector x
Public Works Maintenance Worker x x
Public Works Maintenance Worker, Lead x x
Public Works Maintenance Worker, Senior x x
Recreation Leader II x
Recreation Leader III x
Recreation Leader IV x
Sweeper Operator x x
Tree Trimmer x
Van Driver
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 41
Appendix C
Certification Pay
The City of South San Francisco, following discussions with the union, hereby agree to add
eligibility for certification pay for the job classifications of Equipment Operator (CWEA, Sign and
Pavement and NASSCO PACP) and Lead Building Maintenance Custodian (HVAC). The parties
agree that the effective date will be pursuant to 4.8.4. Incentive Pay Effective Date but not earlier
than January 1, 2016.
The following are the classifications for which Certification Pay is available under Section 4.8.
Certification Eligible Classifications
Number of
Certifications
Available at a
Time
International Code Council (ICC) –
Building Inspector, Electrical
Inspector, Plumbing Inspector,
Mechanical Inspector, Plans
Examiner, Permit Technician,
Planning Technician;
International Association of
Plumbing and Mechanical Officials
(IAPMO) – Plumbing Inspector,
Mechanical Inspector;
CA Association of Building Energy
Consultants (CABEC) – Certified
Energy Plans Examiner;
State of CA – Certified Access
Specialist (CASp)
Building Inspector
Senior Building Inspector
Permit Technician
Planning Technician
Unlimited
number of
employees;
Unlimited
number of
certifications
after 1st job
required
certification,
up to
maximum
certification
pay allowed
Certified Public Infrastructure
Inspector (CPII) through the
American Public Works Association
(APWA)
Public Works Inspector Unlimited
Certified Municipal Arborist through
International Society of Arboriculture
Groundsperson
Tree Trimmer
Up to 2
employees
Certified Backflow Tester through
American Water Works Association
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Up to 5
employees
Certified Playground Safety
Inspector through National
Recreation and Park Association
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Up to 5
employees
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 42 July 1, 2021 through June 30, 2022
Certification Eligible Classifications
Number of
Certifications
Available at a
Time
(NRPA) and California Parks and
Recreation Society (CPRS)
Pest Control Advisor through
California Department of Pesticide
Regulation
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Up to 1
employee
Qualified Applicator’s Certificate
through California Department of
Pesticide Regulation
Park Maintenance Worker
Senior Park Maintenance Worker
Lead Park Maintenance Worker
Park Maintenance Craftsworker
Up to 5
employees
HVAC Service Technician through
Building Operator Certification
Lead Building Maintenance
Custodian
Building Maintenance Craftsworker
Up to 2
employees
CWEA Collections Systems
Maintenance Certification I, II, III,
IV
Public Works Maintenance Worker
Senior Public Works Maintenance
Worker
Lead Public Works Maintenance
Worker
Equipment Operator
Unlimited
Fire Mechanic I, II, III through Cal
Fire Office of the State Fire Marshal
Equipment Mechanic
Lead Equipment Mechanic Unlimited
Traffic Signal Technician Level I,
Traffic Signal Field Technician Level
II,
Traffic Signal Senior Field
Technician Level III through the
International Municipal Signal
Association (IMSA)
Assistant Electrical Technician
Electrical Technician
Senior Electrical Technician
Lead Electrical Technician
Unlimited
Sign and Pavement Marking
Technician Level I, II, III through the
International Municipal Signal
Association (IMSA)
Public Works Maintenance Worker
Senior Public Works Maintenance
Worker
Lead Public Works Maintenance
Worker
Unlimited
P.O.S.T Dispatch Supervisor Supervising Communications
Dispatcher Unlimited
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 43
NASSCO PACP Certified Employees—Any NASSCO PACP certified Public Works
Maintenance Worker, Senior Public Works Maintenance Worker, Lead Public Works
Maintenance Worker, Public Works Inspector, or Equipment Operator shall receive an additional
2.5% of base pay for all hours actually worked operating or maintaining sewer video inspection
equipment or reviewing and inspecting video to assess condition and compliance with applicable
codes and regulations.
Underground Service Alert (USA) Locator Certified Employees—Incumbents in the Public Works
Maintenance Worker classification who are assigned to perform USA locator marking duties will
receive additional pay equivalent to 2.5% of their base pay for all hours worked in this capacity.
The Lead Public Works Maintenance Worker will determine for each shift which employee(s) in
the Public Works Maintenance Worker classification will perform USA locator marking duties.
The Lead Public Works Maintenance Worker may make recommendations to the Public Works
Director which employees should attend the City-paid USA locator marking certification training.
Only the Public Works Director may approve USA locator marking certification training for Public
Works employees recommended to attend the City-paid training.
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 44 July 1, 2021 through June 30, 2022
Appendix D
Expense Reimbursements by Classification
This appendix features an easy, at-a-glance table that indicates certain reimbursements that are
unique to classifications. In the event that there is a discrepancy between this appendix and the
body of the MOU, the language in the body of the MOU shall prevail.
Title Tools
Safety
Shoes
Rx
Safety
Glasses
Reimburse
Class A or B
CDL
Accounting Assistant I
Accounting Assistant II
Building Inspector x x
Building Inspector, Senior x x
Building Maintenance Craftsworker x x
Building Maintenance Custodian x x
Building Maintenance Custodian, Lead x x
Building Maintenance Custodian, Senior x x
Building Plan Reviewer
Code Enforcement Officer
Communications Dispatcher
Communications Dispatcher, Supervising
Community Development Specialist
Community Services Site Coordinator
Cultural Arts Specialist
Electrical Technician x x x
Electrical Technician, Assistant x x x
Electrical Technician, Lead x x x
Electrical Technician, Senior x x x
Engineering Technician x x
Engineering Technician, Senior x x
Equipment Mechanic x x x x
Equipment Mechanic, Lead x x x x
Equipment Operator x x x
Groundsperson x x x
Librarian I
Librarian II
Library Assistant I
Library Assistant II
Library Specialist, Supervising
Literacy Services Coordinator
Maintenance Craftsworker x x
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 45
Title Tools
Safety
Shoes
Rx
Safety
Glasses
Reimburse
Class A or B
CDL
Office Specialist
Park Maintenance Worker x x x
Park Maintenance Worker, Lead x x x
Park Maintenance Worker, Senior x x x
Parking System Technician x x
Permit Technician x
Permit Technician, Senior x
Planning Technician
Preschool Teacher I
Preschool Teacher II
Public Works Inspector x x
Public Works Maintenance Worker x x x
Public Works Maintenance Worker, Lead x x x
Public Works Maintenance Worker, Senior x x x
Recreation Leader II
Recreation Leader III
Recreation Leader IV
Sweeper Operator x x x
Tree Trimmer x x x
Van Driver
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 46 July 1, 2021 through June 30, 2022
Appendix E
Salary Schedule
Effective July 9, 2021
JOB TITLE JOB CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Accounting Assistant I A480 25.67 26.95 28.30 29.71 31.20
Accounting Assistant II A225 28.20 29.61 31.09 32.65 34.28
Building Inspector A135 43.96 46.16 48.47 50.89 53.44
Building Inspector - Senior A400 48.01 50.41 52.93 55.58 58.36
Building Maintenance Craftsworker A465 33.96 35.66 37.44 39.32 41.28
Building Maintenance Custodian A140 24.94 26.19 27.49 28.87 30.31
Building Maintenance Custodian - Lead A190 31.57 33.15 34.81 36.55 38.38
Building Maintenance Custodian - Senior A320 27.46 28.84 30.28 31.79 33.38
Building Plan Reviewer A690 46.05 48.35 50.77 53.30 55.97
Code Enforcement Officer A145 37.64 39.52 41.50 43.57 45.75
Communications Dispatcher A150 36.85 38.70 40.63 42.66 44.79
Communications Dispatcher - Supervising A365 43.47 45.64 47.93 50.32 52.84
Community Development Specialist A660 41.24 43.30 45.47 47.74 50.13
Community Services Site Coordinator A640 24.98 26.23 27.54 28.92 30.36
Cultural Arts Specialist A650 34.06 35.76 37.55 39.42 41.40
Electrical Technician A160 41.42 43.49 45.67 47.95 50.35
Electrical Technician - Assistant A120 30.57 32.09 33.70 35.38 37.15
Electrical Technician - Lead A335 51.11 53.67 56.35 59.17 62.13
Electrical Technician - Senior A500 45.45 47.72 50.10 52.61 55.24
Engineering Technician A167 34.22 35.93 37.72 39.61 41.59
Engineering Technician - Senior A168 37.64 39.52 41.50 43.57 45.75
Equipment Mechanic A170 35.31 37.08 38.93 40.88 42.92
Equipment Mechanic - Lead A345 38.24 40.15 42.16 44.27 46.48
Equipment Operator A175 35.40 37.17 39.03 40.98 43.03
Groundsperson A505 32.23 33.85 35.54 37.32 39.18
Librarian I A210 32.82 34.46 36.18 37.99 39.89
Librarian II A240 36.12 37.92 39.82 41.81 43.90
Library Assistant I A220 25.77 27.06 28.41 29.83 31.32
Library Assistant II A215 28.46 29.89 31.38 32.95 34.60
Library Specialist - Supervising A670 33.69 35.38 37.15 39.00 40.95
Literacy Services Coordinator A445 37.07 38.93 40.87 42.92 45.06
Maintenance Craftsworker A280 33.96 35.66 37.44 39.32 41.28
Office Specialist A295 26.59 27.92 29.32 30.78 32.32
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
July 1, 2021 through June 30, 2022 Page 47
JOB TITLE JOB CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Park Maintenance Worker A250 28.71 30.14 31.65 33.23 34.90
Park Maintenance Worker - Lead A195 34.16 35.87 37.66 39.54 41.52
Park Maintenance Worker - Senior A350 30.76 32.30 33.91 35.61 37.39
Parking System Technician A245 34.16 35.87 37.66 39.54 41.52
Permit Technician A460 38.86 40.80 42.84 44.99 47.24
Permit Technician - Senior A700 41.34 43.40 45.57 47.85 50.24
Planning Technician A462 38.85 40.80 42.83 44.98 47.23
Preschool Teacher I A495 22.75 23.89 25.08 26.34 27.66
Preschool Teacher II A680 25.03 26.28 27.60 28.98 30.43
Public Works Inspector A310 43.96 46.16 48.47 50.89 53.44
Public Works Maintenance Worker A275 28.71 30.14 31.65 33.23 34.90
Public Works Maintenance Worker - Lead A200 34.16 35.87 37.66 39.54 41.52
Public Works Maintenance Worker - Senior A360 30.76 32.30 33.91 35.61 37.39
Recreation Leader II A610 17.18 18.04 18.95 19.89 20.89
Recreation Leader III A620 18.64 19.57 20.55 21.58 22.66
Recreation Leader IV A515 20.68 21.72 22.80 23.95 25.14
Sweeper Operator A370 33.42 35.09 36.85 38.69 40.62
Tree Trimmer A375 34.42 36.14 37.95 39.85 41.84
Van Driver A510 17.57 18.45 19.38 20.34 21.36
Memorandum of Understanding Between
AFSCME and the City of South San Francisco
Page 48 July 1, 2021 through June 30, 2022
Appendix F
Labor Management Committee
This intent of the Labor-Management Committee is to foster better communication between Labor
and Management and to provide an opportunity for the Union to provide feedback to the City on
issues that might affect bargaining unit members.
The Labor Management Committee will meet at least four times per year to discuss issues related
to the labor management relationship. Additional meetings may be scheduled by mutual agreement
of the parties. The Director of Human Resources shall be the standing City representative on the
Labor Management Committee. Other supervisors, managers or human resources personnel shall
be invited to attend as needed as determined by the Director of H. The Union may invite up to
three (3) bargaining unit employees to the Committee meetings. The Union representati ve may
also attend as a member of the Committee. Additional people may be invited by mutual agreement
of the parties. Meetings shall be scheduled for one hour (or longer by mutual agreement.)
EXHIBIT A
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
City Hall P.O. Box 711
400 Grand Avenue, 1st Floor South San Francisco CA 94083
South San Francisco CA 94080
650/877-8522 Tel
Web Site: 650/829-6699 Job Line
www.ssf.net 650/829-6698 Fax
EXHIBIT B
The City of South
San Francisco
Memorandum of Agreement/Compensation Plan
between the
Mid-management Unit
and the
City of South San Francisco
July 1, 2021 through June 30, 2022
EXHIBIT B
City of South San Francisco
Mid-management Unit
Memorandum of Agreement/Compensation Plan
July 1, 2021 through June 30, 2022
Table of Contents
Article Title Page
1 Preamble ............................................................................................................ 1
2 Recognition ........................................................................................................ 1
3 Union Membership and Dues ............................................................................ 1
3.1 Notification of New Employees ................................................................ 1
3.2 Indemnify and Hold Harmless .................................................................. 1
3.3 Payroll Deductions ....................................................................................
3.3.1 Payroll Deduction Procedures ......................................................
3.3.2 Suspension of Union Dues During Leave of Absence .................
2
2
2
3.4 Communication with Employees .............................................................. 2
3.5 Advance Notice ......................................................................................... 2
3.6 Copies of Memorandum of Understanding .............................................. 2
4 Compensation .................................................................................................... 2
4.1 Definitions ................................................................................................ 2
4.1.1 Base Pay ........................................................................................ 2
4.1.2 Enhanced Pay ................................................................................ 3
4.2 Wage Rates ............................................................................................... 3
4.2.1 Overtime Pay in Case of Emergency Declaration ....................... 3
4.3 Salary Schedule ......................................................................................... 3
4.4 Payment of Compensation ........................................................................ 3
4.5 Continuous Employment ........................................................................... 3
4.6 Longevity Pay ........................................................................................... 3
4.6.1 Fifteen Years of Service ............................................................... 3
4.6.2 Twenty Years of Service ............................................................... 3
4.7 Temporary Assignment to Higher Level Positions ................................... 4
4.8 Salary Survey ............................................................................................ 4
4.9 Benchmarked Classifications ................................................................... 4
4.10 Uniforms ................................................................................................... 4
4.11 Standby Compensation ............................................................................. 4
4.11.1 Employees assigned standby ..................................................... 4
4.11.2 Eligible positions for standby ..................................................... 4
4.12 Bilingual Incentive Pay .............................................................................. 4
4.12.1 Classification Eligible for Bilingual Incentive pay ..................... 4
4.12.2 Current Languages in Effect ....................................................... 4
4.12.3 Testing and Compensation.......................................................... 5
4.12.4 Translating .................................................................................. 5
5 Reimbursements and Allowances ...................................................................... 5
5.1 Education Expense Reimbursement Program ........................................... 5
5.1.1 Eligibility ........................................................................................ 5
Page 2
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Article Title Page
5.1.2 Education Expense Reimbursement Amount ................................ 5
5.1.3 Personal and Professional Development Expense Stipend ........... 5
5.1.4 Qualifying for Education Expense Reimbursement Program ....... 5
5.1.4.1 Department Head Approval .................................................... 5
5.1.4.2 Reimbursement Request ......................................................... 6
5.1.4.3 City Manager Approval .......................................................... 6
6 Benefits .............................................................................................................. 6
6.1 Health Insurance Benefits ........................................................................ 6
6.2 Medical Insurance .................................................................................... 6
6.2.1 Medical Insurance Providers ......................................................... 6
6.2.2 Medical Insurance Plans ............................................................... 6
6.2.3 Payment of Premium Costs ........................................................... 6
6.2.3.1 Employee HMO Medical Premium Cost ................................ 6
6.2.3.2 Employee Non-HMO Medical Premium Cost ........................ 6
6.2.4 Effective Date of Coverage ............................................................ 6
6.3 Dental Insurance ...................................................................................... 7
6.3.1 Core Dental Plan ........................................................................... 7
6.3.1.1 Calendar year maximum .................................................... 7
6.3.1.2 Orthodontia ........................................................................ 7
6.3.2 Buy-up Dental Plan ....................................................................... 7
6.3.3 Payment of Premium Costs ........................................................... 7
6.3.4 Effective Date of Coverage ........................................................... 7
6.4 Vision Insurance ....................................................................................... 7
6.4.1 Available Plan .............................................................................. 7
6.4.2 Payment of Premium Costs .......................................................... 7
6.4.3 Effective Date of Coverage .......................................................... 7
6.5 Discretionary Benefit Option .................................................................... 7
6.5.1 Proof of Alternate Insurance ........................................................ 8
6.5.2 Exercising the Option................................................................... 8
6.6 Life Insurance and Accidental Death and Dismemberment Insurance ....... 8
6.6.1 Term Life Value ............................................................................ 8
6.6.2 AD&D Value ................................................................................ 8
6.6.3 Payment of Premium Costs ........................................................... 8
6.6.4 Effective Date of Coverage ............................................................ 8
6.6.5 Supplemental Life Insurance ......................................................... 8
6.7 Disability Insurance Program ..................................................................... 8
6.7.1 Short-term Disability..................................................................... 8
6.7.2 Long-term Disability ..................................................................... 8
6.7.3 Payment of Premium Costs ........................................................... 8
6.7.4 Effective Date of Coverage .......................................................... 8
6.8 Retirement Plans ......................................................................................... 9
6.8.1. PERS Miscellaneous Retirement Formula ................................... 9
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 3
Article Title Page
6.8.1.1 2.7% at Age 55 ............................................................... 9
6.8.1.2 2% at Age 60 .................................................................... 9
6.8.1.3 2% at Age 62 .................................................................... 9
6.8.2 Employee Contributions to Retirement System ............................ 9
6.8.3 IRS Tax Exemption ........................................................................ 9
6.8.4 Optional Provisions Added ............................................................ 9
6.8.4.1 Military Service Credit ...................................................... 9
6.8.4.2 Sick Leave Service Credit ................................................. 9
6.9 Section 457 Deferred Compensation Plan ................................................. 9
6.10 Section 125 Plan ....................................................................................... 9
6.10.1 Health Care Reimbursement ........................................................ 9
6.10.2 Dependent Care Reimbursement ................................................. 10
6.10.3 Group Insurance Premium Plan ................................................... 10
6.11 Separation Benefits .................................................................................... 10
6.11.1 Payment of Unused Accrued Sick Leave ..................................... 10
6.12 Retirement Health Savings Plan ............................................................... 10
6.12.1 Mandatory Employee Leave Contribution ................................... 10
6.12.2 Direct Employee Contribution ..................................................... 10
6.13 Retired Employee Benefits ....................................................................... 10
6.13.1 Group Medical Insurance for Qualifying Retirees ..................... 10
6.13.1.1 City-provided Spouse Benefit ......................................... 11
6.13.1.2 Spouse-paid Benefit ......................................................... 11
6.13.2 Medical After Retirement Account (MARA) ............................. 11
6.13.3 Group Dental Insurance for Qualifying Retirees ........................ 11
6.13.4 Group Vision Insurance for Qualifying Retirees ........................ 11
7 Holidays ............................................................................................................. 11
7.1 Holidays ..................................................................................................... 11
7.2 Discretionary Holidays .............................................................................. 11
7.3 Observed Holidays ..................................................................................... 12
7.3.1 Full-day Holidays .......................................................................... 12
7.3.2 Half-day Holidays ......................................................................... 12
7.3.3 Day of Holiday Observation ......................................................... 12
7.4 Day of National Mourning or Celebration ................................................. 12
7.5 Monday through Friday Work Hours ........................................................ 12
8 Leaves ................................................................................................................ 12
8.1 Vacation .................................................................................................... 12
8.1.1 Vacation Accrual Rates ................................................................... 12
8.1.2 Vacation Accumulation................................................................... 12
8.1.3 Vacation Cash-Out .......................................................................... 13
8.1.4 Vacation Leave Payout Upon Separation ....................................... 13
8.2 Administrative Leave ................................................................................ 13
8.2.1 Administrative Leave Taken ........................................................... 13
Page 4
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Article Title Page
8.2.2 Carryover of Administrative Leave ................................................ 13
8.2.3 Administrative Leave for New Employees ..................................... 13
8.2.3.1 Supplemental Administrative Leave ................................ 13
8.2.3.2 Qualifying for Supplemental Administrative Leave ........ 13
8.2.3.3 Employee Requests .......................................................... 14
8.2.3.4 Department Head Recommendation ................................. 14
8.2.3.5 Carrying Over Supplemental Leave ................................. 14
8.3 Sick Leave ................................................................................................. 14
8.3.1 Amount of Sick Leave .................................................................. 14
8.3.2 Maximum Paid Sick Leave Time .................................................. 14
8.3.3 Sick Leave Management Policy .................................................... 14
8.3.4 Protected Leave ............................................................................ 14
8.3.5 Medical Appointments .................................................................. 14
8.4. Medical Appointments Leave ................................................................... 15
8.4.1 Approval ....................................................................................... 15
8.4.2 Affidavit of Leave ......................................................................... 15
8.4.3 Leave Confirmation ...................................................................... 15
8.5 Bereavement Leave ................................................................................... 15
8.5.1 Definition of Family Member for Bereavement Leave ................. 15
8.5.2 Leave Within California ................................................................ 15
8.5.3 Leave Outside California .............................................................. 15
8.6 Industrial Injury or Illness Leave ............................................................... 15
8.6.1 Industrial Injury or Illness Leave Amounts ................................... 16
8.6.2 Workers’ Compensation Disability Payments .............................. 16
8.7 Military Leave ............................................................................................ 16
8.8 Short- or Long-term Disability Leave ....................................................... 16
8.8.1 Insurance Premiums ...................................................................... 16
8.8.2 Extending Leave............................................................................ 16
8.8.3 Separating Employee on Leave ..................................................... 16
8.9 Reporting Leave Usage ............................................................................. 16
8.10 Light-duty Program................................................................................... 16
8.10.1 Coverage .................................................................................... 17
8.10.2 Determination/Required Reports ............................................... 17
8.10.2.1 Assignments ....................................................................... 17
8.10.2.2 Medical Updates ............................................................... 17
8.10.2.3 Light-duty Assignment, Definitions, and Restrictions ...... 17
8.10.3 Holidays/Vacations During Light-duty Assignments ................. 18
8.10.3.1 Holidays Observed ............................................................ 18
8.10.3.2 Vacations ........................................................................... 18
8.10.4 Return to Full-duty Assignment ................................................. 18
8.11 CFRA/FMLA/Pregnancy Disability Leave .............................................. 18
8.11.1 Extended Unpaid Parental Leave ................................................ 18
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 5
Article Title Page
8.11.1.1 Leave Duration .............................................................. 18
8.11.1.2 Use of Leaves ................................................................ 18
8.11.1.3 Salary and Benefit Continuance .................................... 18
8.11.3.4 Unexpected Return to Work ......................................... 19
9 Work Hours ....................................................................................................... 19
9.1 Eight-hour Schedule .................................................................................. 19
9.2 Alternate Workweek Schedule ................................................................... 19
9.3 Flexible Work Hours .................................................................................. 19
10 Recreational Facilities and Classes 19
10.1 Admission to Classes ................................................................................ 19
10.2 Use of Facilities ........................................................................................ 19
11 Grievance Procedure .......................................................................................... 19
12 Disciplinary Action ............................................................................................ 19
13 Annual Meeting 20
14 Administration of Memorandum of Agreement/Compensation Program 20
14.1 Full and Entire Agreement ........................................................................ 20
14.2 Administering the Agreement ................................................................... 20
14.3 City Manager Powers ................................................................................. 20
15 Signatures ........................................................................................................... 20
Appendix A – Mid-management Classifications ............................................... 20
EXHIBIT B
Memorandum of Agreement/Compensation Plan
between the
Mid-management Unit
and the
City of South San Francisco
July 1, 2021 through June 30, 2022
Article 1. Preamble
This Mid-management Memorandum of Agreement/Compensation Plan sets forth those salaries,
benefits, terms, and conditions of employment in effect for the period July 1, 2021 through June
30, 2022, and continues thereafter unless modified by the City Council.
Article 2. Recognition
The Mid-management Employee Unit shall consist of all full-time regular employees working in
positions that are included in the exempt service of the City of South San Fran cisco, as identified
in Appendix A, as well as those classifications that may be added to this Unit by the City.
Teamsters Union, Local 856 is recognized as the Unit’s majority representative, as provided in
City’s Resolution 110-2014 adopted September 8, 2014.
Article 3. Union Membership and Dues
3.1 Notification of New Employees— The City shall notify the Union of the name,
classification, job title, department, work location and date of hire of each new, transferred
or promoted employee appointed to a position covered by this memorandum. Notice shall
be provided to the Union within thirty (30) calendar days of hire, or by the first pay period
of the month following hire. The City shall provide the work, home, and personal cellular
telephone numbers, work and personal email addresses and home address on file with the
City. Notice shall be provided to the Union within one calendar month from the date of
hire. The employer shall also provide the Union with this information for all employees in
the bargaining unit at least every 120 days.
3.2 Indemnify and Hold Harmless—The Union shall indemnify and hold the City harmless
from any cost of liability resulting from any and all claims, demands, suits, or any other
action arising from the operation of this provision or from the use of the monies remitted
to the Union, including the costs of defending against any such actions or claims. The
Union agrees to refund to the City any amounts paid to it in error. In addition, the Union
shall hold the City and its officers and employees, harmless for following the instructions
contained in such dues deduction authorizations.
Page 2
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
3.3 Payroll Deductions—The City shall withhold Union dues from the salary of an employee
and remit withholdings to the Union, provided that the Union certifies in writing to the City
that the Union has and will maintain each employee’s authorization for such deductions.
3.3.1 Payroll Deduction Procedures—The effective date of withholdings, time
of remitting withholding to the Union, and all procedural matters shall be
as mutually acceptable to the Union and the City, provided that the City’s
payroll system and its operations are not thereby disrupted.
3.3.2 Suspension of Union Dues During Leave of Absence–An employee on
unpaid leave of absence for a period of 30 calendar days or more shall not
be required to pay Union dues during the period of the employee’s leave.
3.4 Communication with Employees— The City shall provide the Union access to its new
employee orientation onboarding process, in which new employees are advised of their
employment status, rights, benefits, duties, and responsibilities, or any other employment-
related matters. The Union representative shall be provided at least 30 minutes to meet with
the employee during this process. The Union shall receive not less than 10 days’ notice in
advance of an orientation, except that a shorter notice may be provided in a specific
instance where there is an urgent need critical to the employer’s operations that was not
reasonably foreseeable. The Union shall be provided suitable space on bulletin boards at
the work location for posting notices concerning official union business. Such information
shall be in compliance with applicable City and departmental policies.
3.5 Advance Notice—Except in cases of emergency as provided below, the Union, if affected,
shall be given reasonable advance written notice of any ordinance, resolution, rule, or
regulation directly relating to matters within the scope of representation proposed to be
adopted by the City. The Union shall be given the opportunity to meet and confer with
appropriate management representatives prior to the adoption of such an ordinance,
resolution, rule, or regulation. Proper advance notice shall consist of written notice to the
designated business agent. If public safety, public welfare, or an emergency arises that
requires any of the above actions to be taken by the City without notice to the Union, the
City may take the action while concurrently giving notice that affords the Union a
reasonable time in which to meet with management representatives.
3.6 Copies of Memorandum of Understanding—The City shall post the MOU on the City’s
Web site.
Article 4. Compensation
4.1 Definitions—
4.1.1 Base Pay—Base pay is the rate of compensation paid for a specified
classification of employment, excluding any other payments.
4.1.2 Enhanced Pay—Enhanced pay is the rate of compensation that includes base
pay and incentive pay such as longevity pay. Enhanced pay does not include
acting pay or temporary assignment pay. Each incentive pay will be
computed on base pay. The sum of the base pay plus each incentive is the
enhanced rate of pay.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 3
4.2 Wage Rates—All members of the bargaining unit shall receive across-the-board base pay
adjustments in the amounts and with the effective dates as follows:
• Effective July 9, 2021 bargaining unit member salaries shall be increased by
three percent (3%).
There will be no retroactive across-the-board base pay adjustments.
4.2.1 Overtime Pay in Case of Emergency Declaration––In the event a state of
emergency is called for the City by the City Council, County of San Mateo,
State of California, or Federal Government, employees will be paid at the
rate of time and one-half for the hours worked in excess of 40 hours a week
on activities related to disaster management and recovery that are
reimbursable by state or federal funding. Employees will be similarly
compensated when rendering aid to other agencies in an emergency
declaration situation where overtime is reimbursable by the requesting
agency. Overtime shall be paid within a reasonable time to allow processing
and shall not be withheld until settlement of claims for reimbursement.
4.3 Salary Schedule—Mid-management positions shall have 5 pay steps, providing for a
differential of 5 percent between steps. Individuals may progress through the salary
schedule based on satisfactory performance of 6 months in Steps 1 and 2 and 12 months in
Steps 3 and 4.
4.4 Payment of Compensation—Each employee shall be compensated on a biweekly basis.
Payment will normally be made on the Thursday immediately following the conclusion of
a City pay period. Each City pay period consists of 14-calendar days and begins on a
Friday, the first day of the pay period, and ends on a Thursday, the last day of the pay
period.
4.5 Continuous Employment—Employees who are on continuous paid regular service for a
partial pay period shall receive pro-rated compensation for the pay period at the rate of
1/80th of the employee’s biweekly salary rate for each hour that the employee was on
continuous paid regular service.
4.6 Longevity Pay—Regular employees hired prior to July 1, 2012 shall receive longevity pay
in accordance with the following schedule:
4.6.1 Fifteen Years of Service—After 15-full years of full-time regular service
(including probationary periods), 1.5% will be added to the employee’s base
hourly rate of pay.
4.6.2 Twenty Years of Service—After 20-full years of full-time regular service
(including probationary periods), in addition to above, another 1.0% of pay
will be added to the employee’s base hourly rate of pay.
Longevity pay is not available for employees hired on or after July 1, 2012.
4.7 Temporary Assignment to Higher-level Positions—An employee assigned to the full scope
of the duties of a higher-level classification shall not be paid the salary of that classification
unless the employee serves in that capacity for 30-calendar days or more. In that event,
the employee shall receive the pay of the higher-level classification commencing with the
first day of said 30-day service.
4.8 Salary Survey—In the event of a salary survey and upon adoption by Council, the base rate
of pay for all employees shall be increased, if and to the extent required, to keep employees
Page 4
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
at the 60th percentile in total compensation of the previously agreed upon survey agencies,
using the City’s standard methodology which ranks the cities on total compensation.
4.9 Benchmarked Classifications—In the event of a salary survey, the benchmarked
classifications will be reviewed to determine continued applicability for
compensation surveys.
4.10 Uniforms— Excluding PEPRA employees, as defined by CalPERS, the monetary value for
the purchase of uniforms and the maintenance through the City-contracted uniform
company is reportable to CalPERS as special compensation. This excludes items
that are for personal health and safety such as protective garments and safety shoes.
4.11 Standby Compensation– Compensation for standby shall be as follows and maintains a “me
too” provision in the event of a change to the Standby Compensation provision in
the AFSCME MOU:
4.11.1 Employees assigned to standby shall receive $500 per week for each week
they are assigned to standby.
4.11.2 Eligible positions for standby shall be as follows: Information Technology
Manager Information Systems Administrator Senior Systems Administrator
Additional positions may be added, when necessary to the operation of the
City, and with approval by the Human Resources Director and the City
Manager.
4.12 Bilingual Incentive Pay — Bilingual skills shall be necessary to the operation of the City,
as determined by the department head and confirmed by an appropriate certification
process established by the City.
4.12.1 Classifications Eligible for Bilingual Incentive Pay—Positions eligible for
bilingual incentive pay are:
• Library Program Manager (when assigned to Literacy Services)
• Recreation and Community Services Coordinator
• Childcare Assistant Supervisor
4.12.2 Current Languages in Effect—To be eligible to participate in this program,
employees must speak a second language used by a significant segment of
South San Francisco population. For the duration of this agreement, the
following languages shall qualify for an employee to receive the Bilingual
Incentive Pay under this section:
• Spanish
• Tagalog
• American Sign Language
• Cantonese
• Mandarin
4.12.3 Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures and demonstrating to the department
head’s satisfaction, proficiency in speaking a second language, shall be
compensated at a rate 2.5% higher than the employee’s base hourly rate of
pay. Such compensation shall commence the next pay period after the
employee has passed a qualifying examination, as determined by the City,
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 5
demonstrating proficiency in the language.
4.12.4 Translating—Employees who have met the criteria and are compensated for
bilingual incentive pay must use those skills whenever the need arises.
Employees may be asked to assist an individual who is doing business with
the City at worksites other than their primary work location
Article 5. Reimbursements and Allowances
5.1 Education Expense Reimbursement Program—
5.1.1 Eligibility—An employee who takes a job-related course at an accredited
institution of learning shall be eligible for reimbursement of the costs as
indicated below.
5.1.2 Education Expense Reimbursement Amount—In order to further the
development of the workforce, the reimbursement amount shall be 50%, not
to exceed $2000, per fiscal year for the costs of tuition, fees, and course
materials. The employee will be eligible for this reimbursement upon the
successful completion of the course and upon the employee having achieved
a grade of “Pass” or “C” or better. Reimbursement is limited to courses that
are job-related or may advance the employee’s career with the City.
5.1.3 Personal and Professional Development Expense Stipend—In each fiscal
year, all bargaining unit employees shall receive $750 for personal and
professional development. The stipend is intended for professional reference
materials, outside training, extra coursework, personal electronic equipment,
when utilized for work-related purposes, health and wellness, and
professional organization membership. This stipend shall be paid in
accordance with PERL (Public Employees’ Retirement Law) and the IRS tax
code. Stipends shall be paid with the first full pay period in January of each
year, and shall not be prorated for new employees. Employees who have
submitted their intent to separate from the City shall not be eligible for this
stipend.
5.1.4 Qualifying for Education Expense Reimbursement Program—In order to
qualify for reimbursement, the employee must:
5.1.4.1 Department Head Approval—Prior to enrollment, receive the
written approval of the department head or designee. The employee will
submit a request, along with a description of the course that briefly
describes how the course may advance the employee’s career with the
City and/or its relevance to the employee’s job. The department head or
designee will make a determination to accept or reject the request.
5.1.4.2 Reimbursement Request—A request for reimbursement must be
submitted to the City Manager that includes a copy of the department
head or designee’s written approval of the course, a copy of the
employee’s course grade, the receipts for all course expenses, and the
total amount requested for reimbursement.
5.1.4.3 City Manager Approval—The City Manager shall approve the
employee’s request for reimbursement provided that the employee has
Page 6
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
prepared the request in compliance with this Agreement.
Article 6. Benefits
6.1 Health Insurance Benefits—Regular employees shall be eligible to receive insurance
benefits currently provided by the City through its contracts with insurance carriers or self-
insurance programs.
6.2 Medical Insurance—
6.2.1 Medical Insurance Providers—Should the City determine that there
ought to be an amendment in medical plan providers, such as adding,
deleting, or changing providers, the City will undertake this conversion,
making every effort to maintain the same level of service to participants
without costing the City additional funds for medical plan premiums.
6.2.2 Medical Insurance Plans—Subject to the terms and conditions of the
City’s contracts with medical insurance carriers, eligible employees shall
be permitted to select medical insurance coverage for themselves and their
eligible dependents from one of the following providers:
• Kaiser Permanente
• Blue Shield of California
6.2.3 Payment of Premiums Costs—The City shall pay the premium cost for
eligible employees and their dependents to the insurance provider for the
plan selected by each employee.
6.2.3.1 Employee HMO Medical Premium Cost—.All employees
on the City’s medical plans shall contribute an amount
equal to 10.0% of the HMO premium cost based on plan
choice and category of coverage (single, two, family).
6.2.3.2 Employee Non-HMO Medical Premium Cost—Employees
enrolled in more expensive plans pay the difference
between the HMO rate and the other premium rate, based
on coverage size (single, two, family).
6.2.4 Effective Date of Coverage—The effective date of medical insurance shall
be the first of the month following the date of hire, provided the employee
properly submits a completed enrollment form within 31 days of the
eligibility date. Coverage shall terminate at 12:00 midnight on the last
day of the month in which the employee is on paid status prior to
separation from employment with the City. Dependent coverage shall
terminate on the date prescribed by each medical insurance carrier’s
contract for discontinuance of dependents no longer eligible for coverage.
6.3 Dental Insurance
6.3.1 Core Dental Plan—Employees and their dependents shall be provided
dental insurance, subject to the terms and conditions of the City’s contract
with the provider.
6.3.1.1 Calendar Year Maximum—Effective 11/1/2000, the calendar
year maximum is $1,500.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 7
6.3.1.2 Orthodontia—The lifetime maximum for orthodontia coverage
is $1,000 for eligible participants.
6.3.2 Buy-Up Dental Plan—Subject to the terms and conditions of the City’s
contract with the provider, employees may participate in an enhanced
dental plan by paying the additional coverage costs over the core dental
plan.
6.3.3 Payment of Premium Costs—The City shall pay the premium costs for
eligible employees and their dependents to the insurance provider.
6.3.4 Effective Date of Coverage—Coverage is effective on the first day of the
month following completion of 6-full-months of employment with the
City, provided the employee properly submits a completed enrollment
form within 31 days of the eligibility date. Coverage shall terminate at
12:00 midnight on the last day of the month in which the employee is on
paid status prior to separation from employment with the City.
6.4 Vision Insurance—
6.4.1 Available Plan—Employees and their dependents shall be provided vision
insurance, subject to the terms and conditions of the City’s contract with the
provider. The provided plan is Vision Service Plan with tints.
6.4.2 Payment of Premium Costs—The City shall pay the premium costs for
eligible employees and their dependents to the insurance provider.
6.4.3 Effective Date of Coverage—Coverage is effective on the first day of the
month following date of hire. Coverage shall terminate at 12:00 midnight
on the last day of the month in which the employee is on paid status prior
to separation from employment with the City.
6.5 Discretionary Benefit Option— Employees who can demonstrate to the City’s
satisfaction that they have medical coverage elsewhere, may elect to have the City pay
$550 per month in lieu of medical, dental, and vision benefits contributed into the
employee’s deferred compensation account. If an employee exceeds the deferred
compensation annual maximum contribution limit, any remaining City contributions will
be made to the employee’s Medical After Retirement Account (MARA).
6.5.1 Proof of Alternate Insurance—The employee must provide proof of
alternate medical insurance and will be held responsible for maintaining
own medical insurance benefits through the alternate source.
6.5.2 Exercising the Option—Employees wishing to exercise this option may do
so by submitting a completed Discretionary Benefit Option form to the
Human Resources Department. Employees may rejoin the City’s health
plans once each year during the open enrollment period for medical plans,
or at another time during the year provided the employee has a qualifying
event and submits requisite paperwork within 30 days of the qualifying
event.
6.6 Life Insurance and Accidental Death and Dismemberment Insurance—
6.6.1 Term Life Value—Subject to the terms and conditions of the City’s contract
with the provider, the Term Life Insurance for employees has a face value
of $50,000.
Page 8
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
6.6.2 AD&D Value—Subject to the terms and conditions of the City’s contract
with the provider, Accidental Death and Dismemberment Insurance has a
face value of $50,000.
6.6.3 Payment of Premium Costs—The City shall pay the premium costs for
eligible employees to the insurance provider.
6.6.4 Effective Date of Coverage—Coverage is effective on the first day of the
month following date of hire. Coverage shall terminate on the date the
employee ceases to be an employee of the City.
6.6.5 Supplemental Life Insurance—Employees have the option of purchasing
supplemental life insurance based on the terms and conditions of the City’s
contract with the insurance provider.
6.7 Disability Insurance Program—Subject to the terms and conditions of the City’s contract
with the provider, employees shall be provided Short-term Disability (STD) and Long-term
Disability (LTD) insurance. If an eligible and covered employee becomes disabled while
insured, the provider will pay benefits according to the terms of the group policy after
receipt of satisfactory proof of loss.
6.7.1 Short-term Disability—After a 20-calendar day waiting period, an eligible
employee may receive 66.67% of pre-disability earnings, reduced by any
deductible income as determined by the insurance carrier, up to a maximum
monthly amount, until LTD benefits begins.
6.7.2 Long-term Disability—After a 90-calendar day waiting period, an eligible
employee may receive 66.67% of pre-disability earnings, reduced by any
deductible income as determined by the insurance carrier, up to a maximum
monthly amount.
6.7.3 Payment of Premium Costs—The City shall pay the premium costs for
medical, dental, vision, and life insurance for eligible employees to the
insurance providers.
6.7.4 Effective Date of Coverage—Coverage is effective the first day of the
calendar month following the date of hire. Coverage ends on the date
employment terminates.
6.8 Retirement Plans—The benefit contract in effect between the City and the Public
Employees’ Retirement System (PERS) on behalf of eligible employees of this Unit shall
be continued during the term of this Agreement.
6.8.1 PERS Miscellaneous Retirement Formula—
6.8.1.1 2.7% at Age 55—Classic Members as defined by CalPERS
who were hired before April 24, 2010 will be provided a retirement
benefit formula of 2.7% at age 55 with one-year final compensation.
6.8.1.2 2% at Age 60—Classic Members as defined by CalPERS
who were hired on or after April 24, 2010 will be provided a
retirement benefit formula of 2% at age 60 with 3-year final
compensation.
6.8.1.3 2% at Age 62—New Members as defined by PEPRA who
are hired on or after January 1, 2013 will be provided a retirement
benefit formula of 2% at age 62 with 3-year final compensation.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 9
6.8.2 Employee Contributions to Retirement System—The rate prescribed by the
Social Security Act for employee contributions shall be deducted from the
employee’s pay by the City. The rate prescribed by Public Employees’
Retirement Law shall be deducted from the employee’s pay by the City and
forwarded to PERS in accordance with the rules and regulations governing
such employee contributions. This amount is 8% of PERSable income for
miscellaneous employees as prescribed by PERS for employees in the 2.7%
at age 55 plan For miscellaneous employees in the 2% at age 60 plan and in
the 2% at age 62 plan, the amount may vary in accordance with the rules
and regulations governing such contributions.
6.8.3 IRS Tax Exemption—The City has an exemption from the Internal Revenue
Service, granting a deferral from federal withholding taxes of that portion
of the employee’s contribution to PERS. This exemption is for all
miscellaneous employees, who receive the exemption.
6.8.4 Optional Provisions Added—Optional Public Agency Provisions under
PERS shall also be provided as follows:
6.8.4.1 Military Service Credit—An employee who has served in the
military may be eligible for Military Service Credit, as authorized
by the applicable Public Employees Retirement Law (PERL).
6.8.4.2 Sick Leave Service Credit—Effective 5/11/2001, and as
provided for in the Public Employees Retirement Law.
6.9 Section 457 Deferred Compensation Plan—Employees are eligible, subject to the
terms and conditions thereof, to participate in the Deferred Compensation Plans available
to City employees.
6.10 Section 125 Plan—Based on the terms and conditions of the City’s plan, each
employee may participate in the IRS-defined section 125 plan.
6.10.1 Health Care Reimbursement—This program is available for out-of-
pocket unreimbursed health care expenses as allowed under the Plan.
The annual plan maximum is $2,750 effective 1/1/2021).
6.10.2 Dependent Care Reimbursement—This program is available for out-of-
pocket unreimbursed dependent care expenses as allowed under the
Plan. The maximum allowed amount is determined by the IRS (as of
2021, $10,500 per calendar year per household; $5,250 for single
participants or married participants who file separate returns).
6.10.3 Group Insurance Premium Plan—This program allows employees to
pay their portion of insurance premiums with pre-tax dollars.
6.11 Separation Benefits—Payment of separation benefits may be deferred from the
time of separation to the first pay period in the calendar year immediately following the
date of separation, at the employee’s option.
6.11.1 Payment of Unused Accrued Sick Leave—Employees are eligible to
receive payment for unused accumulated sick leave. An employee shall be
paid at the employee’s enhanced hourly rate of pay for half of the
accumulated sick leave hours. However, no employee shall receive
payment of any accrued sick leave hours in excess of 1,200; the maximum
Page 10
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
payable hours of 600. This accrual shall include the amount credited, if any,
on 1/1/1986, for the period when the 90-day sick leave plan was in effect.
Employees are eligible to receive payment for unused accumulated sick
leave if they meet one of the following conditions:
• Upon death.
• After 10 years of service, reaching age 50, and separation from City
employment in good standing.
6.12 Retirement Health Savings (RHS) Plan—Mid-management Unit employees may
participate in the RHS Plan to the extent permitted under the existing RHS Plan policy.
6.12.1 Mandatory Employee Leave Contribution—All employees with less
than 35 years of full-time regular City service at the time of retirement and
hired before January 1, 1990 shall contribute 100% of their unused accrued
sick leave and unused accrued vacation leave paid out upon retirement into
the RHS plan.
6.12.1 Direct Employee Contribution—Employees hired after April 24, 2010
shall contribute $50 each pay period.
6.13 Retired Employee Benefits—
6.13.1 Group Medical Insurance for Qualifying Retirees—An employee who was
hired on or prior to April 24, 2010 may elect to continue his or her City sponsored
medical insurance if the employee is enrolled in the City's group medical plan and
retires concurrently with CalPERS and the City. In order to be eligible for this
benefit, the employee must have five years of continuous City employment at the
time of his or her retirement. The monthly premium that the City will make for
retiree medical insurance pursuant to this provision equals the monthly monetary
contribution that the City makes for single retiree medical HMO coverage. Retirees
will be required to pay any additional costs in order to receive retiree medical
benefits. An eligible retiree may also elect to continue dependent coverage provided
that the retiree bears the full premium costs for any eligible dependents. A retiree
must continually receive a CalPERS retirement allowance in order to remain
eligible to receive retiree medical insurance contributions. Any retiree that un-
retires from CalPERS and returns to active service with a CalPERS covered agency
will permanently forfeit their eligibility for retiree medical benefits pursuant to this
provision.
6.13.1.1 City-provided Spouse Benefit—The City will provide up to 2
months of City-paid medical coverage to the spouse of a retired employee
upon the retiree’s death.
6.13.1.2 Spouse-paid Benefit—The City will allow the spouse of a deceased
employee/retiree to purchase medical insurance from a City-provided
medical plan at the City’s premium rate provided all of the following
conditions are met: the employee must be enrolled in the medical plan
prior to retirement; there is no cost to the City; the provider does not
require a City contribution; and the City is held harmless if the coverage
is discontinued
6.13.2 Medical After Retirement Account (MARA)—An employee who was hired
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 11
after April 24, 2010 will not be eligible to participate in the Retiree Medical
Insurance program described in 6.13.1. Instead, the City shall contribute
the equivalent of one and one-half percent (1.5%) of such an employee’s
base salary toward a medical after retirement account (VEBA, or similar
vehicle such as RHS plan).
6.13.3 Group Dental Insurance for Qualifying Retirees—An employee may elect
to continue his or her City sponsored dental insurance if the employee is
enrolled in the City's group dental plan and retires concurrently with
CalPERS and the City. In order to be eligible for this benefit, the employee
must have five years of continuous City employment at the time of his or
her retirement. The retiree bears the full premium costs for himself/herself
and any eligible dependents and will be completely responsible for these
payments and for continuing dental coverage.
6.13.4 Group Vision Insurance for Qualifying Retirees—An employee may elect
to continue his or her City sponsored vision insurance if the employee is
enrolled in the City's group vision plan and retires concurrently with
CalPERS and the City. In order to be eligible for this benefit, the employee
must have five years of continuous City employment at the time of his or
her retirement. The retiree bears the full premium costs for himself/herself
and any eligible dependents and will be completely responsible for these
payments and for continuing vision coverage.
Article 7. Holidays
7.1 Holidays—All regular employees are eligible for City-provided holidays.
7.2 Discretionary Holiday—Each regular employee shall be eligible for one 8-hour
holiday in addition to the holidays observed by the City. The discretionary holiday
accrues in the first pay period of each calendar year. Once accrued, this
discretionary holiday should be used before vacation leave. An employee who has
not used the discretionary holiday before the last full pay period of the calendar
year shall forfeit this benefit that calendar year. No cash payouts will be allowed.
7.3 Observed Holidays—
7.3.1 Full-day Holidays—The City shall observe the following full-day holidays.
January 1st ............................................................. New Year’s Day
Third Monday in January ..................................... Martin Luther King, Jr. Day
Third Monday in February ................................... President’s Day
Last Monday in May ............................................ Memorial Day
July 4th .................................................................. Independence Day
First Monday in September .................................. Labor Day
Second Monday in October .................................. Indigenous Peoples’ Day
November 11th ...................................................... Veteran’s Day
Fourth Thursday in November ............................. Thanksgiving Day
Friday following Fourth Thursday in November . Day After Thanksgiving
December 25th ...................................................... Christmas Day
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
7.3.2 Half-day Holidays—In addition, the City observes the following half-day holidays.
7.3.3 Day of Holiday Observation—Holidays falling on a Sunday shall be observed on
the following Monday. Holidays falling on a Saturday shall be observed on the previous
Friday. Half-day holidays shall be observed on the workday immediately previous to the
day before Christmas Day and the day before New Year’s Day are observed.
7.4 Day of National Mourning or Celebration—In addition, the City may observe any other
day of national mourning or celebration, provided that it has been proclaimed by the City
Council and provided that the council directs the closure of City offices for public service.
Any such holiday shall be granted only to those employees who are regularly scheduled to
work on the day in which the Council proclaims such a holiday.
7.5 Monday through Friday Work Hours—Employees not assigned to continuous
operations shall be entitled to receive compensation for 8 hours of holiday time for each
full-day holiday and 4 hours of holiday time for each half-day holiday, with the holiday
time considered as hours worked.
Article 8. Leaves
8.1 Vacation—All regular employees shall be eligible to earn and be granted vacation leave.
8.1.1 Vacation Accrual Rates—Each employee shall accrue vacation hours in accordance
with the following accrual rate schedule.
Length of Service Pay period Accrual Rate Annual Rate
1st through 4th years, inclusive ............... 4.62 hours ................... 15 days
5th through 14th years, inclusive ............. 6.16 hours ................... 20 days
15th through 24th years, inclusive ........... 7.69 hours ................... 25 days
25th and succeeding years ..................... 9.23 hours ................... 30 days
8.1.2 Vacation Accumulation—An employee may accumulate up to two times the annual
accrual rate of vacation hours. Once an employee has accumulated two
times the employee’s annual accrual, no further vacation leave will accrue until the
pay period after the vacation balance has been reduced below the two-year cap.
8.1.3 Vacation Cash-Out–– Employees shall be allowed to cash out up to 40 hours of
unused accrued vacation per calendar year with the following provisions:
• Employees must have completed a minimum of one year of service.
• Employees must maintain a minimum of 80 hours of accrued vacation hours in
their vacation bank.
• Vacation hours shall be compensated at the employee’s enhanced rate of pay as
of the date of the cash-out.
• Employees must complete an irrevocable election form and submit the
completed form to the Human Resources Department no later than December
15 of the calendar year prior to the year of the desired cash-out. Only time
accrued during the calendar year following the irrevocable election Time may
December 24th ....................................................... Christmas Eve Day
December 31st ....................................................... New Year’s Eve Day
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 13
be sold once per year in November, as long employees have submitted an
irrevocable election form in the prior year.
8.1.4 Vacation Leave Payout Upon Separation—An employee who retires or separates
from City employment and who has accumulated unused vacation time on record,
shall be compensated at the employee’s enhanced hourly rate of pay as of the date
of separation for all such unused vacation hours.
8.2 Administrative Leave—Each regular employee shall be entitled to receive 40 hours per
fiscal year of administrative leave in recognition of the City’s expectation that members of
the Mid-management Employee Unit routinely and consistently perform the duties of their
positions during times that involve hours in excess of the normal 5-day, 40-hour workweek.
Said 40-hours shall accrue on July 1st of each fiscal year.
8.2.1 Administrative Leave Taken—Administrative leave may be taken in paid time off.
8.2.2 Carryover of Administrative Leave—Administrative leave may not be carried
forward from one fiscal year to the next.
8.2.3 Administrative Leave for New Employees—Immediately upon hiring, a new
employee shall be entitled to receive administrative leave at the rate of 1.538 hours
for each pay period of employment remaining in the fiscal year during the year the
employee was hired.
8.2.3.1 Supplemental Administrative Leave—Employees in this Unit are also
eligible to receive up to an additional 40 hours of administrative leave per
fiscal year. It is recognized that not all members of this Unit will satisfy
the eligibility criteria and only those satisfying the criteria may receive
the additional hours.
8.2.3.2. Qualifying for Supplemental Administrative Leave—In general, to qualify
for supplemental administrative leave, an employee must be required to
work additional hours substantially in excess of the customary workweek.
The determination as to whether an employee is “required to work”
additional hours may be made by the department head. In making this
determination, the department head is expected to distinguish between
that which is typical for someone in this Unit versus that which is
extraordinary. Illustrative of the factors to be considered are the extent to
which an individual attends evening meetings and whether attendance is
a recurring obligation, and whether the employee regularly performs City-
related duties beyond usual work hours in response to direction from the
department head.
8.2.3.3 Employee Requests— Employees requesting supplemental administrative
leave must submit requests, along with a description of work hours and
duties meeting the criteria above, to their department head no later than
April 30th of each year for the following fiscal year.
8.2.3.4 Department Head Recommendation— The Department head will review
all requests and make a recommendation on each request. All requests
and recommendations shall be reviewed by Human Resources Director
prior to submission to the City Manager.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
8.2.3.3 City Manager Approval—Recommendations for supplemental
administrative leave shall be submitted to the City Manager for approval
following the Human Resources Director’s review. Employees shall be
notified of the decision to approve or deny their request by the department
head prior to July 1.
8.2.3.4 Carrying Over Supplemental Leave—Supplemental administrative leave
earned but not used may not be carried forward from one fiscal year to the
next, nor may unused hours be converted to compensation.
8.3 Sick Leave—An employee who is ill or injured, or is entitled to use sick leave for other
purposes as required by law, is entitled to paid sick leave as follows:
8.3.1 Amount of Sick Leave—Each employee will accrue 8 hours per month of sick leave.
Such leave may be accumulated without limit.
8.3.2 Maximum Paid Sick Leave Time—An employee who has insufficient unused sick
leave hours on record to cover any absence from the job shall use accrued vacation
leave and administrative leave prior to receiving authorization for leave of absence
without pay.
8.3.3 Sick Leave Management Policy—The City’s Sick Leave Management Policy
Administrative Instruction defines abuse of sick leave as the use of sick leave for
purposes other than illness or injury. Consistent with this policy, the monitoring,
management, maximum sick leave use, and reporting should conform to a general
City standard. Therefore, employees exceeding 56 hours of sick leave per calendar
year will be subject to a review of sick leave usage.
8.3.4 Protected Leave—Employees are permitted to use up to half of their annual sick
leave allotment, in any calendar year, for the following purposes:
1. the diagnosis, care, or treatment of an existing health condition of,
or preventative care for, themselves;
2. the diagnosis, care, or treatment of an existing health condition of,
or preventative care for, an employee’s child (regardless of age or
dependency status), parent, spouse, registered domestic partner,
grandparent, grandchild, sibling, and parent of the employee’s
spouse or registered domestic partner; and
3. If the employee is a victim of domestic violence, sexual assault, or
stalking, to obtain any relief to help ensure the health, safety or
welfare of the employee or his or her child.
8.3.5 Medical Appointments – Employees should reasonably attempt to schedule
appointments with health care practitioners or dentists when such appointments can
occur outside of work hours.
8.4 Medical Appointments Leave—A full-time regular employee may be granted leave without
loss of salary or benefits for the purpose of going to appointments with healthcare
practitioners or dentists in instances where the employee can demonstrate that the
appointment could not have been reasonably scheduled to occur at a non-work time of the
the employee. Medical appointment leave will be charged on a calendar-year basis.
8.4.1 Approval – An employee requesting such paid leave shall receive department head
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 15
approval prior to the leave commencing. Medical appointment leave shall be
authorized only for that period of time necessary to provide reasonable travel time
to and from the appointment and the actual time required for the appointment.
8.4.2 Affidavit of Leave – The employee requesting such leave shall submit a sick leave
request form to verify the need for the appointment.
8.4.3 Leave Confirmation – The City reserves the right to confirm any appointment for
which such leave is authorized.
8.4.4 Medical Appointment Leave Charges to Sick Leave – Absences of the first 8 hours
per calendar year will not be charted to sick leave; the remainder of any leave used
for medical appointment purposes will be charged to sick leave.
8.5 Bereavement Leave—An employee may be granted paid leave of absence upon the death
or for the funeral of a family member as defined below.
8.5.1 Definition of Family Member for Bereavement Leave—For the purpose of
bereavement leave, a family member is defined as a spouse, domestic partner
registered with the State of California, child, father, mother, brother, sister,
grandfather, grandmother, father-in-law, mother-in-law, brother-in-law, sister-in-
law, daughter-in-law, and son-in-law. In addition, the department head may grant
bereavement leave to an employee upon the death or for the funeral of some other
person, if in the opinion of the department head, there existed an extraordinarily
close familial relationship between the employee and such other person.
8.5.2 Leave Within California—Employees may be granted up to a maximum of 24 hours
of bereavement leave per occurrence for the death or for the funeral of a family
member within California.
8.5.3 Leave Outside California—Employees may be granted up to a maximum of 40
hours of bereavement leave per occurrence for the death or for the funeral of a
family member outside of California.
8.6 Industrial Injury or Illness Leave—An employee who is temporarily and/or partially
disabled from performing work as a result of any injury or illness that has been determined
to be industrially caused and requires the employee to be absent from work, shall be entitled
to receive paid industrial injury or illness leave without loss of salary or benefits, as
indicated.
8.6.1 Industrial Injury or Illness Leave Amounts—Employees shall be eligible to receive
paid industrial injury or illness leave for all time the employee is normally
scheduled to work but is unable to work during a 90-calendar day period following
the date upon which the injury or illness caused the period of temporary and/or
partial disability and necessitated the employee’s absence from work.
8.6.2 Workers’ Compensation Disability Payments—An employee who is receiving paid
industrial injury or illness leave shall assign to the City all workers’ compensation
insurance proceeds received by the employee for all of the time for which the
employee also received paid leave from the City.
8.7 Military Leave—This leave shall be granted in accordance with the provisions of
applicable state and federal law.
8.8 Short- or Long-term Disability Leave—After an employee is on leave due to disability and
upon an employee qualifying for short- or long-term disability insurance benefits, in
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
accordance with the requirements of law, the City shall determine whether to separate the
employee from the position or grant the employee a leave of absence without pay for any
period up to 365-calendar days or a reasonable extension thereof.
8.8.1 Insurance Premiums—The City will continue to pay insurance premiums provided
by this Compensation Plan for a disabled employee until the date upon which the
employee is separated from City employment.
8.8.2 Extending Leave—If the City grants an employee a leave of absence without pay
for any period and the employee is unable to resume work prior to or at the
expiration of such leave, the City may subsequently grant additional leave or
separate the employee from City service. An employee who has been granted a
leave of absence without pay may request and receive payment for any unused
vacation leave accrued but not used by the employee.
8.8.3 Separating Employee On Leave—The City will not separate an employee until the
employee has been qualified for long-term disability benefits for a period of at least
90 days, except in those instances where the City and the employee agree to an
earlier separation.
8.9 Reporting Leave Usage—An appropriate City-designated leave form should be submitted
subsequent to each occurrence of leave, such as Sick Leave, Paid Family Care Leave,
Bereavement Leave, Military Leave, Medical Appointment Leave, personal leave, and any
other leave that would qualify under this provision. The form should indicate the purpose
of the leave. The City reserves the right to take such action it deems necessary to confirm
or verify use of this leave. Such leave may run concurrently with leave taken under the
federal or state family medical leave acts. Both the employee’s division manager and
department head should sign the form.
8.10 Light-duty Program—The purpose of this light-duty program is to minimize the loss of
productive time, while at the same time reintroduce the employee to work to prevent skill
deterioration, facilitate recovery, and reduce income loss. Light-duty assignments will not
be made unless there is a light-duty assignment for which they are qualified and light-duty
assignments are intended to be temporary and of short duration. Light-duty assignments
will be structured so employees are not placed in a duty status that would aggravate or
cause a reoccurrence of the injury or illness. Light-duty assignments will not be made
unless the employee receives medical clearance from the treating physician to return for
light-duty work. This program shall be coordinated with applicable workers’
compensation benefits so that benefits are provided at the level not less than those
mandated by state law.
8.10.1 Coverage—This light-duty program will cover any employee who suffers a
temporary and partial disability due to an industrial or non-industrial injury or
illness.
8.10.2 Determination/Required Reports—
8.10.2.1 Assignments—Light-duty assignments may be made following evaluation
and determination by the department head. The determination will be
based on available medical information, and consultation with the
employee or the affected supervisor. Determinations will also be based
on the needs of the City and the impact of light-duty work on departmental
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 17
operations. The evaluation and determination of light-duty assignments
will be based on the employee’s medical restrictions and upon agreement
of the department head, the employee, and the affected supervisor.
8.10.2.2 Medical Updates—Updated medical reports shall be submitted to the
department head at 2-week intervals, or at other agreed-upon intervals, for
as long as the employee is off work. Reports will be required for all
industrial or non-industrial injuries or illnesses regardless of whether a
light-duty assignment has been made. Reports will be evaluated by the
department head for purposes of continuing or terminating a current light-
duty assignment or to determine when to commence a light-duty
assignment.
8.10.2.3 Light-duty Assignment, Definitions, and Restrictions—Light-duty
assignments shall only be provided to employees with temporary
disabilities where it has been medically determined that the employee will
be able to return to the essential functions of current job with or without
accommodation. Light-duty assignments are intended to be temporary
and of short duration. Light-duty assignments:
• May consist of reduced work hours, limited work, or any combination
thereof.
• Will not adversely affect the employee’s enhanced hourly rate of pay.
• Will be within the employee’s assigned department; or if no regular
work is available, the employee may be assigned work outside of the
department, consistent with the employee’s skill and ability.
• When feasible, light-duty work will be during the employee’s normal
shift and duty hours. However, if it is determined that no useful work
can be performed by the employee during the normal shift or duty
hours, the employee can be assigned light-duty work during the
normal business hours of 8:00 a.m. to 5:00 p.m., Monday through
Friday.
• Will be developed based on a case-by-case review of the medical
restrictions, so as not to aggravate an injury or illness.
8.10.3 Holidays/Vacations During Light-duty Assignments—
8.10.3.1 Holidays Observed—Holidays shall be observed in accordance with the
light-duty assignment work hours and workweek. That is, if an employee
is assigned to work hours in a department, division, or operating unit
where employees in that work unit take a holiday off, so shall the light-
duty employee. If the employee is assigned to work hours in a
department, division, or operating unit where employees in that work unit
work holidays, so shall the light-duty employee. Compensation for
holidays shall be in accordance with this Agreement.
8.10.3.2 Vacations—Employees assigned to light-duty work shall take their
vacation as normally scheduled. Vacations shall cover the same number
of workdays and calendar days as would have been if the employee had
remained on a full-duty assignment. Employees may reschedule their
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
vacation with the approval of the department head, provided the
rescheduling does not result in increased costs or lost time to the City for
relief staff to cover the rescheduled vacation.
8.10.4 Return to Full-duty Assignment—Employees will be returned to full-duty work as
soon as possible following medical certification that the employee is able to resume
the full duties of the classification with or without reasonable accommodation.
8.11 CFRA/FMLA/Pregnancy Disability Leave—Family care, medical, and pregnancy
disability leave shall be provided according to state and federal law, consistent with City
Administrative Instruction Section VI, No. 15.
8.11.3 Extended Unpaid Parental Leave—In addition to above, unpaid leave without
benefits may be granted to an employeefor the birth, care, placement for adoption
or foster care of a new child. . The employee shall request such leave as soon as
practicable. Generally, the request should be made no less than 30 days prior to the
date on which the leave is to begin. Such request shall be in writing and shall
include a statement as to the dates the employee wishes to begin and end the leave
without pay.
8.11.3.1 Leave Duration—The total duration of such leave shall be no more than
twelve (12) months, inclusive of leave covered by CFRA/FMLA/PDL.
The leave may be taken prior to or after the birth, care, placement for
adoption or foster care of a new child (“qualifying event”), but must be
taken within nine (9) months prior to the qualifying event and within one
year of the qualifying event.
8.11.3.2 Use of Leaves—Except as provided by law, the employee is not entitled
to the use of any accrued sick leave while on Extended Parental Leave.
Employees on Extended Parental Leave are required to utilize available
vacation leave and administrative leave prior to being placed on unpaid
status.
8.11.3.3 Salary and Benefit Continuance—There shall not be an employment
consequence for Extended Parental Leave. Unless otherwise mandated
by law, no employee shall be entitled to compensation, a step increase,
nor shall the time taken on Extended Parental Leave count as credit for
seniority.
8.11.3.4 Unexpected Return to Work—In the event an employee chooses to return
to work from such leave sooner than expected, the employee may request
to return to work. The employee shall notify the department head as soon
as practicable of the requested return-to-work date. If there is a vacancy
for which the employee is qualified, the department head will make the
assignment as soon as possible.
Article 9. Work Hours
9.1 Eight-hour Schedule—The workweek shall normally consist of 5-consecutive 8-hour days
for non-continuous operations staff.
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 19
9.2 Alternate Workweek Schedule—For those departments with continuous operations, with
hours of business that are open more than a normal business day, employees shall work a
schedule that is consistent with those hours.
9.3 Flexible Work Hours—Alternate work schedules may be available to employees at the
discretion of the department head.
Article 10. Recreational Facilities and Classes
10.1 Admission to Classes—All regular employees shall be entitled to free admission to City
recreation facilities and to free enrollment in up to 12 recreational classes during a 12-
month period (lab fees or ingredient fees are not included).
10.2 Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities only during the employee’s non-work
time. Employee admission to recreation facilities and recreation classes shall be
accomplished in conformance with the rules and regulations established by the Parks,
Recreation, and Maintenance Services Department.
Article 11. Grievance Procedure
Regular employees are eligible to invoke the grievance procedures set forth in the City of South
San Francisco’s Personnel Rules and Regulations.
Article 12. Disciplinary Action
The City shall take disciplinary action against a regular, non-probationary employee following the
procedures set forth in the City of South San Francisco Personnel Rules and Regulations.
Article 13. Annual Meeting
On a yearly basis, or more or less frequently if needed, and prior to making any revisions to this
Compensation Program, the City will meet with members of the Mid-management Employee Unit.
Article 14. Administration of Memorandum of Agreement/Compensation Program
14.1 Full and Entire Agreement—The Mid-management Unit’s Memorandum of
Agreement/Compensation Program sets forth the full and entire compensation program for
members of the Unit and any prior or existing agreements regarding these matters, whether
formal or informal, are hereby superceded or terminated in their entirety. In the event that
the provisions of this Agreement/Compensation Program are found to be in conflict with a
City rule, regulation, resolution, or agreement, the provisions of this Agreement shall
prevail over such conflicting rule regulation, resolution, or agreement.
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
14.2 Administering the Agreement—The City Manager through the Personnel Officer shall
administer the Agreement/Compensation Program and may establish such policies, rules,
and regulations as deemed appropriate to the effective administration of the program.
Employees shall comply with such policies, rules, resolutions, and regulations as
established by the City Manager.
14.3 City Manager Powers—The City Manager shall be empowered to grant or to impose
administrative leave without loss of pay or benefits for members of the Mid-management
Employee Unit for any purpose deemed by the City Manager to be appropriate to the
circumstances.
Article 15. Signatures
In witness thereof, the parties hereto have executed this Memorandum of
Agreement/Compensation Program in the City of South San Francisco on this _____ day of
____________, 20____.
For the Association: For the City:
Mark Leach, Business Agent
Donna Williamson, Chief Negotiator
Kelli Jo Cullinan
Adena Friedman
Leah Lockhart, Human Resources Director
Deanna Talavera
Mike Futrell, City Manager
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 21
Appendix A
Mid-management Classifications
Description Job Code
Accountant I M100
Accountant II M620
Accountant, Senior M625
Building Official, Assistant M215
Business Manager M825
Childcare Assistant Supervisor M800
City Building Official M210
City Planner M155
Community Development Coordinator M725
Deputy Economic and Community Development Director M145
Deputy Finance Director M845
Deputy Parks and Recreation Director M840
Deputy Public Works Director M820
Disaster Preparedness Manager M780
Economic Development Coordinator M185
Electrical Maintenance Supervisor M835
Engineer, Associate M115
Engineer, Principal M760
Engineer, Senior M340
Environmental Compliance Supervisor M450
Financial Analyst I M600
Financial Analyst II M610
Financial Analyst, Senior M615
Financial Services Manager M770
Human Resources Analyst I M700
Human Resources Analyst II M270
Human Resources Analyst, Senior M271
Human Resources Manager M775
Information Systems Administrator M650
Information Systems Administrator, Senior M790
Landscape Architect M815
Laboratory Supervisor M220
Library Director, Assistant M640
Library Program Manager M235
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Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Description Job Code
Literacy Program Manager M500
Maintenance Supervisor M255
Management Analyst I M570
Management Analyst II M560
Payroll Administrator M785
Planner, Associate M125
Planner, Principal M590
Planner, Senior M335
Plant Maintenance Supervisor M745
Plant Superintendent M355
Plant Superintendent, Assistant M465
Police Communications & Records Manager M285
Program Manager M750
Public Works Administrator M795
Recreation & Community Services Program Coordinator M530
Recreation and Community Services Supervisor M295
Technical Services Supervisor M735
Memorandum of Understanding between the
Mid-management Unit and the City of South San Francisco
July 1, 2021 through June 30, 2022
Page 23
EXHIBIT B
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
First Floor City Hall
400 Grand Avenue P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
www.ssf.net 650/877-8522 Tel
650/829-6699 Job Line
650/829-6698 Fax
EXHIBIT C
The City of South
San Francisco
Memorandum of Understanding
Between the
Confidential Unit, Teamsters Local 856
and the
City of South San Francisco
July 1, 2021 through June 30, 2022
EXHIBIT C
City of South San Francisco
Confidental Unit, Teamsters Local 856
Memorandum of Understanding
July 1, 2017 through June 30, -2020
Table of Contents
Article Title Page
Preamble ................................................................................................................ 1
1. Recognition ............................................................................................................ 1
2. Union Membership & Dues ................................................................................... 1
2.1 Notification of New Employees .................................................................. 1
2.2 Indemnify and Hold Harmless .....................................................................
2.3 Payroll Deductions ......................................................................................
2.3.1 Payroll Deduction Procedures ...........................................................
2.3.2 Suspension of Union Dues During Leave of Absence ......................
1
2
2
2
2.4 Communication With New Employees ....................................................... 3
2.5 Advance Notice ........................................................................................... 2
2.4 Copies of Memorandum of Understanding ................................................. 2
3. Salaries................................................................................................................... 2
3.1 Definitions ................................................................................................... 2
3.1.1 Base Pay ............................................................................................ 2
3.1.2 Enhanced Pay .................................................................................... 2
3.2 Wage Rates .................................................................................................. 2
3.3 Salary Schedule ........................................................................................... 3
3.4 Temporary Assignment to Higher-level Position ........................................ 3
3.5 Longevity Pay Plan ..................................................................................... 3
3.5.1 Fifteen Years of Service ..................................................................... 3
3.5.2 Twenty Years of Service .................................................................... 3
3.6 Education Incentive Pay .............................................................................. 3
3.7 Bilingual Incentive Pay ............................................................................... 3
3.7.1 Classifications Eligible for Bilingual Incentive Pay 3
3.7.2 Current Languages in Effect ............................................................... 3
3.7.3 Testing and Compensation ................................................................. 4
3.7.4 Translating .......................................................................................... 4
3.8 Payment of Compensation ........................................................................... 4
3.9 Standby Compensation ................................................................................ 4
3.10 Holiday Standby .......................................................................................... 4
4. Health and Welfare Plans ...................................................................................... 4
4.1 Medical Insurance ....................................................................................... 4
4.1.1 Available Medical Plans ................................................................... 4
4.1.2 Payment of Premium Costs ............................................................... 5
4.1.2.1 Employee HMO Medical Premium Cost ......................... 5
4.1.2.2 Employee Non-HMO Medical Premium Cost ................. 5
4.1.3 Effective Date of Coverage ............................................................... 5
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page ii July 1, 2017 through June 30, 2020
Article Title Page
4.1.4 Change in Medical Plan Providers .................................................... 5
4.2 Dental Insurance .......................................................................................... 5
4.2.1 Core Dental Plan ............................................................................... 5
4.2.2 Calendar Year Maximum .................................................................. 5
4.2.3 Orthodontia ....................................................................................... 5
4.2.4 Payment of Premium Costs ............................................................... 5
4.2.5 Effective Date of Coverage ............................................................... 5
4.2.6 Buy-up Dental Plan ........................................................................... 5
4.3 Vision Insurance .......................................................................................... 6
4.3.1 Available Plan ................................................................................... 6
4.3.2 Payment of Premium Costs ............................................................... 6
4.3.3 Effective Date of Coverage ............................................................... 6
4.4 Discretionary Benefit Option ...................................................................... 6
4.4.1 Proof of Alternate Insurance ............................................................. 6
4.4.2 Exercising the Option ....................................................................... 6
4.5 Life Insurance and Accidental Death and Dismemberment Insurance ....... 6
4.5.1 Term Life Value ................................................................................ 6
4.5.2 AD&D Value .................................................................................... 6
4.5.3 Payment of Premium Costs ............................................................... 6
4.5.4 Effective Date of Coverage ............................................................... 6
4.5.5 Supplemental Life Insurance ............................................................ 6
4.6 Disability Insurance Program ...................................................................... 6
4.6.1 Short-term Disability ........................................................................ 7
4.6.2 Long-term Disability ......................................................................... 7
4.6.3 Payment of Premium Costs ............................................................... 7
4.6.4 Effective Date of Coverage ............................................................... 7
4.7 Retirement Plans .......................................................................................... 7
4.7.1 PERS Miscellaneous Retirement Formula ....................................... 7
4.7.1.1 2.7% at Age 55 Plan ......................................................... 7
4.7.1.2 2% at Age 60 Plan ............................................................ 7
4.7.1.3 2% at Age 62 Plan ............................................................ 7
4.7.2 Employee Contributions to Retirement System ................................ 7
4.7.3 IRS Tax Exemption .......................................................................... 7
4.7.4 Optional Provisions Added ............................................................... 7
4.7.4.1 Military Service Credit ..................................................... 8
4.7.4.2 Sick Leave Service Credit ................................................ 8
4.8 Section 457 Deferred Compensation Plan ................................................... 8
4.9 Section 125 Plan .......................................................................................... 8
4.9.1 Group Insurance Premium ............................................................... 8
4.9.2 Health Care Reimbursement ........................................................... 8
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page iii
Article Title Page
4.9.3 Dependent Care Reimbursement ..................................................... 8
4.10 Education Expense Reimbursement Program ............................................. 8
4.10.1 Qualifying for Education Expense Reimbursement Program ......... 8
4.10.1.1 Department Head Approval .............................................. 8
4.10.1.2 Reimbursement Request ................................................... 8
4.10.2 City Manager Approval ................................................................... 8
4.11 Retired Employee Benefits .......................................................................... 8
4.11.1 Group Medical Insurance for Qualifying Retirees ......................... 8
4.11.2 Medical After Retirement Account (“MARA”) .............................. 9
4.11.3 Group Dental Insurance for Qualifying Retirees ........................... 9
4.11.4 Group Vision Insurance for Qualifying Retirees ........................... 9
5. Holidays ................................................................................................................. 9
5.1 Observed Holidays ...................................................................................... 9
5.2 Half-day Holidays ....................................................................................... 10
5.3 Holiday Pay ................................................................................................. 10
5.4 Holidays on a Weekend ............................................................................... 10
5.5 Discretionary Holiday ................................................................................. 10
6. Overtime Pay and Compensatory Time Off .......................................................... 10
6.1 FLSA Work Period ...................................................................................... 10
6.2 Overtime Pay ............................................................................................... 10
6.2.1 Approval for Overtime ...................................................................... 10
6.3 Compensatory Time Off .............................................................................. 10
6.3.1 Maximum Compensatory Time ........................................................ 10
6.3.2 Payment of Compensatory Time ...................................................... 11
6.3.3 Use of Compensatory Time .............................................................. 11
6.3.4 Department Rules ............................................................................. 11
7. Vacation Leave ...................................................................................................... 11
7.1 Vacation Leave ............................................................................................ 11
7.2 Maximum Vacation Accumulation ............................................................ 11
7.3 Scheduling ................................................................................................... 11
7.4 Pay Upon Separation from City Service .................................................... 11
7.5 Vacation Cash-Out ...................................................................................... 12
8. Bereavement Leave ............................................................................................... 12
8.1 Bereavement Leave ..................................................................................... 12
8.2 Definition of Immediate Family for Bereavement Leave ........................... 12
9. Medical Appointment Leave ................................................................................. 12
9.1 Medical Appointment Leave ..................................................................... 12
9.2 Medical Appointment Leave Charged to Sick Leave ................................ 12
10. Sick Leave ............................................................................................................. 13
10.1 Determination .............................................................................................. 13
10.2 Amount of Sick Leave ................................................................................. 13
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page iv July 1, 2017 through June 30, 2020
Article Title Page
10.3 Sick Leave Management Policy .................................................................. 13
10.4 Protected Leave ........................................................................................... 13
10.5 Medical Appointments ................................................................................ 13
10.6 Payment of Unused Accrued Sick Leave .................................................... 13
11. Industrial Injury or Illness Leave ........................................................................... 14
11.1 Injury Leave ................................................................................................ 14
11.2 Injury Leave Amount .................................................................................. 14
12. Disability Leave ..................................................................................................... 14
12.1 Application for Benefits .............................................................................. 14
12.2 Insurance Premium Payment ....................................................................... 14
12.3 Separation from City Service ...................................................................... 14
12.4 Light-duty Program ..................................................................................... 14
12.4.1 Coverage ........................................................................................ 15
12.4.2 Determination Required Reports ................................................... 16
12.4.2.1 Assignments .................................................................... 16
12.4.2.2 Medical Updates ............................................................. 16
12.4.3 Light-duty Assignment, Definitions, and Restrictions .................. 16
12.4.4 Holidays/Vacations During Light-duty Assignments .................... 17
12.4.4.1 Holidays Observed .......................................................... 17
12.4.4.2 Vacations ........................................................................ 16
12.4.5 Return to Full Duty ........................................................................ 16
13. Other Leaves .......................................................................................................... 16
13.1 Military Leave ............................................................................................. 16
13.2 Jury Duty ..................................................................................................... 16
13.3 Pregnancy-related Disability and Bonding Leave ....................................... 16
13.3.1 Pregnancy-related Disability .......................................................... 16
13.3.2 Bonding .......................................................................................... 16
13.3.3 Leave Usage ................................................................................... 16
13.4 Unpaid Leave of Absence ........................................................................... 16
13.5 Reinstatement Upon Return from Leave ..................................................... 16
14. Recreational Facilities and Classes ........................................................................ 17
15. Notary Public Certification .................................................................................... 17
15.1 Certification Requirements for Employees Hired Prior to 7/1/00 ................. 17
15.2 Certification Requirements for Employees Hired After 6/30/00 ................... 17
16. Discipline ............................................................................................................... 17
17. Grievance Procedure .............................................................................................. 17
18. Meeting .................................................................................................................. 17
19. Administration of Memorandum of Understanding .............................................. 18
19.1 Full and Entire Agreement .......................................................................... 18
19.2 Administration of Program .......................................................................... 18
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page v
Article Title Page
20. Signatures .............................................................................................................. 19
Appendix A Confidential Unit, Teamsters Local 856 Classifications .................. 20
Appendix B Salary Survey Methodology .............................................................. 21
EXHIBIT C
City of South San Francisco
Confidential Employees’ Unit, Teamsters Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022
Preamble
This Memorandum of Understanding is entered into by the City of South San Francisco, hereafter
designated as “City” and the Teamsters Local 856, AFL-CIO, hereafter designated as “Union” as
a mutual agreement for those wages, hours, and conditions of employment in effect during the
period of July 1, 2021 through June 30,2022.
Article 1. Recognition
Teamsters Union, Local 856 is recognized as the majority representative, as provided in City’s
Resolution 111-99 adopted August 11, 1999, for all employees in the classifications assigned to
the Confidential Unit as identified in Appendix A of this agreement.
Article 2. Union Membership and Dues
2.1 Notification of New Employees— The City shall notify the Union of the name,
classification, job title, department, work location and date of hire of each new, transferred
or promoted employee appointed to a position covered by this memorandum. Notice shall
be provided to the Union within 30 calendar days from the date of hire or by the first pay
period of the month following hire. The City shall provide the work, home, and personal
cellular telephone numbers, work and personal email addresses and home address on file
with the employer. Notice shall be provided to the Union within one calendar month from
the date of hire. The employer shall also provide the Union with this information for all
employees in the bargaining unit at least every 120 days.
2.2 Indemnify and Hold Harmless—The Union shall indemnify and hold the City harmless
from any cost of liability resulting from any and all claims, demands, suits, or any other
action arising from the operating of this provision or from the use of the monies remitted
to the Union, including the costs of defending against any such actions or claims. The
Union agrees to refund to the City any amounts paid to it in error. In addition, the Union
shall hold the City and its officers and employees, harmless for following the instructions
contained in such dues deduction authorizations.
2.3 Payroll Deductions—The City shall withhold Union dues from the salary of an employee
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 2 July 1, 2017 through June 30, 2020
and remit withholdings to the Union, provided that the Union certifies in writing to the City
that the Union has and will maintain each employee’s authorization for such deductions.
2.3.1 Payroll Deduction Procedures––The effective date of withholdings, time of
remitting withholding to the Union, and all procedural matters shall be as mutually
acceptable to the Union and the City, provided that the City’s payroll system and its
operations are not thereby disrupted.
2.3.2 Suspension of Union Dues, During leave of Absence – An employee on unpaid leave
of absence for a period of 30 calendar days or more shall not be required to pay
Union dues during the period of the employees leave.
2.4 Communication with Employees— The City shall provide the Union access to its new
employee orientation onboarding process, in which new employees are advised of their
employment status, rights, benefits, duties, and responsibilities, or other employment-
related matters. The Union shall be provided at least 30 minutes to meet with the employee
during this process. The Union shall receive not less than 10 days’ notice in advance of
an orientation, except that a shorter notice may be provided in a specific instance where there is
an urgent need critical to the employer’s operations that was not reasonably foreseeable. The
Union shall be provided suitable space on bulletin boards at the work location for posting
notices concerning official union business. Such information shall be in compliance with
applicable City and departmental policies.
2.5 Advance Notice—Except in cases of emergency as provided below, the Union, if affected,
shall be given reasonable advance written notice of any ordinance, resolution, rule, or
regulation directly relating to matters within the scope of representation proposed to be
adopted by the City. The Union shall be given the opportunity to meet and confer with
appropriate management representatives prior to the adoption of such an ordinance,
resolution, rule, or regulation. Proper advance notice shall consist of written notice to the
designated business agent. If public safety, public welfare, or an emergency arises that
requires any of the above actions to be taken by the City without notice to the Union, the
City may take the action while concurrently giving notice that affords the Union a
reasonable time in which to meet with management representatives.
2.6 Copies of Memorandum of Understanding—The City shall post the MOU on the City’s
Website.
Article 3. Salaries
3.1 Definitions—
3.1.1 Base Pay—Base pay is the rate of compensation paid for a specified
classification of employment, excluding any other payments.
3.1.2 Enhanced Pay—Enhanced pay is the rate of compensation that includes base
pay and incentive pay such as longevity, bilingual, education and special
assignment pay. Enhanced pay does not include acting pay or other temporary
assignment pay. Each incentive pay will be computed on base pay. The sum
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 3
of the base pay plus each incentive is the enhanced pay.
3.2 Wage Rates—All members of the bargaining unit shall receive across-the-board base pay
adjustments in the amounts and with the effective dates as follows:
• Effective July 9, 2021: three percent (3%).
There will be no retroactive across-the-board base pay adjustments.
3.3 Salary Schedule—Confidential positions shall have 5 pay steps that will provide for a
differential of approximately 5% between steps. Employees may progress through the
salary schedule based on satisfactory performance according to the following timelines of
no less than 6 months each in steps A and B, and 12 months each in steps C and D.
3.4 Temporary Assignment to Higher-level Position—An employee assigned to the full scope
of the duties of a higher classification shall not be paid the sal ary of that higher
classification unless they serve in that capacity for 1-full day (8 hours) or more. An
employee so assigned, must meet the minimum qualifications for the position to which
assigned. An employee who meets these requirements and is assigned to perform the duties
of a classification at a higher pay rate shall receive additional compensation at the rate of
pay for which the employee would qualify were the employee to be promoted to that higher
classification.
3.5 Longevity Pay Plan—Regular full-time employees hired prior to July 1, 2012 shall receive
longevity pay in accordance with the following schedule:
3.5.1 Fifteen Years of Service—After 15 full years of City service, 1.5% will be added to
the employee’s base hourly rate of pay.
3.5.2 Twenty Years of Service—After 20 full years of City service, in addition to above,
another 1.0% of pay will be added to the employee’s base hourly rate of pay.
Longevity pay is not available for employees hired on or after July 1, 2012.
3.6 Education Incentive Pay—An employee who has successfully completed probation and
who possesses a degree from an accredited college or university shall be eligible to receive
$500 per year for an Associate’s degree or $1,000 per year for a Bachelor’s degree.
Education incentive pay will be effective the pay period following Department Head or
designee approval following receipt of official transcripts. Education incentive pay is paid
on a biweekly basis.
3.7 Bilingual Incentive Pay—
3.7.1 Classifications Eligible for Bilingual Incentive Pay—Positions eligible for
bilingual incentive pay must be those that have regular contact with the public.
Those classifications that are eligible for bilingual incentive pay are identified
below and include any title changes that may occur during the life of this agreement.
• Administrative Assistant I
• Administrative Assistant II
• City Clerk Records Technician
• Data Business Systems Specialist
• Deputy City Clerk
• Executive Assistant to the City Manager
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 4 July 1, 2017 through June 30, 2020
• Human Resources Technician
• Senior Administrative Assistant
3.7.2 Current Languages in Effect—To be eligible to participate in this program,
employees must speak a second language used by a significant segment of South
San Francisco population. For the duration of this agreement, the following
languages shall qualify for an employee to receive the Bilingual Incentive Pay
under this section.
• Spanish
• Tagalog
• American Sign Language
• Mandarin
• Cantonese
3.7.3 Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures and demonstrating to the department head’s
satisfaction, proficiency in speaking a second language, shall be compensated at a
rate 2.5% higher than the employee’s base hourly rate of pay. Such compensation
shall commence the next pay period after the employee has passed a qualifying
examination, as determined by the City, demonstrating proficiency in the language.
3.7.4 Translating—Employees who have met the criteria and are compensated for
bilingual incentive pay must use those skills whenever the need arises. Employees
may be asked to assist an individual who is doing business with the City at
worksites other than their primary work location
3.8 Payment of Compensation—Each employee shall be compensated on a biweekly basis.
Payment will normally be made on the Thursday immediately following the conclusion of
a City pay period. The pay period consists of 14 calendar days and begins on a Friday and
ends on a Thursday, which is the last day of the pay period. Employees who are in
continuous paid regular status for a partial pay period shall receive prorated compensation
for the pay period at the rate of 1/80 of the employee’s enhanced biweekly rate of pay for
each hour of the pay period that the employee was on continuous paid regular status.
3.9 Standby Compensation—Compensation for standby shall be as follows:
• 7/1/2017 ––Employees taking standby beginning 7/1/2017 shall receive $400 per
week for each week they are on standby.
• Eligible positions for standby shall be as follows:
Senior Computer Services Technician
Computer Services Technician
3.10 Holiday Standby –––An employee taking standby, who is called to return to work on a
holiday (midnight to midnight of the actual holiday), shall receive a minimum of 4 hours
of compensation at 1.5 times the employee’s base hourly rate of pay.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 5
Article 4. Health and Welfare Plans
Full-time regular employees shall be eligible to receive insurance benefits, subject to the terms and
conditions of the City’s contracts with health insurance providers, as follows:
4.1 Medical Insurance—
4.1.1 Available Medical Plans—Eligible employees shall be permitted to select medical
insurance coverage for themselves and their eligible dependents from one of the
following current medical plans the City has with the carriers, subject to the terms
and conditions of the City’s contract with the providers:
• Kaiser Permanente
• Blue Shield of California
4.1.2 Payment of Premium Costs—The City shall pay the equivalent of the HMO
premium cost for eligible employees and their dependents to the insurance provider
for the plan selected by each employee.
4.1.2.1 Employee HMO Medical Premium Cost— Employee HMO Medical Premium
Cost––All employees on the City’s medical plans shall contribute an amount
equal to 10% of the HMO premium cost based on plan choice and category of
coverage (single, two, family).
4.1.2.2 Employee Non-HMO Medical Premium Cost—Employees who elect more
expensive plans shall pay any additional cost over the HMO rate of the plan
elected based on that plan’s 3-tiered rates (single, two or family).
4.1.3 Effective Date of Coverage—The effective date of health insurance shall be the first
of the month following the date of hire, provided the employee properly submits a
completed enrollment form within 31 days of the eligibility date. Coverage shall
terminate at 12:00 midnight on the last day of the month in which the employee is
on paid status prior to separation from employment with the City.
4.1.4 Change in Medical Plan Providers—Should the City determine that a change in
medical plan providers is warranted, it may establish a committee, comprised of
one union representative from each bargaining unit, to assist in assessing a change
in plan providers.
4.2 Dental Insurance—
4.2.1 Core Dental Plan—Eligible employees and their dependents shall be provided
dental insurance, subject to the terms and conditions of the City’s contract with the
provider.
4.2.2 Calendar Year Maximum—Effective 7/1/00, the calendar year maximum is $1,500.
4.2.3 Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible dependents.
4.2.4 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
4.2.5 Effective Date of Coverage—Coverage is effective on the first day of the month
following completion of 6-full-months of employment with the City, provided the
employee properly submits a completed enrollment form within 31 days of the
eligibility date. Coverage shall terminate at 12:00 midnight on the last day of the
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 6 July 1, 2017 through June 30, 2020
month in which the employee is on paid status prior to separation from employment
with the City.
4.2.6 Buy-up Dental Plan—Subject to the terms and conditions of the City’s contract
with the provider, employees may participate in an enhanced dental plan by paying
the additional coverage costs over the core dental plan.
4.3 Vision Insurance—
4.3.1 Available Plan—Eligible employees and their dependents shall be provided vision
insurance, subject to the terms and conditions of the City’s contract with the
provider.
4.3.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
4.3.3 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last day
of the month in which the employee is on paid status prior to separation from
employment with the City.
4.4 Discretionary Benefit Option—Employees who can demonstrate to the City’s satisfaction
that they have medical coverage elsewhere, may elect to receive $550 per month in deferred
compensation monies in lieu of medical, dental, and vision benefits through the City. If an
employee exceeds the deferred compensation annual maximum contribution limit, any remaining
City contributions will be made to the employee’s Medical After Retirement Account (MARA).
4.4.1 Proof of Alternate Insurance—The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining own medical
insurance benefits through the alternate source.
4.4.2 Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human Resources
Department. Employees may change the discretionary benefit option once each
year during the open enrollment period for medical plans, or at another time during
the year provided the employee has a qualifying event and submits requisite
paperwork within 30 days of the qualifying event.
4.5 Life Insurance and Accidental Death and Dismemberment Insurance—
4.5.1 Term Life Value—Subject to the terms and conditions of the City’s contract with
the provider, the amount of Life Insurance benefit for employees is $50,000.
4.5.2 AD&D Value—Subject to the terms and conditions of the City’s contract with the
provider, the maximum amount of Accidental Death and Dismemberment
Insurance benefit available is $50,000.
4.5.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees to the insurance provider.
4.5.4 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee ceases
to be an employee of the City.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 7
4.5.5 Supplemental Life Insurance—Employees have the option of purchasing
supplemental life insurance based on the terms and conditions of the City’s contract
with the insurance provider.
4.6 Disability Insurance Program—Subject to the terms and conditions of the City’s contract
with the provider, full-time employees shall be provided Short-term Disability (STD) and
Long-term Disability (LTD) insurance. If an eligible and covered employee becomes
disabled while insured, the provider will pay benefits according to the terms of the group
policy after receipt of satisfactory proof of loss.
4.6.1 Short-term Disability—After a 20-day waiting period, an eligible employee may
receive 66.67% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount, until LTD
benefits begin.
4.6.2 Long-term Disability—After a 90-day waiting period, an eligible employee may
receive 66.67% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount.
4.6.3 Payment of Premium Costs—The City shall pay the premium costs for medical,
dental, vision, and life insurance for eligible employees to the insurance providers.
4.6.4 Effective Date of Coverage—Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment
terminates.
4.7 Retirement Plans—The benefit contract in effect between the City of South San Francisco
and the Public Employees’ Retirement System (PERS) on behalf of eligible employees of
this Unit shall be continued during the term of this agreement. Retirement benefits shall
be those established for miscellaneous employees by the Federal Social Security Act
providing Old Age and Survivor’s Insurance and the California Public Employees’
Retirement System (CalPERS or PERS) Miscellaneous Employees.
4.7.1 PERS Miscellaneous Retirement Formula—
4.7.1.1 2.7% at age 55 Plan—Classic Members as defined by CalPERS who were
hired before April 24, 2010 will be provided a retirement benefit formula of
2.7% at age 55 with one-year final compensation.
4.7.1.2 2% at Age 60 Plan—Classic Members as defined by CalPERS who were
hired on or after April 24, 2010 will be provided a retirement benefit
formula of 2% at age 60 with three-year final compensation.
4.7.1.3 2% at Age 62—New Members as defined by PEPRA who are hired on or
after January 1, 2013 will be provided a retirement benefit formula of 2%
at age 62 with 3-year final compensation.
4.7.2 Employee Contributions to Retirement System—The rate prescribed by the Social
Security Act for employee contributions shall be deducted from the pay by the City
and forwarded to the system in accordance with the rules and regulations governing
such employee contributions. The PERS rate for employee contributions shall be
deducted from employees’ pay by the City and forwarded to PERS in accordance
with the rules and regulations governing such contributions.
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 8 July 1, 2017 through June 30, 2020
4.7.3 IRS Tax Exemption—The City has obtained a 414(h)(2) exemption from the
Internal Revenue Service, granting a deferral from federal withholding taxes of that
portion of the employee’s contribution to PERS. This exemption is for all
miscellaneous employees, who are now responsible for their individual PERS
contributions, and now receive the 414(h)(2) exemption.
4.7.4 Optional Provisions Added—Optional Public Agency Provisions under PERS shall
also be provided as follows:
4.7.4.1 Military Service Credit—An employee who has served in the military may
be eligible for Military Service Credit, as authorized by section 2090 \30.3
of the Government Code.
4.7.4.2 Sick Leave Service Credit—Effective 4/11/2001, and as provided for in the
Public Employees Retirement Law.
4.8 Section 457 Deferred Compensation Plan—Employees are eligible, subject to the terms
and conditions thereof, to participate in the Deferred Compensation Plans available to City
employees.
4.9 Section 125 Plan—Subject to the terms and conditions of the City’s plan, each employee
may participate in the IRS-defined section 125 plan.
4.9.1 Group Insurance Premium Plan— Participants may pap premium contributions for
employee and dependent coverage under the City’s health care plans on a pre-tax
basis.
4.9.2 Health Care Reimbursement—Participants may set aside salary up to $2,500 per
calendar year on a pre-tax basis to be used to reimburse their out-of-pocket eligible
health care expenses..
4.9.3 Dependent Care Reimbursement— Participants may set aside $5,000 per calendar
year for reimbursement of out-of-pocket eligible dependent care expenses.
4.10 Education Expense Reimbursement Program—An employee who takes a course at an
accredited institution of learning shall be eligible to receive reimbursement of 50%, not to
exceed $2,000 per fiscal year, for the costs of tuition, fees, and course materials.
4.10.1 Qualifying for Education Expense Reimbursement Program—In order to qualify
for reimbursement, the employee must:
4.10.1.1 Department Head Approval—Prior to enrollment, receive the written
approval of the department head. The employee will submit a request, along
with a description of the course, which briefly describes how the course may
advance the employee’s career with the City and/or its relevance to the
employee’s job. The department head will make a determination to accept
or reject the request.
4.10.1.2 Reimbursement Request—Submit a request reimbursement to the City
Manager which includes the following
• A copy of the department head’s written approval of the course
• A copy of the employee’s grade for the course
• Receipts for all expenses related to the course with a total amount
requested for reimbursement
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 9
4.10.2 City Manager Approval—The City Manager shall approve the employee’s request
for reimbursement provided that the employee has prepared the request in
compliance with this policy.
4.11 Retired Employee Benefits—
4.11.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
on or prior to April 24, 2010 may elect to continue his or her City sponsored medical
insurance if the employee is enrolled in the City's group medical plan and retires
concurrently with CalPERS and the City. In order to be eligible for this benefit,
the employee must have five years of continuous City employment at the time of
his or her retirement. The monthly premium that the City will make for retiree
medical insurance pursuant to this provision equals the monthly monetary
contribution that the City makes for single retiree medical HMO coverage. Retirees
will be required to pay any additional costs in order to receive retiree medical
benefits. An eligible retiree may also elect to continue dependent coverage provided
that the retiree bears the full premium costs for any eligible dependents. A retiree
must continually receive a CalPERS retirement allowance in order to remain
eligible to receive retiree medical insurance contributions. Any retiree that
unretires from CalPERS and returns to active service with a CalPERS covered
agency will permanently forfeit their eligibility for retiree medical benefits pursuant
to this provision.
4.11.2 Medical After Retirement Account (“MARA”)—An employee who was hired after
April 24, 2010 will receive a City contribution of one and one-half percent (1.5%)
of such an employee’s base salary toward a Medical after Retirement Account (e.g.
VEBA or similar City-sponsored plan).
4.11.3 Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled in
the City's group dental plan and retires concurrently with CalPERS and the City.
In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
4.11.4 Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled in
the City's group vision plan and retires concurrently with CalPERS and the City.
In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
Article 5. Holidays
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 10 July 1, 2017 through June 30, 2020
5.1 Observed Holidays—The City observes the following holidays:
January 1 ................................................................ New Year’s Day
Third Monday in January ....................................... Martin Luther King, Jr. Day
Third Monday in February ..................................... President’s Day
Last Monday in May .............................................. Memorial Day
July 4 ...................................................................... Independence Day
First Monday in September.................................... Labor Day
Second Monday in October ................................... Indigenous Peoples’ Day
November 11 .......................................................... Veteran’s Day
Fourth Thursday in November ............................... Thanksgiving Day
Friday following Fourth Thursday in November ... Day After Thanksgiving
December 25 .......................................................... Christmas Day
5.2 Half-day Holidays—In addition, the City observes the following half-day holidays:
December 24 .......................................................... Christmas Eve Day
December 31 .......................................................... New Year’s Eve Day
5.3 Holiday Pay—Employees shall be entitled to receive compensation for 8 hours of holiday
time for each full holiday and 4 hours of holiday time for each half-day holiday, with
holiday time considered as hours worked.
5.4 Holidays on a Weekend—When any of the aforementioned holidays fall on a Sunday, it
shall be observed on the following Monday; any holiday falling on a Saturday shall be
observed on the previous Friday. Half-day holidays shall be observed on the workday
immediately previous the day upon which Christmas Day and New Year’s Day are
observed.
5.5 Discretionary Holiday—Each full-time regular employee shall be eligible for eight hours
of paid discretionary holiday each calendar year, in addition to the holidays observed by
the City. Once accrued, this discretionary holiday should be used before vacation leave.
An employee who has not used this holiday by the end of the last pay period of the calendar
year, shall forfeit the holiday for that year. No annual cash payouts will be allowed.
Article 6. Overtime Pay and Compensatory Time Off
6.1 FLSA Work Period—The FLSA standard work period is a seven-day work week that begins
at 12:01 am Friday and ends at 12:00 midnight the following Thursday. Any exceptions
to this work period will be documented and maintained on a list shared between the Human
Resources Department and the Union. Nothing in this provision is intended to affect the
right of any employee to overtime pursuant to the terms of this MOU.
6.2 Overtime Pay—Non-exempt employees who work in excess of the normal 40-hour
workweek will receive overtime pay at 1.5 times their enhanced hourly rate of pay for all
overtime hours worked.
6.2.1 Approval for Overtime—No employee shall work overtime without the express
prior approval of the employee’s department head or designee.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 11
6.3 Compensatory Time Off—With the department head’s or designee’s approval, employees
may receive compensatory time in lieu of overtime pay. If granted, compensatory time
shall be earned at the rate of 1.5 times each overtime hour worked.
6.3.1 Maximum Compensatory Time—Employees may accumulate at the rate of 1.5
times to an equivalent maximum of 70 hours in lieu of pay for such overtime.
Employees will be paid for the overtime hours that exceed the cap and cannot
accrue further compensatory time until they have reduced their accrued hours below
the 70 hour cap.
6.3.2 Payment of Compensatory Time—Payment of accrued compensatory time upon
termination of employment or transfer out of the department will be made at the
employee’s final regular rate of pay. The City reserves the right to pay out accrued
compensatory time at any time at the regular rate of pay earned by the employee at
the time the compensatory time is paid.
6.3.3 Use of Compensatory Time—Employees may use accrued compensatory time in
accordance with departmental policies.
6.3.4 Department Rules—Individual departments may establish rules regarding:
a. Notice required before use of compensatory time;
b. Length of time that compensatory time may remain on the books before it is
cashed out; and
c. Such other matters necessary to ensure that operations are not unduly disrupted
by use of compensatory time off.
Article 7. Vacation Leave
7.1 Vacation Leave—Regular full time employees shall accrue vacation as follows:
Length of Continuous Service Biweekly Accrual Rate
0 through completion of fourth year.................... 4.62 hours
Fifth through fourteenth year .............................. 6.16 hours
Fifteenth through twenty-fourth years ................. 7.69 hours
Twenty-fifth and succeeding years ..................... 9.23 hours
7.2 Maximum Vacation Accumulation—An employee may accumulate up to two times the
annual accrual rate of vacation hours as unused vacation. Effective July 5, 2013, once an
employee has accumulated two times the annual accrual, no further vacation leave will
accrue until the pay period after the vacation balance has been reduced below the two-year
cap.
7.3 Scheduling—The times during the year at which an employee may take vacation shall be
determined by the department head with due regard for the wishes of the employee and
particular regard to the needs of the service.
7.4 Pay Upon Separation from City Service—Employees separating from the City Service
shall be paid at their current enhanced hourly salary rate for all unused accrued vacation
hours.
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 12 July 1, 2017 through June 30, 2020
7.5 Vacation Cash-Out—Employees shall be allowed to cash out up to 40 hours of unused
accrued vacation per calendar year with the following provisions:
• Employees must have completed a minimum of one year of service.
• Employees must maintain a minimum of 80 hours of accrued vacation hours in their
vacation bank.
• Vacation hours shall be compensated at the employee’s enhanced rate of pay as of
the date of the cash-out.
• Employees must complete an irrevocable election form and submit the completed
form to the Human Resources Department no later than December 15 of the
calendar year prior to the year of the desired cash-out. Only time accrued during
the calendar year following the irrevocable election may be cashed out.
• Vacation hours may be cashed out once per year in November, as long employees
have submitted an irrevocable election form in the prior year.
Article 8. Bereavement Leave
8.1 Bereavement Leave—Each employee may take leave without loss of pay upon the death
of, or for the funeral of, any member of his/her immediate family, as defined below, for the
period of 24 hours per occurrence within the State of California and up to a maximum of
40 hours for a family member residing outside the State of California.
8.2 Definition of Immediate Family for Bereavement Leave—As used herein for bereavement
leave, immediate family is defined to be spouse, registered domestic partner with the State
of California, parent, brother, sister, grandparent, child, mother-in-law, father-in-law,
brother-in-law, sister-in-law, daughter-in-law, or son-in-law. In addition, the department
head may grant the above described leave in the event of the illness or disability or funeral
of someone other than those persons designated if, in the department head’s opinion, there
exists an extraordinarily close relationship between the employee and such person.
Article 9. Medical Appointment Leave
9.1 Medical Appointment Leave—Each employee may be granted leave without loss of salary
or benefits for the purpose of going to appointments with medical doctors or dentists in
instances where the employee is reasonably unable to arrange for such appointments to
occur during non-work time.
9.2 Medical Appointment Leave Charged to Sick Leave—Medical appointment leave shall be
charged to sick leave as follows with the first 8 hours per calendar year not charged to sick
leave and any other absences relating to appointments charged to sick leave
Article 10. Sick Leave
10.1 Determination— An employee who is ill or injured, or is entitled to use sick leave for other
purposes as required by law, is entitled to paid sick leave as follows:
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 13
10.2 Amount of Sick Leave—Employees will accrue 8 hours per month of employment for
purposes of sick leave. Such leave may be accumulated without limit.
10.3 Sick Leave Management Policy—All permanent and probationary employees who are
temporarily and/or partially disabled from performing the full scope of duties within their
classification as a result of an injury or illness that is not industrially caused, are eligible to
receive sick leave without loss of salary or benefits. As identified in the City’s Sick Leave
Management Policy Administrative Instruction, abuse of sick leave is defined as the use of
sick leave for purposes other than illness or injury. Consistent with this policy, the
monitoring, management, maximum use of sick leave, and reporting should conform to a
general City standard. Therefore, employees exceeding 56 hours or 7 occurrences of sick
leave per calendar year will be subject to a review of sick leave usage.
10.4 Protected Leave—Employees are permitted to use up to half of their annual sick leave
allotment, in any calendar year, for the following purposes:
10.4.1 the diagnosis, care, or treatment of an existing health condition of, or preventative
care for, themselves;
10.4.2 the diagnosis, care, or treatment of an existing health condition of, or preventative
care for, an employee’s child (regardless of age or dependency status), parent, spouse,
registered domestic partner, grandparent, grandchild, sibling, and parent of the
employee’s spouse or registered domestic partner; and
10.4.3 If the employee is a victim of domestic violence, sexual assault, or stalking, to
obtain any relief to help ensure the health, safety or welfare of the employee or the his or
her child.
10.5 Medical Appointments – Employees should reasonably attempt to schedule appointments
with health care practitioners or dentists when such appointments can occur outside of
work hours.
10.6 Payment of Unused Accrued Sick Leave—Employees are eligible to receive payment for
unused accumulated sick leave. An employee shall be paid at the employee’s enhanced
hourly rate of pay for half of the accumulated sick leave hours. However no employee
shall receive payment of any accrued sick leave hours in excess of 1,200; the maximum
payable hours of 600. Employees are eligible to receive payment for unused accumulated
sick leave in the following circumstances:
• Death; or
• Disability Retirement from CalPERS: or
• Full service retirement provided that all the following conditions are met:
o 10 years of consecutive full-time City service;
o Simultaneous retirement from City service and receipt of a service
retirement from CalPERS.
Article 11. Industrial Injury and Illness Leave
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 14 July 1, 2017 through June 30, 2020
11.1 Injury Leave—An employee, who is temporarily and/or partially disabled from performing
work as a result of any injury or illness that has been determined to be industrially caused
and the injury or illness necessitates the employee’s absence from work, shall be entitled
to receive paid injury leave without loss of salary or benefits.
11.2 Injury Leave Amount—Employees shall be eligible to receive this paid injury leave for all
time the employee is normally scheduled to work but is unable to work during a period of
90 calendar days following the date in which the injury or illness caused the period of
temporary and/or partial disability and necessitated the employee’s absence from work.
An employee receiving paid industrial injury or illness leave shall assign to the City all
workers’ compensation insurance proceeds received by the employee for all of the time in
which the employee also received paid leave from the City.
Article 12. Disability Leave
12.1 Application for Benefits—An employee who is non-industrially disabled from performing
the full scope of the usual and customary duties of the classification as the result of an
injury or illness and has utilized all accrued sick leave and paid leave for which the
employee is eligible, may file an application for short-term and/or long-term disability
benefits in accordance with the requirements of the City’s Short-term and Long-term
Disability insurance policy. The elimination period for the long-term disability plan is 20-
calendar days. Employees will not be required to utilize sick leave in excess of this
elimination period in order to qualify for disability payment.
12.2 Insurance Premium Payment—The City will continue to pay insurance premiums on
behalf of a disabled employee and dependents, pursuant to the provisions for such
payments otherwise provided in this agreement until the actual date of separation from city
employment of the employee.
12.3 Separation from City Service—The City will not separate an employee until he/she has
been qualified for Long-term Disability benefits for a period of at least 90 days, except in
those instances where the City and the employee agree to an earlier separation.
12.4 Light-duty Program—The purpose of this light-duty program is to minimize the loss of
productive time, while at the same time reintroduce the employee to work to prevent
deterioration of skills, facilitate recovery, and reduce income loss. Light-duty assignments
will be structured so that an employee is not placed in a duty status that would aggravate
or cause a reoccurrence of injury or illness. Light-duty assignments will not be made unless
the employee receives medical clearance from the treating physician to return for light
duty. This program shall be coordinated with applicable workers compensation benefits
so that benefits are provided at the level not less than those mandated by state law.
12.4.1 Coverage—This light-duty program will cover any employee who suffers a
temporary and partial disability due to an industrial or non-industrial injury or
illness.
12.4.2 Determination/Required Reports—
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 15
12.4.2.1 Assignments—Light-duty assignments may be made following evaluation
and determination by the department head. The determination will be based
on available medical information, and consultation with the employee or the
affected supervisor. Determinations will also be based on the needs of the
City and the impact of light duty on departmental operations. The
evaluation and determination of light-duty assignments will be based on the
employee’s medical restrictions and upon agreement of the department
head, the employee, and the affected supervisor.
12.4.2.2 Medical Updates—Updated medical reports shall be submitted to the
department head at two week intervals, or at other agreed upon intervals,
for as long as the employee is off work. Reports will be required for all
industrial or non-industrial injuries or illnesses regardless of whether a
light-duty assignment has been made. Reports will be evaluated by the
department head for purposes of continuing or terminating a current light-
duty assignment or to determine when to commence a light-duty
assignment.
12.4.3 Light-duty Assignment, Definitions, and Restrictions—Light-duty assignments
shall only be provided to employees with temporary disabilities where it has been
medically determined that the employee will be able to return to the essential
functions of his/her current job with or without accommodation. In no event will
light duty assignments extend beyond reaching Maximum Medical Improvement,
and under no circumstances shall the light-duty assignment be considered to be a
permanent alternative position for purposes of reasonable accommodation under
the American with Disabilities Act. Light-duty assignments:
• May consist of reduced work hours, limited work, or any combination thereof.
• Will not adversely affect the employee’s normal wage rate.
• Will be within the employee’s assigned department; or if no regular work is
available, the employee may be assigned work outside of the department
consistent with skill and ability.
• When feasible will be during the employee’s normal shift and duty hours.
However, if it is determined that no useful work will be performed during the
normal shift or duty hours, the employee can be assigned light duty during the
normal office hours of 8:00 a.m. to 5:00 p.m., Monday through Friday
• Will be developed based for specific light-duty assignments on a case-by-case
review of the medical restrictions, so as not to aggravate an injury or illness.
12.4.4 Holidays/Vacations During Light-duty Assignments—
12.4.4.1 Holidays Observed—Holidays during light-duty assignments shall be
observed in accordance this agreement.
12.4.4.2 Vacations—Employees assigned to light duty shall take their vacation as
normally scheduled. Vacations shall cover the same number of workdays
and calendar days as would have been if the employee had remained on full
duty. Employees may reschedule their vacation with the approval of the
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 16 July 1, 2017 through June 30, 2020
department head, provided the rescheduling does not result in increased
costs or lost time to the City for relief staff to cover the rescheduled
vacation.
12.4.5 Return to Full Duty—Employees will be returned to full duty as soon as possible
following medical certification that the employee is able to resume the full duties
of the classification with or without reasonable accommodation.
Article 13. Other Leaves
13.1 Military Leave—Military leave shall be granted in accordance with the provisions of
applicable state and federal law.
13.2 Jury Duty—Employees must notify their supervisors when called to jury duty. All time at
jury duty will be applied toward the employee’s regular workday. The employee must
submit record of hours at jury duty. Given the many different schedules employees work,
modification of work hours for such jury duty will be left to the discretion of the department
head or designee, and may be appealed to the Director of Human Resources.
13.3 Pregnancy-related Disability and Bonding Leave—Shall be granted in accordance with the
provisions of applicable state and federal law.
13.3.1 Pregnancy-related Disability—Employees may be granted leave up to the
maximum period of time permitted by law for disabilities caused or contributed to
by pregnancy, childbirth, or related medical conditions for reason of the birth of a
child or the placement of a child with an employee in connection with adoption.
13.3.2 Bonding—An employee who is no longer disabled from performing work due to
pregnancy, childbirth, or related medical conditions for reason of the birth of a child
and is medically released to return to work, shall be allowed to use accumulated
vacation, and/or an unpaid leave of absence upon the written request of the
employee.
13.3.3 Leave Usage—The employee must first use all eligible accumulated paid leave
before being granted unpaid leave.
13.4 Unpaid Leave of Absence—The City may grant an employee in a permanent position a
leave of absence without pay not to exceed 1 year. A request for the leave and the reason
therefore shall be submitted in writing and must be approved by the department head and
the City Manager.
13.5 Reinstatement Upon Return From Leave—Upon expiration of the approved leave, the
employee shall be reinstated to the former classification without loss of service credits or
benefits (subject to the terms of the contracts with the benefit providers) accrued prior to
said leave. However, during the period of the leave, the employee shall not accumulate
service credits, nor shall the City continue contributions toward group insurance or the
retirement plan.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 17
Article 14. Recreational Facilities and Classes
Employees shall be entitled to free admission to City recreation facilities and to free enrollment in
up to 5 recreational classes during a 12-month period (lab fees or ingredient fees not included).
Employees using City recreation facilities and enrolled in City recreational classes shall engage in
such activities on the employee’s non-work time. Employee admission to recreation facilities and
recreation classes shall be accomplished in conformance with the rules and regulations established
by the Parks and Recreation Department.
Article 15. Notary Public Certification
15.1 Certification Requirements for Employees Hired Prior to 7/1/00—Those Confidential Unit
members employed in a unit-covered classification as of 6/30/00 may choose not to obtain
notary public certification.
15.2 Certification Requirements for Employees Employee Hired After 6/30/00—Those
Confidential Unit members employed in a unit-covered classification after 6/30/00 may be
required to obtain notary public certification, as determined by their department head or
the Director of Human Resources.
Article 16. Discipline
The City shall take disciplinary action against a Confidential employee following the procedures
set forth in the City of South San Francisco Personnel Rules and Regulations.
Article 17. Grievance Procedure
Confidential employees are eligible to invoke the Grievance Procedures as noted in the City of
South San Francisco Personnel Rules and Regulations.
Article 18. Meeting
Prior to making any revisions to this Memorandum of Understanding, the City will meet with
members of the Confidential Employees’ Unit. The City agrees to grant a maximum of three
members of this bargaining unit’s negotiating team one hour release time prior to the negotiation
meeting with the City and one hour after the meeting for the purpose of discussing negotiations.
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 18 July 1, 2017 through June 30, 2020
Article 19. Administration of Memorandum of Understanding
19.1 Full and Entire Agreement—This Confidential Employees Memorandum of
Understanding sets forth the compensation program for members of the Unit and any prior
or existing understanding or agreements regarding these matters, whether formal or
informal, are hereby superseded or terminated in their entirety. In the event that the
provisions of this Memorandum of Understanding are found to be in conflict with a City
rule, regulation, or resolution, the provisions of this agreement shall prevail over such
conflicting rule, regulation, or resolution.
19.2 Administration of Program—The City Manager may establish such policies, rules, and
regulations as are deemed appropriate to the effective administration of the Program.
Members of the Confidential Employees Unit shall comply with all such policies, rules,
and regulations as may be established by the City Manager. The City Manager shall be
empowered to grant or to impose administrative leave without loss of pay or benefits for
members of the Confidential Employees Unit for any purpose deemed by the City Manager
to be appropriate to circumstances.
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 19
Article 20. Signatures
Signed on this date: _________________________.
For the Union: For the City:
Mark Leach, Chief Negotiator
Donna Williamson, Chief Negotiator
Michelle Clary
Leah Lockhart, Human Resources Director
Anita Palafox
Mike Futrell, City Manager
Jennifer Rosas
City of South San Francisco
Confidential Unit, Teamsters Local 856
Memorandum of Understanding
Page 20 July 1, 2017 through June 30, 2020
Appendix A
Confidential Unit, Teamsters Local 856 Classifications
Confidential Employees Defined-The Confidential Employees Unit shall consist of all full-time
employees employed in the positions, which are included in the non-exempt service of the City of
South San Francisco, as well as such classifications as may be added to this Group by the City.
Those classifications in the Confidential Unit are the following:
Administrative Assistant I
Administrative Assistant II
City Clerk Records Technician
Computer Services Technician
Data Business Systems Specialist
Deputy City Clerk
Executive Assistant to the City Manager
Human Resources Technician
Senior Administrative Assistant
Senior Computer Services Technician
City of South San Francisco
Confidential Employees’ Unit, Teamsters, Local 856
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 21
Appendix B
Salary Survey Methodology
The salary survey methodology when used for determining compensation for the Confidential
Employees’ unit shall be as follows:
(a) Data regarding total compensation (i.e., base salary plus employer-paid benefits) will
be collected from the ten survey cities.
(b) Data regarding the cities’ total compensation will be ranked, from highest to lowest
total compensation.
(c) The cities with the highest and lowest total compensation as well as the City’s own
data, will be discarded before computing the average total compensation.
(d) The remaining cities’ total compensation will be calculated at the 60th percentile.
(e) The 60th percentile of total compensation will then be compared to the City’s total
compensation to get the percent difference in the City’s total compensation compared
to the remaining cities.
(f) The percent difference will then be used to adjust the City’s compensation, unless the
current City compensation is higher, in which case no change to the total compensation
will be made.
(g) The City will set the Confidential Unit employees’ total compensation package at the
60th percentile of the marketplace based on this computation.
EXHIBIT C
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
First Floor City Hall
400 Grand Avenue P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
Web Site 650/877-8522 Tel
www.ssf.net 650/829-6698 Fax
EXHIBIT D
The City of South
San Francisco
Memorandum of Understanding
Between the
International Union of
Operating Engineers, Local 39
and the
City of South San Francisco
July 1, 2021 through June 30, 2022
EXHIBIT D
City of South San Francisco
International Union of Operating Engineers, Local 39
Amended Memorandum of Understanding
Table of Contents
July 1, 2021 through June 30, 2022
An updated table of contents shall be inserted here prior to execution of the
agreement.
EXHIBIT D
Memorandum of Understanding
Between the
City of South San Francisco
and the
International Union of Operating Engineers,
Stationary Engineers Local 39, AFL-CIO
Preamble
This Memorandum of Understanding is entered into by the City of South San Francisco, hereafter
designated as “City” and the International Union of Operating Engineers, Stationary Engineers
Local 39, AFL-CIO, hereafter designated as “Union” as a mutual agreement for those wages,
hours, and conditions of employment in effect during the period of July 1, 2021 through June 30,
2022.
Article 1. Recognition
International Union of Operating Engineers, Stationary Engineers Local 39, AFL-CIO is
recognized as the majority representative, as provided in City’s Resolution 135-79 adopted
12/4/79, for all full-time regular employees in the classifications assigned to Unit D as identified
in Appendix A of this Agreement.
Article 2. Union Dues and Membership
2.1 Membership—The parties to this Memorandum of Understanding mutually
understand and agree that each employee represented by the bargaining unit has the
right to join or not join the Union. If a bargaining unit member elects to join the
Union, the employee shall provide authorization to the Union for membership dues.
2.2 Dues —
2.2.1 Payroll Deductions—The City shall withhold Union dues and/or initiation fees from
the salary of an employee and remit withholdings to the Union, provided that the Union
certifies in writing to the City that the Union has and will maintain each employee’s
voluntary authorization for such deductions.
2.2.2 Deductions During Absences—When an employee is in an unpaid status for
full pay period, no dues withholding will be made for that period. If an
employee is in an unpaid status for only part of a pay period, dues shall be
withheld unless the employee’s net pay after all legal and required deductions
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 2
(including taxes, pension, and insurance contributions) is not sufficient to cover
the full dues amount.
2.2.3 Invalidated Dues—If this article is held to be invalid under state or federal law,
then all of this article shall be null and void and subject to re-negotiation. The
Severability article in this Agreement shall govern all other provisions of this
article.
2.2.4 Hold Harmless—The 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 of expenses including all attorney fees and costs of the
defense in actions against the City, its officials, employees, or agents arising out of
the City’s compliance with this article.
2.2.5 Deduction Forms—Sign-up forms for union dues shall be provided by the Union.
2.3 Notification of New Employees—The City shall notify the Union of the name,
classification, and date of hire of each new employee covered by this memorandum. The
City agrees to make a good faith effort to advise the Union within 10 business days of a
new hire. In accordance with State law, the City shall provide an electronic list of new
employees to the Union no later than 30 calendar days from the date of hire containing the
following employee information:
• Full name
• job title
• department
• work location
• work, home, and personal cellular telephone numbers (if available)
• personal email addresses (if available)
• home and/or mailing addresses
Employee work location, home and mailing addresses, personal phone numbers, and
personal email addresses provided by the City shall be maintained as confidential by the
Union. The Union shall take all reasonable steps to ensure the security of personal
information, and shall not disclose or otherwise make them available to any outside person,
entity or organization.
2.4 New Hire Orientation— The City shall notify new employees represented by Local 39
that Local 39 is the recognized employee organization for the employee's classification.
Within thirty (30) days of hire into the Local 39 bargaining unit, the Union shall have
the opportunity to make a 30-minute presentation to each new employee. The City shall
notify the Union of a new hire at the earliest opportunity but no later than ten (10)
calendar days in advance of the employee's new hire orientation. In cases where there
is an urgent, unforeseeable need to schedule a new hire orientation less than ten (10)
calendar days in advance, the City shall notify the Union within one business day.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 3
2.4.1 Release time for New Hire Orientation - The City shall provide thirty (30)
minutes of City-paid release time for a Union Steward selected by the Union to make
a presentation on the Union's behalf to a new employee. Release time must be
requested at least five (5) calendar days in advance, and only one Steward per new
hire shall receive release time for this purpose.
2.5 Communication with Employees—The Union shall be provided reasonable space on
bulletin boards at each work site for posting notices concerning official union business.
All such notices must receive prior approval from the department or division head before
posting.
2.6 Advance Notice—Except as provided below, the Union shall be given reasonable advance
written notice, if affected, of any ordinance, resolution, rule, or regulation proposed to be
adopted by the City directly relating to matters within the scope of representation. The
Union shall be given the opportunity to meet and consult with appropriate management
representatives prior to the adoption. Proper advance notice shall consist of written notice
to the designated business agent. If public safety, public welfare, or an emergency arises
that requires any of the above actions to be taken by the City without notice to the Union,
the City may take the action while concurrently giving notice that affords the Union a
reasonable time in which to meet with management representatives.
2.7 Copies of Memorandum of Understanding—The City shall post the Agreement on the
City’s web site.
Article 3. Management Rights
To ensure that the City is able to carry out its constitutional and statutory functions and
responsibilities, nothing contained herein shall be construed to require the City to meet and confer
on matters that are solely a function of management. This is including but not limited to the right
to direct the work force; to select and determine the number and types of employees required; to
determine the content of job classifications; to hire, transfer, promote, suspend, discipline, and
discharge employees; to assign work to employees in accordance with the requirements
determined by the City; to establish and change work schedules and assignments; to layoff
employees for lack of work; to expand or diminish services; to subcontract any work or operations;
to determine and change methods of operations; to determine and change work locations, the
processes, and the materials to be employed; and to take all necessary actions to perform its
functions in emergencies.
Article 4. No Discrimination
There shall be no discrimination because of legitimate union activities as defined by Meyers-
Milias-Brown Act, against any employee by the Union, by the City, or by anyone employed by
the City
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 4
Article 5. Union Stewards and Official Representatives
5.1. Union Stewards—The Union shall be entitled to a reasonable number of stewards who
shall restrict their activities to the processing of grievances and shall be allowed a
reasonable amount of time for this purpose. The Union shall notify the Personnel officer
in writing of the names of the stewards.
5.2. Permission to Leave Workstations—Stewards shall obtain permission from their
supervisor before leaving their workstations to assist a grievant and shall report back to
their supervisor before returning to their workstations. This provision shall not be used to
prevent the Stewards from performing their duties or obligations set forth in this article,
provided however, that the use of time for this purpose shall be reasonable and shall not
interfere with the requirements of the City’s services, as determined by the City.
5.3. Abuse of this Article—In the event the City determines that Stewards are abusing the
provisions of this article, the Union agrees to meet with the City, immediately, to
investigate the City’s complaint and to ensure full compliance by Stewards with the
provisions of this subsection.
5.4. Representation for Disciplinary Action—Whenever an employee is required to meet with
a supervisor or management official and the employee reasonably anticipates that such
meeting will involve questioning leading to disciplinary action, the employee shall be
entitled to have a steward and/or Union representative present upon request. In the event
the employee desires the presence of a Union representative, the City will contact the
representative and arrange a mutually acceptable time and day to hold the meeting. Except
in instances where immediate disciplinary action is necessary, once scheduled, the City
shall consider reasonable requests to move the meeting date forward by up to 5-working
days for the convenience of the Union representative.
5.5. Union Representatives—The Union shall provide the City with a written list of not more
than 2 individuals who are their authorized representatives and any changes thereto. An
authorized representative of the Union shall be allowed to visit the work location for the
purpose of ascertaining whether this Agreement is being observed. This right shall be
exercised reasonably. An authorized representative of the Union shall report to the
department and/or division head before proceeding to the work location. The
representative shall not interfere with the normal conduct of work. Activities, such as the
soliciting membership, collecting dues, holding membership meetings, campaigning for
office, conducting elections, and distributing literature are strictly prohibited during
working hours without prior approval of the appointing authority.
5.6. Access to Personnel Files—An employee or, on presentation of written authorization from
the employee, the employee’s representative, shall have access to the employee’s personnel
file upon request, in accordance with applicable law.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 5
Article 6. Salaries and Other Compensation
6.1 Definitions—
6.1.1 Base Pay—Base pay is the rate of compensation paid for a specified classification
of employment, excluding any other payments.
6.1.2 Enhanced Pay—Enhanced pay is the rate of compensation that includes base pay
and incentive pay such as longevity, education, and special assignment pay.
Enhanced pay does not include acting pay or other temporary assignment pay. Each
incentive pay will be computed on base pay. The sum of the base pay plus each
incentive is the enhanced rate of pay.
6.1.3 Wage Rates—All members of the bargaining unit shall receive across-the-board
base pay adjustments in the amounts and with the effective dates as follows:
• Effective the first full pay period in July, 2021, or the first full pay period following
the adoption of the MOU by Council, whichever is later: Three percent (3.0%).
There will be no retroactive across-the-board base pay adjustments.
6.2 Apprentice Wage Rates—
Apprentice Plant Operators and Apprentice Plant Mechanics shall be paid no less than the
following percentages of the top step (Step 5) of the current journey level (Plant Operator
II or Plant Mechanic 11) base rate of pay.
1st 12-month period..... 65% 6th 6-month period. .. . 85%
3rd 6-month period....... 70% 7th 6-month period... . 90%
4th 6-month period....... 75% 8th 6-month period.... 95%
5th 6-month period....... 80% 9th 6-month period....
Thereafter, at Step 5 of the Plant Operator II or Plant Mechanic II base rate of pay
depending upon whether the Apprentice has turned out as a Plant Operator or Plant
Mechanic.
6.3 Premium Pay for Grade Certification—Employees who possess valid certificates shall be
compensated at higher rates pursuant to Appendix B. These Certification Premiums are
effective upon adoption of this contract extension by all parties.
6.4 Longevity Pay Plan for Employees Hired Prior to July 1, 2012—Permanent full-time
employees hired prior to July 1, 2012 shall be eligible for longevity pay in accordance with
the following schedule:
6.6.1 Fifteen Years of Service—After 15-full years of regular service, 1.5% will be added
to the employee’s base rate of pay.
6.6.2 Twenty Years of Service—After 20-full years of regular service, in addition to
above, another 1.0% will be added to the employee’s base rate of pay.
Longevity pay is not available for employees hired on or after July 1, 2012.
6.7 Shift Differential—Employees assigned to work the night shift (6:00 p.m. to 6:00 a.m.)
shall receive an additional 6% of base pay for all hours worked during these periods. Shift
differential compensation is not paid to employees during approved leaves (i.e., sick,
vacation, injury, paid family care, family medical leave, etc.).
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 6
6.8 Like-Work for Like-Pay (Temporary Upgrading)—An employee assigned by the City to
the duties of a first-line supervisor or above shall be paid the salary of the position
commencing with the first day of the assignment. First-line supervisory employees and
above, assigned to higher classification duties shall not be paid the salary of the higher
classification unless the employee serves in that capacity for 30-consecutive calendar days
or more. If this occurs, the employee shall receive the pay of the higher classification
commencing with the first day of the 30-day service in the higher classification.
6.9 Temporary Assignment to Higher-level Classification—Except for first-line supervisory
classifications and above that are governed by the provisions of Like Work for Like Pay as
outlined above, an employee who is assigned and performs the duties of a higher
classification for a period of 3 or more hours, shall receive additional compensation for
each hour so assigned at the rate of pay for which the employee would qualify had the
employee been promoted to the higher-level classification.
6.10 Salary Plan Administration and Advancement Within Salary Rates—Employees appointed
at the first step of the salary range shall be eligible for advancement to the second step of
the specific salary range 6 months after original appointment, provided that the employee’s
performance merits the increase. Advancement to the remaining steps may be made after
1 year of satisfactory service at each successive salary step, provided that the employee’s
performance merits the increase.
6.11 Revisions to the Salary Schedule—Changes in an employee’s salary because of promotion
or demotion may set a revised salary date for that employee. Whenever the salary schedule
for a classification is revised, each incumbent in a position to which the revised schedule
applies, shall be paid at the same step in the revised rates as the step at which the employee
was paid in the previous rate.
6.11.1 Salary Plan Administration and Salary Step After Promotion—When employees
are promoted, they shall receive not less than the equivalent of a one-step, 5%
salary increase.
6.11.2 Salary Plan Administration and Salary Step After Demotion—When an employee
has a voluntary or involuntary demotion, the employee’s compensation shall be
adjusted to the salary for the classification to which the employee is demoted.
Unless otherwise provided, the appointing authority shall determine the specific
rate of pay. However, an employee demoted as a result of an abolished position
shall be placed at the step in the lower classification that most closely approximates,
but does not exceed, the employee’s salary in the higher classification. If an
employee takes a voluntary demotion to a classification previously held from a
classification within the same series, the employee shall be placed at a step
commensurate with length of service in both classifications. If the classifications
are not within the same series, the employee shall be placed at the same step in the
lower classification the employee last held. The service time at such step shall be
the same as the service time held previously at such step.
6.12 Salary Plan and Pay periods—Employees shall be paid biweekly, unless mutually agreed
to by the City and the Union.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 7
6.13 Certification Reimbursement—
6.13.1 Mandatory Certification—The City will reimburse employees for all fees
associated with the successful completion of any certifications that are required as
a condition of employment.
6.13.2 Voluntary Certification—The City will reimburse employees for all reasonable fees
associated with the maintenance of elective professional certifications deemed to
be pertinent to the employee’s classification by plant management.
6.14 Contracting Work—At such times that the regular workload may preclude the use of
existing staff to undertake special or emergency maintenance projects, Management will
provide notice to the Union and an opportunity to meet and confer prior to the contracting
out of Unit work. Plant employees have been and will continue to be offered overtime
opportunities as they arise. Management is responsible for monitoring the backlog of work
to ensure that staff resources are not overburdened.
6.15 Committee Review—Provide for a small labor management committee to review
compensation agencies and comparison data each year prior to survey being conducted.
6.16 Uniforms—. Except for employees who are New Members as defined by PEPRA, the
monetary value for the purchase of uniforms and maintenance through the City-contracted
uniform company is reportable to CalPERS as special compensation. This excludes items that
are for personal health and safety such as protective garments and safety shoes.
6.17 Bilingual Incentive Pay ––
6.17.1 Classifications Eligible for Bilingual Incentive Pay –––Positions eligible for
bilingual incentive pay must be those that have regular contact with the public. Those
classifications that are eligible for bilingual incentive pay are identified below and include
any title changes that may occur during the life of this agreement.
• Environmental Compliance Inspector
6.17.2 Current Languages in Effect–To be eligible to participate in this program,
employee’s must speak a second language used by a significant proportion of the South
San Francisco population. For the duration of this agreement, the following languages
shall qualify for an employee to receive the Bilingual Incentive Pay under this section.
• Spanish
• Tagalog
• Mandarin
• Cantonese
• American Sign Language
6.17.3 Testing and Compensation–– An employee who has tested, using the City’s
standard bilingual testing procedures and demonstrating to the department head’s
satisfaction, proficiency in speaking a second language, shall be compensated at a rate
2.5% higher than the employee’s base hourly rate of pay. Such compensation shall
commence the next pay period after the employee has passed a qualifying examination, as
determined by the City, demonstrating proficiency in the language.
6.17.4 Translating– Employees who have met the criteria and are compensated for
bilingual incentive pay must use those skills whenever the need arises. Employees may be
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 8
asked to assist an individual who is doing business with the City at worksites other than
their primary work location.
Article 7. Health and Welfare Plans
All full-time regular employees shall be eligible to receive insurance benefits, subject to the terms
and conditions of the City’s contracts with health insurance providers, as follows:
7.1 Medical Insurance—
7.1.1 Available Plans—Eligible employees shall be permitted to select medical insurance
coverage for themselves and their eligible dependents from one of the available medical
plans the City has with the carriers, subject to the terms and conditions of the City’s
contract with the providers:
• Kaiser Permanente
• Blue Shield of California.
7.1.2 Employee HMO Medical Premium Cost Share—All employees on the City’s
medical plans shall contribute an amount equal to 10% of the HMO premium cost based
on plan choice and category of coverage (single, two, family).
7.1.3 Non-HMO Medical Plan Premium Cost—In addition, employees who opt for a
more expensive plan than the HMO plans pay the difference between the HMO rate and
the premium rate for their selected plan based on provider and coverage size (single, two,
family).
7.1.4 Effective Date of Coverage—The effective date of medical insurance shall be the
first of the month following the date of hire, provided the employee properly submits a
completed enrollment form within 31 days of the eligibility date. Coverage shall terminate
at 12:00 midnight on the last day of the month in which the employee is on paid status prior
to separation from employment with the City, and dependent coverage shall terminate on
the date prescribed by each medical insurance provider’s contract.
7.2 Dental Insurance—
7.2.1 Core Dental Plan—Eligible employees and their dependents shall be provided
dental insurance, subject to the terms and conditions of the City’s contract with the
provider.
7.2.2 Calendar Year Maximum—The maximum annual benefit is $1,500.
7.2.3 Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible dependents.
7.2.4 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider for the basic plan per
7.2.2 and 7.2.3.
7.2.5 Effective Date of Coverage—Coverage is effective on the first day of the month
following completion of 6-full-months of employment with the City, provided the
employee properly submits a completed enrollment form within 31 days of the
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 9
eligibility date. Coverage shall terminate at 12:00 midnight on the last day of the
month in which the employee is on paid status prior to separation from employment
with the City, and dependent coverage shall terminate on the date prescribed by the
provider’s contract.
7.2.6 Buy-Up Dental Plan—Subject to the terms and conditions of the City’s contract
with the provider, employees may participate in an enhanced dental plan by paying
the additional coverage costs over the core dental plan.
7.3 Vision Insurance—
7.3.1 Available Plan—Eligible employees and their dependents shall be provided vision
insurance with tints coverage, subject to the terms and conditions of the City’s
contract with the provider.
7.3.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
7.3.3 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last day
of the month in which the employee is on paid status prior to separation from
employment with the City.
7.4 Discretionary Benefit Option— An employee may elect to receive $550 per month in
deferred compensation monies in lieu of medical, dental, and vision benefits through the
City. If an employee exceeds the deferred compensation annual maximum contribution
limit, any remaining City contributions will be made to the employee’s Medical After
Retirement Account (MARA).
7.4.1 Proof of Alternate Insurance—The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining own medical
insurance benefits through the alternate source.
7.4.2 Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human Resources
Department. Employees may change the discretionary benefit option once each year
during the open enrollment period for medical plans, or at another time during the year
provided the employee has a qualifying event and submits requisite paperwork within 30
days of the qualifying event.
7.5 Life Insurance and Accidental Death and Dismemberment Insurance—
7.5.1 Term Life Value—Subject to the terms and conditions of the City’s contract with
the provider, the Term Life Insurance for employees has a face value of $50,000.
7.5.2 AD&D Value—Subject to the terms and conditions of the City’s contract with the
provider, Accidental Death and Dismemberment Insurance available for employees
has a face value of $50,000.
7.5.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees to the insurance provider.
7.5.4 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee ceases
to be an employee of the City.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 10
7.5.5 Supplemental Life Insurance—Subject to the terms and conditions of the City’s
contract with the provider, employees may purchase supplemental life insurance at
their own cost through the City’s life insurance plan.
7.6 Disability Insurance Program—Subject to the terms and conditions of the City’s contract
with the provider, full-time employees shall be provided Short-term Disability (STD) and
Long-term Disability (LTD) insurance. If an eligible and covered employee becomes
disabled while insured, the provider will pay benefits according to the terms of the group
policy after receipt of satisfactory proof of loss.
7.6.1 Short-term Disability—After a 20-day waiting period, an eligible employee may
receive 66-2/3% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount, until LTD
benefits begins.
7.6.2 Long-term Disability—After a 90-day waiting period, an eligible employee may
receive 66-2/3% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum monthly amount.
7.6.3 Payment of Premium Costs—The City shall pay the premium costs for medical,
dental, vision, and life insurance for eligible employees to the insurance providers.
7.6.4 Effective Date of Coverage—Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment
terminates.
7.7 Education Expense Reimbursement Program—All employees are eligible to participate in
this program. With approval by the department head, an employee who takes a course at
an accredited educational institution shall be eligible to receive reimbursement of 50%, for
the costs of tuition, fees, and course materials, not to exceed $2,000 per fiscal year.
7.7.1 Continuing Education Expenses—The City will provide such training and
continued education as is necessary to meet the certification renewal requirements
for all job-related employee certifications. Such expenses shall be paid by the City
or reimbursed to the employee, who has provided appropriate acceptable
documentation.
7.8 Section 125 Plan—Based on the terms and conditions of the City’s plan, each employee
may participate in the IRS-defined section 125 plan.
7.8.1 Group Insurance Premium Plan: This program allows employees to pay their
portion of insurance premiums with pre-tax dollars.
7.8.2 Health Care Reimbursement—This program is available for out-of-pocket
unreimbursed health care expenses as allowed under the Plan. The current annual
plan maximum is $2,500.
7.8.3 Dependent Care Reimbursement—This program is available for out-of-pocket
unreimbursed dependent care expenses as allowed under the Plan. The current
annual plan maximum is $5,000.
7.9 Section 457 Deferred Compensation Plan—Employees are eligible, subject to the terms
and conditions thereof, to participate in the Deferred Compensation Plans available to City
employees.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 11
7.10 Deceased Employee/Retiree Benefits—The City will allow the spouse of a deceased
employee/retiree and existing covered dependents to continue to purchase health insurance
from a City-provided medical, dental, or vision plan at the City’s premium rate, provided:
▪ There is no cost to the City.
▪ The health provider does not require a City contribution.
▪ The City is held harmless if the coverage is discontinued.
7.11 Retired Employee Benefits—.
7.11.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
prior to the adoption of an alternate retiree medical plan by all City bargaining units
similar to the plan described in Section 7.11.2 may elect to continue his or her City
sponsored medical insurance if the employee is enrolled in the City's group medical
plan and retires concurrently with CalPERS and the City. In order to be eligible for
this benefit, the employee must have five years of continuous City employment at
the time of his or her retirement. The monthly premium that the City will make for
retiree medical insurance pursuant to this provision equals the monthly monetary
contribution that the City makes for single retiree medical HMO coverage. Retirees
will be required to pay any additional costs in order to receive retiree medical
benefits. An eligible retiree may also elect to continue dependent coverage provided
that the retiree bears the full premium costs for any eligible dependents. Former
part-time employees eligible for this benefit will receive a pro-rated retiree medical
contribution based on the average budgeted hours of their former position during
their final two years of City service. A retiree must continually receive a CalPERS
retirement allowance in order to remain eligible to receive retiree medical insurance
contributions. Any retiree that unretires from CalPERS and returns to active service
with a CalPERS covered agency will permanently forfeit their eligibility for retiree
medical benefits pursuant to this provision.
7.11.2 Alternate Retiree Medical Plan (“GASB Language”)—An employee who was
hired after the adoption of an alternate retiree medical plan by all City bargaining
units will not be eligible to participate in the Retiree Medical Insurance program
described in 7.11.1. Instead, the City will contribute one and one-half percent
(1.5%) of such an employee’s base salary toward a Medical after Retirement
Savings Account (e.g. VEBA or similar City-sponsored plan).
7.11.3 Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled
in the City's group dental plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
7.11.4 Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled
in the City's group vision plan and retires concurrently with CalPERS and the
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 12
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
7.12 Retirement Plans—.
The benefit contract in effect between the City and the Public Employees' Retirement
System (PERS) on behalf of eligible employees of this Unit shall be continued during the
term of this Agreement. Retirement benefits shall be those established for miscellaneous
employees by the Federal Social Security Act providing Old Age and Survivor's Insurance
and PERS Miscellaneous Employees as follows:
• Classic Employees:
o Classic Tier 1 (generally, employees hired on or before April 24, 2010)
– 2.7% at 55 Plan with one-year final compensation.
o Classic Tier 2 (generally, employees hired after April 24, 2010 and
before January 1, 2013) – 2% at age 60 with three-year final
compensation.
• New Employees:
o PEPRA New Members as defined by CalPERS (generally, CalPERS
membership date of January 1, 2013 or later) – 2% at Age 62 Plan with
three-year final compensation
7.12.1 Employee Contributions to Retirement System— The rate prescribed by PERS for
employee contributions shall be deducted from the pay by the City and forwarded
to PERS in accordance with the rules and regulations governing such employee
contributions. This amount is 8% of base salary for Miscellaneous Employees as
prescribed by PERS for employees with 2.7% at age 55 retirement benefit, 7% of
salary for Miscellaneous employees with 2% at age 60 retirement benefit, and 50%
of the actuarial determined normal cost for employees at 2% at Age 62 retirement
benefit. The remainder of any rate, which may be subsequently prescribed by PERS
for employee contributions, shall be deducted from employees' pay by the City and
forwarded to PERS in accordance with the rules and regulations governing such
contributions.
7.12.2 Sick Leave Service Credit—Sick Leave accrued but not used and not paid based on
the terms of this Agreement at the time of an employee’s concurrent retirement
from City service and PERS shall BE reported to PERS for the sick leave service
credit provision.
7.12.3 Optional Provisions Added—An employee who has served in the military may be
eligible for Military Service Credit, as authorized by applicable law.
7.13 Retirement Health Savings (RHS) Plan—Operating Engineers Local 39 member
employees may participate in the RHS Plan to the extent permitted under the existing RHS
Plan policy.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 13
Article 8. Hours of Work and Overtime
8.1 Definitions—
8.1.1 Continuous Operations—Positions that work continuous operation is defined as
positions that must be staffed 24-hours per day, 7 days per week, 52 weeks per year
(24/7).
8.1.2 Non-continuous Operations—Positions that work on a non-continuous basis is
defined as any position that does not require staffing 24-hours per day.
8.2 Workday—
8.2.1 Eight-hour Schedule—Eight (8) consecutive hours of work shall constitute a
regular work shift for those non-continuous operations staff except that it may be
interrupted by a 30 minute paid lunch break. All employees shall be scheduled to
work on a regular work shift, and each work shift shall have regular starting and
quitting times.
8.2.2 Nine-hour Schedule—Nine (9)-consecutive hours of work shall constitute a regular
work shift for those non-continuous operations staff except that it may be
interrupted by a 30 minute paid lunch break. All employees shall be scheduled to
work on a regular work shift, and each work shift shall have regular starting and
quitting times.
8.2.3 Paid Lunch Break for Eight- and Nine-hour Schedule—The 30-minute paid lunch
break must be taken at a location where the staff must be immediately available for
a response and the employee must be on call for any questions or tasks required
during the lunch period.
8.2.3.1 Unscheduled Overtime as a result of Paid Lunch Break—If the amount of
unscheduled overtime hours incurred by bargaining unit members results in
the need for overtime by 5 percent or more, management has the right to
examine the cause and make changes or eliminate paid lunches.
8.2.4 Twelve-hour Schedule—Twelve consecutive hours of work shall constitute a
regular work shift for those continuous operations staff except that it may be
interrupted by a paid lunch break. All employees shall be scheduled to work on a
regular work shift, and each work shift shall have regular starting and quitting
times.
8.3 Rest Periods—Employees shall be entitled to one 15-minute rest break during each 4 hours
of an assigned shift. Such rest breaks shall not be accumulative and shall be taken at a time
when the work schedule permits.
8.4 FLSA Work Periods—The work period under the Federal Labor Standards Act (FLSA) is
a period of 7 consecutive 24-hour periods. The City has established the beginning of the
work period as follows. Nothing in this provision is intended to affect the right of any
employee to overtime pursuant to the terms of this MOU.
8.4.1 Standard FLSA Work Period—The standard FLSA work period begins at 12:01 am
Friday and ends at 12:00 midnight the following Thursday.
8.4.2 Continuous Operations FLSA Work Period—
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 14
8.4.2.1 Day Shift Operations—The FLSA Work Period for day shift operators
assigned to Continuous Operations begins at 10:00 am on Saturday and ends
at 9:59 am on the following Saturday.
8.4.2.2 Night Shift Operations—The FLSA Work Period for night shift operators
assigned to Continuous Operations begins at 10:00 pm on Saturday and
ends at 9:59 pm on the following Saturday.
8.5 Workweek Schedules—
8.5.1 Non-continuous Operations Eight-hour Schedule—The workweek shall consist of
5-consecutive 8-hour days for non-continuous operations staff.
8.5.2 Non-continuous Operations 9/80 Schedule—The workweek for employees
assigned to work the 9/80 plan shall consist of eight 9-hour workdays and one 8-
hour workday in each 80-hour pay period
8.5.3 Continuous Operations Twelve-hour Schedule—The workweek for plant operators
shall consist of 12-hour workdays within an 80-hour per pay period schedule.
8.6 Work Schedule—Work schedules showing the employee’s shifts, workdays, and work
hours shall be posted on the employee bulletin boards or are available in an electronic
format.
8.7 Changes in Work Hours/Schedules—Except for situations where the City determines an
emergency exists, changes in work schedules shall not be made until the employee and
union representative have been given reasonable opportunity to discuss said changes with
the appropriate management representative.
8.8 Overtime—Authorized work performed by an employee in excess of scheduled workday
or workweek shall constitute overtime except as otherwise provided. An employee
required to work in excess of scheduled work hours shall be compensated for each overtime
hour so worked at the rate of 1.5 times the employee’s enhanced rate of pay. No form of
overtime payment shall be made where time worked prior to the beginning of a shift or
following completion of a shift is less than 12 minutes in duration.
8.9 Scheduled Overtime—Employees who are scheduled to return to work shall be
compensated as overtime hours at 1.5 times the employee’s enhanced rate of pay. Those
hours must be worked.
8.10 Compensatory Time—With the supervisor’s approval, employees may receive
compensatory time at the rate of 1.5 times of the employee’s enhanced rate of pay for each
overtime hour worked, or may accumulate and use compensatory time in accordance with
departmental policies.
8.10.1 Maximum Compensatory Time—All compensated time off may be taken in
accordance with departmental policies. Accumulated compensatory time cannot
exceed 80 hours. Anyone wishing to exercise this option must give a 5-day notice
of the desire for compensatory time off and the time off must be taken so as not to
interfere with the minimum staffing and continued functioning of the division or
operation.
8.10.2 Compensatory Time Accrual—Hours worked that qualify for compensatory time
accrue beginning with the first full pay period of each calendar year and end at the
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 15
conclusion of the last pay period of each calendar year. Hours earned in one year
cannot be carried forward to the next calendar year.
8.10.3 Payoff of Compensatory Time—During the second pay period of each calendar
year, all earned but not used compensatory time shall be paid to the employee at
the employee’s enhanced rate of pay.
8.11 Call-back Compensation—Employees who in the course of their employment are called back
to work shall receive overtime pay at the rate of 1.5 times the employee’s enhanced rate of
pay for each hour worked based on the conditions below. Workday means the day the
employee’s shift begins and call back commences with the time the employee reports to work
and concludes when the employee is released from the assigned work or the beginning of the
employee’s normal work period, whichever occurs first.
8.11.1 Workday Call-back—An employee shall receive a minimum of 4 hours overtime
pay for each call-back that occurs on scheduled workdays.
8.11.2 Non-workday Call-back—An employee shall receive a minimum of 4 hours
overtime pay for each call-back that occurs on non-scheduled workdays.
Article 9. Holidays
9.1 Observed Holidays—The City observes the following holidays:
January 1 .................................................................. New Year’s Day
Third Monday in January ......................................... Martin Luther King, Jr. Day
Third Monday in February ....................................... President’s Day
Last Monday in May ................................................ Memorial Day
July 4 ........................................................................ Independence Day
First Monday in September ...................................... Labor Day
Second Monday in October ..................................... Indigenous Peoples’ Day
November 11 ............................................................ Veteran’s Day
Fourth Thursday in November ................................. Thanksgiving Day
Friday following Fourth Thursday in November ..... Day After Thanksgiving
December 25 ............................................................ Christmas Day
9.2 Half-day Holidays—In addition, the City observes the following half-day holidays:
December 24 ............................................................ Christmas Eve Day
December 31 ............................................................ New Year’s Eve Day
9.3 Discretionary Holiday—Each employee shall be entitled to one 8-hour paid holiday each
calendar year, which may be taken at the discretion of the employee. Once accrued, this
discretionary holiday will be used before vacation leave. An employee who has not used
the discretionary holiday prior to the last day of the last pay period in the calendar year
shall forfeit the receipt of compensated time or pay for such holiday that calendar year.
9.4 “E” Time in Lieu of Holiday Pay—When a City-observed holiday falls on a regularly
scheduled day off, the employee shall be compensated for 8 hours at the enhanced rate of
pay for the full day holiday observed, or the employee may request 8 hours of “E” time in
lieu of holiday pay, with the approval of division management, subject to the 36 hour
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 16
compensatory cap provision. “E” time is time off at straight time for the hours earned in
lieu of holiday pay.
9.5 Work Performed on a Holiday—Except for employees assigned to continuous operations
or as provided above, any regular full-time employee who is required to work on any
authorized holiday, in addition to receiving regular pay for such holiday, shall be paid at
the overtime rate for all hours worked.
9.6 Holiday Pay for Non-continuous Operations—Regular full-time employees, except for
staff assigned to continuous operations, shall be entitled to observe all authorized holidays
at full pay, not to exceed 8 hours for any one day, provided they are in paid status on both
their regularly scheduled workdays immediately preceding and following the holiday.
9.7 Shift Holiday Pay for Continuous Operations—Employees assigned to continuous
operations, who by nature of their assignment are unable to observe City holidays, shall be
compensated for authorized holidays through shift holiday pay at the enhanced hourly rate
of pay, not to exceed 8 hours, as straight time for the holiday in addition to straight time
for the hours worked.
9.8 Absent on Holidays—Staff scheduled to work on a City holiday, but who are unable to do
so due to a job-related injury, shall remain eligible for payment in accordance with this
provision as long as the employee is not receiving compensation from other sources. An
employee unable to work a holiday due to illness or to an injury unrelated to the job and
who is on paid leave shall also be compensated for the holiday pursuant to this provision
provided that the employee submits to the immediate supervisor a doctor’s certificate
verifying the illness or injury.
9.9 Actual Holiday Staffing—In addition to the staff assigned on rotational shifts, 2 workers
may be assigned to work at the Treatment Plant on 12/24 (half day), 12/31 (half day) and
the Friday following Thanksgiving. These 2 additional employees are to be compensated
for the holiday at the enhanced hourly rate of pay as follows: Straight time for the holiday
and straight time for the hours worked. A designated City management employee shall
make the assignment. The assignment will be made, first by relying on volunteers, but if
there are no volunteers, then the assignments are made on a rotational system established
by the City.
9.10 Holidays on a Weekend—When any of the aforementioned holidays fall on a Sunday, it
shall be observed on the following Monday; any holiday falling on a Saturday shall be
observed on the preceding Friday.
9.11 Holiday Start Time—For employees who work a continuous operation schedule, holidays
occur on the actual holiday. Employees who begin to work a shift that starts anytime after
12:00 midnight on the actual holiday are considered to be working the holiday.
Article 10. Vacation Leave
10.1 Vacation Leave—Regular full time employees shall accrue vacation as follows:
Length of Continuous Service Biweekly Accrual Rate
0 through completion of 4th year ........................................ 4.62 hours
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 17
Fifth through 14th year ........................................................ 6.16 hours
Fifteenth through 24th years ............................................... 7.69 hours
Twenty-fifth and succeeding years .................................... 9.23 hours
10.2 Vacation Accumulation— An employee may accumulate up to two times their annual
accrual amount of vacation hours. Once an employee has accumulated two times the
annual accrual, no further vacation leave will accrue until the pay period after the vacation
balance has been reduced below the two-year cap.
10.3 Scheduling—The times during the year at which an employee shall take vacation shall be
determined by the department head with regard for the wishes of the employee and the
needs of City service.
10.4 Vacation Cash-Out- Employees shall be allowed to cash out up to 40 hours of unused
accrued vacation per calendar year with the following provisions:
• Employees must have completed a minimum of one year of service.
• Employees must maintain a minimum of 80 hours of accrued vacation hours in
their vacation bank.
• Vacation hours shall be compensated at the employee’s enhanced rate of pay as of
the date of the cash-out.
• Employees must complete an irrevocable election form and submit the completed form to
Human Resources no later than December 15 of the calendar year prior to the year of the desired
cash-out. Only time accrued during the calendar year following the irrevocable election may be
cashed out.
• Vacation hours may be cashed out annually in May and/or November, as long as
the employee has submitted an irrevocable election form in the prior year.
10.5 Payout upon Separation from City Service - Employees separating from the City Service
shall be paid at their current hourly salary rate for all unused accrued vacation hours. No
such payment shall be made for vacation hours accumulated contrary to the provisions of
these sections.
Article 11. Other Leaves
11.1 Sick Leave-
11.1.1 Determination—Every regular permanent and probationary employee, who is
unable to work due to illness or injury for other purposes as required by law, is
entitled to paid sick leave as follows.
11.1.2 Amount of Sick Leave—Employees will accrue 8 hours per month of sick leave.
Such leave may be accumulated without limit.
11.1.3 Sick Leave Request—An employee shall prepare and present a request for sick
leave on each occurrence of sick leave on such forms and in accordance with such
policies and procedures established for sick leave requests by the department head
or designee.
11.1.4 Approval of Sick Leave Request—The department head or designee shall review all
sick leave requests and, if approved, the request for paid sick leave for an employee
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July 1, 2021 through June 30, 2022 Page 18
shall be granted. The department head or designee shall not unreasonably withhold
approval of the employee’s sick leave request.
11.1.4.1 Notification—The employee must notify the immediate supervisor prior
to the commencement of the daily work period if intending to take sick
leave.
11.1.4.2 Verification of Injury or Illness—
The department head or designee may require a verification prepared and
signed by a licensed health care provider, which confirms that
the employee is unable to perform work and the employee’s
expected return-to-work date. The department head may also
request medical verification that the employee has fully
recovered and is able to perform the full scope of the normal
and customary duties of the position. This verification shall
be required when an employee is absent due to illness or injury
for a period of 39 or more work hours. In addition, the
department head may require a medical verification any time
the department head has reasonable basis to believe that the
leave has been abused by an individual employee. Such
medical verification request shall not be unreasonably
imposed.
11.2 Payment of Unused Accumulated Sick Leave Accrued—Upon death, separation from City
employment as a result of a work-related injury/illness, a full-service retirement after 10
years of service, or retirement at age 50, an employee shall be paid for half of the
accumulated sick leave at the time of separation, retirement, or death. Retirement is
defined as retirement from City service and receiving PERS retirement benefits. Years of
service does not include time spent as a temporary or part-time employee. Payment of
unused sick leave hours shall be made at the employee’s enhanced hourly rate at the date
of separation from City service. However, no employee shall receive payment for any
accumulated sick leave hours in excess of 1200 and the maximum payable hours shall be
600.
11.3 Sick Leave Management Policy—All permanent and probationary employees who are
temporarily and/or partially disabled from performing the full scope of duties within their
classification as a result of an injury or illness that is not industrially caused, are eligible to
receive sick leave without loss of salary or benefits. As identified in the City’s Sick Leave
Management Policy Administrative Instruction, abuse of sick leave is defined as the use of
sick leave for purposes other than illness or injury. Consistent with this policy, the
monitoring, management, maximum use of sick leave, and reporting should conform to a
general City standard. Therefore, employees exceeding 56 hours of sick leave per year
will be subject to a review of sick leave usage.
11.4 Industrial Injury or Illness Leave—An employee who is temporarily and/or partially
disabled from performing work as a result of any injury or illness that has been determined
to be industrially caused that necessitates the employee’s absence from work, shall be
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Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 19
entitled to receive paid industrial injury or illness leave without loss of salary or benefits.
Employees shall be eligible to receive paid industrial injury or illness leave for all time the
employee is normally scheduled to work but is unable to work for a maximum period of
90-calendar days following the date in which the injury or illness caused the period of
temporary and/or partial disability and necessitated the employee’s absence from work.
An employee receiving paid industrial injury or illness leave shall assign to the City all
workers’ compensation insurance proceeds received by the employee for all of the time in
which the employee also received paid leave from the City.
11.5 Disability Insurance Program—
11.5.1 Application for Benefits—An employee who is disabled from performing the full
scope of the usual and customary duties of the classification as the result of an
injury or illness and has utilized all accrued sick leave and paid leave for which the
employee is eligible, may file an application for short- or long-term disability
benefits in accordance with the requirements of the City’s Disability Insurance
policy. The elimination period for the disability plan is 30-calendar days.
Employees will not be required to utilize sick leave in excess of this elimination
period in order to qualify for disability payment.
11.5.2 City Determination—Upon an employee qualifying for disability benefits, the City
shall determine the following:
11.5.2.1 Determination of Employee Disability—Whether the employee’s disability
from performing the full scope of the usual and customary duties of the
classification is permanent and stationary.
11.5.2.2 Medical Prognosis—Whether the medical prognosis for the employee’s
eventual ability to completely recover to a point of being able to assume
the full scope of the usual and customary duties of the classification is such
that there exists a probability of complete recovery within a period of 365
days, or a reasonable extension thereof. The City will require medical
verification from the employee regarding the condition, and may also
require medical verification regarding the employee’s condition from a
medical doctor retained by the City.
11.5.2.3 Permanent and Stationary Determination—If the City determines that the
employee’s disability precludes him/her from performing the full scope of
the usual and customary duties of the classification with or without
accommodation and the disability is permanent and stationary, then the
City may either assist the employee in applying for a disability retirement
or otherwise separate the employee from the City’s service in accordance
with applicable law.
11.5.2.4 Temporary Determination—If the City determines that the employee’s
disability from performing the full scope of the usual and customary duties
of the classification is such that there exists a significant probability of
complete recovery within a period of 365 days, based on medical
verification, then the City has discretion on a case-by-case basis to grant
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 20
the employee a leave of absence without pay for a reasonable period of
time to recover from the disability. The City reserves the right to require
medical verification of the employee’s fitness for duty before permitting
the employee to return to City service.
11.5.2.5 Permanent and Stationary Determination During Leave of Absence—If
the City grants an employee a leave of absence without pay for the purpose
of providing the employee with the ability to completely recover and the
employee’s disability becomes permanent and stationary during the period
of such leave, then the City may assist the employee in applying for
disability retirement or otherwise separate the employee from City service.
11.5.2.6 Accrued Vacation Payment—Upon becoming eligible for disability
insurance benefits, and upon being granted a leave of absence without pay
for a period appropriate to the time necessary to determine an employee’s
ability to completely recover, the City will pay, at the request of the
employee, any accrued vacation time for which the employee qualifies.
11.5.2.7 Insurance Premium Payment—The City will continue to pay insurance
premiums on behalf of a disabled employee and dependents, pursuant to
the provisions for such payments otherwise provided in this Agreement
until the actual date of separation from City employment of the employee.
11.6 Light-duty Program—The purpose of the light-duty program is to minimize the loss of
productive time, while at the same time reintroduce the employee to work to prevent
deterioration of skills, facilitate recovery, and reduce income loss. Light-duty assignments
will be structured so that employees are not placed in a duty status that would aggravate or
cause a reoccurrence of injury or illness. Light-duty assignments will not be made unless
the employee receives medical clearance from a physician to return for light duty. This
program shall be coordinated with applicable workers’ compensation benefits so that
benefits are provided at the level not less than those mandated by state law.
11.6.1 Coverage—This light-duty program will cover any employee who suffers a
temporary and partial disability due to an industrial or non-industrial injury or
illness.
11.6.2 Determination/Required Reports—
11.6.2.1 Assignments—Light-duty assignments may be made following evaluation
and determination by the department head. The determination will be
based on available medical information, in consultation with the
employee and/or the affected supervisor, and based on the needs of the
City, and the impact of light duty on departmental operations.
11.6.2.2 Medical Updates—Employees who seek light-duty assignments or who
are on light-duty assignments are required to provide medical reports
regarding the status of their condition to the department head at 2-week
intervals, or at other agreed-upon intervals, for as long as the employee is
off work. Reports will be required for all industrial or non-industrial
injuries or illnesses regardless of whether or not a light-duty assignment
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Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 21
has been made. Reports will be evaluated by the department head for
purposes of continuing or terminating a current light-duty assignment or
to determine when to commence a light-duty assignment.
11.6.3 Light-duty Assignment, Definitions, and Restrictions—Light-duty assignments
shall only be provided to employees with temporary disabilities where it has been
medically determined that the employee will be able to return to the essential
functions of his/her current job with or without accommodation. Under no
circumstances shall the light-duty assignment be considered to be a permanent
alternative position for purposes of reasonable accommodation under the applicable
disability discrimination laws. Light-duty assignments:
• May consist of reduced work hours, limited work, or any combination thereof.
• Will not adversely affect the employee’s normal wage rate.
• Will be within the employee’s assigned department; or if no regular work is
available, the employee may be assigned work outside of the department
consistent with skill and ability.
• When feasible will be during the employee’s normal shift and duty hours.
However, if it is determined that no useful work will be performed during the
normal shift or duty hours, the employee can be assigned light duty during the
normal office hours of 8:00 a.m. to 5:00 p.m., Monday through Friday.
• Will be developed based for specific light-duty assignments on a case-by-case
review of the medical restrictions, so as not to aggravate an injury or illness.
11.6.4 Holidays/Vacations During Light-duty Assignments—
11.6.4.1 Holidays Observed—Holidays shall be observed in accordance with the
light-duty assignment work hours and workweek. That is, if an employee
is assigned to work hours in a department, division, or operating unit
where employees in that work unit take a holiday off, so shall the light-
duty employee. If the employee is assigned to work hours in a
department, division, or operating unit where employees in that work unit
work holidays, so shall the light-duty employee. Compensation for
holidays shall be in accordance with this Agreement.
11.6.4.2 Vacations—Employees assigned to light duty shall take their vacation as
normally scheduled. Vacations shall cover the same number of workdays
and calendar days as would have been if the employee had remained on
full duty. Employees may reschedule their vacation with the approval of
the department head, provided the rescheduling does not result in
increased costs or lost time to the City for relief staff to cover the
rescheduled vacation.
11.6.5 Return to Full Duty—Employees will be returned to a full-duty assignment as soon
as possible following medical certification that the employee is able to resume the
full duties of the classification with or without reasonable accommodation.
11.7 Protected Sick Leave—Employees accrue sick leave each year as defined in the sick leave
article of this Agreement. In recognition of Labor Code 233, employees are permitted to
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 22
use up to half of their annual sick leave allotment, in any calendar year, as protected leave
for the following purposes:
• The diagnosis, care, or treatment of an existing health condition of, or preventative
care for, themselves;
• The diagnosis, care, or treatment of an existing health condition of, or preventative
care for, an employee’s child (regardless of age or dependency status), parent,
spouse, registered domestic partner, grandparent, grandchild, sibling, and parent of
the employee’s spouse or registered domestic partner; and
• If the employee is a victim of domestic violence, sexual assault, or stalking, to
obtain any relief to help ensure the health, safety or welfare of the employee or their
child.
11.7.1 Leave Amount—The combined total of hours taken for family care purposes
pursuant to Labor Code 233 section shall not exceed half of the employee’s annual
allotment of sick leave. Forty-eight hours of leave per year for this purpose is
available.
11.7.2 Concurrent Use of Leave—Protected Sick Leave may run concurrently with any
family leave permitted under federal or state law.
11.7.3 Notification Procedures—Leave usage forms and notification procedures will
continue to be used, provided the City reserves the right to take such action it deems
necessary to confirm or verify use of this leave.
11.8 Bereavement Leave—Each employee may take leave without loss of pay for the purpose
of attending the funeral of any member of his/her immediate family, as defined below.
11.8.1 Within California—An employee may be granted up to a maximum of 24 hours of
bereavement leave per occurrence for the death or to attend the funeral of a family
member within California.
11.8.2 Outside California—An employee may be granted up to a maximum of 40 hours
of bereavement leave per occurrence for the death or to attend the funeral of a
family member outside of California.
11.8.3 Definition of Immediate Family for Bereavement Leave Purposes—As used herein
for bereavement leave purposes, immediate family is defined to be spouse, parents,
brother, sister, grandparents, child, mother-in-law, father-in-law, brother-in-law,
sister-in-law, daughter-in-law, or son-in-law. In addition, the department head may
grant the above-described leave in the event of the illness or disability or funeral of
someone other than those persons designated if, in the department head’s opinion,
there exists an extraordinarily close relationship between the employee and such
person.
11.9 Leave of Absence—The City may grant an employee in a permanent position a leave of
absence without pay or benefits not to exceed 1 year. A request for leave and the reason
therefore shall be submitted in writing and must be approved by both the department head
and the City Manager.
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 23
11.9.1 Expiration of Leave of Absence—Upon expiration of the approved leave, the
employee shall be reinstated in former classification without loss of service credits
or benefits (subject to terms of the contracts with the benefit providers) accrued
prior to said leave. However, during the period of leave, the employee shall not
accumulate service credits nor shall the City continue contributions towards
retirement plans. During this period the City shall not continue contributions
toward group insurances, unless the leave is FMLA-qualifying.
11.9.2 Failing to Return from Leave—Failure on the part of an employee to return to work
on the date scheduled shall be cause for termination.
11.10 Pregnancy-related Disability Leave—As provided for in state law, employees may be
granted leave up to the maximum period of time permitted by law for disabilities caused
or contributed to by pregnancy, childbirth, or related medical conditions, or for reason of
the birth of a child. The employee shall provide the City with medical verification of the
pregnancy disability, including the anticipated length of absence and the anticipated return-
to-work date. This leave may run concurrently with the provisions of the family medical
leave act.
11.10.1 Temporary Transfer—Upon physician’s advice, the employee may request a
temporary transfer to a less strenuous or hazardous position carrying the same or
lower salary in which the employee is qualified to perform. Nothing herein shall
result in the displacement or transfer of other employees in permanent positions or
the performance of unnecessary work.
11.10.2 Physical Examination—Where it is the opinion of the department head that the
employee should be placed on leave sooner than prescribed by her physician due
to the employee’s inability to effectively or safely perform the duties of her regular
position or of to one to which she has been, or could otherwise be temporarily
transferred, the employee may be required to undergo an examination by a second
physician. The cost of this examination shall be paid by the City and shall not be
ordered without prior approval of the appointing authority.
11.10.3 Leave Utilization—The employee shall be entitled to utilize sick leave, vacation,
or compensatory time off benefits on the same basis as other employees who are
temporarily disabled. While the pregnant employee is on a paid leave status,
service credits shall continue to accrue and the City shall continue payments
toward group insurance and retirement coverage.
11.10.4 Returning from Leave—Upon expiration of the approved leave, the employee shall
be reinstated to the former classification or to a comparable one if the former
position is abolished during the period of leave and the employee would otherwise
not have been laid off. Prior to the employee being reinstated, a statement from
the attending physician indicating that the employee is physically capable of
resuming the regular duties of the position will be required.
11.11 Paternity Leave—As provided under the family medical leave act, an employee may
request to be absent for a period of up to 12 weeks upon the birth or upon adoption of a
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Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 24
baby. Unused but accrued vacation or compensatory time may be used to the extent
available. Such leave runs concurrently with the family medical leave act leave.
11.12 Military Leave—Military leave shall be granted in accordance with the provisions of
applicable state and federal law. All employees legally entitled to military leave shall
provide the immediate supervisor with the information, within the limits of military orders
or regulations, to determine when such leave shall be taken. The immediate supervisor
may modify the employee’s work schedule to accommodate the requirements applying to
the leave.
11.13 Jury Duty—Employees must notify their supervisors when called to jury duty. All time at
jury duty will be applied toward the employees’ regular workday. The employee must
submit record of hours at jury duty. Given the many different shifts employees’ work,
modification of work hours for such jury duty will be left to the discretion of the department
head or designee, and may be appealed to the Director of Human Resources.
Article 12. Automatic Progression
12.1 Plant Operators—
12.1.1 Treatment Plant Operator I to II—Any employee hired as an Operator I shall upon
receipt of a valid Grade II certificate issued by the State of California shall be
advanced to Operator II without additional City-required oral, written, or
performance examinations.
12.1.2 Certification a Condition of Continued Employment—
12.1.2.1 Grade II Operators—As a condition of continued employment,
employees hired as an Operator I must obtain a valid Grade II certificate
issued by the State of California or the certifying authority recognized by
the State of California, within 2 years from the effective date of hire as an
operator. If an employee fails to obtain this required certification within
the 2-year period, the employee may be terminated from employment
without right of appeal.
12.1.2.2 Grade III Operators—Employees classified as a Plant Operator II must
obtain and maintain a Grade III certificate issued by the State of California
or the certifying authority recognized by the State of California, within 3
years of their appointment. If an employee fails to obtain this required
certification within the 3-year period, the employee may be terminated
from employment without right of appeal.
12.1.2.3 Maintenance of Required Certification—If an employee classified as a
Plant Operator I or II fails to maintain a valid, required Wastewater Plant
Operator’s certificate issued by the State of California or the certifying
authority recognized the State of California, the employee may be
terminated from employment without right of appeal.
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 25
12.1.2.4 New Plant Operators Hired After 1/1/03—Commencing 1/1/03, all new
Plant Operator II employees shall at the time of their employment, possess
or obtain within 3 years of their employment as a Plant Operator II, a valid
Grade III Wastewater Treatment Plan Operator’s certificate issued by the
State of California or the certifying authority recognized the State of
California. Permanent Plant Operator II employees hired prior to 1/1/03
shall be exempt from this provision so long as they maintain a valid Grade
II certificate.
12.2 Mechanic and Electrical Staff—The City may fill any position at the level it deems
appropriate for Plant Mechanic I or Plant Mechanic II, and Plant Electrician I or Plant
Electrician II. It will also provide for alternate staffing/automatic progression for any plant
mechanic and electrical staff that are appointed at the lower level of the classification
series. This automatic progression for employees hired at the lower level will occur if all
of the following conditions are met. :
• Possessed a Grade II or higher CWEA Mechanical Technologist Certification or
Electrical/Instrumentation Technologist Certification for at least one year.
• Achieved "Above Standard" overall job performance ratings on at least 3 of the
previous 5 performance evaluations.
• If promoted, at the conclusion of one year, success fully completed a new
probationary period.
12.3 Environmental Compliance –The City may fill any position at the level it deems
appropriate for Environmental Compliance Inspector I or Environmental Compliance
Inspector II. An employee hired as an Environmental Compliance Inspector I shall
automatically progress to the Environmental Compliance Inspector II classification after
all of the following conditions are met:
• Possession of a Grade II Environmental Compliance Inspector Certificate issued by the
CWEA.
• Achieved “Above Standard” overall job performance ratings on at least 3 of the previous
5 performance evaluations.
• If promoted, at the conclusion of one year, successfully completed at new probationary
period
Article 13. Apprenticeship
The Union and the City agree to continue the current Stationary Engineers Local 39
Apprenticeship Training Fund. The City may nominate candidates from either Operations or
Maintenance.
Article 14. Personnel Practices
14.1 Probationary Periods—
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International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 26
14.1.1 Duration—All original and promotional appointments shall be tentative and
subject to a probationary period of not less than 12 months of actual service from
the date of probationary appointment or promotion.
14.1.2 Rejection—The appointing authority may terminate a probationary employee at
any time during the probationary period without right of appeal in any manner and
without recourse to the procedures provided in the grievance article of this
Agreement.
14.1.3 Promotional Probation—An employee who has previously completed the
probationary period and is rejected during a subsequent probationary period for a
promotional appointment shall be reinstated to the former position from which the
employee was promoted, if such position still exists. This section shall not be
construed as to prohibit the City from discharging any employee during a
subsequent promotional probationary period for those reasons and causes set forth
in the discipline article of this Agreement.
14.1.4 Probation after Transfer—Employees who transfer to another division shall be
required to undergo a new probationary period in a position into which transferred.
If unsuccessful in the new probationary period, the voluntarily transferred
employee may be terminated from City service. Employees transferred non-
voluntarily shall be reinstated to their former position if unsuccessful in their new
probationary period, if such position exists.
14.1.5 Probation after Return from Layoff—An employee who is laid off and
subsequently appointed as a result of certification from an employment eligible list
to a position of a different classification than that from which laid off, shall undergo
the probationary period prescribed for the classifications to which appointed.
Former probationary employees appointed from a reinstatement or re-employment
list must serve the remainder of the probationary period in order to attain permanent
status.
14.2 Transfer—An employee may be transferred by the appointing authority from one position
to another position in the same or comparable classification carrying essentially the same
maximum salary for which the employee is qualified to perform.
14.3 Promotion—The City shall endeavor to fill vacancies by promotion when in the best
interest of the service. In the event the appointing authority determines to fill a vacancy
by promotion, the Personnel officer prepares and administers an examination for those
employees who meet the minimum qualifications. The names of the successful candidates
shall be recorded in the order of their standing in the examination on an employment list.
Closed promotional appointments shall be made from the first 4 candidates (the number
may be unilaterally changed by City Council Resolution) on the employment list who are
ready, willing, and able to accept the position offered.
14.4 Employment Lists—Promotional lists shall become effective upon approval thereof by the
Personnel officer. Employment lists shall remain in effect for 1 year unless sooner
exhausted, and may be extended, prior to its expiration dates, by action of the personne l
officer for additional 3-month periods, but in no event shall the list be extended for more
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 27
than one additional year. If an appointment is to be made from an open-competitive list,
the names of all persons on the list shall be certified.
14.5 Removal of Names from Employment Lists—the City for any of the following reasons may
remove the names of any person on an employment list.
The eligible person requests in writing that his/her name be removed.
The candidate fails to respond to a written offer of employment within 6 business days
from mailing.
A subsequent report of an investigation is unsatisfactory.
The candidate has been passed over for appointment 3 times.
A candidate who rejects an offer of employment shall be removed from the
employment list.
14.6 Time Off for Examinations—Promotional examinations scheduled by the City during an
employee’s regular working hours may be taken without loss of compensation.
14.7 Resignation and Reinstatement—
14.7.1 Resignation—An employee desiring to leave the City in good standing shall submit
a letter of resignation to the immediate supervisor no later than two weeks in
advance of the effective date of separation; complete an exit interview; and receive
a satisfactory final evaluation.
14.7.2 Reinstatement—A permanent employee who has resigned in good standing may be
reinstated within two years of the effective date of resignation. Such reinstatement
may be to a vacant position in the employee’s former classification or to one in a
comparable classification that does not carry a significantly higher rate of pay and
that the former employee is qualified to perform. Reinstatement shall be made at
the salary step approved by the appointing authority. The reinstated employee will
serve the designated probationary period for that classification at which the
employee is reinstated.
Article 15. Reductions-in-force, Layoffs, and Re-employment
15.1 Council Determination—Whenever, in the judgment of the City Council, it becomes
necessary in the interest of economy or because the position involved no longer exists or
is no longer necessary or because of a material change in duties, organization, or shortage
of work or funds, the City Council may abolish any position in the competitive service and
layoff, reassign, demote, or transfer an employee holding such position. This action shall
not be deemed a disciplinary act or an act requiring written charges. The appointing
authority may likewise layoff an employee in the competitive service because of a material
change in duties, organization, or shortage of work or funds.
15.2 Seniority—Seniority, for the purpose of layoff, is defined as length of continuous full-time
regular employment within City service, and shall not include time spent in service on a
provisional or temporary status. Seniority shall be retained, but shall not accrue during any
period of leave without pay, except for authorized military leave granted pursuant to law.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 28
15.3 Order of Layoff—When one or more employees in the same class in a City department are
to be laid off, the order of layoff in the affected department shall be as follows:
Probationary employees in reverse order of seniority.
Permanent employees in reverse order of seniority.
15.4 Identical City Service Seniority—Should two or more employees have identical City
service seniority, the order of layoff will be determined by classification seniority.
Whenever two or more employees have identical classification seniority, a mutually
agreeable random process shall determine the order of layoff.
15.5 Layoff Notification—Employees shall be forwarded written notice, including reasons
therefore, a minimum of 10-working days prior to the effective date of layoff by certified
or registered mail, return receipt requested, or shall be personally served. An employee
receiving said notice may respond, in writing, to the appointing authority. The employee’s
representative shall receive concurrent notice, and upon request, shall be afforded an
opportunity to meet with the City to discuss the circumstances requiring the layoff and any
proposed alternatives that do not include the consideration of the merits, necessity, or
organization of any service or activity
15.6 Reassignment in Lieu of Layoff—
15.6.1 Vacant Positions in City—In the event of layoff, the employee will be allowed to
transfer to a vacant position that the City intends to fill in the same classification in
any City department as follows.
15.6.2 Former Classification—In the event there are no vacant positions in the same
classification in any department, the employee will be offered a vacant position in
any classification at the same or lower salary level in which permanent status had
formerly been held, first in the affected department and then Citywide.
15.6.3 Displacement—In the event there are no vacancies as listed above, the employee
shall have the opportunity upon request to be assigned to any classification in the
department at the same or lower salary level in which minimum qualifications have
been met and a regular layoff procedure in the same or lower salary level shall
apply.
15.6.4 Step Classification—Employees transferred, reassigned, or demoted under this
section will be assigned in the new classification salary range to a step closest, but
not exceeding, the employee’s salary at the time of reclassification.
15.6.5 Employee Requests—An employee must request in writing the provisions of the
Reassignment in Lieu of Layoff section, within 5-working days prior to the
effective date of layoff.
15.7 Layoffs—
15.7.1 Exercising Rights—In the event an employee is not reassigned in lieu of layoff, as
set forth above, the employee shall be laid off. If an employee elects not to exercise
the rights in section Reassignment in Lieu of Layoff, the employee may be deemed
to have been offered and to have declined such work and shall be laid off.
15.7.2 Accrued Leaves—Laid off employees are to be paid for accrued vacation and sick
leave in accordance with this Agreement when separated as a result of a layoff.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 29
15.8 Layoff Re-employment and Reinstatement Lists—
15.8.1 Reduction in Force Reclassification or Demotion—Probationary and permanent
employees, who are reclassified and/or demoted as a result of a reduction in force,
shall have their names placed on a classification reinstatement list, in order of their
seniority. Vacant positions within the classification shall first be offered to
employees on this list.
15.8.2 Reduction in Force Re-employment List—Employees who are laid off, shall have
their names placed in order of seniority on a classification re-employment list that
in the opinion of the personnel officer requires basically the same qualifications,
duties, and responsibilities as those of the classification in which the layoff
occurred. Vacant positions in such classifications shall be offered to eligible
employees on the re-employment list that qualify for such vacancies prior to an
open or promotional recruitment.
15.8.3 Duration and Removal from Reinstatement or Re-employment Lists—No name
shall be carried on a reinstatement or re-employment list for a period longer than
two years. Refusal to accept the first offer of reinstatement or re-employment
within a classification shall cause the employee’s name to be dropped from the list.
Individuals not responding to written notification by certified or registered mail,
return receipt requested, forwarded to their last known address, of an opening
within 10-working days from mailing, shall have their names removed from either
the reinstatement or re-employment list.
15.8.4 Probationary Rehires—Probationary employees appointed from a reinstatement or
re-employment list must serve the remainder of their probationary period in order
to attain permanent status.
Article 16. Recreational Facilities and Classes
16.1 Admission to Classes—Employees shall be entitled to free admission to City recreation
facilities and to free enrollment in up to 5 recreational classes during a 12-month period
(lab fees or ingredient fees not included).
16.2 Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities on the employee’s non-work time.
Employee admission to recreation facilities and recreation classes shall be accomplished
in conformance with the rules and regulations established by the source department.
Article 17. Safety
17.1 Observance of Safety Rules and Regulations—Both the City and Union shall expend every
effort to ensure that work is performed with a maximum degree of safety, consistent with
the requirement to conduct efficient operations.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 30
17.2 Safety Program—The City has established a safety program and representatives of the unit
shall serve on the safety committee.
17.3 Safety Equipment—The City shall continue to supply employees with safety equipment
required by the City and/or Cal/OSHA. All employees shall use City supplied safety
equipment only for the purpose and uses specified under applicable safety rules and
regulations.
17.4 Safety Shoes – Effective January 1, 2018, the City will reimburse employees who purchase
and wear approved protective footwear during their regular duty shift up to $275 per fiscal
year through the payroll process.
Article 18. Discipline
18.1 Action by City—The City may discipline, discharge, suspend, demote, or reduce in salary
any permanent employee for reasons including, but not limited to, dishonesty;
insubordination; incompetence; willful negligence; failure to perform work as required; or
failure to comply with or violation of the City’s rules regarding safety, conduct, or
operations; chronic absenteeism; misstatement of fact on an application or other personal
document; falsification of records; unfitness for duty; and absence without authorized
leave. Any discharged, suspended, or demoted employee, or an employee whose salary
has been reduced for disciplinary reasons, shall be furnished the reason for such action in
writing. In the event an employee feels that the discharge, suspension, demotion, or salary
reduction is unjust, the employee shall have the right to appeal the case through the
grievance procedure within 5-working days from the date of the disciplinary action.
18.2 Notice of Disciplinary Action—The City shall provide the affected employee with written
notice prior to taking disciplinary action, except where circumstances dictate the City
taking immediate action to remove the employee from the work place. In such cases,
written notice, as set forth below, shall be provided the employee within 2-working days
of the action. In instances where disciplinary action must be imposed immediately, the
notice shall be provided the employee no later than 5-working days before the disciplinary
action is to be effective. Where immediate disciplinary action has been imposed, such
action will not become final until the aforementioned notice has been furnished the
employee and the employee has been provided no less than 5-working days from the receipt
of the notice to respond to the authority initially imposing the discipline.
18.2.1 Notice—In all cases, written notice of disciplinary action shall be served on the
employee personally or by certified or registered mail, return receipt, with a copy
of the notice to be placed in the employee’s personnel file. The written notice shall
contain the following information:
The type of disciplinary action recommended.
The effective date of the action proposed.
The reason or cause for the action and the rules, regulations, and/or policies
violated.
That the employee shall be furnished all copies of all materials upon which the
action is based.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 31
That the employee has the right to respond either orally or in writing to the
authority initially imposing the discipline.
18.2.2 Appeal Rights—Once the proposed disciplinary action has been imposed, the
affected employee shall have the right to appeal. Such appeals shall be filed directly
at the fourth step of the grievance procedure set forth in this Agreement.
18.2.3 Probationary Discharge—Probationary employees may be discharged for any
reasons, which in the sole opinion of the City is just and sufficient. Such discharge
shall not be subject to the grievance procedure, except under the conditions
specified in Probationary Period article of this Agreement.
Article 19. Grievance Procedure
This grievance procedure shall be applied in resolving grievances filed by an employee covered
by this Agreement.
19.1 Definition of a Grievance—A grievance shall be defined as any dispute that involves the
interpretation or application of any provision of this Agreement during its term, excluding
all ordinances, resolutions, rules, and regulations, the contents of which are not specifically
covered by the provisions of this Agreement. Such excluded ordinances and resolutions
shall not be subject to this grievance procedure.
19.2 Time for Filing—A grievance shall be void unless it is filed in writing within 45-calendar
days from the date upon which the City is alleged to have failed to provide a condition of
employment that has been established by this Agreement, or within 45-calendar days from
the time an employee might reasonably have been expected to have learned of the alleged
failure. In no event shall a grievance include a claim for money relief for more than 45-
calendar day period, plus such reasonable discovery period.
19.3 Informal Discussion with Employee’s Supervisor - Step 1—Before proceeding to the
formal grievance procedure, an employee shall discuss the grievance with the immediate
supervisor in private and attempt to work out a satisfactory solution. If the employee and
the immediate supervisor cannot work out a satisfactory solution, the employee may then
choose to represent himself or herself individually, or may request the assistance of the
Union in writing to formally present the grievance.
19.4 Formal Written Grievance - Step 2—If the employee wishes to formally pursue the
grievance, the employee shall present the written grievance to the supervisor’s immediate
superior within 15-calendar days after the date upon which the grieving employee
informally discussed the grievance with the immediate supervisor. The written grievance
shall specify the article, section, and/or subsection of the Agreement that is alleged to have
been violated by the City and shall specify dates, times, places, persons, and other facts
necessary for a clear understanding of the matter being grieved. The supervisor’s
immediate superior shall return a copy of the written grievance to the employee with an
answer in writing within 15-calendar days from receipt of the grievance from Step 1.
19.5 Grievance to Department Head - Step 3—The department head or designee shall have 15-
calendar days after receipt of the grievance to review and answer the grievance in writing.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 32
A meeting between the department head or designee and the grievant with his/her
representative is required at this level unless waived by mutual Agreement.
19.6 Waiver of Supervisory Review—If the grievance is not resolved after the informal
discussion with the employee’s immediate supervisor, the grievant and the department
head or designee may, by mutual agreement, waive review of the grievance to the
department head or designee.
19.7 Informal Review by the City Manager - Step 4—Prior to the selection of an arbitrator and
submission of the grievance for hearing by an arbitrator, the City Manager or designee shall
informally review the grievance and determine whether said grievance may be adjusted to
the satisfaction of the employee. The City Manager or designee shall have 15-calendar
days in which to review and seek adjustment of the grievance.
19.8 Arbitration of Grievance - Step 5—In the event that the department head does not resolve
the grievance, the grievant may within 30-calendar days after receipt of the department
head’s decision request in writing that an arbitrator hear the grievance.
19.9 Selection of Arbitrator—The arbitrator shall be selected by mutual agreement between the
City Manager or designee and the grievant or representative. If the City Manager or
designee and the grievant or representative are unable to agree on the selection of an
arbitrator, they shall jointly request the State Mediation and Conciliation Service to submit
a list of 7 qualified arbitrators. The City Manager or designee and the grievant or
representative shall then alternately strike names from the list until only one-name remains,
and that person shall serve as arbitrator.
19.10 Duty of Arbitrator—Except when an agreed statement of facts is submitted by the parties,
it shall be the duty of the arbitrator to hear and consider evidence submitted and to
thereafter make written findings of fact and disposition of the grievance that shall be final
and binding upon the parties. The decision of the arbitrator shall be based solely upon the
interpretation of the appropriate provisions of the Agreement applicable to the grievance
and the arbitrator shall not add to, subtract from, modify, or disregard any of the terms or
provisions of the Agreement.
19.11 Power of the Arbitrator—The provisions for arbitration are not intended and shall not be
construed to empower an arbitrator to change any condition of employment specifically
covered by the Agreement or to revise, modify or alter in any respect any provision in the
Agreement.
19.12 Payment of Costs—Each party to a hearing before an arbitrator shall bear own expenses in
connection therewith. All fees and expenses of the arbitrator shall be borne half by the
City and half by the grievant, except that the moving party must pay any cancellation
charge for both parties if an arbitration session is canceled without sufficient notice to the
arbitrator.
19.13 Effect of Failure of Timely Action—Failure of an employee to file an appeal within the
required time period at any level shall constitute an abandonment of the grievance. Failure
of the City to respond within the time limit at any step shall result in an automatic
advancement of the grievance to the next step.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 33
Article 20. Past Practices and Existing Memorandum of Understanding
20.1 Working Conditions—Continuance of working conditions and practices not specifically
provided herein, shall not be guaranteed by this Agreement.
20.2 Prior Agreements—This Agreement shall supersede all existing and prior Memoranda of
Understanding, side letters, and agreements between the City and the Union.
20.3 Changes—No changes in this Agreement or interpretation thereof (except by decision of
the Personnel Board and City Council in accordance with the applicable sections of this
Agreement) will be recognized, unless agreed to by the appointing authority and the Union.
Article 21. Employees Covered
Provisions of this Agreement apply only to the full-time regular employees represented in Unit D,
as identified in Appendix A.
Article 22. Severability
Should any section, clause, or provision of this Agreement be declared illegal by final judgment
of a court of competent jurisdiction, such invalidation of those sections, clauses, or provisions shall
not nullify the remaining portions. Those remaining portions shall be in full force and effect for
the duration of this Agreement. In the event of such invalidation, the parties agree to meet and
confer concerning substitute provisions for those terms rendered and declared illegal.
Article 23. Term of the Memorandum of Understanding
This Agreement shall become effective only upon approval by the City Council and upon
ratification by the members of this unit and remain in full force and effect to and including June
30, 2022.
Article 24. Signatures
In witness thereof, the parties hereto have executed this Agreement in the City of South San
Francisco on this__________ day of_________________, 2021.
For the Union: For the City:
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 34
Bart Florence, Business Manager
Leah Lockhart, Human Resources Director
Chief Negotiator
Steve Crouch, Director of Public Employees
Mike Futrell, City Manager
Michael E. Gong, Business Representative,
Chief Negotiator
Janice Chapman
Quinlan Miller
Nelson Yuk
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 35
Appendix A
Operating Engineers, Local 39 Classifications
Those classifications in the International Union of Operating Engineers, Local 39 unit are the
following:
1. Lead Plant Operator
2. Plant Operator III
3. Plant Operator II
4. Plant Operator I
5. Apprentice Operator
6. Lead Plant Mechanic
7. Plant Mechanic II
8. Plant Mechanic I
9. Apprentice Mechanic
10. Plant Electrician II
11. Plant Electrician I
12. Plant Utility Worker
13. Senior Environmental Compliance Inspector
14. Environmental Compliance Inspector II
15. Environmental Compliance Inspector I
16. Senior Laboratory Chemist
17. Laboratory Chemist
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 36
Appendix B
Certification Premiums
Effective July 5, 2013, those classifications listed below are the Plant classifications that are
eligible for the following certification premiums, which shall be calculated on the employee’s base
rate of pay.
Classifications Certification Premiums
Grade III Grade IV Grade V
Lead Plant Operator 2.5% 2.5%
Plant Operator III 2.5% 2.5%
Lead Plant Mechanic 2.5%
Plant Mechanic II 2.5% 2.5%
Plant Electrician II 2.5% 2.5%
Sr. Environment Compliance Inspector 2.5%
Environmental Compliance Inspector II 2.5%
Sr. Laboratory Chemist 5.0%
Laboratory Chemist 5.0%
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 37
Appendix C
Stand-by Pay and
Flexible Work Schedules for Non-shift Employees
1. The City agrees that upon specific written request by the Union during the life of this
Agreement, it will discuss with the Union creation of a Stand-by Pay program as a
departmental policy and procedure which is separate and apart from this memorandum
of understanding. The City agrees to engage in “effects bargaining” with the Union to
negotiate over the impact on affected unit members resulting from such a program if
the City determines that it makes operation sense to implement such a program.
2. The City agrees that upon specific written request by the Union during the life of this
Agreement, it will discuss with the Union creation of a Flexible Work Schedule
program for non-shift employees as a departmental policy and procedure which is
separate and apart from this memorandum of understanding. The City agrees to engage
in “effects bargaining” with the Union to negotiate over the impact on affected unit
members resulting from such a program if the City determines that it makes operation
sense to implement such a program.
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 38
Appendix D
Limited Term Employees
Pilot Program
1. Limited Term Employees- The City will designate a separate group of extra help
employees in the bargaining unit, entitled Limited Term Employees, consisting solely of
employees who are hired at the City's discretion, for assignments not to exceed two (2)
years.
2. The Limited Term Employees Pilot Program will apply for the duration of the MOU
beginning on July l, 2014, and continue to apply to Limited Term Employees hired during
this period. This program will be extended for the duration of the MOU beginning on July
1, 2017.
3. The City will use Limited Term Employees only in the following circumstances: (Note:
the terms “temporary” and “short term” below shall be defined as not to exceed two years
for the purpose of Limited Term Employees.)
a. Temporary absence of incumbent
b. Short-term variations in workload, including seasonal work
c. Short-term special projects/assignments/pilot programs
d. Temporary filling of vacant positions
e. Intermittent work
f. Temporary staffing prior to implementation of organizational or technological
changes (e.g., Laboratory/Environmental Compliance).
g. Work that has been traditionally outsourced (e.g., Instrument Technician)
4. To the extent Limited Term Employees are hired to facilitate work on planned projects,
the City may exercise its discretion to assign such project work to Regular Employees
while the Limited Term Employees backfill Regular Employee job duties.
5. The number of positions filled by Limited Term Employees in the unit will not exceed 5
positions at a time. The City will meet and consult with the appropriate Union
representative over any expansion of the pilot program or increase in cap on number of
Limited Term Employees.
6. The following terms and conditions of employment will apply solely to employees hired
as Limited Term Employees:
a. Positions will be a limited term as defined by the City, not to exceed two years.
b. Limited Term Employees are hourly, unclassified, temporary, at-will employees.
c. Upon termination or release from employment, the employee may not be hired for
a second limited term assignment.
d. Limited Term Employees are full-time (40 hours/week) hourly employees with
benefits. Compensation will consist of the following:
City of South San Francisco
International Union of Operating Engineers, Stationary Engineers, Local 39
Memorandum of Understanding
July 1, 2021 through June 30, 2022 Page 39
i. Hourly wage rate (X-code). During this pilot program, if there are base pay
increases to the equivalent bargaining unit position, the hourly position will be
subject to the same.
ii. Paid Time Off - 3.08 hours vacation accrual per pay period (80 hours/year);
3.69 hours sick leave accrual per pay period (12 days/year); and 13 paid
holidays, including 1 floating holiday.
iii. Medical, Dental, Vision, Life and Disability insurances.
iv. Section 3121 Retirement Plan.
v. Limited Term employees are not eligible for retiree health benefits.
vi. Limited Term Employees are eligible for the City's group medical, dental and
vision plans as offered to regular full-time employees. Limited Term
Employees may not opt out of the plans for cash into a deferred compensation
plan.
vii. Limited Term Employees are eligible for shift differential pay.
The recruitment standards and treatment for Limited Term Employees will be no different
than Regular employees. All Limited Term Employees will be expected to have the
knowledge, skills and abilities necessary to adequately perform their roles and meet their
responsibilities.
EXHIBIT D
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
First Floor City Hall P. O. Box 711
400 Grand Avenue South San Francisco CA 94083
South San Francisco CA 94080
650/877-8522 Tel
Web Site
www.ssf.net 650/829-6698 Fax